National Customer Service Week, observed annually in the first week of October, spotlights the crucial role of customer service teams. However, recognizing and engaging employees shouldn’t be confined to a single week. Year-round appreciation of staff, particularly those on the front lines of customer interaction, is vital for fostering a positive workplace culture, improving retention, and ultimately enhancing business performance. This article explores why consistent employee recognition and engagement are essential, and how organizations can implement effective strategies beyond National Customer Service Week.

Why Employee Recognition Matters

At its core, employee recognition is about valuing and appreciating the contributions employees make. For customer service teams, who are often on the front lines handling difficult situations and customer concerns, this recognition is especially important. Every interaction they have impacts the company’s reputation and customer loyalty.

When employees feel appreciated, they are more motivated to perform at their best. Recognition creates a sense of accomplishment and boosts morale, leading to increased job satisfaction and productivity. On the other hand, when employees feel overlooked or undervalued, their motivation wanes, and they may disengage from their roles, resulting in decreased performance and higher turnover rates.

The Role of Engagement in Employee Success

Engagement goes beyond recognition. It’s about creating an environment where employees feel connected to their work, their colleagues, and the company’s mission. Engaged employees are not only motivated by external rewards but are also intrinsically driven to do their best. They take pride in their roles and feel a sense of ownership over the customer experience they help create.

Employee engagement is critical because it directly impacts on the quality of customer service. Engaged employees are more likely to go the extra mile, exhibit patience in difficult situations, and show empathy towards customers. This level of care and dedication helps foster strong customer relationships and contributes to overall business success.

National Customer Service Week: More Than Just a Week

National Customer Service Week is a fantastic opportunity to kick-start or refresh an organization’s focus on employee recognition and engagement. However, the initiatives that begin during this week should not be short-lived. Many companies make the mistake of offering special perks or organizing events during National Customer Service Week only to let that enthusiasm fade once the week is over.

Instead, businesses should view National Customer Service Week as a launching pad for year-round recognition and engagement programs. The goal is to create a culture where employees feel appreciated and supported at all times, not just during designated recognition weeks.

Year-Round Employee Recognition: Best Practices

For example, if a customer service representative resolves a particularly challenging issue, don’t hesitate to acknowledge their hard work immediately. A quick “thank you” or a shout-out in a team meeting can go a long way in reinforcing positive behavior.

One way to do this is by establishing a peer recognition program, where team members can recognize and celebrate each other’s contributions. This not only boosts morale but also strengthens team cohesion and collaboration.

Offer ongoing training, mentorship, or access to educational resources. Encourage employees to pursue certifications or attend workshops that align with their career goals. By helping them advance, you not only retain talent but also foster a culture of continuous improvement.

Maintaining Employee Engagement Throughout the Year

When employees know that their concerns or suggestions are being taken seriously, they feel more connected to the organization and invested in its success. Feedback should go both ways, with managers offering constructive, supportive guidance that helps employees grow and excel in their roles.

Empowerment also means providing the right tools and resources for employees to succeed. Ensure that your customer service team has access to the latest technology, training, and support to do their jobs effectively. By removing obstacles and giving them the resources they need, you enable them to deliver exceptional service.

National Customer Service Week is a great time to start new wellness initiatives, but they shouldn’t end there. Prioritizing employee well-being year-round leads to a happier, more engaged workforce that is better equipped to handle the demands of customer service.

A Culture of Recognition and Engagement

National Customer Service Week serves as a catalyst for recognizing the vital role of customer service professionals, but it’s just the beginning. Building a culture of continuous appreciation and engagement is a year-round commitment that yields significant returns:

By implementing the strategies outlined in this article – from personalized recognition to empowering employees – organizations can create a workplace where employees feel valued every day, not just during special occasions. This ongoing commitment to employee well-being and growth doesn’t just benefit the staff; it creates a ripple effect that enhances customer experiences, strengthens brand reputation, and ultimately drives business success.

As you reflect on your current practices, consider: How can you make employee recognition and engagement an integral part of your company’s daily operations? The answer to this question could be the key to unlocking your organization’s full potential.

Moving into a new office is a significant milestone for any organization. It marks a new chapter filled with fresh opportunities, challenges, and the promise of growth. But when this move involves consolidating two separate offices into one, the experience is even more transformative. It’s not just about a change in location; it’s about uniting teams, fostering closer collaboration, and creating a stronger sense of togetherness.

The Initial Excitement and Nostalgia

The decision to move into a single office space after operating from two separate locations is often met with a mix of excitement and anxiety. On one hand, there’s the anticipation of bringing everyone under one roof, promising easier communication, streamlined processes, and a more cohesive work environment. On the other hand, there’s natural apprehension about the logistics of the move, the adjustments to a new space, and changes in daily routines.

For some employees, like Business Manager, Irene Partenheimer, the old office held a deep sense of nostalgia. “I had to pack up 32 boxes and shred at least 15. Even though I had help clearing out my office, it was a big task, but we got the job done. I will miss my old office, especially remembering all the visits I had with Frank Abel, chatting before he went to Café Fresco for breakfast. Dottie Abel would stop by once in a while too. They will surely be missed. The old office felt like home—cozy, comfortable, and familiar, though it had its quirks, like the cold breeze blowing through when the front door opened in winter.”

While the sense of nostalgia is strong, the move represents an exciting opportunity to build a new work environment that better reflects the company’s evolving needs and culture.

The Power of Proximity

One of the most immediate benefits of moving into a single office is the power of proximity. In the previous setup, teams were physically separated, which could create silos and make spontaneous collaboration more challenging. Now, with everyone under the same roof, communication barriers are significantly reduced, and collaboration is easier than ever.

Garrett Saxon, IT and Brand Manager, shared his thoughts on this transition: “I began working at Abel Personnel in November, working mainly at our Paxton Street location, and once a week, our Lemoyne office. Our team had been in those locations for 20 years, and both were showing signs of age, but also came with a certain comfort that you generally don’t get from a newly built office. As we got closer to our leave date, the feeling of nostalgia and loss from longtime colleagues was palpable.”

Despite these sentiments, Garrett emphasized the positive impact of the move: “Our move to Vartan Way has brought a renewed energy front and center. Reaching each other requires less logistics. Collaboration is in the air. In an unexpected twist, while a new office generally does not retain the comfort of a well-worn office with a long history, everything here just works. Everything has a place.”

Proximity fosters collaboration in ways that digital tools can’t fully replicate. Walking over to a colleague’s desk for a quick chat or an impromptu brainstorming session often leads to faster decision-making, more innovative ideas, and a stronger sense of team cohesion.

A New Sense of Togetherness

Moving into a unified office space also brings a profound sense of togetherness. The consolidation of the two locations not only bridges the physical gap but also unifies the organizational culture. Previously, employees may have identified more with their specific office location than with the company as a whole, but now, shared spaces and daily interactions foster a deeper sense of community.

Irene reflected on this new atmosphere: “In our new location, I prefer the office atmosphere for work. I have a window now, which I didn’t have before. It’s sunny, roomier, and very comfortable. It feels like moving into a new home—cleaner, with a bigger refrigerator and kitchen. Now, I enjoy seeing everyone in one place and getting to know them better. It’s going to be my new happy home.”

This newfound togetherness is reinforced by the small, everyday interactions: shared break rooms, casual hallway conversations, and a general sense of unity that fosters a more collaborative and connected work environment.

Designing a Space That Reflects Company Values

One of the most exciting aspects of the move is the opportunity to design a workspace that reflects the company’s values. The new office layout, decor, and amenities were thoughtfully chosen to support the way the team works best. Open-plan areas encourage collaboration, while quiet zones and meeting rooms provide space for focused work and private discussions.

Beyond the functional elements, the new office symbolizes a bright future for the company. When asked what the theme song of the new office would be, Recruiter, Ruth Savino suggested “Eye of the Tiger—it embodies determination and drive to succeed.” This sense of determination is reflected in the optimism and enthusiasm that employees have expressed about the new space.

Overcoming the Challenges

Of course, the move was not without its challenges. Logistics, packing, and adjusting to the new environment were all part of the transition. But with clear communication and a strong team effort, the process was managed smoothly. As Garrett noted, “Everything here just works.”

“Organizing a consolidation of two offices into a new space was challenging. We had to determine which items we would keep, which to donate or dispose of and which to replace. Moving computers and equipment and transferring services had to be coordinated in a way that didn’t interfere with our business operations,” recalled Jasie Garlin, Director of Operations. “In the end, everything seemed to come together fine but I’m glad it’s over and we can get settled in.

The company has also made it a priority to involve employees in the transition, addressing any concerns and ensuring that everyone feels comfortable in the new space.

Celebrating a New Chapter

As the company settles into its new office, it’s important to take time to celebrate this new chapter. The excitement of a fresh start, combined with the convenience and efficiency of the new space, has reinvigorated the entire team. Bonds are being strengthened and new bonds are being formed. As Jasie explains, “The move to Vartan Way isn’t just a change of address—it’s a step toward a more cohesive, connected, and successful future.”

As Irene expressed, “It’s going to be my new happy home.”

With graduation season over, many college grads are embarking on summer internships or their first full-time jobs. Navigating your finances when you start adult life can be challenging, from understanding your health insurance and benefits to managing a budget.

Finding a job is often the first hurdle, so if you’ve accomplished that, take a moment to be proud of yourself.

“Once you do get that first job, pat yourself on the back,” said Nick Holeman, director of financial planning for Betterment, a financial advisory company.

Then it’s time to think about your financial future. With credit card delinquencies growing and interest rates still high, it’s more important than ever for recent graduates to start their adult lives on the right financial track.

Here are recommendations from experts about how to do that:

Pay attention to onboarding instructions

Getting your first job is exciting, but the onboarding process can feel overwhelming. When you start a new job, most companies offer guidance about benefits such as 401(k) and health insurance. It’s a lot of information, but it’s important not to ignore it, Holeman said.

One key thing to focus on is your employer-sponsored retirement plan. While many companies automatically enroll you, Holeman recommends that you save more than the typical 2% to 3%. Automatic enrollment allows your employer to take a set amount from your paycheck to allocate to a retirement investment account. You can choose to opt out or increase the amount you contribute.

“Because you’re automatically enrolled doesn’t mean you can’t go in and increase how much you’re contributing,” he said. “And that’s a great way to build those automatic savings habits that [are] going to take you throughout the rest of your career.”

Figure out your health insurance

Some recent grads might stay on their parents’ health insurance, while others might use an employers’ plan. But if your job doesn’t offer health insurance, experts advise that you enroll in the Affordable Care Act.

“You shouldn’t go uninsured if you are going to be working for an employer that doesn’t offer health insurance,” said Louise Norris, health policy analyst for healthinsurance.org.

While you’re navigating the ACA’s marketplace, you must take into consideration your budget, health, and availability of doctors in your area. If your employer offers several health insurance plans, Norris says, learn their details, such as your deductible, co-pays and use policy.

If you’re generally healthy and don’t go to the doctor often, Holeman recommends a high-deductible health plan, because it will allow you to save money in a health savings account. Also known as an HSA, these let you set aside pre-tax money to pay for medical expenses, which can help you cut out-of-pocket costs when you visit the doctor.

Save for emergencies

Emergencies are tough to prepare for because you never know when they will happen and how expensive they will be. However, it’s a good practice to have an emergency fund that will alleviate some of the financial burden if something goes wrong.

“Think of your emergency fund as a ‘break glass in case of emergency,’” said Holeman, who advised keeping your emergency savings in a separate bank account.

Emergency fund amounts vary depending on each person’s circumstances, but Holeman recommends that you save three to six months of expenses. This is an ideal scenario, but any amount of savings can be helpful in case of an emergency.

Manage your credit card usage

Credit cards can help build your credit score and develop good borrowing habits; but if not used carefully, they can also get you in a lot of debt.

If you’re taking out your first credit card, choose something that you can keep for a long time, since an important factor in your credit score is the length of your credit history, Holeman said. He recommends a card that doesn’t have a yearly fee and is easy to maintain.

If you’ve had a credit card before, remember that to keep a good credit score and not fall into credit card debt, you must pay off your balance on time every month. It’s best if you use your credit card to pay for things you can already afford, said Steve Pilloff, an associate professor of finance at George Mason University‘s Costello College of Business.

“Use it as a way to make payments rather than a way to borrow money. Focus on the card and not the credit,” Pilloff said.

Adjust your budget

Budgeting is a key component of your financial life, whether you’re trying to save for your emergency fund or pay down debt.

Budgets change along with your finances, so when you land that first full-time position and maybe move to a new city, you need to change your budget to reflect your current financial reality, Pilloff said.

If you’re using your budget to find ways to cut costs, Holeman says, focus on big expenses, such as rent or transportation costs, rather than small ones such as coffee or shopping. If you have debt, Holeman recommends focusing on paying off high-interest debt. If you don’t have debt, focusing on building an emergency fund and saving for short-term goals is also a great place to start setting goals for yourself.

Budgeting is not a one-time process. In order to achieve your financial goals, you have to continuously assess and adjust, Pilloff said.

With apps like YNAB and EveryDollar, you can access and easily modify your budget at any time. However, the best way to stick to a budget is finding the format that best works for you, whether that’s an Excel sheet or a notebook.

Morga writes for the Associated Press.

“We change people’s lives by connecting the right person to the right position. Our long-term relationships with the companies we serve, and with the employees we place in them enables us to create enduring matches.,” explains Debby Abel, president of Abel Personnel.

This year the staffing firm celebrates 55 years of providing “Abel People” to small businesses, Fortune 500 corporations, state and federal government agencies, legal and accounting firms, medical facilities and statewide trade, professional associations and educational institutions. We focus on providing professional staff including the fields of Accounting, Information Technology, Management, Administrative Office Support, Customer Service and Sales. The business was founded in 1969 by Franklin and Dorothy Abel, Debby’s parents.

Debby Abel joined the team as marketing manager in 1990. “At that time, we were a local firm serving clients in our region. We’ve grown and now we serve clients in several states. Often established clients ask us to help identify staff in other locations where their companies operate. They recognize the success we have in Central Pennsylvania and ask us to help with their recruiting needs in other states,” she continues.

What hasn’t changed is the personal attention to both client companies and candidates to find the best match of people with positions, and our commitment to customers’ success. “We really serve two clients—the businesses that have recruiting needs, and candidates who are seeking positions,” Abel says.

Candidates who work with Abel Personnel are not charged a fee. Abel says she and her staff receive a lot of questions about this concern. “Charging candidates in recruiting and staffing is really a thing of the distant past.”

Most of the positions Abel Personnel fills are long- term positions rather than temporary or “temp” positions. Abel says those long-term career positions can be one of three types. Direct Hire placements are where the client company immediately hires the candidate, Temp to Hire placements where the employee works for Abel for a period of time before becoming a direct employee of the company. Contract placement is where the employee is on ongoing client assignment, but an employee of Abel, which can provide secure employment for years.

“We recommend our client businesses to consider multiple options so they can find the best person for their position. Some candidates are not receptive to the tempto- hire option, especially if they are currently employed.

Being open gives our client companies the widest choice of candidates.” Abel explains.

She says Abel Personnel takes a “whole person” approach—interviewing each candidate to understand their goals, interests and skills; working with them to find what works best for them as well as client companies.

Abel says some of the firm’s placements are for a number of years with the same company. “It’s very rewarding to see those long-term employees we’ve placed thrive and grow. We see so many of our people who started in entry level positions being promoted to trainers, supervisors or managers — when they show their value and work hard, it is recognized,” Abel says. This milestone 55th anniversary year also brings a change to Abel Personnel itself.

The staffing firm has relocated from its two long-term locations—one in Lemoyne and one in the Scottsdale Plaza on Paxton Street, Harrisburg—and is now located at a new location at 2300 Vartan Way, Suite 110, Harrisburg.

“We were at both locations for 24 years, so there are a lot of memories, and as I packed, my eyes teared up. A key memory is the years of walking into my office, adjacent to my father’s, and thinking how I was privileged to see and interact with him every day. It was a joy and honor to work with him and learn from his example as a smart, kind, ethical businessman. As I head to a new site where I can’t visualize his presence, I know that he and my mom were proud of how I shepherded the business over the years—maintaining the level of personal service and integrity,” she wrote in a recent website post.

Abel reports that today the staffing firm, like some of its client businesses, conducts business in a different way— with many staff members working in a hybrid model that combines working in the office with working remotely.

“There is something to be said for office camaraderie, and off-the-cuff collaboration. We considered whether we required the same amount of space since our staff work a hybrid schedule. Plus, both leases were ending at about the same time,” she explains.

The new office has space for each recruiter to have their own office, but accommodations to allow offices to be shared if necessary. And like its relationships with client businesses and candidates, Abel Personnel has many long-time team members—most of whom have been with the firm 10 to 20 years. “We have a great and talented team devoted to hard work and incredible service,” Abel concludes.

Change is inevitable in business, but managing it effectively can make the difference between an organization’s success and its downfall. Whether you’re dealing with new technologies, team restructures, or shifts in company culture, understanding the essentials of change management is crucial.

By the end of this guide, you’ll have a clearer understanding of how to approach change in your organization, turning potential challenges into opportunities for growth and innovation.

Understanding Change Management

Change management is a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It involves careful planning, implementation, and monitoring of changes to minimize disruption and maximize benefits.

Effective change management considers both the organizational aspects and the human elements of transition. It recognizes that while change is necessary for progress, it can also be challenging for those involved.

Strategies for Successful Change Implementation

Change isn’t just about grand visions—it’s about the nitty-gritty of making those visions a reality. The difference between change that fizzles out and change that transforms lies in the strategies you employ. Think of these strategies as your roadmap through the often turbulent waters of organizational transformation.

Successful change implementation isn’t a matter of luck or brute force. It’s a delicate dance of clear communication, genuine employee involvement, and robust support systems. These strategies don’t just ease the transition; they turbocharge it, turning potential roadblocks into stepping stones for innovation and growth.

In the following sections, we’ll dive into battle-tested strategies that don’t just manage change—they catalyze it. From fostering a culture of open communication to equipping your team with the tools they need, these approaches will help you not just weather the storm of change, but harness its power to propel your organization forward.

Ready to turn change from a challenge into your competitive advantage? Let’s dive in.

Clear Communication

Employee Involvement

Training and Support

Overcoming Resistance to Change

Addressing the Fear of Change

Fear of change can paralyze an organization, turning necessary transformations into uphill battles. This fear, deeply rooted in human psychology, manifests as resistance that can derail even meticulously planned initiatives. But here’s the twist: this fear isn’t your enemy—it’s a powerful tool waiting to be harnessed.

Understanding the fear of change is the key to unlocking successful organizational transformations. It’s not about steamrolling opposition; it’s about reframing change from a threat to an opportunity. Whether stemming from job insecurity, doubt in one’s adaptability, or past negative experiences, these fears highlight critical areas that demand attention in your change strategy.

By addressing these concerns head-on, leaders can transform resistance into a catalyst for more effective, thoughtful change implementation. In the following sections, we’ll explore strategies to navigate this emotional landscape, turning potential opposition into a force that drives innovation and growth.

The goal? Creating an organization that doesn’t just weather change, but thrives on it.

Understanding the Fear of Change

Strategies for Overcoming Fear of Change

Implementing Change Management Strategies

Key Takeaways: Mastering Organizational Change Management

Effective change management is essential for organizations to thrive in today’s dynamic business environment. By implementing clear communication strategies, involving employees, providing necessary support, and addressing fears and resistance, organizations can navigate transitions successfully. Remember, change is not just about processes and systems—it’s about people. By focusing on the human aspect of change, organizations can turn challenges into opportunities for growth and innovation.

Are you ready to embrace change in your organization? Start by assessing your current change management practices and identifying areas for improvement. With the right strategies and mindset, your organization can not only adapt to change but thrive because of it.

• Leveraging the Future of Social Media
• Will your Resume Win You the Interview?
• Using AI Effectively in Your Job Search

It was 24 years ago, and Abel moved from our longtime location at the Point Mall (demolition planned), and from our Camp Hill location (building sold). Our new homes were Scottsdale Plaza (Paxton Street), a vibrant plaza with a busy mall across the street; and in Lemoyne in a great ground floor location (after climbing down steep steps) with better parking.

Well, times have certainly changed, and moving to a beautiful new home is now upon us.

As we pack, shred and toss our current offices, memories come flooding through and my eyes literally are tearing up. Most prominent of course are the years of walking into my office, adjacent to my father and thinking how I was privileged to see and work with him every day. It was a joy and honor to work with him, and learn from his example as a smart, kind, ethical businessman. There were still items in our office as reminders of him, his name plate on his desk, photos of the WWII plane he trained in, family photos and documents with his unique handwriting. I leave this place and head to a new site where I can’t visualize his presence. I will know there that he and my mom were proud of how I shepherded the business over the years maintaining the level of personal service and integrity.

I have worked with extraordinary talented staff in recruiting, business and payroll, who gave exceptional service to our candidates and business clients. They include extraordinary people like Joan Lewis, Vice President of Operations and Staffing Manager with our company for 24 years. I learned much about this business watching her example of dedication and hard work. In my Lemoyne office were memories of Barbara Isaacman who devoted her 41year career with us with such thorough interviews and understanding of her candidate and clients. I can’t name all the employees who provided incomparable service but they include long termers:

The wonderful thing is that the current team of employees is as devoted to hard work and incredible service. This is the team that is currently working and navigating the staffing business that few of us imagined 24 years ago. Many of our current employees have been with us in the 10-20 year range, and new team members are just as dedicated. I can’t say enough about the above-and-beyond efforts of those facilitating this move.

There are so many memories of the bonds of friendship, teamwork, happy and sad life events. Days of achievement and occasional moments of disappointment. We watched the videos of the towers falling on 9/11, heard the news of Katrina, experienced the historic election of Barak Obama and adapted through the pandemic. While we marked historic occasions here, the best recollections are the day-to-day conversations, working together and sharing personal moments. Those memories reside most within these walls, and I’ll try to bundle them up and take them to the new office. There, new memories will be made.

In the competitive job market of 2024, your resume is more than just a list of your professional experiences and qualifications. It’s your most potent job search tool, acting as the key to unlocking potential career opportunities. Let’s explore why your resume is so important and how you can optimize it to serve as an effective gateway to your dream job.

First Impressions Matter+

Your resume is often the first interaction you have with a potential employer. In many cases, it’s your one shot to make a lasting impression. Recruiters and hiring managers typically spend only a few seconds scanning each resume before deciding whether to read further or move on. A well-crafted resume that clearly showcases your skills, achievements, and experience can capture their attention and make you stand out from the crowd.

Ensure your resume has a clear and professional layout. Include all relevant experience, both paid and unpaid. Remember, adding a photo can lead to biases, so it’s best to avoid it. Proofread thoroughly; errors are unacceptable as they reflect poorly on your attention to detail.

Highlighting Your Professional Brand

Think of your resume as your personal marketing brochure. It tells the story of your career, highlighting your strengths and unique qualities. A strong resume effectively communicates your professional brand, demonstrating not only what you’ve done but also what you can bring to a new role. By carefully curating the content and design, you can present yourself as the ideal candidate for the job.

Showcasing Your Achievements

A resume isn’t just a list of job descriptions; it’s a showcase of your achievements. Quantifying your accomplishments with specific metrics and examples can significantly enhance the impact of your resume. For instance, rather than stating you “managed a sales team,” you could say you “led a sales team of 10, increasing annual revenue by 20%.” This level of detail provides tangible evidence of your capabilities and contributions.

Customizable for Each Application

One of the great advantages of a resume is its versatility. You can tailor it to match the specific requirements of each job application. By highlighting the most relevant experiences and skills for each position, you increase your chances of catching the eye of recruiters who are looking for a precise fit. Customizing your resume demonstrates your attention to detail and genuine interest in the role.

Keywords and Applicant Tracking Systems (ATS)</strong

Many companies use Applicant Tracking Systems (ATS) to filter through the large volume of resumes they receive. These systems scan resumes for keywords that match the job description. If your resume lacks the right keywords, it might never reach a human recruiter. Therefore, it’s crucial to incorporate relevant keywords and phrases from the job posting into your resume. This not only improves your chances of passing the ATS but also shows that you have a clear understanding of the job requirements.

Professionalism and Preparedness

A polished resume reflects your professionalism and preparedness. It indicates that you’ve taken the time to present your qualifications in a clear, concise, and organized manner. This attention to detail can speak volumes about your work ethic and commitment to excellence, qualities that are highly valued by employers.

Leveraging Your Resume for Career Advancement: Summary

In summary, your resume is a powerful tool in your job search arsenal. It’s your first chance to impress potential employers, showcase your professional brand, highlight your achievements, and demonstrate your suitability for a role. By investing time and effort into crafting a compelling resume, you significantly enhance your prospects of landing the job you desire. Remember, a strong resume not only opens doors but also sets the stage for successful interviews and, ultimately, a rewarding career.

In today’s fiercely competitive job market, retaining top talent is more critical than ever for businesses striving to maintain their edge. High employee turnover disrupts productivity.

It also incurs substantial costs. Recruitment expenses accumulate. Training new hires consumes valuable time. Departing employees take institutional knowledge with them.

Organizations need a loyal, engaged workforce. This ensures sustainable long-term success. This article explores proven strategies. You’ll learn effective tactics to retain your most valuable employees.

The True Cost of Employee Turnover

Employee turnover has a significant impact. Let’s examine the numbers.

The Society for Human Resource Management (SHRM) provides key data:

These figures vary based on role and seniority. The financial implications are clear.

Effective retention strategies are crucial. They protect your bottom line.

Now, let’s explore game-changing approaches. We’ll show you how to keep top talent engaged and committed.

Competitive Compensation and Benefits

Competitive compensation is crucial. It’s key to retaining top talent. High performers know their worth. They understand market rates. If your pay lags behind, they may look elsewhere. Better offers can lure them away.

Recognition and Appreciation

Career Development Opportunities

Fostering Work-Life Balance

Creating a Positive Work Environment

Regular Feedback and Communication

Empowerment and Autonomy

Employee Engagement Initiatives

Exit Interviews and Feedback

Investing in Your Greatest Asset

Retaining top talent is a must. It’s about stability and it safeguards your organization’s future. These strategies create a positive environment. Employees feel valued here. They stay motivated. They commit to long-term success. Remember: retention is ongoing. It requires dedication. Leadership at all levels must invest in it.

Prioritize employee growth. Focus on their well-being. Ensure job satisfaction.

Your employees are your greatest asset. Invest in them. They’ll invest in your success. The future of your organization depends on it. Act today for a stronger tomorrow.

Sources:
What Is the Average Cost per Hire in 2024? – ScoutLogic (scoutlogicscreening.com)
Cost Per Hire: Averages, Deciding Factors, and How to Calculate | Wellhub
time to hire vs time to fill | Talos360

How can you ensure that your new hires feel welcomed, engaged, and ready to succeed? The answer is in your onboarding strategy. Onboarding sets the tone for a new employee’s entire experience with your company. As the workforce changes, more organizations are considering virtual and in-person onboarding.

In this article, we’ll dive into the world of onboarding. We’ll look at the differences between virtual and in-person strategies. We’ll also examine best practices and talk about the future of onboarding.

By understanding each approach, you’ll be able to create an onboarding program that aligns with your goals and values.

Traditional In-Person Onboarding

For many years, in-person onboarding has been the go-to method for welcoming new hires. Traditional in-person onboarding relies on face-to-face interactions. These hands-on interactions may include office tours, team lunches, and in-person training sessions. In-person onboarding allows new employees to immerse themselves in the company culture. Allowing them to build relationships with their colleagues from day one.

One of the key advantages of in-person onboarding is the immediate engagement. During in-person onboarding, new hires can ask questions and receive real-time feedback. They can also join activities. Fostering a sense of connection to their team and the organization. This level of engagement can lead to faster time-to-productivity and improved employee satisfaction.

However, in-person onboarding also comes with its share of challenges. In-person training is costly. It can include travel and venue rental expenses. These costs add up quickly. Additionally, coordinating onboarding activities for multiple new hires can be challenging due to scheduling conflicts and logistical issues.

The Rise of Virtual Onboarding

Organizations looking to modernize their hiring processes have increasingly turned to virtual onboarding. The move to remote work and advances in technology have made virtual onboarding more viable. Digital tools make virtual onboarding new hires the new normal for companies.

One main factor drives the adoption of virtual onboarding. It’s its impact on employee retention and satisfaction. A Gallup study reveals that most employees are unsatisfied with their onboarding experience. Only 12% of employees say their employer does a great job of onboarding new hires. The study also found that the quality of onboarding has a significant impact on job satisfaction. Employees who strongly agree that their onboarding process was exceptional are 3.3 times more likely to strongly agree that their job meets or exceeds expectations.

Virtual onboarding is also not without its challenges. Technical issues, like poor connections or software problems, can disrupt onboarding. Frustrating new hires and employers. Also, ensuring new hires feel connected to their colleagues is harder in a virtual setting. Integrating them into the company culture can be hard too.

Remote work is becoming common. Virtual onboarding will play a bigger role in hiring and employee integration. Organizations need to create more engaging and effective onboarding experiences. Addressing the challenges and leveraging the advantages of virtual onboarding is the only way forward.

Best Practices for Virtual Onboarding

Companies should use best practices for virtual onboarding. This will create an engaging and effective experience for new hires. These practices should address the unique challenges of remote onboarding. Successful companies and research on virtual training offer valuable insights. Companies can use these insights to design their virtual onboarding programs.

One crucial aspect of virtual onboarding is ensuring clear and frequent communication. New hires should have regular check-ins with managers and team members. These check-ins can help them feel supported and integrated into the organization. Establishing clear expectations is essential for remote onboarding success. Providing timely feedback is also crucial.

Technology is key for successful virtual onboarding. Video tools like Zoom or Microsoft Teams help new hires meet face-to-face with team members and build relationships. Learning systems (LMS) and online training platforms let new hires learn at their own speed with engaging content.

Virtual team activities are also important. Online games or group chats help new hires feel like they belong. These activities let them connect with co-workers on a personal level, which is hard to do when working remotely.

Successful remote companies often use similar onboarding practices. Buffer, a fully remote company, gives each new hire a “Culture Buddy” to guide them and answer questions. GitLab, another remote-first company, has a detailed onboarding checklist. It covers everything from setting up equipment to finishing training.

Companies can create good virtual onboarding programs. They can do this using best practices and learning from successful remote organizations. This helps new hires feel part of the team and sets them up for long-term success.

Hybrid Onboarding: Mixing Virtual and In-Person Methods

Many companies now use a hybrid work approach, combining remote and in-office work. This has led to hybrid onboarding. Mixing virtual and in-person elements for a flexible and complete onboarding.

Hybrid onboarding has many benefits, like more flexibility and lower costs. Virtual onboarding can reduce travel expenses and work well for new hires in different locations. In-person elements, like office tours and face-to-face meetings, can help new hires feel connected and part of the team.

Companies using hybrid onboarding should carefully balance virtual and in-person parts. They should think about company size, industry, and what employees prefer. A small startup might focus on in-person onboarding to build a strong company culture. A large global company might use more virtual elements to work well for employees in different places.

The Future of Onboarding

As work keeps changing, onboarding must also change to meet the needs of companies and employees. Several key trends will likely shape the future of onboarding:

To stay competitive, companies must constantly review and improve their onboarding strategies based on data and employee feedback.

By being innovative and adaptable, companies can create onboarding experiences that set new hires up for long-term success and help build a strong company culture.

Onboarding Reimagined: Building a Foundation for Employee Success

The future of onboarding is bright, but it requires a proactive approach. As organizations navigate the challenges of remote and hybrid work, they must embrace innovative strategies to create engaging and effective onboarding experiences. By leveraging technology, fostering personal connections, and prioritizing employee well-being, companies can set their new hires up for long-term success.

Now is the time to reevaluate your onboarding strategy. Take a close look at your current processes and identify areas for improvement. Seek feedback from recent hires and use their insights to shape your approach. Invest in the tools and resources needed to create a seamless and impactful onboarding experience, whether virtual, in-person, or a hybrid of both.

The way you welcome and integrate new employees sets the tone for their entire journey with your organization. Make sure it’s a journey that starts with a strong, positive, and memorable onboarding experience.

Sources:

• Gallup. (2017). Why the Onboarding Experience Is Key for Retention.
• Buffer. (2020). The Evolution of Onboarding at Buffer: How We Welcome New Teammates
• GitLab. (2021). GitLab’s Remote Onboarding Checklist.

Picture this: you’re standing at a crossroads, facing a multitude of paths leading to different IT careers. Each path is lined with certifications, but which ones will lead you to your dream job? In our previous article, we discovered the transformative power of IT certifications. Now, it’s time to navigate the certification landscape and choose the right path for you.

Choosing the right IT certifications is crucial for your professional development. This article dives into the world of IT certifications. We’ll break down the two main types: vendor-neutral and vendor-specific. To help you choose wisely, we’ll talk about matching certifications to your career goals and the skills employers want. We’ll also show you how to make a personal certification plan. This plan will help you prioritize your learning and career growth.

By the end of this article, you’ll be well-equipped to make informed decisions about which certifications to pursue. So, let’s embark on this journey together and unlock the doors to your dream IT career!

Overview of Popular IT Certification Paths

The world of IT certifications is huge and varied. Many providers offer certifications in different areas and technologies. To help you find your way, let’s look at some of the most popular and well-known IT certification paths.

CompTIA Certifications

CompTIA is a top provider of vendor-neutral certifications. They focus on basic IT skills. Their certifications are perfect for people just starting in IT or those who want to prove their core skills. Some popular CompTIA certifications include:

• A+: Covers essential IT skills, including hardware, software, networking, and troubleshooting
• Network+: Focuses on networking concepts, infrastructure, operations, and security.
• Security+: Validates knowledge of cybersecurity principles, risk management, and threat mitigation.

Cisco Certifications

Cisco certifications are highly sought-after for professionals specializing in networking and infrastructure. They offer a progressive certification path, allowing you to start with foundational certifications and advance to expert-level credentials. Some notable Cisco certifications include:

• CCNA (Cisco Certified Network Associate): Validates skills in networking, automation, and programmability
• CCNP (Cisco Certified Network Professional): Demonstrates advanced knowledge in enterprise networking solutions.
• CCIE (Cisco Certified Internetwork Expert): Represents the highest level of expertise in Cisco technologies.

Microsoft Certifications

Microsoft offers a wide range of certifications focusing on their products and technologies, such as Windows Server, Azure, and Microsoft 365. These certifications are ideal for professionals working in Microsoft-centric environments. Some popular Microsoft certifications include:

• Microsoft Certified: Azure Fundamentals: Validates foundational knowledge of cloud concepts and Azure services.
• Microsoft Certified: Azure Administrator Associate: Demonstrates skills in implementing, monitoring, and maintaining Azure solutions.
• Microsoft Certified: Azure Solutions Architect Expert: Validates expertise in designing and implementing Azure solutions.

AWS Certifications

Amazon Web Services (AWS) is a leading cloud computing platform, and its certifications are highly valued by employers. AWS certifications focus on various aspects of cloud computing, such as architecture, development, and operations. Some popular AWS certifications include:

• AWS Certified Cloud Practitioner: Validates overall understanding of the AWS Cloud and its core services.
• AWS Certified Solutions Architect – Associate: Demonstrates skills in designing and deploying scalable, fault-tolerant systems on AWS.
• AWS Certified DevOps Engineer – Professional: Validates expertise in provisioning, operating, and managing AWS environments.

Other Notable Certification Paths

Beyond the above-mentioned paths, there are several other notable certifications that cater to specific domains or methodologies. These include:

• ITIL (Information Technology Infrastructure Library): Focuses on IT service management best practices.
• PMI (Project Management Institute) Certifications: Validate skills in project management, such as PMP (Project Management Professional).
• Scrum Certifications: Demonstrate knowledge of Agile methodologies and Scrum framework, such as Certified ScrumMaster (CSM).

Learning about popular IT certifications can help you choose the right ones for your career goals. Even more important is picking certifications that match what the industry wants.

Next, we’ll look at how vendor-neutral and vendor-specific certifications differ. This will help you decide which type of certification to go for.

Vendor-Neutral vs. Vendor-Specific Certifications

When looking at IT certifications, you’ll find two main types: vendor-neutral and vendor-specific. Knowing how they differ is key to choosing the right certifications for you.

Vendor-Neutral Certifications

Vendor-neutral certifications focus on basic skills and ideas that apply to many technologies and platforms. These certifications test your knowledge of general principles and best practices in a specific area, like networking, cybersecurity, or project management. Some examples of vendor-neutral certifications are CompTIA A+, Network+, and Security+, as well as ITIL and PMI certifications.

Advantages of vendor-neutral certifications:

• Provide a broad knowledge base that can be applied to various technologies and environments.
• Demonstrate your versatility and adaptability to potential employers.
• Serve as a foundation for more specialized, vendor-specific certifications.

Disadvantages of vendor-neutral certifications:

• May not provide in-depth knowledge of specific technologies or platforms.
• Might not be as highly valued by employers who use specific vendor products.

Vendor-Specific Certifications

Vendor-specific certifications focus on mastering a particular company’s products, technologies, or platforms. These certifications test your skills in setting up, configuring, and fixing specific products from companies like Cisco, Microsoft, or AWS. Some examples of vendor-specific certifications are Cisco CCNA, Microsoft Azure Administrator Associate, and AWS Certified Solutions Architect.
Advantages of vendor-specific certifications:

• Provide deep, specialized knowledge of a specific technology or platform.
• Highly valued by employers who use the specific vendor’s products or services.
• Often offer clear career progression paths within the vendor’s ecosystem.

Disadvantages of vendor-specific certifications:

• Limited applicability outside of the specific vendor’s environment
• May require continuous recertification as the vendor’s technologies evolve.

Choosing Between Vendor-Neutral and Vendor-Specific Certifications

When choosing between vendor-neutral and vendor-specific certifications, think about your career goals and what the industry wants in your target job market.

If you’re new to IT or want to learn a wide range of skills, vendor-neutral certifications can give you a good base. As you move up in your career and focus on certain technologies, vendor-specific certifications can help you become an expert and match your skills with what employers need.

Often, having both vendor-neutral and vendor-specific certifications can be helpful. For instance, you could start with a vendor-neutral certification like CompTIA Network+ to learn basic networking skills. Then, you could get a vendor-specific certification like Cisco CCNA to specialize in Cisco technologies.

In the end, the choice between vendor-neutral and vendor-specific certifications depends on your career goals, the technologies you use, and what employers in your industry prefer. By knowing the differences and thinking carefully about your goals, you can make smart choices about which type of certification to pursue.

Aligning Certifications with Your Career Goals

One of the most important aspects of choosing the right IT certifications is ensuring they align with your short-term and long-term career goals. By strategically selecting certifications that support your desired career path, you can demonstrate your commitment to professional growth and position yourself as a strong candidate for your dream job.

Consider your career aspirations:

• Define your short-term goals (1-2 years) and long-term goals (3-5 years).
• Identify the specific job roles or positions you want to pursue, such as system administrator, network engineer, cybersecurity analyst, or cloud architect.
• Research the typical responsibilities, skills, and qualifications required for these roles.

Map certifications to your goals:

• Identify the certifications that are most relevant to your desired job roles and responsibilities.
• Look for certifications that fill gaps in your current skill set and align with the requirements of your target positions.
• Consider the progression of certifications within your chosen path, such as starting with entry-level certifications and moving towards more advanced or specialized credentials.

Examples of certifications aligning with career paths:

• System Administrator: CompTIA A+, CompTIA Server+, Microsoft Certified: Azure Administrator Associate
• Network Engineer: CompTIA Network+, Cisco CCNA, Cisco CCNP
• Cybersecurity Analyst: CompTIA Security+, Certified Ethical Hacker (CEH), Certified Information Systems Security Professional (CISSP)
• Cloud Architect: AWS Certified Solutions Architect, Microsoft Certified: Azure Solutions Architect Expert, Google Professional Cloud Architect

By aligning your certifications with your career goals, you can create a targeted learning plan that maximizes the impact of your time and resources. This strategic approach to certification will help you build the skills and credentials necessary to excel in your desired role and advance your career.

Identifying Industry Demands and Trends

In addition to aligning certifications with your personal career goals, it’s crucial to stay attuned to industry demands and trends when choosing which certifications to pursue. By identifying the skills and certifications that are most sought-after by employers in your target industry or job market, you can ensure your qualifications remain relevant and competitive.

Research industry demands:

• Analyze job postings for your desired roles and identify the certifications frequently mentioned or required by employers.
• Engage with professionals in your network or attend industry events to gain insights into the certifications most valued by employers in your field.
• Review industry reports and surveys that highlight in-demand skills and certifications, such as the Global Knowledge IT Skills and Salary Report or the CompTIA IT Industry Outlook.

Stay informed about emerging technologies:

• Keep track of emerging technologies and trends in your industry, such as the growth of cloud computing, the increasing importance of cybersecurity, or the rise of automation and artificial intelligence.
• Identify the certifications associated with these emerging technologies to stay ahead of the curve and demonstrate your adaptability to new challenges.

Adapt to changing demands:

• Regularly reassess industry demands and adjust your certification plan accordingly.
• Be prepared to update your skills and certifications as new technologies emerge or employer requirements evolve.
• Embrace continuous learning and professional development to maintain your competitive edge in the ever-changing IT landscape.

Resources for staying informed:

• Industry publications and blogs, such as CIO.com, InformationWeek, and TechRepublic
• Certification providers’ websites and newsletters, which often highlight new certifications and industry trends
• Professional associations and forums, such as CompTIA AITP, IEEE Computer Society, and Reddit’s IT certification communities

By staying informed about industry demands and trends, you can make strategic decisions about which certifications to pursue and ensure your skills remain aligned with the needs of potential employers. This proactive approach to professional development will help you stay competitive in the job market and adapt to the ever-evolving IT landscape.

Creating a Personalized Certification Roadmap

Now that you understand the importance of aligning certifications with your career goals and industry demands, it’s time to create a personalized certification roadmap. This roadmap will serve as a strategic plan to guide your learning and career progression, helping you prioritize certifications and allocate your time and resources effectively.

Step 1: Define your goals

• Clearly articulate your short-term and long-term career goals.
• Identify the specific job roles or positions you want to pursue.
• Determine the skills and certifications required for these roles.

Step 2: Assess your current skills

• Evaluate your current knowledge and expertise
• Identify any gaps in your skill set that need to be addressed.
• Determine which certifications you already possess and which ones you need to acquire.

Step 3: Prioritize certifications

• Create a list of certifications that align with your career goals and address your skill gaps.
• Prioritize the certifications based on their relevance to your goals, industry demands, and the sequence in which they should be pursued.
• Consider the prerequisites and recommended experience for each certification.

Step 4: Set a timeline

• Establish a realistic timeline for achieving each certification, taking into account factors such as study time, exam preparation, and any prerequisite certifications.
• Break down your certification journey into manageable milestones.
• Allocate time for continuous learning and staying updated with the latest industry trends.

Step 5: Identify resources and support

• Research study materials, training courses, and practice exams for each certification on your roadmap.
• Join study groups or professional communities to connect with others pursuing similar certifications and share knowledge and resources.
• Seek mentorship or guidance from experienced professionals in your field.

Step 6: Regularly review and adapt

• Periodically review your certification roadmap to ensure it remains aligned with your career goals and industry demands.
• Be prepared to adapt your roadmap as your interests or job requirements change.
• Celebrate your achievements as you complete each certification and use your success to motivate yourself for the next challenge.

Example of a personalized certification roadmap for an aspiring cybersecurity professional:

• Year 1: CompTIA A+, CompTIA Network+, CompTIA Security+
• Year 2: Certified Ethical Hacker (CEH), CompTIA CySA+
• Year 3: Certified Information Systems Security Professional (CISSP), Offensive Security Certified Professional (OSCP)
• Year 4: GIAC Certifications (GPEN, GCIH, GCIA)
• Year 5: Continual learning and recertification

By creating a personalized certification roadmap, you can take control of your professional development and ensure that you’re making the most of your time and resources. This strategic approach to certification will help you stay focused, motivated, and competitive as you work towards your career goals.

The Road to IT Success

Examining the world of IT certifications and choosing the right path for your career can be overwhelming. But with the right plan and attitude, you can unlock the doors to your dream IT career. By understanding the different types of certifications, matching them to your career goals and industry needs, and making a personal certification plan, you can make smart choices about which certifications to pursue and how to prioritize your learning.

Keep in mind that earning certifications is not a one-time thing. It’s a continuous journey of learning and growth. As you move forward in your career, keep your skills and certifications current, stay aware of industry trends, and adjust your plan as needed. By committing to lifelong learning and professional development, you can set yourself up for long-term success in the always-changing world of IT.

In the next article, we’ll look at essential certifications for every IT professional and give you tips and strategies for success on your certification journey. Until then, start defining your goals, researching relevant certifications, and creating your personalized roadmap to success.

Want to unlock your team’s full potential, boost productivity, and skyrocket employee satisfaction? The key lies in embracing a coaching culture powered by continuous feedback. In today’s business world, organizations understand the importance of feedback. Regular, constructive feedback increases employee engagement and performance. A recent Gallup study found that employees who get daily feedback from their managers are 3.2 times more likely to be engaged. This is compared to those who get feedback once a year or less.

Technology has made it easier to implement continuous feedback. There are now many tools to support managers and employees in giving and getting timely, relevant, and actionable feedback. In this article, we’ll explore the benefits of continuous feedback. We’ll also cover the key parts of a coaching culture and the tech tools. These tools can help you create a feedback-rich environment at your organization.

The Benefits of Continuous Feedback

Continuous feedback is a powerful tool for driving employee performance and engagement. Managers can help their team by giving regular, helpful feedback. This feedback can help team members see where to improve, set goals, and track progress. This approach has been shown to have a significant impact on key business metrics. A Deloitte study found that organizations with a strong feedback culture have a 14% lower turnover rate. This is compared to those without one.

In addition to reducing turnover, continuous feedback offers several other benefits:

A culture with lots of feedback encourages employees to embrace challenges to assist with an opportunity to learn from failures and keep developing their skills.

Key Elements of a Coaching Culture

A coaching culture is one that values continuous learning, growth, and development. It’s a culture where feedback is a regular part of daily work life. To create a coaching culture, organizations should focus on these key elements:

By focusing on these key elements, organizations can create a coaching culture. This culture promotes continuous feedback, growth, and development. It leads to a more engaged, motivated, and high-performing workforce.

The Power of Continuous Feedback: Tech Tools to Drive Growth and Engagement

To support a coaching culture, organizations can leverage various tech tools. These tools make it easier to give, receive, and track feedback. They also support goal-setting, professional development, and performance management. Let’s explore some of the most popular categories of tools.
Performance Management Platforms
Performance management platforms help organizations streamline and automate their performance review processes. They provide features such as:

Examples of performance management platforms include 15Five, Lattice, and BetterWorks. These tools allow managers and employees to set goals, give and receive feedback, and track progress over time. They also provide insights into individual and team performance.

Real-Time Feedback Apps

Real-time feedback apps allow managers and employees to give and receive feedback in the moment. They provide features such as:

Examples of real-time feedback apps include Impraise, TinyPulse, and Officevibe. These tools make it easy for managers and employees to share feedback and recognition in real-time. They also provide analytics and insights into employee engagement and sentiment.
One-on-One Meeting Tools
One-on-one meeting tools help managers and employees structure and track their one-on-one conversations. They provide features such as:

Examples of one-on-one meeting tools include Soapbox, Fellow.app, and Hypercontext. These tools ensure that one-on-one meetings are productive and focused. They help managers and employees stay on track and follow through on action items.
Learning and Development Platforms
Learning and development platforms give employees access to training and development resources. They offer features such as:

Examples include Udemy for Business, Coursera for Teams, and Skillsoft. These tools support continuous learning and skill development. They help employees grow and advance in their careers.

By leveraging these tech tools, organizations can create a feedback-rich environment. This environment supports a coaching culture and drives employee performance and engagement.

The Power of Continuous Feedback: How Tech Can Supercharge Your Coaching Culture

Implementing tech tools for continuous feedback requires careful planning and execution. Organizations should follow these steps to ensure a successful rollout:

Beyond the Annual Review: Patagonia and Adobe’s Continuous Feedback Models
Outdoor apparel maker Patagonia overhauled its performance reviews. They adopted a team focus, with employees setting financial and ambitious goals (OKRs). Quarterly check-ins replaced year-end ratings. A mobile app called HighGround was launched to support the new process.

Patagonia’s revamped reviews weren’t without challenges. Years of rethinking, retraining, and employee acclimation were required. However, the impact was significant. Financial performance strengthened, individual results improved, and employee engagement skyrocketed. Notably, teams and individuals with more check-ins and feedback did better. They consistently outperformed their peers on financial and talent metrics.
Adobe’s “Check-In” Success Story
Following suit, Adobe took a similar leap in 2012. They ditched annual performance reviews, ratings, and forced distribution curves. Instead, they embraced a new system called “Check-ins,” which emphasizes continuous feedback. This approach focuses on clear expectations from managers, collaborative feedback, and employee development.

Since adopting “Check-ins,” Adobe’s employee survey results are impressive. They observed a 10% rise in positive feedback. This feedback was about recommending Adobe and receiving valuable performance feedback.

Patagonia and Adobe’s journeys demonstrate the power of transforming performance management. Both companies invested significant time and resources into revamping their systems. However, this investment yielded undeniable improvements in employee engagement and performance. Copying these examples and using tech tools empowers organizations. It helps them to implement continuous feedback. This approach not only boosts employee performance but also drives strong business results.

The Future of Performance Management

Imagine a workplace where employees feel valued, supported, and motivated to reach their full potential. A place where continuous learning and growth are part of the company culture. This is the promise of a coaching culture powered by continuous feedback.

As technology advances, organizations have a unique opportunity to revolutionize performance management. By adopting the right tools and strategies, companies can create a feedback-rich environment. This environment drives engagement, productivity, and job satisfaction.

Transforming performance management may be challenging, but the rewards are substantial. Organizations that welcome continuous feedback and invest in employee development are better able to attract and keep top talent. They can also adapt to changing market conditions and achieve long-term success.

The future of performance management is clear. It’s time to leave behind the annual review. Instead, embrace a more agile, data-driven, and human-centered approach. By using technology and committing to a coaching culture, organizations can unlock their team’s full potential. This will help them thrive in the years ahead.
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Is your remote workforce secure? Businesses allowing remote work must secure data from cyber threats. The old way of securing a company’s borders doesn’t work anymore, and the results of a cyberattack can be devastating.

Criminals exploit weaknesses in remote work. They use fake emails and malware for data theft. With employees working from many different places, the risk of attacks has gone up a lot. Companies should adopt new cybersecurity strategies, technologies, and best practices. This helps with a proactive approach to remote work security.

In this article, we’ll look at the main challenges and opportunities of securing a remote workforce. We’ll offer practical tips for improving your cybersecurity in the era of flexible work. Are you ready to face this challenge and unlock the full potential of your remote teams?

Unique Cybersecurity Challenges for Remote Teams

Remote work has brought new cybersecurity challenges that companies need to address. The use of personal devices and home networks, which often lack robust security measures, is a significant concern. OpenVPN’s survey shows 90% of IT professionals see remote workers as insecure. 70% think remote staff pose a higher risk than onsite employees.

Remote employees often use personal devices for company access, risking exposure to cyber threats. Home networks are usually less secure, with weaker passwords and fewer controls.
Centralized security management is a challenge with remote teams. It’s harder to ensure everyone follows best practices and that devices are managed properly. This lack of control makes it easier for cybercriminals to exploit vulnerabilities and access company data.

Remote work also increases the risk of phishing and social engineering attacks. The 2023 Verizon Data Breach Investigations Report found that phishing was present in 16% of all data breaches.
By staying vigilant, organizations can reduce the risks associated with remote work. In the process, keeping their data and systems secure. Companies must use a layered cybersecurity approach. This includes technical controls, employee training, and security audits.

Adopting a Zero Trust Security Model

The Need for a New Security Approach

As remote work becomes the norm, traditional security models are no longer enough. It is a must for companies to adopt a zero trust security model to protect their data and systems. This approach assumes that no user, device, or network should be trusted by default, even if they are within the company’s network.

Zero trust is based on the idea of least privilege access. This means users only get access to the resources and data they need for their jobs, and nothing more. By restricting access, companies can reduce the damage caused by a security breach or a compromised account.

Implementing zero trust requires strict identity and access management (IAM) controls. This involves using strong authentication methods, like multi-factor authentication (MFA), to verify users before granting access. Microsoft says MFA can block up to 99.9% of account compromise attacks, making it a critical part of a zero trust strategy.

Continuous Monitoring and Verification
Another key aspect of zero trust is continuous monitoring and verification of user and device trust. Regularly check device, network, and user security to identify threats. Companies using machine learning can detect and respond to security incidents in real time. This reduces the impact of a breach.

Adopting a zero trust model can be complex, but the benefits are clear. Companies can enhance security by distrusting users and devices. This reduces the attack surface. A study by NIST found that organizations using a zero trust architecture can reduce the risk of data breaches by up to 50%.

Building a strong Zero Trust strategy requires a multi-layered approach. Start by educating your team about security best practices. This will help them understand their role in keeping the company safe.

Next, set clear policies that everyone must follow. Finally, invest in the right tools to support your Zero Trust environment. By taking these steps, you can protect your remote workforce and assets from threats.

Securing Remote Devices and Networks

Remote device security is paramount in a decentralized workforce. Here’s how to strengthen it:

By implementing these safeguards, you’ll significantly reduce cyber threats targeting your remote workforce. This ensures secure and efficient operations.

Cloud Security Considerations

Cloud services allow remote work by accessing resources and apps anywhere. Companies need to address new security challenges to protect data and systems when using cloud services.

Assessing Cloud Service Providers’ Security Measures

Choosing a cloud provider requires a careful security assessment. Look for the following:

Implementing Access Controls and Encryption

Securing your cloud data goes beyond just choosing the right provider. Here’s what you need:

Monitoring Cloud Infrastructure for Threats

Monitoring cloud infrastructure for threats and anomalies is critical for security. Monitor for unusual user activity, such as logins from unfamiliar locations or outside normal business hours. Detect and respond to security incidents, like unauthorized access attempts or data theft.

Companies should use the monitoring and logging tools from their CSP. They should also use their own monitoring solutions. This way, they can get a complete view of their cloud environment. SIEM tools collect and analyze log data to detect threats. This enables security teams to respond more effectively.

Shared Responsibility Model

It’s important to understand that cloud security is a shared responsibility between the CSP and the customer. The CSP secures the cloud infrastructure. The customer secures their data, applications, and access. Companies must define their security responsibilities clearly. They need controls and processes to meet these responsibilities.

Companies can reap the benefits of cloud services with minimal security risk. To do this, they must carefully vet CSPs, implement access controls and encryption, and proactively monitor for threats. It’s also crucial to understand the shared responsibility model.

Safeguarding Sensitive Data and Ensuring Compliance

Safeguarding sensitive data is a top priority for companies with remote teams. Compliance with industry regulations is also crucial. Here are some key considerations:

Data Classification and Access Control

Encryption and Data Protection

Industry-Specific Compliance

Employee Training and Awareness

Companies can reduce data breach risks and build trust by implementing data protection measures and maintaining compliance.

Employee Education, Incident Response, and Continuous Monitoring

Empowering Employees Through Cybersecurity Education

Employees play a critical role in maintaining a strong cybersecurity posture. Empowering them with the knowledge and skills to identify and respond to potential threats is essential. Consider the following:

The Importance of Employee Education: A Case Study

In June 2020, Honda, the Japanese car manufacturer, faced a cyberattack. The attack disrupted Honda’s global operations. The attack affected the company’s ability to access its computer servers, use email, and otherwise make use of its internal systems. Production was halted at factories in the UK, North America, Turkey, Italy, and Japan.

The exact cause of the attack remains undisclosed, but cyber-security experts suspect ransomware. In this type of attack, hackers encrypt data or lock companies out of their own IT systems. This incident underscores the critical role employee education plays in preventing successful cyberattacks.

To avoid similar attacks, companies must make employee education and awareness a top priority. This includes regular training on how to spot and report phishing attempts, a common entry point for ransomware. As Katherine Keefe from insurer Beazley emphasizes, “Organizations must ensure their security systems are up-to-date and their remote workers are extra vigilant.”

Implementing an Effective Incident Response Plan

Despite best efforts, cybersecurity incidents can still occur. Having a well-defined incident response plan is crucial for minimizing damage and ensuring a quick recovery. Here’s what to include:

The Importance of Continuous Monitoring

Continuous monitoring is essential for detecting and responding to potential threats in real-time. Here’s how to implement it:

Educate employees to be the first line of defense. Implement an effective incident response plan to minimize damage. Continuously monitor for threats to stay one step ahead. These actions will greatly enhance your company’s cybersecurity.

Fortifying Cybersecurity in the Remote Work Era: A Proactive Approach

In the age of remote work, cybersecurity is no longer just a best practice; it’s a business imperative. Remote work requires robust security measures to protect your organization’s data and systems. Think of these security measures as gatekeepers, preventing unauthorized access. Not prioritizing cybersecurity exposes your company to digital risks. A breach can cripple operations and erode trust.

The good news is that building a strong defense doesn’t require building a fortress. Embrace a multi-layered approach with the strategies in this article. Create a dynamic security posture that evolves with your remote workforce.

Assess your current security measures, identify gaps, and implement the solutions that best suit your needs. Empower your employees. Safeguard your data. Continuously monitor your environment. Unlock remote work’s full potential. Ensure your valuable assets stay secure. A proactive cybersecurity strategy shields your organization in the ever-changing threat landscape. It paves the way for a successful future. Don’t wait for a cyberattack to become a cautionary tale. Take action today.

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Is your training struggling to keep up with the demands of the modern workplace? Companies are always looking for new ways to train their employees in today’s fast-paced work world. Microlearning is a popular choice because it breaks down complex topics into small, easy-to-understand pieces. This helps employees learn and remember new things quickly, without feeling overwhelmed or taking too much time away from their daily tasks.

Microlearning is a powerful tool for boosting employee engagement and retention. Effective training is important in the modern workforce. Microlearning can help. At Abel Personnel, we know that keeping employees engaged is a big challenge. That’s why exploring microlearning is so exciting. By understanding the science behind it, seeing its benefits, and learning how to use it well, businesses can unlock their team’s full potential.

The Challenges of Traditional Training Methods

Traditional training methods, like long seminars, workshops, and e-learning courses, often don’t work well. They can make it hard for employees to stay engaged and learn effectively. These methods can cause several problems that make it tough to learn and be productive.

One big issue is that employees often lose interest. When they have to sit through long, boring training sessions, they may struggle to pay attention. This means they don’t remember much of what they learned and have trouble using it in their daily work.

Another challenge is information overload. Traditional training often tries to cover too many topics at once, overwhelming employees with too much information. This makes it hard for them to process and remember the most important points.

Time is also a big problem. In today’s busy work world, employees often find it tough to set aside big chunks of time for training. This can lead to missed training sessions and inconsistent learning.

Lastly, traditional training often fails when it comes to long-term memory. If employees don’t use what they learned regularly, they may quickly forget it. This leads to gaps in knowledge and trouble using new skills on the job. Thankfully, there’s a solution designed to tackle these exact problems: microlearning.

The Rise of Microlearning

So, what exactly is microlearning? It’s a way of training that gives information in small, focused chunks. Each lesson is usually no longer than 5-10 minutes. Microlearning is designed to be easy to digest and understand, making it perfect for today’s busy employees.

There are many advantages to using microlearning in the workplace. First, it’s great for keeping employees engaged. Short, interactive lessons are more interesting than long, boring training sessions. This means employees are more likely to pay attention and remember what they’ve learned.

Microlearning also helps with retention. A study by the Journal of Applied Psychology found that microlearning can improve retention rates by 17% compared to traditional training methods. By breaking down complex topics into smaller pieces, it’s easier for employees to process and remember the information. They can also revisit the lessons whenever they need a quick refresher, which helps them use their new skills on the job.

Flexible and Accessible Learning
Another big plus is flexibility and accessibility. Microlearning lessons can be taken anytime, anywhere, on any device. The Association for Talent Development survey found 81% of organizations use or plan to use mobile learning in training. This makes it easy for employees to fit training into their busy schedules. They can learn at their own pace and when it’s most convenient for them.

Lastly, microlearning is cost-effective. Creating short lessons is cheaper and faster than developing comprehensive training programs. This means companies can provide more training opportunities without breaking the bank.

With all these benefits, it’s no wonder that microlearning is becoming more and more popular in the modern workforce. It’s a smart choice for companies that want to keep their employees engaged, informed, and skilled without disrupting their daily work.

Implementing Microlearning in the Workplace

Now that we’ve seen the benefits of microlearning, you might be wondering how to put it into practice at your company. The good news is that getting started with microlearning doesn’t have to be complicated or time-consuming.

The first step is to identify your training needs. What skills or knowledge do your employees need to succeed in their roles? Once you have a clear picture of your training goals, you can start creating bite-sized content to meet those needs.

Creating Engaging Microlearning Content
When creating microlearning content, it’s important to focus on the key concepts and keep things simple. Use clear, concise language and break down complex ideas into easy-to-understand chunks. Using videos, images, and interactive quizzes can make content engaging and memorable.

Another effective strategy is to use gamification techniques. Competition, rewards, and progress tracking can make learning fun and motivating for employees. This can be as simple as including a quiz at the end of each lesson or creating a leaderboard to recognize top performers.

Delivering Microlearning Effectively
Once you’ve created your microlearning content, it’s time to think about how you’ll deliver it to your employees. One of the biggest advantages of microlearning is that it can be accessed from anywhere, at any time. To make the most of this flexibility, it’s important to ensure that your content is mobile-friendly and easy to access on a variety of devices.

You can also consider integrating microlearning into your existing training programs. You could use microlearning modules before or after a training session. This can help create a more cohesive and effective learning experience for your employees.

Measuring the Impact of Microlearning
Finally, don’t forget to measure the effectiveness of your microlearning initiatives. Track completion rates, quiz scores, and employee feedback. Identify successful areas and areas needing improvement. This data can help you refine your approach over time and ensure that you’re getting the best possible results from your training efforts.

Follow these steps to create engaging microlearning content. Unlock the full potential of this training tool to help employees thrive.

Popular Online Microlearning Platforms

As microlearning continues to gain popularity, many online platforms have emerged to help companies create and deliver bite-sized content. Some of the most popular microlearning platforms include:

These platforms make it easier than ever for companies to implement microlearning and provide their employees with accessible, engaging training content.

Real-World Success Story: Walmart’s Microlearning Initiative

Walmart, the retail giant, faced unique training challenges due to its large, multi-generational, and multinational workforce. The company needed to improve safety practices, decrease risks, reduce accidents and injuries, and enhance employee engagement. Walmart recognized that a 5% reduction in safety infractions could save millions of dollars each year.

To address these challenges, Walmart implemented a microlearning and gamification platform. Associates spend 3-5 minutes playing a game while answering safety questions, receiving instant feedback on their answers. The platform reinforces knowledge and provides targeted retraining on areas where employees struggle.

The results of Walmart’s microlearning initiative were impressive:

Walmart created a continuous training loop by pursuing microlearning. This strategy keeps associates engaged and focused on safety. This real-world example demonstrates the potential of microlearning to drive measurable results and improve employee performance in a large, complex organization.

Unlocking the Power of Microlearning

In today’s fast-paced work environment, companies need training solutions that are engaging, effective, and easy to implement. Microlearning offers a powerful way to meet these challenges head-on.

By breaking down complex topics into bite-sized pieces, microlearning helps employees learn and retain information more effectively. It’s flexible, accessible, and cost-effective, making it an ideal choice for businesses of all sizes.

As we’ve seen with Walmart’s success story, microlearning can drive real results when implemented correctly. By focusing on key concepts, using engaging multimedia content, and leveraging gamification techniques, companies can create microlearning experiences that truly resonate with their employees.

Of course, implementing microlearning isn’t without its challenges. It requires careful planning, ongoing measurement, and a willingness to adapt and improve over time. But for companies that are committed to investing in their employees’ growth and development, the benefits of microlearning are simply too significant to ignore.

At Abel Personnel, we believe that microlearning represents the future of corporate training. By embracing this powerful approach, companies can unlock their employees’ full potential, drive better business outcomes, and create a culture of continuous learning and improvement.

So if you’re ready to take your employee training to the next level, why not explore how microlearning can help? With the right strategy and the right tools, you can create a training program that truly engages, inspires, and empowers your workforce – one bite-sized lesson at a time.
Sources:
Emerson, L. C., & Berge, Z. L. (2018).
Microlearning: Knowledge management applications and competency-based training in the workplace.
Knowledge Management & E-Learning: An International Journal, 10(2), 125-132.

Picture this: a workplace where AI-powered tools handle mundane tasks. They free you to focus on what truly matters: creativity, strategy, and innovation. This isn’t a distant dream; it’s the reality of today’s AI-driven workplace. A recent study by Accenture found that 75% of executives believe that if they don’t scale AI in the next five years, they risk going out of business.

AI is changing how we work. It offers unmatched chances to increase efficiency and productivity. AI tools are changing the modern workplace. They do everything from task management to data-driven decision-making. But to truly use AI, businesses must invest in the right tech. They must also give their employees the skills to thrive.

In this article, we’ll explore the AI-driven workplace. We’ll uncover real-world examples from companies like Google and Amazon. We’ll see how they’re preparing their workforce for the future. We’ll also cover how Abel Personnel has successfully integrated AI into its recruitment process while maintaining a human touch.

Join us as we uncover the secrets to boosting workplace efficiency in the age of AI. Embrace the future of work and unlock your full potential in the AI-powered workplace.

Essential Skills for the AI-Driven Workplace

To do well in an AI-powered workplace, employees need a mix of skills. These skills cover both technical ability and cognitive flexibility. Data literacy and digital literacy are crucial for navigating the ever-evolving technological landscape. Employees should be good at interpreting, analyzing, and using data. This lets them make informed decisions and find meaningful insights. Moreover, they must be proficient in utilizing a wide range of digital tools, platforms, and AI-powered apps. These skills lend well to streamlining workflows, facilitating collaboration, and driving innovation.

However, technical skills alone are not sufficient. The rapid advancements in AI technologies necessitate a mindset of adaptability. Employees must embrace change. They must continuously update their knowledge and seek chances to acquire new skills. This agility enables them to stay ahead of the curve and effectively harness the potential of AI in their respective roles.

Equally important is the ability to think critically and creatively. AI can automate tasks and give data insights. But, it’s human critical thinking that drives strategic decisions and problem-solving. Employees who can analyze complex situations, ask the right questions, and think outside the box will be well-positioned to leverage AI tools to their fullest potential.

Collaboration and Communication in an AI-Driven Workplace

Workplaces are becoming more interconnected through AI. Good communication and teamwork skills are key. Employees should be comfortable working with AI tools and understand how to integrate them seamlessly into their collaborative efforts. Clear communication, knowledge sharing, and teamwork are essential. They let us harness AI at work.

Chatbots and Virtual Assistants

AI-driven chatbots and virtual assistants can greatly improve customer service. They can also help with internal communication. In fact, chatbots are expected to save businesses approximately 2.5 billion hours of work in 2023. Also, Intercom found that Chatbots increased sales by an average of 67%, with 26% of all sales starting through a chatbot interaction.

This shows the potential for more customer engagement and sales. These tools can handle simple inquiries. They free up humans to focus on complex and creative problem solving. According to a report by Accenture, 89% of executives believe that AI will enable their workforce to focus on more strategic tasks.

Also, businesses that use chatbots see a 67% increase in sales. Adding live chat to a business’s website can raise total conversions by 12%. This proves that chatbots not only improve customer service but also directly contribute to business growth and revenue.

Fostering a Culture of Continuous Learning

Artificial Intelligence is a powerful ally in boosting workplace efficiency. But, integrating AI tools successfully needs effort. Employers and employees must work together. By investing in the right technology and promoting continuous learning, businesses can ensure that their workforce is ready to use the full potential of AI. This will drive innovation and success in the modern workplace.

Overcoming Challenges and Driving AI Adoption: Leadership’s Critical Role

AI offers many benefits for the workplace. But, we must acknowledge and address the challenges that may arise during its implementation. Data privacy concerns, job displacement fears, and the need for significant upskilling and reskilling of the workforce are among the most pressing issues. Strong leadership is critical. It is needed to navigate these challenges and drive AI adoption.

Leaders must set clear goals and strategies for AI. They must ensure the technology aligns with the organization’s objectives. They should foster a culture of continuous learning. They should encourage employees to learn new skills and adapt to the changing demands of an AI-driven workplace. Giving access to useful training, workshops, and educational resources is crucial. They will support employees in this transition.

For example, companies like Google and Amazon have invested heavily in employee training initiatives to prepare their workforce for the AI era. Google’s “Grow with Google” program offers free training in digital skills. Amazon’s “Upskilling 2025” initiative aims to train 100,000 employees in high-demand skills. These include machine learning and data science.

Also, leaders must be transparent. They must be open about how AI will affect the organization and its workers. Sharing updates, success stories, and lessons helps. It builds trust and engagement among employees. Encouraging open dialogue and feedback can also help identify and address concerns early on.

Actionable Recommendations for Employers and Employees

They can do this by facing challenges directly. They need to provide strong leadership. They also need to empower employees with the right skills and resources. This way, organizations can use AI to drive innovation, efficiency, and growth in the modern workplace.

Revolutionizing Recruitment: The Role of AI and Personalization at Abel Personnel

In the ever-changing world of talent acquisition, AI has become a game-changer. It has transformed how organizations find, recruit, and onboard new employees. Abel Personnel is a forward-thinking staffing agency. We show how AI tools can mix with a human touch. We give a personal and quick experience for both candidates and employers.

The integration of AI in the recruitment process at Abel Personnel exemplifies the future of talent acquisition. Abel Personnel combines AI’s efficiency with a commitment to personalized, human-centric practices. This creates a recruitment experience that is both high-tech and deeply empathetic. This approach ensures that candidates find the right opportunities. It also helps employers secure the talent that fits their goals. This fosters long-term success for all parties.

Empowering Our Clients and Candidates in the AI-Driven Future

As AI continues to transform the modern workplace, Abel Personnel remains dedicated to helping our clients and candidates navigate this exciting new landscape. By harnessing the power of AI tools and fostering a culture of continuous learning, we empower organizations to unlock unprecedented levels of efficiency and innovation while enabling job seekers to find their ideal roles.

Our AI-driven hiring process shows the perfect balance. It combines cutting-edge tech with the personal touch of our expert recruiters.

Are you an employer looking to build a future-ready workforce? Or a candidate seeking your next career opportunity? Abel Personnel is here to guide you through the AI-powered world of work. Embrace the future with us, and together, let’s unlock the full potential of AI in the modern workplace.

Sources:
Grow with Google – Training to Grow Your Business & Career
Our Upskilling 2025 programs
Intercom Chatbot Trends Report – The Intercom Blog
35+ Chatbot Statistics You Need to Know for 2024 | LocaliQ
Chatbots to Deliver $11bn in Annual Cost Savings for Retail, Banking & Healthcare Sectors by 2023 (juniperresearch.com)
accenture-built-to-scale-pdf-report.pdf

Skills-based assessments are transforming the way companies identify and hire top talent. Today’s job market is competitive. Employers want better, fairer ways to judge candidates’ skills and potential. Traditional hiring practices, such as resumes and interviews, often give an incomplete picture. They don’t show a candidate’s true abilities. This is where skills assessments come into play.

These assessments focus on job skills and competencies. They offer a more fair and accurate way to evaluate candidates. However, implementing skills-based assessments is not without its challenges. Employers must ensure that these assessments are fair, reliable, and compliant. They must also promote diversity, equity, and inclusion in hiring. Despite this, the benefits of skills-based hiring are clear. It leads to better job performance and more satisfied employees. And, it leads to better business outcomes.

What are Skills Assessments?

Skills assessments are tools designed to evaluate candidates’ proficiency in specific job-related competencies. For example, a skills assessment for a software developer might have a coding challenge that tests their programming abilities. An assessment for an accountant might include a financial analysis exercise. These assessments focus on evaluating the candidate’s ability to perform the specific tasks and duties required for the role.

Case Study: Microsoft’s Global Skills Initiative

In 2020, Microsoft launched a global skills initiative to help 25 million people worldwide acquire digital skills. By early 2021, the program had reached more than 30 million people in 249 countries and territories (Smith, 2021). This initiative is particularly important given the World Economic Forum’s projection that by 2025, 50% of all employees will need reskilling due to the adoption of technology and the changing nature of jobs (World Economic Forum, 2020).

Microsoft’s initiative provides free access to learning resources. These include LinkedIn Learning courses on in-demand skills, Microsoft Learn courses on technical skills, and GitHub Learning Lab for coding skills. The results were impressive, with the 10 most popular LinkedIn Learning pathways aligning with the most in-demand jobs worldwide, and over 60% of participants taking a class on LinkedIn Learning.

Building on the initiative’s success, Microsoft is expanding its efforts. They aim to support a more inclusive skills-based labor market. This includes extending free content and certifications. It also involves creating new tools for skills-based hiring. And, it means launching a service called Career Connector. Which will help place 50,000 job seekers skilled by Microsoft’s nonprofit and learning partners into tech jobs (Smith, 2021). These efforts show Microsoft’s commitment. They aim to address the growing skills gap and prepare the workforce for future jobs.

Microsoft’s initiative shows the need for reskilling. It also underscores the importance of skills assessments for other employers. Technology is advancing. Job requirements are changing. Employers must ensure their workforce has the needed skills to stay competitive. Skills assessments are valuable tools. They identify gaps in employees’ skills and guide targeted training and development.

Moreover, skills assessments can help employers make better hiring decisions. They evaluate candidates based on their abilities, not just on things like degrees or years of experience. This approach is particularly valuable in a rapidly changing job market where the skills required for success may not always align with traditional qualifications.

How Do Skills Assessments Differ from Behavioral Tests?

Overview of Skills Assessments

Limitations of Skills Assessments

Legal and Ethical Considerations

Like behavioral tests, skills assessments must be administered and interpreted fairly to avoid potential discrimination and ensure equal opportunities for all candidates. Employers should also consider candidates’ rights. They concern the use of assessment results. Employers should provide needed accommodations. This is to ensure fairness and accessibility.

Implementing Skills Assessments Effectively

To implement skills assessments effectively, employers should:

Partnering with Abel Personnel for Skills-Based Hiring

At Abel Personnel, we understand the need to find top talent quickly and accurately. With 55 years of staffing experience, we have the expertise and resources. We can help employers make and use legal, skills-based assessments.

Our experienced team will work closely with you to understand your hiring needs. We will tailor tests to fit each candidate. The tests will accurately measure the skills and competencies needed for success in your organization. We use the latest technologies and best practices to ensure that assessments are fair, reliable, and legal.

In addition to skills assessments, we offer a range of staffing solutions to help you build high-performing teams and drive organizational success. From temporary staffing to direct hire placements, our services are designed to meet your specific needs and budget.

Unlocking the Power of Skills-Based Assessments with Abel Personnel

Skills-based assessments are a powerful tool for finding top talent and making hiring faster and more accurate. Skills assessments focus on job-specific competencies. They provide objective insights into candidates’ abilities. They can help employers make better hiring decisions and build great teams.

However, it’s important to use skills assessments responsibly and ethically, and to consider them as one component of a comprehensive evaluation process. Partnering with a trusted staffing firm like Abel Personnel can help ensure that your skills-based hiring process is effective, efficient, and compliant with legal and ethical standards.

With our expertise, resources, and commitment to service and integrity, Abel Personnel is your trusted partner in maximizing hiring efficiency and unlocking your workforce’s potential. Contact us today to learn more about how we can help you develop and implement effective skills-based assessments and build a high-performing team.

Sources:
Smith, B. (2021, March 30). Microsoft launches initiative to help 25 million people worldwide acquire the digital skills needed in a COVID-19 economy. Microsoft On the Issues.

World Economic Forum. (2020). The Future of Jobs Report 2020.

“Adapt or perish, now as ever, is nature’s inexorable imperative.” H.G. Wells’ wisdom transcends the biological realm. In the ever-evolving landscape of social media, this principle holds absolute. What worked yesterday could easily be the digital equivalent of the dinosaur today. Staying relevant isn’t a luxury for businesses – it’s a matter of survival. Let’s explore the pivotal shifts shaping social media and, crucially, how to harness them for continued success.

The Short-Form Video Revolution

Short-form video’s meteoric rise has transformed the digital landscape. Platforms like TikTok offer endlessly scrollable, algorithm-driven feeds that have normalized snackable content. This shift demands adaptability from businesses.
The Algorithm Is King:

• These platforms prioritize content that keeps users engaged, even from creators you don’t follow. This offers small businesses a chance to compete with large brands by understanding the algorithm.

The Challenge & Opportunity:
Traditional marketing tactics are losing effectiveness. Short-form video offers a potent way to:

• Reach massive audiences organically
• Rapidly build brand awareness
• Connect authentically with viewers
• Dynamically showcase products/services

Adapt or Fall Behind:
If you haven’t embraced short-form video, it’s time for a change. Businesses must commit to understanding these platforms and their algorithms. Invest in resources like online courses or influencer marketing experts to learn the ropes.

• Embrace spontaneity: Authenticity often beats high production value.
• Prioritize the hook: The first few seconds are crucial. Use bold statements, striking visuals, or intriguing questions.
• Don’t neglect practice:Start scripted, but aim for natural delivery on camera

Actionable Ideas:

• Consider behind-the-scenes clips, team highlights, quick tips, or reactions to industry news as easy entry points.

Goodbye Perfection, Hello Relatability

In a world saturated with filtered images and curated feeds, audiences crave the unvarnished truth. Authenticity—behind-the-scenes looks, honest vulnerability—resonates more than staged perfection. This shift unlocks an exciting chance for brands to forge deeper connections with consumers. Authentic businesses build brand loyalty, trust, and powerful emotional bonds with their audience.

Strategies for Authenticity:

• Embrace Transparency
  • Acknowledge missteps or challenges. Honesty humanizes your brand and demonstrates a commitment to improvement.
• Showcase Your Team:
  • Customers love to see the real people behind the company. Highlighting personalities makes your brand relatable.
• Prioritize Responsiveness:
  • Engage with comments, answer DMs, and show your audience you value their feedback. This helps build a sense of community.

Case Study: Dove’s Real Beauty Campaign

Dove’s “Real Beauty” campaign epitomizes authentic marketing. Featuring women of all ages, sizes, and backgrounds, it challenged unrealistic beauty ideals. Their embrace of body positivity ignited conversations about self-esteem. In the process, strengthening Dove’s brand and driving customer loyalty. This campaign stood out in a space often filled with unattainable, airbrushed imagery.

Key Takeaways
Consumers seek genuine connections, and genuine brands reap the rewards:

• Enhanced Trust:
  • Honesty fosters a trusting relationship with your audience.
• Stronger Brand Loyalty:
  • When customers feel understood, they remain loyal.
• Deeper Emotional Connection:
  • Share raw, authentic stories for powerful emotional engagement and devoted followers.

Organic Reach vs. Paid Reach: Understanding the Balance

The quest for visibility on social media has two distinct branches: the winding path of organic reach and the express lane of paid advertising. Which route should your business prioritize? The answer is rarely one or the other. Let’s break down the key differences and how to cultivate a savvy strategy that utilizes both.

• Organic Reach Defined:
  • Think of this as the audience you reach without spending a dime. It’s the viewership driven by people liking, sharing, or commenting on your content, causing it to spread through their networks. Success depends on platform algorithms valuing your content enough to place it in more users’ feeds.
• The Decline of Organic Reach:
  • Over time, social media platforms have made it tougher for businesses to reach large audiences organically. They want you to invest in paid advertising. Platforms prioritize posts from friends and family in most users’ feeds, limiting the visibility of brand content. This has driven down organic reach across all major platforms.
• Paid Reach Defined:
  • Simply put, it’s when you pay platforms to put your content directly in front of a targeted audience. This includes boosted posts, highly refined demographic targeting, and advanced social media advertising campaigns. With paid reach, you have greater control over who sees your content.
• Reach & ROI Tradeoff:
  • Organic reach is harder to achieve but potentially cheaper in terms of direct ad spend. By comparison, paid reach is far more predictable and controllable, but comes at a cost. Businesses typically find the most cost-effective approach involves a hybrid of both!

Key Statistics:

• The Pay-to-Play Reality:
  • Facebook’s average organic reach now hovers around a mere 1.52%, meaning only a small fraction of your page followers see your non-boosted content.[Source: Hootsuite]
• Boosting Engagement:
  • Research shows businesses are investing 20% or more of their marketing budget on paid social media ads. In 2021, that meant an overall investment topping 48 Billion dollars.[Source: HubSpot]

When to Prioritize Organic:

• Limited Budget:
  • Startups and smaller businesses often lean heavily on organic reach while growing their following and resources.
• Content is King:
  • Content that is naturally share-worthy (thought-provoking, humorous, emotionally resonant) has a better chance of outperforming algorithm limitations.
• Building Long-term Growth:
  • Consistent, valuable content builds authority and positions your business as a resource within your industry, boosting overall organic visibility over time.

When to Prioritize Paid:

• Time-Sensitive Promotions:
  • Launching a new product or running a sale? Paid ads are fastest for blasting your message to the right audience.
• Laser-Focused Targeting:
  • Social ads let you reach people based on highly specific demographics, interests, or behaviors – essential for niche products.
• Guaranteed Results:
  • If you need predictable impressions or clicks within a timeframe, paid reach is the safer bet.

The Ideal Mix:

• For sustainable social media success, think of organic reach as your foundation and paid reach as your business’s accelerator. Use paid to kickstart growth when needed, but never neglect the cultivation of quality content that drives organic engagement and long-term brand loyalty.

Explosion of Social Commerce

Social media has evolved far beyond a simple means of connection and entertainment. Instagram, Facebook, TikTok, and Pinterest have transformed into e-commerce powerhouses, revolutionizing the way we shop. This shift presents opportunities and challenges for businesses, demanding adaptable and innovative strategies.
Key Trends in Social Commerce

• Seamless in-app shopping:
  • Social platforms are aggressively optimizing their in-app shopping features. Instagram Shopping, Facebook Shops, and similar tools create a frictionless buying experience. Customers can purchase items without ever leaving the app.
• Shoppable Content:
  • The lines between content and commerce are blurring. The rise of features allowing you to tag products in videos, posts, Stories, and live streams has created new purchase avenues. Customers now encounter tempting shopping opportunities across diverse content formats.
• Social Media as a Shop Window:
  • More than ever, businesses treat social media profiles as carefully curated online storefronts. These serve to engage and entice potential customers. From the overall aesthetic to individual posts, social channels actively drive product discovery and sales.

Influencer Marketing Gets a Makeover

Here’s how it’s evolving:

• • Genuine Partnerships:
    • Consumers are savvy; they can spot inauthentic collaborations. The future lies in finding influencers whose values and passions genuinely resonate with your brand. This creates an organic connection that audiences trust.
    • Stat: 63% of consumers are more likely to purchase from a brand if they’ve learned about it from an influencer they trust.
  • Co-creation of Content:
    • Letting influencers infuse their personality and style into content adds a vital layer of authenticity. Their followers engage with them for a reason – embrace that creative influence!
    • Stat: Influencer-generated content yields an ROI 11 times higher than all other forms of digital media.
  • Co-creation of Content:
    • ○ One-off campaigns have their place, but the most meaningful results come from sustained collaborations. Develop relationships with influencers based on mutual goals rather than temporary promotions.
    • Stat: Marketers who implement ongoing influencer strategies instead of relying on one-off campaigns are 8.4 times more likely to find influencer marketing valuable.

A Closer Look:

• Micro/Nano Influencers:
  • Smaller, niche influencers often generate stronger audience engagement rates, leading to deeper community building for brands.
• Focus on Storytelling:
  • The story behind a product or service is as important as the product itself. Authentic influencers can elevate this aspect with emotional narratives
• Data-Driven Insights:
  • Data will play a growing role. Metrics help measure campaign impact and adjust for success.

Decentralized Social: Finding Your Community with ActivityPub

Social media is witnessing a shift away from the dominance of a few massive platforms. Instead, Niche communities are thriving. People are seeking genuine connections based on shared interests and passions. This reflects a broader rejection of the impersonal approach of traditional social media.
Where to Find Your Niche

• • Discord:
    • Originally popular with gamers, Discord has become the go-to platform for building communities around everything from cryptocurrency to knitting. Its server-based structure and granular controls make it perfect for cultivating focused discussions.
  • Threads:
    • Even giants like Meta are getting into niche social experiences. Threads is their answer to microblogging platforms like Twitter (X). It focuses on smaller, closer-knit communities and encourages more intimate conversations.
  • The Expanding World of ActivityPub:
    • Think of ActivityPub as a universal translator for social networks. It lets different platforms talk to each other, giving you more freedom to choose where you connect with your audience. Platforms like Mastodon use ActivityPub for a future-proof social media experience.

How to Make the Most of the Niche Community Trend

• Specificity is Your Superpower:
  • Embrace the laser-focus of niche communities. Don’t try to be everything to everyone. Understanding your ideal customer is key. Clearly define their passions, pain points, and the traits that set them apart.
• Community First, Marketing Second:
  • Resist the urge to blast promotional messages the moment you join a new community. Become a genuine contributor – share knowledge, offer support, and participate in discussions. People trust people, not faceless brands.
• Platform Exploration:
  • While the big names still have their place, don’t be afraid to venture beyond them. See if there are smaller, niche-specific platforms that better align with your audience. You might be surprised by the level of engagement you find.

People are craving more control, authenticity, and genuine connection online. The rise of niche communities and ActivityPub reflects this desire. Embrace these trends to build stronger relationships with your audience. Creating a lasting social media strategy in the process.

The Metaverse: Disrupting How Businesses Connect

The metaverse blurs the lines between physical and digital. This emerging online space, where virtual worlds meet our reality, opens exciting new doors for businesses seeking innovative ways to reach customers and transform their operations.

Key Metaverse Opportunities for Businesses:

• Virtual Storefronts: Customers can explore your shop and interact with products realistically, without geographic limitations—a revolution for e-commerce.
• Immersive Experiences: Go beyond product descriptions with virtual events, interactive spaces, and branded worlds (like Nike’s NIKELAND on Roblox).
• Digital Twins: Replicate products and real-world environments within the metaverse. This offers cost-saving potential for development and testing.
• Remote Work Reinvented: The metaverse could reshape collaboration with immersive virtual workspaces that break down the barriers of traditional offices.

Challenges to Consider:

• Tech Investment: Seamless VR/AR experiences require significant development and hardware resources.
• Standardization: Taking purchases and avatars between different metaverse platforms needs better interoperability.
• Safety & Security: Privacy protection, content moderation, and safeguarding against virtual harassment are vital.

Staying Ahead:

• Experiment: Explore platforms like Decentraland and Roblox to see how their mechanics could apply to your business.
• Stay Informed: Follow metaverse news and trends to adapt as the technology evolves.
• Pilot Projects: Start small with limited-run events, digital products, or collaborative virtual spaces.

Important Note:The metaverse is still developing, making it an ideal time for experimentation and learning.

Privacy Concerns and Regulations: Protecting Your Business and Building Consumer Trust

Social media privacy is crucial for your business. It affects reputation, legal compliance, and your bottom line. Consumers are more aware of data practices than ever, and regulations are increasing to protect their privacy.

Here’s how to make privacy a business imperative:

• Transparency as Your Foundation:
  • Don’t bury your data handling practices in legalese. Make your privacy policy easily understandable and accessible. Clearly articulate the types of data you collect, how it’s used, and with whom it might be shared. Consumers must be fully informed so they can make empowered choices.
• Data Minimization
  • Less is More: Challenge the need to collect excessive amounts of user information. Strive for data minimization – collect only what you absolutely need and securely dispose of data when it’s no longer required. This builds trust and reduces your risk in the event of a data breach.
• User Control is Essential:
  • Allow users to manage their privacy preferences with ease. This means offering granular opt-out options for various data uses, and providing straightforward ways to request data access or deletion.
• Regulatory Compliance:
  • An Ongoing Process: Data privacy regulations, like the EU’s GDPR or the California Consumer Privacy Act (CCPA), are complex and constantly evolving. Failure to comply can result in hefty fines and severely damage your business’s reputation. Dedicate resources to staying informed and proactively adapt your practices as regulations change.

Important Note:The focus on privacy isn’t a threat to businesses – it’s an opportunity. Consumers are more loyal to companies that demonstrate they value privacy. By taking these steps, you’re not just mitigating risk; you’re cultivating a sustainable foundation for trust and success in the increasingly privacy-conscious world.

The Role of AI and Automation in Social Media

Artificial intelligence (AI) and automation have drastically transformed the way businesses operate on social media. Understanding the potential and appropriate usage of these technologies is crucial for any contemporary marketing strategy.

Here’s a deeper breakdown of these AI influences:

1. Hyper-Personalized Content Experiences

• AI-driven algorithms are the brain behind meticulously curated social media feeds. By analyzing user behavior, interests, and interactions, platforms like Facebook, Instagram, and TikTok present users with content they are most likely to engage with.
• Business Impact:
  • This offers greater potential for your content to reach the right audience. Instead of broadcasting marketing messages to the masses, businesses can deliver highly relevant content that has a better chance of converting into leads and sales.

2. Real-Time Sentiment Analysis

• AI-powered sentiment analysis tools enable businesses to understand how their brand, products, or campaigns are perceived online. Using techniques like natural language processing (NLP), these tools track conversations across social platforms, categorizing posts as positive, negative, or neutral.
• Business Impact:
  • Monitoring brand sentiment with AI provides a rapid understanding of evolving customer needs and perceptions. It can fuel timely crisis management initiatives or allow you to refine your messaging and campaigns for a stronger market image.

3. Automation: Scaling Social Media Operations

• An expanding set of AI-powered tools streamlines numerous social media operations for businesses. These cover areas like:
• Content Scheduling:
  • Scheduling posts in advance and choosing optimal times for engagement
• Audience Interaction:
  • Chatbots and virtual assistants handling basic customer queries, providing support, and engaging followers
• Analytics:
  • Generating detailed reports with insights into audience demographics, campaign performance, and competitor analysis
• Business Impact:
  • Time, money, and resources are saved by freeing up social media teams from repetitive tasks. Companies can dedicate more efforts to high-level strategy, creative content development, and meaningful community interactions.

Important Considerations: The Human Touch Strikes Back

• Don’t Cede Complete Control:
  • Automation and AI are powerful tools, but businesses must exercise oversight and maintain a human touch for meaningful connection with audiences. Ensure automation works to enhance your strategy, not replace it.
• The Value of Authenticity:
  • While AI assists in optimization, businesses need to create authentic content, engage in genuine conversations, and maintain the overall identity of their brand. This fosters trust and a sense of community.

Staying Ahead of the Curve

AI and automation are continually evolving. Keep a pulse on the latest trends and emerging technologies to adapt and refine your social media strategy. Businesses that strategically integrate AI into their social media strategy have a competitive edge, increasing reach, improving engagement, and driving greater ROI.

Looking Back to the Future

The world of social media evolves at breathtaking speed, mirroring the dynamism of nature itself. As with H.G. Wells’ words, “Adapt or perish,” survival within this landscape demands both vigilance and the willingness to change. Embrace authentic storytelling, foster genuine connections, and prioritize trust alongside technological advances. Let your brand’s core identity shine, but evolve your tools and strategies as platforms shift. Businesses that remain supple and responsive to these changes will not merely survive – they will thrive.

In the past, technological revolutions unfolded gradually – steam engines, then assembly lines, then computers. But Artificial Intelligence doesn’t play by those rules. Its impact is like a tidal wave, threatening to disrupt entire industries. According to a McKinsey Global Institute study, as many as 375 million workers (roughly 14% of the global workforce) might have to reinvent their careers by 2030 just to keep pace. The job market of tomorrow demands foresight today.

Evolving Personal Goals: Your Navigation System

Picture your ideal workday. What does it look like? Your answer reveals much about your values, interests, and the lifestyle you want your job to support. While exciting opportunities present themselves, it’s essential to have this snapshot in mind—it’s your internal compass, especially when navigating a career transition.

Let’s break down these guiding principles, along with some tangible tools to uncover them:

Values: What Matters Beyond the Paycheck

• Think back to a job you loved (or loathed). What made it fulfilling/difficult? Those reactions highlight your core values.
• Try a card-sorting exercise – many online resources provide lists of work values; sort them into “Must-Haves”, “Nice to Have”, and “Deal Breakers”.

Interests: The Fuel for Your Professional Fire

• Where do you naturally gravitate in your free time? Do you get absorbed in documentaries on a specific topic or volunteer for causes dear to you? These point to your passions.
• List areas you’d love to learn more about – this showcases potential career paths and desirable new skills.

Desired Lifestyle: Work-Life Integration

• Be realistic! If family/hobbies are paramount, is that 60-hour-a-week dream position truly what you want?
• Imagine your ideal weekly schedule: Early bird or night owl? Travel heavy or home-based? This can rule out or emphasize certain career paths.

Remember, defining your North Star isn’t an overnight revelation. Give yourself permission to explore. These exercises are a starting point. Each conversation, each new insight refines your navigation system, and ensures that the next step on your career path is not only a smart one, but a fulfilling one.

Understanding your ideal scenario is empowering. However, making bold leaps also brings up legitimate concerns. Let’s address some common obstacles so you can make your best-informed move. Let’s turn inspiration into action!

Breaking Down Potential Blockers

Fears and self-doubt are natural when confronting change. Common blockers to career transitions include:

• Fear of the Unknown: Stepping outside your comfort zone can be scary. This fear is normal! Instead of letting it paralyze you, break down the unknown into smaller, manageable pieces. Research industries that align with your goals. Investigate relevant online courses or certifications to ease into new subject matter.
• Financial Pressures: Taking a financial risk with a career change can be daunting. Remember, upskilling and gaining experiences are valid investments in yourself. Seek out affordable or even free training options through community programs or online platforms. Consider part-time freelance work in your target field to test the waters and gradually transition.
• Imposter Syndrome: Doubting your own abilities to take on a new role is incredibly common. Combat this negativity: list your relevant transferable skills and past successes. Recognize that learning curves are an essential part of growth. Network with others in your desired field: hearing their career journeys can be illuminating and reassuring.

Additional Considerations

• Time Management: Factor in the time commitment for upskilling while juggling current work. Can you pursue training after hours? Weekends?
• Lack of Support: Identify mentors or even supportive friends who can be your sounding board throughout your transition.

Every challenge has solutions. Understanding these blockers helps you proactively chart a course of action rather than let them derail your ambitions. The investment in yourself today makes tomorrow’s exciting transition a reality.

Careers in Flux: The New Normal

Once upon a time, workers chose a field, climbed the corporate ladder, and retired with a gold watch. Loyalty was rewarded. Stability was expected. The AI tidal wave has rendered those notions obsolete. Deloitte’s 2023 survey confirms this; incredibly, over half of today’s workers across generations want mid-career change within the next year. Forget ladders – workers now envision professional growth as a winding trail. Skillsets have become the primary currency of survival, with constant upskilling and adaptability dictating success.

Upskilling in a Talent-Scarce Market

Organizations are facing a skill shortage. 75% of employers worldwide reporting difficulties finding talent (ManpowerGroup Talent Shortage Survey, 2023). The AI-driven transformation isn’t simply shifting work tasks; it’s upending the power balance. Today’s ambitious workers know their adaptability is a hot commodity. The solution for individuals lies in upskilling. Among workers navigating mid-career changes, an Accenture survey found that 74% who pursued reskilling reported an easier time finding new employment.

Organizations clinging to rigid job descriptions and limited training opportunities risk becoming mere stepping stones in an employee’s journey rather than destinations.
In this rapidly evolving landscape, staffing partners like Abel Personnel provide a crucial bridge.
Benefits for Job Seekers:
Skill Assessment & Guidance:

• Abel Personnel helps uncover your current strengths and develop a pathway to expand your skillset, boosting your attractiveness to employers.

Career Path Exploration:

• Our insights into market trends and in-demand skills align your ambitions with real-world possibilities.

Targeted Matching:

• We go beyond the resume, understanding your potential and placing you with clients eager for your evolving skillset.

Benefits for Employers:
Access to Adaptable Talent:

• Abel Personnel curates a network of workers passionate about constant growth, saving you time and resources.

Market Knowledge:

• We understand the skills shortage. Our team keeps up with the latest trends to provide customized, high-value matches.

Streamlined Onboarding:

• Our pre-screening and support ensure new hires have the resources to hit the ground running.

The businesses destined to thrive will find success through partnerships. Abel Personnel facilitates these dynamic relationships, connecting employers with highly adaptable talent while aiding job seekers in navigating the exciting – and sometimes overwhelming – possibilities of the future.

Emerging Fields Shaped by AI Disruption

The very force driving career upheavals is also generating groundbreaking new professions. The impact of AI cuts across industries, shaping job roles that would have been unimaginable even a few years ago. Consider these in-demand specialties:
AI Prompt Engineer:

• These professionals possess a deep understanding of natural language processing and the abilities of advanced language models (such as Sora, Gemini, ChatGPT). They craft prompts to elicit specific information, creative outputs, or complex code generation – effectively acting as translators between humans and AI systems. Their services are valuable in domains like content generation, customer service, and software development.

AI Ethics Specialist:

• As AI becomes embedded in decision-making, these experts guide organizations in aligning AI use with ethical standards. They analyze algorithms for potential biases, champion responsible data handling procedures, and advise on minimizing negative societal impact. As AI deployment becomes ubiquitous, AI Ethics Specialists are essential for companies upholding a positive digital footprint.

AI-Human Collaboration Manager:

• In an increasingly hybrid workplace, this evolving role focuses on ensuring seamless collaboration between AI algorithms and human employees. These managers design workflows optimized for combined strengths, address the upscaling needs of the current workforce, and champion employee-training initiatives related to emerging AI tools.

AI’s Ripple Effect

While these examples spotlight AI-focused opportunities, remember that disruptions don’t operate in a vacuum. Adjacent fields see exponential growth too. This opens a wide array of possibilities in:
AI-Enhanced Healthcare:

• Data scientists specializing in analyzing patient outcomes or engineers developing wearable medical devices will see significant demand.

Sustainable Energy Solutions:

• AI-powered energy distribution, green manufacturing supply chains – expect innovation, and thus exciting jobs, in these rapidly growing sectors.
• Augmented/Virtual Reality Applications:
  • From metaverse platforms to AI-powered design tools, this space requires programmers, UX specialists, and even AR/VR content creators for marketing and education.

  Actionable Steps for a Mid-Career Change

  Transitioning careers, especially within this dynamic market influenced by AI, can seem overwhelming. Breaking down the process into manageable steps and seeking informed support empowers bold yet careful moves. Here’s where a staffing partner like Abel Personnel can lend significant value:
  Skill Evaluation & Targeted Upskilling:

  • We help uncover your existing hard skills and transferable attributes. Alongside analyzing industry trends and the in-demand skills you may wish to learn, we chart a targeted upskilling path to boost your professional profile and readiness for new challenges.

  Strategic Networking:

  • We don’t merely offer job postings. Our connections across industries and understanding of evolving roles allow us to suggest networking opportunities relevant to your individual goals and growth areas. We help you develop relationships that expand your horizon and uncover potentially hidden opportunities.

  Application Makeover:

  • Resumes and cover letters receive a thorough refresh, optimized for AI-based applicant tracking systems as well as showcasing your unique appeal to potential employers. Our aim is to ensure your narrative of adaptability and passion for growth reaches the hands of decision-makers.

  Career Placement Services:

  • Our team provides practical guidance, emotional support, and focused skill analysis. Abel Personnel excels at offering a holistic approach to your journey. Whether facing unexpected challenges or proactively seeking new opportunities, we’re here to help you navigate the path ahead with confidence and optimism.

  Considering Timing: Age, Experience, and the Job Market

  While it’s encouraging to know change is possible at any career stage, being strategic about your decision pays off. Research suggests individuals in their 40s often grapple with significant shifts (Harvard Business Review, 2018) as both experience and a wider worldview create desire for reorientation. Yet, there’s no single “right time” for every individual. Here are factors to consider:

  Experience:

  • Both work years and life experience influence your value proposition. A senior-level employee may leverage existing leadership skills into a completely new industry, while someone less experienced may thrive in cutting-edge fields focused on emerging skills.

  Financial Obligations:

  • It’s essential to address personal savings, expenses, and the financial risk tolerance you can comfortably adopt before committing to a transition. Upskilling may offer a gradual shift, while freelance work can create initial income streams or test out your interest in a new field.

  The Takeaway

  Don’t be confined by age! Let your experience fuel ambition. The evolving market welcomes adaptable mindsets more so than traditional timelines. When paired with thorough planning and professional support like we provide at Abel Personnel, any career leap can become a strategic pivot that unlocks your full potential.

  Closing Thoughts: Embracing the Future

  The rapid transformation driven by AI might seem overwhelming, but consider it a wave carrying you toward exciting new shores. The key is to become a skilled navigator. Chart your course with intentionality: assess your passions, embrace upskilling (we at Abel Personnel can pinpoint in-demand areas like Python programming or ethical AI practices), and expand your professional network strategically. These actions turn disruption into opportunity!

  Remember, the evolving job market rewards those willing to reinvent themselves. Age can be your asset – let experience fuel your adaptability. Seeking informed guidance with a staffing partner like Abel Personnel ensures transitions aren’t simply leaps, but carefully planned pivots toward a fulfilling, dynamic career within the exciting AI-fueled landscape.

  Adapt. Collaborate. Thrive – It’s the key to your future career!

  For more details, click here

Imagine this: your star employee walks in, announces they’re leaving, and the domino effect begins. Panic sets in, productivity plummets, and the search for a replacement throws your operations into a tailspin. Sound familiar? In the cutthroat world of small businesses, losing vital talent can be devastating. But what if there was a simple, cost-effective way to prevent it? Enter “stay interviews,” a casual conversation with your team that holds immense power.

You might think of these structured chats as something used by large corporations. Yet, small businesses also use them as a secret weapon. Think of them as informal coffee breaks with a purpose. They’re a chance to peek into your employees’ minds, understand their concerns, and nip potential departures in the bud. It’s proactive, personalized, and surprisingly powerful.
So, how can these candid conversations benefit your small team? Get ready to dive into the world of stay interviews. We’ll explore how they can revolutionize your talent retention strategy.

Understanding Employee Retention for Small Businesses

Stay interviews aren’t exclusive to large corporations. In fact, they can be a potent tool for small businesses looking to build a loyal and committed team. These structured conversations between managers and employees offer insights into motivations, concerns, and aspirations. They proactively address potential issues before they lead to turnover. Understanding and retaining talent is paramount for small businesses. In these businesses, every team member plays a crucial role.

Benefits Tailored for Small Businesses

Implementing Stay Interviews in Small Businesses

Practicality is key for small business owners and HR professionals with limited resources.

Here’s how to make stay interviews work for your small business:

• Training on a Small Scale: Provide concise training for managers on conducting effective stay interviews. Focus on active listening, empathy, and the ability to ask probing questions. Do this within the context of small team dynamics.
• Creating an Intimate Environment: Small businesses often have a familial atmosphere. Foster a safe, non-judgmental environment. Ensure employees feel comfortable sharing their thoughts and concerns. This reinforces the close-knit nature of the team.
• Action-Oriented Approach: Small businesses thrive on agility. Ensure that insights gathered during stay interviews translate into actionable changes. Follow up with employees. Communicate improvements. Track progress in a manner that aligns with the nimble nature of a small business.

How Abel Personnel Can Assist Small Businesses

While Stay Interviews are a powerful tool, they may not always address every retention challenge.
That’s where Abel Personnel comes in. As your trusted talent partner, we understand the nuances of small business and the critical need for a strong, cohesive team.

Here’s how we can be your wingman in the talent retention game:

Remember, retaining your existing talent is always the priority. But when stay interviews reach their limits, Abel Personnel is here to bridge the gap. We provide the high-quality talent you need to keep your small business thriving.

The Domino Effect Averted, One Conversation at a Time

Remember the sinking feeling when your star employee announced their departure? The panic, the plummeting productivity, the domino effect that threatened to destabilize your entire team? Well, imagine instead a world where such scenarios become distant memories.

Stay interviews are the secret weapon in your arsenal, the power move that averts that domino effect before it even starts. These aren’t just casual coffee breaks; they’re strategic conversations that unlock the minds of your team, revealing their motivations, concerns, and aspirations. Armed with this knowledge, you can proactively address potential issues, nurture loyalty, and cultivate a thriving environment where top talent flourishes.

Think of it like this: every team member in your small business is a domino, each connected to the others. But with stay interviews, you identify the wobbly ones before they topple, reinforcing the entire chain with understanding, engagement, and personalized care. It’s a proactive investment that pays dividends in reduced turnover, boosted morale, and a team that’s firing on all cylinders.

So, are you ready to revolutionize your talent retention strategy and witness the transformative power of stay interviews? The domino effect awaits, but this time, it’s working in your favor. Start the conversation today and build a team that stands strong, together.

We live in an era of hyper-connectivity, our schedules pinging with reminders and our whereabouts tracked with GPS precision. Yet, punctuality – that age-old mark of respect and professionalism – seems to be in an existential crisis. Enter the Presence Paradox: we’re more present online than ever, yet physically AWOL more often, leaving colleagues and clients waiting in the lurch.

The Modern Landscape of Attendance

Gone are the days of paper sign-in sheets. From facial recognition software to smartphone geolocation, attendance tracking has become a multi-billion dollar industry. A recent study by Forbes revealed that 74% of companies now utilize some form of attendance-tracking technology. Proponents tout its benefits: increased accountability, reduced absenteeism, and improved productivity.

But where does punctuality fit in?

A 2023 study by Harvard Business Review found that 40% of employees admit to being late at least once a month. This isn’t just a minor annoyance; it has a ripple effect. A 2014 study by Meeting magazine calculated that tardiness costs U.S. businesses a staggering $5 billion annually in lost productivity.

Beyond the Buzzer: Punctuality as a Cornerstone of Presence

Punctuality transcends the tyranny of the clock. It’s a cornerstone of professionalism and respect, demonstrating commitment, organization, and consideration for others’ time. Arriving late, even unintentionally, sends a message of disregard and disrespect. Conversely, arriving on time, prepared, and present speaks volumes about your work ethic and dedication.

Taming the Time Bandit: Expert Tips for Punctuality Prowess

Now, let’s equip ourselves with the tools to conquer the “fashionably late” label:

Clocking Out of “Present”: Where Real Engagement Ignites

Forget ping pong tables and nap pods – the true heart of a thriving workplace pulsates with something far more fundamental: the potent energy of presence. In an age of distributed teams and flexible schedules, being “present” is no longer a matter of swiping badges or clocking in. It’s about unleashing your unique contribution, fueling collaboration, and igniting the collective engine of success.

Two Sides of the Presence Coin: Absenteeism and Presenteeism

However, exploring the landscape of modern work, you will encounter a fascinating paradox. On one hand, only 15% of the global workforce reports feeling truly engaged (Gallup, 2023). We face the specter of absenteeism, where disengaged colleagues leave the burden on dedicated peers, potentially escalating into a vicious cycle of burnout and further absences (Harvard Business Review, 2022).
On the other hand, we grapple with presenteeism: the insidious foe disguised as diligence. Inattentive, stressed-out workers drain resources, impact morale, and cost the U.S. economy a staggering $185.7 billion annually (Statista, 2023). Presenteeism, often driven by toxic work cultures or undervaluing employee well-being, silently siphons away potential.

Leading the Presence Revolution: How Leadership Cultivates Engagement

While technology attempts to track our whereabouts and schedules, punctuality’s true essence lies beyond mere physical presence. It’s in the realm of engaged contribution, where leaders play a crucial role in orchestrating the symphony of a thriving workplace.

Championing Diverse Rhythms:

Leaders set the tempo by celebrating individual work styles. Early risers can conquer morning meetings, while night owls find their brilliance after dusk. Flexible schedules, asynchronous communication, and diverse tools empower individual rhythms, fostering a sense of ownership and accountability. A 2023 Microsoft study highlights this connection, showing a 40% increase in productivity with flexible arrangements.

Igniting the Fire Within:

Punctuality becomes passion when fueled by purpose. Leaders paint a compelling vision, connecting individual tasks to a broader mission. By empowering employees to see the impact of their contributions, they spark intrinsic motivation and ignite the flames of true presence. A 2022 SHRM report underscores this, revealing that 94% of valued employees are more likely to stay, demonstrating the link between purpose and engagement.

Building Trust and Psychological Safety:

Trust is the foundation of any orchestra. Leaders cultivate a safe space for open communication, where constructive feedback and vulnerability are encouraged. This psychological safety, proven by a 2021 Google Research study to increase team efficiency by 12%, allows employees to bring their authentic selves to work, boosting collaboration and presence.

Prioritizing Well-being and Boundaries:

Presence isn’t about perpetual busyness. Leaders champion healthy work-life boundaries, encouraging breaks, mindfulness practices, and well-being initiatives. A 2024 Deloitte study found that organizations with strong well-being programs see a 21% productivity increase and a 27% decrease in absenteeism, highlighting its impact on sustainable presence. By prioritizing well-being, leaders prevent presenteeism and foster engaged participation.

Leading by Example:

Punctuality in its truest form – respect for others’ time and commitment to shared goals – starts at the top. Leaders who arrive prepared, demonstrate focus during meetings, and value clear communication set the standard for presence. This authentic embodiment of the desired culture inspires and motivates others to follow suit.

By championing diverse rhythms, igniting purpose, building trust, prioritizing well-being, and leading by example, leaders can orchestrate a work environment where punctuality transcends the clock and becomes the natural rhythm of engaged contribution. In this harmonious space, presence is not just about being there, it’s about being the difference, together.

Sources:

• Gallup. (2023, February 16). State of the Global Workforce 2023.
• Harvard Business Review. (2022, August 30). The Absenteeism Epidemic: What to Do About It.
• Harvard Business Review:
• Statista. (2023, September 25). Cost of employee presenteeism in the United States from 2018 to 2023
• Microsoft. (2023, June 21). Microsoft Work Trend Index: Hybrid Work Pulse.
• SHRM. (2022, May 31). Employee Value Proposition: A Key Driver of Retention.
• Forbes:
• Meeting magazine:
• https://www.aihr.com/blog/employee-value-proposition-evp/

Building and retaining a high-performing team is a perpetual challenge for business leaders. Mistakes in managing talent can lead to the departure of valuable employees, especially those with ample alternatives. It’s crucial to understand that a disengaged workforce often results in the loss of top-notch talent. While this may seem like common sense, the reality is that many organizations overlook this fundamental aspect.

Abel Personnel recognizes the unique needs of our business clients, and we understand the intricacies of cultivating a productive team. As a company grows, maintaining standards becomes more complex. Government agencies and subcontractors, as well as medical administration and the financial sector are often required to maintain strict policies due to regulations and security. Abel Personnel will always respect and enforce the policies that our clients have in place. Our temporary and managed workforce service includes all human resource efforts– including enforcing policies, policy violation investigations, disciplinary actions, and terminations. This article is directed to leaders of businesses and organizations who are rethinking their company culture and business standards from 20+ years ago, which are rooted in tradition instead of productivity or quality outcomes.

Rather than implementing sweeping regulations, Abel Personnel advocates for a personalized, one-on-one approach to address performance issues. This method fosters a proactive and morale-boosting environment, contrasting with the passive and demoralizing effects of broad policies. The goal is to empower managers to handle challenges directly and effectively, reinforcing a positive company culture.

Let’s examine some common workplace policies that can inadvertently hinder engagement and productivity:

Think about your company culture. Are you empowering your team to do their best work? How much of your resources are spent on enforcing unnecessary policies? How do your most challenged policies benefit your organization? By reconsidering demoralizing and unnecessary policies, you can foster a more enjoyable and productive workplace, ultimately contributing to the success and longevity of your teams.

As a Staffing Recruiter, your mission extends beyond mere professional integration—it’s about seamlessly weaving the unique strengths of individuals into the fabric of high-performing teams. Welcome to the world of a Staffing Recruiter, where the competitive landscape not only fails to deter but serves to strengthen commitment and determination in finding the best talent match for our clients. Here’s an exploration of why this dynamic career might be your gateway to a fulfilling professional journey.

Attention to Detail in Impactful Connections

Detail orientation is at the heart of a Staffing Recruiter’s role, involving forging meaningful connections that shape careers and businesses within the dynamic and rapid realm of staffing. It’s not just about filling positions; it’s about being a meticulous catalyst for positive change in people’s lives, all while navigating the fiercely competitive nature of providing the best talent within tight timeframes.

Expertise in Resume Review and In-Depth Interview

A key facet of a Staffing Recruiter’s role lies in the expertise in resume review and conducting in-depth interviews. It’s not merely about skimming through qualifications but delving into the nuances that make each candidate unique. Precision in understanding a candidate’s journey is crucial for identifying the perfect fit for both individuals and businesses.

Navigating Challenges with Problem-Solving Precision

Are you adept at solving puzzles and navigating challenges under tight deadlines? A Staffing Recruiter employs precision in adaptability and quick thinking—essential assets in a career where every day brings new scenarios to unravel. Detail-oriented problem-solving becomes an exciting and time-sensitive part of the job.

Advocacy with Heart and Professional Expertise

Detail orientation takes center stage in a Staffing Recruiter’s advocacy role. Passionately understanding people’s dreams and aspirations in a fiercely competitive environment is complemented by professional expertise. Guiding candidates through career transitions and strategically partnering with businesses requires meticulous attention to detail, making empathy a superpower in this role.

Continuous Growth, Endless Opportunities

The recruitment landscape mirrors the fast-paced nature of the industry, demanding a commitment to continuous growth—both professionally and personally. Staffing Recruiters strive to deliver the best talent in record time, with the meticulous skills acquired proving vital in the race to secure top-notch candidates.

Dive Deeper: Unveiling the Numbers Behind the Thrills
Industry Growth:

Demand for Talent:

Personal Satisfaction:

Impactful Connections:

These numbers paint a clear picture: a career in Staffing Recruitment is not just about filling positions; it’s about driving growth, shaping careers, and making a real difference. So, if you’re seeking a dynamic, rewarding, and impactful career path, Staffing Recruitment might just be your perfect match.

Join Abel Personnel’s Legacy

Consider delving into the world of Staffing Recruitment with Abel Personnel, a legacy staffing firm based in Harrisburg, PA. We take pride in servicing our clients in Pennsylvania, Maryland, Virginia, North Carolina, and Michigan, backed by our WBENC certifications, with a focus on attention to detail ingrained in every step of the process.

More than just jobs: Start your staffing adventure today

As I’ve come to realize, a career in Staffing Recruitment is a constant source of rewards, offering personal satisfaction and the opportunity to positively impact the careers of others—all within the exhilarating pace of the industry. If the idea of influencing lives, tackling diverse challenges, and playing a pivotal role in professional journeys resonates with you, don’t hesitate to reach out. Let’s explore how this dynamic career could become your next thrilling adventure within the heartbeat of the industry.

If you’re ready to embark on a rewarding journey in the world of recruitment and join a dynamic team dedicated to connecting talent with opportunity, we invite you to take the next step. Send your resume to Marion Adams, our Director of Recruitment, at madams@abelpersonnel.com, and let’s explore the possibilities together.

Abel Personnel is not just a workplace; it’s a community where passion meets purpose, and where your skills can truly make a difference. We look forward to welcoming new talent into our family and shaping the future of recruitment together. Your exciting career at Abel Personnel awaits – seize the opportunity today!

Embarking on the dynamic journey through the world of customer service roles is like conducting a symphony of interactions—embracing phone support, digital engagement, and more—all demanding a perfect fusion of skills. However, within the hiring process lies a unique hurdle: effectively conveying the essence of customer service to the hiring manager and the entire company. This is precisely why hiring managers follow a custom process for interviewing and training specialists in various customer care fields.

The ability to define what customer service means to them and handle hypothetical scenarios is a key test. At Abel Personnel, we understand the importance of guiding candidates through this process, offering insights into crafting meaningful and authentic answers to questions like “What does customer service mean to you?”

The Importance of Customer Service Roles

There’s a wide range of customer service roles from phone-based support, help-desk support, account management, support hotlines, and most recently, expanding into digital engagement channels.

Regardless of the specific role, whether you’re a Call Center Agent, a Contact Center Specialist, a Support Center Analyst, or another role under the vast umbrella of customer service, excellent communication skills are required.

Above all, customer service is about creating positive experiences and resolving issues efficiently. It’s not just about dealing with happy customers; it’s about addressing concerns and complaints with care. This is why hiring managers seek candidates who can explain what customer service means to them. Nailing this question is seen as the baseline for hiring managers, who must ensure your idea of customer service aligns with the company’s values and expectations.

Interview Help From Abel Personnel

At Abel Personnel, we recognize the challenges candidates face when navigating the complexities of job interviews. Our team of experienced staffing professionals is committed to providing comprehensive guidance and support to help job seekers excel in their interviews, particularly when it comes to addressing tough customer service-related questions.

We go beyond simply defining customer service; we delve into the nuances of customer care and its alignment with the company’s values and expectations. We encourage candidates to thoroughly research the company’s customer policies and initiatives to demonstrate their understanding of the organization’s approach to customer service.

Our guidance extends to equipping candidates with the tools necessary to showcase their commitment to representing the company effectively and authentically. We help them craft compelling responses that highlight their problem-solving skills, communication prowess, and ability to consistently deliver exceptional customer experiences based upon their own experience and knowledge.

Our approach is centered on empowering candidates to confidently communicate their understanding of customer service and seamlessly integrate it into their responses, giving them the tools to land their dream career.

Additional Tips for Defining Customer Service

Guidance is Our Specialty

We advise candidates to provide personal, relatable responses when defining customer service. Examples like “white-glove assistance,” “compassion,” “empathy,” and “going above and beyond” resonate with employers. Sharing real-life experiences showcasing problem-solving skills and successful resolutions helps candidates stand out. Sharing real-life experiences showcasing problem-solving skills and successful resolutions helps candidates stand out. Creating trust between employers and the candidates is key when it comes to navigating the interview process.

Abel Personnel: Your Partner in Customer Service Success

As you prepare to step onto the stage of customer service roles, remember that defining what customer service means to you is your overture—a melody that harmonizes with the hiring manager’s expectations and your future team’s core goals. At Abel Personnel, our mission is to guide you through this symphony of interactions, teaching you not just the notes but the heart and soul of exceptional customer care.

We understand that customer service isn’t a mere transaction; it’s a masterpiece crafted with empathy, problem-solving finesse, and unwavering dedication. Our commitment goes beyond preparing you for interviews; we empower you to weave your experiences into compelling narratives that resonate deeply with potential employers.

With our guidance, you’ll not only articulate your understanding of customer service but embody it, painting a vivid picture of your commitment to delivering unparalleled customer experiences. Trust us to equip you with the tools and confidence needed to find your crescendo—a fulfilling career that resonates with your passion for customer-centric excellence.

Source:Forbes

At Abel Personnel, our mission is not just to find jobs for individuals but to connect them with opportunities that align with their skills, aspirations, and unique backgrounds. Alex Jones, a recent placement, exemplifies the transformative impact our organization has to facilitate a seamless transition from military service to gainful civilian employment opportunities.

Integration through Abel Personnel

“I have worked with [my new company] through Abel Personnel for about 3 months,” Alex shared. This reflects the culmination of a journey that began with the end of his Air Force contract and participation in the My Computer Career Cyber Warrior Skill bridge program. This program not only equipped Alex with essential IT certifications but also provided the skills needed to kickstart a career in the rapidly evolving IT industry.

The Path to the Interview and the First Day on the Job

Alex recounted the pivotal role his Abel Personnel recruiter played in helping him prepare for the interview. “My recruiter was knowledgeable and amazing, she prepared me for the interview, set expectations, provided guidance and got me an amazing offer,” he explained. This intersection of military expertise and civilian opportunities highlights the effectiveness of the mission of Abel Personnel. “The first day on the job was seamless. Melissa Davis and Leah Spangler were incredibly helpful. They made sure I had the correct locations and the right people to get in contact with,” Alex shared.

The Significance of the Job Opportunity

For Alex, this job opportunity goes beyond just a career move. “This job opportunity means the world. I am still relatively new to the IT field, and this role allows me to experience a lot of different aspects. It prepares and assures me I have a bright future in Technology. The team is also very easy to work with!” he expressed. This sentiment underscores the importance of not only finding a job but finding one that aligns with personal growth and professional exploration.

Advice for Job Seekers Considering Abel Personnel

When asked about what advice Alex would give to others thinking of applying for jobs through Abel Personnel, the response was unequivocal. “If someone were applying for jobs through Abel Personnel, I would tell them they are doing the right thing! I have nothing but good things to say about the company and employees that helped me through the process.” This endorsement speaks volumes about the dedication of an Abel Personnel recruiter and their team in guiding Veterans toward fulfilling career paths after dedicated military service.

Military Service and the Transferable Skills

Delving into Alex’s military background, his four years of service in the Air Force specializing in Remotely Piloted Aircraft Maintenance became a foundation for his success. “The biggest things my military training and experience prepared me for were teamwork, troubleshooting, and resourcefulness,” Alex explained. He highlighted the relevance of these skills in his current role as a computer operator, where problem-solving and collaboration are key components. “This translates VERY well into this role as a computer operator, where we are helping users solve their IT-related issues,” he emphasized.

Alex Jones’ journey from the Air Force to the IT field exemplifies the successful collaboration between transitioning military personnel, leading tech companies, and Abel Personnel. The story underscores our commitment to not only finding jobs for veterans but ensuring that those opportunities align with their skills, aspirations, and the unique experiences gained during military service. Alex’s success is a testament to the possibilities that unfold when the right skills meet the right opportunities, and Abel Personnel is proud to play a role in facilitating such transformative journeys.

As we celebrate Veterans Month, it’s crucial to acknowledge and support our veterans as they transition from their military careers to civilian careers. The skills, dedication, and work ethic developed during military service make veterans highly sought-after candidates in various fields. While this transition may seem challenging, opportunities abound, and many veterans have successfully leveraged their experiences to embark on fulfilling civilian careers. In this blog, we’ll explore some of the diverse career paths available to veterans, including IT jobs, and the role staffing agencies like Abel Personnel can play in helping veterans find their ideal opportunities.

Information Technology (IT) Jobs

The field of Information Technology offers veterans a wealth of opportunities due to the training, clearances, certifications, and discipline honed during their military service. These roles often require problem-solving, adaptability, and the ability to work under pressure, qualities that veterans excel at. Here are three examples of IT jobs that veterans can transition into:

• Cybersecurity Analyst: Veterans excel in this field due to their meticulous training. They can gain certifications like CISSP or CEH, with help from staffing agencies.
• Network Administrator: Veterans with network management experience can transition into this role, using certifications like CCNA or CompTIA Network+ for qualification.
• Computer Operator: Veterans’ teamwork and adaptability skills are assets. Operators learn technical operation, testing and systems components, the Sec+ certification is often necessary and can be facilitated by staffing agencies.

Healthcare Careers

The healthcare industry is a diverse and growing field that offers numerous opportunities for veterans seeking to transition into civilian life. Their training in medical roles within the military can serve as a solid foundation for various healthcare careers, such as:

• Medical Laboratory Technician: Veterans with medical training can become medical laboratory technicians, conducting tests and maintaining equipment. To enter this field, they pursue medical laboratory technology programs and certifications, facilitated by staffing agencies in connecting with healthcare facilities.
• Logistics and Supply Chain Management: Military logistics skills are highly transferable to civilian careers in resource coordination and transportation. Veterans can excel in roles like Supply Chain Manager, utilizing their strategic planning and problem-solving skills, and may pursue relevant certifications like CSCP, with staffing agencies aiding in connecting veterans to supply chain management opportunities.

Other Industries

• Law Enforcement Officer: Many veterans possess skills and qualities such as discipline, leadership, and the ability to handle high-pressure situations, making them excellent candidates for careers in law enforcement. Transitioning veterans can become police officers, sheriff’s deputies, or federal agents, serving their communities and upholding the law.
• Project Manager: Veterans often have strong organizational and leadership skills, making them well-suited for project management roles. They can transition into project manager positions in various industries, overseeing and coordinating projects, ensuring their successful completion on time and within budget. Project management roles are available in fields such as construction, manufacturing, and even in the non-profit sector.

The Role of Staffing Agencies like Abel Personnel

As we celebrate Veterans Month, it’s essential to recognize the abundant transition opportunities available to veterans as they embark on civilian careers. Veterans bring unique qualities, that include discipline, adaptability, leadership, and teamwork, that make them valuable assets to many industries. Staffing agencies like Abel Personnel play a pivotal role in matching candidates with job opportunities that align with their skills, experiences, and career goals with our established networks and partnerships across a wide range of employers and industries. Whether veterans choose to pursue IT jobs, healthcare careers, logistics, or other fields, the skills they’ve acquired during their military service can be leveraged for success in their civilian careers. Staffing agencies like Abel Personnel are here to support veterans on their journey by connecting them with opportunities that align with their backgrounds and aspirations.

Here’s one Veteran’s feedback after his transition with the assistance of Abel Personnel:

“Firstly, I owe a debt of gratitude to an incredible professional, Melissa Davis CPRW, from the remarkable company Abel Personnel. Without her unwavering support and guidance, I wouldn’t be where I am today. She played a pivotal role in helping me transition smoothly from military life to a new chapter in a different state. Melissa and Abel Personnel, thank you for your incredible impact on my journey!” – Chance, AV Engineer

Recently, an Abel recruiter got a call from a distressed hiring manager. He had an excellent role to fill at his accounting firm and couldn’t understand why he was experiencing more “ghosts” than actual applicants. After reviewing several great resumes, he reached out to schedule interviews, very excited at the prospects. Despite calls and texts to stay in touch with the candidates in the days leading up to the interviews, the two candidates did not show up. No call, no text- just ghosted. This behavior was detrimental in more than one way. A lot of time was spent waiting for ghosts to arrive at interviews that never happened. The hiring manager was also starting to experience FOMO (fear of missing out) on the applicants he could have been interviewing instead!

His company was new to using staffing agencies and didn’t know what to expect, but he sure was hoping ghosting wasn’t a part of it. The Abel recruiter assured him that ghosting was bound to happen occasionally, however there is a lot that Abel Personnel can do to limit how much they have to experience it. Our candidates need to go through a variety of steps. Their follow through indicates whether there is serious interest in pursuing a position or not.

“We coach our candidates on best practices so they can be the most successful.” The recruiter explained. “The candidate won’t be considered for future assignments with both Abel or any client companies if we experience ghosting at the time of their interview; Our extensive network allows us to draw from candidates that have demonstrated their dependability and accountability.”

Opportunities can come from any open door; this is why we suggest to never ‘burn a bridge’, even if you are not offered the job or decide you wish to withdraw your application. Abel Personnel suggests you avoid the following “spooky” practices when interacting with an employer or with a staffing firm:

Ultimately, the hiring manager was excited to see a future of less ghosting with the help of Abel Personnel’s advice and extensive network. Before they ended the call, the Abel recruiter joked, “And Abel Personnel can guide you through the tricks and treats even beyond the spooky season!”

As you ponder your Halloween costume for this year, you might not find yourself gravitating toward the classic ghost attire. It’s hardly a shocker that in 2022, ghost costumes didn’t make it to the coveted top ten spot on the Halloween costume list (that title was firmly claimed by witches).

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The Pregnant Workers Fairness Act (PWFA) took effect on June 27, 2023 and applies to employers with 15 or more employees. The purpose of the PWFA is to fill in the pregnancy protection gaps that remain despite the numerous existing laws. The PWFA requires employers to consider employee and applicant accommodation requests related to pregnancy, childbirth, or related medical conditions the same way it has considered requests for accommodation related to disabilities under the Americans with Disabilities Act (ADA). The PWFA does not replace federal, state, or local laws that are more protective of workers affected by pregnancy, childbirth, or related medical conditions.

However, the employee does not need to have a disability as defined by the ADA in order to be eligible for an accommodation under the PWFA. The PWFA introduces the concept of “known limitations” associated with pregnancy and childbirth and requires reasonable accommodations for such limitations. Workers with normal, uncomplicated pregnancies, for example, may experience pregnancy-related limitations that are covered under the PWFA. The term “known limitations” means physical or mental conditions related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions that the employee or employee’s representative has communicated to the employer whether or not such conditions meet the definition of disability.

Reasonable accommodations are changes to the work environment or the way things are usually done at work. Examples:

• The ability to sit or drink water, and/or have food or water at the workstation
• Utilize a closer parking spot
• Work flexible hours, or possibly work remotely
• Receive appropriately sized uniforms and safety apparel
• Take additional break time to use the bathroom, eat, and rest
• Take leave or time off to recover from childbirth
• Be excused from strenuous activities and/or activities that involve exposure to chemicals not safe for pregnancy.

An employer can not deny a job or other employment opportunities to a qualified employee or applicant based on the person’s need for reasonable accommodations, also an employer can not require an employee to take leave if another reasonable accommodation can be provided that would let the employee keep working.

The Equal Employment Opportunity Commission (EEOC) has provided extensive information on their website for employers and workplaces to clearly define the new law. To learn more, please visit the link below:
https://www.eeoc.gov/wysk/what-you-should-know-about-pregnant-workers-fairness-act

The Equal Employment Opportunity Commission is issuing a proposed rule to implement the Pregnant Workers Fairness Act. Comments regarding this proposal must be received by the Commission on or before October 10, 2023.

Abel Personnel recommends that you continue to follow us on this topic as we monitor all updates. As covered employers navigate these new accommodation requirements, Abel Personnel can assist with all aspects of preparing for and maintaining compliance under the new law.

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Most people imagine a career trajectory that only goes up, up, and up before you reach the age of retirement; this hustle-culture ideal is beginning to change as work-life balance moves to the top of the priority list for both new and seasoned workers. AARP is now referring to this phenomenon as a search for meaningful employment, largely brought on by extensive burnout people experience, with a majority between the ages of 40-49.

It’s not uncommon for workers who are older, unemployed, overstressed, balancing family commitments, or simply tired of working too hard to seek a lower-level position. The problem is that when you interview for a job, the hiring manager is going to try to determine if you are simply overqualified or are willing to downgrade your career. For many, overqualified resumes never see the top of the hiring manager’s desk. Luckily, recruiters have a way around this with their extensive and direct connections with hiring businesses.

For those seeking greater overall satisfaction, a downgrade just might be the upgrade they’re looking for! In fact, AARP’s study determined that even a job change that brought in lower pay and fewer benefits resulted in lower levels of stress, more flexibility, and the satisfaction workers are looking for. Interviewers are interested in uncovering if you view a lower-level position as a temporary situation or if you are looking to work at this level long-term. They may also want to confirm that you’re aware that the salary will be lower at this level and that the responsibilities will not be as high-level as in previous roles.

Before talking to your Abel recruiter, think about why you want to take on the new job and prepare yourself to answer questions about why you’re looking to make a change. First, make a list of the most appealing activities associated with your target job. Then, think of examples of when you carried out similar tasks and applied similar skills in the past, noting what you enjoyed about these aspects of the job. Don’t be afraid to speak candidly with your Abel recruiter. It’s important to be transparent and honest while explaining your needs for a change; use phrases that define your reasoning, such as saying, “I’m looking for a less intensive role with little-to-no travel required.” This provides context for your Abel Recruiter to showcase your goals and intentions to the hiring manager.

Your recruiter will help prepare you to answer interview questions in a manner that will convince the interviewer that the position is right for you. You need to build your case, and the more reasons you have for wanting a lower-level job, the better your chances are for actually getting hired!

Whatever your supporting reasons might be, the key will be to pair these statements with the main reason that explains your passion for your target position. Don’t be surprised if you find yourself in search of a career downgrade for that work-life balance upgrade sooner than you think! Your Abel Personnel recruiter is just one call away to guide you through every part of your career.

Sources:
AARP
https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/multicultural-work-jobs-study-2023.html

LA Times
https://www.latimes.com/archives/blogs/money-company/story/2009-05-08/job-downgrade-more-job-satisfaction-for-older-workers-says-aarp-study

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A longtime client company was recently in touch about a new service that they needed which they hoped Abel Personnel could provide. Prior to that phone call, this 30-person company had relied on Abel to fill occasional new and replacement openings with direct hires, as well as to provide temporary workers to fill in for employees out on PTO or during crunch times when additional hands were sought. The new need?

“We have a staffing growth requirement that our HR and Accounting Departments do not have the capacity to handle.”

A few clarifying questions later, and the requirement was understood to be the fast expansion of their local 24/7 call center to now serve the Mid-Atlantic region. This would be staffed by about 100 people, to be brought on in classes of 10 each week over three months. Abel would provide 14 pre-qualified trainees each week, with the expectation that about 4 would drop out during that first week due to personal reasons. There would also likely be more turnover in this job category than the client had previously experienced. The client already knew that Abel would have no trouble scaling their services to this client, even in a tight labor market.

“What will be different,” the client went on to explain, “is that we would also like these employees to be working for you, including your company handling payroll, benefits tailored to this group, performance issues and reviews along with the hiring and firing.”

How It’s Done
This was not a new requirement for Abel, the client was first assured. Abel Personnel already successfully provides these solutions for many clients. Some of these arrangements were structured in order to meet RFP requirements to subcontract significant costs to a Women-Owned Business (WBE), a designation that Abel was awarded in 2013. For most of these situations, the process was very similar to a direct hire:

• These employees were hired through the same skills and qualification assessments, interview, and reference check process based on direction by the client company. However, they were Abel Personnel employees, and received their paychecks directly from Abel. Abel also complies with and handles the federal, state, worker’s compensation, and unemployment deductions.
• These employees can receive the benefits identified by the client company, including possibly PTO benefits, insurance benefits, 401K, reimbursements, etc.
• As Abel employees, any personnel action, such as a performance review and discipline, would is done through the Abel account manager and HR representative assigned to the client company.
• The client company can reclassify employees from Abel to become direct hires based on an agreement similar to temp-to-hire.

Starting out in this process, some current call center employees could be transferred to Abel Personnel. It was also the client’s option whether or not to let their staff know who were their direct hires and who were technically Abel employees.

Transitioning to Temp-to-Hire
The client was pleased with how simple and fluid this process was. This reaction created an opening to introduce another employment process some client companies were accessing as a contingency strategy: temp-to-hire. This approach has most new company employees start out as a temp working for Abel. This status continues for pre-determined number of hours, about the same period that some companies call the “training period.” Once those hours have been met, the company could have the employee become a direct hire or continue on as temp. They can also request Abel to excuse an employee at any time.

“This is especially smart when there are a relatively large number of workers being hired, allowing the client and the employee to determine culture and role compatibility through the initial period, such as new service ramp-up,” the client was advised. This is an opportunity to quickly secure new staff with Abel’s Recruiting team matching their skills and qualifications, and conducting the screenings and interviews. Having a new worker start as a temp and knowing there is an opportunity for direct hire gives both the company and worker a chance to better know each other before that transition is offered. This reduces bad hire risk, and immediately accesses Abel’s pipeline of prequalified candidates.

The client’s final concern was whether, given an option, a worker might choose a direct hire with one company rather than a temp-to-direct situation with another company.

“That’s always a risk, but less so with these rising generations and the employment market,” the client was counseled. “We often advise these applicants that for those first few months, they are ‘being reviewed’ no matter whether they are a direct hire or a temp through Abel. Most of these candidates are more focused on the opportunity to advance their career, learn new skills, gain experience and work in a company culture that is the right fit for them. They accept the temp-to-hire position believing they have the skills and work ethic to become direct employees fairly quickly.”

The conversation continued until the client felt comfortable with the options to present to senior management, along with a recommendation.

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Brandy called her Abel Personnel recruiter within 5 minutes of receiving her manager’s approval to make an employment offer for the senior accountant position. She was hooked on that candidate within 5 minutes of the interview start; the other interviews felt more like “going through the motions.” This was her top candidate! However, within an hour, Brandy heard back from the recruiter that the top candidate had just accepted another offer.

Brandy was devastated. Not only had this lost candidate been a great find, but Brandy had shared her enthusiasm for the candidate with the management team, who would also be disappointed. The recruiter gave Brandy a minute to collect herself, and then encouraged her to regroup.

The Pivot

• “So, is there a backup plan?” Brandy asked. The recruiter knew which of the other interviewees had ranked second and third in Brandy’s evaluation and had immediately emailed them to verify their availability just before sitting down to formulate a new plan with Brandy.

“Are either of those two candidates still a good fit?” The recruiter asked. “What was it about the preferred candidate that set them apart from the others? We could also take a step back to reconsider the job description and qualifications?”

When Brandy did not give a ready answer to these questions, the recruiter pivoted to exploring how Abel could provide a temporary worker to fill the opening as a bridge to the direct hire. There were a few recent retirees that the recruiter had already interviewed for temp positions who had been senior accountants in a similar position. Likely one of them could start the following Monday. Brandy embraced this strategy, and those resumes were in her inbox before the phone call ended.

Abel Personnel’s temporary employee performed well over the four weeks needed to identify another top candidate, despite having different strengths and weaknesses than the lost candidate. Brandy was grateful for her recruiter’s support in this tough situation, and she did NOT want to lose her next top candidate. She asked the recruiter how she could avoid this situation with the new candidate search.

Avoiding the Loss
The recruiter offered the following guidance:

• Maintain a Sense of Urgency:In any labor market, the great fit, new-hire is a scarce find. When you find that right person, be ready to move immediately, even if it is the first resume or interviewee. Alert your management and anyone else who will need to approve the offer that you will need their swift response in order to achieve the best outcome for the organization. Time is of the essence!
• Address Post-Hire Hurdles:When making the offer, be clear to both the recruiter as well as the candidate about any conditions, such as background checks, clearances and drug tests. If these are surprises, it might discourage your candidate enough to be tempted by a later counteroffer from their current employer or another company. If possible, be ready to discuss scheduling these conditions as soon as the offer is accepted. Act quickly; top candidates often have multiple offers on the table. If you identify a strong candidate, make the offer promptly. Delaying the process increases the risk of them accepting another offer.
• Communicate Effectively:Keep your recruiter informed throughout the hiring process. Provide regular updates on the status of the candidates you’ve received and the timelines. Promptly respond to their emails and phone calls. There could be some vital information you need or they need in order to gain a successful hire.
• Engage the New Hire:Once the offer has been accepted, the hiring process is far from over. Likely, your top candidate has attracted the attention of others looking to hire who will be willing to offer the candidate a better package. To avoid a no-win bidding war, immediately make the new hire feel welcome– already a member of the team. Suggest the new hire come in immediately to go through the paperwork, even if the official start date is weeks away. Give one or two of the new hire’s soon-to-be colleagues, or even upper management, reasons to engage with them, also. Perhaps you could ask their office neighbor to schedule lunch with them for the first or second day of work. Ask the administrative assistant to call and find out how they like their name to appear on their new name plate; others can contact them about business cards and email signatures.
• Have a Backup Plan in Place:All these best practices still might not bring in your top candidate. Anticipate the possibility of the offer being rejected, and have a plan in place of the steps you’ll take if the top candidate turns you down. Communicate that plan to your management team so that everyone knows how you will be mitigating this risk. You might turn to your second-best candidate or reconsider the job description and qualification requirements, while an Abel Personnel temporary employee fills in.

Brandy’s recruiter would also be undertaking each of those activities. Taking the necessary steps to engage the ideal candidate is as essential to the hiring process as finding and vetting qualified candidates. In fact, every new hire had her attention for about 90 days after the start date, just to make sure everything in the onboarding process was proceeding smoothly. With the guidance from her Abel recruiter, Brandy was better prepared to act quickly the next time she identified her top candidate or change course when the candidate’s plans inevitably change.

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The resignation was totally unexpected. There were no signs of any job dissatisfaction at the last performance review, and the significant salary boost seemed welcomed. Carrie had to smile as she held the letter in her hand as her soon-to-be-ex-employee left her office at 4:00 PM on that Friday afternoon.

“He chose not to have to worry all weekend about giving his notice on Monday, but he sure put a damper on my weekend,” Carrie thought.

Her six years as a supervisor taught Carrie that almost all resignations should just be accepted gracefully. Trying to convince someone not to resign – whether or not they had another job lined up – by offering a big raise or even a promotion rarely resulted in keeping the employee. If the employee did elect to stay, they were almost always out the door within six months for all the same underlying reasons they had decided to move on in the first place.

A Sense of Urgency
Experience also taught Carrie that she needed to move quickly. After notifying HR of the resignation and discussing it with her manager, an initial plan for transition came to light.

• Ideally, she would want to validate the position’s requirements and responsibilities before posting the position. Again, there was no time to waste. There were likely a limited number of available replacement candidates.
• She needed to access a pool of candidates now actively looking. Even if she caught someone’s interest with a posting this weekend, they may take a week to develop and submit their resume and cover letter, thereby further delaying filling the position.

Calling the Recruiter
For that last reason, her next call was to her Abel Personnel recruiter. Her inspiration for calling Abel Personnel:

• Staffing firms and recruiters specialize in talent acquisition and have extensive networks or candidates. They are well-connected within their respective industries and can tap into their pool of qualified candidates quickly. This saves Carrie time and effort in searching for a suitable replacement.
• Many top-performing candidates are not actively looking for new opportunities but might be open to considering the right offer. Abel recruiters reach out to these passive candidates and present Carrie’s opportunity.
• Since Carrie already had a full plate and was preparing to go out on vacation, she was relieved to have her recruiter screen resumes, conduct interviews, and assess candidates’ skills and qualifications to the specifications needed for the role. Streamlining the hiring process would ensure that only the most suitable candidates would be presented to her.
• Not only would this save Carrie time, but it would also save her company money in advertising on multiple online job boards – allowing her to focus on her core duties.
• Carrie’s Abel Recruiter had assisted her with placements in the past. They spent some time reconnecting and discussing the recruiter’s questions about salary, benefits, culture, and values which provided Carrie with the confidence that the candidate search would be tailored to her needs.
• The recruiter had taken the time to really understand Carrie’s company and its culture. The pressure to fill this position would be understood. The recruiter would be a great sounding board on how certain applicants might fit in, and could give potential candidates insights into the opportunities that existed within Carrie’s company beyond what was presented in the job description.
• The recruiter also had a unique understanding of the candidate environment in the Harrisburg, PA area. How likely would Carrie find a good candidate quickly? What requirements might be changed from “required” to “preferred” to increase the candidate pool? The recruiter would immediately have a list of possible candidates from the company’s database that could be scheduled for interviews next week.

Staying Proactive

• By the time Carrie finished her call with the recruiter, it was well after 5:00 PM. The recruiter had given her hope that they might be through first interviews toward the end of the coming week. However, the recruiter’s cautionary advice prompted Carrie to compose one more email to her manager before heading home to unwind:
• “The unexpected resignation is now being addressed with our outside recruiter from Abel Personnel. I may start seeing resumes as early as Monday. However, I have been advised that this position is a “hot job” in this labor market. Most candidates looking for this type of opening have multiple interviews lined up quickly… and offers. We need to be prepared to provide a proposal to a candidate within 24 hours of the interview. As the saying goes, ‘she who hesitates is lost.’ Let’s confer on Monday about what we must do to be proactive and produce a quick turnaround on an offer.”

With their every confidence in Abel Personnel’s advice, and a plan already in motion, Carrie spent less time worrying about the hiring process over the weekend.

Carlos was in a tough spot, so he explained this no-win situation to his friend:

• Looking for a New Job While Employed:It’s hard to find the hours required to compile a resume, line up references, respond to job postings, research companies and prepare for an interview, in addition to all of your other non-work responsibilities. It is difficult to make phone calls and attend interviews during the day, while maintaining discretion and tact with your current employer.
• Looking for a Job While Unemployed:If you quit your job (or lose it) before starting your new job search, you can make “finding a new job” your full-time job. However, somehow prospective employers value you less because you are unemployed even though you have the same skills and experience you had when employed just a few weeks before! Meanwhile, you no longer have the income and possibly the benefits for the duration you’re unemployed.

The friend, having been out in the business world several years longer than Carlos, nodded in understanding. After assuring Carlos that this was a too common dilemma, he recommended the following steps to handle looking for a new job while employed in the most business-like and professional manner:

This advice felt right to Carlos. He suddenly felt less stressed and recognized that the suggested handling of the present employer would be the way he would want his staff to be courteous to him. However, he proceeded in a different order:

Carlos reported to his friend that he no longer dreaded going to work, having been open and honest with his boss about his discouragement. He also liked the feeling that he was being proactive in forwarding his career. And if the company did come through with an offer worth staying for, Carlos now had a trusted contact at Abel Personnel for the next time he was ready to make a move.

Lucy had been out of the workforce for 24 years, raising her family. When her youngest left for college, Lucy’s friends urged her to return to work to fill her days with meaningful activities. She had done well in college, and although her training in occupational therapy was out-of-date, there were a variety of clerical positions in which she knew she could succeed. At one of those friends’ recommendations, she met with a recruiter at Abel Personnel to begin her job search. Lucy was amazed at how much the job market had changed since she graduated college! She recalled permanent positions for long term employment, and temp jobs for short term assignments; now there were so many options:

Any of these positions can also be full time, part time or on call. Full time suggests 35-40 hours per week, but that may be 5 days or 4 days. On call is as needed, think substitute teacher or being available during identified workload peaks. In some cases the work hours are entirely flexible; an agreed number of hours over the pay period as long as work responsibilities are completed on time.

What did not surprise Lucy was the variety of positions and that some could be either onsite, remote or hybrid; she had been following these trends in the news. What surprised Lucy was that all of the recruiting services and placements were free of charge to every candidate working with Abel Personnel. After discussing all these options with the Abel recruiter, Lucy indicated which scenario would work best for her new work-life balance while meeting her employment goals. With that, the recruiter set in motion inquiries to find the right job for Lucy.

If you’ve ever worked in a customer service position, you know that it can be very rewarding and takes a special personality and skill set to handle the challenges. Those who have the ability to make it look easy are admired for their positive outlook and high tolerance to cope with the demands. Here are some additional skills that translate well to customer service, particularly in a call center environment:

Computer Skills

• • • Experience on a CRM-type system and ability to navigate a Windows environment.
    • Typing and alphanumeric data entry capabilities, includes knowledge of QWERTY keyboards and having the ability to hit the correct keys quickly and without looking; accuracy is key.
    • Microsoft Office program competencies, such as Outlook, Word, and Excel.

Coolness in a Fast-Paced Environment

• • • Similar to the experience of working in a retail environment where there is a line of customers waiting to be assisted – a call center environment has patrons waiting to be assisted, except there isn’t a physical line. It is a queue of phone calls waiting on hold to be answered. Keeping focused and on-task; working with the caller quickly and efficiently; then moving on to the next call– while keeping your cool and offering the same enthusiasm you had for the first customer– are skills that hiring managers look for in job-seeking candidates.

Professional Telephone Etiquette

• • • Call Center Customer Service Agents are polite, patient, and respectful at all times, especially if the caller is angry and rude. Avoid using terms that may be too familiar or slang based and never use profanity!

Customer Service Orientation

• • • Active Listening – fully focusing on the caller and demonstrating that you have heard what the caller said with your helpful, confident, and on-point response.
    • Genuine Empathy – connecting emotionally builds trust with the caller by taking the time (and patience) to understand the customer’s needs.
    • Communication skills
      • Positive language focuses on the “good” versus something that may be perceived as a negative i.e. “Thank you for your patience” instead of “Sorry for your wait”, or “My pleasure” as a response to customers’ thank you instead of “No problem.”
      • Summarize the main points of the conversation to clarify the caller’s situation, ensuring that you’re on the right track to resolution and, ultimately, customer satisfaction.
      • Speaking clearly and slowly ensures the caller’s comprehension.
      • Bilingual skills are an asset to the company and those callers needing assistance.

Problem-Solving

• • • The ability to take ownership of the call, handling an escalated situation to resolution without passing the caller onto a manager, cutting down on additional time or the risk of a dropped call.

Knowledge of Processes

• • • Most companies have a minimum level of competency for skills that they look for when hiring a job seeker, allowing their training program to focus on the computer system, their products, and standards expectations.

Adaptability

• • • The saying goes, “Variety is the spice of life”. A call center customer service role offers that variety as no two callers are the same, and often no two circumstances are the same. The ability to adjust your response and resolution to the caller’s needs is vital to the success of the role.
    • Another saying goes, “The one constant is change”. Being able to adjust to changes in policy, product, and standards is common in just about any position.

Most call center environments also offer growth opportunities. As a call center customer service representative, you can be promoted to a Lead Agent role and eventually become a supervisor or trainer. The company may also have opportunities within the organization in other departments such as Information Technology (IT), accounting, or fulfillment (just to name a few).

If you’re interested in a position that challenges you, isn’t just a job, and will put you on a career path of steady employment, Abel Personnel partners with many onsite call centers in Harrisburg, PA and Baltimore, MD. Our expert recruiters will assist you with your resume and interviews so you can convey the skills and capabilities that make you a great Call Center Customer Service Representative candidate. To apply for a Call Center Customer Service Representative position (or any of our other positions), go to our job board at https://www.abelpersonnel.com/job-board/ and apply today. One of our helpful Talent Sourcers or a Recruiter will reach out to you with more information and the next step to your new job.

Past discussions between the Human Resources Manager and their Abel Personnel representative, Addeline, occasionally focused on the true cost of hiring, and why an outside recruiter may be most cost-effective. Addeline’s reasoning for using a staffing and recruiting firm such as Abel Personnel typically touched on six areas:

Cost of Hiring

More information about calculating the standard cost per hire can be found here. Benchmark estimates of the cost of recruiting range up to 3x annual salary. This calculation depends in part on how many hours are devoted by how many people doing interviews, direct cost to bring the applicant in for an interview, screening, etc.

Cost of a Bad Hire
This time, Addeline offered a different consideration: what is the cost of a bad hire? She then suggested the following hard and soft cost impacts:

Addeline then added that the placement fees include a replacement hire should an initia hire not be successful.

Looking at this flip side of hiring, the HR manager had to agree that engaging a staffing and recruiting firm, with its deep resources and experience, had a higher likelihood of finding the right person sooner, reducing hiring process expenses, and, in the possible case of a bad hire, recovering the placement fee expense.

Sourced from:

Paula was the first to admit that she might have done a better job preparing to transition to the working world compared to her graduating class. Her college education was solid and her professors had connected her to some great summer internships. However, she never really connected with the university’s placement department. With all the senior year activities plus finishing her finals, Paula never found time to attend those classes and sit with a counsellor. Her roommate was graduating with a degree in Accounting, so her path forward was “preordained.” Paula’s degree in Communications helped her develop many great skills, but not a clear career path.

In speaking with a family friend who had recently retired, Paula received the following advice:

After ticking off these five steps, the mentor suggested that Abel Personnel would be the right professional recruiting resource if Paula was intending to remain in Central Pennsylvania. Paula made the call, and arrived at her first meeting with the recruiter with the results of the first 4 steps. The recruiter was impressed, suggesting Paula’s preparation would shorten the placement process by weeks. The interviews with interested employers began the next week.

Marion Adams, Director of Recruiting at Abel Personnel, recently announced that Danene Magaro is being promoted to the position of recruiter after two years as a staffing assistant. In her new position, Danene will work closely with both client companies and candidates to achieve the right fit of job requirements and qualifications. Her tenure at Abel plus over 26 years of professional experience in marketing and communications design offer a wide range of involvement with many different types of companies and their needs; These include advertising, manufacturing and pharmaceutical sales. Her longtime focus on helping clients establish new businesses will offer a unique understanding to her clients who are expanding or starting up new ventures.

Danene holds a BA degree from Kutztown University with previous studies at Elizabethtown College. She leads volunteer efforts at her church, and spends the balance of her leisure time hiking, painting and running. Danene lives in the South Central Pennsylvania area with her husband and two Shelties.

Seana Steiner has joined Abel Personnel as a Recruiter. In this role, she will undertake staffing efforts for clients as well as supporting and guiding candidates. She brings a unique skill set to the table with her education in Psychology plus a Master of Business Administration (MBA). Seana’s three years of military experience as a combat medic provides an invaluable perspective and resource for both candidates and clients through demonstrated servant leadership, tactful personal engagement, and a special level of empathy.

Prior to Joining Abel Personnel, Seana had over four years of experience working as a patient advocate and with student veteran recruitment and retention, skills that transfer well to her new position. During Seana’s downtime, she undertakes volunteer work and enjoys singing and creating music, painting landscape portraits, or doing DIY projects in her home. She owes much of her motivation and success to her beautiful daughter Braylee, and her two lovable felines; Rosie and Nacho Man.

Although Abel Personnel was not always a woman-owned business, women played key roles in the company from its early days.

Different Pay and Fee Scales for Men and Women

Abel acquired Hallmark Personnel, founded in 1962, after its establishment in 1969. Since then, there have been significant changes in equality in the workforce. Different pay and fee scales for men and women were evident from Hallmark’s 1962 Pennsylvania Department of Labor and Industry’s Staffing License. This document indicated that there were “women’s jobs” and “men’s jobs,” and separate employment counselors for each. Men’s wages ran from $25.00 to $200.00 per week, while women’s wages started at $25.00 per week and maxed at $100.00 per week. Placement fees for women were lower than fees for men. This license still hangs in Abel’s offices as a reminder of the progress made. Visitors often remark how unbelievable it is that these guidelines were in place not so long ago.

To Keep up with Staffing Trends, Abel Girl is Established

To keep up with staffing trends, Abel Personnel launched “Abel Girl” in 1977, with a nod to Kelly Girl which had been established in 1957, as a temporary placement division. At the time, Abel primarily did permanent placement staffing. This division was created to place employees in temporary roles which made them easy to locate and connect with when permanent opportunities became available. The late Ruth Kline was instrumental in building this division as she went door-to-door visiting downtown businesses in Harrisburg to find clients in need of temporary staff. Within two years, this was rebranded as Abel Temps, as the “girl” got a makeover with the times and became a woman and also as many candidates were men.

Talented Women were the Core of Abel’s Growth Over the Next Several Decades

Dorothy (Dottie) Abel became a full partner in the firm with husband Frank Abel upon the retirement of an original partner. Although she intended to assist for just a short time during this transition, she ended up staying in her role as a placement counselor until her retirement in 1987 after 18 years of helping take the business to new levels. Joan K. Lewis, a significant hire as Director of Temporary Staffing who became Vice President of Operations, and Barbara K. Isaacman, a Placement Counselor who was promoted to Vice President of Recruiting, were critical members of the Abel operation, growing and enhancing the young firm’s reputation for service, competence, and dedication to their clients. Joan began her role with Abel in 1969 and retired 42 years later in 2011 after connecting thousands of candidates with jobs in the Central PA area. She has been described by those who worked with her as dynamic, caring, and thoughtful and helped elevate Abel’s position in the staffing industry with her hard work and dedication. Barbara Isaacman joined the Abel team in 1979 and was featured on the Montell Williams show in 1998 after helping a woman who had recently left a domestic abuse situation find a rewarding position in Harrisburg. Barbara was a guest at Abel’s holiday party every year, sharing her great stories about the many placements she had made over the years until her passing in 2018. To hear Babrara’s daughter-in-law speak about her, click here: www.abelpersonnel.com/abel-story-cindy-isaacman/

Women Continue to Help Propel the Company into the Future

Fast forward to the 1990s. Debby Abel (daughter of Frank and Dottie), joined the firm as Marketing Director. By 2000, Debby’s increasing stock ownership and assumption of day-to-day management of the company allowed application for the Women’s Business Enterprise (WBE) designation. www.wbenc.org. WBENC was founded in 1997 to develop a nationwide standard for women-owned business certification. Since then, the organization has grown to become the largest third-party certifier of businesses owned, controlled, and operated by women in the United States and a leading advocate for women-owned businesses in corporate and government supply chains. This proved very helpful to Abel’s clients who were seeking or holding government contracts.

The WBE designation goes beyond that benefit. Nearly the entire next generation management team of Abel Personnel are women, including the company’s current leadership, President and CEO, Debby Abel Jasie Garlin, Director of Operations, Marion Adams, Director of Recruitment and Client Engagement, and Business Manager, Irene Partenheimer. Jasie, Marion, and Irene have each been with the company for more than 10 years and have been incredibly impactful in their respective roles. They are supported by a cadre of other women who are strong, intelligent, capable, problem solvers, out of the box thinkers, forthright…no shrinking violets. Each was handpicked by Debby for top qualities including strength, commitment, dedication to client service, and leadership potential.

In addition to the company’s internal staff, there are many notable women who have been excellent additions to Abel’s client teams. Of the top 20 tenured employees Abel has on assignment, 19 of them are women. Wendy S. and Debra K. have been in their positions since 2006 and are true assets to the companies they are assigned to.

The recruiting team at Abel Personnel is able to make these enduring placements by viewing each candidate as a whole person, not only their skills and work history, but their overall capabilities and potential. Likewise, they look at their employer clients as partners whose needs are not just those that check particular skill boxes, but for employees who meet their stated needs and enhance their organization. This has resulted in consistent placement success, whether or not the client had any interest in Abel’s WBE certification.

Abel Personnel holds certifications in:
Pennsylvania https://www.dgs.pa.gov/
Maryland https://marylandmdbe.mdbecert.com/
Virginia https://www.sbsd.virginia.gov/

As a woman-owned business enterprise, Abel Personnel seeks to exemplify how diversity leads to excellence in the workplace. Abel is proud of this certification and to have a team of talented women who work hard every day to provide the best staffing services to clients and candidates. Abel Personnel understands the importance of diversity and inclusion in the workplace, and strives to create an environment that fosters these values.

Mitigating Bias in Artificial Intelligence Staffing Software

Artificial Intelligence has very recently begun to trend as a great new time saving tool yielding comparable results of mere experienced humans. As interest in AI has grown, Abel Personnel
took a deeper dive into what this technology offers the staffing and recruiting process, and how it might still fall short of the advertised panacea in quickly identifying the best fit for a position opening. The results suggest that AI is another available tool but whose limitations must be recognised in making hiring decisions:

Predictive technology and artificial intelligence are now involved in multiple steps of the hiring process, particularly when using online job boards. While it may seem that using a computer
program to screen resumes would eliminate human bias, giving equally qualified applicants an equal opportunity to be seen, that isn’t always the case. What hiring managers and applicants
alike should understand is that the algorithms that online job boards and social media use to suggest jobs and candidates are only as objective as the data used to program them.

historical data regarding hiring trends is based on the outcomes of inherently biased decisions; therefore, hiring algorithms are designed to replicate the outcomes that humans typically decide. Predictive technology has the potential to amplify bias in presenting applicants to hiring managers, as well as suggesting jobs to job-seekers. In a study conducted by Harvard,
Northwestern University, and USC, 75% of targeted employment ads on Facebook for low-paying positions such as taxi drivers were shown to Black viewers, and 85% of employment ads for grocery store cashiers were targeted to female viewers. According to Harvard Business Review, “[Algorithms] can replicate institutional and historical biases, amplifying disadvantages lurking in data points like university attendance or performance evaluation scores.”

Large companies often develop their own programs that use artificial intelligence to screen resumes. Many of these programs have been scrapped or redeveloped because they were proven to be biased. According to Rutgers, Amazon’s former candidate sourcing algorithm identified “masculine language” and learned that using those specific words on a resume was more desirable to hiring managers than the actual job qualifications. The result was that the program presented an exponentially increasing number of male candidates to the hiring managers, regardless of their qualifications. According to Quartz, an audit of a different company’s resume screening program “…found that the algorithm found two factors to be most indicative of job performance: their name was Jared, and whether they played high school lacrosse.”

While this can seem discouraging to hiring managers and candidates alike, programs can be revised and even rewritten when hiring inequity is detected. According to MIT Technology Review, “…some of the world’s largest job search sites—including CareerBuilder, Zip Recruiter, and Monster—are taking very different approaches to addressing bias on their own platforms.” However, they go on to say “Since these platforms don’t disclose exactly how their systems work, though, it’s hard for job seekers to know how effective any of these measures are at actually preventing discrimination.”

The good news is that there are champions for correcting these flaws. Jamison Rotz, founder of Nearly Human, an AI development company focused on ethical programming, has watched big tech companies misuse personal data and ignore faulty algorithms that foster race, gender, economic, and age biases. According to The Founder Beat, “He’s on a mission to help steer a world ever more immersed in AI tech toward building with integrity and ethical guardrails.” Jameson also notes that the big, online job boards use AI bots to apply for jobs on behalf of candidates, which is why hiring managers who rely solely on those platforms for recruiting will spend countless hours flipping through resumes of unqualified “applicants” and reaching out to candidates who aren’t interested in their positions.

AI can also be misused by candidates to develop resumes in the same way it is employed to write term papers. AI can scan the job opening description and identify the keywords and qualifications that will attract the resume review algorithm, perhaps fudging some of education and employment facts to better align with the requirements.

At Abel Personnel, we mitigate these issues for our candidates as well as our business clients. Although our recruiters are equipped with tools that contain components of artificial intelligence, personal attention to both our clients and candidates helps us achieve the best matching of people with positions. Each candidate is personally interviewed, taking time to
really understand their goals, interests and skills. Our business clients are only introduced to interested, qualified candidates.

Sources:
hbr.org/2019/05/all-the-ways-hiring-algorithms-can-introduce-bias
qz.com/1427621/companies-are-on-the-hook-if-their-hiring-algorithms-are-biased
www.technologyreview.com/2021/06/23/1026825/linkedin-ai-bias-ziprecruiter-monster-artificial-intelligence/
thefounderbeat.com/harrisburg-tech-ceo-unlocks-business-potential-with-new-ai-platform/

Are you feeling stuck in your current job and looking for a career change? It can be overwhelming to navigate the job market on your own, but have no fear – a staffing agency such as Abel Personnel can make it happen!

Here are 10 good reasons to consider using a staffing agency to plan your career change:

• • • Expertise: Staffing agencies have expert recruiters who are knowledgeable about the job market, industry trends, and the skills that employers are looking for.
    • Access to hidden jobs: Many companies use staffing agencies to fill their open positions that are not advertised publicly.
    • Tailored job search: Staffing agencies can help you find job opportunities that match your skills, experience, and career goals.
    • Career guidance: Staffing agencies can provide guidance on job search strategies, career advancement, and professional development.
    • Job market insights: Staffing agencies can provide insights into the current job market and help you stay up-to-date on industry trends and changes.
    • Networking opportunities: Staffing agencies have extensive networks of employers and those who can connect you with potential employers and job opportunities.
    • Time-saving: Job searching can be time-consuming and overwhelming, but staffing agencies can save you time by doing the job search for you.
    • Resume and cover letter assistance: Staffing agencies can provide guidance on how to improve your resume and cover letter to make them stand out to potential employers.
    • Interview coaching: Staffing agencies can provide coaching to help you prepare for interviews and make a great impression on potential employers.
    • Free services: Staffing agencies offer their services for free to job seekers, as they are paid by the employers who hire their candidates.

In addition to these 10 reasons, using a staffing agency can also provide a sense of support and encouragement during the job search process. Career changes can be daunting, but with the help of a staffing agency recruiter you can have an expert on your sideto help you find your dream job.

The virtual interview between Priscilla and the Abel recruiter reached an awkward silence. Priscilla’s face on screen was troubled and lost in thought. This reaction was to the question, “Do you need or want to work entirely remote, hybrid, or in an office?”

The type of accounting position that Priscilla was seeking could be successfully filled by someone in any of those conditions. Indeed, Abel Personnel had some openings where the employers had specific office attendance requirements in mind, and other positions in which clients were flexible on workplace location for the candidate who was the right fit. But what did Priscilla want or need?

“I’m not sure,” Priscilla finally offered. “Yes, I’d love to work from home with occasional visits to the office as needed, but is that the best move to advance my career?”

The recruiter was the one now silent in thought. This was not a new question for her. The key was to offer an answer that did not pressure her applicant to agree to work on-site full or part-time, only to be unhappy a few months into the new position.

“That seems to be the big post-pandemic question,” the recruiter first acknowledged. “And of course, there is no right answer for every position, every person, or every company. So, let’s start with some survey results, okay?”

The recruiter then offered the following data from the end of 2022:

• • • 48% of workers report they are working completely in-person, 28% are working on a hybrid schedule, and 24% are fully remote.
    • 51% of female employees said they work fully on-site, compared with 44% of men.
    • Employed parents of children under the age of 18 were more likely to work a hybrid schedule (33% vs. 24%), while the majority of those without school-age children work on site full-time (51% vs. 43%).

Next, the recruiter presented a survey of worker attitudes:

• • • 46% feel pressured to work during their time-off.
    • 44% would be willing to take a pay cut if it meant they had greater freedom to work remotely.
    • 40% are worried about layoffs at their company in the next six months.

That last statistic, worry about layoffs, might be the most telling. When labor was scarce, companies were more open to accepting new hires on the employee’s terms. As the possibility of recession looms in certain industries, those employers might choose to layoff staff whose remote work does not appear to meet the company’s ideal, despite individual performance.

Priscilla nodded at this, but the recruiter knew these numbers were not offering the direction sought. The facts of life for employment now offered were more qualitative than quantitative:

• • • Advancement: Employees on-site have a higher probability to be promoted because they are observed performing their job more often and interact more often with their bosses and senior managers who will have input on promotions.
    • Tap Someone on the Shoulder: In-office work allows for the opportunity to seek quick advice on a question or process from someone nearby in a way that might not occur by phone call, messaging, email, or video.
    • Random Interactions: These hallway or “watercooler” conversations often pass along information that might not have otherwise happened to the interacting employees. “Running into you, it now occurs to me that I have some information that might benefit you”, or maybe”You are the person who could assist our team with this problem…”
    • The Hybrid Non-Solution: Scheduling some employees to be back some days of the week can be a disappointing compromise. A half-empty office lacks the vibrancy that is achieved when the team is together in one place. It can feel like the day after a big layoff.

The recruiter finished her presentation by noting that those companies that have data, or perhaps a gut feeling that having everyone back in the office would be most productive, were now introducing office experiences that just could not be achieved at home. These might be as routine as speakers or hands-on activities that occurred pre-pandemic. Some have offered additional enrichment through book clubs or interest clubs. Post-pandemic flexibility then focuses on adjusting the in-office work schedule to meet individual employees’ needs rather than rigid start and end times, the same for all five days a week.

Priscilla’s eyes widened at the last description. “What I really loved about the jobs when I worked from home was having more flexibility in balancing my work schedule with my life schedule. And I agree that the comradery of an office is always better than what you achieve online. If I could find that in a position now, I would be open to wherever my employer wants me to work.”
With that direction, the recruiter shared her screen, displaying three job descriptions offering the desired flexibility.

“Shift-shock” is a common phenomenon that occurs when an employee undertakes a new role that they then perceive as a poor fit. The feeling of disappointment and dissatisfaction can be overwhelming, and it is crucial to take a professional approach and specific steps to deal with this situation to avoid burning any bridges. Many employees may not be aware that some companies and agencies will be hesitant to work with them in the future if the situation is not resolved professionally.

The first step to dealing with shift shock is to take some time to evaluate the job and the company; your first negative impression may be premature after a few weeks of better understanding your new employer. Consider what it is about the job that you dislike and whether or not there are any aspects that offset those disappointments. Do the pluses exceed the minuses? Another important step is to talk to your colleagues and manager. They may be able to provide you with some insight into the company culture and whether or not there are any opportunities for growth and development. You may find that your concerns can be easily addressed.

If there are no redeeming qualities about the job, it may be best to start looking for a new position. Call your recruiter as soon as possible. Whatever aspects are concerning you, this will be excellent feedback to provide to your recruiter. Without this vital piece of the puzzle, your recruiter may unknowingly attempt to offer you a position that doesn’t address your current concerns. Inform them of your dissatisfaction with the job and express your specific concerns. This is a great time to let them know you have thought this over thoroughly. They will be able to offer you some guidance in your current situation or assistance in finding a more suitable position. It’s always best to be as honest as possible because your recruiter wants the same thing that you do: a mutually beneficial placement! Depending on if you’re a temp worker and how long you’ve been in your new role, you will want to make your decision about this role before you are offered permanent status with the company. With your feedback, future placements will become more geared toward your career goals and needs.

It is also essential to take care of yourself during this difficult time. Make sure that you are getting enough rest and exercise, and try to maintain a positive attitude. This will help you to stay focused and motivated as you navigate the challenges of your new job. Seek support from friends and family. They can provide you with a sounding board for your thoughts and feelings, and may be able to offer you some guidance and support as you deal with shift shock.

All in all, dealing with shift shock can be a difficult and challenging experience, but by taking the steps outlined above, you can begin to navigate this difficult period and find a more suitable position that aligns with your goals and values. Remember to be open and honest with your recruiter and your colleagues, and to take care of yourself both physically and mentally. With time and effort, you will be able to find a new role that you enjoy and that aligns with your career aspirations.

Effective managers delegate responsibility in order to plan, collaborate, and monitor the work of their employees. As experts in all aspects of the hiring process, staffing agencies can be a
valuable external resource for managers, offering a range of services and support – empowering managers to focus on accomplishing the goals of the organisation. Here are a few ways in which staffing agencies can help:

Overall, staffing agencies can be a valuable partner for managers, offering support and expertise to help them succeed in their roles while building strong, productive teams. This can save managers valuable time and allow them to focus on other priorities.

Finding the right staffing agency will save your company time and money. Abel Personnel has over 50 years of experience finding candidates to meet your company’s unique needs.

Your first job was perhaps through the school’s placement office. The next jobs maybe came through networking or online. Now it’s time to be serious about finding a career-advancing job; use professional resources rather than do-it-yourself. In order to find the right position, a staffing agency is your professional resource. Six things you need to know first:

Next step: Call Abel Personnel at 717-761-8111 or 717-561-2222 and get serious about advancing your career!

Perhaps a generation ago, the Abel recruiter would receive a response of, “we pay depending on experience – DOE.” This typical reply was reminiscent of her first experience with a car salesman who initially wanted to know what she had budgeted to pay for a car even before discussing features and models. Times have changed.

In the case of her most recent salary range inquiry to a potential new client accounting firm, there seemed to be a presumption from this question that the salary was the most important job attribute to the recruiter’s applicants; required experience and skills plus job responsibilities and work environment were secondary. Or, if the salary range was not revealed up front, some applicants (typically women and persons of color) might ask for a starting salary below the budgeted range.

Hearing these opportunities, the hiring manager expressed his thankfulness, as his company’s core expertise was accounting and not recruiting accountants. That was clearly Abel Personnel’s expertise. He then provided the recruiter with the salary ranges.

The software customisation company was thrilled with their newest hire. The company COO chose to call their Abel Personnel recruiter to thank her directly for her efforts in making this key addition possible. The COO characterised this hire as “strategic,” a position that needed the right person to assure the company’s ongoing growth in market share. The COO confided that the process from authorising the search to position acceptance had required about eight months, including the company’s six month effort to identify candidates using web-based services before coming to Abel.

The recruiter, grateful for the praise, confessed that her efforts to locate hard-to-find talent had become easier in the last few months because of three factors:

• • • High-Tech Staff Reductions: The announced layoffs, plus anticipation of more workforce reductions coming, increased the number of high talent individuals with highly specialised qualifications into the job market. A number of these she had placed in their jobs several years ago were returning to her as a trusted advocate.
    • Great Resignation Returnees: Those who had left the workforce at the start of the COVID pandemic, either as early retirees or to stay home with children attending virtual classes, have decided that they now really want to work, to go back to an office after three years. In some cases, the government subsidies have run out. For others, their vaccinations have made them less fearful of an office environment.
    • Great Resignation Remorse: There are others who used the pandemic and accompanying high labour demand to switch jobs and even careers. Two to three years later, they find that the switch was not the better opportunity or lifestyle they thought that they wanted. For some, that time period is also what they normally expect to elapse before moving on to advance their careers.

Through this presentation, the COO asked many questions, including specific position inquiries. He then scheduled a video conference with the Abel recruiter and his HR manager two weeks later. By that time, he committed to updating the company’s strategic human resources plan, to present a list of positions with unique background requirements that the company needed to fill in the next year or two to achieve their strategic business plan. The recruiter complimented the COO on his understanding that acquiring high talent was a long game, akin to securing high revenue clients. The time investment, with the right person representing the company, had a higher probability of yielding a better return than a quick hire over the internet.

Is it time to start considering strategic hires as high talent has suddenly become available? Be in touch with Abel Personnel at 717-561-2222 or at abelpersonnel.com.

The start of a new year is a natural time for many people to reflect on their careers and consider making a change. Many potential employers also now are looking to fill newly approved openings. Six tips and some questions to answer before starting your job search:

Overall, the start of a new year is a great time to consider making a change in your career. With some reflection, preparation, persistence and guidance, you can find that new career in the new year. Abel Personnel has just what you need!

NEW YEAR, NEW CAREER: 6 JOB SEARCH TIPS

• • • Reflect on Your Goals & Priorities. Think about what you want out of your career and what you’re looking for in a new job. What are your long-term goals? What are your values and priorities? What opportunities do you want in your next job?
    • Update Your Resume & Cover Letter. Are your resume and cover letter up to date? Do they highlight your skills, experience, and accomplishments? Is there a professional resume writer or career coach you could approach for additional guidance?
    • Network to Seek Out Prospects. Networking is a key part of any job search. The start of the year is a great time to reach out to connections and let them know you’re looking for new opportunities. Attend industry events, join professional associations, and networking online!
    • Be Open to New Opportunities. Don’t be too narrowly focused on one particular type of job or industry. Are you exploring new opportunities and considering positions that may be outside your comfort zone? Do you have skills and experiences that would transfer well to other industries?
    • Stay Positive & Persistent. Finding a new job can be a challenging process, and it’s important to stay positive and persistent. Are you allowing yourself to become discouraged while applying for positions and networking? Are you embracing the opportunity to learn about other companies and industries?
    • Work with Abel Personnel. Pursuing a new job and perhaps a new career direction does not need to be a DIY effort. Are you aware that there are experts in identifying the job opportunities that align with your career goals and priorities? May we suggest Abel Personnel?

The search for the software customization specialist proceeded for several weeks without a single candidate proposed as interview-worthy. The Abel Personnel recruiter suggested that the IT Firm’s HR Manager and the recruiter have a virtual huddle to review their approach before continuing.

“I’m not surprised you weren’t immediately successful,” the HR Manager began. “We weren’t being inundated with resumes when we had tried finding qualified applicants on our own.”

“Oh, finding well-qualified candidates has not been the problem. We’ve spoken with several who we knew were passively looking for a new opportunity. Many felt enthused about the software you handle and your reputation for the team you’ve put together. Your compensation, benefits, and career opportunity were also meeting their expectations. Those haven’t been the problem,” the recruiter reported.

Hearing that surprised the HR Manager, who now wondered if their software customization process was no longer cutting edge or if they were missing something the talent market now wanted. In a way, the HR Manager was right about both these concerns.

Caroline, the head of her company’s staffing function, had met with her Abel Personnel recruiter for lunch in early December every year for the past seven years (at outdoor locations before Covid vaccinations were available). This tradition dates back to Caroline’s predecessor when company policy allowed vendors to take their clients out to lunch. Now everything is “separate checks.” The two women enjoyed having lunch together. It was a great opportunity for Caroline to give her recruiter a heads-up on planned staffing needs for the coming year, and to hear what trends the recruiter was seeing in staffing in Caroline’s company’s industry.

Once Caroline had shared what sets of skills and work experience the recruiter should be on the lookout for after the first of the year, the discussion turned to holiday plans and traditions. They each recounted how many activities that had been canceled due to the pandemic were reinstated for the first time this year, and how many (some thankfully) would not be returning. This discussion naturally turned next to the tradition of New Year’s resolutions.

“You mean ones besides ‘exercise more, spend more time with family, be kinder?’” Caroline joked.

“I was thinking of business-related resolutions, particularly in staffing,” the recruiter replied. “Those types of aspirations that often don’t make it to the company’s business plan, except perhaps how much staff needs to be hired or to improve staff retention.”

Caroline nodded at this, before observing, “As you know, we underperformed in staffing this year, though thanks to you we did better than most of our competitors for the same talent. But you’re right, there are things we could be doing better. I bet you have some ideas?”

A CHANGE FOR 2023

You thought the Interview went well. They told you that they’d be in touch “real soon” Still, you didn’t get the job when they eventually got back to you… or you were ghosted. While the causes for this result may vary, here are the top ten reasons you may have been passed over:

An Abel Personnel recruiter can prep for you in advance for an interview that aligns with your qualifications and interests, so none of these reasons will stop you from getting that job! Be in touch at www.abelpersonnel.com.

Sourced from Career Contessa, “Why Can’t I Get a Job? 10 Reasons You’re Not Landing the Job,” Keertana Anadraj, October 18, 2022

10 REASONS YOU DIDN’T GET THE JOB

GEN Z IN THE WORKPLACE

Born after 1996, Gen Z grew up with technology, the internet, and social media

The top 3 reasons GenZ quits a job:

Jobs that attract Gen Z

DONT BE A GHOST!

In considering your costume for this Halloween, you may not be planning to be a ghost. Unsurprisingly, the ghost was not in the top ten Halloween costumes for 2022 (Witch was #1). This advice also pertains to your business practices, and particularly your efforts to secure new employment. Abel Personnel suggests you avoid the following “spooky” practices when interacting with an employer or with a staffing firm:

Such ghosting may have a more serious implication: stoking prejudices about whatever minority (race, religion, generation, etc.) that the angered potential employer may attribute to you. While you may not be responsible for their generalizing your behavior, the result is a reinforcement of stereotypes and lost opportunities for others to overcome vague prejudices.

THAT DREADED INTERVIEW QUESTION

Whether you are interviewing for a job at a new company, interviewing for a promotion with your current employer, or having an exit interview, inevitably you will be asked, “Why are you leaving your job?” As much as you’d be tempted to rant about your terrible boss, the lack of opportunity and mentorship and the overall toxic work environment, here are 4 guidelines to politely explain your reasons:

When you choose to work with an Abel Personnel recruiter, you will have the opportunity to talk through and refine your response to this and other difficult questions that are apt to arise in your interview. Remember, an honest explanation can be couched in negative or positive terms, and those positive terms will make the best impression on the prospective employer or keep your bridges intact with the employer you are leaving. To schedule an interview with a recruiter, call Abel Personnel at 217-561-2222 or find us at abelpersonnel.com.

WHAT ABOUT THE NEXT PANDEMIC?

ARE YOU PREPARED FOR A (POSSIBLE) RECESSION?

It’s hard to find an economic forecaster that does not predict a recession soon, although many disagree on when, how severe, and for how long. And while it may be dizzying to go from a tight labor market to significant layoffs, you want to be prepared in case the downturn affects your job. Abel Personnel Recommends you take these seven steps in order to be ready.

For more details, click here

3 TYPES OF EMPLOYEE BENEFITS TO LOOK FOR IN A NEW JOB

Working with an Abel Personnel recruiter is a great way to evaluate and negotiate a compensation package to determine the real value of the offer. The employee benefits to consider can be grouped into three sets of packages:

The economic value of each offered benefit should be determined as well as how each supports your desired lifestyle (for example, not having to commute to work).

Your Abel recruiter can assist in the analysis, plus identify which benefits might be open for negotiation.

Sometime accepting a lower salary with an outstanding benefits package will be a significant increase in quality of life! For more information, call Abel Personnel at 717-561-2222 or visit us at abelpersonnel.com

TEMP-TO-HIRE: THE BIG PICTURE

5 TIPS FOR FINDING QUALITY JOBS IN HARRISBURG

In preparing your resume, consider the resume as your brochure. It is a marketing tool to present you to a potential employer, and you always want to make a great first impression. Act as if your career depends on it (it does!). Need feedback on your resume? Contact an Abel Personnel recruiter today!

“Now that we’re hopefully passed ‘The Great Resignation,’ what is this ‘Quietly Quitting’ phenomenon I now need to worry about?” Asked a client of Abel Personnel.

“Besides the cute alliteration, I think we’ve experienced this behavior forever… it’s been rebranded by some managers to explain workplace situations they do want to own,” replied her Abel Personnel recruiter.

They then began to unpack this latest personnel management trend. The typical elements are:

• • • Mentally checking out of work, meetings, and correspondence
    • Feeling exhausted from work volume
    • A disengaged employee with a lack of enthusiasm for work
    • Reluctance or refusal to take additional tasks or extra projects
    • Learning the bare minimum effort to make at work, then making that effort

“But aren’t they interested in getting ahead, taking on more responsibility?” the client wanted to know.

“Yes and no,” was the short reply. The long reply identified these factors:

• • • Work-Life Balance: Some employees are just not interested in advancing, maybe not now or maybe never, so taking on extra responsibilities and hours upsets their vision of work-life balance. They are willing to accept less pay and opportunities for less stress and more time on evenings and weekends to pursue nonwork interests.
    • Management Practices: Others have legitimate complaints that they are hired at junior level pay to do senior level work. Or, they feel gaslighted into considering themselves lucky to have this job in the face of an upcoming recession.
    • Misaligned Expectations: The hiring manager has not fully explained the expectations of the role, perhaps even downplaying the amount of overtime needed or trial-by-fire required to entice the applicant to accept the offer. The applicant may have overstated their willingness to do whatever it takes to get the job done.

Rather than feeling comfortable or safe bringing these concerns to their management, these employees stay quiet and curb their efforts until they quit to take a position that addresses these factors.

Elyse was 12 years into her IT career when she received a promotion to a supervisory position. As the new software applications supervisor, this would be her first opportunity to be involved in the hiring side of staffing. She immediately contacted the Abel Personnel recruiter, who had been servicing Elyse’s company for seven years.

The recruiter had provided Elyse with five highly qualified resumes. With two rounds of interviews completed, and her management’s blessing, Elyse and the company’s HR manager had authorized the Abel recruiter to make an offer. The offer was instantly accepted… and then it was not! The recruiter immediately scheduled a teleconference to explain what happened and identify the next steps.

“This rarely happens to me,” the recruiter started. “I usually can sense from my experience whether a candidate is truly committed to a job. I hear this flip-flop is happening more, especially in IT.”

“Given the high demand for IT staff, I guess this is always a risk, “Elyse responded.

“I’ve seen that a lot,” the Abel recruiter explained. “Their resume is still out there even after they accepted a job and gave notice. Sometimes they may try to renegotiate the compensation package they’ve already accepted!”

“So how do you keep that from happening?” Elyse wanted to know.

“Oh, I am in touch with my candidates almost daily from the moment they accept the job up to 60 days after their start date. That way, I can sense if they are wavering (or they are recruited by another company) and nip-it-in-the-bud.”

Elyse was impressed. She had not realized that offer-and-acceptance wasn’t always straightforward, and she was grateful to have a professional on hand to be sure the deal stayed sealed. After they determined to now make an offer to her second choice candidate, her mood shifted as she shared an experience earlier in her career.

When the Abel recruiter arrived at her desk that morning, she saw there was one unheard message on her office phone. She decided the message could wait while she booted up her computer and secured some coffee. Among the new unread messages in the recruiter’s inbox was this one from Tracy:

“I was not sure if you received my phone message that I left this morning; next Friday will be my last day. The cost of gas is just making this commute not viable. I appreciate this opportunity; it is just not working out for me.”

When the recruiter first met Tracy several months previously, she had been working at a department store near her home. Tracy shared at length the indignity of working retail. She then related her life story of earning a degree in accounting, marriage, and a baby within two years of graduation, and single motherhood and the need to find a job that would work with daycare. Tracy did not feel ready to resume her accounting career when she started her retail position. Now, she felt more confident in the working world.

After suggesting some tweaks to her resume, the recruiter lined up a few interviews. Tracy received two offers, the best for her being a temp-to-hire position which was a half-hour commute from her home. After accepting the offer, Tracy had a great first day at work, and the hiring manager was very pleased. Now this, four months later.

Tracy failed to show up for her shift. The hiring manager was immediately informed. They asked the recruiter to find out more information before giving up on Tracy. A conversation with Tracy later that morning revealed that she had accepted another position. It was the very one she had left at the department store, the one she swore she’d never do again. Tracy had calculated that her fuel expenses had risen to 25% of her take-home pay. What remained after her commuting cost was not much more than she earned at the department store, and without the stress of the commute. The new job also did not start until August, when her son started school.

At the most recent noontime meeting, Gabi and Alexa, two staffing recruiters, shared their concerns about the probability of an upcoming recession. They agreed that this would likely result in a pivot from too few applicants to too few openings, a dramatic change after so many years of high labor demand. Alexa believed that the current inflationary pressures and thereby dampening consumer demand would ease once Ukrainian War and COVID-induced supply chain issues were resolved.

“I sure hope you’re right,” Gabi responded. “I do wish everyone was as keyed on talent supply chain management as they are on materials and products.”

This different lens on the labor market surprised Alexa. Gabi continued, “I read about all these big manufacturing companies discussing how they need to get closer to their suppliers. They are giving their suppliers a year’s heads up on their material and component needs. I wish my clients would be in touch with me long before they needed a staff addition or replacement yesterday!”

Alexa recounted how one of her most active clients had plans to add six positions over the year but would not give her a confirmed job description or opening until the month before the planned hire date. “Given that some of these positions will take a few months to identify, interview, and vet candidates, wouldn’t it be better to share that hiring plan at the beginning of the year?” she asked.

The colleagues then identified the following opportunities to address talent supply chain issues through partnering with a staffing firm:

• • • Share Long Range Hiring Plans
    • Have Processes and Procedures in Place
    • Identify Ongoing Entry Level Needs
    • Address Total Talent Solutions
    • Develop a Labor Market Feedback Mechanism

Alexi shared how her employer, Abel Personnel, was already offering many of these partnering benefits to their client companies. For Abel Personel, doing this has resulted in more well-qualified resumes received. They also report offers aligned to market conditions and applicant needs (resulting in higher acceptance rates) and overall hiring cycles completed by the time required for each opening.

PLANNING YOUR ZOOM INTERVIEW WITH ABEL PERSONNEL

5 SKILLS OF AN EFFECTIVE LEADER

• • • COMMUNICATION : They express their instructions clearly.
    • ACTIVE LISTENING : Lets their team express themselves. Make an effort to understand their point of view.
    • ORGANIZATION : Creates schedule and informational resources for their team.
    • CRITICAL THINKING : Understand their business and team and makes rational adjustments based on current factors.
    • FOCUS : Uses their knowledge to create a work environment where each member feels comfortable and motivated.

“I may be sending you my resume.”

These were the opening words of my call from Julie earlier this week. In the nearly three years that she had been a recruiting specialist at my client, a fast-growing regional CPA firm, Julie’s contacts usually began with a request for resumes, preferably within a few hours. She had been watching the news about the diminishing prospects for the economy (and workforce). We both had memories of the Great Financial Crisis of 2008, she as an HR intern and me at Abel Personnel, and those were scary days for human resources.

I proposed that we first compile a list of what experience has taught us to expect:

• • • Whether this economy falls into recession or has a “soft landing,” at least initially there will be a significant drop in filling new and existing openings, AKA a hiring freeze.
    • Reductions-in-force (layoffs) might occur once the strength of the decline in product and service demand can be measured. These cuts most likely will affect those in operations, those in well-paid middle management positions, and specialists in support areas. Those in generalist or multi-specialty positions would be safest.
    • High-talent workers will suddenly lose interest in jumping to a new position in fear of last-in-first-out layoffs at their new employer. Recruiting for any remaining openings may initially be harder.
    • A human resource recruiting specialist may be particularly vulnerable to hiring freezes or layoffs planned.
    • National and state governments will eventually respond by creating programs that require hiring increases. This may initially help staffing firms (like Abel Personnel) for companies that have let go of their in-house recruiting specialists (sorry, Julie).

“I’m not sure you can do this one, but would you give it a try?” To Abel Personnel’s top IT recruiter, Melissa, that was a challenge she’d never decline. The opening was for an IT Business Analyst, requiring a background in computer science and accounting/finance. In a generally tight labor market, the prospect of finding suitable candidates offering both these talents is an extra stretch, but not impossible. However, this candidate also needed to regularly travel to meet at sites ranging from Massachusetts to Virginia. That’s coming close to impossible.

This environmental technologies firm made an educated guess that Central Pennsylvania might be the ideal spot to find the right candidate near the middle of that elongated territory. Melissa set to work, looking to please this new client whose steady growth portended more placements in months to come, and a long-term mutually profitable business relationship. Having accumulated a multitude of contacts over many years of professional recruiting, Melissa knew those specialists who might not be actively looking for a new job and posting their resumes on websites, but who would want to be contacted about this unique opportunity. She also had contacts who could refer Melissa to potential candidates who had not yet heard of Melissa or Abel Personnel, but with the right introduction would be open to starting communicating about this job.

This dual expertise is rarely the result of a double major in college or someone already with that job title seeking advancement. More likely, a candidate started in one area and then received training and mentoring to learn how to cover the area, too. Some had both skills but were in a position that was quite different in its pace, and are ready for a career pivot. Once Melissa had gathered the resumes, identified possibilities that might not have occurred to a less trained eye (including the job seeker!), and confirmed interest and availability, she began forwarding resumes attached to her candid evaluations to the firm.

The client’s reaction was almost immediate, “Thank you specifically for all your help in uncovering so many different candidates and presenting them! This is not an easy role and you gave us a lot of different options that helped us clarify what the team wanted.”

Melissa persevered as the process continued and the needs of the client were refined. Three candidates ultimately emerged, and each, in the words of Melissa’s client, “brought something different to the table in terms of experience and expertise.”

As the preferred candidate accepted the position, Melissa was pleased to share the following email with her team at Abel Personnel, “You are amazing and did an amazing job for us! For sure, we will reach out if we have any other needs! Always a pleasure doing business with you!”

THE RESUME BLACKHOLE

• • • Alex : How goes the new job search?
    • Job Seeker : Submitted my resume on 43 job posting so far and nothing more than an automated, “thanks but no thanks.”
    • Job Seeker : You keep hearing how desperate companies are for new talent; well, you couldn’t prove it by me!
    • Alex : Maybe it’s your resume?
    • Job Seeker : Perhaps. I’ve done several revisions. Even took an online webinar on effective resumes, about highlighting skills, using active language, and focusing on accomplishments.
    • Alex : That could be the problem. The recruiter I know at Abel Personnel tells me that 97% of all resumes submitted are never seen by human eyes.
    • Job Seeker : For real? I knew a lot were being scanned by computers, but I never thought I’d have to guess on what keyword to use in order to be noticed.
    • Alex : Remember, a tight labor market doesn’t mean there aren’t a lot of people looking to move up to a better job. Just the opposite! And with it is so easy to confidently apply for jobs, it’s like trying to buy tickets online for the hottest concert of the summer.
    • Job Seeker : I could be doing all the right things with my resume and still be shut out by a computer that’s overloaded with applicants.
    • Alex : Welcome to the new normal. What you really need is to get your resume in front of the hiring manager, preferably with the recommendation of a trusted messenger who can differentiate you from the applicant who also used all the right keywords.
    • Job Seeker : Sounds like the human touch is now even more important in this era of big data.
    • Alex : That’s where the recruiter you connect with can really make a difference. Someone who has already built a business relationship with those hiring managers, whose recommendation is trusted over a computer algorithm.
    • Job Seeker : So, is that recruiter at Abel Personnel you know have those contacts in the IT field? Someone who understands my experience and career path?
    • Alex : Absolutely. Call Melissa at 717-761-8111 or email her at melissa@abelpersonnel.com

Wouldn’t we all want to receive an unexpected email like this one in our inbox?

“We have been working with Marion to fill a variety of positions at Dasher. It has been a pleasure working with her as she is responsive and has a great understanding of what Dasher needs. During an interview with a referral, the candidate spoke so highly of Marion and how she described Dasher’s mission. Marion is doing a great job and we just wanted to share. We are so thankful to have a partner who understands us so well and we look forward to continuing to work together.”

Dasher, Inc. has been a client of Abel Personnel for many years. When Crystal joined Dasher about two years ago as Chief Culture and Engagement Officer, her duties included filling administrative and call center positions. She quickly understood the basis for this long association. After a recent successful placement, Crystal summed up her assessment as “Abel understands Dasher.”

In recounting her experience with Abel, Crystal explained that this direct-hire was for a community healthcare worker who would interface with individuals on behalf of insurance companies, a service in which Dasher excels. This particular position required a certain sensitivity to be working directly with expecting and new moms with maternity and postpartum medical care reimbursement; an empathetic personality. This was very much an entry-level position, typical of one that Abel had filled for Dasher before Crystal came on board.

This hiring experience stood out for Crystal, prompting her to send this “Great Work!!!!” email to Deborah Abel, Abel Personnel’s President, in three aspects:

• • • Marion Adams, the Abel recruiter, paid close attention and was very responsive in her interactions with Crystal. Marion quickly grasped and understood what the position required from both past knowledge and the special needs that Crystal detailed.
    • The applicant had been well prepared by Marion for the meeting with Crystal. During the interview, the applicant displayed a sincere interest and an unusually deep understanding of Dasher’s unique mission and culture and was able to demonstrate to Crystal why this mission and culture were exactly what the interviewee was seeking.
    • If Crystal had seen the applicant’s resume online, her reaction might have been that a social work background made this applicant overqualified for this position, and would have not pursued this candidate. However, Marion was able to draw out the candidate’s employment goals and the values she was seeking in her next employer. Marion was then able to convince both the candidate and Crystal that this was a great fit for the position, the company, and the person.

Crystal’s interview with this applicant was all Crystal needed to be convinced she did not need to see more resumes and interview others. A non-traditional candidate for a non-traditional company.

FOUR-DAY WORKWEEK SURVEY

100 employees were surveyed to find out how they feel about a four-day workweek :-

• • • Popular choice: The four-day workweek was wildly popular with workers, with 92% wanting their employees to make the shift.
    • Mental Health: 79% of employees surveyed thought a 4-day workweek would improve their mental health.
    • Productivity: 3/4 of workers felt they could complete their work responsibilities in four days instead of five days.
    • Stress: 88% of workers surveyed said a four-day workweek would improve work-life balance.
    • What’s in it for the company?: 82% said it would make them more productive, and it would be the number one thing that would cause them to stay in the company longer.

JOB SEARCHING? ABEL YOU CAN HELP!

I attended Abel You because my resume wasn’t getting me any interviews! Melissa suggested I change a few key things. I ended up getting an interview shortly after I submitted my new resume to the hiring manager!

Wow! that is great. I could use some help with my job search, too. How do I attend?

Abel You webinars are available at no cost to you! So go and register today

• • • www.abelpersonnel.com
    • Harrisburg: 717-561-2222
    • Lemoyne: 717-761-8111

“I loved my job every day.”