With Memorial Day comes the unofficial beginning of summer;  time to break out the BBQ, beach towels and white pants and to slow down. Well, that’s all fine and well for the weekends or vacation, but it's not great for keeping your team up and running. Even if your business slows some in the summer months, it can be a challenge to keep employees running at speed. 

While you can’t ignore the fact that the season has an effect on productivity, here are some ideas to keep thing running well.  

Prepare for the Inevitable. 45% of Americans take their vacations in the summer. With that many people cycling in and out, employers need to plan ahead. Encourage managers and directors to set the vacation calendar for their teams long before the days start getting longer, that way they can be certain to account for any overlaps, or potential interference with critical deadlines.

It's also important to be certain to create an environment that encourages employees to take those vacation days. All too often employees are too stressed, or too worried about what they might find waiting for them at the office when they return, and so we wind up with only 25% of Americans actually taking the days they are entitled to.

If you want employees who are engaged and focused, foster an atmosphere that supports well-deserved time away.

Work On Your Flexibility.  If you haven’t already, consider how to make work hours more accommodating during the summer. While not every company is in the position to offer a four day work week every other week from June through August, perhaps a 10/4 solution would be a better fit: employees work 10 hours a day for 4 days a week. However you manage it, providing some flexibility during the warm days will help cut down on “sick days” (don’t they always seem to happen on a Friday or a Monday?) and slowed productivity. Another way to approach it is to offer remote hours. Let Fridays be an optional telecommuting day -- just make certain you have the right technology in place to both ensure employees can be productive, and that all their work remains secure.

Consider Climate Control. The only thing worse than being stuck in a sweltering hot office on a long summer’s day, is being stuck in one that’s chilled to sub-arctic temperatures. And while the HVAC system for many buildings is centrally controlled, provide what fixes you can for your employees. If the central air is too cold and maintenance won’t heed your calls to turn it down some, give out sweatshirts with the company logo. Too hot? Bring in some auxiliary cooling units. Then too is the problem that what’s too cold for some is just right for others. You may not be able to create the perfect climate for everyone. But at the very least, polling your employees on their comfort level, shows that you care, and that goes a long way to mitigating their woes.

Take It Outside. If your location allows, arrange for lunch to be eaten outside. Schedule a weekly visit to the park, put out a picnic table under the tree, get some tables with umbrellas for the courtyard.

If your weekly staff meeting doesn’t demand the use of too much tech, find a spot outside where everyone can gather and do your weekly there. While getting work done is key, allowing some fresh air into a weekly meeting can help loosen up some new ideas.

Finding ways to encourage employees to get outside in the middle of the day not only helps to keep them focused and productive when they are in the office, it can also serve to increase the flow of ideas. Fresh air feeds both your employees and the company.

Call In The Caterers. Large companies cater lunch on a fairly regular basis for the simple reason that it keeps their workforce focused and productive. And while that may be beyond the means for smaller businesses, you can certainly do this on a smaller scale. Buy the team lunch one Friday a month, stock the break-room with cool drinks, keep the freezer stocked with ice cream or ice-pops. Arrange a Food Truck Friday either with a number of local food trucks, or a rotating calendar or favorites. Set up a sno-cone machine and keep a steady supply of ice. Consider what would appeal to your employees and treat them -- they’ll show their appreciation through the quality of their work.

Bring the Outdoors In. This is the perfect time of year to make some alterations to the physical plan. If you are overdue to rearrange the work space lay out, get it done now. New paint, new art, more plants and or flowers all go a long way to breathing new life into the office. Think of the office as you do your home, and lighten things up a bit.

Create New Challenges. Even if your business is one that slows in the summer, create new sales challenges or productivity contests. Just as you provide training and professional development throughout the year, take this time to encourage friendly competition. You can even throw in a physical challenge: The team member who can make the most calls AND log in the most miles on their bike wins! (Just make sure the quality of the prize reflects the level of engagement you’re looking for).

Rally the Team. There are countless ways to build team cohesion, but why not take advantage of the warm weather?  Everything from creating a softball team to compete in a local league, to sponsoring a company wide volunteer opportunity serves to not only break up the day, but help define who you are as a company. Host a company picnic, provide transportation to a local beach, amusement park or river rafting trip. Take advantage of all your area has to offer, in so doing, give your employees a shared experience that builds both trust and cohesion.

Summer may challenge your employees focus and enthusiasm, but by making some easy changes to routine and the physical plant, you can help them keep their eye on the ball.

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5 REASONS YOU SHOULD INVEST IN EMPLOYEE DEVELOPMENT

It’s an exciting and dynamic time in the cyber-security job market. Demand for security talent is outstripping demand at all levels from CISOs to first-level security support roles. This is a field offering salaries that are typically 9% higher than other tech roles, and more than that, it offers outstanding job security.

As long as there are bad actors out there who are looking to disrupt systems and steal information, there will be work for a large field of good guys determined to protect corporate and consumer data.

The Definition of a Growth Industry.

According to an article in Forbes, the security market, currently valued at around $75 Billion is expected to grow to $170 Billion by 2020. This translates to job growth a rate of 18%, (much faster than the average). When labor markets get this tight, employers of all types have to scramble, improvise and adapt.  This means that companies, institutions, government agencies, vendors and service providers have to invest in recruiting and retaining skilled security professionals, as well as dedicate more resources to training both current employees, and new hires from related fields.  

For candidates, this means more opportunity to work on technology and projects they have not previously been exposed to, increased security-focused responsibilities and larger budgets for vendor training, industry certifications and degree programs. It also means being afforded the time to attend these trainings.  

This environment of scarcity of skilled talent and increased resources means that entry into a security-focused role from another adjacent technology domain is easier than ever. Current employees will “get their shot” at responsibilities or positions they may not be 100% ready for (that word “qualified” is loaded, isn’t it!?).  And external candidates may also get hired despite having steeper learning curves in a particular industry or field.

The Burning Glass Report from 2015 identified that four years of experience is required for two-thirds of cybersecurity job postings. In their survey,  83% of survey respondents had four or more years of experience, as illustrated below in Figure 6.

“It is also interesting to note, however, that the majority (60%) of our respondents has 10 years or less of experience, an indication that new talent continues to be attracted to the field. Both government and private industries are contributing to building the future workforce with awareness campaigns on the careers available and skills needed, as well as scholarships and opportunities to test for aptitude.”

If you’re already in tech, but not at a company that’s willing to invest in your transition to security, begin working on certifications on your own. Then, when you’re ready to look for a new position, you’ll be all the more appealing to potential employers. But remember, the smart companies are the ones who are looking for candidates with adjacent qualifications, they know the market is too tight to go shopping for perfection.

If you think you’re ready to make the transition into cyber-security, contact our recruiters to discuss your potential move into this secure, exciting and well-paying field.

AV Integration, the seamless control of leading-edge technologies through a single interface, is helping to reinvent workplace communications. And it’s one of the fastest-growing industries within the IT space.

According to InfoComm's 2014 Market Definition and Strategy Guide, the AV industry is projected to be a $119 billion global industry by the end of 2016. Established industry leaders are growing at a brisk pace even as more companies are expanding on their traditional offerings of telephone, cabling, alarm systems, and security to enter the sector.  Job opportunities are plentiful, salaries are competitive and firms are willing to compromise on requirements.

So, given all these positives, why is the industry experiencing a recruitment issue?

Well, it could be because AV is not traditionally thought of as “cool” or cutting edge as traditional IT spaces. It might even evoke thoughts of that guy in High School - the one with the oversized key chain hanging from his belt loop who was always pushing the AV cart through the hallways, the weight of his responsibilities nearly as heavy as his key fob.

It could also be because not enough people know that AV has matured into a bonafide IT sector.

Let’s run through a list of reasons why you should be looking into AV Integration:

Chance For Growth

Industry leaders in the integration field are eager to hire people early in their careers for a number of reasons, even as they know their ideal employees are not coming out of school pre-built for the industry. Companies understand that they have to invest in and be dedicated to training and development. What this means for you is the on-going expansion of your skill set, certifications and knowledge base. And while this makes for a satisfying experience at work, what it also does is make you a more valuable candidate further down the road.

It’s Really Cool

While traditional IT spaces, such as development and cybersecurity get more heat and are thought of as more ‘sexy”, what they don’t offer is the opportunity to build large integrated systems. Unifying video, media, communications, data, cloud, and security present exciting challenges, and as the capacity of these related fields grows, so too do the opportunities for expansion. Think of AV as the marriage between media and communications, the possibilities are endless.

Custom Work

While the rest of the IT sector is mainly focused on scalable, repeatable solutions, AV Integration takes a more custom approach. The collaboration solutions and services created for clients are unique and specialized. Like a fine craftsman, projects afford you the opportunity to learn with every build, keeping the work ever-changing and challenging.

Old Dogs, New Tricks

Due to the fact that AV Integration is currently being taught in only a handful of 4-year and 2-year college programs, companies have been relying heavily on re-training. We are seeing several of our clients in this space hiring programmers and then training them up in AV. What this means for the company is they get the benefit of an experienced worker, while the employees are benefiting from quality training and new challenges. And because of the current recruiting challenges, there is ample opportunity to move between companies.

New Initiatives, Internship Opportunities, and Certifications on the Rise

This is an industry dedicated to growth. Some, companies, such as Advanced Technologies are partnering with Universities in their area to create internship opportunities and training programs. And these are not limited to engineering and technical positions only, sales, design and finance internships are available as well.

And then there are initiatives such as The Ignite Program by NSCA, a program dedicated to making students aware of both the field of AV and the opportunities available to them in the industry.

The next several years will see an increase in certification programs from both 2-year schools, such as the Electronic Systems Technician (EST) certification from NSC, A and an increasing number of certs from InfoComm. Additionally, if the industry has its way, we’ll begin to see more 4-year schools offering coursework geared toward professions in the AV space.

While some may view AV Integration as something of a vo-tech industry, the well- trained young employee has the opportunity to get right into a high paying job, build their skills for a long and diverse career, and make enough money early enough in their career to pay off those loans.

We here at J. Patrick & Associates place individuals in positions all over the country. We’ve realized a growing trend in relocation rates, an increasing amount of individuals that we work with are more willing to relocate. According to a study conducted by Challenger, Gray & Christmas, the 2014 relocation rate was at its highest since 2009. Before the recession, candidates were largely unwilling or unable to relocate for a job. With the changing dynamics in the job market, it is increasingly common for employers to consider hiring employees that require relocation and for candidates to do so.

So, what’s driving job candidates’ willingness to take positions in other cities?  

It’s A Renter’s World

Fewer people are in the market to buy homes now than ever before. This is attributable to several factors; the high level of student debt, the 2007-2008 financial crisis, and the fact that extended families are more widely dispersed than ever before.  Certainly making a cross-country move requires an investment of your time, energy and faith, but since renting reduces the financial risk, it allows for more flexibility should a move prove to be disappointing.

All of these factors are contributing to candidates increased flexibility in terms of where they live and for how long.

Up and Down the Ladder

In our recruiting practice, we’ve observed that the trend in relocation rates is affecting all levels, from managers to senior executives. In a tightening talent market, hiring firms have to get more creative and flexible as to how and where they source their candidate pool. This can mean changing your requirements if you insist on strictly local candidates, or looking outside your region to get the best available player among those motivated to move to your location. 

An average of 15 percent of job-seeking managers and executives moved for new positions over the last two quarters of 2013. Top-level executives are realizing that relocation can boost their career progression. The opportunities that come with the big move are endless, from increased salary and improved lifestyle to the opportunity to reinvent themselves in a new market. Ultimately, relocation provides top-level executives the chance to reinvigorate their CVs, and provide them with fresh challenges.  

Follow the Jobs: The Wave of the Future

Industry-specific job opportunities have also shifted candidates’ perspectives on relocation. In today’s job market, the perfect job opportunity very well may be in another city. It’s no longer just New York or San Francisco, the tech industry is increasingly decentralized from the West Coast, and opportunities are abundant in new markets,  such as in Austin, Texas and Boulder, Colorado. The fact that these newer markets may also offer a lower cost of living helps to boost their appeal.

Job candidates, especially Millennials, understand that they are likely to work in several different sectors over the course of their career. Flexibility on location increases the chance of being able to follow interesting and challenging opportunities. And as we know, keeping your career on track and fresh, increases your personal satisfaction.  

Both international and domestic relocation rates have been on the rise, and in the present climate, they show no evidence  of slowing.  If the opportunity to relocate presents itself, keep your mind and your options open!

Looking for a new job or to relocate? Give one of our recruiters a call!

J. Patrick & Associates, Inc is an Executive Recruiting firm that focuses on Executive Management, Sales, Marketing and Technical roles within Information Technology markets. We have over 20 years of experience recruiting in every aspect of AV/VTC/UC, Application, Storage, Information/Network Security, Mobile Technologies, and Telecommunications.

The purpose of an exit interview, according to Alexandra Levit, author of Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success. is “to get the departing employee to divulge why they are leaving and how they feel about their experience with the company.”   

Exit interviews are valuable to both employers and employees, whether it be via an automated phone call, website or a good old-fashioned sit-down meeting. These interviews provide employees with the opportunity to air out all of their grievances and positive experiences at your company. But what should be asked during an exit interview?

Check these 5 questions that are crucial for your company to conduct insightful exit interviews.

Why are you leaving?

This is the most obvious, but important question to ask employees that have handed in their resignations. It allows you to determine if a single event triggered their departure, such as a falling out with a co-worker or manager. Or perhaps the position of the ex-employees lacked key aspects, which should be resolved before hiring a replacement.  Either way, this question is crucial to receive feedback from an ex-employee.

How did the position match your expectations?

A key determinant to understanding your employee’s departure is to determine if the position met their expectations. You want to know if, in practice, the position was what was presented in the job description. Or perhaps the ex-employee felt that there was no correlation between their position and the company’s strategy. Brilliant Ink reported that clear communication about the line between the company’s strategy and the daily work of employees led to increased employee engagement.   

Did you have the tools and resources needed to effectively do your job?

If employees aren’t set up for success, from the beginning, they won’t be engaged, and so will begin looking for challenges elsewhere. Identifying what you are doing well, and how you can improve employee support will help you identify what areas you need to strengthen.

What was your relationship like with your manager?

According to BambooHR, issues with a manager is one of the top five reasons why employees resign. As important as it is to find an employee that matches the company culture, it is crucial to ensure that the managers are able to interact effectively with all employees. Although you cannot force everyone to mesh well, you can provide support where needed to assure a stable work environment.

What did you like most about your job?

Although the exit interview is a chance to receive constructive criticism from your departing employee, you also want to highlight any positives from their experience at your company. Along with learning areas of improvement, you will be able to learn what aspects of the job you should maintain for future employees.

Exit interviews may seem like a waste of time and money, but if conducted in an efficient manner your company will gain insight into what can be improved in the future.

The job interview is one of the most important, and nerve-wracking, components of the job search process, and it needs preparation beforehand. You know all of the interview prep basics -- from developing questions to ask your interviewer, to bringing multiple copies of your resume. But are you forgetting basics that are invaluable to your interview prep?

6 Ways that you might be sabotaging your interview

Being Late for an Interview

It is the day of your interview and you have the directions ready to go, but your car breaks down or your bus is late. What do you do? Although arriving late for an interview may not always be your fault, it can still make a bad impression. If you’re stuck in traffic, your train is delayed, or there’s the slightest chance that you won’t make it on time, always call ahead, your interviewer will appreciate not being left in the dark.

Remember, a good rule of thumb is to arrive 10-15 minutes early to an interview to have time to relax and compose yourself beforehand. But most importantly give yourself enough time for your commute, you never know what bumps in the road you may face!

Dressing Inappropriately

We all know the old saying “dress to impress,” but are you dressing too impressive for the position you’re interviewing for? It is important to research the company’s dress code policy, whether it be through web forums, your LinkedIn connections or asking your recruiter if you’re working with one. Dress codes vary immensely from company to company, even within the same sector, doing as much research as possible will help prove that you’re a good cultural fit.

Not Researching the Company/Position

For many candidates, this may be a given, but there are some who do not conduct research on the company that they’re interviewing for. This could be a disastrous omission. It’s important to be prepared for questions about the company such as “what do you know about our company”, and/or “how do you think this position will aid in your career development?” It’s very easy to find information on almost any company these days, whether it be on the company website or through your recruiter. You don’t have to know all the company history per se, but it is important to understand their mission statement and know their current financial standing.

Bad Mouthing a Previous Employer

Would you trust the opinion of someone who can’t stop badmouthing their last job or employer? If your answer is no, then don’t do it at your interviews! Even when you’re asked the reason for leaving your previous position or to provide an example of a time you showed leadership at work, avoid speaking negatively about your previous employer. These negative comments will reflect badly on you, even if the employer was at fault. Be creative with your answers and put a positive spin on your current or previous work situation.

Not Knowing When to Stop Talking or Not Talking Enough

Whether you are a nervous rambler or your nervousness makes you go silent, know how to balance both. It is important to keep your interviewer engaged, just as it is important to engage in active listening to understand the questions asked by the interviewer. You do not want to seem as if you’re rambling, but you also do not want moments of dead silence to permeate the interview. Whether you’re a nervous talker or not, remember to relax and rock your interview!

Knowing the Right Questions to Engage Your Interviewer

As important as it is to understand the hiring process or to understand the roles of the position, it is crucial to get to know your interviewer. Yes, the interviewer will ultimately be the deciding factor of whether or not you’ll proceed onto the next step of the hiring process, but you need to remember that she is also attempting to determine if you would be a cultural fit. So, engaging in friendly conversation and learning about the interviewer’s current position will help to put you both at ease.

But, remember that this is a professional meeting and not a coffee date!

As simple as they may sound, these interview mistakes are committed very often. So, next time you land an interview, keep these basics in mind.

The Pros and Cons of Accepting a Counter Offer

You’ve just gotten an offer for a new job. Congratulations!

Now comes the hard part; telling your present boss you’re resigning. There’s every possibility you might receive a hearty handshake and their very best wishes for your future. But there’s every other possibility that they meet your news with a counter-offer; a pay raise, a promotion, added vacation time or any other incentive they can offer. After all, nothing adds value like a little competition.

And the question you now have to face is whether you should take the counter-offer or stick to plan and leave for the new position. Well, if you ask most career experts they’ll tell you to turn it down on the spot and get on to the next position.

If this sounds counter-intuitive let’s break it down into PRO’s vs CON’s to understand why this is the prevailing wisdom.

The Pros of Accepting the Counteroffer

1. There’s nothing like feeling wanted. 

Let’s be honest, who doesn’t want to be the one to break-up and have the other party at least make a pitch for staying? At least in the short term, you’ll feel very wanted.

2. The in-house promotion offers you a better title.

A larger leap ahead puts you in line for C-level that much sooner.

3. You can stay where you are with some of the benefits you would have gotten from the new position. 

You don’t have to worry about the new commute, new relationships or figuring out the workings of a new office.

The Cons of Accepting the Counteroffer

1. It took your employer too much time to recognize the value you bring.

While no position is perfect, an employee who feels valued, who is a good match with the culture and who is energized by the company they represent is less likely to explore other opportunities in the first place. Chances are, you wouldn’t have taken an interview if you were satisfied with your present position. Would a raise in pay or a new title really address your issues?

2. What you have to remember is this is a tactic to keep you on-board. 

Your present employer has invested time and money in you already; they want to get the maximum gain for that investment, and keeping you on is in the best interest of their bottom-line. A counter-offer might even simply be a knee-jerk reaction or an attempt to simply buy time until they can find an acceptable replacement. What it might not be is a symbol of the company’s long-term commitment to you. You’ve already identified yourself as a flight-risk, and while they may want to/need to keep you on in the short term, they’ll be looking at you with a different set of eyes going forward.

3. You have to remember why you took the interview in the first place. 

Think back on how you answered the question: “What could be working better for you in your current position?” Job satisfaction isn’t just about vacation days and perks; it’s about making a good match with a company whose products or services excite you, whose culture is supportive of your work and life styles and about a challenge that stimulates you. The very same things that used to bother you about your present position will not disappear under a new job title or behind a slightly larger paycheck.

The Bottom Line

Everyone wants to feel wanted, but rarely is that reason enough to stay in any relationship. the counter-offer may be attractive, but you need to remember that a career is built on steps and chances and challenges. Taking the counter-offer may sully you in the eyes of both the new company, who will now consider you off-limits, as well as your old company who, despite the favors they are showering you with now, may be already looking for your replacement.

Today's job market is candidate-driven. Demand is high and employers have to compete with each other to attract top talent. There may be no apparent end in sight, but most historical down-turns were not broadcast until they hit. I have no crystal ball and I certainly hope there’s no downturn anywhere on the horizon, but the wise person is always prepared.

And while there’s no such thing as a truly fire-proof career, there are some key things you can do to build a buffer and ensure that no matter the economic environment, that you are a highly sought after candidate.

Here are 5 Ways to Protect Your Career

1. Assess Yourself

A valuable employee is a self-aware employee. Understanding what it is that sets you apart from colleagues and competitors and what you can bring that no one else can is vital information to know. It may very well make you uncomfortable to think of yourself in this way, but if you expect employers to see you as invaluable, you’d better know this first. In order to withstand unexpected twists and turns in the economy or your industry, you must remain relevant. The first step is knowing your strengths and your weaknesses. And then, choosing to build upon them both.

2. Always Be Adaptive

Even if you’ve been at your current job for 10+ years, and are well-established in your position and industry, you need to remain flexible. Times, like tastes, change, and how good you are at what you do is only one part of building a fire-proof career. Once you venture outside the safety of your current position - either by choice or due to changes in your company - you need to be up on the latest trends across your industry or discipline. Just because your present company is content with the status quo does not mean others are. Business changes at the speed of light- keep your running shoes on at all times.

3. Always Continue Learning

Staying current with certifications might very well be part of your job responsibilities, but that doesn’t mean that that’s where you should stop. Seeking out training from vendors you work with helps to add value to your knowledge base, even if it’s not germane to your current position. There are free webinars, vendor trainings,  and a constant stream of information out there to be explored. Making education a constant part of your work ethos is vital to staying current and marketable.

4. Build a Solid Referral Network

While mastering a high level of expertise, building a successful track record and establishing yourself as a highly regarded professional will always make you an interesting candidate, no one will know about it if you don’t have a solid network of peers and higher-ups to recommend you. The level and degree of recommendations you’ve gained on LinkedIn is one of the first things recruiters and hiring managers alike look for. Even if you don’t see yourself leaving your current position in the conceivable future, adding new recommendations to your profile will only serve to keep you current and in-demand. 

5. Build a Network of Mentors

Even the best C-level executives have mentors. Advisors who have been where you are, have seen what you’re seeing, and know from experience how to navigate choppy waters. But a good mentor doesn’t have to be C-level or even a VP. What makes a good mentor is wisdom and insight, and a willingness to share their expertise and experience. And just as a mentor is someone you might turn to when handling a tricky deal or situation in your current position, a mentor is also someone you want to go to when it’s time to move on. Because of the unique relationship one has with a mentor, they can often be more candid and insightful. Seek them out. Listen to their advice and then weigh it against what your gut is telling you. Just as Luke had Yoda, seek out teachers, even in the most unexpected places.

So, yes, the title of this blog post is misleading. There is no such thing as a fire-proof career. There’s no sure-fire way to insulate yourself from the ups and downs of your industry or the economy. However, since there isn’t, what you can do is make sure you to hit the above points in order to make yourself a whole lot more fire-resistant.

When there’s a job opening, the first thing many hiring managers do is reach for their checklist of what constitutes the perfect candidate. Whether it be years of experience in a specified field or big company credentials, hiring managers have their checklist and most will only hire candidates who meet all criteria. And while these points are important, they can often prevent you from seeing the bigger picture and lead you to miss out on the actual perfect candidate.

How to avoid missing out on the perfect job candidate.

Over-valuing Your Hiring Checklist

Remember that most skills and requirements of the job can be learned, but attitude and personality cannot. To hire the perfect candidates, you must accept the fact that not every candidate will meet all the qualifications for the job. Basing your hiring decisions completely on a hiring checklist can lead to looking over really good candidates. It is important to become more open-minded, would you rather hire a candidate that is motivated and has a positive job attitude but meets 6 out of the 10 requirements or the candidate that meets all 10 requirements, but doesn’t necessarily fit with the rest of the organization or the job?

Over-valuing CVs

Today, most hiring managers base their hiring decisions on the credentials of job candidates, such as degree status, work experience, and certifications. This intensifies the pressure on job candidates to have a standout CV. In a recent survey conducted by Careerbuilder.com, about 58% of hiring managers reported detecting exaggerations and outright fabrications on resumes.  Remember to approach CVs with an open but critical eye to pinpoint any discrepancies!

Under-valuing Cultural Fit

Although it's important to look for the right skills and experience, ensuring that the candidate meets the fit of the organization is also crucial. A given candidate might meet all of your requirements, but will his attitude and personality fit with the rest of the organization? You may be asking yourself, how can I determine if a candidate meets the cultural fit? Well, many firms are administering personality tests to figure out if said candidate is the right match. Remember that it works both ways. If a candidate is a great fit for your company don’t pass on them just because they don’t have the necessary qualifications!

Before selecting a candidate based on your checklist ask yourself, “did my best employee meet all the qualifications when they were first hired?” It is important to remember that job skills and certifications can be learned and earned, whereas cultural fit and positive job attitudes cannot.

Give Your Social Media Strategy A Makeover: 3 Key Tips

We live in a world defined by rapidly developing technological advances that are influencing almost every aspect of our lives. Leveraging social media for your business can seem like a full-time job, but the benefits are invaluable. Investing the time and resources into creating a social media presence will not only increase your brand awareness but also help establish increased loyalty.

Check out these 3 ways to give your social media strategy a makeover:

Reframe Your Outlook on Social Media

Social media marketing is so much more than sharing funny photos and stories. It provides platforms for companies to interact in real-time with current and potential clients. Unlike traditional promotional approaches that command a one-sided conversation, social media sites allow for a two-way dialogue between clients and companies. Social media is being used as a means of connectivity now more than ever. In 2015, The Pew Research Center reported that about 65% of all adults in the United States use social networking sites, which increased from 55% usage in 2012.

Develop a  Clear Social Media Marketing Strategy

First things first, set goals and objectives! What do you want to benefit from social media? Do you want to increase your followers? Promote a new product or service? Or do you want to increase your candidate pool?

Once you’ve set the goals for your social media campaigns, it’s important to then set a plan to measure your success. Which metrics you look at will vary depending on the social media platform selected, but they are all equally important. You can start off with the basics; reach, likes, shares and then move into the more lead-related metrics, such as leads generated per offer and call-to-action click through rates.

Maximize Your Social Presence

After setting your goals and plan of action, the next step is to maximize your social presence on the selected platforms. Engaging your target audience requires conveying your company’s personality and culture through your posts on social media. Target’s Twitter account is a great example of how to engage followers with the use of bright and colorful photographs, as well as a friendly and informal dialogue. The company posts about everything from its products and specials to posts about what’s going on within the company all in a manner that expresses their brand.

It may take some time to develop an effective social media presence but the payoff will be in deeper and more connected relationships with your customer base, and keep your company one step ahead of your competitors.