How to Guarantee You’ll Always Hire the Right Industrial Employee

HMG Success on March 27, 2017

When a new light industrial employee doesn’t work out, it is easy to simply call it a bad hire and move on. But sometimes ending up with the wrong employee has more to do with the hiring process than the person who was selected. Failing to consider the role of the recruitment process means you aren’t ensuring that the next candidate selected won’t bring the same results as the first, so it is important to be open to changes.

Luckily, there are steps you can take that will practically guarantee you’ll make the right hiring decision almost every time. To help you get your industrial hiring process on track, here are some tried-and-true methods for increasing your odds of hiring the right person.

Create a Plan

Hiring a new light industrial employee requires planning because no two instances are exactly the same. Even if you are hiring for a position that is common in your organization, that doesn’t mean you can use a cookie cutter process.

First, you need to determine if any skill gaps are present. Since every employee you have brings different things to the table, it is important to consider whether the team has any gaps that need to be filled. This will give you a point of focus as you move forward.

Then, determine what needs to happen to attract a candidate with the right skills to fill those gaps. In the end, this helps you create the strongest team possible which, in an industrial environment, is often the larger goal.

Add a Phone Screening

Since you know which skills are the most important, consider narrowing down your candidate field with a quick phone screening. This helps eliminate applicants who ultimately won’t meet your needs even if they appear to have the right skills on paper. You can streamline the hiring process by only bringing in the strongest candidates for actual interviews, saving both time and hassle while still ensuring a quality match.

Check References

If you are considering candidates with previous on-the-job experience, don’t hesitate to contact their references to see how they used those skills on the job. You’ll also find out about their reliability on the job, as well as insights regarding how they fit into the culture of their prior employers.

This can serve as a great way to get foundational information about who the candidates are as individuals, instead of just a skill set on a piece of paper. So, use the time wisely and ask the questions that get you the answers you need.

Be Open About Compensation

A lot of companies hold details about compensation close to the chest. However, this can come back to hurt you if you limit the field of candidates only to later find out their salary requirements simply aren’t feasible for your company. Instead of holding these details until the end of the process, consider presenting them closer to the beginning, such as during the phone screening. That way, only candidates that are open to accepting the salary you have available will be included in the later rounds, and you don’t have to worry about finding a perfect candidate that you can’t afford.

Enlist the Help of Experts

Sometimes, the easiest way to increase your odds of hiring the perfect light industrial employee is to work with hiring experts, like the team at The Advance Group. Contact us today to speak to one of our skilled recruiters and see how working with hiring experts can get you the results you need, every time.

5 Ways to Become a Successful Workplace Leader

HMG Success on March 24, 2017

Being a successful leader involves a combination of skills and abilities. It also requires practice and dedication. While many organizations try to champion unconventional approaches in the office, there are certain guidelines that are known to create results. So, before you throw the entire rulebook out of the window, here are some you should consider keeping.

1. Don’t Overthink the Trivial

Often, those in leadership positions find themselves stressing the minutia of life. Everything from wardrobe choices, breakfast selection, and which route to take to work requires you to make a decision. And focusing on decisions that don’t really matter may make it more difficult to focus on those that do.

Instead of wasting time and energy on issues such as those mentioned above, consider automating these parts of your life. Preselect your outfits for an entire week, so you don’t have to consider them every day. You can also stick to the same breakfast and commuting choices. By removing the inconsequential decisions from your day-to-day, you can let your brain focus on more important matters instead.

2. Don’t Fear Failure

While we would all rather succeed than fail, failure is often a great source of learning in business. Additionally, it means you are open to risk. Ultimately, personal and business growth require us to consider making changes, and that automatically comes with the risk of failure. So, before you say no because of what might go wrong, consider what can be learned if the worst does happen. Then, you might find that while the risk exists, the outcome isn’t as bad as you may think.

3. Encourage Constructive Criticism

Another path to growth is through the acceptance of constructive criticism. However, it isn’t always easy as a leader to get that kind of feedback. So, instead of just hoping those around you will contribute to these conversations, consider direct solicitations. If you approach other employees by making it clear you are looking to make sure the outcome of a project is ideal, and that you want input that could lead to positive change, you may find they are more open to providing the kind of feedback you need.

4. Ask with Confidence

If there is something you need, ask for it. Many people have this illusion in their minds that leaders never ask for assistance, but that simply isn’t the case. Sometimes, you have to approach others and simply go after the support you need, be that a helping hand, more equipment, or additional funding.

Your worst case scenario is that they’ll say no, and that means you are simply in the same position as before. But if they say yes, you have the opportunity to move forward, and that is often the biggest goal.

5. Have a Life

Being a leader doesn’t mean giving up your entire life to work. Instead, strong leaders need to prioritize having time away from work to relax and recharge. Overall, taking time for yourself will make you a more effective leader than if you allow stress to build and never provide an outlet.

If you are looking for ways to become a successful workplace leader or are searching for a new employee, The Advance Group is here is assist. Simply contact us and let us know what we can do for your company. We will be glad to help you reach your goals.

Hate Your Job? We Might Know Why

HMG Success on March 20, 2017

If you’re finding it harder and harder to convince yourself to go to work, then you have likely realized what choices you have. You can try to find a way to change things for the better, vent to someone who will listen, or jump into your job search. And all of those can be great moves.

However, as we find ourselves pulling away from our work, we often begin to make additional mistakes that make things even less tolerable. And these are the changes we have to fight against. If you find yourself hating your job more every day, then see if you may be sabotaging your chances at a happy outcome.

You Stop Caring

While it may be nearly impossible to force yourself to be passionate about a position that has lost your interest, you do need to make sure you produce quality work. If you allow yourself to stop caring, that will be seen by others. And that can make your next job search even more difficult than before.

When we stop caring about our jobs, we may think it’s no big deal to do subpar work, come in late, leave early, or ignore our responsibilities. However, this affects your co-workers, manager, and the business in a negative way. And, if any of those people may be a reference for you in the future, you are essentially shooting yourself in the foot.

You Don’t Try to Find a Better Position

Going to a job you hate can be exhausting. However, you can’t let your tiredness or frustration be an excuse to put a job search on hold. In the end, finding a new job falls predominately on your plate. Certain steps can only be taken by you, and no one else will do them for you.

So, instead of putting everything off, schedule time in your calendar for tasks related to your job search. Once the time is set aside, and you get the process moving, you may find that job searching isn’t as rough as you thought. And, in some cases, you may even enjoy exploring your options.

Just keep the tasks on which you focus specific for each block of time. For example, day one could include 30 minutes for doing some resume updates. The next one could include setting up job alerts on certain websites. Then, you might schedule an appointment with a recruiter. Keeping the tasks small makes them feel manageable and may encourage you to keep pushing forward.

You Keep It a Secret

Not expressing your frustrations will eventually come back to haunt you. We can only hold these feelings in for so long before they begin costing you more and more. And, there is often nothing to gain by keeping it a secret.

By letting some of these feelings out, and getting someone you trust involved, you may be able to find a way to solve the problem. Additionally, if you decide to make some changes, you will likely need their support, and that is easier to get with some warning.

If you are interested in extending the reach of your job search, the professionals at The Advance Group can provide the support you need. Contact us and see what is available in your area.

Facing Failure? Use These Tips to Head in the Right Direction

HMG Success on March 17, 2017

Everyone has heard the adages about using failure for growth. But those sayings don’t give you much insight regarding how to use failure to move forward. In fact, much of managing failure involves active decisions on your part. So, before you let a failure ruin your day, here are some tips to take that experience to get you moving in the right direction.

Don’t Punish Yourself

Most people are their own hardest critic, but beating yourself up over the outcome doesn’t help you move forward. In fact, it can make it practically impossible to learn from the experience at all. So, don’t take a failure as a reason to give yourself a hard time. Instead, look at what went right and how you can learn from the parts that didn’t. That way you get the most value from the failure without any of the guilt.

Manage Expectations

Sometimes we perceive an event as a failure simply because our expectations weren’t realistic. While it is perfectly fine to shoot for the stars in some situations, make sure that reach them is actually possible. Otherwise, you may be setting yourself for disappointment simply because what you had in mind wasn’t actually achievable under normal circumstances.

Reach Out

If you find yourself facing a failure, and you aren’t sure what to do, don’t be afraid to ask for help. Often, we find ourselves hesitant to bring in someone else when we think a project isn’t going well. However, getting a fresh perspective and new ideas on the table might find the path between failure and success.

Remember, in the vast majority of cases, asking for help isn’t a sign of weakness; it’s a sign of intelligence and self-awareness.

Execute, Execute, Execute

It’s easy to talk about taking action, but spending more time discussing what to do than actually doing it won’t help turn a failure into a success. Once you have a plan in place, you have to move forward. Otherwise, you’ll never have the chance to see if a positive outcome was even possible.

Misery and Company

Surrounding yourself with people who are certain failure is on the horizon won’t help you find solutions, only problems. So, if you find that everyone around you is pulling you down, consider involving other people to keep yourself moving forward.

Trends and Talents

When a project focuses more on current trends than on your capabilities, you might find yourself in over your head. It is important to be realistic about what you know how to do and what you don’t. Then, if you find yourself lacking in a particular area, you can learn from the experience and build the skills that would have created a success. Or, you can bring in outside talent to help turn the failure into a success.

Often, failure is a mindset. If you decide that failure isn’t how you will define the outcome regardless of what happens, then you can find yourself embracing new opportunities for what they have to offer either way.

If you are interested in pursuing new employment opportunities, the professionals at The Advance Group can help you increase your chance of success no matter the outcome. Contact us today and see what is available in your area.

The Job Market is Shifting. Is Your Company Keeping Up?

HMG Success on March 10, 2017

Millennials are the largest part of the workforce today. And their preferences are shaping how workplaces need to operate. Preferences for flexible scheduling and a higher likelihood of making a job switch mean companies need to change how they hire and the benefits they offer. Otherwise, you may find it difficult to get the employees you need.

But what changes does your company need to make to keep pace with the shifts in the job market? Here are some of the most important offerings you need to consider.

Flexible Scheduling

Flexible scheduling is becoming more of a standard than a luxury. Whether you simply give employees options for shifting their schedule to meet occasional demands in their personal lives or give them carte blanche to get things done whenever they choose, businesses need to find ways to increase the number of options available.

Project-Oriented Opportunities

While some businesses see a Millennials willingness to explore opportunities elsewhere as a negative, it can actually create unique options when used properly. For example, you can hire professionals on a project basis to get the expertise you need only when you need it. This allows workers to focus on the skill sets they prefer to use while you get access to the best talent available. Then, when the project wraps up, you can both go your separate ways with ease.

Personal Development

Many Millennials favor personal development opportunities over certain other benefits, so giving your employees a chance to learn and grow can help attract some of the best and brightest in their fields. Consider implementing formal training plans or building in educational benefits. Mentorship programs can also provide a source of career development for those who prefer to work directly with someone who possesses the skills they wish to learn.

Career Growth

One motivator for seeking new employment opportunities focuses on the chance to move up the career ladder. Luckily, this urge to look elsewhere can be managed by providing clear paths for career progression within the workplace. Then, they can work towards gaining higher ranking positions without necessarily having to find a new company to do so.

Updated Communication Tools

Millennials aren’t inclined to rely on email to communicate with coworkers or management. Instead, many favor tools like instant messengers and other chat-based tools. Failing to adopt new communication tools to meet these expectations can have your company appearing to be behind the curve, and that won’t attract candidates from this or younger generations.

Non-Traditional Workspaces

The cubicle farm is well on its way out, while more open designs continue to attract employees interested in more collaboration in the workplace. However, that doesn’t mean every area should be entirely open to everything else, as integrating heads down or conference spaces can help control distractions.

Compensation

While compensation isn’t always cited as a major factor, it is still a factor that deserves consideration. Your business needs to make sure that any compensation offered to competitive within the current marketplace. This includes a strong salary, suitable medical coverage, retirement options, and paid time off. Otherwise, you may struggle to find and keep the employees you need.

If you are looking for new employees to join your workplace, The Advance Group has the expertise to attract today’s top talent. Contact us to speak to one of our professional recruiters today.

Waiting for a Sign That It’s Time to Quit? Here It Is!

HMG Success on March 6, 2017

While heading to work isn’t necessarily the most fun thing in your life, it shouldn’t feel like the worst one either. And, if you have a feeling of dread while getting ready every day, week after week, that is often a sign that it is time for a change. But figuring out what kind of change you need isn’t always easy. Maybe you simply need to find a similar position with a new employer. Or maybe you need an entirely new career.

If you find yourself question which direction is right for you, here are some points to consider along your way to an answer.

Am I Passionate About the Field?

Your first point to ponder should be whether you feel any passion for your field of work. This helps you review whether your career path has potential based on the bigger picture of how it fits into a company while factoring out what it is like to do the job with your current employer.

Generally, if you aren’t happy with your job, it is hard to feel passion for anything about it. But you need to see if the ideas behind your chosen field still inspire any sense of excitement or at least interest. If the answer is yes, then a simple job change might do the trick. However, if the answer is no, a new career may be on the horizon.

Do I Take Pride in What I Do?

Again, this question needs to be separated from your current employer and focused on your field. For example, if you meet someone new and they ask what you do for a living, do you consider it a point of pride to tell them? Or do you try to hide it or avoid the subject?

If the idea of sharing your job title or field of work gives you a positive feeling, then changing employers may fit the bill. But, if you would rather hide that detail from those you meet, then a career change might be the better course of action.

Do I Enjoy Using My Professional Skills?

As we move along in a career, we have a chance to develop and use specific skills. But, just because we are able to do something doesn’t mean we enjoy it. Granted, not every job duty is going to inspire you to push through your day. However, it is important that those you regularly use in your career are at least pleasant experiences.

Try to determine if you could keep doing the same, job specific requirements as you move through your career. If that idea fills you with dread, then other options should be explored. If it sounds great, then a new environment may be all you need.

Am I Fulfilled?

Sometimes, the biggest question is to decide if you feel like you are missing out on something you desperately need. And, if so, what exactly is the missing part.

A lack of fulfillment can make a job feel more like a cage than an opportunity. If you feel an undeniable pull to do something else, then you should explore that further. And that doesn’t mean you have to jump ship right away, but at least figure out what it would take to make that change a reality. Then, you can make an informed decision about pursuing an option that gives you that missing piece of the puzzle.

If you are looking for a new job or an entirely new career, The Advance Group can help you explore your options. Contact us and see whether a change is just what you need to feel like you are getting everything you need out of life.

Use These Tips to Find Co-Workers You Really Love!

HMG Success on February 27, 2017

It is well documented that workplace friendships can improve your performance. When you have connections at work, you are happier to be there. And, since most people spend as much time with their co-workers as they do close family members, it’s no surprise that these relationships matter. So, how do you find out if a job opportunity comes with more than a great set of job duties, but also with great people? By following these tips.

Start with the Interview

When you come in for an interview, you often get your first glimpse into the work environment. You get insights regarding the company culture and how the workspace is physically structured. It is also generally the first real conversation you have with someone working there.

After visually reviewing the environment, feel free to ask questions about it. Most interviews come with the obligatory “do you have any questions for me” section, so now is a great time to get the answers you need. For example, you can ask about how the organization approaches team building or if co-workers tend to get together after hours. You can also ask if you will have an opportunity to meet potential co-workers as part of the interview process.

Since cultural fit is being stressed by more companies, it is possible that team introductions are already on the schedule for top candidates.

Be Yourself

Since organizations understand the value of a strong cultural fit, it is also important that you be yourself throughout the process. Most candidates are in the habit of not just putting their best foot forward, but in restraining their personality to fit someone else’s mold. While this may increase a person’s odds of landing a position in some cases, it doesn’t give the company a chance to really consider whether you will fit in culturally.

Now, this doesn’t mean you should let it all hang out, but don’t feel pressured into hiding every quirk or idiosyncrasy.

Have a Life (and Talk About It!)

Another habit of old involves presenting yourself as if you are a work-oriented robot who lives and breathes all things office-related. Just as restraining your personality can give hiring managers the wrong impression about your cultural fit, neglecting to present yourself as a whole person who isn’t solely focused on your career can lead to a poor fit.

When discussing anecdotes and experiences during the interview, feel free to open up a bit about who you are outside of your work hours. You aren’t going to find your ideal set of co-workers if people aren’t getting insights into the real you from the beginning.

Don’t Be Afraid to Say No

If after the interviews and the meet-and-greets, the cultural fit doesn’t seem right to you, don’t be afraid to say no if a job offer comes along. You will be spending a significant amount of your life at work and, if you can’t imagine yourself fitting in with the people you have met, then it may be wise to keep looking.

Settling for a less than ideal work environment won’t create long-term happiness, so take that into consideration before accepting a position. If you are looking for new job opportunities or a chance to find your ideal workplace, The Advance Group can help you explore your options. Contact our professional staff today and see what may be on the horizon.

What Are the Best IT Employees Looking For?

HMG Success on February 24, 2017

A business is only as good as the people it hires. So, it’s no wonder that every company wants to find the best IT employees available. But what exactly attracts the best IT professionals to an organization? The answer may surprise you.

A Challenge

The best and the brightest IT employees want to solve challenging problems. It keeps them engaged in the workplace and gives them an opportunity to flex their creative problem-solving muscles.

One of the biggest factors that lead talented employees to look for new opportunities is boredom. While every day isn’t going to be laden with the troubles of the world, having regular opportunities to think outside the box will keep them interested long term.

However, it is important that the challenge not be solely an issue of volume. Having more work than any person can reasonably keep up with will just breed frustration. Creating a challenge isn’t about working your IT professionals to death, it about letting them use their skills in new or unconventional ways.

Flexibility

Flexible schedules are becoming more common, especially as potential employers work to lure in the best IT employees. Nontraditional hours, compressed weeks, remote worker options, or a combination of all three can help attract candidates that value work-life balance as much as their career. Flexibility is becoming a new standard in the workplace, and failing to get onboard could lead skilled employees to look for opportunities elsewhere.

Training and Education

Your most driven employees have big plans for their careers and, if you choose to be a part of that plan, you can retain top performers longer. Whether you offer traditional training options, educational incentives, mentoring and job shadowing options, or simple cross-training opportunities, giving them a chance to grow in their career will give them the incentive to stay with your organizations. Superstar workers likely don’t see their current position as the endpoint of their career, so it’s better to work with that then fight against it.

Updated Technology

You won’t keep the best IT workers if your tech isn’t up with the times. While you don’t have to embrace every new tool or technology that comes around, it is important that your current solutions are reasonably modern. Cloud-solutions, mobile technology, and updated software options are all critical to when you are looking to hire the cream of the crop. So, if your office computers still feature Windows XP or your idea of mobile technology is limited to a source of email on the go, you might find it hard to attract younger professionals in the current job market.

Competitive Compensation

Regardless of what else you have to offer, if you don’t have a competitive compensation package, you are going to miss out. Do some research and see what similar employees are being offered by your competitors and then make sure you are operating in the same ballpark. While salary isn’t the only factor in deciding whether to accept a job offer, it is always a factor.

If you are looking to hire a new IT professional for your business, The Advance Group has the industry knowledge and hiring expertise to find you ideal candidates for your needs. Contact us today and put us to work for you.

Too Busy for a Job Search?

HMG Success on February 20, 2017

When you think of a job hunt, do you imagine sitting in front of a computer screen for hours on end? Are you slogging through job listings or analyzing every word on your resume? And are you trying to do all of this while working a full-time job, going to school, or caring for a family?

While it’s true that a job search does take some of your time, it is a common misconception that it has to be cumbersome. Often, when we picture a job search, we see the task as a whole instead of a sum of various parts. And separating out the pieces can be the key to job search success no matter how busy your average day tends to be.

Here are some common mini-tasks involved in the large job hunting process, and information about how to fit them into your day.

Manage Your Resume

The first step of every job hunt is to get your resume in order. That way, if you find a great opportunity, you aren’t stuck scrambling to manage the paperwork. Now, you don’t have to see resume revisions as a single task. Instead, dedicate just 10 minutes a day to the project, and use each 10-minute block to handle a single resume section.

For example, your first 10 minutes could involve updating the information on your current position. The next 10 minutes? Update your skills information. Just proceed in 10-minute intervals, one section at a time, until you have a solid base resume.

Create Alerts and Searches

Many job boards give you the option to receive emails regarding new positions that may be of interest. Consider visiting some of the major players and creating alerts based on your target positions. That way, if you are somewhat crunched for time, you can review positions that are more likely to suit your needs. Additionally, save search criteria on some of these sites as well to help streamline your efforts when the time is right.

Now, you don’t actually have to begin your searching yet. This step is about making your future efforts more efficient, so don’t feel like you need to review everything that comes up now. Instead, use 10-minute intervals just as you did with your resume review and get these setup for future use.

After all of the setups are complete, you can use your available time to review positions that fit the parameters you set without having to wade through the rest.

Work with Skilled Employment Professionals

Sometimes, the best way to get a job search going when you are strapped for time is to work with professional recruiters. Staffing firms can review your information and get to know your preferences in a single meeting. Then, they can forward you opportunities that meet your needs. They’ll do all of the searching and sorting for you, and you get to reap all of the benefits of their expertise.

If you are too busy to commit to your job search, the professionals at The Advance Group are here to help. Contact us today and let our experience work for you!

Get Your New Staff Up to Speed in 2017

HMG Success on February 17, 2017

One you’ve selected a candidate and they arrive for their first day on the job, the hard part is done, right? Nope, not even close.

Onboarding new employees properly is a key step to their ultimate success in the workplace, and it is surprisingly easy to get wrong. If you want your new staff to get up to speed as efficiently as possible, integrate these tips into your new employee onboarding process.

Avoid Quick Judgments

Think back to the last time you started a position with a new company. How long did it take you to feel confident in your daily work? A month? Six months? A year?

Some companies operate under the idea that a new employee should be completely comfortable in as little as two weeks. And, normally, that just isn’t enough time to determine an employee’s likelihood of success over the long term.

Instead of rushing to judgment regarding their capabilities, see those first few months as investments in their development, especially if the position is entry-level. Set goals regarding how their abilities should grow, and create training opportunities around meeting those goals. By creating a larger plan, it is easier to see how long it should actually take for all of your expectations to be met.

Help Them Connect to the Mission

It can be hard for new employees to see how their work fits into the larger picture. But not having that sense of larger purpose can actually be very harmful to morale.

Instead of leaving new employees floundering as they try and figure out how their work fits in, help them learn about how everything comes together. Introduce them to the people their work supports, and let them know how that work furthers the mission. It’s also useful to share success stories about the company’s work so that the end results are easier to grasp.

Recognize Achievements

As the employee begins to pick up new tasks and make progress through training plans, make sure and acknowledge their effort. By letting them know that you see their effort, you help them build confidence in their new positions and can help encourage additional development in the future.

Employees that feel acknowledge are often more productive. And that, when that is applied to an employee going through the onboarding process, can help motivate them to push through what can be a challenging time.

This also opens the door to have conversations about any challenges they are facing. Often, it is easier to discuss problem areas when you feel that your hard work is otherwise recognized, which may make them more comfortable when it comes time to ask for help.

Learn from Your Mistakes

As you work on the onboarding process, it is likely you’ll try some techniques that work while others simply don’t. Just as it takes some trial and error to learn a new job, the same can be said for creating the ideal onboarding process. So, give yourself the time it takes to work out the kinks, and you’ll end up with a system you can build on for years to come.

If you’re looking for your next new employee for 2017, The Advance Group is here to help. Contact us and speak with one of your professional recruiters about your hiring needs today.

Here’s What You Can Leave Off Your Light Industrial Resume

HMG Success on February 13, 2017

Job seekers used to believe that every piece of their professional lives had to be included on their resume regardless of its current relevance to their career. But, today, that simply isn’t the case. While ensuring all pertinent details make it into the final document, there are others that no relevance when you are focusing on light industrial positions.

In the end, your resume is a piece of marketing material, and you want to make sure it reflects the best image possible. With that in mind, here are some points to leave off of your light industrial resume.

High School Education

Including the name of your high school and the year you graduated is simply unnecessary on a resume. It takes up valuable space and provides no real value when a hiring manager is reviewing your information. And, in some cases, the information can actually work against you. If you provide the year of your graduation on your resume, it isn’t difficult to estimate your age. Even though some age groups are protected from discrimination, not everyone is, so it is often best to leave that piece of information a mystery.

Unrelated Work Experience (That Isn’t Recent)

If you have been working in light industrial positions for the past decade, then anything prior to that is generally irrelevant when it comes to landing a new light industrial job. Feel free to leave old jobs off that don’t provide valuable information to a hiring manager at your target companies.

However, if the work experience is very recent, you may need to include the basics to avoid the appearance of large gaps in your employment history. When that is the case, trim the details regarding your experience to points that hold relevance to the position you are seeking.

All-Encompassing Job Descriptions

When you describe your prior experience, it is tempting to simply rehash the details contained in your last job description. But this level of nitty-gritty detail is often overkill or cumbersome. Instead, focus on key accomplishments and critical skills listed in the job posting of the position to which you are applying. That way, you have the major keywords covered (in case your resume is being put through an automated screening process), but you don’t have a deluge of information.

Also, you don’t have to list a particular job duty or skill under every job title in which you performed the work. For example, if you used a pallet jack in your last three jobs, don’t repeat it in every position overview.

Objectives and Interests

Objective and interest sections were used to allow applicants to make personal statements about their goals and the personal side of their life. But these sections rarely provided any insights when it came to evaluating candidates. Most objective statements focused on finding new employment, which is inherently understood since you are applying for a position, and interests often included personal hobbies, which often didn’t relate to their professional lives. Either way, the information is unnecessary, so it is best to leave these sections off.

If you are looking for more resume tips or would like help finding a new light industrial position, The Advance Group is here to help. Contact us today and see what job opportunities are available to you.

Didn’t Get the Job Offer? These Tips Will Help You Understand Why

HMG Success on February 6, 2017

Your resume is perfection, your cover letter inspiring, and your landing one interview after another. But once the interview is over, everything grinds to a halt. And it isn’t just one time. You keep pushing forward, but your efforts aren’t getting you the one thing you want: a job offer.

After a few times of getting the same response (or no response at all), it is easy to be hard on yourself. And while it is possible you’ll need to make some changes soon, it is important to recognize that you have a large part of the process down.

So don’t overanalyze your applications, because they are doing their job. Now, it’s time to look at the interview and see what you can do to get the job offer.

In most cases, your contributions in an interview can be narrowed down into two categories; what you say and how you say it. Here are some tips to make sure that both parts are on point.

What You Say

Step one is to consider the content of your responses. When you answer a question, you want the information to be valuable in regards to understanding how you would succeed with a new company. To help you craft meaningful content when discussing your background and experience, stick with a three-part response. First, outline a challenge you faced. Next, review the action you took to resolve the problem. Finally, confirm the result.

Often, these responses should be around four-to-six sentences long, so make sure that everyone counts. If you tend to include excess information, then trim your response accordingly. Too short? Then add some detail to help create context.

Make sure to focus on answers that have a strong framework and where the end result is well defined. When possible, quantify your results for additional impact.

How You Say It

An interview is often an uncomfortable situation. And that may make it more difficult to be your best self. But coming off as down-to-earth, approachable, and generally positive can be the difference between an offer and heading back to the drawing board.

The key to a stronger delivery is often practice. Work with a friend or family member and have them observe your responses. They will be able to let you know if the tone isn’t sending the right message, or if your body language is hurting your chances. Additionally, they often have the ability to be honest in their assessment which is more than you may get if you are able to solicit feedback from your prior interviewers.

For example, a friend may be more comfortable pointing out your nervous laugh or tendency to ramble, while an interviewer may be more reserved in regards to feedback. And that honest feedback may make all the difference.

You can also work with a recruiter to get the feedback you need. The professionals at The Advance Group understand what it takes to nail an interview, and will be able to provide you with the feedback you need. We can also help you locate new opportunities that you might otherwise miss. Contact us and see where your new interview skills can take you and land your next job offer.