Careers - Swoon

With the end of each year comes a list of goals and resolutions for the coming year. Everywhere you go, there is someone talking about what they are going to do differently this year and how they are going to fulfill new goals. In the spirit of the new year, we have compiled a list of advice and tips on job searching from some of our top Swoon recruiters. So, for all of you who have “get hired” on the top of your resolutions list, read on:

“When looking for a job, I believe the culture, opportunity for personal and career growth, vacation time, and volunteer initiatives the company pursues should outweigh your salary. Yes, you should make enough to cover your monthly expenses and enjoy life, but when a company takes care of you, your performance and overall health, that’s priceless.”
Kelly, Professional Recruiter
“Do your research. Check out the company website and research the people you will be speaking to. Take notes and come prepared with at least 3-5 questions to ask.”
Sara, Director of Recruiting
“The biggest piece of advice I can give to job seekers is to be communicative. Open and honest communication about what you are really looking for in your next position, what is going to make you happy, where you are in your job search, etc., will be the most helpful to your recruiter and those helping you land your next gig. We promise to always do the same!”
Lisa, Recruiting Lead, Major Accounts
“When looking to make an employment change, I always tell the candidate it’s important to research a company but even more important to research what your role will be in that company. If you do not know how this opportunity will play out over your career, you may limit future advancement. More importantly, don’t be afraid to ask questions about job duties in interviews. You want to come out of the process feeling that this opportunity is the one!”
Jim, Lead Technical Recruiter
“Referrals increase your chances of landing a job, so don’t forget about the network you’ve spent years creating. You never know who could help you along the way, so put in the effort to spread the word that you are job searching and be sure to let your recruiter know you’re actively looking for a job.”
Ryan, Major Accounts Support Specialist
“Focus more on hard technical skills than soft skills and be able to speak about your specific job duties for each of the roles on your resume. Also, don’t be afraid to call the recruiter or HR department to follow up on your status.”
Anna, Recruiter

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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?

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

Finding a job that you do well and enjoy can be a tall task. It may seem like your search will continue indefinitely or you will have to settle for a job that you won’t enjoy that much. The key to success is selling yourself. Start thinking about your own wants and needs from a job and the things you excel at. Here are some ways you can sell yourself during your next interview to get the job you really want.

Ask the Questions

Interviews can quickly feel like intense interrogation sessions when you forget that it’s supposed to be a back and forth dialogue. Take a more active role in your interview and ask relevant questions for a more productive and insightful exchange. Ask pertinent questions about the specifics of the job and the workplace culture so that you can get a complete idea of what the job entails.

Research

Thoroughly research the company before you go into an interview. This will make your questions regarding the job and workplace that much stronger, and it will show them that you have an understanding of what the company does and how you would potentially function in your role.

Preparation

Preparation is more than just making sure your suit is dry-cleaned and that you arrive on time. It is important that you are professional and on-time for your interview, but you should also be prepared to discuss why you want the job you are applying for. If you know the answer to this question it will help you give stronger answers to your interview questions and help you give a stronger interview all-around.

About Swoon

There’s nothing more frustrating than feeling you’ve exhausted all of your options in a job search. You’re sure that you’ve turned over every stone and hunted down every potential lead. That doesn’t mean that it’s time to give up! Instead, try taking a new, unorthodox approach to your job search.

Target Your Ideal Position

Most people don’t dream of spending Monday through Friday from nine to five behind a desk. Chances are, this wasn’t the type of job you thought you would have when you were a kid. Instead of letting yourself get bogged down by what you “should” be doing, try taking a look at the types of jobs you’d really like to have and the type of company culture that you think would be a good fit for you. You might be surprised by how much easier it is to find your ideal job than it is to find one that’s just “good enough.”

Search for Companies not Jobs

As you think about your ideal job, don’t just consider the exact position that you think would be a great fit for you. Think about the type of company you’d love to work for. Is it a company with a social conscious mission? One with a fantastic company culture? Choose the type of company where you can see yourself staying long-term. Working your way up from within is often easier than starting out in that top position you have your eye on, and when you love your company, you’re more likely to enjoy going to work every day.

Apply for the Job You Want, Not the One That’s Open

A large percentage of the best available jobs are never posted. Instead, they’re filled through word of mouth, through recruitment agencies, or by quietly reaching out to people who are considered ideal for the position. If you’re looking at a company, imagining yourself there, and thinking that it would be the perfect fit for you, don’t let the lack of an open job posting stand in your way! Go ahead and send in your resume and a cover letter. Even if it doesn’t yield a job now, it might mean an open door down the road.

About Swoon

Okay, you’ve made great contacts at industry meet-ups, overhauled your Twitter and Facebook accounts to present a more professional image and given your LinkedIn profile a long overdue update to offer an excellent introduction to prospective employers. So, what is the next step?

Choosing the correct type of resume and tailoring it to each job you apply for is vital. Your resume plays an essential role in securing interviews during your job search. Here are three types of resumes that will increase interview opportunities.

Chronological Resume

Listing job history in chronological order starting with your most recent job and working backward is the most standard resume format. This format is useful for people employed in the same field for a long time who want to apply for jobs in the same or similar field. Also, they have few gaps in their employment history.

Functional Resume

A functional resume brings your skills and abilities to the forefront while minimizing your work history. People who choose this format usually have significant gaps in their employment history, have been out of the workforce for an extended period or have little to no work history.

Combination Resume

The combination layout captures attention by first highlighting relevant skills and capabilities like a functional resume and then supporting them with your chronological work history. People with limited work history support their skills with volunteer positions or education. If you are a new graduate, entry-level job seeker, older worker or ready to make a career change this format is an excellent choice.

When you have determined which resume type applies to your situation, enhance your chances of being selected for an interview by tailoring your resume to each job inquiry. Accomplish this by incorporating keywords from job descriptions directly into your resume. Also, add the URL for your Twitter handle and LinkedIn profile to your contact information on your resume to show prospective employers that you are proficient with social media platforms.

Use these guidelines to help you prepare a great resume and then contact a leading recruiting agency to help you land the perfect job.