Step Up Your Design Engineer LinkedIn Profile with This Trick!

HMG Success on January 27, 2017

Your LinkedIn profile serves as an extension of your resume; it includes additional information that you cannot generally work into a one- or two-page document. But is your profile living up to its potential? If you want to be seen as a top design engineer in your field, then you need to make sure your profile summary is on point. Take the time to review your summary’s content and use these tricks to help you stand out from the crowd.

The “Why” of Your Work

We are all motivated by something and giving light to your reasoning can make for a compelling introduction. Consider the parts of your job that keep you moving forward and encourage you to delve even deeper into your chosen specialty as a design engineer. Maybe you enjoy taking business ideas and using them to create more advanced, efficient structures, equipment, machines, or systems. Or perhaps you enjoy creating something on paper or via computer-aided design (CAD) software and seeing the representation become a reality.

Expressing the driving force behind your pursuit can help demonstrate your passion for the field in a meaningful way.

How You Do What You Do

Everyone has different skills and traits that differentiate themselves from other design engineers. Include a few sentences that provide insight regarding how you do what you do. This allows recruiters and hiring managers to visualize how you function in a work environment.

If you aren’t sure how to phrase these statements, treat it like you are answering the unasked question that is on every hiring manager or recruiter’s mind: how are you a solution to their business problem? Every position within an organization represents a problem that needed to be solved. By describing how you can provide answers to their unspoken challenges, you can clear one hurdle on the path to new employment.

Say it with Numbers

When it comes to your design engineer LinkedIn profile, and your resume, something nothing speaks louder than numbers. Quantifying your accomplishments gives much-needed context to your experience.

Isn’t this the kind of information that belongs in the Experience section of your profile? Yes, it is. But if you have particularly powerful metrics to provide, there is no reason you can’t include them here as well.

Your profile summary needs to hook potentially interested recruiters and hiring managers, so don’t be afraid to list a key accomplishment or two here to help encourage them to continue through the rest of your profile.

Include Contact Information

If someone wants to contact you regarding a possible opportunity, don’t make them hunt for your contact information. Instead, include your email address, and possibly your phone number, in a prominent place.

You may choose to close your summary with your contact information, though you can also place it closer to the top. Experiment with the location and see if one area of another yields better results.

For those concerned about leaving contact information so publicly available, consider setting up an alternate email address and phone number (an internet-based phone number can work well) solely to list on your profile. Just make sure to check it regularly for messages, or set up forwarding to an account you already check regularly.

If you are ready to find your next job, and you want skilled employment professionals by your side, The Advance Group is here to provide the guidance and connections you need. Contact us and see what opportunities may be available for design engineers in your field.

When is it Appropriate to Let Your Staff Work from Home?

HMG Success on January 23, 2017

Technology has made it possible for more workers to complete their job duties regardless of where they are located. And with these advances comes the ability to work from home. But the big question for many managers is simple; when is it appropriate to let your staff work from home?

The trick is if your business supports the use of mobile technology, many of your employees are already. The checking of email through smartphones or taking a company laptop home over the weekend essentially create a work-from-home concept within the workplace even if the process isn’t official.

So, if you are interested in determining a more official approach to work from home opportunities, here are some points to consider.

Assigned Job Duties

The biggest factor regarding whether working remotely should be an option for your staff involves the duties that are assigned. Some positions lend themselves well to working from anywhere. Often, these are jobs that require limited or no in-person contact with customers, and the majority of the work is performed on a computer.

Remote desktop connections, softphones, and other technological capabilities mean that an employee can essentially have full access to all of their resources even from the comfort of their own home. They can receive business phone calls without having to use a separate line and can access networked systems as long as they have an internet connection.

Collaborative or Independent

Certain positions are more collaborative in nature than others. While improvements in communication options, like IM and video conferencing, can make collaboration between remote employees easier, certain tasks are better managed with everyone in the same space. This is especially true when tools or resources are not necessarily accessible online.

Employees that work independently are often simpler to transition to a work-from-home paradigm. However, you also need to consider the amount of supervision the employee may require. Even if work is completed without the direct input of coworkers, if a high level of involvement on the part of the employee’s manager is required, a remote workplace may not be ideal. Workers that complete their tasks at an appropriate quality without a lot of supervision will likely perform similarly when working remotely.

Issues of Fairness

The option to work remotely is highly coveted by many employees. That means that providing the option selectively might lead to some internal issues of resentment or perceived favoritism if not all internal employees performing the same or similar duties are given the option. This often requires that entire workgroups be examined at the same time. And, if not everyone can be counted upon to perform well from an alternative worksite, it may be wise not to offer the option at all.

Create Firm Guidelines and Expectations

One of the biggest points of fear regarding the support of work-from-home opportunities centers on the perceived loss of control over an employee’s activities. However, these concerns can be alleviated through the creation of clearly defined policies, procedures, and expectations.

Having communication standards to keep all pertinent information flowing freely and to ensure that all key management personnel are properly informed are critical to the program’s success. Just as attendance and productivity standards are set for employees working onsite, the same approach can create a remote worker policy that defines how and when work should be done.

With strong guidelines, you can open your hiring opportunities to skilled individuals outside of your primary location. This can provide access to the new talent you may otherwise have deemed inaccessible.

If you are interested in finding new employees for remote or onsite opportunities, The Advance Group can provide you access to new candidates who have the skills you need. Contact us today and see how we can help you hire the right workers for new remote opportunities.

Welcome to 2017! Here’s How to Get Back Into Your Workplace Groove

HMG Success on January 20, 2017

The holiday season is officially over. You’ve said goodbye to your loved ones with whom you reconnected for a visit, and it’s time to start taking down the decorations. It’s also time to head back to work.

No matter how wonderful your holiday experience, it is seriously disruptive to your workplace routine. If you find yourself disengaged and lethargic, you aren’t alone. Luckily, there are things you can do to help you get back into the groove, letting you start out 2017 the right way.

Up Your Exercise

It isn’t uncommon to let your workout routine slide a bit during the holiday season. But exercise can help you fight off those post-holiday blues and help you get back into a positive mindset. So reunite with your morning run, or join a new fitness class to shake things up. You can even do quick bursts of activity throughout your day, like taking the stairs a little bit faster or finding exercises you can do at your desk.

Reevaluate Your Diet

Another area that often goes off the rails during the holidays is your diet. While many people begin New Year’s resolutions focused on losing weight, it is more important to make sure you are giving your body what it needs to function at its best. A poor quality diet, no matter the number of calories, can harm productivity and have a negative impact on motivation, mood, and your ability to concentrate. Make an effort to eat a healthy variety of foods and mind your caloric intake for better results.

Walk Down Memory Lane

Our memories are funny things, and you can use that to your advantage. Taking some time to remember your holiday can actually work to your benefit. As we reminisce about certain experiences, our minds tend to embellish, and that can actually make you happier. So don’t be afraid to take a few moments for reflection, as the mood boost can make it time well spent.

Get Organized

Distractions and interruptions can wreak havoc on your productivity, especially if you are working without a plan. As you return to work, the first thing you should do is develop a plan for your week. Create a schedule (one for work and one personal) and make sure to prioritize your tasks.

Also, leave a bit of wiggle room within the tasks. Even if you can limit distractions and interruptions, something will likely come along that needs to be put in front of other tasks. By giving yourself room to adjust, you can shift your schedule without making your workday unmanageable.

Create Work-Life Balance

While there is no magic wand for achieving the perfect state of work-life balance, it is important to build in time for yourself and what you enjoy doing. So, while you are creating your schedule, make sure to include some time for you and your family. Schedule social time like any other calendar appointment, or sign yourself up for a class that is just for fun. And, once something is planned, treat it like any other important appointment by not moving it unless there is truly an emergency.

Plan for Your Next Holiday

We all know that taking a vacation can feel great, but it has mood-boosting benefits beyond the time you are off work. In fact, the act of planning a holiday or vacation can improve your mood for weeks before you actually head out the door. And, you don’t have to plan big trips for it to work. Consider something as simple as a long weekend adventure and start adding money to your vacation fund. You may find that anticipating your next holiday actually makes it easier to get back into your workplace groove.

Consider New Employment

Sometimes it isn’t the post-holiday mindset that is affecting your motivation; it could be the realization that your current job isn’t really for you. If you find yourself longing for a change of pace, The Advance Group can help you explore your options. Contact us today and see if a new job is the ticket to a better 2017.

Is January the Right Time for a Productivity Review?

HMG Success on January 16, 2017

The holiday season has come and gone, and a new year is underway. Often, this makes it a great time to reevaluate business processes to determine new directions, and that can include productivity reviews on your employees.

While the work associated with a productivity evaluation should be ongoing, taking the time to examine how employees have been performing can position your business for a more profitable year. To help you get started on the right foot for 2017, here are some key points on how to calculate worker productivity and their value to your organization.

Understand the Metrics

Productivity seems difficult to measure outside of pure production environments. Production workers, material handlers, and QC inspectors can have their activity recorded in fairly concrete terms. But those working towards group goals, such as many information technology workers, aren’t as easy to track.

Ultimately, productivity is a comparison of input to output. Input generally refers to things like the employee’s salary and benefits, training costs, and the amount of time required to complete tasks. Output is based on the worker’s ability to complete tasks in a timely fashion, often in comparison to the rate at which coworkers doing similar work finish specific job duties.

By examining productivity in that manner, you have a better chance to find meaningful measurements regardless of the kind of work in which the employee participates.

Factor in Pay Rates

The size of an employee’s salary is a consideration in productivity reviews. You have to compare the hourly wage received to the amount of output being yielded to get a solid comparison. For example, if two employees provide the same amount of output, but one is paid twice as much as the other, then the lower paid employee is providing more value. In contrast, if the higher paid worker is producing four times the output of the lower paid employee, then that should be considered during the review.

A productivity review has less to do with attitude and more to do with metrics. And an employee’s pay rate is a vital factor in the calculations.

Don’t Forget Other Costs

Aside from pay, businesses invest in employees in multiple other ways. This can include the cost of their benefits package, any training that is required (or requested) to perform the job, and even the amount of materials waste the employee creates.

For example, if two employees that receive the same salary in a production environment produce an average of 10 pieces per hour, but one employee makes an item incorrectly once every 20 times, while the other has an error rate is one in 15, the one with the lower error rate is providing more value. Metrics such as these are just as important as any other factor when determining the value of an employee to an organization.

When Less Productive Employees Are Identified

Productivity reviews are not the only consideration regarding who makes a great employee. However, they can add valuable insight regarding the value an employee brings to the table and can serve as a point of comparison when choosing which employees should stay on the payroll.

If you need to replace a less productive employee to reach optimal output, The Advance Group is here to find the workers you need. Contact us and see if a new employee is the ticket to a better 2017 for your bottom line.

Graduated in December? Here’s How to Dive Into the Talent Pool!

HMG Success on January 13, 2017

Graduating right before the start of a new year can feel like the perfect time for a fresh start and a new job. Now that you have your degree in-hand, it is time to join the ranks of the job-seekers in your chosen field. If this is your first time looking for a “real” job, the process can feel intimidating. Luckily, there are a few ways that you can dive into the talent pool to make the most of the next chapter of your life.

To help you get started in your new professional field, here are some tips to get you started on your search for a new job.

First Jobs versus Forever Jobs

Now that you have your degree, it’s time to find your dream job, right? Well, yes and no. You may have the credentials to start working in your field, but the position you find today is unlikely to be the final stop on your career journey. And, when you jump into the job market, it is important to keep that in mind.

You want to find a position that gets you moving in the right direction, one that will help you build real-world skills and experience. When looking for jobs, consider the entirety of what they have to offer instead of being blinded by a job title or a preconceived notion of what you should be doing. Seek out opportunities to learn, grow, and build connections. In the long-run, those may be more valuable than anything else, especially when it comes time to move forward in your career.

Give All You Have

Whether you are searching for your first post-college job or are getting ready to start working, you need to give everything you have to the process. Until you find your new place of employment, seeking out opportunities is effectively your job. Treat it as such by scheduling time to look for positions, meet with recruiters, consult with any post-graduation services available through your school, and activating your network.

Once you secure a position, greet the opportunity with enthusiasm. This is your first big step in the working world that will help you get to your career goals. No matter your job duties, aim to perform them to the best of your ability. This will help you build your professional reputation and may increase your odds of finding promotional opportunities down the road.

Speak Up (Properly)

Don’t be afraid to express your ideas in your new workplace, but do so with tact and grace. Many new graduates are either fearful when it comes to providing input, or they are overzealous. It is important to strike a balance where you can speak about your ideas without appearing as though you are trying to change every standard process currently in use.

If you have an idea of value, do your due diligence before presenting it to your colleagues or manager. Treat it like a proposal by doing some research. That way you can speak to specifics instead of assumptions.

It is also vital to recognize that those you work with have been active in the workplace for longer than you. While it is often tempting to reinvent the wheel in your new place of employment, not every process needs a revamp because of something you learned while pursuing your degree. Instead, find out how things work today before making recommendations. Then, you have a full understanding of why these choices were carried out before trying to make changes. It is simply a more polite approach.

If you are looking for your first “real” job, or a new job, The Advance Group can help you get your career off the ground. Contact us today and see where your new degree can take you.

How to Hang On to Your Top Employees

HMG Success on January 9, 2017

If you talk about disruptive situations in the workplace, the unexpected departure of a talented employee is bound to be mentioned. Often, it can feel like enough of a challenge to locate top candidates for your open positions, but finding great people is only part of the battle. Once you find the right person, you need to encourage them to stay.

Sometimes, an employee leaving has nothing to do with your company. For example, they may have received an offer that was simply too go to refuse, or they might have to relocate to an area that puts their current workplace outside of a reasonable commuting distance.

However, good employees also leave because of shortcomings in the company. If exiting employees aren’t willing to provide an authentic reason regarding their decision, then it is hard to determine a course of action to prevent similar exits in the future. One of the least obvious reasons top workers leave an organization is an environment that promotes mediocrity. Truly driven employees won’t be attracted to complacency, making a swift exit the logical choice.

If you want to do everything you can to keep these top performers working with your business, consider these factors that do fall within your control.

Equal Treatment Isn’t Always Fair

Many companies work hard to treat all employees the same. Often, this is touted as a fundamental of a strong workplace, but it can actually drive away your top performers. Being treated equally even when your performance is exceptional makes these talented members of your workforce feel unappreciated. They may perceive it as a way to marginalize their efforts.

But what is the alternative to treating everyone as equals? Treating them fairly.

It is perfectly acceptable to acknowledge the contributions of top performers as long as the attention given to all employees is seen as fair. Performance-based raises are an obvious choice, but there are non-monetary rewards that can also do the job depending on what each employee values.

Individual Employee Values

Not every worker is motivated by the same rewards. For some, money talks, but others appreciate flexible scheduling options, more vacation days, or tuition assistance over a bigger paycheck. Some would even enjoy additional responsibilities or the ability to pick their own projects based on what interests them most. To ensure you are customizing your approach based on the preferences of your best employees, you must find out what they value in a workplace and act accordingly.

Career Advancement

Those with the most talent often develop a plan regarding how they see their career progressing. If you want to keep them interested in maintaining their employment, then you need to see how your company can help them reach their goals.

Skilled workers who feel they have reached a dead-end in their current job will leave for advancement opportunities that fit into their career plan. Instead of them looking outside the organization for new positions, create an internal resource that will help them get there with your organization. Mentoring, training and job shadowing can help employees see the potential that exists in your business, and filling promotional opportunities from within can also contribute to building loyalty over the long-term.

So take a moment to consider how your organization can keep your top performers engaged and optimistic about their future there, and you will likely see fewer people heading for the door.

However, if you do need to fill vacancies from outside of your business, The Advance Group can help you find top candidates that have the potential to turn into some of your greatest assets. Contact us today and see what we can do for you.

Already Stressing Out in 2017? Try Doing This

HMG Success on January 6, 2017

Stress related to your career is practically a fact of life. Some people quietly stew in their discontent, while others wear the “difficulty” associated with their line of work as a badge of honor. But whether you are losing sleep to impress or because you feel you have no choice but to put in the extra hours, there’s one simple fact you must remember; it’s only a job.

Job and Identity

Many people tie their profession to their identity as a person. While what you do for a living is a key part of your day-to-day, it isn’t necessarily what your life should be about. Even if you enjoy what you do, and find your daily work meaningful, a job is predominately a means to an end. It pays the bills and gives you an opportunity to explore what you are passionate about, even if your passions lie outside of the workplace.

Doing your job should not lead to suffering in other areas of your life. Devoting too much time to your career and not enough time to things that are meaningful to you may result in burnout or worse.

Taking a Break

If your work is dominating every waking moment of your day, and the number of waking moments begins to significantly dig into your non-waking moments, then you might want to schedule some time off. Putting all of your energy into your work often cannot be sustained long-term. That means, for the sake of your sanity, it is important to break away from time to time.

But what if your workplace can’t survive without you? The trick is, unless you are a one-person operation, it can survive without you. Work will go on; tasks will be completed. Even if you are self-employed, scheduling some time for yourself is critical to keep the fires burning.

Giving ourselves permission to pursue something other than work keeps us revitalized. You will be able to be more productive over the long-term if you give yourself the chance to put work down and do something you enjoy. It is also necessary to maintain your relationships with family and friends, as well as your physical health, and if your constant state of being on the clock is harming those areas of your life, you might want to step away for a few days.

Not Romanticizing Stress

Many people have the habit of romanticizing their stress, treating it like a status symbol instead of the burden it can be. To help you move past your stress, you need to understand that the damage being done does not compensate for the potential to humblebrag about the challenges of your life.

Looking at stress through rose-colored glasses such as these is often an attempt to express one’s value or level of importance. Some people function under the notion that the more stress you have, the more important you must be. But stress and importance, or even success, do not always go hand-in-hand.

Occasional workplace stress is normal, but if it is dominating your daily existence, it might be time to explore new opportunities. If you are interested in finding a new position that allows you to keep stress in its proper place, the professionals at The Advance Group can help you explore your options. Contact us today and see if a better work-life balance is on the horizon in 2017.

5 Traits to Look for in Stellar Maintenance Managers

HMG Success on January 2, 2017

Without proper maintenance, your business wouldn’t function properly (at least, for long). Having a skilled maintenance manager ensures that the appropriate tasks are handled in a timely manner and that the employees within the department receive the guidance and direction they need to perform to the best of their ability. But what separates a good maintenance manager from a great one?

There are certain characteristics that define great leadership. To help you find a stellar maintenance manager amongst a sea of applications, be sure to look for these five traits.

Leadership from the Frontlines

Maintenance tasks are often hands-on jobs, and a manager that is willing to get their hands dirty right alongside their team will often command more respect. Instead of finding a candidate that leads by words only, find one that leads by example. Employees are more likely to follow the requests of someone who isn’t asking them to do something they themselves would not do.

This style of leadership also helps the manager stay abreast of any issues that need addressing. This can include obstacles to their employees being able to complete their jobs, as well as internal conflicts between team members. Being involved directly with activities helps keep the manager informed and allows them to adjust their approach according to the situation at hand.

Organization and Planning

The work of a maintenance department is part reactive and part proactive. While sudden system and equipment failures must be addressed immediately, preventative maintenance activities need to be planned in advance. An effective maintenance manager can strike a balance between maintaining a schedule and adapting to urgent needs without falling behind on either. This requires significant experience in the areas of organization and planning, as well as knowledge regarding how to delegate tasks and respond to changing priorities.

Thorough Knowledge

Subject area knowledge is the foundation of a strong maintenance manager. They need to understand what it takes to complete a task, including the materials and tools needed, as well as the time. This helps them organize activities more efficiently while ensuring their expectations of their team’s work are reasonable. Without knowledge of what it takes to do these jobs, the maintenance manager will likely run into trouble fairly quickly.

Training Capacity

Being knowledgeable allows them to do the work, but it is better if they can take that a step further. Having the ability to teach and train employees successfully can be invaluable, especially when they have vast experience in the field. It can also lower costs of training new and current employees, as they can learn from the maintenance manager directly.

This also helps ensure redundancy amongst the skill sets present. If the manager is the only person who possesses certain knowledge, they can train others to create double-coverage opportunities. Then you can rest assured knowing that all tasks can be completed even when someone is unexpectedly absent.

Accountability and Recognition

The ability to accept responsibility for things that go wrong, and to hold accountable those who misstep, is a necessary leadership trait. But it is equally important to be able to recognize the efforts of those within your team and ensure proper credit is given when it is due. Failing to do either can lead to issues of respect and trust within the team which can negatively affect the function of the team.

If you are looking for a new maintenance manager to join your ranks, The Advance Group can help you in your search. Contact us today and see what the right maintenance manager can do for you.