You’re Making Your Job Harder Than It Should Be…

Raza Rauf on November 26, 2018

While every job is going to be challenging, at least at times, that doesn’t mean it should feel like a slog each and every day. If even the simplest tasks seem to take an eternity, or like they are harder for you than anyone else in your workplace, it’s possible that it isn’t the duty itself, it’s how you are tackling it.

In some cases, your approach to a task could be harming your productivity, as you are making the work much harder than it would be otherwise. Here are a few things that you may be doing that could actually be making your job more difficult.

Using Outdated Processes

If you’ve been in your role for a while, you’ve likely become comfortable with a variety of processes that were in place since you started in the position. Effectively, they are your normal way of doing things, so the idea of abandoning them for an updated approach might not seem very appealing.

However, if a new process was introduced, there is likely a reason. It may be more efficient or make better use of a new technology when compared to the old way of doing business. By clinging to the past, you aren’t getting the benefits of what’s current.

While change can be scary, it is often necessary. Once you familiarize yourself with the newer process, keeping up with your colleagues will probably be easier. Plus, you’ll likely get comfortable with the updated approach much faster than you realize, so consider giving it a try today and see if things aren’t better. Even if you need to ask for some help or training, it’s nearly always worth the effort.

Needing Everyone’s Validation

While receiving confirmation that you are on the right track can make you feel more confident, getting validation from everyone is unnecessary. Not only does it take from other people’s workdays but it also keeps you from focusing on the next task, making you less productive.

Instead of touching base with everyone who may be impacted by your work, find out who the assigned decision maker is and only get a stamp of approval from them. This can give you the confirmation you need and sufficiently covers your bases but takes the shortest amount of time possible.

Planning for Every Possibility

Having a solid plan can be incredibly beneficial. However, if you find the need to thoroughly plan for every possible outcome, your overanalyzing is doing more harm than good.

When your planning hits extreme levels, you aren’t just mitigating risk; you’re delaying your ability to start. Plus, giving all of the potential roadblocks some of your time is incredibly stressful as you are concentrating on the worst-case scenarios, even if they are exceptionally remote.

While understanding that you may encounter problems is wise, don’t try to plan for every potential issue. Instead, craft a basic plan and actually start the task. As you proceed, you can always adjust your approach when the need arises, so don’t let your planner nature prevent you from doing the work laid out before you.

By following the tips above, you can make sure that you aren’t making your job harder than necessary. If you’d like to learn more about workplace productivity, the professionals at The Advance Group can help. Contact us to speak with one of our skilled team members today and see how our expertise can benefit you.

The Mistake You’re Making With Workplace Inclusion

Raza Rauf on November 23, 2018

Even as more companies begin to focus on diversity and inclusion, progress has been incredibly slow going. Many demographics are substantially underrepresented in a variety of fields. Additionally, a significant number of minorities continue to experience bullying and harassment on a regular basis, while others simply don’t feel comfortable in their workplaces.

Often, company leaders strive to find solutions to these issues, trying to remedy the situation as quickly as possible. However, this approach may actually be what’s holding you back when it comes to inclusion, as focusing on providing solutions can actually be a mistake.

The Harm of Management’s Focus on Providing Solutions

When a problem needs solving, managers often spring into action. They try to find a path that can deliver the desired result, aiming to move quickly to handle the existing issue. Usually, when it comes to diversity, policies are created or adjusted in response to problems like bullying and harassment.

While setting rules and guidelines can be a necessity, it might not speak to the core of the issue. Management’s tendency to focus on solutions means they could be missing a critical piece of the inclusion puzzle; they might not actually be listening to what their staff needs and how they perceive their situation.

Additionally, merely creating new policies doesn’t always alter behavior. Instead, management needs to focus on more than finding a potential solution; they need to be willing to take action, too.

How to Make Your Workplace More Inclusive

Before management tries to find a solution to a problem of inclusivity, they first need to genuinely listen to their staff. Ask questions and let your employees respond, including through anonymous surveys, if necessary. Let them present how they perceive the current situation and discuss how they feel when they are at work. Allow them to identify sources of discomfort and explain how they are affected by them.

As you gather responses, look for patterns. Are multiple employees expressing the same sentiment? Is there a specific issue presented over and over?

Then, determine if the issue is policy-based, cultural, or something else before you try to craft a course of action. Often, cultural norms are the biggest factor when it comes to a lack of inclusivity, and some words on paper aren’t going to change that automatically.

When this occurs, management needs to be prepared to take action. For example, they may need to interject if an employee says or does something inappropriate, guide workers who exhibit poor behavior on how to improve, and use anti-discrimination and anti-bullying policies as a basis for corrective action.

By taking the proper steps, you can begin to reshape your culture into one that supports inclusivity, ensuring everyone can work together comfortably and productively.

If you are interested in learning more about creating a more inclusive workplace, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable team members today and see how our expertise can make achieving your diversity goals easier than ever before.

Make Money for the Holiday Season With These 5 Open Jobs

Raza Rauf on November 19, 2018

While the holidays are clearly on the horizon, there’s still plenty of time to make a little money before the largest gift-giving season of the year is in full swing. If you are looking for an ideal opportunity, here are five open jobs that are worth exploring.

1. General Labor

If you are relatively new to the manufacturing industry, a position as a general laborer may be ideal. During the execution of your duties, you’ll gain valuable experience working with a variety of hand and power tools while also performing general work throughout the facility, including material handling.

Candidates need at least one year of experience either as a general laborer or in a manufacturing environment, the ability to lift up to 50 lbs. regularly, and to stand, bend, and reach with ease.

2. Accounting Clerk

If you have experience in accounts payable and receivable, you might be the perfect candidate for an accounting clerk position. This exciting opportunity is in a fast-paced, high-volume environment, ensuring you won’t have the chance to get bored during the course of the day.

The preferred candidate will have around five years of experience as well as an associate’s degree in business or accounting, though this is not a strict requirement. Being bilingual (English and Spanish) is also a plus, though not a necessity.

3. Shipping/Receiving

If you are looking for a team-oriented environment and have prior experience in shipping and operating a forklift, this shipping/receiving role may be the right position for you. You’ll work as part of a team to meet daily objectives, ensuring shipping operations run smoothly during the course of your shift.

Job seekers with a steady work history are preferred. If you have pallet jack experience, that is a plus, but not a necessity.

4. Staffing Coordinator

If you enjoy working with people and helping them achieve their professional goals, consider exploring this staffing coordinator position. The selected candidate will handle tasks including, but not limited to, sourcing candidates, interviewing job seekers, screening applicants, networking, and managing current employees.

Exceptional customer service skills are a must, as well as a high school diploma (college degree preferred). Additionally, knowledge of Microsoft Office is also essential, in addition to strong leadership and organizational skills.

5. Machine Operator

If you have previous production or industrial experience, the ability to read a tape measure, and math skills including the ability to work with fractions and decimals, you may be interested in this machine operator opening. The position is highly physical, so you’ll spend a significant portion of your day picking up and packaging various parts.

The position is with a steel fabrication company, so it can help you get your foot in the door in the exciting steel industry. If you are detail oriented, mechanically inclined, quality oriented, self motivated, and open to working in a fast-paced production environment, make sure to apply.

All the positions above are open jobs, making them ideal for earning some money before the holidays. If you would like to learn more about these open jobs or other exciting opportunities, the professionals at The Advance Group want to hear from you. Contact us to explore our current openings today and see how our services can make landing your next position as easy as possible.

What Your Employee Engagement Is Missing

Raza Rauf on November 16, 2018

Most managers know an engaged workforce is a productive one. However, crafting an environment where employee engagement is the norm is often easier said than done.

In many cases, the majority of any company’s employees aren’t overly engaged. While they may be meeting expectations, few are as enticed and entranced by their work as they could be, so they aren’t as inclined to go the extra mile unless it is absolutely necessary.

While there is some debate regarding the best way to increase employee engagement, one point is usually agreed upon: Effective communication is a requirement for success.

Developing an Effective Internal Communications Method

At times, companies may assume that if they simply embrace the latest app with the newest features, they don’t have to spend much time cultivating an internal communication strategy. While providing new tools can be beneficial, it isn’t a guaranteed method for increasing engagement over the long-term.

Instead, leaders need to analyze which communication methods not only meet your functional needs but also connect with your workforce. It needs to make engaging with the content feel natural and convenient. Otherwise, it misses the mark.

Think All-Encompassing

Ideally, you want to select a communication platform that can reach your entire workforce, a highly visible solution that provides value across the board. Any system that is restricted to a particular niche, like a single department, isn’t going to stand the test of time. Plus, it guarantees management is going to have to reach out on multiple platforms to get critical information across to everyone.

In many cases, choosing a platform that can deliver messages across computers and mobile devices is the most appropriate solution. It ensures your message can be cohesive, as you don’t have to recreate it for different devices.

Allow a Tailored Experience

While you want to make sure every worker receives critical content, you also want to make sure they aren’t bombarded with information they don’t need. Work to find a platform that allows employees to have a somewhat tailored experience by enabling them to eliminate communications that are irrelevant, without having to see them at all.

Make the Content Interesting

People are highly visual creatures, often responding better to content that is interesting to the eyes, as well as full of valuable information. When you select a platform, make sure it can support an aesthetically pleasing message. For example, will it let you include images? Can it support video? Will it reformat messages in a way that is cluttered or makes it harder to process visually?

In many cases, people are better equipped to process image-based information than simple text. Plus, it makes the information more interesting, which can increase engagement. Make sure your platform provides you with that capability if you want to make the most of it.

By following the tips above, you can increase employee engagement in your workplace. If you’d like to learn more, the professionals at The Advance Group want to hear from you. Contact us with your questions and see how our experience in managing employee engagement can benefit you today.

The Difference Between Production Worker and Supervisor

Raza Rauf on November 12, 2018

Nearly every manufacturing environment uses a form of hierarchy. Workers report to supervisors, supervisors report to managers, and managers report to senior leaders or company owners.

The structure ensures various operations and decisions are handled at the right level, an approach that, when properly implemented, can enhance productivity. Senior leaders aren’t burdened with small issues on the floor that don’t require their attention, as supervisors and managers can properly address those concerns. Similarly, workers aren’t stuck waiting for the company owner to be available to handle a simple issue.

However, beyond being placed on a different tier on the organizational chart, there are a few fundamental differences between supervisors. Here’s what you need to know.

Production Worker

Production workers play an integral part in a company’s operations. They handle the tasks that allow a product to be created, such as assembling pieces, crafting components, and similar activities.

Often, production workers spend a lot of their time working with their hands as well as making use of machines, tools, and other equipment. The jobs are nearly always physical in nature, even if they don’t require heavy lifting.

Additionally, production workers usually spend most, if not all, of their day on the production floor. Rarely does the work take them into an office environment, though it may occur occasionally.

Even leads have more in common with production workers than supervisors in the majority of cases. While they may guide the activities of their co-workers or offer assistance if a problem arises, they don’t typically have a substantial amount of decision-making authority. For example, they usually don’t have the ability to hire or fire team members, approve leave requests, or similar activities that are more managerial in nature.

Production Supervisor

Usually falling into the lower to mid-level management ranks, depending on the environment, production supervisors do have some amount of decision-making authority. They directly oversee, and are often responsible for, a group of employees, typically production workers.

Production supervisors have the ability to make specific assignments based on the company’s needs and may have the ability to hire or fire team members. They may be responsible for employee reviews, giving them the ability to review a worker’s capabilities and provide feedback in an official capacity.

While production supervisors also spend time on the floor, the bulk of their duties involve ensuring day-to-day operations proceed as planned. This includes the ability to decide how certain issues should be addressed, should there be a question regarding the best course of action.

However, they don’t necessarily have carte blanche when it comes to rendering decisions. In many cases, production supervisors are in a middle tier of the organization’s hierarchy. They report to someone above them, so certain decisions may need to go up the chain, instead of being handled at that level.

Ultimately, there can be a lot that separates production workers from supervisors. However, to reach the rank of supervisor, most spent at least some time on the manufacturing floor, building a fundamental understanding of production processes that serve as a foundation of their decision making.

If you would like to learn more or would like to explore open production worker jobs, the professionals at The Advance Group can help. Contact us to speak with one of our skilled recruiters today and see how our industry expertise can help you find a production worker job today.

A Surprising Way to Handle Workplace Conflict

Raza Rauf on November 9, 2018

In every workplace in every industry, conflict is inevitable. Whether there are only two people working together or 200, not everyone will see eye-to-eye on everything.

While a little healthy debate can be incredibly beneficial, genuine conflict can be detrimental. It harms productivity, damages morale, and hinders the development of a functional team dynamic, so addressing it quickly is a must.

But, when you are in the midst of a workplace conflict, figuring out how to navigate the issue can be tricky. After all, you may be completely certain your perspective is correct, making it hard to put down your feelings during a disagreement.

Luckily, there is a simple, yet surprising, approach that can make handling workplace conflict easier. Here’s what you need to know.

Be on the Same Side of the Problem

In most cases, conflict occurs when multiple people are trying to solve an issue and don’t agree on the approach. The differences led to debate, then debate led to anger, and both parties began striving to prove their perspective was the right one.

As the situation continues, both parties lose sight of a critical point; they are both on the same side of the problem. Being on the same side, in these instances, isn’t the same as agreeing. Instead, it’s the realization everyone has the same goal; the desire to find a solution to a specific issue.

When you remind yourself that you and the other party actually share the same objective, it can make the situation look less contentious. You’ll realize that you have to fight together to navigate any obstacles, meet a particular deadline, or achieve the desired result, which can make realigning your efforts easier to visualize.

Assume Everyone Has Good Intentions

Since you are both trying to solve the same problem, allow yourself to assume everyone involved has good intentions. They aren’t necessarily trying to attack you. Instead, they want the goal to be reached, and that is a positive thing.

Unless your environment is genuinely toxic, most professionals aren’t striving to harm you when they disagree. By using that point to adjust your mindset, you can be realistic about what the other party’s motivations are, making it easier to move forward.

Keep It in Mind When You Talk

When you realize everyone has the same goal and their intentions are likely good, it increases the odds you’ll communicate effectively. The next time you speak, confirm with them you are both working toward the same goal, ensuring everyone is on the same page in that regard or, if you aren’t, you have the opportunity to discover their goal and see if that is the source of the disagreement.

Then, you can proceed with a better understanding of the core objective, increasing the odds everyone will work together to make sure the goals are achieved.

If you are interested in learning more about handling workplace conflict, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today and see how our conflict management expertise can benefit you.

Why You Should Be Grateful for Temporary Jobs

Raza Rauf on November 5, 2018

Many job seekers question the value of temporary jobs. After all, they are typically short-term opportunities, so it may be hard to see how those experiences can help you during your career.

However, temporary jobs can actually be incredibly beneficial. They give you the ability to explore different roles, industries, and workplaces, all without having to worry about quitting if the position doesn’t work out.

If you aren’t sure why you should be grateful for temporary jobs, here are some points to consider.

You Learn What You Do and Don’t Like

Temporary jobs let you act like an explorer. You’ll be exposed to different environments, people, and duties, allowing you to experience them all in a real-world job setting. During the course of your assignment, you are going to learn a lot about which tasks you prefer, what workplaces and cultures resonate with you, and what aspects of the roles might not be right for you.

Ultimately, time in these jobs can help you craft a clearer idea of what you actually want from your career. You may find that a different specialty suits you better than the one you initially selected, that certain management styles allow you to thrive while others hold you back, or that an open office environment makes your skin crawl. All of this is valuable information that increases the odds you’ll make the right decision when you seek out your next opportunity.

Skill Acquisition and Development

When you work in a temporary job, you’re going to put a number of your existing skills to work. Plus, you’ll usually be exposed to new systems, process, or tasks, allowing you to gain new ones along the way.

Even if a position wasn’t your favorite, you likely acquired or developed a skill that can help you in your next job. Nearly every opportunity hones at least one transferable skill, so for every temporary position you take, your resume gets that much stronger.

Expand Your Professional Network

When you enter a new workplace, you are given a chance to expand your professional network. You won’t just meet people for a few hours at an event; you’ll work side-by-side for days, weeks, months, or longer. This gives you a chance to forge a meaningful relationship with managers and co-workers you may have otherwise not met, or at least not had the opportunity to get to know on that level.

Even if the temporary job isn’t ideal, you may make connections that can help shape your career for years to come. These new members of your network may be a perfect professional reference for your next opportunity or could know about a position somewhere else that is a great match.

Ultimately, temporary jobs can be exciting opportunities, giving you a chance to learn more about your preferences, enhance your skills, and expand your network, all without a long-term commitment. If you are interested in exploring short- or long-term positions, the professionals at The Advance Group can help. Contact us to learn more about our current job openings and see how our services can make a difference in your career today.

Add These Skills to Boost Your Welding Resume

Raza Rauf on November 2, 2018

When it comes to manufacturing, welders play critical roles in a range of production, construction, and industrial environments. They may help build buses or aircraft, repair buildings and structures, or assist in any scenario where metal parts need to be joined together. This means there can be a lot of exciting opportunities for skilled welders.

However, if you want to apply for a coveted role, being able to separate yourself from the other candidates is essential. Usually, professional welders will have similar core competencies, so demonstrating you have skills beyond the basics can make all of the difference.

If you are ready to boost your welding resume, here are a few skills you definitely want to add to your repertoire and showcase on your applications.

Mathematical Skills

Math plays a big role in welding. It ensures you can calculate dimensions properly, interpret sketches, and read blueprints correctly.

When you want to stand out, make sure to discuss your abilities in those areas. Also, work to highlight your spatial reasoning capabilities as well as mention your experience with both 2-D and 3-D diagrams along with blueprints.

Attention to Detail

When you’re a welder, the details matter. For example, if you fail to thoroughly clean parts, chips, and holes, your work could end up with flaws, some of which could have dangerous repercussions.

Showing the hiring manager you have excellent attention to detail can help demonstrate you are an ideal candidate for the role. Don’t be afraid to mention the importance of maintaining a clean work area, strictly following safety standards, being precise when trimming materials, or monitoring molten metal flows to ensure results, as all of these points showcase your attention to detail.

Physical Capabilities

Welding is incredibly physical work. You often have to spend long periods standing, as well as bend, twist, lift and stoop repeatedly throughout the workday to accomplish your tasks. Additionally, you need strong hand-eye coordination, good vision (either with or without corrective eyewear), manual dexterity, and stamina. Plus, you have to be able to maintain productivity standards in adverse conditions, especially in high heat.

Since the work is very physical, don’t hesitate to touch on these points when you are applying for a welding position. Let the hiring manager know you are capable of handling these demands, as it will put their mind at ease.

Administrative Skills

While welding isn’t an office job, administrative tasks are common in these roles. For example, you may need to inventory supplies, document your work, and plan projects, all of which come with an administrative component.

When you need to boost your welding resume, don’t shy away from discussing these aspects of your previous roles. It may make you seem like a more well-rounded candidate, and is information the hiring manager will value.

By adding the skills above to your resume, you can stand out from the competition when applying for a welding job. If you are seeking new jobs in Michigan or Ohio, the professionals at The Advance Group can help you explore your options. Contact us to discuss your ideal position and see how our services can benefit your job search today.

Why You Need to Work on Workplace Diversity

Raza Rauf on October 26, 2018

Most business leaders understand the value of diversity in the workplace. Bringing people together from different backgrounds can lead to innovation and more effective problem solving, allowing the cumulative life experience of the team to create additional value.

However, when it comes to creating a diverse workplace, not all companies take the right approach. While hiring a diverse staff is certainly an important step, creating an inclusive culture is also vital. Otherwise, not every employee will feel as though they fit in, or are even welcome, and this can be incredibly harmful to the organization’s culture.

If you want to make sure your diversity initiatives are effective, here’s what you need to know.

Don’t Focus on Differences

When many companies work to create a diverse workforce, they concentrate on what makes employees different. They may focus heavily on minority groups based on what sets them apart, an approach that can actually make workers uncomfortable.

Similarly, broadly highlighting what makes minorities valuable can make the majority feel resentful or even fearful, worrying they may be displaced as a means of achieving a diverse staff or that they are somehow to blame for the perceived shortcomings of the company’s current workforce. Additionally, they may be anxious about how they are expected to act at work, leading them to question how they handle every interaction with someone who happens to be in a minority group.

Ultimately, these approaches can promote separation, not togetherness. Over time, a sense of exclusion leads to increased stress levels and may even have employees fearing for their professional survival.

Encourage Social Interactions

As human beings, socializing is a critical part of everyone’s existence. It allows everyone to bond by finding common ground and through pure interaction, creating a sense of connectedness that might not automatically occur through work-oriented encounters.

Plus, those who feel socially excluded are almost guaranteed to struggle, potentially becoming more withdrawn, anxious or aggressive. It can even lead to self-sabotage, especially if they embrace the idea they somehow don’t belong, harming productivity and the quality of their outputs.

By creating opportunities for positive social interactions, such as team lunches or other team-bonding events, you can bring people together. This helps create valuable connections, as each person gets to know their co-workers, making the culture seem more inclusive and welcoming.

Similarly, mentorship programs or assigning new hires a buddy to help them get acclimated can give employees a valuable ally in the company. The person can act as a bridge, helping them connect with more workers and feel secure in their place in the organization.

Ultimately, by crafting an inclusive culture, workplace diversity is easier to achieve and maintain, particularly once it becomes part of your employer brand. If you are interested in learning more about how you can create a workplace that focuses on inclusivity and not just diversity, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your culture goals today and see how our expertise can make it easier to create an inclusive workplace where everyone can thrive.

It’s Not You, It’s Bad Company Culture!

Raza Rauf on October 22, 2018

Sometimes, the hardest part of a person’s job has nothing to do with the tasks they need to complete. Instead, the environment itself creates the biggest challenges.

When the things that are making it harder to remain productive include workplace politics, poor communication, constant turnover, or interpersonal issues among team members, you might not actually be the problem. Instead, the bad company culture is taking everyone down, creating a sinking ship where everyone is simply trying to avoid being sucked under.

If you are wondering whether your company’s culture is harming you or your career, here are some signs it could actually be the problem.

Gossip Reigns

When a workplace is plagued with gossip, even if it isn’t always malicious, it breeds an environment where distrust can thrive. Even in the mildest of cases, employees begin to wonder if they are also a topic of conversation, and that can leave people paranoid and suspicious.

In worst-case scenarios, gossip can quickly turn into bullying and trash talking, both of which are incredibly harmful. And, unless management is prepared to intervene, the culture will suffer until someone chooses to act.

Negativity

While it isn’t uncommon for co-workers to discuss the merits of a particular approach to a task or project, if the tone is always that everyone will inevitably fail, that’s a sign of a toxic environment. Plus, if management also tends to focus on the negative, the situation is even more pervasive, as most workers take their cues from leadership regarding what is an acceptable mentality.

If poor attitudes are incredibly prevalent in your workplace, the culture is likely similarly negative. Over time, this can wear you down. Plus, it makes collaborative duties significantly harder to manage.

Overly Competitive

In some cases, a little friendly competition can actually be motivating. However, if the workplace is competitive to the point where team members will sabotage one another as a means of getting ahead, the environment is toxic.

An overly competitive workplace breeds feelings of distrust. Instead of co-workers banding together to solve problems and help the company thrive, they begin to focus on outdoing each other, and that rarely yields positive results.

If management reinforces this form of competitiveness, that’s an even more troubling sign, as it shows company leaders are willing to pit employees against one another instead of creating a collaborative environment based on group accomplishment.

The Blame Game

When something goes wrong at work, do people take ownership of their mistakes, or do they automatically try to find someone else to blame for what went wrong? If you are in the latter situation, that’s a strong sign of a poor company culture.

While admitting to one’s mistakes is always difficult, being able to do so shows self-awareness and an environment based on accountability. If no one is willing to even humor that they may have made a misstep, then it’s easy to start believing that you can’t rely on anyone, creating additional feelings of distrust.

Ultimately, any of the signs above could indicate that the issue isn’t you, it’s a bad company culture. If you are interested in learning more or are seeking out new opportunities with some of the area’s leading companies, the professionals at The Advance Group can help. Contact us to discuss your ideal workplace today and see how our services can make finding an employer with an excellent company culture easier than ever before.

Don’t “Ghost” Employers!

Raza Rauf on October 19, 2018

When it’s a job seeker’s market, candidates have a surprising amount of power. However, a side effect of shrinking labor pools and low unemployment has been the increased rate of candidates deciding to “ghost” potential employers.

For example, some job seekers are choosing to no-show to interviews, instead of canceling in advance. Others are deciding not to return messages from recruiters and hiring manages, providing no information prior to disappearing. In the worst scenarios, job seekers who recently accepted a role are just not showing up on their first day, leaving the employer hanging.

While many candidates may assume letting an opportunity fall by the wayside doesn’t come with repercussions, in some situations, that simply isn’t the case. Ghosting a prospective employer can damage your reputation or even make it practically impossible to secure an offer from the company in the future, including years down the line.

Even though it may be hard to tell a hiring manager you are no longer interested in a role, it’s the right thing to do if you want to safeguard your reputation. If you aren’t sure how to handle the conversation, here are some tips to get you started.

If You Don’t Yet Have an Offer

Before an offer has been extended, removing yourself from contention is actually fairly simple. As soon as you know that you no longer want the job, write a short email to let the hiring manager know.

Start off by thanking the hiring manager for the opportunity, including time spend reviewing your application or interviewing you, depending on where you were in the process. Next, simply inform them of your decision by telling them that the position isn’t a great fit for you at this time and you’d like to withdraw yourself from the process. Finally, state that you would like to keep in touch and look forward to potentially finding a new opportunity with them when the time is right.

Just make sure that you send this message as soon as possible, particularly if you have an upcoming interview. That way, the hiring manager isn’t put under any undue strain.

If You Have an Offer or Accepted the Job

If there is an offer on the table, then you need to act quickly. In cases where you are still well within your decision window, then you can craft an email similar to the one outlined above, that lets the hiring manager know that you are declining the offer. However, if your decision is due today or that deadline has passed, then a phone call is better.

When you have already accepted a job offer and have since changed your mind, then a phone call is really your only option. While the conversation will be awkward, it’s one you need to have if you want to salvage your reputation.

Let the hiring manager know that you are aware you were supposed to start soon, but that you can’t accept the position. Provide a basic reason for your decision, but feel free to keep it general.

However, don’t be surprised if the hiring manager is less than thrilled, especially if you are only giving them a couple of days’ notice. Your decision is making their lives harder, so they may not appreciate you choosing to decline after initially saying yes.

Additionally, this may harm your reputation with that company, though not as dramatically as no-showing on your first day. Over time, you can likely recover if you tell them you can’t take the job, while no-showing may burn that bridge permanently.

Ultimately, it’s a hard discussion to have, but it’s one you need to manage if you want to maintain your reputation. If you’d like to know more about how to handle the conversation, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our hiring expertise can benefit you. Or search our open jobs immediately to find your next opportunity.

Employee Engagement That Works for Everyone

Raza Rauf on October 15, 2018

While technology has been a boon in many workplaces, it isn’t without its drawbacks. Today, people expect their information in quick snippets and, at times, even instantaneously. This has led to the rise of efficient collaboration software, but has also rendered communications options like email, employee newsletters, and even intranet announcements to become less effective.

As people get used to gathering details in small bites and at record speeds, attention spans are shrinking. This means worker engagement beyond a few seconds can be a challenge.

However, by taking the right approach to communication, it is possible to hold a worker’s attention, ensuring they get vital information when it is needed most. If you are wondering how you can make your internal communications more engaging for everyone, here’s how to get started.

Target Your Communications

As social media, online news, and even advertising become more targeted to the user, people have become accustomed to tailored communications. This means blanket communications that aren’t relevant to the individual employee are likely to be ignored, even if some of the content may be useful.

If you want to catch a worker’s attention, you need to make sure all announcements and information being sent to them is relevant to their roles. This may mean avoiding “all staff” announcements or emails unless the message is genuinely important for everyone, or creating more internal groups to ensure content only goes to those who need it.

Embrace Images and Video

Practically no one will say that a lengthy text-based message is ideal for engagement. On social media, videos and images typically reign supreme, so take a cue from their success and integrate other formats into your content.

If you need to relay details about a new safety initiative, consider creating an infographic that summarizes the information. If you want to discuss a new program, create a short video that showcases it and serves as an introduction.

The idea is to mix up the mechanism on occasion to keep things interesting. You don’t have to eliminate text entirely, just use other options to engage your staff before leading them into the written content.

Use Multiple Delivery Platforms

When a message is truly critical, don’t rely on a single delivery platform to disseminate the information. Instead, share the content over multiple channels, including email, on the intranet, and through collaboration software.

By using multiple platforms, you increase the odds it appears on each employee’s preferred option. This makes it more likely it will be seen.

However, only use this approach for messages that genuinely apply to everyone who will see it. Otherwise, employees will learn to ignore these announcements, assuming the information isn’t critical to them.

By using the approaches above, you can increase engagement when it comes to your internal communications. If you would like to know more, the professionals at The Advance Group can help you identify options that are ideal for your workplace. Contact us to speak with one of our skilled team members today, and see how our workplace communication expertise can benefit you.