ULTIMATE RECRUITER’S GUIDE: HOW TO SHARPEN AND ELEVATE YOUR PERSONAL BRAND

Optimize Your Online Presence

LinkedIn Profile: Ensure your LinkedIn profile is complete, professional, and up-to-date with your latest achievements, experiences, and a professional photo.

Personal Website or Portfolio: Create a personal website or online portfolio showcasing your work, skills, and accomplishments. This can include blogs, articles, case studies, or project examples.

Social Media Clean-Up: Review and clean up your social media profiles to ensure they reflect a professional image. Remove or hide any content that could be seen as unprofessional.

I cannot stress enough how important this is! Clients and companies are hyper-focused on this area given the environment we live in globally. Keeping a clean and professional online and social media presence is key.

The very best companies are all concerned about their image and reputation, it just makes sense that they do not want to be embarrassed by an employee doing something online that can spill over to impact the company's reputation.

Network Effectively

Attend Industry Events: Participate in conferences, workshops, and networking events to meet professionals in your field.

Engage Online: Join professional groups and forums on LinkedIn and other platforms. Contribute to discussions, share insights, and connect with industry leaders.

Informational Interviews: Conduct informational interviews with industry professionals to learn more about their career paths and gather advice.

Enhance Your Skills and Knowledge:

Continuous Learning: Take online courses, attend workshops, and earn certifications relevant to your field to stay updated with the latest industry trends and skills.

Reading and Research: Regularly read industry blogs, journals, and books to keep your knowledge current.

Create and Share Valuable Content

Write Articles or Blog Posts: Share your expertise and insights through articles or blog posts on LinkedIn or your website.

Public Speaking: Volunteer to speak at industry events, webinars, or podcasts to showcase your knowledge and position yourself as a thought leader.

Social Media Posts: Share relevant content on your social media platforms to demonstrate your expertise and keep your audience engaged.

Develop a Consistent Personal Brand Message

Brand Statement: Craft a clear and concise personal brand statement that reflects who you are, what you do, and what makes you unique.

Consistency: Ensure that your brand message is consistent across all platforms, including your resume, LinkedIn profile, personal website, and social media profiles.

Seek and Showcase Testimonials and Endorsements

Recommendations: Request recommendations from colleagues, supervisors, and clients on LinkedIn or your website.

Endorsements: Highlight endorsements and positive feedback to build credibility and trust.

Create a Sharp and Targeted Resume

Here is a Resume Guide that includes some of the best tips and ideas from a Recruiter’s desk.

In this article, we highlight 5 areas to help you:

Resumes - Think like you are writing a news story
Spelling Errors - Avoid dropping a cake on the kitchen floor.
Gaps in your Career History - How to address them
Common Urban Myth- The one-page Resume
LinkedIn - Quick tip

Professional Image and Communication:

Professional Attire: Dress appropriately for your industry in professional settings, including virtual meetings.

Effective Communication: Develop strong verbal and written communication skills to articulate your ideas clearly and professionally.

Volunteer and Give Back:

Community Involvement: Volunteer for causes or organizations related to your industry to demonstrate your commitment and passion. Highlight this on your resume.

Mentorship: Offer to mentor others in your field, which can enhance your reputation and build your network.

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24 Hiring Tips for 2024

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Bill O’Malley is President of Connector Team Recruiting a firm headquartered in Charlottesville, Virginia specializing in the Furniture | Appliance and Sleep verticals. Connector Team is a full-service Search Firm offering permanent placement recruiting and interim staffing solutions.

Feel free to contact Bill at bill@connectorteamrecruiting.com.

Employer TipsBill O'MalleyAugust 26, 2024Comment

MUST HAVES FOR THE NEXT GENERATION OF TALENT

The labor market is ever-evolving, influenced by technological advancements, socio-economic shifts, and the changing expectations of new generations entering the workforce. As we continue through 2024, employers must understand what the next generation of talent is looking for in their careers. I wanted to share statistics on the average tenure for next-generation talent.

In the workplace, the average tenure of the next generation of candidates, particularly Gen Z, has shown interesting trends. According to data from the Pew Research Center, young workers today have job tenures similar to those of previous generations, with the median tenure for 25- to 34-year-olds at about 2.8 years. This stability contrasts with the high voluntary quit rates seen during the "Great Resignation" in 2021, where young workers were more likely to change jobs frequently Pew Research Center

Further analysis indicates that Gen Z employees have shorter tenures than older generations. A significant portion, about 40%, plan to leave their current employment within the next two years, down from 53% in 2021. By comparison, 25% of Millennials expressed a similar intention.

Additionally, the average tenure across various demographics and industries reveals that younger employees, particularly those in consumer-facing roles, are more likely to job-hop. For example, 49% of Gen Z in consumer roles and 48% in retail roles intend to leave their jobs within the next two years (CapRelo).

Overall, while the job tenure among young workers remains relatively steady over decades, current economic and social factors influence their propensity to change jobs more frequently than their older counterparts.

Here are some key insights into their expectations and how companies can adapt to attract and retain top talent.

1. Emphasis on Work-Life Balance

The concept of work-life balance has become non-negotiable for the new generation. They value their time outside of work and seek employers who respect and support this balance. Flexible working hours, remote work options, and generous leave policies are no longer perks but expectations. Companies that prioritize work-life balance are likely to see higher levels of employee satisfaction and productivity.

When considering work-life balance many owners think that offering any weekend time off is non-negotiable for them. They remain resistant to change to address this challenge. We thought we would highlight some areas worth reviewing where taking steps to address this challenge pays off and becomes a recruiting advantage for you against your competitors.

Close on Sundays - a strategic advantage

There are some great examples of highly successful companies such as RC Willey on the larger scale and BILTRITE Furniture that seem to have cracked the code. They have successfully trained their shoppers to shop on other days. Not only do they have great service standards but they also have customers waiting at the door for them to open up on a Monday.

Another option is to get serious and offer your Sales Managers and Store Managers a weekend day off at a minimum of once per month. Yes, this is a significant scheduling challenge, however, if you apply a little creativity it could also be an opportunity to create a career pathing. For example, you could assign a key person to develop (think key holder) and schedule them to step in on those days per month to increase your bench strength.

I am on the front lines and hearing it verbatim about the reluctance to work weekends from former Store and Sales Managers. Many of them will tell you they are looking for another opportunity that will give them flexibility. Many of these folks cite the fact that they gave up prime years of missing these milestone events with families all to support a weekend schedule without a break. Some even take a step back in pay and responsibilities to get into a better schedule and work-life balance.

2. Commitment to Diversity and Inclusion

Diversity and inclusion are paramount for the next generation. They expect their workplaces to be environments where everyone feels valued and included, regardless of their background. Companies that actively promote diversity and implement inclusive policies are more attractive to young talent. This includes having diverse leadership, equitable pay, and a zero-tolerance policy towards discrimination.

3. Focus on Sustainability and Corporate Social Responsibility (CSR)

Environmental consciousness is a significant factor for the new generation. They prefer to work for companies that are committed to sustainability and actively engage in CSR activities. This could mean adopting green practices, supporting local communities, or participating in global initiatives. Transparent reporting on these efforts also helps build trust and loyalty among employees.

There are great examples across our industry of companies large and small that highlight why their company is a great place to work. Giving back to the community is key and involving your employees in this opportunity really enhances and sends a message that the company has a heart.

4. Opportunities for Growth and Development

Continuous learning and career development are critical to the next generation. They seek employers who provide opportunities for professional growth through training programs, mentorship, and clear career progression paths. Offering educational benefits, such as tuition reimbursement or access to online courses, can be a significant draw.

5. Technological Integration

Having grown up in a digital age, the next generation expects their workplaces to leverage the latest technologies. This includes not only the tools they use daily but also the infrastructure and processes within the company. Employers who invest in modern technology and encourage digital innovation will likely attract tech-savvy talent.

6. Transparent and Open Communication

Transparency and open communication are vital to building trust with the next generation of employees. They appreciate being kept in the loop about company decisions, performance, and future plans. Regular updates from leadership, open forums for discussion, and a culture of feedback help in fostering a transparent environment.

7. Wellness and Mental Health Support

Mental health and wellness are top priorities for the new generation. They expect their employers to provide support in these areas through comprehensive wellness programs, mental health resources, and a culture that promotes well-being. Initiatives like on-site gyms, mental health days, and access to counseling services can make a significant difference.

8. Purpose-Driven Work

The next generation wants their work to have meaning. They are drawn to companies with a clear mission and values that align with their own. Employers should articulate their purpose and demonstrate how their employees' work contributes to broader societal goals.

Adapting to Meet Expectations

To attract and retain the next generation of talent, companies must evolve. This means reassessing current policies, investing in new initiatives, and fostering a culture that aligns with the values and expectations of young professionals. By doing so, employers can build a dynamic, engaged, and loyal workforce ready to tackle the challenges of the future.

In conclusion, understanding and adapting to the expectations of the next generation of talent is crucial for success in the 2024 labor market. Prioritize work-life balance, diversity and inclusion, sustainability, growth opportunities, technology, transparency, wellness, and purpose, companies create an environment that not only attracts but also nurtures and retains the best talent.

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24 Hiring Tips for 2024

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Feel free to contact Bill at bill@connectorteamrecruiting.com.

Employer TipsBill O'MalleyJuly 29, 2024Comment

(RECRUITING TIP) SUCCESSION PLANNING IS CRITICAL IN TODAY'S COMPETITIVE LABOR MARKET

The importance of succession planning in today’s labor market cannot be overstated. It is a strategic necessity that promotes organizational resilience, fosters employee loyalty, and ensures a competitive edge in a tight labor market. Companies that recognize and implement comprehensive succession planning across all levels are better positioned to thrive amidst uncertainties and seize growth opportunities.

Addressing the Talent Shortage

With a noticeable gap in skills across various industries, organizations are increasingly vulnerable to talent shortages. Effective succession planning ensures that there are always skilled employees ready to step up, thereby mitigating the risk associated with sudden departures and hard-to-fill roles.

Adapting to Rapid Technological Changes

As technology evolves, so do job roles. Regular succession planning helps organizations stay agile by fostering a culture where continuous learning and adaptation are prioritized. It prepares employees to handle evolving roles and technologies, keeping the company at the forefront of innovation.

Enhancing Employee Engagement and Retention

Employees are more likely to stay with a company that invests in their growth and development. Succession planning is not just about preparing the next in line for leadership roles; it’s also about showing all employees a clear path forward. This enhances engagement and boosts retention, which is vital in a market where competition for top talent is fierce. The Furniture Industry continues to be a highly competitive retail sector with many of our clients still saying they are running at short staff in both sales, interior design and support roles.

Preserving Institutional Knowledge

When seasoned employees leave without passing on their invaluable knowledge, it can lead to significant operational disruptions. Through systematic succession planning, organizations can ensure that critical knowledge is transferred effectively, thus preserving institutional memory. I call this corporate memory for short, and in any specialty industry like home furnishings it continues to be super important.

Improving Business Continuity

Succession planning at all levels ensures that an organization can maintain operational effectiveness in the face of personnel changes. This is particularly crucial in today’s market, where the pace of change is rapid and the cost of disruption can be high.

Promoting Diversity and Inclusion

A well-structured succession planning process can promote diversity and inclusion by creating opportunities for individuals from varied backgrounds to move into leadership roles. This not only enhances decision-making through diverse perspectives but also reflects positively on the organization’s commitment to equitable growth. This happens naturally since you will be recruiting from the demographics around your store, plant or distribution center location.

Structured Planning Process

Like with any great program it takes time and attention to the details and that means conducting performance reviews, nine box evaluations to identify the high potential employees. I encourage this to occur on a semi annual process. This does not mean you have to rate your teams every 6 months, it does mean leadership needs to come together and update the action plans twice a year.

ADDED BONUS

The value of Internships and Apprenticeships and Manager in Training programs

If you are not taking advantage of Internships, apprenticeships, and Manager in Training programs you should consider them because they provide benefits for both throughout the organization. Participants gain valuable experience, skills, and potential job opportunities, while organizations can develop a skilled workforce, enhance innovation, and improve their talent pipeline. These programs are integral to professional development and organizational growth.

In my past business experience in the Furniture industry, I developed an MIT program back in the mid 80’s visiting college campuses in Los Angeles and recruiting new talent into one of my early companies when I was a regional manager. I will never forget some of those bright people that were hired and in fact a number of them are still in the furniture industry today.

Today I would recommend not just taking advantage of the local community Colleges and Universities in your area but also speaking to the local Junior and Senior High School classes.

This is a great way to take a positive step in integrating the next generation of workers with industry-specific training programs.

Here are five immediate benefits you can expect from this type of program.

Talent Pipeline
Fresh Perspectives
Cost-Effective Labor
Enhanced Employer Brand
Employee Development

I feel very strongly that MIT programs are especially valuable in today’s competitive labor market. It;s a great way to inject a steady supply of competent managers. Well-trained interns, apprentices, and MIT participants can also increase productivity by taking on tasks that allow more experienced employees to focus on higher-level responsibilities.

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24 Hiring Tips for 2024

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Feel free to contact Bill at bill@connectorteamrecruiting.com.

Employer TipsBill O'MalleyJune 13, 2024Comment