You can use social media to showcase your personal brand, build your network, establish yourself as an expert in your field, and provide insight into your personality. These activities positively impact your job search.

Keep in mind that employers can view your social media activity, including the posts you share, Like, or comment on. Therefore, you want your information to be professional and appropriate for the workplace. These tips can help.

Implement these social media dos and don’ts to benefit your job search.

Be Respectful

Maintain respect when posting, sharing, liking, or commenting on content. Showing respect demonstrates your ability to control your actions.

For instance, use your best judgment as to whether your ideas could be viewed negatively. Also, consider whether you would shout into a crowd the words you typed. If you have any doubts, find a more appropriate way to share your thoughts.

Don’t Discuss Religion or Politics

Avoid using social media to share your opinions on controversial topics. Keeping your viewpoints private is especially important if you are applying for jobs that require the protection of data or client information or the need to provide advice on specific topics.

Expressing your opinions on debatable topics can give the impression that your advice might be biased. As a result, employers could be reluctant to interview you or offer you a job.

Do Have a LinkedIn Presence

Ensure your LinkedIn profile is updated and complete. Employers are likely to contact you for interviews when they see how you can benefit their companies.

For instance, ensure your headshot is recent, your job title is current, and your skills and experience relate to your desired job. Also, share your projects and accomplishments that are relevant to your job search. Additionally, double-check your grammar, spelling, and punctuation for accuracy.

Don’t Overshare Personal Information

Avoid sharing personal details that might be better kept to yourself. Having an employer see something that does not appeal to them can impact their decision to interview or hire you.

Before posting about a personal experience, consider what a potential employer might think. Then, proceed accordingly.

Do Discuss Industry-Related Topics

Provide your perspectives on industry-specific conversations. For instance, you can share relevant content, respond to current news, and connect with other professionals in your field to elevate your brand.

Participation in industry-related conversations shows you are a thought leader in your field. Demonstration of your knowledge and ideas encourages employers to contact you for interviews and offer you jobs.

Don’t Be Negative About Current or Former Employers

Avoid sharing information about your current or previous employers that could harm their reputation. Providing negative information about your experience working for a company does not demonstrate the professionalism that employers look for. As a result, you might not be contacted for interviews or receive job offers.

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Strong work-life balance increases employee engagement, productivity, performance, and job satisfaction. These factors elevate employee attraction and retention rates.

As employees continue to leave their employers for new opportunities, you can emphasize Colorado’s beauty and lifestyle options to capitalize on this movement. You also can use these elements as reasons to remain with your company long-term.

Implement these tips to emphasize Colorado’s natural beauty and active lifestyles to attract and retain talent.

Offer Flexibility to Engage in the Community

Let your employees work remotely or hybrid and have flexible schedules. This flexibility results in little to no stressful commuting, fewer employee distractions, greater autonomy, and increased productivity.

The work-life balance that comes with increased flexibility lets your employees engage with the unique culture and community in Colorado. The outdoor, seasonal, and cultural activities provide endless opportunities to fill any interest.

Provide Wellness Options to Support Active Lifestyles

Prioritize employee physical and mental wellness through your company’s policies and protocols. For instance, offer quality health insurance with tiers and options to fit employees’ needs. Also, provide a reasonable number of paid sick days so your employees can stay home and avoid spreading germs when ill.  Additionally, provide a reasonable amount of paid time off to focus on mental health and avoid burnout.

Employee wellness includes work-life balance. Your employees can enjoy the local art galleries, performance venues, and restaurants during their off hours.

Encourage Vacation Time to Participate in Community Activities

Remind your employees to use all of their vacation time throughout the year. You can model this behavior by using up your own vacation time and talking about the places you go to relax and refresh.

For instance, you or your employees might take in a play, engage in an outdoor festival, or enjoy a day at a local spa. Or, you or your employees could go snowboarding, indulge in craft beers, or take in a professional football, baseball, basketball, hockey, or soccer game.

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Following a guide can help you navigate your job search. Partnering with a local staffing agency that specializes in your chosen industry also can be beneficial.

Implement these essential tips for a successful search as a new job candidate.

Determine the Job You Want

Consider the industry and type of work you desire. Include the salary range, benefits, perks, company culture, geographic location, and other relevant details. Having specific criteria lets you narrow your job search.

Research Companies

Learn all you can about what working for different companies is like. For instance, create a list of targeted employers. Then, visit each employer’s careers page and social media pages to learn about the company’s day-to-day operations.

Look for employee pictures, videos, stories, and testimonials to learn about the culture. Also, uncover job openings that interest you.

Set Up Informational Interviews

Use LinkedIn to connect with employees in relevant jobs at the companies you want to work for. Then, schedule informational interviews to learn more about each job and organization:

• Ask what the employee likes most and least about working for the company and what the opportunities for advancement are like.
• Find out how well the employee gets along with their manager.
• Ask what the referral process is like and whether the employee would refer you.
• Find out how you can learn about job openings and whether you are a good fit

Tailor Your Resume

Customize your resume for each job you want. Show how your qualifications make you a good fit for the role. Encourage the hiring manager to contact you for an interview.

Include your contact information and relevant knowledge, skills, experience, awards, and quantifiable achievements. Also, use keywords from the job description to help your resume get past an applicant tracking system (ATS) and to the hiring manager.

Search for Jobs

Use company websites and job boards to find jobs that fit your criteria:

• Set your search parameters.
• Carefully read the job descriptions.
• Apply for the jobs you feel most qualified for.
• Set up job alerts.
• Maintain a record of the jobs you applied for.

Practice Interviewing

Gather a range of questions you may be asked during an interview. Then, practice giving clear, concise answers.

Include stories and quantifiable achievements to demonstrate how you provided value for an employer and can do the same for your next employer. Show why you are the best candidate and should be offered the job.

Negotiate a Job Offer

Make sure any job offers fit your goals, needs, and interests. Keep in mind that salary and other considerations typically can be negotiated. If not, you may be able to secure a bonus, additional paid time off, or another form of compensation to increase your overall earnings.

Partner with a Staffing Agency

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The post Job Search 101: Essential Tips for New Job Candidates appeared first on Job Store Staffing.

Addressing underperforming employees helps uncover the reasons why they are not producing at the level they should be. Creating a plan for improvement and following up on their progress can help these employees become successful in their roles.

Implement these strategies to address underperforming employees.

Talk with the Underperforming Employee

Privately speak with your employee about the signs of their underperformance. Examples include being absent during meetings, turning in reports late, and completing fewer tasks than usual. Show that you care about your employee’s success and want to help them improve.

Discuss the Reasons for Underperformance

Find out why your employee is underperforming. Perhaps they need help managing their time to complete tasks before the deadlines. Or, the employee may be dealing with a personal matter that is impacting their ability to focus at work. Offer support as needed.

Develop a Performance Improvement Plan

Work with your employee to create specific, measurable, attainable, relevant, time-bound (SMART) goals for improvement. This format clarifies what to work toward, the steps to take, when to achieve it, and how success will be measured. Provide the necessary training and support to help your employee reach these goals.

Schedule Follow-Up Discussions

Set daily, weekly, or monthly meetings to follow up on your employee’s progress. Use their SMART goals to talk about how your employee feels about their performance and whether they need additional training or support. Include constructive feedback to provide additional motivation for success.

Reward Improvement

Recognize when your employee shows signs of improvement in their performance. Provide your employee with their favorite snack or another reward they would appreciate as motivation to continue.

Document Your Conversations

Keep detailed records of what you and your employee talk about during these performance discussions. You can refer back to this information to verify your recollections, look for patterns, and develop topics to talk about during the next meeting. These details help determine whether your employee improves their performance or you need to take additional action.

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Using emotional intelligence is essential for success in customer service positions. This skill helps you recognize and respond to your needs and each customer’s needs.

Emotional intelligence is required for effective problem-solving. Customers want to feel heard and valued as you resolve their issues.

Filling customers’ needs helps build productive relationships. These relationships support repeat business, customer loyalty, and referrals.

Learn about the importance of emotional intelligence in customer service positions.

Maintaining a Positive Work Environment

Using emotional intelligence helps you remain calm and professional as you talk with customers. Your ability to manage stress helps maintain a positive work environment.

Understanding Your Customers

Customer service involves understanding customers and their emotional state. How you interact with a customer impacts their perception of your service, response to your messages, and loyalty to your company.

You can use emotional intelligence to do the following:

• Empathize with customers
• Show care and concern
• Clearly communicate
• Be respectful
• Understand the problem
• Implement a solution
• Meet customer expectations

Elevating Customer Satisfaction

Using emotional intelligence to provide excellent service helps customers feel heard and appreciated. Anticipating and responding to customer needs supports memorable connections. These connections contribute to positive reviews, customer loyalty, and referrals.

Improving Customer Service

You can improve your emotional intelligence for better customer service with these tips:

• Actively listen to customers
• Ask follow-up questions to gather more information
• Restate what you hear to check your understanding
• Consider customers’ perspectives and needs
• Be compassionate
• Express sincerity and interest in helping the customer
• Adapt your communication style and tone to the customer and situation
• Use humor or apology when appropriate
• Monitor your emotions
• Focus on how your emotions impact your performance
• Use deep breathing exercises, positive affirmations, or other stress management techniques
• Express your emotions in an appropriate manner
• Request constructive feedback from your supervisor
• Learn from your experiences

Are You Looking for a Customer Service Position?

Work with Job Store Staffing to find a customer service position in Colorado that fits your goals, skills, and interests. Visit our job board today.

The post The Role of Emotional Intelligence in Customer Service Positions appeared first on Job Store Staffing.

AI uses data to make decisions and learn from user interactions. This process lets the technologies continuously improve as they perform complex tasks.

Because of its effectiveness, AI continues to impact candidate screening and sourcing. The following are some ways that hiring managers use these technologies to simplify tasks and save time and money while finding top talent.

Discover how AI is impacting candidate screening and sourcing.

Candidate Sourcing

AI-based sourcing solutions help hiring managers quickly locate and connect with top candidates. These solutions use algorithms and machine learning to search internal databases, social media platforms, and job boards to uncover the most qualified candidates for a position. The technologies also provide data-driven insights and recommendations so managers can make informed decisions.

Some AI-based sourcing solutions let hiring managers connect with candidates in real time. Other solutions have a chatbot that interacts with candidates to determine which position best fits them and how to apply. The range of benefits increases efficiency and accuracy in candidate sourcing.

Candidate Screening

AI-based screening solutions quickly extract relevant information from resumes to determine which candidates qualify for a role. Hiring managers use this information to determine which candidates to contact for interviews.

Some AI-based screening solutions parse behavioral evaluations to determine how well a candidate’s personality or behavior patterns would fit with a position. Hiring managers use this insight to determine which candidates have the greatest potential to succeed in a role. The findings impact which candidates receive job offers.

Candidate Assessment

AI-based assessment solutions use gamification, skills testing, and behavioral assessments to efficiently measure candidate competency and personality traits. AI algorithms analyze the data generated by these comprehensive assessments to provide an in-depth report on a candidate’s strengths, weaknesses, personality traits, social skills, and cultural fit.

Candidate Interviews

AI-based interview solutions use text-based interactions and video calls to conduct pre-screening interviews. Machine learning algorithms analyze these recorded conversations to determine which candidates should move to the next round of interviews.

These AI-based interview solutions use voice and facial expression analysis to determine a candidate’s tone, demeanor, and emotional state. The solutions also provide information about how long the candidate took to answer each question, their level of engagement throughout the interview, and other details about the candidate’s performance. These insights are combined with the candidate’s answers to provide a comprehensive picture of their personality and fit with the position.

Do You Need Help with Candidate Sourcing and Screening?

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The post How Is AI Impacting Candidate Screening and Sourcing? appeared first on Job Store Staffing.

Partnering with a recruiter can provide you with access to unadvertised positions, insight into what the hiring manager is looking for, and coaching throughout the hiring process. This partnership also provides advocacy and negotiation on your behalf for any job offers you may receive.

Follow these guidelines for your ultimate guide to working with a recruiter.

Prepare to Meet with a Recruiter

Get ready to meet with a recruiter as you would for a job interview. For instance, consider your career goals and the types of roles you desire. Also, think about the salary range, benefits, and perks you want. Additionally, focus on how your knowledge, skills, experience, and accomplishments qualify you for the positions that interest you. Plus, update your education, skills, work experience, accomplishments, and awards so they relate to the roles you want.

When you reach out to Job Store Staffing, expect a recruiter to respond to your resume or online application within 24 hours. The recruiter will contact you by phone, email, text, or a combination of these methods. Responding as quickly as possible helps the recruiter set up a time to meet with you.

Practice Answering Career-Related Questions

Develop concise answers to questions the recruiter may ask about your career goals. For instance, focus on your preferred company culture, work environment, and type of role. Also, determine the job title, tasks, and geographic location you prefer.

When you meet with a recruiter from Job Store Staffing, they will want to know the type of work you are looking for, the location you prefer, and your salary expectations. The recruiter also will ask questions about your resume and discuss the basics of the position you applied for.

If the recruiter feels you are a good match and you have time, they will conduct an on-the-spot interview. Otherwise, the recruiter will schedule an interview for a later time.

Openly Communicate

Be honest and transparent throughout every step of working with the recruiter. Open communication helps the recruiter effectively represent you to employers.

For instance, talk about any resume gaps and what you did during your time away from the workforce.

Also, be specific about what you want in a role, such as hybrid work arrangements and a flexible schedule. Additionally, let the recruiter know whether a role is not right for you so they can focus on more relevant positions.

Consider Potential Job Offers

The recruiter will negotiate any job offers on your behalf. Ensure you go over every part of an offer to ensure it is right for you. Let the recruiter know if you would like something changed. They can talk with the employer and renegotiate an offer that fits your needs and interests.

If you work with a recruiter from Job Store Staffing and are hired for a job, the recruiter will send you the onboarding documents. In many cases, you may begin working within 1-2 days.

Start Working with a Recruiter

Begin working with a recruiter from Job Store Staffing to find your next job in Colorado. Visit our job board today.

The post Your Ultimate Guide to Working with a Recruiter appeared first on Job Store Staffing.

Although you want to encourage your team to perform their best, you also want to avoid pushing your employees too hard. Otherwise, your team likely will become demotivated, disengaged, and burnt out.

Look for these five signs you are pushing your employees too hard and what you can do to improve.

1. Substantial Absenteeism

If your employees regularly call in sick or do not show up for work, it may be because you are pushing them too hard. Continuous exposure to high amounts of stress impacts employees’ physical and mental health. This exposure can lead to anxiety, depression, and burnout.

As a result, you should encourage your employees to take regular breaks and an hour for lunch each day. They might go for a walk, meditate, listen to music, read a book, or talk with colleagues and coworkers who are on break.

2. Consistent Tardiness

If an employee regularly shows up late for work, it may be because you are pushing them too hard. Since an overworked employee likely will resent going to work, they might struggle to show up on time.

As a result, you should privately talk with an employee who consistently arrives at the office late. Determining the underlying issue helps you implement a solution.

3. Long Workdays

If your employees regularly work long hours, it may be because you are pushing them too hard. Employees who feel the need to come in early, stay late, and/or work over the weekend likely will become tired, frustrated, and stressed out. The result can be disengagement, reduced productivity, and burnout.

Therefore, you should consider whether you have realistic expectations for your employees and provide the necessary resources and support to reach their goals. Also, think about whether you provide adequate autonomy for your employees to make decisions and complete their work. If any issues come to mind, develop ways to resolve them.

4. Lack of Camaraderie

If your employees do not feel a sense of community at work, it may be because you are pushing them too hard. Your employees need a feeling of connection to remain motivated during the workday. Otherwise, the result likely will be decreased employee engagement, performance, and productivity. This can lower job satisfaction, employee morale, and retention rates.

Therefore, you should talk with your employees about how connected they feel to you, each other, and your organization. Then, implement ways to resolve the underlying issues.

5. Significant Turnover

If your employees are leaving the company in droves, it may be because you are pushing them too hard. This may be especially true if your employees give little or no notice that they are taking jobs with other companies.

As a result, you should privately talk with your employees about their reasons for leaving. Encourage your employees to be candid in their responses. Ask what you can do to improve so that future employees stay long-term.

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Knowing the key things to consider before saying yes to job offers helps you make informed decisions. The more factors you pay attention to, the more information you have to make the right choice for you.

Consider these key things before saying yes to job offers.

Compensation

Determine whether the salary is competitive and fits your needs. You must be able to comfortably support your lifestyle and financial goals. Remember that you may be able to negotiate a higher salary based on your knowledge, skills, experience, and the market.

Benefits  

Your benefits package provides additional value to your job offer. Common benefits include health insurance, a retirement plan with a company match, and paid time off. Keep in mind that you may be able to negotiate additional benefits to customize the job offer to fit your lifestyle and goals.

Company Culture

Consider whether the company’s mission, vision, and values and how they are carried out align with your own values and beliefs. Working for an organization that matches your personal style and preferences increases job satisfaction and longevity with the company.

Duties and Responsibilities

Determine whether the job duties and responsibilities would keep you engaged while reaching expectations. Because you spend a significant amount of time working each week, you want tasks and projects that hold your interest long-term.

Work Hours

There may be advantages to how long your workday is. For instance, being offered a salaried position with a shorter workweek increases your hourly compensation. As a result, you would have additional time for personal responsibilities and interests.

Conversely, being offered an hourly position with longer hours increases your weekly compensation. As a result, you should be able to support your lifestyle and reach your financial goals.

Commute

Whether you would commute to work every day and how far you would travel impact whether you should accept a job offer. For instance, you may have a short commute that lets you walk or bike to the office. Or, you might have a long commute that provides time to listen to a podcast or read a book while using public transit. Or, you could have remote or hybrid work arrangements that let you skip the commute at least once a week.

Career Advancement

Focus on whether the role would be a step up from the one you currently have. Also, pay attention to whether the new company offers opportunities for professional development. Adding to your knowledge and skill set prepares you for internal and external career advancement opportunities.

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Like the generations before them, Gen Z looks for specific characteristics when deciding which jobs and employers interest them the most. Offering what these job seekers are looking for helps your organization attract and retain them.

Implement these tips to offer what Gen Z is looking for in the workplace.

Provide Values-Based Career Paths

According to The Deloitte Global 2021 Millennial and Gen Z Survey, 49% of respondents said they made employer and career path choices based on a company’s values and ethics. Because Gen Z faces substantial environmental, social, and economic crises, these employees want to work for organizations that make a positive environmental or societal impact.

As a result, your company should support environmental, social, or economic issues that align with your current and potential employees’ values and ethics. This support may take the form of employee support groups (ESGs), engagement in community activities, or offering volunteer time off (VTO). Taking these actions helps attract and retain Gen Z employees.

Offer Flexible Work Arrangements

According to the Deloitte study, Gen Z would prefer to spend more time working in an office setting than working remotely. One of the main reasons is that they had to virtually attend their final college semesters and first days in the workforce.

However, Gen Z prefers to have the ability to work where and when they want. Having remote work options and a flexible schedule provides time to pursue professional and personal fulfillment on their own terms. Popular interests include working from other offices, working from a location an employee wants to live in, or pursuing a graduate degree part-time.

Therefore, your company should prioritize flexibility and adaptability among its workforce. Providing flexibility increases employee engagement, performance, and productivity. It also elevates job satisfaction, employee morale, and retention rates.

Provide Attractive Benefits and Perks

Gen Z prefers benefits and perks that cover the basics, such as health insurance and paid time off. However, these employees also want support for their lifestyle choices.

For instance, because many of these employees have substantial college loans to repay, they may not prioritize saving for retirement. As a result, Gen Z might desire assistance with paying off their student loans. Or, they could want financial planners to help consolidate their loans and show them how to save for emergencies.

Gen Z may desire lifestyle benefits that support physical and mental health. Examples include gym memberships, yoga sessions, and access to meditation apps.

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