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The Great Manufacturing Debate: Hiring for Attitude vs. Experience

Wed, 29 Apr 2026 18:59:44 GMT

Hiring managers in the manufacturing field are facing a dilemma they may never have faced before. Many are wondering, do you hire for experience or for attitude?

Consider this scenario:

Do you hire the veteran operator with twenty years of experience but a "this is how we’ve always done it" mindset? Or do you hire the eager newcomer who doesn’t know a CNC machine from a drill press but shows up ten minutes early with a notebook in hand?

While many would have quickly answered the experience, these days the tide is turning. More companies are looking beyond what a person knows. They want to look at how they learn and act.

The Experience Paradox: When Knowledge Becomes a Liability

Experience is extremely valuable. People need to know how to get the job done. But experience can sometimes work against some people. Someone with decades of experience may be resistant to new software, lean manufacturing pivots, or updated safety standards. They may think that they know it all, so what more do they need to learn? This attitude can hurt both the worker and the company.

If someone’s experience comes with an ego and they refuse to collaborate and learn, their net value to the company often decreases.

Why Attitude is Becoming More Important

In manufacturing, attitude isn't just about being friendly at the water cooler. It also includes traits such as adaptability and reliability. You can teach someone how to use a new piece of equipment. You can’t teach someone how to take initiative, care about their work, or show up on time. This is all about the attitude.

When you hire for attitude, you are working to maintain the retention rate. Many people are fired for their poor teamwork, refusal to follow instructions, and attendance issues.

Find the Right Balance Between Attitude & Experience

If you hire only for attitude and have zero experienced leads, your production will stall. The most successful manufacturing firms strive to find the right balance.

Here are some ways to do this:

Rewrite the Job Description: Instead of listing “5 years of experience”, emphasize a “proven track record of reliability”. This shifts the focus from experience to include attitude as well.
Look to Find Out More During the Interview: Instead of asking specific questions about machinery that has been used, ask how they learn new processes. The answer to this question will tell you more about them than whether they can operate a piece of machinery.

You may also want to consider a job mentorship program where new hires shadow an experienced worker. This can help those with fewer skills, but a great attitude, get more on-the-job experience.

While everyone may be able to gain experience, not everyone can always maintain the right attitude.

How do companies make it work?

Companies need to consider stopping hiring for what people did and start hiring for what they are capable of doing.

If you need help finding the right manufacturing candidates to fill your roles, Summit Careers is here to help. We have a growing list of resumes from people who want to work for you today.

Manufacturing Shift Work: How Scheduling Impacts Hiring and Retention

Mon, 20 Apr 2026 15:47:07 GMT

When it comes to manufacturing work, there is much emphasis these days on the shift schedule. For plant managers and HR directors, the "standard" shift is no longer just a logistical necessity; it is a primary marketing tool for recruitment and a major way to retain employees. Let’s take a closer look at how scheduling impacts hiring and retention.

The Great Debate: 8-Hour vs. 12-Hour Shifts

The choice between 8-hour and 12-hour rotations is the first major decision at any facility. Both have profound impacts on who applies and who stays.

The 8-Hour Traditionalist Shift

Pros: Easier for workers with childcare needs or those who find 12 hours of physical labor unsustainable. It fits the traditional "three-shift" (Morning, Afternoon, Graveyard) model.
Cons: Frequent handovers increase the risk of communication gaps and "passing the buck" on equipment issues.

The 12-Hour Modernist Schedule

Pros: Employees work roughly 182 days a year instead of 273. This "built-in" time off is a massive recruitment draw for people seeking more free time for hobbies or family.
Cons: Fatigue is a real risk. By hour ten, safety incidents can spike if not managed with proper breaks and ergonomic support.

Hiring in 2026: While Flexibility Matters

Scheduling flexibility has jumped to a top-three priority for manufacturing applicants, trailing only wages and benefits. This has manufacturers taking a different approach. Companies are implementing shift bidding and self-scheduling. Modern workforce management (WFM) software now allows employees to:

Swap shifts via mobile apps without supervisor intervention.
Volunteer for overtime during peak production.
Set availability to protect specific days for education or family commitments.

By treating the schedule as a dynamic menu rather than something set in stone, companies are attracting a younger, more tech-savvy demographic that values autonomy.

Retention: Solving the Mid-Shift Burnout

Retention isn't just about the hours worked; it’s about the predictability and recovery those hours allow. High turnover often stems from the physiological and social strain of rotating schedules.

Moreover, the handoff between shifts can be a silent retention killer. When a night shift feels like they are being set up for failure by the day shift, morale crumbles. 12-hour schedules mitigate this by reducing the number of handovers, fostering a "two-crew" culture of mutual accountability.

The Role of "Temp-to-Hire" in Scheduling

These days, many manufacturers are using temp-to-hire models as a way to test scheduling. Before a worker commits to a permanent 12-hour night rotation, a 90-day trial period lets them see whether their lifestyle truly meshes with the demands of the floor. This realistic job preview significantly reduces turnover within the first 30 days.

The Bottom Line

As we move further into 2026, the manufacturers that thrive will be those that view scheduling not as a math problem to be solved, but as a human-centric strategy. Whether you opt for the stability of 8-hour shifts or the lifestyle benefits of 12-hour shifts, the goal is to maintain high productivity while reducing the revolving door.

If you need help finding manufacturing workers , Summit Careers is here to help. We receive resumes daily from people looking to find their next career. Reach out to us today to learn more.

The Real Cost of Unfilled Manufacturing Positions and How to Reduce It

Tue, 31 Mar 2026 14:00:37 GMT

When it comes to filling manufacturing positions, companies are feeling the pinch of vacant positions. Data shows unfilled manufacturing roles could cost the U.S. economy $1 trillion by 2030. For an individual plant, the hidden costs of a vacancy often outweigh the salary of the person who should be there.

What Vacancies are Really Costing Companies

Vacancies are costing companies more than you would think when you break down the dollars and cents of it all.

Experienced Workers

With 26% of the manufacturing workforce aged 55 or older, every unfilled role next to a veteran worker is a missed opportunity for mentorship. When those veterans retire without a successor who has shadowed them and learned the ropes, decades of expertise are lost.

Overtime Costs

To meet production quotas, existing staffers must pick up the slack. This can lead to massive overtime costs and employee burnout. This can be extremely dangerous. Fatigued workers are statistically more likely to make errors or suffer injuries, driving up insurance and rework costs.

Operational Costs

If a maintenance job goes unfilled and machines stop working, it can lead to longer downtime, costing the company money. If a line is down for four hours instead of one because you’re short a technician, the loss can exceed thousands of dollars.

Competitive Disadvantage

Production delays can give competitors an advantage. While you’re taking longer to complete tasks, they’re surging ahead and taking your customers.

How to Close the Gap

Reducing the cost of unfilled positions requires moving from reactive hiring to proactive employee retention.

1. Data-Driven Training

Instead of searching for the perfect candidate, start building them in-house. Many high-performing plants are using skill matrices to identify their gaps. By training current employees to do other tasks, you can create a more resilient, cross-trained floor.

2. Invest in Labor-Augmenting Technology

In 2026, automation isn't about replacing people; it's about making the people you do have more effective.

AI Resources: New AI systems can now help less experienced operators by providing real-time, natural-language troubleshooting guides based on the plant’s own historical data. This can help employees get the information they need when they need it.
Collaborative Robots: These handle the more mundane tasks, allowing your human talent to focus on quality control and complex assembly.

3. Structured Onboarding Program

Data shows that 30% of manufacturing departures happen within the first 90 days. To reduce this at your company, implement a structured onboarding process:

Day 1: Safety-first orientation.
Day 30: A "stay review" to identify friction points before the worker looks elsewhere if they are unhappy.
Day 90: A clear path to the next skill level or pay grade.

By showing you are taking time and effort to retain employees, they will feel valuable and will not look for a quick out.

Let Summit Careers Fill Your Manufacturing Roles

If you’re feeling the cost of unfilled manufacturing positions, let Summit Careers help. We work with qualified individuals seeking their next career move. Reach out to us today so we can help!

Why Universities Struggle to Compete for Administrative Talent

Tue, 24 Mar 2026 13:28:43 GMT

Universities are facing a troubling trend as they work to find and retain administrative talent. Many schools looking to fill IT professional, HR director, and mid-level manager positions are finding it difficult to compete with the private sector for the same positions.

Why is this happening, and what can universities do?

Let’s take a look.

Salary Differences

The most obvious hurdle is the paycheck. According to 2024–2026 labor data, while public universities have recently outpaced private universities in salary increases for senior administrators, median raises are barely keeping pace with inflation, let alone with private-sector competition.

While a university may offer a stable career, the private sector may offer more money. This can steer quality talent in that direction. Universities may not be able to do much in this department, so it will remain an issue that keeps top talent away.

Remote Work Options

Many private-sector jobs can offer employees remote or hybrid work options. These days, this is very appealing. People want the flexibility that private sector jobs can offer.

Universities are often bound to in-person jobs only. Leadership often feels that for a campus to be alive, staff must be physically present. This can deter some quality employees from these positions. Many favor remote options and will gravitate toward companies that offer them. If the private sector offers higher salaries and remote work options, universities may not be able to compete.

Increasing Complexity

The job of a university administrator is becoming more difficult. New financial rules and delays in federal aid have made it more difficult to work in some university departments. There are also some demands to be more AI-savvy to manage enrollment and student engagement. Some of these tasks are unappealing, leaving candidates to look to the private sector, especially if the salary is higher.

How Can Universities Compete?

To win back administrative talent, institutions have to change. These are some suggestions:

Embrace Flexibility: Consider allowing remote work for roles that don't require face-to-face student interaction. This can be for data entry and similar tasks.
Modernizing Benefits: If the base salaries can’t compete with the private sector, they can, and should. Universities can consider offering tuition help, superior health benefits, and excellent retirement options.
Streamlining the Search: Academic hiring is notoriously slow. A corporate recruiter can hire an accountant in two weeks; a university search committee might take six months. By the time the offer letter arrives, the talent is gone. By speeding up the process, universities can avoid losing talent.

Are you Looking to Fill University Jobs? Contact Summit Careers

At Summit Careers, we hear from candidates daily looking to fill university jobs. When you partner with us, we will sort through resumes and present you with only the best candidates. Contact us today to learn more about our university staffing program and how we can help you fill your vacancies. We have helped countless universities find their top employees; let us do the same for you.

What Today’s Blue Collar Workforce Actually Wants From Employers

Mon, 09 Mar 2026 15:25:32 GMT

Today’s blue-collar workforce wants more than a job to pay the bills. They want a career that respects their time and gives them a future. They are looking for employers who can offer benefits that extend beyond the workday. Let’s take a look at several things that the blue-collar workforce wants in 2026 and what employers can do.

A Clear Path to Growth

Many blue-collar workers want a clear path to growth. They don’t want to stay stagnant in their jobs. They want opportunities for promotion, regular performance-based raises, tuition reimbursement, and more. If you can provide some of these, you may be more likely to attract quality workers to your company.

Stability with Hours

While blue-collar workers can’t work from home, they want something different when it comes to the hours they work and their stability. Many do not want to be “on-call” 24/7. They want to know their schedule in advance. This can lead to a better work-life balance. This can make a huge difference in keeping workers happy.

Tangible Security

Job security is extremely important. Workers want a guaranteed minimum number of hours. They also want equitable pay. They know how important their skills are in a tight labor market. They want to have a paycheck that reflects the rising cost of living and their skills.

Restful Time Off

These days, workers want long weekends and paid holidays. They want the extra paid time off for long weekends or reaching milestone employment levels. Parental leave and paid sick time are also important. Some companies also offer mental health days. These are all things that do not go unnoticed with the blue-collar workforce.

Long-Term Financial Security

Workers not only want to be taken care of now, but they also want to have long-term financial security. This includes retirement matching or pension contributions. Budgeting help and financial education are important as well. Any seminars or resources to better help them understand their options early are also appreciated. If they know their employer is looking out for their long-term financial goals, they will greatly appreciate it.

Appropriate Inclusivity

The face of the blue-collar workforce is changing. More women are entering trades like construction and transportation. They are seeking inclusion in every aspect of this workforce.

Inclusivity also extends to workwear, ensuring it encompasses all body types. Workers are also seeking mentorship that establishes clear career pathways for underrepresented groups in the trades.

The Bottom Line

The current job market is one in which blue-collar workers want to stay in their current positions but ensure they fulfill their needs. But there are those who don’t feel like their needs are being met. This group is quietly waiting for an offer that respects all of their boundaries.

If you want to attract the best-quality employees, you need a more human-centric operation. At Summit Careers, we work with employers who are seeking the best-quality employees who also possess the skills they are looking for. To learn more about our program, reach out to a Summit Careers team member today.

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How to Attract Younger Workers to Skilled Trades Without Dumbing Down the Role

Fri, 20 Feb 2026 17:00:22 GMT

It is estimated that approximately 25% of skilled trade workers are nearing retirement . This is expected to create numerous job openings in the field, which is already beginning to happen. The problem is that companies are struggling to attract young workers to these skilled trades.

The applicants of today differ greatly from those of 50 years ago. Companies need to sell the jobs in a different way, focusing on how to demonstrate the complexity and innovation of the role. Highlighting high-tech, high-paying careers is key. There is no need to make jobs look easy to get them in the door. Younger applicants need to be drawn in by digital outreach and clear advancement opportunities.

Let’s take a look at how you can attract the next generation of skilled trade workers without minimizing the integrity of the job.

Focus on Applied Engineering

Younger workers are tech-savvy. They know how to use complex systems. Use this to your advantage when trying to sell the job. For example, an HVAC tech is not fixing an AC unit. Rather, they are managing complex thermodynamics. Using different languages validates your applicants’ intelligence. It also highlights the use of other tech skills needed to get the job done.

Engage Them with Active Job Listings

The so-called “laptop life” is becoming very unappealing to many younger people. They want to stay active on the job. Taking a job in the skilled trades industry is one way to do that. Promote the idea of getting out into the community, interacting with others, and being on the move. Skilled trade workers won’t be sitting in a cubicle all day. They will be out and about, making a difference by providing services that people need daily. They can also see tangible results of their labor as they work to fix problems.

Modernize Recruitment Efforts

If your recruiting methods are outdated, you are not going to attract a younger applicant pool. If your flyers look like they were printed 30 years ago, applicants may assume that all other aspects of your company are also dated. This is easy to fix. Consider this:

Show real people on real job sites versus old stock photos.
Highlight modern tools and advanced machinery.
Use social media to advertise. Take advantage of TikTok and Instagram reels for an authentic look at the positions you want to fill.

This approach will give your recruitment efforts a fresh look as you attract new candidates.

Focus on Being an Entrepreneur

Many of those in the younger generation have an entrepreneurial spirit. They are looking for business ownership. Being part of a skilled trade can help to provide them with the path to business ownership that they seek. You can sell this as you attract candidates. Show them that while you are honing their skill, they will also learn how to run a business where they can showcase those skills.

Show the Environmental Impact

Younger generations are very concerned about the environment. If you can show them how a skilled trade is taking an eco-friendly approach, you may have an easier time bringing them in. You can show them how plumbers are managing water conservation systems or how electricians are installing EV infrastructure. These types of projects will help to attract younger workers to skilled trades and level up the jobs you want to fill.

Remember, attracting younger workers isn’t about making the job easier. You want to make the value clearer and highlight the intelligence needed. This way, you will attract candidates who respect the craft and all that goes into making it possible.

If you’re looking to attract skilled trade workers, Summit Careers can help. Reach out to us today to learn more about our services.

How to Build a Manufacturing Hiring Process That Does Not Burn Out Your HR Team

Fri, 06 Feb 2026 15:45:18 GMT

Burnout can impact all aspects of your manufacturing team. From the people on the shop floor to those working in the human resources department, everyone can face burnout when it comes to their jobs.

High turnover rates, the constant pressure to fill specialized technical roles, and the sheer volume of entry-level applications can create major stress for a manufacturing HR department. But there are ways to create a hiring process that works with your production needs without burning out your staff.

Consider these ways you can prevent your HR staff from burning out while still getting the job done.

Don’t Wait Until Someone Leaves to Start Looking for New Workers

HR teams feel the burn when they’re forced to panic hire. When a vacancy suddenly occurs, HR must push to fill it right away to avoid halts in production. This can be stressful and can lead to hiring people who are really not qualified for the job. Instead, work on having a pool of available talent whom you can go to when a vacancy opens. While they may not be available, you may be able to find someone who is extremely qualified and has already shown interest in the company. This releases the stress and is a more efficient way of hiring.

Streamline the First Round of Screening

Instead of manually going through all resumes to see if they meet the basic requirements, use “knock-out” questions to eliminate those that don’t meet the basic requirements. This can include things like shift availability and having certain certifications. If an applicant does not possess these things, then you can weed them out right away. This allows HR to only spend time screening candidates who are eligible for the job.

More Efficient Interviewing Process

Implement a more efficient interviewing process. Every hiring manager may have a different process that inevitably slows things down. Establish one process that everyone agrees on. This can include a structured scorecard to rate candidates based on their interview answers. Rather than send emails back and forth to candidates, use a self-service booking link that allows the candidates to see available slots and sign up for them. Instead of having to track down different managers for their thoughts on a candidate, use digital notes in a file so everyone can have access to the different opinions and reach a decision quicker.

Focus on Finding the Right Fit for the Work Culture

While skills are undoubtedly an important part of finding the right employees, you don’t want to forget about screening to find someone who fits the job culture. Look for the right attitude and reliability. This can help to avoid high turnover rates. Some people may have the right skills, but may struggle in the work culture, resulting in them leaving even before they really get started. This puts you right back at square one.

Work with a Recruiting Firm

When you work with a recruiting firm, they will do all of the legwork and only leave you with the best candidates. They’ve checked skills and basic requirements and know who the right fit will be. They will give you these applicants to interview and choose from. Recruiting firms use the most efficient practices to help streamline the hiring process. They can sift through resumes and vet candidates, so your HR team doesn’t get burned out.

At Summit Careers, we utilize only the best hiring practices so that our manufacturing clients have a pool of qualified candidates. We are here to get the job done for you so that your HR team is energized to find their next employee. Reach out to us today to learn more!

Why Manufacturing Hiring Is Broken in 2026 and What Employers Can Do About It

Thu, 22 Jan 2026 23:44:48 GMT

If you own a manufacturing company and hiring has been anything but successful lately, you’re not alone. Many manufacturing companies are hitting major roadblocks when it comes to finding qualified candidates. While each story may be different, many share the same underlying problems. What’s behind these troubling trends, and what can employers do to reverse them? The Summit Careers team is digging deep to find you answers and help you find the qualified candidates that are in demand right now.

Why Manufacturing Hiring is Broken

There are several reasons why manufacturing hiring just isn’t what it used to be. Do any of these sound familiar?

Skills Gap

While candidates may have traditional manufacturing skills, they may not have the digital skills that many manufacturing jobs now require. Many experienced technicians also need to know how to troubleshoot software issues.

Fierce Competition

The competition is fierce for manufacturing candidates. Many companies are competing with tech facilities for the same workers. Tech giants can offer higher wages and more benefits that are pulling workers away from the traditional manufacturing sector.

Changing Demographics

Manufacturing jobs were popular with the now aging workforce. As these workers retire, there are fewer people who are fighting to take their place. Statistics show that while nearly 4 million manufacturing jobs are expected to open up by 2033, half of those roles will go unfilled. Just 14% of Gen Z say they would consider industrial work as a career.

Workplace Stereotypes

Many job seekers may have outdated beliefs about what manufacturing really looks like. While they may assume it entails dark, unmodern factories, they may be unaware that modern manufacturing is clean and efficient.

Economic Uncertainty

Some companies may not be able to hire the workers they need due to economic uncertainty. This can result in overworked employees and a decrease in production.

Ways to Reverse The Trend

While this trend in manufacturing hiring is disturbing, there are things that employers can do to improve the situation and help themselves.

Offer Better Compensation

Manufacturing companies can offer better wages and benefits to compete with tech companies that may have more on the table. If the offer is right, a candidate may choose to work for a smaller company rather than a tech giant.

Look to Build Skills

Explore internal training that helps employees with both technical and digital skills. This will allow employees to gain the knowledge they need to excel in both areas.

Offer Flexible Work Schedules

Since those in the manufacturing field can’t work remotely, employers can offer flexible schedules, such as 4-day work weeks. This can help to attract more candidates.

Find Ways to Collaborate

Work with educational institutions and staffing agencies to find trained workers who have the desired skills and are ready to work.

Use Social Media for Authentic Storytelling

Reverse the stereotypes that some manufacturing facilities may have by providing authentic storytelling. Use platforms like TikTok and Instagram to provide a behind-the-scenes look at a real manufacturing facility and the people who work there.

Provide Referral Incentives

Provide incentives for employees if they bring on a candidate who gets hired and stays on the job for a set time. This can help to attract qualified workers and retain the ones you have.

Partner with Summit Careers to Find Qualified Candidates

If you’re a manufacturing company looking to find qualified candidates, Summit Careers is here to help. We have a growing database of candidates who are looking for jobs just like yours. Contact us today to learn more about our manufacturing staffing program and how you can benefit.

Looking for Work? Find out How Summit Careers Can Help

Thu, 23 Oct 2025 13:30:00 GMT

We’ve all been there before: the middle of the night job search scrolling, the relentless application process that ends in ghosting. Many people find job searching a full-time job in itself. Unfortunately, when you’re doing it alone, it can be unrewarding, leaving you unemployed.

When you work with Summit Careers, we do the legwork for you. We take the time to find the best job matches, so you don’t have to. Our team is dedicated to getting you on your career path. What do we do and who do we work with? Let’s take a look.

How Much Time are You Spending Looking for a Job?

First, it’s important to understand just how much time your job search is taking from you. While everyone is different, the tasks are the same. Do these tasks sound familiar?

Skimming Through Job Boards

Experts find that many people spend more than 3 hours a week just skimming through job boards. This involves reading posts that are irrelevant, otherwise known as, wasting time.

Tailoring Resumes and Cover Letters

If you’re lucky enough to find a job or two that suits you, you have to tailor your resume and cover letter. This can take another 5 hours or so, depending on the amount of work you have to do and how many jobs you may be applying to.

Networking

We all know that networking is another excellent resource in the job search, but this takes time. This can be a couple of hours a week as you make calls, write emails and reach out to people in your industry.

Interviews

When you do get an interest in your resume, it’s time to interview. Whether you’re doing this online or in person, this is also a time-consuming task that can yield zero results.

In total, you can expect to spend at least 15 hours a week searching for a job. Yikes! But when you work with an agency like Summit Careers, you can reclaim that time and use it for other tasks.

How Working with Summit Careers Saves You Time

Here’s how working with Summit Careers makes the job search process easier for you:

We Find the Jobs for You

We work with companies that have shared their job postings with us because they know we have a pool of qualified candidates. They don’t have to waste their time posting anywhere else because they trust us to find their new hires.

We Handle the Correspondence

No more stalking your inbox. Our team handles the communications, so you don’t have to worry.

We Schedule Interviews

Once a match is made, we work to schedule a convenient interview time. Our team has made connections with hiring managers. We have built relationships that help our clients. We handle the logistics so you can concentrate on putting your best foot forward during the interview.

Industries We Work With

Job seekers enjoy working with Summit Careers because we partner with a wide variety of industries :

Manufacturing (machine operation, assembly, quality control, etc.)
Distribution (box truck drivers, CDL)
Professional Trades (electrician, plumbing, auto mechanic, sheet metal work, welding)
Precision Manufacturing (CNC plastics & metals, engineering, deburring, quality control, grinding)
Warehousing (shipping & receiving, packers, powered machine operators, inventory control)
Administrative (human resources, accounting, payroll, controller)
Medical/Dental (non-clinical, nurses, medical/dental assistants, CNAs, nurse practitioners, physician assistants)
Schools/Universities (teachers, professors, paraprofessionals, administrators, maintenance, cafeteria workers, chefs, prep cooks)

If you’re looking for jobs in any of these fields, it’s time to partner with Summit Careers!

Connect with Summit Careers in Your Job Search

Summit Careers is here to help you find your next employer! Whether you’re looking for permanent or seasonal work, we can help. Now is the time to apply for seasonal positions, so don’t miss out on your next opportunity. Let us know the type of job you’re looking for and we can connect you with the right companies. Reach out to us today and submit your resume so one of our recruitment consultants can get to work for you!

Hartford Hiring: The Push to Find Qualified Candidates Now!

Thu, 18 Sep 2025 14:29:51 GMT

The Summit Careers team is working diligently to help individuals in the Hartford, CT area find their next career opportunity. There are companies in various industries that are currently seeking individuals with your skills. According to the Connecticut Business and Industry Association, 76% of employers say that finding and retaining workers is challenging. This is one of the reasons why the push is on to find qualified candidates.

That’s where we come in.

At Summit Careers, one of our many focuses is on Hartford hiring and helping various companies find the qualified employees they need to make their businesses thrive.

Summit Careers Is Here to Help with Hartford Hiring

Currently, there is a need for qualified candidates in academics, professional trades, higher skill development positions, and much more, in the Hartford, CT region. According to the Connecticut Department of Labor, there are several sectors that are fueling the need for skilled talent:

Manufacturing

There is a strong need for workers in aerospace and precision engineering. Finding skilled labor in these areas can be difficult for companies. If you have these skills, you hold an advantage over others who may be looking at these types of jobs.

Skilled Trades

There is also a strong need to find skilled workers in many different trades, especially in the construction industry.

Life Sciences

The Hartford, CT area has a high demand for lab technicians and technical staff, as well as research and development specialists. These types of specialized skills are extremely important in today’s job market.

Academics

Many school districts have numerous openings for staff, both in and out of the classroom. At Summit Careers, we help many school systems find the staff they need for teaching and other positions.

Tips for Job Seekers in the Hartford, CT Area

If you're looking for a job in the Hartford area, here are some tips to help you along the way:

Highlight In-Demand Skills

Employers are seeking candidates with skills in data analysis, cybersecurity, engineering, and various medical fields. Tailor your resume and cover letter to showcase your proficiency in these areas.

Look at Early Career Programs

Consider early career programs that can sometimes lead to a full-time role.

Target Growth Industries

Explore companies that are constantly growing and see how your skills may match their needs. Be sure to highlight these skills in any job search.

Partner with Summit Careers for Your Hartford, CT Area Job Search

One of the best things you can do to enhance your job search in the Hartford, CT area is to partner with Summit Careers. We work with many growth industries to help them find their next star employees.

Our team searches our expansive applicant database to help find the best matches. It’s a win-win for everyone: the companies that need to find workers, and the job seekers who are looking for their next big move. To get started, submit your resume so we can get to work for you and find your next career move.

The 5 Roles You'll Be Scrambling to Fill This Fall—And How to Hire Smarter Now

Thu, 21 Aug 2025 20:43:24 GMT

As we look ahead to fall, many companies will be busy trying to fill vacancies. While the job market is constantly shifting, there are a few areas that are expected to stand out, leaving companies scrambling to find qualified workers.

If you want to get ahead, it’s important to be aware of which positions are expected to be most competitive so you can adopt smarter hiring strategies.

The 5 Most In-Demand Roles This Fall

Healthcare Professionals

The demand for nurse practitioners, physician assistants, and health service managers continues to soar. An aging population and an increased need for quality care are the driving forces. These roles are expected to be in clinics, hospitals, and long-term care facilities to maintain high standards of patient care.

Machine Learning Specialists

Businesses are expected to be looking for professionals who can implement AI-powered solutions. These specialists are needed to develop and integrate everything from automated customer service chatbots to complex data analysis models.

Cybersecurity Specialists

As businesses become more reliant on digital infrastructure, the risk of cyber threats grows. Cybersecurity specialists, including information security analysts and engineers, are in high demand to protect sensitive data, prevent breaches, and ensure the integrity of a company's systems.

Data Scientists and Analysts

Companies need experts who can make sense of all the data being generated these days. Data scientists and analysts are vital for extracting meaningful insights from complex datasets to inform business decisions, optimize operations, and predict market trends.

Skilled Trades and Green Economy Workers

There's a persistent demand for skilled tradespeople, and a new wave of growth is being driven by the green economy. Roles like solar installers and wind turbine service technicians are experiencing rapid growth as companies and governments invest in renewable energy projects.

How to Work Smarter, Not Harder, When it Comes to Hiring

The traditional hiring process won't cut it when competing for top talent. You need a strategy that's both efficient and appealing to modern job seekers.

Prioritize Skills Over Degrees

Focus on critical skills over degree requirements. A skills-based approach widens your talent pool and allows you to find qualified individuals who may have gained experience through alternative paths, such as bootcamps, online courses, or on-the-job training.

Embrace Flexibility and Employee Wellness

Work balance is more important than ever. To attract and retain top talent, consider offering flexible work arrangements like remote or hybrid options. Highlighting robust health and wellness benefits, including mental health support, can also make you stand out in a competitive market.

Build a Strong Talent Pipeline

Proactively build relationships with passive candidates through networking and employee referral programs rather than waiting for a position to open. A robust talent pipeline ensures you're never scrambling for a hire, as you'll already have a pool of qualified individuals to draw from. A strong employer brand that showcases your company's culture and values on social media and career pages is also crucial for attracting long-term interest.

Highlight Technology and Data

Use technology to streamline your recruitment process. AI-powered tools can help automate tasks such as resume screening and interview scheduling. This gives your HR team more time to focus on meaningful interactions with candidates. You’ll also want to use recruitment analytics to identify trends and measure the effectiveness of your hiring sources.

Do You Need Help Filling Roles this Fall? Contact Summit Careers

If you need help filling vacancies this fall, Summit Careers is here to help. We have a growing database of candidates who are looking for jobs just like yours. You can count on us to use the most efficient practices to fill vacancies quickly. Contact us today to learn more.

From Vacancy to Velocity: How Fast Ancillary Hiring Drives Student Success

Wed, 23 Jul 2025 16:50:51 GMT

When you think about what contributes to a student’s success, it extends well beyond the classroom. Besides faculty members who work with students inside the classroom, many other staff members are needed for a student to be successful and well-rounded. This is why filling these positions is so vital. When these positions remain vacant for too long, the daily workflow can get disrupted, impeding a student’s success.

At Summit Careers, our team is committed to filling vacant ancillary staff positions as soon as possible so that schools and universities can continue working at their fullest potential. Let’s take a closer look at how ancillary hiring truly drives student success.

Contributing to Student Success: The Benefits of Filling Ancillary Vacancies

Supportive Learning Environment

When ancillary vacancies are filled, students can receive the supportive learning environment that they deserve. Ancillary staff, such as counselors, mentors, tutors, and others, can allow students to receive help that may not be available inside the classroom. Without the hard work of these individuals, students may lack the guidance they need to succeed.

Reduce Teacher Workload

It takes a village to teach a child. Much of that village can come from the help of ancillary staff members who can take some of the workload off of teachers. By doing so, teachers can focus more on teaching each child and giving them the attention they deserve.

Improved Student Well-Being

When we think of school staff, we may automatically think about teachers and teaching aides. But, staff members such as school nurses and guidance counselors can ensure that a student’s health and well-being are taken care of. When a student is not healthy physically or mentally, they will not be able to reach their fullest potential. But when a student is feeling well physically and in a good emotional and mental state, they have the energy and tools they need to reach for the stars.

Besides nurses and guidance counselors, janitors and school cleaning staff are also vital to a student’s success because they help to maintain a sanitary learning environment. If a student is surrounded by a dirty learning environment, they are at a greater risk of becoming ill. Sickness results in lost classroom time that can negatively impact a student’s success.

Technical Support

We all know how much everyone relies on technology these days, especially in schools. Many lessons are available online only, and assignments are completed online. When something goes wrong on the technical side, it can impact learning. By hiring the right technical support staff, you can feel confident that you have the right people in place to spring into action when a technical problem arises. Technical support can help to fix problems before they become catastrophes that can severely impact daily operations.

Social Development

Social development can also contribute to a student’s success. Being involved in school clubs and activities allows students to meet others and expand their social circles. Staff who work to plan activities and coach sports play an important part in a student’s life. These staff members help students to foster their social skills, which allows them to become well-rounded individuals.

Bridge Communication Gaps

Communication is key when it comes to a student’s learning path. Support staff can serve as liaisons between teachers, administrators, and students. By fostering greater communication, these support staff members can contribute to a student’s success.

Let Summit Careers Fill Your Ancillary Staff Vacancies Now

If you have vacancies for ancillary staff members, Summit Careers is here to help. We have a growing database of candidates who are looking for jobs just like yours. We use the most efficient practices so that we can fill vacancies quickly. Contact us today and learn how we can work together to fill your vacancies and help students succeed.

The Hidden Backbone of Higher Ed: Why Your Next Great Hire Isn’t a Professor

Thu, 26 Jun 2025 15:31:50 GMT

When you think about the staff needed to run a university, your employee list extends well beyond professors. There is a hidden backbone of higher education…academic support staff, janitors, cashiers, and more that are essential to having a university system that runs efficiently.

These non-faculty staff should not be overlooked because of the vital services they offer daily. As we take a closer look at the benefits these staff members bring, you can see why filling these vacancies now is more important than ever.

The Importance of Non-Faculty Staff in Higher Education

When we talk about non-faculty staff, we’re talking about a variety of positions. Let’s take a look at what these include and why they’re so important.

Academic & Student Staff Positions

Non-academic staff like counselors, advisors, and financial aid officers are necessary because they help students secure the right financial aid and navigate the many challenges that surround college life. Without these staff members, students would be lost when it comes to course selection, financial aid, and even work-study options.

IT Staff

We all know the importance of technology staff in higher education. Without people to troubleshoot computer and technical problems, many universities and the students they serve would be lost.

Janitors & Food Service Staff

Janitors and food service staff are crucial to making a university run smoothly. Without a staff of dedicated workers to maintain the university and its grounds, it won’t have the curb appeal that is essential for students to want to come to the school. This can hurt school enrollment and have damaging effects.

Food service staff are just as important. Without them, students would not receive the meals they need. This includes cooks and cashiers. These roles can’t be vacant because, without them, students would not be able to eat on campus.

Security Officers

A college university without security officers is unsafe and will not appeal to any incoming students. Having qualified security officers is vital to maintain the safety of the campus and everyone on it. Background checks on these officers are important to ensure that they are safe for the job.

Event Coordinators

College events help to make college life fun for students. Event coordinators know how to plan gatherings that will draw students in and bring excitement to the campus. This helps to maintain a positive campus culture and to draw in new students, both of which are important to a thriving college campus.

Student Life Staff

Residence life coordinators and similar staff members are also an important part of the staffing puzzle at any university campus. These staff members ensure that students have what they need in their residence halls. They work to make sure that students are safe and help them have a positive experience.

Administrative Specialists

These staff members support academic departments, giving them the help they need to provide a quality education to students.

Research Associates

Many people don’t realize the importance of research associates. A research associate works under a faculty member to collect and analyze data, design experiments, and contribute to the development of grant proposals and research publications.

Coaches

Coaches are also an important part of the university staff. These staff members lead different sports teams year-round. Having people who are qualified and experienced can truly elevate a university’s athletic program.

As you can see, there is a variety of staff members needed to make higher education a success. If you are looking to fill these types of roles, Summit Careers can help . We receive resumes daily from people looking to fill these roles in higher education. Let us match you with your next hire so that you can have an experienced and committed employee on your team. Reach out to us today to learn more!

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Using Job Marketplaces to Find the Best Employees: What You Need to Know

Thu, 15 May 2025 15:11:50 GMT

When you’re looking for the best employees to fill your vacancies, it can be difficult to know where to look. While general job postings may help discover your next superstar, you may also be inundated with unqualified applicants. Sifting through these resumes can be tedious and may not yield the results you need.

The need to find qualified applicants leads some employers to a job marketplace to seek their next employee. While they can be beneficial, they also have their pitfalls that some employers don’t realize until it’s too late.

Let’s explore the pros and cons of job marketplaces so you can decide if using one is the best solution to fill your hiring needs.

Benefits of Using a Job Marketplace

There are several ways that using a job marketplace can benefit employers. Here are some things to consider:

Convenience

Using a job marketplace allows employers to post openings and manage applications all in one place. This can help to save time, although there may be many applications to sort through until you find even one qualified candidate.

Targeted Search

Many job marketplaces allow employers to filter their searches for the specific skills, experience levels, and locations they are looking for. This can help to weed out unqualified candidates.

Wide Pool of Candidates

There is a wide pool of candidates available through job marketplaces. This gives employers access to applicants they may not have seen elsewhere. While this wide pool of candidates can offer choice, some employers can find it overwhelming to have so many people looking for positions.

Cost-Effective

Some job marketplaces offer free or low-cost options for posting jobs. This is appealing to many employers who don’t want to spend a lot of money searching for candidates.

Access to Data

Marketplaces can give employers access to data regarding skills and experience. This can help them to make informed decisions during the hiring process.

Use Niche Job Marketplaces

If you are searching for skilled manufacturing candidates, you can seek out niche job marketplaces that should only attract these types of candidates. These are job boards targeted to particular industries. People using these boards should be looking for jobs just like yours. Just be on the lookout for frauds, because there may still be people trying to use these marketplaces and waste your time in the process.

Drawbacks of Using a Job Marketplace

While there are several benefits to turning to a job marketplace to find qualified candidates, there are also drawbacks that need to be recognized such as:

Low-Quality Applicants

Employers may discover a large pool of low-quality applicants or ones that just don’t match the skills of the job description. Taking time to sort through these applicants may cause employers to miss out on candidates who are truly qualified and eager to work.

Job marketplaces may also not attract top talent, as these types of applicants may prefer to deal with companies directly or through networking opportunities.

Competition

The competition among companies on job marketplaces can be tough. With too many companies crowding the field, it can be difficult for top-quality companies to stand out. Prospective employees may have trouble finding you, and you may miss out on stellar employees as a result.

High Cost

While there are some affordable job marketplaces, there are others that charge fees per post or per application. If you’re a company hiring for multiple positions, this can get expensive quickly.

Despite the benefits of using a job marketplace, hiring managers must still use their valuable time to seek out qualified applicants. This can take away from the time they need to complete other tasks. This is why many companies turn to recruiting agencies. Recruiting agencies have dedicated staff to uncover talent and bring you only the most qualified candidates.

Contact Summit Careers to Find Your Next Employee

Summit Careers is here to help you find your next employee. Utilizing the services of a recruiting service like ours can help to increase retention rates so you’re not dealing with the same vacancies in another six months. We focus on attracting and helping you hire the right talent, leading to higher employee satisfaction. We all know happy employees are more likely to stay than those who are unsatisfied.

If you’re ready to streamline your hiring process and find your next superstar, contact the Summit Careers team today . Let us show you what we can do for you!

Reducing Hiring Time: How Efficient Processes Benefit Manufacturers

Tue, 15 Apr 2025 11:36:12 GMT

When you’re looking to fill job vacancies, you want to find your next employee as quickly as possible. The more time you spend, the more work that will pile up, putting stress on your other employees, impacting your productivity and bottom line.

This is why reducing hiring time is key for manufacturers. Let’s look at the benefits manufacturers can expect as they look for more efficient hiring processes.

Benefits of Efficient Hiring Processes

Increased Productivity

When you have efficient hiring processes, you increase productivity within your company. A faster hiring process translates to lower recruitment costs and overall time spent reviewing applications and conducting interviews.

This is why many companies choose to use recruiting agencies to take care of these tasks. By doing so, your team can focus on the other tasks on their list. This increases productivity by allowing them to get their other work done and brings on a new hire quicker to take care of responsibilities so that no one feels overworked and stressed.

Improved Morale

If there are job vacancies, current staff usually take on a larger workload, which can result in low morale if the situation persists for a long time. When you reduce hiring time, you bring in new people, leading to improved morale and job satisfaction among your current staff.

Enhanced Revenue

With a streamlined hiring process, manufacturers can respond quickly to market demands by having a full staff. This can help to increase revenue and sales.

Attracting Top Talent

Efficient hiring processes attract top talent. People who have the skills want to get to work quickly. They see that your company is focused and means business. Those who share the same mindset are attracted to this type of company, resulting in you having the best employees around.

Better Candidate Experience

When potential candidates see that you are efficient in your hiring, it enhances their experience. They will go into the job with a positive attitude and will likely tell others about their experience. This not only puts your company in a positive light but can also work in your favor to address future top talent.

Avoids Losing Top Talent to Competitors

If someone is job hunting they are likely applying to multiple jobs at once. If your company is slow with its hiring process or has many gaps in how it handles different steps of the process, top talent is going to be turned away and will gravitate towards a company that has it together. The other company will reach out to them quicker, interview faster, and make an offer, all while you are dragging your feet. By being inefficient, you are steering top talent to other companies. Efficiency will breed top talent which is why more companies are trying to streamline their hiring processes.

What is the Best Way to Make the Hiring Process More Efficient?

The best way to reduce the time that the hiring process can take is to hire a recruiting agency to find your next employee. They have access to candidates who are seeking various jobs and can take the time to sift through resumés, pre-interview candidates, and present you with only the best matches. They also have automated systems that can help to expedite the process even further.

When you are working with a recruiting agency, your team can focus on their other tasks, limiting the impact a job vacancy has on your company. This can help to maintain productivity while a new employee is being onboarded.

If you want to learn more about how a recruiting agency can help expedite your hiring process, contact Summit Careers today. We help companies in the manufacturing sector and a variety of other businesses find quality candidates who are ready to get to work. Contact the Summit Careers team today to learn more.

Time Lost In Limited Hiring Pools - Don't Start Looking When You are Desperate

Sat, 15 Mar 2025 14:00:04 GMT

Finding the right job candidates can be one of the most tedious tasks, especially if you have a specific niche you’re trying to fill. This process can take longer than you’d like. This is why you want to start your search before it's too late. If you wait until you really need to fill a position, you’re going to find yourself in a limited hiring pool that is quickly going to turn into desperation, which means you won’t find the best candidates.

As we take a closer look at how a limited hiring pool can hurt your candidate search, we’re also going to share some tips to avoid a desperate hunt to find candidates.

What Does “Limited Hiring Pool” Mean?

A limited hiring pool refers to a scenario where there is a small number of qualified candidates who are available to fill a specific opening. As you can imagine, this makes it difficult for a company to find the right employees. Factors like geographic location, industry trends, and a specific skill set, can all play into finding yourself in a limited talent pool.

How to Avoid Being Caught in a Limited Hiring Pool

Start as Early as Possible

To avoid getting stuck in a limited hiring pool, you should put out job descriptions as soon as you know you’re going to need to fill a position. This should happen well before the actual job vacancy occurs. This gives enough time to sift through resumés and find the best fit. This should also give you a larger pool of applicants to choose from.

Actively Network

Even if you aren’t actively hiring, you could be actively networking. Attend job fairs, local events, and anything else that will put you in front of potential candidates. By taking this step, you will already have some connections to people who may be looking to fill your positions when they become vacant.

Update Job Postings

Keep job postings updated so that they are ready to go at a moment’s notice. This can be helpful if someone abruptly leaves your company. If you have to waste time crafting the perfect job posting, you may quickly find yourself desperate for candidates. Just having to click “upload” is one of the quickest ways to get your job vacancy filled.

Utilize Social Media

Social media can be extremely helpful when searching for candidates, but be ready for an influx of people! It can be overwhelming to discover just how many people may respond to your social media post, but this certainly widens your pool of potential candidates. This is a great way to discover many different types of candidates. You may even find people who are perfect for future roles. You can always remove the post if you find yourself drowning in a pool of unqualified candidates.

Offer Employee Referral Incentives

Offer your current employees incentives if they can find your next superstar. Many times people have friends and acquaintances who are looking for the types of jobs you’re posting. A monetary bonus or some type of incentive for your current employee can be a great way to attract talent and avoid setting off a desperate search for new workers. Plus, it shows prospective employees the type of working culture they may be a part of in the future. This positive atmosphere will reflect well on your company.

Work with a Recruitment Agency

An excellent way to avoid limited hiring pools is to work with a recruitment agency. They are constantly receiving resumés from people with a variety of skills. The best part is that you don’t have to go through all of the paperwork. The agency does it for you and presents you with only the top candidates to fill your position. This saves you valuable time that you can use to complete other tasks within your company.

If you’re interested in working with a recruitment agency that gets results, Summit Careers is here to help. We have a growing database of candidates in a variety of careers who are looking for jobs just like yours. Reach out to us today to see what the Summit Careers team can do for you!

The Future of Manufacturing : Local Investment and Local Talent

Mon, 10 Feb 2025 20:46:06 GMT

Whether you’re searching to fill a vacancy in the manufacturing sector or looking to use your skills in a new position, it’s important to be aware of market trends that can impact employment. These trends can influence your hiring and job search methods. At Summit Careers, we can tell you that there is a growing push towards local investment and local talent. What does this mean for you if you’re hiring or in the middle of a job search? Read on to find out.

The Push for Local Investment and Local Talent in the Manufacturing Sector

As 2025 forward, more companies are looking to form strong relationships with those in nearby communities to find the skilled workers they are looking for.

Focus on Local Education

By focusing on local education, manufacturing companies can connect with local universities and research centers who have access to those searching for jobs just like the ones they are looking to fill. This type of collaboration helps to form strong ties between the manufacturing sector and the community as they both work to fulfill each other’s needs. New job seekers can benefit from local employers who are looking for their skillsets.

Regional Experience

Those looking to hire for manufacturing roles are likely to look for applicants with regional experience. This can be useful in certain manufacturing sectors because less time is needed for training since some specialized skills are already present. Many times, those with local ties may also be more likely to stay in a certain job, making it easier to retain employees and spend less time on training a revolving door of new hires.

Those in the region who have these skills can have an advantage when they apply for jobs in the area. Since certain manufacturers may be specifically seeking them out, they can rise to the top of the applicant pool. This can be beneficial for applicants who want to stay local and don’t want to look far to find their next career opportunity.

Increased Punctuality

Focusing on a local pool of applicants can reduce commute times and increase employees’ punctuality. There should be less of a chance of an employee being repeatedly late to work if they have a shorter commute time. Employers like this because it also leads to more productivity.

Eliminate Relocation Costs

A focus on local investment and local talent can eliminate relocation costs for companies. Since an employee won’t have to move across the country to start work, companies don’t have to worry about moving and other relocation costs they may have otherwise paid. Workers can start promptly, which is always a plus. This trend is a win-win on both sides.

Economic Growth

Focusing on local investment and local talent can help foster economic growth within communities. By investing in local economies with skilled workers, the economy can grow as manufacturing companies give back to the community. By hiring locals, there is less unemployment and communities can flourish.

Increased Productivity

You can expect to see a shift towards more local talent because it increases productivity. Those who are from the region tend to have a close connection, making them want to contribute more. This results in more efficiency for the companies that hire these workers.

Workers may also have an incentive to work harder if they know that their neighbors will benefit from their expertise. If they are working on structural elements that will help a local roadway that their neighbors use, they will have hometown pride, knowing that their work is benefiting their community.

Understanding of Local Challenges

Hiring locally benefits manufacturing companies and employees because there is a basic understanding of local challenges. Someone who is familiar with the area will know the history and any challenges that the area has faced. They will be able to see how their expertise can help companies facing these challenges.

If you are a manufacturing company looking to fill vacancies or someone on the hunt for a new opportunity, contact Summit Careers to learn more about our manufacturing staffing services.

The Future of Education Staffing: Trends and Predictions

Mon, 20 Jan 2025 14:17:55 GMT

As we enter a new year, many school districts and academic institutions continue to face a staffing crisis. Statistics show that there are nearly 50,000 teacher vacancies across the country, and this is only accounting for public education. As the education sector continues to look for ways to combat this problem, it’s important to be aware of trends and predictions in education staffing. The team at Summit Careers continues to keep a close eye on these trends and predictions as we work to fill vacancies in academia. Let’s take a closer look at these trends and predictions that you’ll want to watch in the future.

Education Staffing Trends & Predictions

4-day School Week

Some districts, especially in rural areas, have switched to a 4-day school week to save money. This not only saves money on busing and heating and cooling schools but can be used as an approach to attract and retain teachers. Some schools that have adopted this approach are seeing achievement rates that either match or exceed students’ performance during a traditional 5-day workweek.

Data-Driven Education

Employees who can utilize data analytics will be high in demand. This data can help staff and institutions better understand student behavior, identify trends, and try different teaching strategies. This can help to boost student success rates by improving course content and personalizing learning paths.

Supporting Teacher Mental Health

Teacher burnout has risen and more schools are looking for ways to better support the teachers they hire to retain them effectively. Efforts are being made to better protect teachers’ planning time, as well as cut back on meetings.

Many districts are also looking at how school spaces are set up to better meet the needs of teachers as they look for ways to spark creativity and foster a sense of community.

Focus on Diversity and Inclusion

Expect to see a greater emphasis on creating a more diverse and inclusive workforce in the education sector. This includes recruitment and retention efforts of various underrepresented groups.

Personalized Learning Pathways

School districts and higher education institutions will be doing more to support the professional growth of educators. This can include efforts such as access to more online and in-person resources, as well as customized training programs.

Increased Use of Alternative Certification Programs

Better utilization of alternative certification programs is expected to become a more popular way to combat teacher shortages and diversify the teaching workforce.

Improved Systems

School districts are expected to work toward better systems of getting tasks done and saving teachers time. Many teachers are overwhelmed by the tasks at hand. With more efficient systems, they can save time and reduce stress. This time can be used for more student instruction and engagement.

Investing in Retention

Retaining quality teachers has become increasingly difficult. Expect to see an increased focus on ways to keep solid staff members who are looking for long-term employment rather than adjunct faculty and staff. This includes looking for more candidates who are in line with the institution's mission, values, and vision. Those who are on the same page are more likely to remain engaged and stay longer in their positions.

Adapting to Remote and Hybrid Work

Seeking new hires who are on board with remote and hybrid learning situations, especially in higher education is expected to be more of a priority. Hiring managers will be looking for flexible employees who can adapt to this environment.

The future of education staffing will be characterized by innovation, adaptability, and a focus on equity and inclusion. By embracing these trends, prospective hires can be more attractive to hiring managers as they look for opportunities that will help them grow and reach their fullest potential.

Contact Summit Careers for Your Education Staffing Needs

The team at Summit Careers is committed to helping you with your education staffing needs in 2025. Whether you need to hire candidates or are looking for your next career in the education sector, Summit Careers has the resources you need. Reach out to us today to learn more about our staffing programs!

Top Education Hiring Trends in 2025

Tue, 17 Dec 2024 23:37:45 GMT

As we say goodbye to 2024 and look ahead to 2025, the team at Summit Careers is keeping a close eye on hiring trends in the education sector. As the education sector continues to deal with a staffing shortage, certain trends can influence hiring in the year to come. Let’s take a look at several education hiring trends you’ll want to watch.

Promoting Diversity and Inclusion

Higher education institutions are committed to improving diversity and promoting inclusion. As student enrollment continues to become more diverse, it’s important for the faculty and staff to also represent this diversity. Statistics show that racial and ethnic minorities hold only one in five positions in higher education. Many universities are looking to diversify their staff to change that number. As academia works to promote a diverse staff, there must also be steps taken to retain these staff members by offering them the same opportunities for advancement and receiving equal pay.

Investing in Retention

It is becoming more difficult for higher education institutions to retain faculty and staff. With staff constantly on the move, it is difficult to plan for the next wave of faculty and administrators. Expect universities and colleges to become more strategic when hiring new staff members. They will focus more on finding candidates who are in line with the institution's mission, values, and vision. Those who are on the same page are more likely to remain engaged and stay longer in their positions.

Many higher education institutions are likely to focus more on full-time hires who are more likely to want long-term employment over adjunct faculty and staff.

Renewing Employee Engagement

Having faculty and staff who are not engaged is more likely to result in a high turnover rate. By focusing on renewing employee engagement, higher education institutions are more likely to retain employees. Providing new hires with opportunities for career development and growth can help to keep employees engaged and less likely to go elsewhere.

Revamping for Remote and Hybrid Work

More higher learning institutions are offering fully remote or hybrid opportunities which means the staff they are hiring need to be on-board with those situations. Those in charge of the hiring process will be looking to see that new employees are flexible and willing to adapt to this environment. Those who are not may have less of a chance to be hired.

A Focus on Well-being and Emotional Intelligence

Employers are expected to put a greater focus on well-being and emotional intelligence. Anticipate schools looking for teachers who can help students manage stress and build resilience. There is also an expected emphasis on mental health issues and the ability to identify students who need support.
Data-Driven Teaching and Personalized Learning

There is an expected focus to be on teachers who can use and analyze data to identify gaps and ensure that no student is left behind. Teachers who can use tools like Excel and Google Sheets will also be in demand. They will need to be able to analyze student performance data and adjust teaching strategies as needed.

Summit Careers is Here to Help Job Seekers and Employers in 2025

The team at Summit Careers is here to stay on top of hiring trends in 2025 to attract the most qualified candidates to fill your positions. Whether you’re looking to hire candidates or are looking for your next career in academia, Summit Careers has the resources you need. Reach out to us today to learn how we can help you make 2025 your most successful yet!

Innovative Solutions: How Some Schools Are Tackling the Staffing Crisis

Thu, 21 Nov 2024 13:49:47 GMT

Statistics show that there are at least 55,000 teaching vacancies in the United States, with an estimated 270,000 positions filled by underqualified teachers. This staffing crisis has forced school districts to look for different ways to fulfill their obligation to educate students, while dealing with this growing problem. Education leaders are realizing they need to think outside the box as they try to fill vacancies with qualified educators.

How Schools are Battling the Staffing Crisis

Multi-Classroom Leaders

This approach involves having experienced teachers lead small teaching teams. They continue to teach students as well as lead lesson planning, and other tasks such as coach team teachers.

Partnering with Local Colleges and Universities

Schools are reaching out to their local colleges and universities to recruit future teachers and offer student teaching opportunities and internships. The idea is to give them the hands-on training they need so they can fill vacancies when they graduate. The goal is for them to stay in these districts rather than look elsewhere.

Reaching out to Retirees

There is a large pool of retired teachers that some districts are tapping into to fill vacancies. These are educators who are experienced and may be looking to return part-time or to fill a vacancy for a teacher who is temporarily out on leave. This allows staff members to stay in their current roles rather than cover these openings.

Job Sharing

Job sharing involves two or more educators sharing the responsibilities of one full-time teaching position. Each person works part-time to split teaching hours and classroom duties. This helps to retain experienced teachers and can be cost-effective for the district.

Flexible Scheduling

While the hours of the school day can not be adjusted, teachers can still have more control over their hours with flexible scheduling. This allows them to customize their schedules while still meeting their teaching requirements. Some ways this can be done is to rotate Fridays off, offer half-days, or try remote teaching options. This type of schedule can help to retain current teachers and attract new ones who may not be able to fully commit to a traditional teaching schedule.

Highlighting Diverse Teaching Roles

Some districts are looking to pull professionals from other fields who are transitioning to education. They are promoting diverse opportunities that may not be otherwise highlighted.

Using Online Platforms

Due to the lack of teachers, some school leaders are looking at how they can utilize online platforms to streamline how they deliver their lessons. This can provide flexibility for remote teaching. By doing this, districts can attract talent from anywhere since the teaching will be done remotely. This can help to bring in a more diverse applicant pool.

Let Summit Careers Help You Tackle the Staffing Crisis

Summit Careers understands the dilemma of staff vacancies impacting the way you run your school buildings. This is why we have a database of more than 60,000 qualified candidates who are ready to apply for your positions. We have already sifted through the applications so you don’t have to! Contact us today so we can share these candidates with you!

Streamlining the Onboarding Process: Best Practices for Schools

Tue, 22 Oct 2024 18:24:24 GMT

Just as important as finding the right candidates, is having an onboarding process that is efficient for everyone involved. This sets the stage for success and allows all new team members to excel in their new positions. A poor onboarding process can leave new hires feeling confused and unmotivated. It will also impact their understanding of their role within the school system.

Schools face unique challenges in the onboarding process which is why it’s important to know how to specifically address them so you can streamline the process. We’ve compiled some useful tips to help your new candidates best settle into their new positions and get excited about their new roles.

Onboarding Challenges Schools Face

Unique Training Needs

Staff members in academia have very unique roles which is why they have different training needs. From administrators to paraprofessionals, each team member needs to have a training and onboarding process that fits their responsibilities. This can be challenging if there is not enough support staff and resources to provide this need.

Information Overload

Some new staff members may feel as though there is an information overload during the onboarding process. Striking a balance between offering necessary training and information versus other items that can wait to be introduced is crucial. This way new hires can focus on the most important information first.

Little Pre-Boarding

Many new hires are faced with little to no pre-boarding. This comes in the way of paperwork to fill out, badges, and other information to make the process go smoother. Looking to see what can be done before the official onboarding process starts is key.

Best Onboarding Practices for Schools

There are several things that schools can do to address the challenges they face during the onboarding process and make the process go more smoothly.

Accommodate Process to Different Learning Styles & Roles

It is crucial that schools differentiate training based on each team member’s specific roles. This translates to allowing each staff member to focus on the training that is most relevant to their positions and accommodating different learning styles. This may mean offering information verbally and in print.

Document Information

As was mentioned above, the onboarding process can be overwhelming. Your new employee may not remember every detail of their training. This is why having this information stored elsewhere for future reference is so important. This can help prevent important information from being lost or forgotten. It also provides employees with access 24/7 to resources they need to be successful in their roles.

Utilize Technology

Using technology can also help to streamline the onboarding process and training. Having online training or other tools can help to make the process more efficient. Allowing new hires to fill out necessary paperwork online rather than having paper copies and inputting it later can save time and create a seamless process.

Implement Job Shadowing

Allow new hires to see their colleagues in action. This can help them to better understand how your school system works and what they need to do to be successful.

Get Feedback

The only way you will know if your onboarding process is a success is if you get feedback. During and after the process ask staff what was beneficial about the process and what needs work. This can help you to be aware of what can be done to streamline the process.

At Summit Careers, our team is here to help you every step of the way to ensure a smooth and efficient onboarding process. Contact us today to learn more about our services and how we can take your hiring process to the next level.

Real-Time Job Alerts: Staying Ahead in the Education Hiring Game

Mon, 23 Sep 2024 16:15:28 GMT

When you’re searching for quality candidates, you want to find people who are actively looking for the types of jobs you are hiring for. One of the best and quickest ways to look for these candidates is to offer real-time job alerts. These job alerts can be real game-changers in education hiring for both employers and job seekers.

Benefits of Real-Time Job Alerts

Immediate Notification

Real-time job alerts notify people when the types of jobs they are looking for become available. This eliminates the need to search for jobs, as the alert will let job seekers know about jobs as they are posted. It also gives those who sign up for these alerts the opportunity to apply before others search for these jobs. By knowing about these jobs first, you can have a better chance of getting that first interview.

Interested & Qualified Candidates

If someone has taken the time to sign up for a real-time job alert, they must have a strong interest in the position you are hiring for. This can help to streamline the hiring process as you will receive applications from people who truly want the job you’re offering, not someone who is just looking for a paycheck.

You can also assume that those who have registered for real-time alerts have the qualifications needed for the job. These should be people who are focused on their career goals and have something to offer your school system.

Attracts Serious Job Seekers

Many times people will sign up for job alerts because they are seriously looking for a job. They don’t want to waste time searching job sites for jobs that won’t utilize their skills or meet their expectations. When you offer real-time job alerts, you are recruiting those who have their eye on the prize and have the qualifications to get there.

Improved Communication

Besides alerting potential applicants of available jobs, real-time alerts can also keep the lines of communication open by letting you know when someone has shown interest in the job you’ve posted and when resumes are coming in. Some systems also allow employers and prospective applicants to communicate about the job in real-time. This helps to make the hiring process more efficient and fill vacancies quicker. Many times, the hiring process can get sluggish because both sides are not communicating effectively. This can lead to applicants looking elsewhere, leading you to lose out on quality hires. This can also result in your job remaining open for longer than it should.

Saves Time

By saving time in the hiring process, your staff can take care of other duties assigned to them. This improves efficiency among your team allowing them to maximize their time when they are working for you.

Specific Search

Real-time job alerts allow you to clearly state the job qualifications you are searching for. This can hopefully weed out those who don’t fit the job description.

Let Summit Careers Help with Real-Time Job Alerts

Summit Careers is committed to guiding you through the education hiring process so that you are successful when it comes to finding the right candidates. We can help you provide the most accurate job descriptions so that you attract qualified candidates. Contact us today to learn more about our education recruiting services and how we can help you craft real-time job alerts.

Understanding the Education Staffing Crisis: An Overview

Mon, 23 Sep 2024 16:13:02 GMT

If you’re having trouble filling educator spots on your staff, you’re not alone. Statistics show that there are more than 50,000 vacant teaching positions across the country and that more than 250,000 current positions are currently filled by underqualified teachers. According to a 2022 U.S. Department of Education report, 41 states and D.C. are facing teacher shortages in at least one grade level or subject area. Understanding the driving forces behind these startling numbers is vital to help reverse the tide and start filling those positions with qualified teachers who are passionate about their work and shaping young minds.

As we explore the various reasons behind the education staffing crisis, we’ll also examine what can be done to overcome it so that those in academia can begin to attract the talent they need to fill their positions.

Why Is There a Teacher Shortage?

When we talk about a teacher shortage, it does not solely pertain to vacant positions. According to the U.S. Department of Education, a teacher shortage is not only defined as having unfilled positions but also refers to positions that are filled by teachers in a different subject than they are certified to teach in and those positions filled by underqualified teachers.

Here are several contributing factors to the nationwide teacher shortage:

Low Salaries

Talk to any teacher and they’ll tell you how much less they earn compared to other professions with similar education requirements. According to the National Center for Education Statistics , the average American elementary and high school teachers earn $69,480. The discrepancy in salary has led to many teachers leaving their positions in academia for higher-paying jobs.

Excess Workload

During the COVID-19 pandemic, many teachers had to learn how to provide virtual instruction and in-person lessons. This doubled their workload in many cases. Although everyone is back to in-person lessons, teachers still have a lot on their plates. From large classes to requests to teach out of their areas of expertise, many teachers are dealing with a heavy workload that is burning them out. This is leading some to look for other career paths besides teaching.

Challenging Conditions

Besides excess workloads, many teachers are dealing with challenging conditions inside the classroom. A lack of resources and complex student behaviors are among the issues. One study found that many are dealing with stress, burnout, anxiety, and depression.

What Can Be Done to Overcome the Education Staffing Crisis?

District leaders are constantly looking for ways to lure more teachers while educating the next generation. Here are some roads that can be explored to overcome the education staffing crisis.

Boost Salaries

While there are often budget constraints, finding ways to boost teachers’ salaries is one way to ease the staffing shortages. This lets teachers know that the work they are doing is valued and will help to not only attract top talent but also prevent current teachers from going elsewhere.

Promote Career Advancement

One way to attract more teachers to fill vacancies is to provide career advancement opportunities. This allows teachers to grow professionally while remaining on the job and can work to support teacher recruitment and retention.

Provide a Healthy Work Environment

Providing a healthy working environment is important for teacher retention and filling vacancies. By offering teachers the support they need, it can help to prevent stress and burnout. This can include ample time for lesson plans and grading to provide a better work-home balance. Some districts also offer discounted gym memberships to give staff members a better chance of living a healthy lifestyle. This helps to prevent illness, which works towards maintaining a steady staff.

Increase Efficiency

Modern operations systems can boost team efficiency. Management software is one route to explore to strengthen staff support and increase staff efficiency. This can be an attractive selling point to candidates considering an open position.

Let Summit Careers Help to Fill Your Vacancies

Summit Careers is committed to helping you overcome the education staffing crisis and fill your vacancies. With a database of more than 60,000 qualified candidates, we are confident you will find a perfect match. Contact us today to learn more about our professional staffing services.

10 Tips You Need to Ace Your Next Interview

Wed, 29 May 2024 15:01:59 GMT

Interviews can be intimidating because you obviously want to put your best foot forward and land your dream job. While your resume may have gotten you in the door for the interview, what happens during that interview can make or break your chances of becoming the newest employee.

Doing well on your interview and getting hired doesn’t have to be as difficult as you may think. Here are 10 tips to help calm your nerves and ace your next interview.

10 Interviewing Tips to Land Your Next Job

1. Be Extremely Prepared

While this may seem like a no-brainer, be prepared. Some people go into their interviews unprepared. This can really lower your chances of getting hired. Besides doing your research on the company and your job expectations, rehearse your answer to typical job interview questions. Some common questions include:

Why do you want to work here?
What can you contribute to the position?
How does your experience make you a good candidate?

If possible, rehearse your answers with someone you trust. While you may rehearse the answers in your head, they may not sound as great when you actually say them. Ask for feedback about the pros and cons of your answers so you know what to improve upon.

2. Perfect Your Elevator Pitch

Your elevator pitch is your big chance to introduce yourself in a compelling, yet concise way. Highlight your relevant skills, experiences, and career goals. Deliver your pitch with confidence and make sure it resonates with the company’s culture and job requirements. This pitch can help to set either a positive or negative tone for the rest of the interview, make it a positive one!

3. Don’t Expect Just One Type of Question

Employers are looking for people who are real thinkers, so be prepared for out-of-the-box questions. This can include hypothetical questions that will force you to put yourself in a role in case you do get hired.

Whatever questions you’re asked, be sure to answer in less than 90 seconds. When you answer, think of this pattern…situation, your action steps, and end result. This will get you moving in the right direction.

Also, don’t speak outside of the question and don’t try to speak on subjects outside of the role. It can send the wrong message.

4. Don’t Exaggerate Your Qualifications

While you should be proud of your accomplishments and qualifications, you shouldn't exaggerate them. Any employer will see right through this and will be less likely to hire you.

5. Understand the Role of Each Person Interviewing You

Many times, interviews will involve more than one person asking questions at the same time. Be aware of each person’s role so that you can answer questions accordingly. A supervisor may want to know how you’re going to manage your time, while another colleague will want to know how you’re going to fit into the team.

6. Dress for Success

Save the flip-flops for the beach and dress appropriately for your interview. If you’re unsure, it’s always best to be slightly more formal. Be sure all clothes are clean, ironed, and fit well. No matter how good you look on paper, looking professional in person will reflect positively on your work ethic.

7. Be Positive

No one wants to hire a “Debbie Downer” with zero energy. Smile genuinely during your interview and make eye contact. Be enthusiastic about the job and your potential role in the company. This will be noticed and appreciated as long as it’s genuine.

Also, think about any potential red flags, such as reasons for switching jobs and any gaps in employment. Be sure to answer questions about these topics in a positive way.

8. Highlight Your Unique Value

Identify your unique skills, experiences, and personality traits that make you the candidate of choice and a valuable asset. Be sure to emphasize how these qualities align with the company’s needs and culture.

9. Have Some Questions of Your Own Prepared

Asking important questions shows you’ve done your research and want to know more about the organization and the position. Be sure the questions you have are insightful and add value to the interview process.

10. Speak Clearly and Concisely

Communication skills rank high for employers. They want to hire someone who can express themselves well without pausing or using slang. Speak well and clearly so that your interviewer will know that you are a good communicator and will bring this skill with you if hired.

At the end of the interview, thank the person for their time. Be patient because the hiring process can be a lengthy one depending on the position and how many other candidates there are. Don't be discouraged if you don't hear back immediately. Follow up politely after a reasonable timeframe if you haven't received any updates. Good luck!

The Popularity of Hybrid Work

Tue, 30 Apr 2024 21:54:00 GMT

The COVID-19 pandemic saw many people’s work commutes getting a lot shorter, going from their workplace to their new home offices. Even with things returning to normal, the shift in the common workday is still very much happening with many people taking on a hybrid schedule. Statistics show that as of November 2023, 54% of people with remote working capabilities had a hybrid schedule.

Hybrid work involves a combination of going into the office and working from home. This type of schedule has benefits for both employees and employers. We’re going to take a closer look at these benefits as well as the challenges of making the hybrid leap.

Why Employees Want a Hybrid Work Schedule

A Gallup poll found that more than half of employees with the capability of remote work want a hybrid work arrangement. Why? Here are some of the top reasons:

Flexibility

Many people are craving a better work-life balance and hybrid work allows people to achieve that. Having a flexible work schedule rather than being confined to a traditional 9-5, allows people to still get their work done, but also carve out time for the things that are important to them. They can run out and do an errand, or catch their child’s baseball game, but still complete their assignments on their time. This results in happier workers who are more focused when they are on the job.

Work When They’re Most Productive

Not everyone does their best work at 9 am. Some people are more productive in the evenings. A hybrid schedule allows people to get their work done when their productivity peaks. While this can’t be done for all assignments that may be time-sensitive, it can benefit people at certain times and make their lives easier.

Less Worker Burnout

Maintaining a 9-5 schedule while trying to have a reasonable work-life balance can cause people to burnout. When people can have more control over their schedules, they are less stressed and more focused on what they’re doing. This leads to increased productivity and happy employees.

Benefits of Hybrid Work for Employers

Employees are not the only ones reaping the benefits of a hybrid schedule. There are also plenty of perks for employers.

Hire Talent From Across the Globe

When employees don’t have to physically be in the workplace all the time, it allows employers to diversify their workforce by hiring talent from around the globe. Having access to a wider talent pool means you can hire people with specialized skills. This allows employers to have a more competitive edge and even leads to around-the-clock productivity due to people working in different time zones.

Save on Workspace

If employers don’t have to make room for every employee at the same time, they can save on workspace. This could result in companies downsizing their real estate to save money. This can also save on energy costs, supplies, and much more, resulting in a heftier bottom line.

Healthier Workforce

Some employers find that they have a healthier workforce with employees on a hybrid schedule. Since there is less physical interaction, the opportunities to spread germs in a workplace environment diminish. Healthier workers equal increased productivity for employers.

Challenges of a Hybrid Schedule

While there are many benefits of a hybrid work schedule for both employers and employees, there are also challenges that need to be recognized.

Difficulty Collaborating with Employees

If people are working on-site on different days of the week, it can be difficult to schedule an in-person meeting when needed. The same is true for virtual meetings. Finding a time that everyone can be online to meet can sometimes be challenging.

Trouble Accessing Materials

While many materials can be accessed online, it can be hard to get tangible materials in hand on a hybrid schedule. If a worker needs a document right away, they will either have to wait until they go into the office or make a special trip to get what they need.

Limited Interpersonal Relationships

Hybrid work schedules can make it difficult to build relationships at work and enhance team-building events. Employers need to make an extra effort to have workers collaborate and get to know one another so that they can be more productive as a team.

Hybrid Model Not Made for Every Industry

The hybrid work model is not ideal for every industry. Those that are more action-based rather than project-based may not see the benefits a hybrid schedule can offer. They may actually see lost productivity due to the fact that the work needs to be done on site and will suffer if done at home.Other industries simply can’t be done remotely such as many manufacturing and medical jobs.

Types of Hybrid Work Schedules

Since hybrid work schedules are all about flexibility, there are different types of arrangements to explore:

Hybrid at-will

Employees choose when they are coming into the office.

Structured Hybrid

The company assigns specific days for onsite and remote work.

Hybrid Manager-Scheduling

Managers choose when their team comes into the office.

Hybrid Mix

This combines all three of the above options.

While hybrid work schedules are increasing in popularity, they’re not made for everyone and every industry. If a hybrid work schedule is possible, it’s best to discuss an arrangement that benefits everyone involved.

Top 10 In-demand Skills for Job Seekers in 2024

Thu, 28 Mar 2024 13:15:13 GMT

If you’re searching for a job, you want to have the skills that employers are looking for. This will mean the difference between being at the top of the resume pile and not even being considered.

As you continue your job search, here’s a look at the ten of the top in-demand job skills of 2024.

In-Demand Job Skills in 2024

1. Communication

Being able to communicate with co-workers and supervisors is key in any type of job. This is especially true in the ever-growing hybrid workplace where people are not always sharing a workspace. Written and verbal communication skills are extremely important to get the job done correctly and efficiently.

2. Leadership & Management

Leadership skills are critical to many different types of jobs. Leadership shows initiative, motivation, and trustworthiness…all skills that employers find valuable. It also demonstrates the ability to manage conflict and mentor others. It also inspires and helps to create connections between personal motivations and professional results.

Management skills are very important because they help you get more work done, balance priorities and deadlines, and work with others. Employers want to find workers they can trust with tasks and don’t have to constantly watch over them. Those who embody management skills fill this requirement.

3. Emotional Intelligence

More employers are looking for emotional intelligence in the people they hire because it results in higher job performance. Employees with high levels of emotional intelligence can handle stress better and implement coping mechanisms before chaos ensues. They are also better active listeners and can read the room and adjust their behavior or work as needed without being obvious.

4. Teamwork

Collaborating with others, respecting others’ opinions, and being able to share ideas are important to any workplace setting. People who can work together and adapt to situations help to drive results. This is what employers want to see.

5. Problem-Solving

Can you think on your feet and solve problems quickly? Employers look for people who can meet challenges and solve problems. Using critical thinking skills is important to getting around problems and seeing the big picture.

6. Creative-Thinking

Equally as important, if not more important, than problem-solving skills, are creative-thinking skills. According to the World Economic Forum , the demand for creative thinking is expected to grow faster than the demand for analytic thinking in the next five years.

Employers like creative thinking because it leads to solutions that others may have not considered. It also allows people to be open-minded about others’ ideas which can spur innovation.

7. Relationship Building

Building relationships and bringing in customers is extremely important in many different sectors. Businesses need sales-minded employers in this challenging economy. Those who have sales skills and can use AI tools to help in the sales cycle prove to stand out even more.

8. Customer Service

People enjoy doing business with companies that make customer service a priority. Candidates who have people skills and know how to handle those from all types of backgrounds and with different viewpoints are priceless. Excellent customer service leads to trust building which helps any company’s bottom line.

9. Artificial Intelligence (AI) Skills

Many different sectors are relying on AI skills which is why it has become an in-demand skill for job seekers. Healthcare, education, data security, and finance are just some of the areas that use AI to be more productive.

10. Marketing

Marketing skills are versatile. They can include research, strategic thinking, creativity, customer relationship management, and much more. Whether you’re marketing yourself or a product, you want to have the skills that make you stand out. Marketing skills are especially helpful in sales, project management, and operations jobs.

As you consider these in-demand skills, Summit Careers is here to help match you with the right employer. Contact us today to learn more about how we connect job seekers with employers in many different sectors.

AI vs. Staffing Agencies: Navigating the Hiring Jungle in the Age of Technology

Fri, 26 Jan 2024 19:22:04 GMT

Staffing woes got you pulling your hair out? Finding the right talent in today's competitive market can feel like deciphering hieroglyphics in a maze. You have two main options: embrace the rising tide of artificial intelligence (AI) or partner with a seasoned staffing agency. But which path leads to smoother sailing? Let's dive into the murky waters of hiring solutions and uncover which approach suits your unique needs.

AI: The Tech-Savvy Solution

Speed Demon: AI-powered platforms scan resumes and identify potential candidates in a flash, leaving traditional methods in the dust. Need a data whiz by next week? AI can whip up a shortlist at lightning speed.
Bias Buster: Say goodbye to gut feelings and unconscious biases. AI algorithms analyze skills and qualifications objectively, creating a level playing field for diverse talent.
The Learning Curve: Navigating AI interfaces and understanding data analytics can be daunting for the tech-averse. Be prepared to invest time and resources in training your team.
Limited Human Touch: AI excels at efficiency, but it lacks the personal touch of a seasoned recruiter. Building rapport with candidates and assessing cultural fit can be tricky through algorithms alone.

Staffing Agencies: The Human-Centric Ally

The Talent Whisperer: Experienced recruiters have built vast networks and deep industry knowledge. They know where to find that diamond in the rough, even for niche positions.
Beyond the Resume: Agencies go beyond skills and qualifications, assessing cultural fit, soft skills, and potential. They understand the nuances of your company culture and find candidates who truly click.
Hands-Off Hiring: Outsourcing the entire hiring process frees up your team to focus on core business functions. Leave the headhunting to the pros and watch your productivity soar.
Costlier Concierge: Agency fees add to your hiring budget, especially for high-level positions. Be prepared to factor in additional costs when calculating your ROI.
Agency Roulette: Not all agencies are created equal. Finding one that aligns with your company culture and values requires diligent research and due diligence.

So, Who's Your Perfect Match?

The answer, as in most things in life, is: it depends. Consider these factors:

Company Size and Budget: Smaller companies might find AI's cost-effectiveness appealing, while larger firms might benefit from an agency's comprehensive services.
Technical Savvy: If your team thrives on data and embraces new technology, AI could be a perfect fit. But if human interaction is key, an agency's personalized touch might be the answer.
Hiring Needs: For high-volume recruitment or niche positions, agencies can bring their expertise and extensive networks. For occasional hires, AI's agility and affordability might be ideal.

The Hybrid Approach:

Don't get caught in a binary trap! Consider a hybrid approach, leveraging AI for initial candidate screening and then partnering with an agency for in-depth assessments and cultural fit evaluation. This can optimize efficiency while ensuring a human touch throughout the process.

Ultimately, the best solution lies in understanding your company's unique needs and choosing the approach that fosters a talent-rich environment for long-term success. So, grab your compass, navigate the hiring jungle, and discover the path that leads you to your dream team!

Remember, the key is to remain informed, flexible, and open to exploring the potential of both AI and staffing agencies. With the right strategy, you'll be singing "I found my hiring soulmate!" in no time.The body content of your post goes here. To edit this text, click on it and delete this default text and start typing your own or paste your own from a different source.

How can differing generations work harmoniously together?

Wed, 20 Dec 2023 15:10:36 GMT

Navigating the Generational Mix: Strategies for Building a Unified and Productive Workplace

In today's workplace, it is not uncommon to find multiple generations working together. From Baby Boomers to Generation X and Millennials, each generation brings with them unique experiences, values, and work styles. While this diversity can be a strength for any organization, it can also lead to misunderstandings and conflicts if not managed properly.

So how can differing generations work harmoniously together? Here are some tips:

1. Recognize and embrace differences

The first step in working effectively across generational lines is to recognize that each generation has its own set of strengths and weaknesses. For example, Baby Boomers may have more experience but could struggle with technology while Millennials may be tech-savvy but lack the same level of experience. It's important to acknowledge these differences without judging or stereotyping individuals based on their age group. Instead, focus on leveraging everyone's strengths towards common goals.

2. Foster open communication

Effective communication is key when working with people from different generations. Each generation communicates differently; for instance, tenured workers might prefer verbal conversations while some employees might prefer email or messaging apps.

To foster open communication among all team members regardless of age group requires creating an environment where everyone feels comfortable expressing themselves freely without fear of being judged or dismissed because they belong to a certain generation.

Cross-training employees is also essential for fostering a deeper understanding of each other's roles and responsibilities. It promotes a collaborative environment, enhances teamwork, and helps employees appreciate the diverse skills and contributions of their colleagues.

3. Encourage collaboration

Collaboration allows people from different backgrounds and perspectives to come together as equals in pursuit of shared objectives. It helps break down barriers between generations by facilitating mutual understanding through teamwork. Encouraging collaboration means providing opportunities for individuals from different age groups to work together on projects that require diverse skill sets or perspectives - such as mentoring programs where senior staff members mentor junior ones who bring fresh ideas into the mix.

4. Focus on results rather than methods

Each generation approaches problem-solving differently based on their experiences and preferences which sometimes leads them into conflict over the best way forward. However, focusing solely on results rather than methods can help bridge the gap between generations by allowing everyone to contribute in their own way towards achieving a common goal. This means that each team member should be given the freedom to use whatever methods they feel are most effective for them, so long as they deliver results. This approach encourages creativity and innovation while also, promoting mutual respect among different age groups.

5. Provide training opportunities

Training is essential for people of all ages, but it's especially important when working with multiple generations. Some workers may need more guidance on how to navigate workplace politics or communicate effectively with senior staff members, while other employees might require upskilling in new technologies or trends. Providing training opportunities ensures that everyone has access to the knowledge and skills needed for success regardless of their age group.

By offering incentives, employers create a positive and rewarding work environment, boosting morale and encouraging employees to excel in their roles. Incentives also contribute to employee retention and attract top talent, as individuals are drawn to workplaces that value and appreciate their contributions.

6. Celebrate diversity

Finally, it's important to celebrate diversity in all its forms - including generational diversity. Organizations should acknowledge and appreciate the unique contributions made by individuals from different backgrounds and experiences which will encourage mutual respect across age groups.

Celebrating diversity could involve hosting events where employees share stories about their cultural heritage or organizing cross-generational mentorship programs where other staff members learn from experienced ones who have been there before them.

In conclusion, harmonious collaboration across differing generations requires an open-minded approach that values differences rather than seeing them as obstacles. And focusing on shared company values over individual differences in the workplace fosters a cohesive and collaborative environment. Employees are more likely to work towards common goals, leading to increased teamwork, productivity, and a positive work atmosphere. Emphasizing shared values also contributes to a stronger organizational identity and can enhance employee engagement and loyalty.

Wrangling the Golden Unicorn – World Class Onboarding

Tue, 22 Mar 2022 11:06:55 GMT

What is a “Golden Unicorn” you ask? This is the slang term we use for someone that fits the organization and role so perfectly that it almost seems magical or too perfect. Whenever we find the Golden Unicorn, regardless if it’s on the temp / staffing agency side or through direct placement, we generally get the same question shortly thereafter. “Any advice with onboarding?” Here is that advice.

Most of the time when we ask someone when they think onboarding starts, they naturally answer, “On the first day”. While this is a common misconception, onboarding starts much earlier.

Onboarding starts with your first contact. Keep in mind three things. Set clear expectations, make sure you deliver on those expectations, and Golden Unicorns are only attracted to the best. Great companies recognize top talent is highly sought after and they focus on serving the candidate immediately. Be understanding and accommodating. Long gone are the days of, “they are lucky to have a job”. Here’s a simple piece of advice. Complete the entire interview process in less than 2 weeks unless absolutely necessary and communicate more than you think you should.

Now that you have both agreed on an offer, there is still work to be done from that day to the start date. Every time a big purchase is made, there is some kind of buyer’s remorse. Changing careers is bigger, to many people, than buying a house or new car. Make the candidate feel the love immediately. Stay in touch. Ask questions. Reinforce why they decided to make the move and clearly outline what they should expect day one and beyond.

The big day is here. Is the office prepped for their arrival? Clean, organized, and their workstation/office prepped? Is the team prepared to represent your brand well or are they surprised when the new hire shows up? Every part of their experience sends a message. It's up to you to ensure the right words are on paper. Think about a world-class hotel. How do they make you feel? Are you rolling out a red carpet or is the new hire wading through the trash. Unicorns will quickly fly away from trash. Don’t be afraid to drape them in your best and give them a letter welcoming them with signatures from adoring fans. Make the important introductions and make them feel at home with a tour. Put everything in writing. People fear the unknown. Get rid of the ambiguity immediately. Everyone plays a role in this and its up to you to assign those roles.

It’s no surprise they made it through their first week. After all, you made them feel like a rockstar. Now we give them a runway to take off and carry the organization to new and greater heights. Make sure they have a mentor. Dive deep into feedback and make sure they know they are on the right track (unless they aren’t and then it’s really important to find out where the challenge is). Reinforce your values and their future. After all, that is why they are there.

Someone worked hard to find the Golden Unicorn, why wouldn’t we want them to shine their brightest. Some even believe that if you give a golden unicorn everything it needs, one day it will become the sun that will create nourishment and warmth for your organization to thrive.

Finding the Right Staffing Agency to Navigate your Company Through the Nation-Wide Staffing Crisis

Wed, 23 Feb 2022 11:15:12 GMT

We are all experiencing a staffing crisis. As a result, so many are forced to wear multiple hats, which means they can’t focus on what’s most important, people. Now that you have decided to use a staffing or “temp” agency, there’s a lot to consider. Here are some questions you should ask the companies you are considering partnering with.

What makes you different? The truth is there is no magic pool of candidates that one company can pull from. Very rarely will a candidate search for one job at one specific company, they apply to everything that is a possible fit. So how does one company stand out from another and do their values match those of your organization?
What are the rates? Be careful. If a company feels comfortable quoting rates without understanding the complexity of your business, that should be a red flag. Blanket rates generally mean blanket solutions. Your business is unique and you should want your partners to treat it as such. Rates should be the last part of the conversation, not the first.
How do they pay their recruiters? The industry standard is to commission recruiters. Many times, recruiters are also responsible for their own business development. While this is the industry standard many people find it concerning. Unfortunately, it creates conflicting goals. If a recruiter’s primary focus is on their own compensation, they are not focused on taking time to find the right employee that will eventually get hired by the client. It is far more profitable for the recruiter to put someone in a position as quickly as possible and replace them over and over.

These are not the only questions you should ask, but it’s a good start. Finding the right partner is critical for a company’s success. We all know a company’s workforce is its most valuable asset. Just as the three little pigs learned, investing in a strong foundation pays off when the winds of change start blowing.

4 Reasons to Work for a Staffing Company

Thu, 13 Jan 2022 11:20:11 GMT

As an unemployed individual, seeking employment that is a good fit can be grueling. Mailing applications, applying online, phone calls, interviews, emails, the list goes on and on. At Summit Careers, we work hard to provide a solution to this problem for our new hires. Working with a staffing agency alleviates a lot of these job-search stressors.

4 advantages of working with a staffing company

1. They bring the right opportunities to you.

While it might be easy to find any old job, finding the perfect fit can be difficult. Staffing agencies help to alleviate this. When you walk into the agency, they already have a list of opportunities, waiting for a qualified worker. As soon as the agency gets a good sense of who you are in the interview, they will know which position fits your needs the best! Knowing which employee will work best at which establishment is a unique advantage staffing agencies offer.

2. They can get you hired fast.

It is not uncommon for staffing agencies to fill positions that start later that week, or even later that day! Many agencies work directly with companies that constantly need a high volume of workers. A strong staffing agency can get you hired quickly in a crunch.

3. They are flexible!

Not only can a staffing agency get you a job fast, but they can also help to get you the job you want! With opportunities to fill 1st, 2nd, and 3rd shift positions, staffing agencies can find you work at a time that’s flexible for you, your family, and many other factors that make it hard to find work you can commit to. Working with agencies gives you options.

4. They will bridge the gap!

Staffing Agencies often have a strong working relationship with the companies they staff. The agency’s job is to ensure your work experience goes as smoothly as possible both for you and the company they are staffing. Staffing agencies can assist in communication and problem solving between the employees and the employers. This takes the pressure off the employee and the company they work for as they are both assisted in the selection & management process.

Work From Home: Tips and Success

Fri, 13 Nov 2020 14:32:59 GMT

A little background: I am not new to the Work From Home (WFH) life. I have worked from home for the better part of the last 6 ½ years. Almost 5 years ago, I had my first child and then this summer, during the pandemic, I had a second, which meant there were two kids at home while working. This is all to tell you that I know how rough WFH can be. But, working from home can also be fantastic if you do it right.

Create a workspace. When I first started working from home, I worked from the couch and coffee shops. After having a child while living in a small apartment, I moved my work station to my bed. I even bought a fold-up desk and placed it next to the bed. The problem with working from your bed or the couch is that you never really get to leave work. Yes, it’s super comfy. But, the beauty of working from an office is that when you leave the office, you are more easily able to mentally leave your work behind. If you’re working from spaces that you continuously spend time at home in, it creates the problematic mental task of removing yourself from your work. Find a small corner if you have to and set yourself up there. That is your “office.”
Leave your house. This is very important. Get up and go for a walk or to the coffee shop. Just leave. You’ll start to hate being home, especially during this pandemic, when going anywhere is difficult.
Set ground rules with those in your household. If you follow tip 1 above, make sure that the people in your house know that when you’re working in your designated workspace, that you need to be left to work unless it is an emergency. Or a kid shit on the floor.
Family life balance. This is trickier but let me tell you how we have handled it. If you have a partner/co-parent working from home and no childcare, set a schedule. This way, one of you gets uninterrupted work time for a couple hours or so. One or the other cannot take on all of the kid duties and still get work done during work hours. If you happen to have a more flexible job, you can, as I have, tried to work once the kids are in bed. Also, I totally do not have a 3-month-old yelling and looking at me like I don't love her right now. Why do you ask?
If your company is traditionally in-office, overcommunicate with your boss/manager in the beginning. Everyone worries that their people will be just taking naps and binge-watching The Six Million Dollar Man. In my experience, it tends to be the opposite. When working from home, it’s harder to leave work, so I, and many other WFH counterparts I know, end up putting in a lot more hours than when in the office.
Lastly, cut yourself some slack. Transitioning to WFH is difficult – family being around or not. Just remember to get your shit done, and you’ll be fine.

Being a Client Partner

Fri, 13 Nov 2020 12:26:12 GMT

As a staffing firm, are your clients just companies that you help find employees for or are you their partner?

When assessing how to interact with clients, a staffing firm needs to ask two questions: 1) What are my limits with my clients? 2) How involved do I want to be with my client’s business?

If you are simply there to ensure that all your client’s staffing needs are met, that is fine. Sometimes, that is what your client wants. Here at Summit, we are full service when it comes to staffing, Human Resources, Drug Testing, Consulting and honestly, anything else they might need short of hiding a body. Our lawyers do not like us discussing that one client anymore.

However, if you are planning to become or are ready to be a full-service firm, this cannot be a top-down conversation. Your employees must know and understand that this is the kind of business they are a part of. Why? Because your client’s needs will not always be 9-5. Your employees need to understand that they are doing more than just recruitment.

For example – we had a client come to us at the end of the day because they forgot to submit an order for 6 employees that they needed by morning. We worked after-hours, into the night to fill all 6 spots by morning.

Being a client partner isn’t clocking out at 5. It’s getting the work done when it needs to be done.

Recruiting and Social Media

Fri, 13 Nov 2020 12:22:59 GMT

The potential to recruit candidates is more than job sites, LinkedIn and emails.

Brand Awareness is the king of social media advertisement. This means that the primary return you get from utilizing ad platforms on sites like Facebook, Instagram, and Twitter is more awareness to potential customers that your brand exists. You kind of need people to know you exist to sell your homemade real-hair dolls and remote scuba lessons. This is also an advantage for staffing and recruiting firms. You need people to know you exist so they can see what positions and services you have available.

Staffing firms don’t always have the right job for someone right now. Therefore, ensuring that potential applicants know they can contact you for any future jobs is essential. This opens up your pool, so when you do have jobs open, you can staff them quicker from your pool.

Utilizing the social ads platforms to their fullest potential can be a game-changer for your firm.

Facebook: They are still king. They as well have a very robust targeting system but is limited due to EEOC laws when it comes to specifying groups. You have to be savvy in how you work their system and their “interest” targeting groups. A/B Testing will be your best friend. Facebook as well has the ability to post Jobs from your business page. This can draw in a completely different demographic than a lot of other job sites - good & bad.

Instagram: They are owned by Facebook, so you use the same targeting. Just remember that their image/video dimensions are more limited due to being mobile-only.

Twitter: Twitter has been dismissed by brands lately but is starting to make a comeback. I don’t recommend putting $ behind ads on here, right now. But that might be changing.

Google Ads: If you’re not running a search or local business campaign, you’re losing business. ProTip: Don't put money behind the search term for your business name. If someone is local and searching for your business by name, they'll find you.

YouTube: Unless you’re producing high-quality videos, I would not recommend using YouTube’s ads (through Google Ads). If you are producing high-quality videos, their targeting platform is incredible.

Next Steps If You Are Fired

Fri, 13 Nov 2020 12:19:39 GMT

Do. Not. Stress. Ok, that’s not realistic. But, try to stay calm. Being fired from a job isn’t a death sentence to your career, especially during this pandemic.

If you are fired, the primary thing to remember is to not become angry during the firing process or anytime while still on company property. You do not want to burn any bridges with your company because you never know what future opportunities may arise. Next, ask your employer for a full, written account of why you were let go for your records. Then, go home and relax for the rest of the day. Get your head back straight and get ready to move forward.

When preparing your next career move after being let go, focus on getting your unemployment benefits filed first. Even if you expect to get a new job soon, make sure your unemployment is taken care of in case something happens to the new opportunity. After this, it’s time to update your resume. Make sure to go through your most recent job description and include hard numbers of achievements.

Lastly, start applying! If you are unsure where to start, speaking to a recruiter can help focus your search and provide someone in your corner. When a recruiter submits your application and resume to a company, they are telling the company that they also approve of you as a worker. This can mean a lot when working with the right staffing firm.

One more point, if asked, do not lie to potential employers about being fired. Be honest. Lying will only hurt your chances because there is a high probability of them calling your previous employers.

Temporary vs Permanent Jobs

Fri, 13 Nov 2020 12:15:38 GMT

Whether you’re looking for a job or hiring for your business, understanding between temp and permanent employees is essential.

Temporary (Temp) workers are those that are hired for a predetermined amount of time. These are typically contract and seasonal employees.

Pros - Temp positions allow a lot more flexibility for the employer and employee, allowing both to test each other out without a full commitment. And many times, after a trial period, temp positions can turn into full time

Cons - Training a temp worker can still be costly and time-consuming, especially if the person does not work out. While it’s not a rule, temp employees are not usually offered the company’s healthcare options. This can be difficult on the employee if they have a family.

Permanent employees are hired without a predetermined time frame. Employers: do not forget that if you have 50+ employees and hire a full-time, permanent employee, they are entitled to healthcare, according to the IRS.

Pros - A permanent position has a significant advantage for the employee – stability. Stability in a worker helps decrease their stress and therefore increases their productivity. As well, full-time employees are offered benefits.

Cons - Benefits are costly to the employer.

As you can see, both have positives and negatives. We suggest speaking with one of our highly knowledgeable recruiters to learn what is best for you or your company.

Why Work with a Recruiter

Fri, 13 Nov 2020 12:12:32 GMT

We get it; working with a recruiter can see like the last hope for finding a job. You have also probably heard stories about some not-so-reputable staffing agencies out there hocking pyramid scheme “jobs.” The industry is not what it used to be! Recruiters are more than just job finders; they are networkers. They are industry experts. And more importantly, they are advocates.

We at Summit are all of that and more. We work hard to ensure we get to know people in all industries because we don’t want to just help find you a job; we want to help businesses find the best candidates. This means, to be a part of our Summit team, we have to know you are the best candidate for our clients and likewise, if you are a part of the team, we’ll go to bat for you. We will also be honest with you if we don’t think we have a position that fits you at this time, but we will always keep in contact in case something comes up in the future.

This is why you work with a recruiter.

COVID-19 and Your Business’ Communications Response

Fri, 13 Nov 2020 12:07:35 GMT

2020 sucks. That’s the reality of it. As businesses have shut down and reduced employment and services across that country, what can we do to ensure we project safety to our employees and our customers?

This comes down to more than just following COVID-19 protective procedures. There is a PR side that is about ensuring your staff and customers also feel comfortable with your business. So, how do you accomplish this?

Be completely transparent. It’s that easy. During a pandemic, honesty is the best policy.

If you have a customer-facing, brick and mortar business, you should have a clear and concise COVID addressing statement on your website – at the top. This statement should address how many customers/clients are allowed in at a time, social distancing and masking procedures. These procedures should also be posted at the door/entrance to your place of business.
Those same procedures above should be clearly outlined to your non-remote employees. Many people are wary of returning to work in-person and letting them know that you are taking this seriously and have procedures in place will help keep them calm.

In addition to employee and customer safety procedures, it is essential to outline what will happen if there is a positive Coronavirus case on your team.
Institute a more flexible sick leave policy. This can be difficult to navigate, depending on the size of your business. You don’t want your employees to misuse the policy, but you also don’t want them to feel obligated to come into work if they’re sick.
Ensure all employees have clear guidelines on how they are to interact with customers.

These are just suggestions. You know your customers and employees best and how to navigate, making them feel more comfortable.

Example Website Statement:
“Due to COVID-19 and the current state restriction, we are only allowing 10 customers at a time in the store. As well, wearing your mask and maintaining social distancing procedures is required at all times while inside. We understand that these are difficult times and that these policies may be inconvenient, but we are implementing them for your and our employee’s safety. Thank you for understanding and cooperating.”

Got Free Time? Better Yourself with these Free Classes!

Tue, 10 Nov 2020 12:31:08 GMT

Unemployed and want to impress potential employees? Utilize the downtime to learn a new skill.

As noted in a previous post [link], if asked during and interview what you’ve been doing during the shutdown, it is perfectly acceptable to tell interviewers that you have been sheltering in place with your family. However, if you have the time, here are a few websites and resources that will help show potential employers that you worked to better yourself during these trying times.

ALISON.COM

This site is what is considered a Massive Open Online Course. They offer free courses with certifications from Alison.com in just about every category: IT, Health, Business, Math and more.

CODECADEMY or GRASSHOPPER

Codecademy and Grasshopper both offer fun, free ways to learn to code. Both sites also offer app versions of the desktop site so that you can practice on the go.

YOGA BY ADRIEN

YouTube Yogi, Adrien started her channel in 2012 and offers a large number of free yoga classes, including several beginners. I am not a little guy and I have utilized her classes and loved them.

DUOLINGO

Ever wanted to learn a new language but didn’t want to drop the money on Rosetta Stone? Duolingo is a free, online resource that offers classes in several languages. Klingon not included.

YOU SUCK AT COOKING

Do you suck at cooking? Then, this YouTube channel is for you! With fantastic recipes like how to make that cheap bag of ramen taste better, homemade McMuffins and even easy cocktails, this channel will help you stay in your budget while not crying into your dinner after tasting it.

Employee Burnout: What We As Employers Can Do.

Tue, 03 Nov 2020 15:11:30 GMT

While the COVID-19 pandemic continues to threaten people's physical health across the globe, the effects it has had on people's mental health cannot be ignored. In fact, employees in today's economy are feeling more overwhelmed than ever. Between battling constant fears of losing their jobs, feeling overworked and facing new challenges to work-life balance, it is not surprising that the pandemic is taking an unprecedented toll on their mental health. Whether working from home or going into an office, both scenarios present new concerns and challenges for employees that cannot be taken lightly, making it more important than ever for leaders to regularly check in with their employees to help avoid burnout.

Employee burnout can be very harmful to business success, especially in the wake of this global pandemic. Understanding the causes and recognizing the critical signs of employee burnout is more crucial to business owners than ever before. Based on a recent Gallup survey , there are five primary causes of burnout, which include unfair treatment, unmanageable workload, lack of role clarity, lack of communication and manager support and unreasonable time pressure. Throwing in the added pressures of the changing work environment (social distancing, masks, etc.), overwhelming health concerns, and financial struggles now facing employees due to COVID, employees' stress levels are reaching an all-time high making burnout an unavoidable concern for employers.

Some signs to watch for when it comes to identifying burnout among your employees include a lack of concentration, frequent illness, irritability, anxiety, lack of productivity, pessimism and arriving late to work regularly. So, if you notice your usual peppy, engaged employee suddenly shifting gears, becoming more withdrawn, frustrated and depressed, don't be quick to jump to conclusions, assuming they're just lazy and uninterested in their work. Keep in mind that this pandemic is impacting everyone on various levels, and they may be in need of additional support from management.

With a lack of usual coping mechanisms (gyms, social gatherings, etc.), employees may be finding it difficult to overcome the added stressors leading to burnout. This means it is even more important for employers to offer support to their workforce by regularly checking in with their staff, being creative and offering employee assistance as needed. As an employer, you need to keep the lines of communication open, encourage employees to take some time off, host regular virtual team meet-ups and take measures to enhance your employees' general well-being, such as offer free trials for a workout program that employees can take part in from home. Whatever you decide to do, keep the communication flowing. Ensure your employees are kept up-to-date on the company's latest happenings and leaders are providing frequent, consistent and valuable feedback to their employees to maintain honest and open communication throughout these difficult times.

Pandemic Resume Gap

Tue, 03 Nov 2020 12:35:25 GMT

The pandemic rages on. Life has even seemed to get back to normal in a few areas around the country. However, despite the unemployment rate lowering, there are still many people who have been without a job since the beginning of the shutdown and others who have lost their jobs in the recent months because of their companies downsizing due to prolonged shutdowns.

We know everyone has looming questions outside of “How do I find a job?”

I have been unemployed for several months. How do I address the gap in my resume?
If I get an interview, what do I tell them I have been doing during my unemployment?

Let’s first discuss the resume gap. While it might feel odd having nothing filling in your resume for the last several months, do not sweat it. You are not alone. Employers and HR professionals alike are having to overlook this for the foreseeable future.

This leads to the next question regarding how to discuss that gap during an interview. If asked what you have been doing, it is perfectly acceptable to answer that you have been sheltering in place and spending time with your family. You are not required to give more information than that. In this challenging time in our history, the silver lining is that many of us are getting more time with our family. However, it will always look good if you have been bettering yourself in some way. Whether you worked on your at-home baking skills, took online yoga classes, or one of any number of free online education courses available, something showing that you have been bettering yourself is always a good look.

If you have been spending time, protecting yourself and your family during the shutdown, that is a perfectly legitimate answer, but if you have the time and ability to pick up a new skill, it can only help you.

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