Job Portals: Perfect for Making Your Hiring Process Duller and Less Effective

Some companies have begun using job portals to search for new employees. In essence, such a digital recruiting program scans resumes, its algorithms seeking certain qualifications. Eventually, it will select a small group of potential hires for a particular opening. As you can imagine, the main attraction of these portals is that they save employers time.

However, by relying on these tools, organizations could easily deprive themselves of superstar staff members in a misguided attempt at efficiency.

Variety Is the Spice of Business

What makes a company truly dynamic and powerful is diversity in its ranks ― a mix of educational backgrounds, talents and life and work experiences. With such variance comes a wide range of ideas and different ways of looking at challenges. Under those circumstances, you never know which employee could devise a solution to a problem that’s been holding your business back.

However, job portals aren’t interested in diversity. They’re designed to look for the same things all the time. They create uniformity. Moreover, if your team members have been chosen by software, those people might seem so similar that a rejected applicant could file a complaint with the Equal Employment Opportunity Commission (EEOC).

The Human Touch

When you meet someone during a job interview, you might instantly have a hunch that he or she would be ideal for your organization. Maybe it’s that applicant’s energy, enthusiasm, optimism or creative phrasing that strikes you. Perhaps you think something along these lines: “Well, I bet this person would make a great partner for Mary. I should team them up and let them create great things together!”

In some cases, though, the interviewees who impress you won’t quite meet all of the job requirements that you’ve set forth. They might lack certain technical or business skills. But you could always train them in those areas. After all, if someone is missing a qualification but overflows with intelligence, ambition and warmth, why would you want to lose that candidate to a competitor? Of course, an algorithm would instantly eliminate that person from contention.

In short, when you rely on job portals, you’re dismissing the role that intuition plays. And in the long, proud history of global commerce, intuition has been responsible for countless breakthroughs.

Contact Madison Approach Staffing today for help with recruiting candidates and making your next great hire!

Principled Positions: What Start-Ups Reveal About Values-Based Jobs

There was a time when you could offer promising job candidates high salaries, corner offices and other materialistic perks and be guaranteed that they’d join your company. These days, many young professionals look for a corporate culture that rewards personal and workplace values over monetary gains.

Millennials generally want to make positive contributions to society and feel like their work is important to the world, not just to a corporation’s bottom line. Moreover, many yearn to be creative, avoiding rigid hierarchies in favor of environments where everyone can offer ideas.

The Influence of Start-Ups

Start-up companies frequently embrace such beliefs. It’s little wonder, then, that so many recent graduates flock to these establishments. Start-ups commonly give new employees major responsibilities and the authority to control funds.

Many of these businesses are starting to offer incentives that will attract talent in their job descriptions. For example, employers will offer paid time off for their employees to volunteer for their favorite charity. Or employers will give an in-kind contribution when employees donate to a cause.

The Strength of WBEs

Every day, women launch more than 1,000 businesses in the United States. Between 1997 and 2015, the total number of such companies went up 74 percent. As a result, about 46 percent of private American companies are now either half, mostly or completely owned by women.

What accounts for the staggering success of women’s business enterprises (WBEs)? Female executives tend to be excellent managers: confident, savvy and extremely knowledgeable about their industries. At the same time, they frequently assist one another, and sometimes they even help out their competitors.

In addition, women are often supremely efficient, knowing just how much time to give to various tasks. Perhaps they possess a special intuition because they’re used to juggling a great many responsibilities in their professional and personal lives.

Since many female business owners pursue bold goals while maintaining their integrity, they especially appeal to millennials.

Values in Your Office

No matter what business you’re in, your company can attract those who crave workplace values. Consider your job opening advertisements: In those ads, stress your overall mission and the specific ways your firm improves people’s lives.

To the greatest extent possible, give your employees decision-making power. Also, encourage staff members of all ages and experience levels to collaborate with one another, and always be transparent in terms of the corporate strategies you pursue. By making these moves, you might do more than entice millennials. You might find yourself falling in love with your work all over again.

Contact Madison Approach Staffing today for help with attracting talent and making your next great hire!

How to Make an Impact with your Resume

Some job descriptions can be overwhelming for job seekers, especially when employers include a range of highly specific interpersonal and professional qualities they are looking for. It’s easy for those on the job hunt to get discouraged. However, by reading between the lines, applicants can tailor their resumes to highlight what employers really want.

The Bottom Line

Elaborate job descriptions aside, employers are almost always looking for one of three things:

1. The applicant will MAKE the company money

2. The applicant will SAVE the company money

3. The applicant will positively AFFECT the company’s bottom line.

Interpersonal skills, leadership, and qualifications are all important, but when writing a resume, the secret to showing that you will be a benefit to the company lies in one fundamental word: impact.

Writing An Impact-Focused Resume

When writing resumes, many applicants make the same mistake: they describe their past achievements without showing the reader how these previous successes will translate to their performance in a new job. By highlighting the concrete impact you had in your previous positions, you will create a resume that focuses not on your past responsibilities, but on your potential to positively impact your future company.

The Secret Formula

A variety of sentence constructions can help your resume be more dynamic, but your bullet points should generally follow a simple formula: “Achieved X by doing Y as measured by Z.”

For example, take these two job descriptions:

1. Reached out to donors through a fundraising campaign.
2. Spear-headed a multi-platform outreach campaign that increased fundraising by 40%

The first sentence is specific to the candidate’s previous job, and is merely a description of the candidate’s responsibilities. The second sentence proves a quantifiable positive impact as a direct result of the candidate’s efforts. Whenever possible, include quantifiable measures of your impact to highlight the positive influence of your work. This way, potential employers will not only get a feel for your previous experience, but will be able to assess your value in the past and your potential for the future.

Is your resume ready to make an impact? Visit the Madison Approach Staffing job board to get started today! Visit the Job Board now.

Workplace Motivation Across Generations | Team Management

Workplace motivation is a key element in managing an effective and dynamic team, but multi-generational offices require individualized strategies to maintain morale and team building.

As many older employees will have stayed in the same workplace for a significant amount of time, they value recognition for their loyalty and achievements. Employee spotlights in company meetings or newsletters can show long-term employees that they are appreciated. Meanwhile, millennials typically lack company loyalty, but highly value mentorships and interpersonal communication. In creating mentorship programs, employers can motivate members of all generations, who will enjoy sharing their skill sets and forging connections with their colleagues. Mentorships have the added benefit of cultivating loyalty, and improving communication across generations.

As Generation X moves into leadership positions, employees can begin to delegate training of new employees to members of this generation. However, leadership roles do not necessarily need to be defined by age. Instead, cultivating a collaborative environment will help each employee feel valued for his or her unique skill set. In integrating lower-level employees with experienced team members, employers can minimize generational differences and instead focus on commonalities.

Contact Madison Approach Staffing today to discuss how our Direct Hire, Temp to Hire, Temp Staffing, Training, Payroll Transfers and Benefits Administration services can benefit your business.

 

Compensation Challenges in a Multi-Generational Workplace

A multi-generational office can be enriching for all team members, but it also presents unique challenges to effective management. Beyond matching compensation levels to experience and responsibilities, employers also now have to take into account the different compensation preferences of up to five generations. When it comes to attracting and retaining a talented team, employers need to consider compensation factors that go beyond the paycheck.

Younger generations are less likely to build a life-long career at one company, and so they value career development and personal growth.

When identifying incentives for millennial workers, employers can consider funding their LinkedIn accounts, relaxing the office dress code, or sponsoring happy hours where younger employees can connect with more experienced staff.

Recent research has shown that Generation X’s priorities lie in managing their work-life balance, and many will consider sacrificing higher pay for jobs that are less demanding of their time. For Generation X, paid time off is a significant incentive. Meanwhile, Baby Boomers are generally less interested in social incentives, and will be more focused on benefits and matches in retirement plans or pension programs. While experienced-based compensation is expected, additional incentives can help retain employees across all generations.

Contact Madison Approach Staffing today to discuss how our Direct Hire, Temp to Hire, Temp Staffing, Training, Payroll Transfers and Benefits Administration services can benefit your business.

 

Improving Multi-Generational Communication in the Workplace

Talking About My Generation

It is widely accepted that respectful and productive communication is the key to team-building and workplace success. Juggling different value sets and communication styles is difficult enough amongst a team of peers, but as people work longer and as millennials enter the workforce, the modern office must confront ingrained generational differences.

A multi-generational office might have a shared vision and goals, but when it comes down to communication styles, preferences across generations vary wildly. It’s no secret that millennials prefer texting and e-mails over phone conversations, which can frustrate older employees, and leave Generation Xers stuck in the middle. The secret to managing these differences lies in a mutual respect for each generation’s values and communication style. And of course, some compromise.

Voicemail? What’s that?

Most young employees arriving to the workplace come equipped with a certain set of common communication preferences. Millennials are less accustomed to making phone calls unless the situation is urgent; this can leave older employees frustrated, when a series of texts or e-mails accomplishes less than just one phone call. Younger employees should respect the workplace standards and culture, while also integrating their aptitude for new technologies. Millennials also are more likely to seek guidance, mentorship, and feedback, which can be perceived by older employees as a high-maintenance workplace ethos. However, this attitude is ideal for learning and training, as well as building strong inter-personal connections.

Middle Child Syndrome

Members of Generation X are comfortable with technology, and already acclimated to the workplace culture. However, these employees can be stuck in the middle between wildly distinct generational values. These experienced employees are preparing to move into higher positions, and will be tasked with bridging the generation gap between new employees and established professionals. The best approach to these new challenges is to open up various avenues of communication based on the individual needs of employees.

Baby Boomers

Boomers possess the experience and skill level that younger employees strive to attain, but can feel isolated by millennials’ communication styles and desire for feedback. Patience and openness will be fundamental to improving the tension between these two generations. Boomers can feel threatened by what they perceive as a radical shift in communication styles, and may not be open to embracing new technologies. However, Boomers possess invaluable industry-specific knowledge, and should be open to working with new employees to provide guidance.

In acknowledging these differences, we can break down communication barriers and form more effective teams that can work together to share skills and grow as individuals.

Contact Madison Approach to get started today!

Keep reading:

Compensation Challenges in a Multi-Generational Workplace

Workplace Motivation Across Generations

 

Madison Approach’s 80/20 Rule for Smarter Hiring Decisions

As the job market continues to tighten up, finding qualified and flexible new hires is more important than ever. Making hiring decisions can be stressful, especially as you try to weigh a candidate’s interpersonal qualities alongside his or her experience. Madison Approach encourages following the 80/20 rule when evaluating potential employees. Instead of looking for the perfect candidate who fulfills one hundred percent of your expectations, consider past experience and future potential. With the right management, a candidate who fulfills 80% of your most valued skills can be trained on-site to succeed in the field.

6 Ways To Take Your Job Search Mobile

Remember the days of circling classified ads with a red pen? Neither do we. New smartphone apps are revolutionizing job searches and making landing a job easier than ever! With apps that streamline the process of finding a new job, you can say goodbye to navigating endless HR websites, creating log-ins on various sites, and scrolling through irrelevant job listings.

With the recent influx of job search apps offering new organizational tools, databases, and networking opportunities, your smartphone could be the key to landing your new job. However, before you get started searching for jobs, there are a number of steps you can take to ensure that your mobile searches are as effective and professional as possible.

1. Be prepared for a fast-paced application process

Since social media networking makes connecting with potential employers even easier, you should be prepared to send your résumé and cover letters at a moment’s notice. If you are applying to a variety of jobs and positions, you should have at least two or three versions of your résumé on hand, and a cover letter that can be quickly tailored to each specific company.

2. Curate your online presence

Before you begin applying for jobs, first make sure that a quick Google search of your name doesn’t reveal anything that you wouldn’t want an employer to see. Go through your social media platforms and either make them private or remove any inappropriate information or photos.

Once your personal platforms are protected and professional, create or update your profile on LinkedIn. Begin networking with professionals in your field, searching for potential recruiters or employers, and setting up your skills list to be verified by your content. Now that more applicants are using mobile apps and online databases than ever before, your online presence should be dynamic, compelling, and attest to your ability to communicate your ambitions and expertise.

3. Finding the right apps for your job search

Dozens of new apps offer organizational tools, streamlined application processes, and networking opportunities. Here are some of the top-rated new apps that can let you search for jobs away from the glare of your laptop:

Jobaware

As the highest-rated iOS job search app, Jobaware allows you to easily apply to jobs from your phone. Its autofill feature will automatically fill out applications for you, and it even syncs with your LinkedIn profile and keeps track of all your job search activity. You can also access and compare jobs in different cities, and set alerts for job postings at specific companies.

Simply Hired

Boasting 30 million job seekers, Simply Hired uses personalization technology matches to find jobs that fit your specific skills and experience. In addition to suggesting jobs based on your preferences, Simply Hired will ensure that you never miss out on a job posting. By subscribing to a job category on Simply Hired, you’ll receive notifications each time a new job is posted.

Job Search by Glassdoor

Job Search allows you to look for jobs based on specific requirements, such as location and salary, and also provides an inside look at certain companies. As a “job community,” Job Search puts you in touch with a company’s current employees, grants access to company reviews, and helps candidates have a greater understanding of what it’s really like to work at the company.

4. Stay Organized

Searching and applying for jobs is easier than ever, but sometimes it can be difficult to keep track of all of your applications, responses, and follow-up deadlines. Apps like JobHero allow you to search for jobs, track your applications, and manage your job searches. JobHero boasts user-friendly organizational tools that can link your social media platforms, set reminders for deadlines and follow-ups, and upload relevant documents.

While smartphone apps can simplify your job hunt, it is important to stay organized, build a professional online presence, and actively seek new contacts online. Before you dive into the world of mobile job searching, make sure that you have all necessary documents at your fingertips, and a clear idea of your goals and ambitions.

5. Start a blog or online portfolio

A personal website can provide more detailed information than your LinkedIn summary will allow and can help you reach a larger audience. Platforms like Squarespace and wordpress streamline the process of creating a personal website, and will grant you a space to independently present yourself as an impressive candidate. By linking to an online portfolio of your relevant work, you can demonstrate to employers that you are a pro-active job seeker and that you have an impressive online presence.

6. Network, network, network

Once you have your résumé and LinkedIn profile ready for view, begin networking with professionals in your field. Request informational interviews, connect on LinkedIn, and seek mentorships through social media platforms and groups. Apps such as Job Search can connect you to current employees and give you a better feel a company’s professional environment. With impressive and ambitious profiles on social networks, you will position yourself as an exciting potential employee, and most professionals will be happy to answer your questions or help you find the contacts you need for landing a job.

Ready to start your job hunt? Try the Madison Approach Staffing Job Board!

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Tapping Your Employee Network’s Professional Network

Social media has proven to be the new wave of connections, however many companies discourage their employees from checking their Twitter and LinkedIn on company time. Reid Hoffman, Ben Casnocha and Chris Yeh, authors of ‘The Alliance,” propose a new kind of networked intelligence that might just have managers and business owners embracing social media as a new path to increasing company knowledge.

By choosing to incorporate technology and online interaction, instead of fighting it, both managers and employees can expand their network, make important connections for the company and increase their awareness of new trends and people in the know.

Reid Hoffman’s presentation, “Network Intelligence: Your Company Can’t Thrive Without It,” hits the major points of the book.

“Information and insight from people you know that can give you a competitive advantage.”

In short, Hoffman describes the alliance as a situation where no one loses. The company gains knowledge and the employee gains experience in networking and expands their professional network. The company has access to double; sometimes triple, the amount of information, as it would if individuals only limited themselves to resources in their own company. The example Hoffman uses of a company that practices the alliance method is HubSpot. HubSpot celebrates the number of Twittter followers or LinkedIn connections an employee has. In using this method, “Hubspot attracts two times the number of candidates for job opportunities it posts on LinkedIn.” HubSpot owner and Founder, Dharmesh Shah, says, “My one regret is that we didn’t put the Learning Meals policy in place from the start at HubSpot.” The Learning Meals program provides the opportunity for employees to dine with individuals in their field on company time and money, providing that employees bring back information and share the new knowledge with the rest of the company. Some of the most valuable information is shared via person-to-person contact. Google is informative, but it doesn’t hold all of the knowledge on a subject that an individual does.

“When it comes to knowledge in a highly networked era, who you know is often more valuable than what you‘ve read.”

Just because the information you’re looking for doesn’t show up on the first five pages of Google, doesn’t mean it doesn’t exist. Interacting with knowledgeable professionals in your field usually leads to more answers, because it can be tailored directly to your needs. Networking is something that is highly valued in general and Hoffman points out that networking goes far beyond just the individual. Encouraging your employees to work for you, and themselves, is becoming a new way of thinking. It helps upper level management problem solve quickly and efficiently, allows employees to help grow the company and more importantly, themselves. Gaining network intelligence through an alliance is a necessity for companies to stay competitive. Also, it serves as a means of growth for employees, which could lead to individuals staying longer in a company in the future.

How do you tap into your employees’ resources to grow your business? We’d love to hear about how you empower your employees, utilize their connections and think up new ways to solve your business challenges.