NorthBridge Blog

Trend: “A general direction in which something is developing or changing.”Trends

It is easy to point out the trends in food and fashion (thank you very much social media), but resume trends, not so much. Truth be told, on an average, recruiters spend only 6 seconds reviewing a resume. I would think that it would take 6 seconds just to read the person’s bio, but that may just be me. In reality that just proves how similar, redundant and unoriginal everyone’s resumes are appearing to be. I know, I thought my resume was polished and perfected too…little did I realize that it needed a whole new makeover, head to toe.

So where do you even being to start with fixing your resume? This brings us to trend:

#1 Professional Prepared Resumes

Errors! Errors and typos will draw attention to the viewer. The smallest typo could set someone off. Make sure you get your there, their, and they’re correct. Not to mention brushing up on the comma rules. Back in 2013, CareerBuilder surveyed hiring managers, human resource professionals and workers across the board. This is what they found: “58% of employers pointed out typos the most common problem they saw in resumes. 36% of them said they were seeing resumes that were too generic, and 32% of them identified “copying a large amount of wording from the job posting” as a problem.

So this brings us back to where do you even begin. You could start with using a grammar software such as Grammarly. That will get rid of the errors, but not the generic content. John Laurens, a human resources manager from Resumes Planet strongly believes if you are not proficient in resume writing, you will make a mistake. He said, “You’ll either write a generic resume or you’ll get into too many details.  A professional writer is aware of the standards of different industries.” Laurens also believes that your chances of getting an interview if they hire a professional writer will increase.

#2: Personality Will Play an Even Greater Role

Have you ever hung out with a group of people who shared no similar interests to you? The conversation usually ends up pretty awkward and boring. Well, imagine landing yourself a new job that you are so excited about…but not meshing with your coworkers. Personality traits are just as important if not more, as your core skills. You can train someone on skills, but not their personality. Laura Handrick, human resources staff writer says: “Job search continues to be personal. People don’t hire from paper, they hire people they trust will do a great job in the role.” People hire real people.

So after you apply, follow up with a friendly phone call or see if you have any mutual connections that work at the company. Failing to follow up puts you at the bottom of the list.

#3: Social Media Will Get More Important

70% of employers are screening candidates via social media before hiring them. 54% have decided not to hire a candidate after screening their social media profiles, and 57% are less likely to consider someone for an interview if they can’t find them online.” So social media means serious business! Think again before you post something or share a post, people are always looking.

Comparing Facebook and LinkedIn, Facebook has 1.86 billion users and LinkedIn has 433 million members. Both social platforms are filled with demographic information, based on how much you share. “This will be key for employers as they target their job ads in order to reach the candidates with proper credentials.”

#4 Digital Resumes and Portfolios

Have you ever applied for a job posting through the mail? You probably didn’t even know that was a thing. The internet is the most important function when it comes to your job search, right? Alec Sears, human resources manager from Frontier Communications, says: “In 2018 you will see a shift towards digital resumes and portfolios. The format of the resume itself won’t change much…but wise job-seekers will utilize personal websites, online portfolios and even LinkedIn connections to stand out.”

So there you have it, the top 2018 trends. Get the ball rolling and start working on your resume today. Reach out to a few old friends or connections and ask for career advice. Consider brushing up on your public speaking or do a mock interview with your mom. Most importantly, clean up your social media and delete anything you wouldn’t want your grandma seeing. Turn yourself into a trendsetter today and make your resume stand out!

We are always hiring for positions. Apply online today. We promise we will take a long look at your resume! http://northbridgestaffing.com/

https://www.thejobnetwork.com/resume-job-search-trends-will-dominate-2018/


generationsMillennials: The largest living generation, now up against the current generation, Gen Z.  Both generations contain a few similarities, but many differences. “These differences are sure to prompt additional adjustment when it comes to leadership, recruiting, parenting, and marketing.” How will Gen Z rank compared to Millennials in the work force?

Millennials are often described as money spenders all because of the avocado toast phase. If you are unaware, avocado toast is exactly what it sounds like- avocado, on a piece of toast. Have you tried avocado toast? Are you outside of the millennial era? People spend thousands of dollars on coffee every year, what’s the difference.

Millennials also classified as: Thinking it’s cool not to care and being so absorbed in social media that they are socially illiterate. But we are forgetting about all the positives that came from millennials. Millennials are known for being a voice of their own. They may be absorbed in social media, but they are very tech savvy and express themselves through pictures.

“By now, the oldest millennials are 35. They aren’t children anymore – in fact, a majority of them are leaders with decision-making power and direct reports.”

On the other hand Generation Z is, “Growing up in a healthier economy and appear eager to be cut loose. They don’t wait for their parents to teach them things or tell them how to make decisions. Gen Z is already out in the world, curious and driven, investigating how to obtain relevant professional experience before college.” But what does this mean for the work force?

Defined as anyone born after 1995, Generation Z is marked by crisis. 9/11 and two economic recessions. With watching the struggle of the job market, Gen Z is defined to be more careful when it comes to finances. Much like many Millennials, Gen Z has never lived in a world without cell phones, computers, and the internet.

Gen Z is already stepping into entry-level jobs, how will this generation work? Ryan Jenkins, a next generation speaker shares how Generation Z differs from Millennials: more pragmatic, more cautious, more money conscious, more face-to-face, less noticed, more global, more individualistic, more tech dependent, less parented, more early-starts, more disruptive, more multi-tasking, less focused, and more entrepreneurial.

Less focused but more entrepreneurial…how does that work? Alexandra Levit stated, “Even if you’re a small operation, you can still have a Gen Z internship program. These children are so mature and they learn so fast, they might just be ready to take over by the time they’re 22.”

Ryan Jenkins shared the similarities between the two.

-”Both generations are extremely interested in building their personal brand by gaining transferable skills that they cant ake to any job or leverage to become an entrepreneur.”

-”60% of Generation Z wants to have an impact on the world. And 84% of Millennials say making a difference in the world is more important than professional recognition.”

-”The most important workplace factor for Generation Z is opportunity for advancement. The #1 reason Millennials leave organizations is due to lack of career opportunity.”

Do you believe that these are true difference and similarities between the two? Are you a millennial that doesn’t fit into the stereotype? Share your opinion. Ambitious, ready for a change, need a new opportunity, check out our open positions at www.Northbridgestaffing.com

https://www.nytimes.com/2015/03/29/jobs/make-way-for-generation-z.html

http://blog.ryan-jenkins.com/2015/06/08/15-aspects-that-highlight-how-generation-z-is-different-from-millennials


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What is your resolution going to be this upcoming year?As the winter holidays come to an end, we all chose one day to set a resolution. Maybe we are feeling guilty about all eggnog, pumpkin pie, gingerbread cookies, and holiday treats, or feeling inspired to change to make a difference. Out of all the days, we decide that the New Year is a year for something different. Many of us active gym goers may dread this time of the year, because that only means one thing, packed fitness centers. A little over a month rolls around and you notice a decrease in attendance. Are people that likely to quit? On average, 80% of New Year’s resolutions fail by the second week of February…one month later. Why is the failure rate so high?

According to Business Insider, common resolutions include: exercise more often, time management, save money, learn a new language, build your personal brand, manage stress and land a new job.

Exercise more often. As in: exercise 2 hours a day, exercise 5 times a week, run 10 miles a week, life 5lbs heavier every week. What does “exercise more often” exactly mean to you? Setting a resolution is a great start, but  focusing deeper into the why of your resolution is what will make it stay. I want to follow a half marathon training schedule, and run a half marathon by May.

Let’s focus on “landing a new job” made the list of common resolutions. That is a BIG resolution to work towards. We can all relate to how discouraging and draining the job search can be. Hours spent tweaking your resume to fit a job description, searching job boards every second of every minute, and constantly refreshing your e-mail. Business Insider says, “Millennials are predicted to change jobs four times before they turn 32 years-old.” This makes you think, are people just applying to apply, or applying for the money aspect?

Before you chose to set your resolution, you may want to set mini goals to help you get to that resolution. I’m going to sign up for a gym memberships; I’m going to take a cycling class every Saturday, etc.

For landing a job: hire a recruiter, attend a resume workshop, get on the phone more often than e-mailing, connect with old friends, talk to friends of friends and ask for help. Regardless, are 80% of people failing to meet their resolutions because they physically can’t achieve them or because they have no motivation to work towards them? Think about how you will go upon successfully achieving your resolution before you decide on one.

Set yourself up for success and be one of the 20% of people who succeed towards their resolution. And if that may be landing a new job, check out www.Northbridgestaffing.com. We’d love to help!

http://www.businessinsider.com/new-years-resolutions-courses-2016-12/%20-%20exercise-more-often-1




Pat DuganRecently, the team from North Bridge had the opportunity to go on an intensive training retreat up in Minneapolis, a worthwhile and productive experience for everyone concerned; here’s one picture from our trip, when we had the pleasure of meeting Jessica Scheu, Miss Minnesota USA.

Please note the fact we made certain to spend most of this mid-winter jaunt indoors. Minnesota Training Retreat

But the fact we went on a training retreat leads to one very important question that every HR manager, entrepreneur or staffing officer needs to have ready when they’re interviewing and assessing an outside staffing firm to be that critical partner who might be helping them address their hiring needs:

“What kind of training does your own team receive?”

It’s one thing for a firm to to promise its candidates will be experienced and well-trained in meeting the demands of the position you’re trying to fill.  But as any human resources professional knows, the complexities and legalities involved in staffing temp, temp-to-hire or direct hire positions are considerable.
Read the rest of the entry »


pat_smallIn any economy, there are those who will try to take advantage of the desperate.  Job scams are just one example, and they’re prevalent enough in this viral/Web-based age that they’ve earned their own entry on Wikipedia.  So it’s up to the informed professional to make sure that clients and candidates alike are protected from predators like these.

When you read the descriptions of these scams, many of them are the same old confidence games that we’ve seen for untold years.  Promises, requests for cash, then equivocations or even threats or accusations to shame their prey into compliance.

Most experienced freelancers or temporary employees have been around the block enough times to not trust the kinds of temptations that show up in their inboxes with unfortunate regularity.  But as recruitment professionals, we should be aware of these kinds of scams, and able to counsel caution if a candidate ever brings one up.   Here’s a good link on what they can do to report job scams to the proper authorities, as well.

And if you’re an HR or recruitment expert and a scam like these shows up in your mailbox, I’d say it’s your responsibility to report it immediately, as an honest professional.


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pat_smallMany people, even some HR professionals, don’t realize there aren’t many places with laws or regulations — or any at all, in some states — to govern what constitutes an “employment agency.”  That means the individual with little or no real training can hang out a shingle and call themselves a “recruiter,” and try to present themselves on the same footing as the established agency with resources, experience, top-notch personnel and a sense of professional responsibility.

What are the implications for companies — and job seekers? They’ve all got to ask the right questions, and vet the prospective recruiter just as diligently as they would each other.  A few tips on how to separate the fly-by-nighter from established pros:

One good rule of thumb is to ask if they’ve got any professional certifications;  some certifications require only a modest amount of effort to obtain, but it’s still an indication they did something to earn that shingle.

References – we’ve brought it up before: it may be the best way of judging a potential recruiter.    If they’re truly professional, they should have no problem giving you a list of satisfied clients.

Promises, promises? No honest professional will make blue-sky promises to you, as a client or a candidate.  They’ll give you an honest appraisal, but the truth of the matter is that in any professional counseling-based business, you don’t count chickens before they’re hatched.  Anyone who promises you the moon and the sky is doing it to play on your sympathies or situation.

If it smells bad, it is. There are too many good, honest recruitment professionals in the business for you to deal with anyone who seems the least bit iffy.    They may not be dishonest, just inexperienced or unqualified — but there are still plenty of sound options out there for a candidate or company that wants to trust its employment future to a trustworthy resource!


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pat_smallTemporary workers continue to “reshape” the workforce, as this USA TODAY article explains.  Many freelancers or temps are glad to not be part of any particular company’s culture or ethos.  Yet a recent survey by Randstad pointed out that company culture matters to permanent employees, with two thirds of working adults (66 percent) saying that it’s very important to the success of their firms.

So as a business operator, how do you balance the need to maintain a consistent company culture with a potential need for temporary workers – especially temporaries who have valuable and important skills, who may be contributing at a fairly high and visible level to your organization?

We’d never say that hiring temporary or contingent employees is automatically deleterious to your company.  That’s obviously because we’re big believers in temp placement…but also because we know that a quality hire is a quality hire, permanent or temporary, and will contribute to overall success.  And if you’ve got a strong company culture, a responsible temporary will recognize it and adapt, and enjoy it as their own.

But there are a few tips we’re recommend for ensuring a good cultural fit when you insert temps into roles in your company.

  • Assess its importance – only you and your valued employees can decide whether or not it’s important to have temporary or contingent employees integrated into your company’s culture.  Those cultures can vary tremendously, and sometimes are very particular to the firm.  So ask yourself how crucial – or irrelevant – it may be to have temps participate in your company culture.
  • Ask employees if it matters to them; find out from your permanent and established workers if they feel there’s a need to have temps mesh with the specific culture of your company.  They’ll feel good just being asked…and may have some crucial insights you might not have arrived at on your own!
  • Prep a primer for temps, if you find it’s important to lay out any particular facets of company culture that you may want to make them aware of.  Bermuda Shorts Fridays?  If that’s an unwritten rule, then write it down for them.  There may be all sorts of office etiquettes, fun and/or serious, that deserve to be catalogued, and may not be recorded in any handbooks yet – but knowing them helps a temp fit in more effectively.
  • Don’t force participation on a temp; unless it’s a professional requirement, you shouldn’t press a temp to adopt aspects of culture that don’t strictly have to do with their performance.  They may not want to participate in Bermuda Shorts Friday, and if they’re satisfying the terms of their role, you shouldn’t make them.
  • Pick their brains – what’s the best resource imaginable on the cultures or motivational best practices of other companies?  Experienced temps who have worked elsewhere, of course.  You should never ask them to reveal proprietary or competitive information, but they can be a useful source of information on what they consider fun, efficient or engaging company cultures they’re witnessed…and they can supply an objective and candid viewpoint on your own!

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pat_smallAs we’ve posted before, growth in the temporary services sector usually leads recovery in the permanent jobs market.  All told, about 379,000 temporary jobs have been added to the rolls since September of 2010, and growth in that area will probably continue — especially since employers are still hesitant about the recovery, and because there’s evidence that temporary and contingent staffing will be a larger and more permanent trend in employment going forward.

That said, there are still myths, half-truths and outright falsehoods out there that every temp candidate may have heard — and that should be dispelled with the facts.

Temp jobs are bottom-of-the-barrel: The truth is, many temp jobs are for specialized or general positions at middle and upper level of organizations, from legal to IT and beyond.  Temp hires aren’t always the “seat fillers” of the employment world, somehow comparable to migrant labor…nearly every job on the corporate org chart could be filled by a temporary hire.  Interestingly, one example is Ed Whitacre, the recent chairman of General Motors — he was strictly transitional in the job, coming on to get the company from Point A to Point B in its restructuring.  An extreme example?  Sure.  But it’s a honest example of the nature of a lot of temporary positions, as companies look for quality people to help them in specific situations.

Temp jobs aren’t challenging: See above.  Often, they’re among the most challenging in the organization, because they deal with circumstances that are unusual, and require skillsets that are lacking in the current staff, but are sorely needed — often in a hurry — to tackle the job at hand.

Temp jobs pay poorly: Quite commonly they pay better, at least on a cash-per-hour basis, than salaried jobs, because of the need for highly-qualified people to come in and immediately deal with significant challenges.   And employers often allow temporary and contingency employees to access the same benefits as their permanent staffers, which can even include skills training programs.

Don’t put them on the resume: On the contrary, a jobseeker should definitely include temporary positions on their credentials, if only for the sake of honesty.  And if they worked in a skilled or specialty position where you attacked special challenges, there’s absolutely no reason you should exclude that experience!

Temp job seekers pay fees to work with a staffing firm: Respectable staffing firms never charge candidates, because fees are covered by their client companies.

Temp work will get in the way of finding permanent work: It’s almost the opposite — not only does temp work provide flexibility, in many cases, that lets you devote time to pursuing a permanent job, but many employers use temporary positions as a way to audit candidates for full-time roles.

It’s unfortunate if any of these assumptions keeps even one good prospect out of the candidate pool.  So part of  the job of a good recruitment professional is to help dispel these kinds of assumptions about temporary employment, and make sure a truer picture is shown.


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pat_smallBased on our own experience at North Bridge and some of the best practices at large in the recruitment and staffing industry, these are some pretty worthy tips for any organization looking to bring on temporary or contingent employees.

One good rule of thumb, to start?  Approach temp hiring with the same standards and expectations you’d have in mind if you were looking for permanent employees.  Your business deserves the best possible people on staff, regardless of how long they’ll be on the team!

  1. Know thy market: the depth of talent in a given category can vary greatly market-to-market; a national surplus of widget engineers doesn’t necessarily mean your area has the same profile.  Work with your staffing firm to make sure you know the real availability of the types of role players you need, or may soon need, so you’ve got a true picture of how long it will take to land the talent you want so you can project accordingly.
  2. 7 Great Tips For Hiring TempsBe precise with your recruiting firm in terms of skillsets you need, and the salary range you’ll offer.  That will obviously help narrow the field to candidates you can really afford – and will save you considerable time, of course.
  3. Move it or lose it, because even in times like these, the best candidates go first – and you’d better be prepared to get in front of them quickly and decisively, whether they’re temporary or permanent hires.
  4. Set benchmarks for what constitutes success for your temps, just as surely as you would for a full-time hire.  Measure their contribution: it’s surprising how many businesses think there’s some sort of efficiency in throwing people at a task or problem simply because they’re temporaries.  It’s still money ill-spent if you’re not auditing results.
  5. Ask around: get perspective from others in the organization about how a temp could be put to work on its behalf.  There may be needs beyond the obvious assignment where an interim hire could make an impact, especially if they’ve got specific expertise that could benefit different facets of your enterprise.
  6. Let the recruiter inside your organization, so they can have a good handle on its organization, culture, expectations and projects.  The time you spend indoctrinating a recruiter will pay off in better candidates.
  7. Vette your recruiters thoroughly, because just as in any business, there are good and not-so-good providers out there.  There’s absolutely no substitute for the due diligence and quality of service you clearly find in a good recruiter – and they should be proud to offer up referrals who’ll testify to that!

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pat_smallWe’re happy to introduce you to Jessica Stacy, Account Executive, the newest member of the North Bridge team.  With over 4 years of sales experience, and a “work hard, play hard” mentality that will be a huge asset to our clients,  Jessica was drawn to North Bridge’s mission of continuously exceeding client objectives by finding the perfect candidate fit.jessica

As her bio puts it, Jessica’s greatest achievement in life — thus far — was winning the Women’s Basketball National Championship in college.  She also enjoys working out, beach volleyball, photography, and going out with friends, and has a real passion for traveling.  We’re happy to have her on board, and we’re positive our clients will appreciate her intensity and dedication as well!


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pat_smallThere are various theories as to why the jobs picture hasn’t been as positive as some have hoped.  The most recent unemployment figures posted by the government show only a modest improvement.  That’s largely because employers — and consumers — don’t entirely trust the recovery that seems to be underway, and are wary about spending — which means companies have to keep it lean and mean.

For staffing and recruitment firms, it obviously means embracing strategies that let them meet employers’ needs for highly-qualified and capable people who must fit into temporary or qualified positions.   But they also need to be mindful of the fact that the picture may change — upward or, unfortunately, downwards (if there’s a “double dip” recession), and they’ll have to make the corresponding changes right in stride in order to stay competitive!


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Pat DuganThe American Staffing Association provides tremendous resources for its members, like its programs for helping reduce the legal liabilities and risks that confront staffing and recruitment firms as they conduct their business.

Each member staffing professional can use the ASA’s  Certified Staffing Professional™ and Technical Services Certified™ programs.  These enhance the knowledge and competency of professionals who interact with candidates, employees, and clients.

It’s critical to understand employment and labor law in the state or states where an employer or recruiter operates.  These ASA programs and professional certification exams test the staffing professional on federal and state employment and labor law, with state-specific workbooks to help bone up on each state’s regulations.

Excerpts from the federal workbook and a sample state workbook, and information about how certification can give your firm a competitive edge, are available at americanstaffing.net.


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