Contact us

Feeling Confused at Your CAD Design Job? Here’s Why It’s Best to Tell Your Boss

HMG Success on October 7, 2026

 

At some point in your CAD design career, you’ll likely be faced with a project that seems to leave you baffled. It can be hard to accept that you are at a loss, and even more difficult to admit it to your boss. But failing to speak with your manager isn’t normally the best path. If you’re confused at your CAD design job, here’s why it is best to tell your boss the truth.

Your Manager May Already Know

Whether you’ve recently started a new job or have been in your position for years, your boss likely has a good grasp on what your skill set is and what tasks you have handled before. That means, they also probably know when something is new to you and may leave you feeling out of your depth.

If you find yourself drowning in your latest assignment, admitting that fact might not surprise your manager, and can actually make things easier in the long run. They can connect you with others who can help you manage the portions you find challenging, giving you a chance to learn and grow. Then, when you have to do similar work in the future, you’ll be prepared, and they know they can count on you.

You Can’t Fake It Forever

Many of heard the adage, “fake it ‘til you make it.” While this approach can be effective when you just need a little extra time to get your ducks in a row, it can’t be used as a long-term solution when your shortcomings are affecting others.

Turning in subpar or incomplete work will be noticed, especially if it is starting to become a norm. Additionally, your colleagues likely have to shoulder a heavier burden because of it. By asking your boss for help, you’re creating an opportunity to get the answers or training you need to handle your workload.

It Eliminates Excuses

By being direct with your manager, you can actually set yourself up for success. They may be able to connect you to resources, like online references, books, or courses that can help you fill in the gaps. This allows you to work your way through the problem yourself instead of relying on others to pick up the slack.

When you approach your boss, have a clear idea of what shortcomings are affecting your work. This allows you to explain what parts of the job you can confidently handle and on which you need help. Often, this direct approach is likely to yield the best results as you can specifically ask for the guidance you need in a concise manner. It can also demonstrate self-awareness as long as your assessment of your capabilities is honest and thorough.

If the job is completely over your head, then it’s also possible this isn’t the right position for you. Admitting that you need to find another option allows you to locate a job that better suits your capabilities and lets your boss find the right person for their needs too. If you’re interested in discovering a new opportunity, The Advance Group can connect you with some of the area’s leading employers. Contact us today and see what may be available to you.

 

 

5 Steps for Finding Your Best New Employee

HMG Success on October 7, 2026

 

When you’ve officially reached a point where bringing on a new employee is the right move, you want to make sure you handle everything right the first time. This helps ensure you can get the person you need quickly while making sure you aren’t stuck with a less than ideal fit or finding yourself hiring again too soon. To help you manage the task efficiently, here are five steps for finding your best new employee.

1. Clarify Your Needs

Whether you are refilling a position or starting one from scratch, you need to review the position to see exactly what competencies are required to get the job done. This involves looking at the assigned duties as well as evaluating the new employee’s team for skill gaps that need to be filled by the candidate. Once you clarify your needs, you can create a job posting that includes those high-priority items, ensuring you are speaking to the right job seekers before anyone submits an application.

2. Locate the Candidates

After crafting your vacancy announcement, you need to put it out into the world. You can begin by listing the job opening on your company website as well as relevant job boards and even local classifieds. Working with a reputable staffing firm is also a great method for connecting with qualified job seekers, so consider it when you start the recruitment process to help widen your net.

3. Handle the Interviews

Once you have a quality resume or application in your hands, it’s time to start interviewing. You’ll start by contacting candidates who most closely meet your needs and scheduling times to meet. Prior to the interview, craft some key questions you want to cover during the meeting, so you are prepared in advance.

Make sure you schedule interviews for a sufficient duration based on the complexity of the position and how much you hope to discuss. In most cases, professional-level interviews should be blocked for at least an hour, though some entry-level jobs make only require half that. When in doubt, give yourself more time instead of less. After all, the candidate you choose to pursue could be with your organization for a long time, so give yourself the opportunity to be thorough during the interview process instead of feeling rushed.

4. Manage Background and Reference Checks

Whenever you hire anyone, you should always take the time to run an appropriate background check based on the position and speak with the person’s references. While professional references are often somewhat biased, as the contacts are provided by the candidate, using probing questions can help you gain a deeper understanding of the job seeker’s capabilities, allowing you to get the most out of these calls. Make sure you give yourself time to get the information you need by handling these reference checks during a time where you won’t feel rushed.

If you want to streamline this part of the process, many staffing agencies can conduct background and reference checks on your behalf. This means you get all of the information you need, collected by professionals, without having to take the time from your busy schedule.

5. Make the Offer

As soon as you’ve identified your ideal candidate, it’s time to make an official offer. Start by speaking with them over the phone to cover the basics and send the details in a formal letter. Be prepared to negotiate with the job seeker, as this is a common practice, and then send an updated formal letter once you have found mutually agreeable terms and obtain their official acceptance.

Once that process is complete, you can begin looking forward to the onboarding process and having a great employee joining your team. If you would like to work with a skilled staffing agency to manage the process for you, the professionals at The Advance Group have the experience to handle the process right the first tie. Contact us to see how our recruitment specialists can help with your hiring needs today.

 

 

Comparing Yourself to Your Welding Co-Workers: Does It Ever Pay Off?

HMG Success on October 7, 2026

 

Throughout your life, you’ve likely heard the advice to “stop comparing yourself to others.” Typically, this is good advice, as focusing on how you measure up to those around you can be a tiresome and frustrating experience.

However, there are times when comparing yourself to your welding co-workers can actually reap some benefits, as long as the examination is in the right areas. Here are a few examples of times when making the comparison can actually pay off.

When You Can Learn Something

At some point, you’ll likely have a co-worker who reaches the next level of success, possibly leaving you behind in the process. Maybe they scored that promotion or received a pay raise based on their efforts, but you didn’t receive the same. Often, this can be somewhat discouraging and may leave you wondering what did they have that you didn’t.

While this thought process can seem damaging, it can actually be helpful if you see it as an opportunity to learn. Consider the other person’s qualifications to see if there is something you’re missing. Think about how they operated in their position, including the hours they put in and their production levels. Reflect on their attitude and if they sought out new responsibilities or took on extra projects to help the company.

If you can identify some of these key differences, they can serve as a roadmap regarding what you need to improve to take the same step in your welding career. And that can be a valuable lesson.

As a Source of Inspiration

Seeing a co-worker pass you by can be frustrating. But, at the same time, it’s a clear sign as to what is possible in your career, too.

You and your team mate often have some things in common, such as a similar level of training or experience. So, their success shows you what opportunities may be just ahead for you if you make the right moves. It’s a clear sign regarding what is possible in your career, so consider seeing it as a source of inspiration. If they can do it, maybe you can too.

Comparing yourself to others is a natural, and often unavoidable, thought process. The important part is to avoid beating yourself up when someone else gets ahead. Everyone is different, and we won’t all reach the destination at the same time even if we were together at the start. By examining how you can use their success to teach you how to reach new heights in your career and considering it a source of inspiration, you can use these comparisons to your advantage, allowing you to get further than you may have otherwise imagined.

If you’re interested in taking the next step in your career by finding a new welding position, the professionals at The Advance Group can connect you with some of the leading employers in the area. Contact us today and see what welding positions may be available to you.

 

 

Messed Up Your Light Industrial Interview? Bounce Back with These Tips

HMG Success on October 7, 2026

 

Sometimes, you leave an interview knowing it didn’t go well. Maybe you stumbled on a few questions or committed a faux pas that didn’t leave a great impression. Regardless of the reason, it’s never a great feeling. Messing up during your light industrial interview isn’t the end of the world, however. There are ways to bounce back. Here are a few tips to help you get back on track.

Let Yourself (Briefly) Grieve

It’s okay to take a little time to feel bad about how things went. Instead of bottling up your feelings, allow yourself to work through the emotions. Don’t make a wide announcement about the how things went, as this can hurt your future prospects, but do consider confiding in one person whom you trust. Vent your frustrations a bit and discuss what happened during the interview. This will let you get everything out of your system, giving you the opportunity to get past it.

Move On

After you’ve taken a day to work through your emotions, it’s time to pick yourself up and start again. Treat your last interview as a learning experience and take it as an opportunity to improve during your next one.

Start by reviewing what went wrong and determine what you can do better next time. Maybe you need to dedicate more time to preparation and practice to help your answers feel more natural or do additional research regarding the interview process or your next target company.

The important thing is to manage your mindset and see your mistakes as an opportunity to grow. Every interview is a chance to learn and improve, and a bad one can teach you a lot of about what not to do and how to perform better next time.

Acknowledge Your Accomplishment

While the interview went poorly, part of the process went right. After all, you did land an interview, and that should be a point of pride. Celebrate this little victory to give yourself a boost and acknowledge that getting that far into the process is an accomplishment that deserves recognition.

Keep Applying

Now that you’ve learned a valuable lesson and gained additional experience, it’s time to work on landing your next interview. This means it’s time to start applying to open positions again to help you find your next opportunity.

Remember, there are other jobs out there, so you’ll get another chance to shine. And don’t forget that your application did help you score your last interview, so you know you can do it again.

If you want assistance with your new job search, the professional recruiters at The Advance Group can help you locate opportunities at some of the top companies in the area. Contact us today to see how our services can connect you to your next opportunity and help you get your career moving in the right direction.

 

 

Increase Warehouse Safety (Without Blowing Your Budget)

HMG Success on October 7, 2026

 

Workplace and warehouse safety should be a priority in every warehouse. Not only is protecting your employees the ethical thing to do, but it can also result in cost savings by preventing expensive injuries on the job. But, if your budget is limited, it may be tempting to forgo certain safety measures to help improve the bottom line. While financial restrictions can be a factor, it’s vital to never put safety on the backburner, as it can easily cost you more in the long run.

Luckily, you don’t have to blow your budget to improve warehouse safety. Here are a few methods that can be implemented with ease — and without having to spend a fortune to make it happen.

Workplace Safety Training

No two warehouses are alike, so even experienced workers need to receive training to ensure they know how things operate in your place of work. Often, this starts by making sure every new employee is given a safety-oriented introduction to the environment with additional focus placed on areas relevant to their position. This gives everyone critical information about how to do their job safely and guarantees no worker misses out on the experience.

Safety Policy Enforcement

If your company is like most warehouses, you probably have a list of workplace safety policies and procedures that all workers are expected to follow. However, to ensure these policies are effective, you need to put real effort into enforcing them. Allowing safety issues to go unaddressed gives your workers mixed signals regarding workplace priorities and simultaneously increases the chances of an accident occurring. And, if those who violate policies aren’t reprimanded, you’re even implying these policies don’t actually matter.

When a safety-related incident occurs, it’s important to act quickly and decisively in accordance with policy. This shows that ignoring the requirements isn’t acceptable and demonstrates your dedication to the cause.

Provide the Right Tools and Equipment

While tool and equipment costs can add up, ensuring everyone has the things they need to do their job properly and safely is a wise investment. Employees who don’t have the right tools for the work often have to improvise, and this doesn’t always turn out well. Additionally, missing or damaged safety equipment leaves workers vulnerable. By ensuring the right items are available at all times, everyone can work more safely and productively, both of which benefit the company.

Make Smart Hiring Decisions

Warehouses are often subject to seasonal fluctuations that require new employees to be added quickly. But just taking the first applicant and throwing them in the position to get a warm body in place can be dangerous, especially if they don’t have the right experience or skills for the work. Not only are they more likely to be injured, but their inexperience could put others at risk, as well.

Instead, taking the time to select the right individual for the associated duties can keep the workplace safer, and it doesn’t cost you anything extra along the way.

If you’re looking for a cost-effective approach to hiring and warehouse safety, the recruitment specialists at The Advance Group can provide access to skilled talent quickly and efficiently. Contact us today to see how our approach can help your business succeed.

 

 

No Confidence in Your Admin Skills? Here’s How It’s Hurting You

HMG Success on October 7, 2026

 

At times, even the strongest worker’s confidence falters. Maybe you were entrusted with a task that is well outside your comfort zone, or you received negative feedback you weren’t expecting. In most cases, these moments where you question your capabilities are short, and you’re able to get your mojo back and keep moving forward.

However, in some cases, a lack of confidence can be damaging to your career when it’s a long-term issue. If you spend your days feeling like an imposter or stuck in self pity, and there’s little to any reprieve, then you aren’t going to perform well in your admin job. So, if you regularly feel inadequate, here are some signs that your insecurity is a problem, how they are hurting you, and what to do about it.

Work Is Left Undone

While most people’s productivity rate ebbs and flows with time, if you aren’t getting your assigned tasks finished, your lack of confidence is doing real damage. Often, this stems from feeling unqualified for the position or that your admin skills aren’t up to par. Being paralyzed by insecurity isn’t the answer.

Often, it’s better to try and risk failure than to make no attempt at getting your work done. If you make an effort, you’ll have the opportunity to get feedback, which allows you to improve. It also increases your experience, helping you tackle the task better next time. And, in many cases, you’ll actually handle the project better than you originally anticipated, and that can help you gain more confidence in your admin skills.

You’re Just Waiting to Be Fired

A lack of confidence can do horrible things to your mindset. You may spend your time waiting for your manager to let you go, as you’re sure they’ll see you’re a fraud eventually, even though they’ve given you no indication that there’s a problem. This way of thinking makes it hard to do your job, as you’re constantly on edge and assume every conversation with your boss is going to be your last.

Typically, much of this anxiety can be relieved with a single conversation. Schedule some time with your manager and ask for feedback regarding your recent performance. This opens the door to a helpful discussion, regardless of what they have to say. If the feedback indicates problems in certain areas, you can work together to create a plan for improvement, giving you direction and an effective game plan. If it’s positive, you may feel less insecure, as you’ve heard from them directly that everything is fine.

Frantic Job Searching

When you feel out of your depth in your admin job, you may begin searching for a new opportunity. Often, this is an attempt to escape the current situation before anyone realizes your “shortcomings.” But, this typically only creates another distraction, harming your productivity and splitting your attention. It also means you aren’t spending this valuable time on improving your admin skills.

Instead of heading straight to the job boards, consider why you’re starting a search. Are you actually unhappy or just afraid of getting fired? If it’s the latter, follow the advice above and see if you can’t relieve some of your anxiety. If it’s the former, finding a new position could be the right move.

If you’re interested in securing a new job, the team at The Advance Group can help. Contact us today to learn about admin jobs in your area.

 

 

Are You Ready for New Hires to Start?

HMG Success on October 7, 2026

 

Now that you’ve selected your new employee, it may feel as though the hard part is done. While adding a member to your team is certainly a relief, you can’t expect them to come in their first day and hit the ground running. If you don’t provide suitable guidance to new hires, they’ll often feel lost, and that doesn’t lead to great productivity. Instead, by using a thorough onboarding process, you can set them up for greater success, provide them with support, and ensure they are productive as quickly as possible.

Here are some tips to get you started on creating an effective onboarding process.

Preparation Is Key

If you want a smooth onboarding experience, you want to start planning for it before you have a candidate selected. Ideally, you should start preparing as soon as you start working to fill the position, as this ensures you have a suitable amount of time to get things in order. It takes the pressure off of the managers as they don’t have to throw something together at the last minute. Additionally, it gives them an opportunity to assess how to integrate the onboarding tasks into their current workload, ensuring they are appropriately available when the new hire comes in on their first day.

Think Big

Often, determining what the new employee needs to know within their department is relatively easy, but onboarding traditionally goes well beyond a single section. You need to consider how the position interacts with other departments, as well as what core areas should be universally reviewed. Typically, everyone needs an introduction to key personnel in human resources or tech support, so include these in the onboarding process as well.

Ask for Input

If you’re looking for a solid source of information, other recent hires can provide important feedback. They can let you know what was missing from their onboarding process, allowing you to fill in these gaps for future hires. Additionally, they can let you know what went especially well, giving you the ability to keep those steps in place unchanged.

Generally, this approach can provide powerful insights, especially in areas that many employees see as common knowledge. For example, most new hires have questions about basics, like dress codes and lunch schedules, that might not be automatically included in the onboarding process by managers who’ve been with the company for a while. By providing these details, you give new hires a chance to get their footing faster, and improve the overall process.

Manage the Pacing

While there might be a lot of information to cover, you don’t want to risk overwhelming the new employee by throwing it at them all at once. Instead, consider if there are logical divisions in the information, and see if things can be divided to make everything more manageable.

Begin by identifying what details can be provided in advance of their first day. This can include the above-mentioned dress code information as well as things like where to park and where to meet their manager on the first day.

Then, prioritize the other information based on what needs to be addressed on day one, like computer password policies and team introductions, and then schedule out accordingly.

By creating an effective onboarding process, you’re helping the new hire get started in a more efficient manner. This can make them more productive quickly and ensures they are comfortable in their new workplace.

If you’re interested in more tips about successful onboarding or are seeking candidates for a vacancy, The Advance Group can help. Contact us today to discuss your needs with a member of our skilled recruitment team.

 

 

Step Up Your Maintenance Resume with This Tip

HMG Success on October 7, 2026

 

When you’re applying for a maintenance job, your first goal is to ensure your maintenance resume gets noticed by the hiring manager. Often, this seems like an easy task if you have the right skills and experience, but how your maintenance resume is set up can have a bigger impact on your success rate than the content itself.

Many hiring managers only spend a few seconds when they review a resume the first time, as they can have a large pile of applications to consider. They look for key pieces of information that are especially pertinent to the position and, if they don’t immediately see what they’re looking for, they move on to the next candidate. That means you have a limited amount of time to make a positive impression.

Most maintenance resumes are reviewed in a Z-pattern, with the hiring manager quickly skimming over the content for relevant details. If your resume isn’t easy to scan, it will likely be discarded.

To help you ensure your maintenance resume is designed with this in mind, here’s a tip to help your maintenance resume stand out.

How to Build an Easy-to-Skim Resume

Creating a resume that’s easy to review doesn’t have to be a challenge. What you need to do is focus on important keywords which are typically listed in the job posting. You want to keep the content concise, make sure the format is clean, and remove superfluous details.

Based on some of today’s leading resume trends, you want to begin with a summary statement and skills list that highlights your most relevant qualification. Review the job posting and see what terminology they use when referring to must-have skills or experiences. Then, based on your prior employment or education, create a quick summary that demonstrates you have what they need and follow it up with a brief skills list that touches on these points. This places the most important details at the top of your resume, making them easy to spot.

When you progress into your work experience, consider using a similar format. List the position title, company information, and employment dates first, then follow it up with a summary that spotlights key accomplishments that are applicable to the target role, quantifying them when appropriate. Then, add additional skills that provide value in a simplified, bulleted format.

This approach avoids large blocks of text that can be hard to skim and draws the eyes to key areas of interest that highlight what you have to offer.

Without the right keywords and formatting, your resume isn’t likely to get much attention from hiring managers. But, these quick changes can make it easier for interviewers to skim the content, allowing them to get the details they need with greater ease.

If you are interested in learning more about how to improve your maintenance resume or are looking for a new position, the team at The Advance Group can help. Contact us today to see what positions are available with some of the leading companies in the area.

 

 

Use Your Leadership Skills to Keep Employees Happier Longer

HMG Success on October 7, 2026

 

Your company’s leadership team plays a big role in how employees feel while on the job. Often, managers are largely responsible for the culture of a workplace and have a significant impact on morale and engagement among workers. One issue tends to be that leaders are often preoccupied with overseeing company products and services, and culture can easily fall by the wayside. Luckily, there are ways to use your leadership skills to keep your employees happier longer. Here’s what you can do to improve your workplace today.

Observe Workplace Interactions

You can’t institute cultural change without understanding the current state in your business. To help you gain a better understanding, start by paying attention to all the workplace interactions you witness. Consider how the employees treat one another during conversations. Determine whether each team member is being heard and whether those around them treat them with respect. You also want to see if workers are showing appreciation for the efforts of others and acknowledging one another’s accomplishments.

By carefully observing your workplace, you’ll gain valuable insights into the current culture. Then, if you want more information, don’t be afraid to ask your employees about how they are generally treated. Allow them to speak without defending the actions of others. This allows them to air their frustrations while you learn about issues that may need addressing.

Set Ground Rules

Now that you’ve observed how your employees interact, it’s time to intervene against anything that is harming your culture. Start small by creating some simple ground rules that provide guidance regarding what is considered acceptable behavior.

Limit yourself to five initial rules, and consider focusing them on specific activities, like meetings. List what you want workers to do instead of what you don’t want. This gives them clear instruction regarding expectations and can help create a more effective and productive environment.

Once the rules are set, make sure you adhere to them personally. Your team looks to you for an example of what is considered acceptable behavior, so make sure you are ready to live up to these expectations, as well.

Address Poor Behavior Immediately

After the ground rules have been set, you’ll need to enforce them. Your employees now understand what is expected of them, so taking action when someone breaks the rules is acceptable.

Failing to act when a worker makes a misstep allows others to question the validity of your guidelines. Instead, as soon as someone acts out of line, such as by demeaning a co-worker, put an end to it immediately. Once the situation has been stopped in its tracks, you can save any additional disciplinary action for a private meeting between yourself and the employee. The important thing is to show everyone that misaligned behaviors won’t be tolerated and that you will intervene.

If you’re currently looking for a new employee who will fit into your ideal culture, The Advance Group can help you locate top candidates in the Michigan and Ohio areas. Contact us to discuss your vacancies today.

 

 

5 Skills Assemblers Need

HMG Success on October 7, 2026

 

If you enjoy a fast-paced work environment, the idea of getting a job as an assembler is likely very appealing. These workers help keep a production line moving by connecting various parts and pieces of the final product, which can be very gratifying work for those who like to see the physical results of their efforts.

To be successful in an assembly position, you do need certain core competencies. Here are five skills every assembler needs to possess.

1. Teamwork

Most production lines aren’t one-man shows; they require a team of skilled workers to get the job done. As an assembler, you’re going to be a part of a larger team, and knowing how to work well with others will help you progress in your career. Often, this includes being willing and able to do your part, as well as wanting to help others when the need arises.

2. Attention to Detail

When you are assembling pieces, you need to make sure everything is put together correctly. Small errors in the construction of the final product can lead to serious issues down the line or may lead the item to fail to function properly.

Assemblers need to be detail oriented to make sure that everything comes together as it should, so this skill is often considered a necessity.

3. Manual Dexterity

Assembly work is typically a manual process. You may be putting pieces together by hand or using a variety of hand tools, so manual dexterity is a must. Fine motor control and strong hand-eye coordination are also helpful, as they make adapting to the physical components of the job easier.

4. Focus

Generally, the pace at a production facility is quick. Since attention to detail is so important, and you have to keep up with the speed of the line, being able to maintain focus for extended periods is critical. This will help you get your tasks done in a timely fashion, which keeps the line moving, and ensures everything is put together properly – even when you are moving quickly.

5. Self Motivation

While assemblers are often expected to meet certain performance metrics, such as completing a specific number of pieces during a shift, it’s unlikely someone is going to be standing over your shoulder to keep you on task. This means you need to be a self-motivated individual who can monitor their own performance and make adjustments as required.

Yes, failing to meet the production standards during a shift will be noticed, so it’s not that you won’t receive direction. However, keeping yourself on target may largely fall on your shoulders, so being self motivated is an important trait.

If you possess all the skills above, it’s likely a career as an assembler could be right for you. If you are interested in learning more about assembly positions in your area, the team at The Advance Group wants to hear from you. Contact us to see which leading employers are hiring today.

 

 

Can Your Current Employer Be Your Job Reference?

HMG Success on October 7, 2026

 

When you’re looking for a new job, you can expect prospective employers to ask if they can contact your current manager for a reference. But deciding whether to give them permission isn’t easy, depending on your circumstances. Often, job seekers try to keep their search for a new position private, and allowing the potential employer to contact your company is a sure-fire way for word to get out. Luckily, there are ways to navigate this tricky territory.

Understand the Ball Is in Your Court

First and foremost, you need to realize you have all the power in this equation. Yes, a prospective employer would like to contact your company for a reference, but most understand if you’re trying to keep them from finding out that you’re looking for a new position. That means you can generally say “no” without a high chance of negative repercussions.

If you aren’t comfortable with them calling for a reference now, but are open to it later, you can state that, while you are trying to keep your job search private at this time, you would be open to them contacting your current employer once a job offer is made. This would give you an opportunity to tell your manager personally that you’ve found another position, but lets the hiring manager access the information when the time is right.

What If Your Employer Knows You’re Job Searching?

In some cases, you may feel comfortable letting your employer know you are looking for a new position. For example, if your job is seasonal and layoffs are just around the corner, or you are working a contract position that is almost complete, you might not find the need to keep your efforts a secret. The same situation can occur in situations where your manager already knows you’re planning on leaving, which can happen if they know you are moving to a new city on a specific date, for example.

If your employer is aware of your job search, there’s no reason they can’t be a reference, as long as you’re certain their review of your performance and capabilities will be positive.

Similarly, if your manager doesn’t know you are looking for a new position, but a co-worker does, you could consider offering their information for a reference. However, it’s important that you only go that route if you are certain they won’t inform anyone else when that call comes through.

Ultimately, you are never required to provide your current employer as a reference, and most hiring managers will understand if you want to keep your job search private for the time being. By giving them the opportunity to contact your workplace at a later date, such as when an employment offer is on the table, you can demonstrate you have nothing to hide from them and that you’re just trying to preserve your relationship with the manager you report to today.

If you are interested in learning more or are looking for a new position, the recruiters at The Advance Group can help. Contact us to discuss how our services can assist you with your career goals today.

 

 

You May Have Made a Bad Hire…

HMG Success on October 7, 2026

 

Having the right employees is critical to a company’s success. It ensures that the right skill sets are present and that everyone works well together. But hiring isn’t a simple process, and you often have to select a candidate with limited information regarding how they will likely perform. At times, you’ll choose a job seeker who will support your business objectives and help the company flourish, and sometimes you won’t.

Spotting a bad hire isn’t always easy, but there are signs that someone may not work out in the long run. Here are four indications you might not have the right person for the job.

They Don’t Fit In

Company culture is becoming a more prominent factor in many workplaces as it can help promote success and team cohesion. However, even if your culture is great, that doesn’t mean it works for everyone. And a single person can disrupt the harmony of the environment.

If you notice your new hire isn’t fitting in with everyone else or isn’t integrating into the atmosphere, it’s possible they aren’t the best person to have in the position. While being a bit of an outsider, in the beginning, is normal, it should dissipate quickly if they are a good fit. If not, they could drag down productivity and bring in negativity that affects others, especially if they have a penchant for complaining.

Additionally, if they continually bring up how they did things in “my old job” and aren’t willing to adapt to your processes, there is a strong chance they won’t work out.

They Won’t Go Outside the Original Job Description

Most jobs grow and change over time, and almost all come with tasks that aren’t specifically listed in the job description (often falling into the category of “other duties as assigned”). In general, successful employees roll with these requests as they understand the need to be flexible at work. But, if a new hire won’t drift from what is explicitly spelled out on paper, you may have a problem.

Granted, asking an accountant to troubleshoot a computer isn’t reasonable, and shouldn’t be considered a sign that someone is a bad hire, asking a receptionist to help out with a filing project isn’t really out of line. Typically, if it falls in their skill set or job category, and makes sense for the level of their position, deviating from the description just comes with the territory. So, if someone isn’t willing to step just outside of their box, it might be wise to find someone else for the position.

Finding the right person for the job can feel like a challenge, but it is possible. If you want assistance selecting the best candidate for the position the first time, the recruitment specialists at The Advance Group are here to help. Contact us to see how our customized approach to hiring can make it easier to locate ideal job seekers and rid you of any bad hire today.

 

 

Contact us