January Contractor of the Month-John Santaguida

posted by Megan Hari |

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 Month. We wish you continued success!

empty office space

The Human Element: Why Do People Ghost?

posted by Megan Hari |

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.

Author: Quyen Pham Regional Director, West Coast
Wellness Wednesday Banner

Wellness Wednesdays- Chapter 2: Healthcare and Benefits

posted by Megan Hari |

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

  1. 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.
    couples therapy
  2. 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?
  1. 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.
  2. 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://money.usnews.com/money/careers/articles/2012/08/28/7-reasons-to-take-advantage-of-employee-healthcare-benefits

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

How to Prevent Burnout Employees

posted by Megan Hari |

Burnout employees are spread thin, overworked, and typically fly under the radar which results in a lack of feedback and appreciation. Some simply can’t say no to a favor or task even when their to-do list is already monstrous. Others feel the pressure from leadership to be glued to their e-mail even as they sit down for dinner with their family. It should come as no surprise that burnout employees are affecting your company’s retention, as they are the ones quickest to jump ship. Not only are they quitting without a two weeks notice, they’re leaving a nasty Glassdoor review to boot.

So, what causes burnout? Being underpaid and overworked. But, it’s not always so cut and dry. HR leaders have reported that lackluster management, poor culture, and a lack of overall purpose are also important contributing factors. We’ve compiled a list of areas to focus on to be proactive in keeping burnout employees at bay.

Proper Training and Onboarding

When you give your employees the proper tools and training from day one, you’re communicating to them the value of their role at the company. Give them the information, resources and confidence they need to start out on the right foot. First impressions are important and it’s imperative to make sure they feel welcomed and supported in their new position.

Overall Flexibility

Can your employees work from home? Can they leave early one day a week to make an appointment or event? Offering a little freedom and flexibility can do wonders for your employees well being and productivity. Demonstrating trust and recognizing their outside commitments goes a long way.

Continued Feedback and Communication

While you’ve probably heard this time and time again, it’s still a crucial part of an employee’s success and happiness. Communicative managers and coworkers produce collaborative environments where people feel free to share their ideas, voice their hesitations and work together effectively. If an employee is starting to feel overwhelmed, they’ll be more likely to voice that concern rather than brush it under the rug until it’s too late.

Fun Culture

Work hard and then play hard. Promoting a fun culture makes coming into work a breeze. Think beyond free coffee. Host events, give incentives, encourage team building experiences and offer amenities that employees sincerely appreciate. Reward hard work and your employees will recognize your efforts.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?

The Importance of Keeping Your Employees Engaged

posted by Megan Hari |

Engaged employees are the ones who see the end goal, work towards more than completing a daily checklist and want to go the extra mile for themselves, their coworkers and the company. They are integral to your company’s success. They show up to work optimistic, excited and ready to tackle the day. Some employees are inherently enthusiastic about the work they do, and some need a little help along the way to stay focused and fulfilled. Engaged employees are good employees, and keeping them engaged is the basis of retaining talent.

Creating and maintaining employee engagement comes in different shapes and sizes. Here’s how to drive it, measure it and ultimately improve it.

Driving Factors

Take note from companies that offer learning opportunities, internal career development seminars, or social events in addition to a biweekly paycheck. They know a thing or two about the value of recognizing their employees’ hard work and investing in their growth. Employees who feel appreciated are generally more engaged. Communication is also key. Establish open lines of communication with leadership early on to help new hires feel connected and appreciated, and maintain a culture of honesty and openness. When the overall environment and culture of the workplace is positive, dynamic and filled with like-minded, go-getters, your employees are likely to be engaged and stick around.

Gauging Engagement

So, how can you measure your employees’ satisfaction and engagement? Send out an annual survey to receive honest and anonymous feedback. Ask for specific examples and areas your company could improve upon and what aspects of their work life they enjoy most. Take feedback into consideration as HR implements new benefits, as leadership plans for the next quarter, and when hiring new employees. Employees look to leadership’s attitude and involvement and as a result mirror their outlook of the company and work ethic. New hires are a reflection of the direction a company is moving in, so be sure to recruit the kinds of people your current employees will want to work with.

Improving and Maintaining

By encouraging a constant dialogue surrounding growth, recognizing and rewarding your employees’ hard work, and going the extra mile to make sure they are fulfilled and proud of the company they work for, you’ll have loyal, hard workers who are in it for the long haul. Never close the door to change, invest in your biggest asset, and create a fun culture that people will want to participate in. You’ll spend less time and money recruiting and replacing talent and more time on working towards achieving bottom line goals.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?

Better Hiring Practices: Should You Hire Skills or Personalities?

posted by Megan Hari |

Every time you have an open position in your company, the struggle begins. You want to hire someone who is a great fit with your existing staff, who will understand your company culture, and who will stay with the company and fulfill their role for a long time. When you’re hiring, there are plenty of factors that go into every interview. Deciding which factors are the most important can help you make better decisions every time you select a new employee.

Training Matters

When you have an open position, you want a candidate who has all the skills necessary to fill it. That doesn’t mean, however, that you have to hire someone who already understands the exact techniques, software, or processes used by your company. In many cases, you expect to provide some degree of training before your new employee is ready to fully tackle the job that they’ve been hired to do. If a potential employee has the basic skills necessary to learn the more in-depth skills for the job, you can train them in the specific tools and processes they need to take the position.

Personality Can’t Be Taught

You can teach employees new skills. Unfortunately, it doesn’t work the same way with personality. A good personality fit can make all the difference in many office settings. When you have a team that meshes well together, you’ll have a happier, more productive office environment. In many cases, a great combination of personalities throughout your office will be the difference between employees who are eager to report to work and give their all and a negative office environment. When hiring new employees, therefore, it’s critical to choose personalities that will fit with your existing staff to ensure a better environment for all involved.

Remember, employees can be taught new skills, so don’t write them off if their resume doesn’t read exactly like the job description requirements. Their personality, however, is something you’ll have to get a sense for in interviews and other exchanges. If they don’t feel like a good fit, regardless of their skills, they might not be the candidate for you.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?

Small Things that Can Win You the Job

posted by Megan Hari |

Hiring managers can be swayed by the small things. Obviously you have to check the big boxes, but we always hear hiring managers saying things like “and you know I loved that he showed up ten minutes early — early enough to seem prepared but not so early that I had to figure out where to put him.” Maybe it wasn’t the reason they got the job, but it was a nice final touch that sealed the deal.

Showing up on time.

Ok, so we already talked about this. Try to show up ten minutes early. It makes a good impression. You don’t want to be too early but you want to show enough precaution over being late.

Being First Up to Bat

If you can score an early morning interview and are the first one of the day, your chances go up. You’re getting your interviewers at their freshest state. If you can influence times, try to be the first up to bat.

Honesty

If there’s something on your resume that stretches your achievements and the interviewers get a sense of that then you’ve just raised a red flag. Most hiring managers report that people stretch the truth about competencies that wouldn’t even have been a factor in them getting the job, so they took really pointless risks.

Research!

Know the clients of the prospective company, and know things like where the clients’ offices are. On social media try to get a sense of who the thought leaders are. If you can demonstrate a good understanding of their business, you will have a leg up on the competition.

Follow Directions

It’s easy to get ahead of yourself and not read the instructions or follow the protocols during the interview process (e.g., if they tell you in an email to ask for Allison when you arrive, be sure you do that). It’s easy to forget the simple instructions, it’s also more costly than you’d think.

Talking About Your Experiences Positively

You might be asked during an interview why you want to leave your current position. This is not a license to talk bad about your current company. In fact you’ll look a lot better if you say nice things about the company but point to how your goals have shifted and you want to grow in new ways.

It’s important to get the small stuff just right. If you don’t then they’ll think about that bad small stuff when they think of you rather than the good big stuff.

About Swoon

We are recruiters with an unorthodox method and a proven track record of temporary and direct hire placements. Through an approachable method to recruiting we get to know our clients and candidates then connect the best and the brightest with Fortune 1000 companies nationwide. Are you ready to be Swoon’d?