Why Spring is Such a HOT Time to Find (and Land) Your Dream Job

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Are you planning to start your job hunt this spring? If so, then you definitely have the right idea! As the weather begins to warm up across the United States, business begins to pick up right along with it. This is true for a wide variety of industries, but in particular, hospitality, tourism, food service, and retail. That stimulates the economy, in general, creating a very search-friendly environment for job seekers.

On those same lines, though, it’s important that you strike while the iron is hot. Many job seekers who would have found success in the spring find that they hit a dead end when applying for positions in May, June, and July. That is largely due to the fact that hiring managers and other upper-level executives tend to take vacations of their own around that time.

It goes without saying that Fall and Winter tend to bring a bit of a lull in nearly all industries, aside from the usual seasonal positions in such fields as marketing, advertising, design, and all things retail. When those come to an end, however, many members of the workforce find themselves caught in a sort of limbo - most companies are prepping their annual budget around that time, which means they’ll probably wait until after the new year to bring new team members into the organization.

Year after year, we see this same cycle, and every time, we encourage job seekers to seize the moment. As they say, “get it while the getting is good!” This spring, you should find yourself with plenty of opportunities to choose from, so be sure not to let any of them pass you by!

Is It Time to Leave Your Job?

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As anyone who’s ever had a job knows, there are inevitably ups and downs. You’ll experience rewarding days, but you’ll also experience tougher days that come with stress, frustration, even boredom. Of course, some of us also experience days that are absolutely unbearable where we start to reconsider why we’re even there in the first place. And, this is a tough position to be in. After all, how do you really know when it’s time for you to leave a position?

It may be time to reevaluate your work situation if you find you’re experiencing more miserable days than good, or if you start to experience the following:   

  • There’s no room to grow: If you’re not continually challenged, you’ll inevitably lose interest in your work. So, if there’s no room for advancement or growth, you might consider looking for new opportunities.  

  • You’ve lost interest in your work: Whether due to a lack of growth or total boredom, you may find that you’ve lost all motivation to do your job. Creativity and innovation have flown out the window, and you’ve completely checked out. When this happens, it may be time to move on.

  • Job security is no longer guaranteed: While no position is 100% guaranteed, if you find that your company is now operating on uncertainty (e.g. they’re downsizing, the company’s been sold, work culture has taken a turn for the worse, etc.), it may be time to update your resume.

  • You’re experiencing extreme stress: Ultimately, when the stress of a job starts to affect your health and well-being, it’s time to walk away.

No matter how bad your work situation may be, the decision of whether or not to stay is entirely up to you. It’s all a matter of evaluating your path, your priorities, and what will ultimately be in your best interest.

Emerging Trends in Human Resources and the Millennial Workforce

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As we’re in the age of the Millennial workforce, human resource managers have been asking themselves how best to leverage the strengths of this group of workers. It’s all in effort to figure out what this generation ultimately needs to be successful and motivated at work. So, what do you need to know about the newest generation taking over the workforce? Here’s what they’re looking for:

  • Technology is Key: When it comes to overall communication, Millennials want companies to incorporate new technologies that ultimately promote increased collaboration amongst employees. This applies to everything from email, texting and chat forums, to social media, and beyond into other emerging technologies.

  • Collaboration: Millennials want to be heard by leadership and are looking for more opportunities to collaborate with leadership. Their goal is to establish relationships through frequent interaction and conversation.

  • Engagement: Millennials want to be and feel valued. So, listen, and engage in the exchange of opinions and ideas. They feed off of constructive feedback and seek mentorship-like relationships for guidance and growth.

  • Team-Driven Environment: More than any other generation, Millennials truly enjoy working in and being a part of a team. They want to meet new people, make friends with their co-workers, and work with a diverse group of people. With this, Millennials typically look forward to the work that they’re doing and bring a positive attitude and drive to the table.  

  • Financial Incentive: For Millennials, it’s all about work-life balance. But, achieving that balance still requires adequate financial incentive and job security.  

Like all other generations, Millennials just want to have a sense of purpose in the workforce. They want to know where their career is going and what they need to do to get there. Employers who recognize these needs will be able to leverage emerging employee trends, and use them to benefit both the organization and their millennial workforce.

Why Your Business is Struggling to Keep Its Employees

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For any business, talent is your biggest asset. But, when good employees leave, productivity within your organization can sink, and morale may suffer. High turnover rates also lead to increased recruitment costs and more time spent on-boarding new hires, which can make for an extended and stressful transition.

So, what is it that drives employees to leave? If your business is struggling to keep employees around, here’s what may be going wrong:  

  • Poor Management: When you lose top talent, the first place you should look is at management. Great management requires individually invested time. You must discover each team member’s assets as well as their needs. So, take the time to listen to their concerns, communicate, and take actionable measures to correct.

  • Unprepared Managers: It’s not enough to simply promote top talent. Management requires a different skillset altogether. So, you must provide the necessary training and guidance to chosen leaders for the sake of their team and the company overall.  

  • No Advancement: Top talent often leave when they feel there’s no room for career advancement. They have to know that there’s ultimately something in it for them, otherwise they’ll be tempted to look elsewhere. So, help build a career path for them through things like educational advancement opportunities that can be used later in their career.

  • No Feedback: Managers need to regularly check in with employees and provide constructive feedback. This shows that you’re invested in their position within the company, that they’re valued, and shows respect for them as a person.

  • Rigid Policies: Flexible scheduling and telecommuting are more common and important than ever before. In fact, these days, flexible work time is expected. So, consider updating your policies.

Above all else, make sure that employees have a clear understanding of the company’s mission and their position within it. After all, if they’re not working toward something of value, then chances are they won’t stick around.