January’s Contractor of the Month is John Santaguida, a Business Analyst at one of Swoon’s social media and mobile application clients. During a typical day, John checks the workflows he has set up and runs project requests. He also works on building these workflows for ad products and started a targeting incubation program where he and his team run new target requests and monitor the results.
Swoon recruiter Tyler Parks connected with John and helped him to land this role that he says he otherwise would not have applied for because he didn’t know he had the required skillsets. John loves working at Swoon and with his current company. He said he is never left out because of his contractor status and he loves the open-book, cross-functional nature of his team.
John hopes to become a product manager with the company down the line and continue to grow with the team. There have been conversations about converting him to a permanent employee this year.
Fun Fact: John knows how to make balloon animals!
Congratulations on being our Contractor of the M
And why is it more accepted, even normal, today?
Recently, there have been many publications on “ghosting” which, according to Dictionary.com, is “the practice of suddenly ending all contact with a person without explanation.” Most of these articles are about ghosting in the dating world or leaving an event without saying goodbye. However, ghosting is present in the workforce as well in relationship-driven industries including B2B and B2C. Therefore, it makes sense why ghosting is happening more frequently than ever in the recruiting and staffing industry.
“A total of 48% of 600 polled by LinkedIn have seen an increase in ghosting since the beginning of 2018.”
This leads me to question, “Why has rudeness become more accepted with highly professional and generally decent people,” and set me on a path to find connections between the many publications, blogs and podcasts discussing “ghosting,” “icing,” etc.
Here are a few reasons people are ghosting in the recruiting world:
- It is currently a candidate’s market, where there are more jobs than there are qualified individuals to fulfill them, so candidates can be pickier on the roles they want to accept.
- Unfortunately, recruiters are sometimes guilty of ghosting candidates. I like to think that most industry professionals are above this, but there are recruiting and staffing professionals that are either overwhelmed with their workloads or are not thinking long-term when they forget to follow up or decide not to follow up with a candidate.
- Hiring managers are ghosting staffing agencies. From an agency perspective, if the candidate is not right for the role after an interview, we see more ghosting of feedback as the clients are simply moving on to the next candidates.
- Managed Services Programs (MSPs) have been no strangers to ghosting, as recruiting agencies often work with the end-client via a vendor management system and little to no human interaction with the decision makers. This makes ghosting sometimes the norm for MSP recruiting scenarios.
Many human interactions are through email, social media, apps and other communication portals powered by technology which makes it easier to dehumanize these conversations.
Being “too busy” has also become an acceptable reason for ghosting. However, when we make human connections with other people, one would think the propensity to ghost is decreased, and yet an article from HuffPost suggests that there is a common fear of conflict.
“There are many psychological reasons why someone ghosts, but at its core, ghosting is avoidance and often stems from fear of conflict.” – HuffPost
Fear. This is causing us to avoid commonplace decorum in our personal and professional relationships. We make ghosting okay in our minds because we want to avoid conflict and/or negativity. The reality is; however, when we “ghost,” we are essentially kicking the conflict can down the road to deal with later.
For the recruiting and staffing industry, when a…
- Candidate ghosts an interview or pulls a no-show, this is likely tracked in a CRM, and the recruiting company/potential employer will probably not want to interview them for any other roles in the future.
- Recruiter ghosts it may ruin their reputation down the line and their company’s. This is a small industry and reputations are built over time, with Glassdoor, LinkedIn, Yelp reviews, etc.
- Hiring manager ghosts on feedback or establishing next steps, reviews of the company on sites like Glassdoor will likely not be as desirable for other potentially quality candidates if news of their ghosting gets out.
- Employee ghosts…references are still relevant! And the unemployment rate will not likely stay below 4% nationally forever. It’s the lowest it’s been in 50 years.
The Golden Rule of treating others as one’s self would wish to be treated is highly applicable in interpersonal relationships, and as of recently, the dilemma of “ghosting” in the workplace. Don’t hide behind technology as an avoidance vehicle. In today’s connected world, reputation and “reviews” go a long way.
Congratulations to December’s Contractor of the Month, Brent Danis! Brent is a Senior Technical Product Manager at one of Swoon’s biggest clients in the travel technology industry. He helps execute new business features that are brought in by the company’s product team. By working cross-functionally across the company, he makes sure all business features are being implemented correctly.
Brent was first introduced to Swoon when Technical RecruiterAjla Huseinovic reached out to him as she thought he would be the perfect fit for this role. He said from his very first interaction, his experience with Swoon has been incredible and he wanted to thank Ajla and Jack for helping him land his role.
“It has been awesome working with Swoon, from the phone calls and onboarding to the continued process as a contractor. I have already recommendedSwoon to some of my friends and colleagues.”
Brent’s future career goal is to continue growing and learning in the product management field. Fun Fact: Brent wrote a book about his decade traveling abroad that was published on Amazon.
Keep up the great work, Brent!
December is here and that means most people are anxiously awaiting the holidays (I know I am). With after work happy hour celebrations, volunteering, and shopping for everyone in your family plus more, this is one of the busiest months of the year. That’s why we need to be aware of how we are spending our time, especially in the workplace. Here are some Swoon tips on how to maximize your productivity and better manage your time so you can crush your year-end goals!
PLAN AHEAD
It seems obvious, but like you have heard hundreds of times, if you fail to plan, you plan to fail. Make sure to have a game plan on how to achieve your goals before arriving at the office each day. Many of our recruiters spend time each evening getting together a candidate list to call first thing the next day. Didn’t get to all the day’s emails? Answer them during your morning commute if you take public transit so you don’t have to waste your morning hours with planning and can get straight to the big stuff. Writing out a rough list of what you need to get done for the next day before you leave the office each night can be very helpful. By knowing what needs to get done and setting a task list for exactly how you are going to tackle it, you set yourself up for more success. Bonus points if you write a task list and timeline over the weekend to be a superhero the next week!
MEETINGS
We’ve all been in meetings where Bob and Jane speak about the same topic in 10 different ways and explain things that could have been sent in a quick email. Frustrating. Try to avoid meetings when possible. Of course, teamwork and collaboration are key, but a quick face to face with someone or grabbing a coffee for 15 minutes can be just what is needed to make sure everyone is on the same page. Think to yourself before scheduling your next meeting: Could I explain this in an email? How many people are collaborating; could a phone call be just as effective if not more so? This tip is not meant to discourage meetings altogether, but simply to remind you to use your, and others, time as efficiently and as wisely as possible.
FOCUSED MINDSET
Your mindset is a huge part of your productivity and overall performance throughout the day. Studies have revealed that each day, employees have a 4-hour window of focused concentration maximum. Therefore, work to your strengths, and ask yourself if you’re more productive after your morning coffee or are your more focused on a full belly after your lunch break? Once answered, simply, time-block your schedule to maximize your output. No excuses during time-blocks – be like Nike and “just do it”. This is a time to act with self-interest: set agendas for even the quickest of meetings to avoid wasted time; appoint a better-suited person to complete tasks asked of you to avoid “stolen time” from your schedule; recognize your roadblocks and do what you can to bypass them (clean cluttered inbox, mute the constant interruptions on your phone, alert colleagues you will be out of pocket for the designated timeslot, etc. It is important, especially on long-term projects, that you set goals along the way . . . but start at the end! Sometimes a project conclusion can seem so far away that it becomes overwhelming; however, if you set deadlines, benchmark the project, and delegate whenever possible – your mind will be less scattered, and you will stay motivated. Plus, you will allow others the opportunity to shine and become involved by delegating. Having a mindset that allows for flexibility within your day but still adhering to the goals put forth will allow you some agility along the way to deal with the unforeseen details while staying laser-focused on the end goal.
As you are working this week, try to implement at least one of these tips into your day. Notice the difference in your productivity and quality of work!
Swoon’s November Contractor of the Month is Peggy Martz, a Recruiting Agent for a large manufacturing client in Peoria, Illinois. She has been promoted since starting with the company and is very happy in her current role. Her typical day includes helping with orientations, setting up over 18 interviews, making offer calls and more.
Shanda Coppage recruited Peggy by finding her information on Indeed. Peggy said Shanda was awesome and easy to work with and that Jeremy Johnson has been a pleasure to work with as well.
“Swoon made the hiring process very easy. There have been no troubles. I worked as a recruiter at a temp agency, so I know it can be very hard!”
Peggy has been working in the Human Resources field for 21 years and hopes to do so until she retires as she is very passionate about it. She enjoys working with her boss, Jason, and being part of something new each day. Fun fact about Peggy, she has a farm at home with a goat, pig, and chickens!
Swoon’s October Contractor of the Month is Nirmit Rungta, a Business Analyst for a large healthcare client in Richmond, Virginia. Nirmit was on a one-year contract with the client, and because of his hard work, it was extended into 2019.
He applied for the position online and was quickly in contact with Lisa and her team. He was then introduced to Sonya and Ashley and had nothing but wonderful things to say about them.
“Swoon has been wonderful. Ever since I joined, everyone has been great when they come to meet with me. They make things comfortable with the right combination of formal and informal in our meetings,” he explained.
Nirmit’s future goals are to expand his knowledge within the company to become a project manager. In his spare time, he enjoys staying fit by playing soccer and volleyball, hiking, and cycling. Fun fact: In his past, Nirmit was a drummer in a metal band!
Congratulations on your hard work paying off, Nirmit. We look forward to watching your career grow!
Our September Contractor of the Month is Alan Robinson, Technical Support Specialist at one of Swoon’s largest pharmaceutical clients in Indianapolis. Alan was on a one-year contract with the client, and we are happy to announce he was converted to a full-time employee with them this month! A few fun facts Alan shared with us included that he is a U.S. Navy Veteran (12 years), a private pilot, and has three wonderful grandchildren.
Alan said the hiring process through Swoon was great! “It was smooth, personable and I had good interactions with Ashley and Mark,” he said. For him, communication is key, and he said that Swoon’s team was very proactive and remained in constant communication with him, even after the onboarding process was complete.
“I was treated like a number in the past, but not with Swoon,” Alan said of his experience with staffing firms. Alan was self-employed when a Swoon recruiter reached out to him about this opportunity through his LinkedIn profile. He had worked with this client in the past and was excited at the chance to work there again.
Congratulations on your hard work paying off, Alan. It was our pleasure working with you and we wish you nothing but the best on your full-time venture!
There is a common saying that goes, “to best know how to use something that belongs to you, you must know everything about it.” This idea applies so well to Swoon’s Wellness Wednesdays chapter two topic: healthcare and the benefits offered by one’s company.
Most companies, if not all, currently have specific benefits allotted to their employees. These benefits are based on the intention to preserve the health and stability of a company’s employees as, truly, if you think about it, what is a company without the employees within it?
The one fault of the employee, when offered these benefits, is that they may not have the information to best utilize them. Therefore, here at Swoon, we have created a guide on how best utilize the advantages you work so hard for!
The Guide
- Make a customized plan that fits one’s individual and family needs: According to Entrepreneur.com, forty percent of employees say having a large selection of benefits strengthens the loyalty between them and their employers. Therefore, it is best to use this advantage to account for the typical needs/patterns of yourself and family.
- Ask the right questions: On Trinet.com, we found a lot of questions that could very be useful during open enrollment and throughout the year. Check’ em out!
- Has the prescription drug coverage changed?
- Will I be able to get coverage for my family in the coming year?
- Are the doctors and facilities I want to use in-network?
- Have we changed benefit plan administrators or insurance carriers?
- What’s new in the benefit options that might be beneficial to me and my family?
- Are there any new voluntary benefits?
- How often can I visit my doctor on this plan?
- Do we have a wellness program that could potentially save me money?
- Know how to get specialized care if need be: There are so many types of doctors, and when enrolling for benefits, it is important to check your plans coverage options. Fun fact, according to Aetna, there are over 60 types of medical specialists! Most insurance companies have benefits one can use for these specialists visits such as Dermatologists, Chiropractors, and Psychiatrists.
- Don’t be afraid to utilize your healthcare benefits! Some people don’t want to miss work to go to the doctor or simply think they will get better from a sickness on their own. However, there are times when going to the doctor is necessary. The more physically and mentally well employees are, the less likely they are to have to miss multiple days of work. According to an article by U.S. News, “Health benefits keep you out of the hospital, and make you a better employee all around… the business wants happy, healthy employees and the employees want to be happy and healthy as well.”
Overall, we hope that you will utilize the benefits that are available to you at your employer. It is important when enrolling to make sure you are getting the best plan not just for you, but also for your family. Here at Swoon, we take employee health very seriously and pay for all internal employees medical, dental and vision insurance, as we want everyone to come into work feeling their best each day!
https://www.macmillandictionary.com/us/thesaurus-category/american/branches-of-medical-science
http://www.faqs.org/ologies-isms/Lie-Mem/Medical-Specialties.html
Written By: Osoranna Mojekwu
In honor of Riot Fest in Chicago this weekend, Swooners are sharing some of their favorite jams from the performing artists.
Enjoy!
https://riotfest.org/2018/05/riot-fest-2018-lineup-announce-1/
https://riotfest.org/2018/05/riot-fest-2018-lineup-announce-1/
You have taken all the right steps to prepare for your interview and you are ready to give it your all. You have written down notes about the company and questions you have for the interviewer, you know the job description like the back of your hand, and you have your suit jacket back from the dry cleaner.
The interview starts off great, and you are nailing the questions the interviewer asks. But then, they ask about your weaknesses. You panic. You wonder, “how am I supposed to answer this without hurting my chances at getting the job? Should I say I don’t have any career-related weaknesses?” Take a deep breath.
There are many ways to talk about your biggest weakness that can actually improve your chances of winning the role rather than hurting them:
- Be Specific – Don’t throw out a general trait like being lazy or messy. Instead, choose to talk about a software, certification or other skill sets that you have not yet mastered (Excel, foreign language, Adobe Photoshop) and be sure to explain what you are doing to become better at it (online classes, meet-up groups, etc.).
- Don’t Give an Example Directly Related to the Role – Of course you may not be as good at Excel as you hope to be, but if you are applying for a data analyst role, this would not be a good weakness to bring up as it is a skill you would often use in this job. You want to make sure you do not make the interviewer question your ability to perform the tasks they need this person to do. Instead, focus on something that is still business related but not something that you would be doing daily in the new role.
- Stay Composed and Focused – Do not let this question throw off your confidence. For some interviewers, the whole point of asking about weaknesses is to see how the candidates react to the question. Remain calm and answer just as you would any other interview question.
- Don’t be Arrogant – Claiming you don’t have any weaknesses or trying to make a good attribute into a weakness is not a good idea. For example, saying you are a perfectionist or that you are just too well organized may come off as insincere. If you want to focus on something like this, be careful how you phrase it, you might say something like, “Sometimes I am so focused on keeping myself organized and making sure that everything is in its place that I lose sight of the greater goal of a project and the creativity needed to finish it.”
To best prepare your answer to this question, list out your weaknesses ahead of time so that you can choose which weakness is right to discuss at which interview. Interviewing can be a scary and overwhelming process, but it doesn’t have to be. Working with a Swoon recruiter will help you to get your resume recognized, help you prepare for your interviews and the type of questions you will be asked and ultimately easy your interview worries.