Introducing our Q2 – Swooner of the Quarter, Shanda Coppage!
Swooner of the Quarter recognizes one of our team members for going above and beyond. Swooners submit nominations describing how they made the most impact.
Title: Training Manager, Talent Development
Why She Was Nominated: Shanda was nominated by numerous Swooners for Swooner of the Quarter – Q2 because she is constantly going above and beyond and has amazing work ethic and determination!
During the pandemic, Swoon invested in our team and hired 30 new Business Development Managers and summer interns. Shanda was an integral part in onboarding all of these individuals remotely – something Swoon has never done. She worked around the clock to make sure all the new hires received any and all support they needed. She did an amazing job and we are so lucky to have her!
Quote from Nomination: “Shanda has revamped so much of the training material to be remote. I also can’t imagine the DuckU (our internal training classes) weeks spent with all our new BDMs. She is always ready to help point the new recruiters in the right direction as well as provide resources for them to further their learning. Shanda has really gone above and beyond this last quarter!”
How to Start & Grow Your Employer Brand
posted by Abby Glenn |
“The COVID-19 pandemic has highlighted the critical importance of employer brand during a crisis, but there is no playbook for this unprecedented time” (SHRM, 2020). With employer and consumer brands being more connected than ever before, now is the time to hone in on your employer brand and see which areas need improvement. Job seekers will remember how a company handled the pandemic, their stance on equality and if they took into account their employees’ wellbeing during these times. They will use this to decide which companies they want to apply to for years to come. Make sure you utilize this time to improve your employer brand and make it something your company and employees can be proud of.
What is employer branding?
We all know how a corporate brand works. You offer a value proposition to customers by defining products or services in the marketplace. An employer brand is the “market’s perception of your company as an employer. It describes your promise or employee value proposition to employees in exchange for their experience, talents, contacts, or skills.” (LinkedIn, 2018). In short, your employer brand is how you market your company to desired job seekers. It’s about knowing the people you’re looking to attract and defining the essence of your company. When done correctly, it will spark interest around your company and attract your desired job seekers.
What is the value of a strong employer brand?
Every company has an employer brand, no matter if you put the effort and time into it. If you don’t invest time in this aspect of your brand, it can be costly in regards to recruiting. “Companies with positive employer brands get twice as many applications as companies with negative brands. They also spend less money on employees” (reviewtrackers). Put yourself in the shoes of a job seeker. Wouldn’t you take the time to research the company and go on Glassdoor to see what current or past employees are saying about it? Most of the time, the answer is that you would. You want to work for a company that cares about its employees, and you also want to see if it would be the right culture fit for you. Having a strong employer brand will show potential applicants what your company values are, and the type of culture that you have, making the right job seekers want to work for you.
Employer branding strategy
1. Conduct an employer brand audit
Start by defining what your employer brand stands for and follow that up by creating a spreadsheet that covers topics such as:
Online Presence – company website, career sites and online reviews
Social Media Presence – company social media accounts and your career social media accounts
Recruitment and Hiring Process – recruitment channels (digital, social, traditional), recruitment advertising, career fairs, job advertisements and descriptions, job post distribution, job boards and social recruiting efforts
Candidate Experience – application process, applicant screening process, interviewing process, selection and notification process, onboarding process and training process
Rewards and Recognition Incentives
Current and Exited Employees – performance management process, current employees and exited employees (make sure to include candidates who dropped out of the hiring process)
After you finish outlining your audit, create a SWOT analysis for each category to evaluate strengths, weaknesses, opportunities and threats. Add in employee surveys to make sure your findings align with what your employees think of your employer brand and combine them into one document. You want to see what is working at your company and where you need to make improvements.
2. Identify your candidate persona
Take the time to figure out who your perfect candidate is. Doing this will help you find the right type of messaging to attract those candidates and make them interested in your job postings. You will want to learn aspects about these candidates, such as:
Who they are
What influences their decisions
Channels they look for jobs on
How they search for jobs
Their personality traits
Their skills and attributes
What types of information they trust
What motivates them
3. Define your employer value proposition
First, let’s discuss what an employer value proposition (EVP) is. “The Employer Value Proposition is the core of your employer brand that defines its positioning and strategic direction. An effective EVP should reflect the external demands, competition, internal reality and the strategic context of your company. Besides, you also must include the values and principles represented by your company” (Universum, 2019).
You will want to create an EVP that communicates what your company stands for while being credible, relevant, distinctive and aspirational. You want top talent to see growth, value and purpose in being a part of your company. Above all, your EVP should align with your customer brand. However, you will want it to speak directly to your current and potential employees.
4. Leverage your current employees
Employees are the backbone of your organization and are 3x more likely to be trusted by job seekers than a CEO. They tell it how it is and are the ones that shape your company’s culture, achieve your objectives and live your values. How do you get them more engaged with your employer brand? Have your employees update their social media accounts, and post about their experiences with your company, write reviews on job sites and share any open positions with their networks. For this process to be as smooth as possible, consider having a small training session on how to utilize their social media accounts and how to optimize their profiles to grow their networks.
5. Cultivate a healthy onboarding process
According to G2, people who have a negative onboarding experience are “twice as likely to seek a different opportunity.” You want to make sure that your employees are engaged and excited about their roles, be members of their team, and have the right tools to be successful. Need ideas for a remote onboarding process?
In 2018, the number one reason people left their jobs (33%) was that they were bored and needed a new challenge (Inc). Try offering management and leadership training, specialized certifications and avenues for career advancement. This could allow for more internal promotions and happier, committed employees.
7. Utilize LinkedIn to tell your company story and educate your employees
LinkedIn is an excellent avenue for reaching and engaging with job seekers by creating content and promoting your company’s story. Below are a few ways to get in front of those candidates:
Interact online – encourage your employees to join conversations on LinkedIn by commenting, liking or sharing news and opinions in various groups or to their networks
Update your company page – make sure your company’s LinkedIn page is entirely up to date as this is the first place job seekers will go after seeing your job opening to learn about your organization
Tell your company story – utilize your career pages as an extension of your company page to tell your company story and drive applicants to your jobs. You can tailor the job messaging, use media such as photos and videos and write creative and capturing job descriptions to show off your culture
LinkedIn Learning – a great learning platform to enable employees to grow personally and professionally
8. Create a strong diversity and inclusion initiative
Why does diversity hiring matter?
It grows your talent pool – you will gain interest from a broader range of candidates because more people can relate to your company
It improves employee happiness, productivity and retention – employees feel they are accepted and appreciated no matter their age, gender or ethnic background
It improves innovation and creativity – different experiences, working styles and background sparks new ideas
It’s positive for your employer brand – it helps you appeal to many different customers, candidates and potential business partners
It increases your workforce’s range of skills, talents and experiences – it will help you better understand your customers’ needs
Make sure that you show your commitment to building diverse teams while creating a strong employer brand. Extend your brand’s reach (both customer and employer) to new groups by having unique thinkers from different backgrounds.
Having a compelling employer brand will not only separate you from your competitors but it will also be a motivating factor to bring in new talent. Job seekers are looking for companies that care for their employees and speak up during hard times for what they believe in. If you can build a strong but accurate employer brand, you’ll be able to continuously bring in the best and brightest talent!
Swoon Named One of the 2020 Best and Brightest Companies to Work For® in Chicago
posted by Abby Glenn |
Best and Brightest Companies to Work For® in Chicago
Press Release: July 2, 2020 – Warren, MI — Every year companies throughout Chicago compete to be named one of “Chicago’s Best and Brightest Companies to Work For®.” Only companies that distinguish themselves as having the most innovative and thoughtful human resources approach can receive this honor. These select companies will be honored on Friday, July 24, 2020 on a digital platform that the honorees will log into.
The winning companies will compete for 13 elite awards, one granted for each category. Also, an overall winner that has excelled in all categories will be honored with a “Best of the Best Overall” award. The elite award winners will be revealed during the digital presentation. All companies, no matter their size, can be a Best and Brightest Company to Work For®, resulting in Better Business, Richer Lives and Stronger Communities.
An independent research firm evaluates each company’s entry, based on key measures in various categories. They include Compensation, Benefits and Employee Solutions; Employee Enrichment, Engagement and Retention; Employee Education and Development; Recruitment, Selection and Orientation; Employee Achievement and Recognition; Communication and Shared Vision; Diversity and Inclusion; Work-Life Balance; Community Initiatives; Strategic Company Performance; and the Best of the Best Small Business, Medium Business and Large Business. (See the whole list of honorees here.)
“Through the first half of 2020, the Best and Brightest Companies To Work For® have demonstrated leadership and forward thinking as they pivoted their business and workforce though Covid-19. As the conversation and focus has shifted, our Best and Brightest winning companies have also been a voice for important actions regarding race relations. In these unique times, the Best and Brightest Companies To Work For excel and share their knowledge with others,” said Jennifer Kluge, President and CEO, Best and Brightest Programs.
The annual symposium and awards program this year will be a digital event, due to the COVID-19 virus, and will begin at 12:00 p.m. with Keynote Speaker, John Ninkovich – Performix Group. The digital awards presentation is emceed by Pat Cassidy of WBBM 780AM Radio. The awards presentation will adjourn at 1:30 p.m.
Chicago’s Best and Brightest Companies to Work For® is sponsored by Baudville Brands, NOW Health Group, FONA International, Assurance — a Marsh & McLennan Agency LLC company, Clark Hill PLC, Milhouse Engineering and Construction Inc., Switchfast Technologies, HR Source, uMap and Corp! Magazine.
The Best and Brightest Companies to Work For® is a program that provides the business community with the opportunity to gain recognition, showcase their best practices and demonstrate why they are an ideal place for employees to work. This national program celebrates those companies that are making better business, creating richer lives and building a stronger community as a whole. It is presented annually in several markets, including Atlanta, Boston, Dallas, Detroit, Houston, Milwaukee, San Diego, San Francisco Bay Area, and West Michigan, as well as Nationally.
Hybrid Teams and How To Lead Them
posted by Abby Glenn |
We all know that some of our team members are just dying to get into the office, while others might be skeptical. Having a hybrid team allows your employees to choose what’s best for them. However, it means that you will need to adopt a new type of leadership.
Converting all workflows to remote-first, even for those working in the office, is going to be essential. Why is this? In-office workers may feel like they are over-rotating to make sure remote team members feel included. In contrast, those working remote might be sensitive to communication gaps.
Hybrid team: “A flexible work structure where some employees work remotely, and other team members work from a central location or office. Hybrid team structures allow employees to decide whether they prefer an office environment or working from anywhere remotely” (OWLLabs).
Employees don’t feel pressured to go into the office if they don’t feel comfortable.
Those that want to return to the office can
It makes it easier to follow social distancing regulations.
It helps reduce the spread of coronavirus.
Take a minute and think about your meetings before COVID-19 and while working remotely. What worked and what didn’t? You will want to reconstruct your sessions to be engaging, productive, helpful and friendly to your remote team members. But how do you do this?
One way would be to have all team members join the meeting virtually. This will ultimately help reduce the number of informal conversations that happen after remote employees leave the call and will also help reduce the possibility of coronavirus spreading around the office.
Another way would be to have your in-office employees join in-person and remote employees join virtually. With this option, you will want to have a set way of relaying information that may arise after a meeting to those that are remote, whether that be an email or making a note to discuss it during your next team meeting.
Define Clear Working Hours
This will help your remote employees step away from work. Also, it will allow you and your team to know who is working when and where. Sharing work calendars is a great way to boost the visibility of this information and help everyone know when they can expect someone to answer emails or phone calls.
Understand the Benefits of Each Working Situation
Once you understand the benefits, you will want to be sure that you ensure fairness. For example, remote employees don’t have to commute and can pick up their kids from school or schedule appointments since they can make up the hours afterward. To ensure fairness, you might encourage the same for your in-office team members by giving them some flexibility during working hours. All in all, you will want to be sure you lead by example, and whatever you allow yourself to do, you also allow your employees to do the same.
Setting Aside Time for Each Team Member
You should give the same amount of attention and support to both your remote and in-office employees, no matter their role.
Measuring Performance in a Fair Way
If your focus is still on effort or number of hours at desks, you may want to rethink to basing metrics off set objectives. You want to concentrate on the quality of the work that they’re producing, not on how much time they spend at their desks. Also, look at the career progression paths set into place and ensure that they’re fair for both in-office and remote team members.
The biggest challenge with a hybrid team is going to be communication. The good news is that we have a lot of options when it comes to virtual communication than ever before! We have Zoom, Google Hangouts, Teams, etc. You probably became more familiar with these while social distancing. For your hybrid team to stay connected and not have any team members feel out of the loop, continue virtual team meetings either on a daily or weekly basis. This will be the perfect time to hear announcements, stay connected, have team members brainstorm ideas to overcome obstacles that someone might be facing, go over professional or personal highlights and talk about each person’s goal for the day or week.
If you know that your team’s communication styles conflict, you might want to put measures into place to combat this before it becomes an issue. When communicating virtually, especially over email or chat, there’s more room for misunderstanding someone’s intentions. Having frequent one-on-ones with every team member is going to be essential in combating this issue. This will allow you to catch conflicts before they escalate. Anxieties around job performance are usually higher in remote settings. This may continue for a while, even for those that return to the office because of COVID-19.
It’s going to be hard to connect with coworkers for those in the office due to social distancing and even harder for those that are remote. Do you have outlets in place for all your team members to come together? A fun and simple group chat or scheduling some team activities such as a virtual yoga session or a trivia night might do the trick! Get your team included on this and see what they would like to happen. Take these suggestions into consideration and implement what you think will work for everyone. Make sure whatever you decide to do, remote employees can join in.
Click here to learn more about setting up and creating a Virtual Happy Hour for your team!
Having a hybrid team for the first time will be a lot of trial and error to see what will work best for you and your team. One solution for one organization might not work for another. This is the time to experiment and really make this new “norm” something great! If you need help on figuring out your new norm, take a look at our previous blog post, Future of Work!
Future of Work
posted by Abby Glenn |
As the pandemic has shifted work trends, businesses must continue to be agile, set employees up for success, establish safety measures and discover the new normal. We wanted to share a few ways we are adapting within our company as well as provide some insight into how work trends are evolving.
According to Gartner analysis, 48% of employees will work at least part of the time in a remote environment after being allowed back into our offices. But how will this look? It will all depend on your company and the work environment that you want your employees to have. However, encouraging employees to work from home, at least part of the time, will help stop the spread of COVID-19 around the office, and it will also help prepare your company if a similar situation arises.
At Swoon, we’re offering a work from home extension option for the remainder of 2020. Offering this extension allows our employees to make a conscious decision about what would work best for them and their families—keeping safety and comfortability a top priority.
Employers played an expanded role in an employee’s mental well-being throughout the time of social distancing and working from home. This has ultimately changed the way employers view the employee experience. You may have started to focus on increasing your employees’ social engagement and morale, which in turn helped increase productivity and reduce burnout. This is something that most companies should continue to implement, even with offices being open.
At Swoon, to improve moral, we implemented Innovation Kitchens (IK Breaks) and will continue them for the foreseeable future. They have been a great way to increase morale, involve the entire team and make sure employees take breaks throughout the day. Some examples of what we’ve done in the past include:
Workout – A 30-minute workout to get us all motivated and finish our day out strong.
Yoga – A Slow-Flow Yoga class hosted by an old pal of Swoon, a certified yoga and meditation teacher.
Dance Party – A DJ set put on for our team to socialize and have some fun.
Full-Body Strength – A 30-minute full-body strength workout led by one of our respected Armed Services members who also happens to be the sister of one of our Swooners! Click here to see her page.
Flower Arranging – A how-to on arranging a simple bouquet that you can pick up at your local grocery store.
Tiger King Trivia – Most of us binged the whole thing, so of course, we had to have a friendly competition around it.
Foreign Language Class – A class around learning a few pleasantry words in Russian, Spanish and Polish.
Now, more than ever, transparency has been a huge factor in employee morale and happiness. Being transparent in company decisions leaves out any question about what will happen in the next few months. It allows your employees to prepare and feel supported during these unknown times.
This will be true for larger cities where most people use public transportation. It’s doubtful that we’ll see crowded buses, trains and metro stations during peak hours anytime soon. Why will it be this way?
Many people will be wary of using public transportation unless it’s necessary.
Organizations will start to stagger their shifts.
Many employees will still work from home at least part of the time.
Public transportation will have limits and regulations to follow.
Of course, most of us are longing for some face-to-face conversations with our coworkers! We miss the times of being in the office and being able to have connections with those around us. How can we get our employees the time with their coworkers while still being safe? Well, workplaces will need to impose new elements into the office. You’ll need to figure out how to protect your employees and mitigate an outbreak from happening. The office of the future may look very different and might include:
Getting rid of open floor plans
Adding plexiglass sheets around desks
Reconfiguring desks to be 6 feet apart
Shifts for communal spaces such as bathrooms and break rooms
Dedicated office entrances and exits
Temperature checks at entrances
Removal of common seating areas
Rotating work from home days and in-office days, so fewer employees are in the office at one time
Having employees wear PPE
Increasing sanitation measures
Increasing video meetings and reducing in-person meetings
In addition to offering the work from home extension at Swoon, we’re also allowing the ability for employees to come into the office if they wish to do so. So, what steps is Swoon taking?
Getting rid of the open floor plan and creating desk spaces
Increasing sanitation efforts and requiring PPE to be worn
Having all employees clean out their desks to ensure they can be deep cleaned at the end of each day
Having flexible start and end times to make it easier on those who use public transportation
This is the time to go back to the drawing board and say, “what works for our organization and what doesn’t” and utilize those points to make changes as you see fit. It’s also going to be more critical now that as a leadership member, you’re as transparent as possible. Let your employees know what is going on and what steps are being taken. This way, the next few months go as smoothly as possible.
Swooner of the Quarter – Q1
posted by Abby Glenn |
Introducing our Q1 – Swooner of the Quarter, Miranda Sullivan!
Swooner of the Quarter recognizes one of our team members for going above and beyond. Everyone in the company submits a nomination describing how they made the most impact.
Title: Human Resources Manager
Why She Was Nominated: Miranda was nominated by numerous individuals for Swooner of the Quarter – Q1 and rightfully so. She is constantly upbeat and is always willing to go the extra mile to help whoever needs it. She really goes above and beyond every day and wears a ton of hats. We are so lucky to have her at Swoon!
Quote from nomination: “I know she gets shout outs all the time, but they are always so well-deserved. When I think of someone who really goes above and beyond to get the job done, I immediately think of her. She is proactive and thorough in everything that she does, and if she doesn’t know the answer to something, she will go the extra mile to figure it out. She is someone I have consistently relied on – for a wide variety of things – and she always pulls through. She is a true asset.”
Onboarding New Remote Hires
posted by Abby Glenn |
Companies are still hiring but are now faced with a new challenge – onboarding new hires remotely. As employers, it’s important to set the groundwork for bonding, culture and expectations in order to be successful. Being that many of our clients are facing similar challenges, we wanted to share a few best practices that will set you new team members up for success.
Integrating New Hires
onboarding process before their start date ensures that your new hire will have
everything that they need to hit the ground running. Some suggestions on items
to send before their first day include:
Welcome email and team introduction
All proper equipment/technology
The information they should know before their first day
Their onboarding schedule—this way they can be prepared for what their first week will entail
Company swag to feel a part of the team and get excited for their new role
Tech Should Be First Priority
Let’s take a
minute and put ourselves in the position of the new hire. Starting a new job
can be stressful enough without adding in the issue of not knowing how the
various software platforms and communication channels work. We find that
sending new hires their equipment and online tutorials/manuals before their
first day helps them to feel prepared and eases any unnecessary stress. You’ll want
to make sure that you have a follow up IT training scheduled for the first or
second day. That way, any questions that your new hires have after watching the
tutorials or reading the manual can be answered right away.
Things to cover during
your IT training could include:
applications (Google Drive, Dropbox, Microsoft OneDrive, etc.)
and email security applications
We know this can
be a challenging thing to do through an online platform. But, taking the time
to show your company’s culture can really add value to the new hire’s first
week. Through video calls, you can accurately demonstrate your company’s
culture while offering a way for everyone to feel included in their first week.
It also allows you to introduce them to higher-level executives, either through
a video conference call or a prerecorded video. Some video topic ideas to show
your company culture can include:
video or video call from your CEO or President and other team members
culture, organizational values and mission, the history of the organization,
messages from a member of your leadership team
event, volunteering, etc. footage from before everyone was social distancing
remotely and bringing on new employees, managers should be prepared to set
specific goals and expectations early on. You don’t want them to have to wait
for their manager or team lead to get online to learn what their next tasks are
for that day. This wastes time and may cause unnecessary stress. You’ll want to
make sure that your hiring managers:
and share a task calendar with their new hires after their training and
onboarding sessions are complete
short-term and long-term goals
weekly one-on-one meetings to discuss upcoming projects, progress, resolve any
issues they are facing, and overall just check in with how things are going
Introducing Team Members and Key Employees
We all know that starting a remote role can leave some feeling isolated and even left out from the team. They haven’t had the chance to connect with the team and doing so online can prove to be very challenging. But, building relationships is well worth the effort! Set up one-on-one meetings and/or a group call so employees can meet the people they will be working with. Not only does this open a path for communication, but it also allows them to feel included within their team. Try having the manager set up bi-weekly team meetings, virtual happy hours or an open chat channel to give everyone on their team time to talk with their new coworker.
Now we know that this is probably self-explanatory, but make sure you set aside time for the new hires to sit down with a hiring manager or a team member to train them on their role. This can be very similar to how you train in the office; however, you will need to adapt to be virtual. Screen sharing is a great way to keep things simple. We find that this is the easiest way to adapt, and it allows the new hire to ask questions in real-time, something that might be more difficult if you were to only do a prerecorded training.
Improving Your Process
Continue to improve your onboarding process to find what bests works for your team and your culture. Ask for feedback and don’t be afraid to be creative in tackling these new challenges. We predict remote hiring will become even more common, so this is a great time to build onto an ongoing process.
Need some more help with your remote onboarding process? We would love to talk you through what has worked for us in the past and answer any questions that you have!
Best Advice for Job Seekers in Today’s Market
posted by Abby Glenn |
Times are tough, but so are you! Don’t let your fear of the unknown cause you to decrease your efforts in finding a job. There are still companies hiring and lots of them. You need to refocus your efforts, and eventually, you will land an opportunity!
Take a look at our best advice suggestions for job seekers for more information on how to refocus your efforts!
Learn New Skills
Now is the perfect time to dig into learning that new skill you’ve been putting off because of time limitations. This could help you stand out from other candidates that are also going after the same positions that you are.
There are many resources available to help you learn new skills such as metadata design, Salesforce integration, and AI for professionals in the Tech field. Take a look at sites such as Lynda.com, YouTube, and LinkedIn Learning, to name a few. These sites have an abundance of video courses in pretty much every field for professionals to boost up your skill sets.
Pro Tip: Make sure you are continually updating your resume and LinkedIn profile!
Strengthen Your Mindset
Listen to podcasts, take an online course; just make sure that you’re strengthening your mindset.
Strengthening your mindset also means taking breaks when you need them. Make sure you’re staying positive and motivated throughout the day. Go for a walk outside, play catch with your dog, or play a game with your kids! Do something that makes you happy and will take your mind completely away from job searching for at least 30 minutes to an hour!
We’re sure that you already know the importance of utilizing your LinkedIn profile when applying for jobs, but do you know how to make your profile stand out?
Well, first things first, let’s cover the basics. Make sure your profile is 100% up to date. Your previous job is listed and goes into detail about what you achieved during your time at the company. Your most important skills are listed – don’t just put the maximum amount of skills that LinkedIn allows. You’ll want to make sure that you’re able to back up the skills you list with achievable results and items you accomplished to achieve those skills. Employers are looking at your skills, and anything on your LinkedIn profile is fair game for them to ask about, so make sure you keep this in mind!
Next, update your profile picture, banner, header, and your about section to stand out. Show your personality (while still being professional) and make sure you don’t just copy and paste from your experience section! It’s also vital that you have a professional profile picture and banner. We know that LinkedIn isn’t everyone’s forte, so reach out to us if you would like some help! We’re always here to provide feedback or give you suggestions!
Don’t be Afraid to Ask for Referrals
Utilize your network to see who might be hiring. You might have success by reaching out to the decision-makers at a company that you want to work at. Utilize a soft opening when reaching out to these people. Open the conversation with, “I am looking for a job in X, do you know of anything or anyone hiring at this time?” Even if that company isn’t hiring, sometimes getting advice and relationship building will open doors for you. It’s also a good idea to go to virtual networking events. This will allow you to talk to different people who might know of a possible opening for you to look at.
Get Clear on Your Value
Companies are seeing high volumes of resumes. What are the top three reasons someone should hire you? What’s one thing that makes you stand out from the rest? Be sure that you have this down before jumping into an interview.
How would you go about figuring this out? Well, think about your accomplishments within your previous position. Success stories are really impactful and help you stand out from the rest of the candidates. Hiring managers want to see how you and your skill sets can add value to their company. Giving them results about what you’ve already accomplished for other companies is the best way to do that. How do you go about writing your success story?
Step 1: You’ll Want to Choose and Format Your Success Story
Make sure the story is relevant to the role you’re applying for. You don’t want to just include a success story to have one. You want to make sure that it will ‘wow’ the person reading your resume and make them want to learn more about what you can do for their company.
You want to be able to explain the success story in a way that other people will understand it. One way we recommend doing this is to split up your success stories into the following categories:
Fixed: You were able to identify a problem and correct it. Make sure you explain how you went about solving the problem and the results that you had after you settled it.
Improved: You were able to take an existing situation, challenge, service, or product that worked before and made it better. Something that you can talk about would be ways that you were able to save your company money.
Created: You were able to build a new process, service, or product entirely from scratch.
Step 2: Leave Out Any Tactics
Make sure you start with a draft of the success story
Explain the initial situation, your actions and the results or impact that you had.
Since you want this to be in a bullet format, start with the model, SAR (situation, action and result). You want a significant impact with few words. Leave out any tactics as they add too much detail. Save tactics for the interview.
Step 3: Include the Right Metrics
You want to make sure that the metric increases clarity and impact and really shows the employer what you have done in the past and can do for them!
Utilize the following metric categories to set up the metrics and how you include them in your resume:
Time: How much time did your success story save? Think about months, days, or hours that this saved you or your team.
Volume: Think about the units made, number of tasks/projects, or hiring and growing a team – “I improved quality control, resulting in 50% fewer product returns.”
Money: Take into account the money you made your previous employer as well as the money you saved them.
The best tips to keep in mind when it comes to the metrics on your resume are:
You can always combine metrics to increase the power of your success story.
Most of the time, it’s beneficial to include a unit of volume after a time or money metric.
Define Your Job Search Process
Determine the companies that you might want to work for.
Decide how many hours you’re going to work each day and stick to it! Another way that you could manage your time is to choose several jobs to apply to in a day. Make sure that you’re staying positive and don’t give up. It’s going to take a little longer for you to get interviews right now, but you will eventually get some with persistence.
Pro Tip: You should your resume for each job! This not only provides them with the keywords they’re looking for but also shows your determination! Make sure that you’re only applying to the jobs that you’re really excited about. Hiring managers want to know candidates are passionate about the position. You want to show your passion for the job that they have open – don’t just copy and paste your resume to send to them. They receive hundreds of resumes in a day. You want to stand out, offer value and make sure that your skill sets align to the job description that they posted.
Test Your Technology
You landed the interview, now what? Companies are doing off-site, online interviews. You must test your network connection before your interview. This way, you know how the software works, and that your interview will go as smooth as possible with limited issues.
Technology isn’t fail proof, and things happen, don’t stress if something isn’t working right. Just contact the person who set up your interview and let them know as soon as possible.
The Interviewing Process – It Might Take Longer Than Normal
You might not realize it, but this is tough for employers, too! Employers want to get to know their candidates and decide who is the right fit—not just in qualifications but in personality.
Just remember, it’s going to take a while to get through all of the interviews. It’s also going to take time to compile the data from these interviews. They may want to wait to hire you until they can meet you in person, or they may even want to do several video calls before making their final decision. Above all, be patient and stay positive!
Looking for Your Next Opportunity?
We want to help you! During every step of the process, from interviews to debriefs, we’re here to be your guide. Interested? Take a look at our job board and reach out to us for the next steps!
A Guide to Managing Your Newly Remote Teams
posted by Abby Glenn |
Many companies in recent weeks have transitioned to working 100% remote with very little preparation. This can lead to confusion, stress, and feelings of isolation—not only for yourself but for your employees as well. Don’t worry—we have tips to make this transition easier and to help you effectively lead your team remotely!
As a leader, you are needed more than ever. Many employees are feeling uneasy and even though you may also feel this way, it’s important to provide stability, positivity, empathy, and understanding. Have your teams focus on the aspects they can control by establishing clear, actionable items. In turn, they will be more productive and motivated.
Provide Information and Structure
Before, your employees could easily get information needed for deliverables by stopping at a team member’s desk or jumping into an impromptu meeting. Now, getting information has become a difficult task as employees are faced with a new working environment, new workloads and potentially new hours working at home with children. This can be easily combated by setting up intentional methods of communication.
a time frame to respond to internal emails allowing employees to get access to
an accountability structure in order to understand what projects they are
currently working on and what priorities are.
so that team members can better coordinate.
set check-in time for touching base so you are informed about their workflow and
can check how things are going.
Setting up these expectations can keep your teams aligned and working efficiently.
Encourage Social Interaction and Engagement
A lack of face-to-face communication can result in employees experiencing social isolation and lack of engagement. According to Gallup, 70% of an individual’s engagement is driven by their manager.
Here are some suggestions to drive social interaction and keep
Have regular one-on-one meetings over video chat with each one of your team members to show interest in their personal progress – we recommend video check-ins at least once a week, if possible.
Schedule virtual happy hours with your teams on a weekly or bi-weekly basis. A virtual happy hour can be a get together with no set schedule or it could be a short 15-minute call. This gives team members the opportunity to sit back with their favorite drink and have a laid-back discussion with those on the team! For more information, check out our Virtual Happy Hour blog post!
Have your team meetings over video chat – we know, most of the time when you’re working from home, you don’t want to be on video. However, having this face-to-face contact with the whole team is a great way to make sure everyone feels included in the discussion.
Set up a simple chat room for everyone on your team to use when they need a short break or, even, a good laugh. Create subgroups about recently binged TV shows, work from home tips or at home workouts!
Add in a short 5-10-minute discussion to the beginning of your meetings to just share personal news or ask how everyone has been doing.
Kids are home from school, and many employees are trying to
figure out how to work from home for the first time. Take this time to really
show your employees that you care by being patient with them and this new work
When it comes to measuring productivity, try using results rather than logged time. What does that mean? Instead of having set hours that everyone needs to work during the day (like 8:00 AM to 5:00 PM), try setting goals of when certain tasks need to be completed by. This way, parents can work at whatever time they think will work best for them and their families!
Offer Your Support
We bet you’re wondering how you can support your employees
during the transition from office life to working from home. Well, there isn’t
a simple fix for everyone, but here are some ideas to try
several different communication channels for employees to reach you
encouragement and emotional support as needed to your employees
all, just be a resource for your employees
Even though this is a new environment, it is completely
manageable! You just need to find solutions that work best for you and your
team. Don’t be afraid to be creative in how you connect with your team.
If you have any questions or want some more resources on how
to manage your remote team, reach out to us! We’re always here to help and we
are more than happy to share our experiences with you!
Virtual Happy Hour
posted by Abby Glenn |
Grab your drink of choice, cuddle up next to your pet and get ready for your next happy hour!
Right now, since everyone is in sort of a long-distance relationship, virtual happy hours are more important than ever to keep up with social interaction, have some laughs and figure out different ways to connect with each other.
There are many ways that we’ve found to keep our employees engaged and feel involved while working remote and we want to share those with you!
One way that we’ve found to keep these virtual happy hours fun and really learn more about each other is to incorporate remote team building! Not only does this allow your employees to know each other, but they are also a great stress-reliever.
Coworkers hear stories about everyone’s kids or pets either when they were in the office or over chat. Give them the opportunity to meet them on camera.
Play Some Icebreaker Games
Okay, we know what you’re thinking, “…but these are so cheesy!” Yes, we know they’re cheesy, but they’re also amazing at allowing your employees to talk and get to know each other better. Being remote can get extremely lonely and you want to offer time for employees to unwind. Here are some of our favorites!
1. What’s Your Favorite Thing?
This is a great game to play when you aren’t sure how people will respond to playing an icebreaker game during a happy hour.
2. In Common
Is your team having trouble coming up with new ideas or communicating effectively while being remote? This could be your solution! This game allows your employees to get back on track and work as a team to achieve the end goal in a non-stressful environment!
3. A Picture into Your Life
This game will allow your team to have fun and put their creativity to the test!
4. Take A Guess
Here is another game that allows your employees to utilize their creativity skills and learn about their coworkers in a fun way!
5. Chat Channels
Create fun, dedicated chat channels and announce them during your virtual happy hour. Do you know that your employees won’t respond well to a team building exercise? This could be the way that you get your employees to connect in a remote environment!
Keep It Simple!
You don’t need to always do something outside the box. Sometimes, the best way to get your employees to feel included is to just set up a time and space for them to talk and see one another. Having them add in their drink of choice allows the environment to feel a little more comfortable and laid back.
We would love to help you and your team navigate this new work from home environment! No matter if that’s through finding the best virtual happy hour solution or just the best work from home solution for you and your team. We’ve been doing this for a little over a year, so we would love to provide you with our insight! Feel free to send us a message!