Tips for Recruiting & Retaining Top Millennial Talent

In the U.S. alone, there are almost 80 million millennials. It is no surprise that the newest generation has taken the workforce by storm. In fact, millennials are the largest generation in the workforce today. Compared to past workforces, millennials have more college degrees and are more diverse. The younger generation is known for their can-do […]


The Power of Recognition & Why Employee Incentives Rule

Your company’s success depends on your employees’ performance.

To retain a quality workforce, you need to maintain company morale and offer opportunities for recognition and growth.

How do you create a mutually beneficial environment that encourages professional development and teamwork, while challenging workers to excel?

One effective way of meeting your goals and boosting company performance is with employee incentives.

Here is how incentives can work to help your business achieve its maximum potential.

The Power of Employee Incentives

Why are employee incentives often used in employment retention plans?

Because they work.

Why do incentive programs work?

Because they satisfy people’s need of recognition for extending extra effort.

Financial rewards, such as increasing one’s pay or adding bonuses to their check, is often believed by well-meaning employers to be enough. And while adequately compensating employees is crucial to increasing loyalty, it’s not everything.

Money doesn’t give your employees their time to shine. It doesn’t provide them attention for a job well done. Financial rewards often are silent ways of showing appreciation, but incentives give employees a chance to be publicly recognized and celebrated for their role in company success.

People are driven by experiences and feelings. When they feel appreciated, it makes the experience more meaningful.

Recognition is a powerful motivator. If you want your employees to go the extra mile, you need to give them a good reason to reach higher.

How to Create Incentives

1. Set Goals for Employees

Use your incentive program to help your company excel by setting clear goals that contribute to overall success.

This not only gives your employees an idea of what to work towards, it also minimizes room for favoritism or biases, which can contribute to an overly competitive and hostile atmosphere. When there is a clearly defined goal to achieve, it eliminates leader prejudices because the incentive is reserved for whoever meets the goal. Fairness is paramount in any effective incentive program.

2. Encourage Teamwork Towards Achieving Goals

Incentive programs can be used to boost morale and help foster relationships among coworkers when the goal requires teamwork.

This will also keep workplace jealousy at bay because the winning team is not exclusive of just one worker. When staff relationships are strong and people enjoy working together, they are more likely to feel connected to their jobs.

By setting team oriented goals, you can accomplish wins for the company while encouraging positive work relationships at the same time.

3. Choose Valuable and Appropriate Employee Incentives

You can’t reward employees whenever they get to work on time, but you can reward perfect attendance for the month. Make sure that the goals you set to reward are appropriate and worth recognizing as exemplary performance standards.

Also, be sure to choose incentives that your employees will value. Most employees won’t be compelled by another company pen. But everyone appreciates being awarded time off or a free meal. If you want your employees to work for something it should be something that they will want to work for.

Wrap Up

When you have employee incentives in place, your employees will feel acknowledged and driven. You will notice the benefits of recognizing hard work, and you will gain loyalty that is vital for your company’s growth.

Need help hiring motivated employees? Get in touch!


5 Interview Mistakes You Never Knew You Were Making

Tired of going to interviews? Wonder why you didn’t get the job?

After all, it seemed like you did everything right.

You did your research on the company and delivered a great pitch. The recruiter was excited about your skills and everything seemed to go smoothly.

The question is: what went wrong?

It takes just 90 seconds for a recruiter to figure out if you’re a good fit for the job.

Common mistakes, such as not making eye contact, can ruin your chances of getting hired. The recruiter could say “no” simply because you’re playing with your hair.

You have less than two minutes to make a great first impression.

So, what’s the secret to landing your dream job?

First of all, make sure you’re not making these interview mistakes!

1. Not Smiling

Believe it or not, a fake smile may cost you the job.

If you’re smiling mechanically or not smiling at all, the recruiter might see it as a lack of enthusiasm.

Body language accounts for up to 90 percent of how we communicate.

A warm smile can go a long way towards showing your personality and confidence. It also shows your ability to connect with people and reduces tension during interviews.

Conversely, a fake smile can be off-putting. It may seem like you’re trying to mask negative emotions.

The best advice here?

Relax and remember that the recruiter is a human being just like you.

2. Crossing Your Arms

Crossed arms are a sign of resistance and defensiveness.

The hiring manager might believe that you’re lacking enthusiasm or trying to mask insecurities. This gesture is also often interpreted as a symbol of uncertainty and disengagement.

For the best reaction, simply place your hands on the desk or on the arms of your chair.

3. Bashing Your Former Employer

Just because you’ve previously had the worst boss ever, that doesn’t mean you should mention it!

If you’ve had issues with your previous employer, keep it to yourself.

Your potential new boss will not like to hear you bad-mouth your old one!

Use positive or neutral language when talking about former employers and try to put a positive spin on your experiences.

4. Not Having Any Questions

When asked if you have any questions, your answer helps reveal the way you think.

Refrain from asking questions about salary, raises, or vacation during a job interview and instead show your interest in the role.

Ask questions like…

  • What does a typical day at the office look like?
  • What are the company’s goals for the next year?
  • How would you describe the work-life balance of a typical employee?

Asking the right questions will give the opportunity to further highlight your skills. Not having any questions is one of the worst interview mistakes you can make.

5. Not Standing Out

Hiring managers interview dozens of people before filling a position. How will you stand out?

Originality is key.

Give the recruiter a reason to choose you

Tell a story that relates to your career path. Share experiences that prove your skills and ability to succeed.

But, most of all? Be yourself.

How to Avoid the Most Common Interview Mistakes

The best way to avoid common interview mistakes is great preparation. Research the company and the job requirements.

Show up looking businesslike and professional.

Speak confidently and back up your claims with facts. Use body language to your advantage.

And remember, that more often than not, you only get one chance to make a good first impression.

What are the worst interview mistakes you’ve made so far? If you could start over, what would you do differently?


A Contingent Worker Vs FTE: 5 Challenges for Managers

Is having a mix of contingent and full-time workers stressing you out?

A contingent worker is often a valuable aid for a business. One study finds that 40.4% of workers are contingent in the United States. These workers don’t follow the same long-term schedule a full-time employee will.

Every business faces a challenge at some point. It can feel overwhelming to manage an ever changing workforce. Learning how to overcome the challenges of managing different worker types is essential.

Here are five challenges you’ll face managing contingent workers vs full-time employees.

1. Which Contingent Worker to Hire?

Your business hires full-time employees for different departments in the company. There are various types of contingent workers to consider.

The first type of contingent worker comes in to fill worker gaps. A fill in worker knows the working partnership is for a short period of time.

A value added worker is one who prefers contracting without full-time employment.

The third type of contingent employee is one with specialized skills, a leader in their field. These workers are often brought in on a project basis. Recruiters find these specialized workers for small and large scale projects.

2. Ensure All Parties Learn the Same Onboarding Information

The last thing you want in the workplace is misinformation. What makes matters worse is if your company is the one misinforming employees.

You’ll need to ensure contingent and full-time workers have the same onboarding information. Contingent employees that have questions can ask employees who’ve already seen the material.

Not every company can keep their handbook the same for decades. Ensure all workers stay informed on any company-wide changes.

3. Keeping Track of Workers

Contingent workers may find themselves in the field rather than the office. There is a wide array of technology to use with a contingent workforce.

Keep track of all workers through using a human resource management system. Enterprise resource planning software is often used with contingent workers. This software helps a business manage where and when workers need to handle their tasks.

4. Collaboration During Meetings

Many full-time employees have the standard meeting schedule down. New workers need time to adjust to where, when, and how many meetings your company has.

The contingent workforce often feels like a group of new kids at a school. Include a workspace where contingent and full-time staff can interact with each other.

Ensure every contingent worker has a line of communication with full-time employees. Having current employees shadow contingent new hires is a great idea.

5. Building the Right Relationships

Over the next three years, 83% of executives plan on hiring more contingent workers.

The era of the contingent workforce having small numbers is coming to an end.

You have an endless amount of possibilities when planning a work event. It’s best to include food and games with these events, make a day out of it. Social events are a way to let contingent workers and full-time employees mingle.

Are you in need of contingent employment? Please get in touch with us to find out how to land a career in the IT and engineering fields.