NorthBridge Blog

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

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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 We’d love to help!

Pat DuganAccording to the Bureau of Labor Statistics, there were 3,976,800 workers classified as secretaries and administrative assistants in 2014 (the most recent year for which they’ve posted figures). We’re on course for 4,095,600 people in those jobs by 2024. That’s a steady, if not spectacular, growth rate of 3% a year – but growth nevertheless.

We’ve helped companies hire a lot of secretarial and administrative workers over the years, so we’ve picked up a few tips on how to make a good hire for an admin role. Even though some might say, “Hey, it’s just an admin job – that’s not quite a make-or-break hire for my business, you know?”Chart

Our observation? A great hire is a great hire, regardless of the position, and they’ll help you in ways that go far beyond the job description. A bad hire? That’ll cause damage or costs that make a hiring manager regret not doing their due diligence in the first place.
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Pat DuganWe can sincerely say we work hard at North Bridge at being good partners for both our clients and our candidates, each and every day. That’s not too hard to do when you’re enthusiastic about the business you’re in. And when you know there’s a right way and a wrong way to conduct yourself as you try to connect the right people with the right positions.

7 Signs Quality RecruiterBut there are obviously going to be some people who play fast-and-loose with the rules, don’t play it straight with candidates, or don’t particularly care if they’re trying to shove square pegs into round holes when it comes to filling a client’s open positions.

If you’re a jobseeker, how can you tell – or maybe it’s better to say, smell – the difference between a good recruiter and a bad one? Here’s a list of seven qualities pretty common to good and great recruiters. Keep them in mind: if you ever come across a recruiter who doesn’t follow these tenets, find another one to help you out. Never forget that when you’re making your next career move, you deserve the attention of a true professional.
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Pat DuganEvery holiday season, of course, businesses bring on a flood of temporary or part-time hires to handle all the workload they’ll confront over November and December.

And just as predictably, those jobs will disappear faster than Christmas cookies after the joyous season (and all the gift returns) have passed us by. Most of them.

But anyone looking for a long-term job who turns their nose up at a holiday position might be making a mistake.

This article about UPS needing to hire 95,000 people for the holiday deluge points out why — the UPS spokesman shares an interesting factoid:

About 37% of seasonal hires over the last three years have been hired permanently, he said.

Remember, when you’re taking on a temporary position, you might be actually auditioning for a permanent job — even if the employer doesn’t say so.

Source: CNN

Source: CNN

That’s because hiring needs always change. And if you’re an employer who finds a need for full-time help in the New Year, what better place to look for candidates than the pool of temporary workers you’ve already got on the job?

Some employers even use this as an evergreen hiring model, knowing they’ll have to add staff in Q1 and beyond. So the first place they go fishing is their contract or temp pool.

So if you’re interested in snagging a permanent role with a specific employer, check to see if they’re bringing on extra help for the holidays. That might be your best chance to prove your case for a full-time gig!

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Pat DuganAt North Bridge, we’ve learned a few things by trial and error over the years about why good candidates apply to a job posting — and why they don’t.

And as the dynamics of recruiting change, thanks to social media and word-of-mouth, it’s important to stay alert and aware of candidate behaviors and mindsets. Because there’s no worse feeling for a recruiter than to post a job…and then get very few applications. Sometimes? None at all.

What’s up with that?

A new survey by LinkedIn probed the reasons why candidates don’t apply for a job, asking 20,000 people (including 7,000 recent job-switchers) why they don’t apply to listed jobs. The results bear out something we’ve observed ourselves — that in an age where more and more information is available about companies, work cultures and jobs, the employers who don’t serve up enough information are the ones who don’t get applications.
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Pat DuganWe’ve talked about the benefits of treating your temps right in the past, and this is a complement to that notion. Because once a temp or contractor has left your business, there are real positives in maintaining a relationship with that person.

That idea is supported by statistics about how companies benefit from delivering a good candidate experience to potential hires. A 2013 report by an offshoot of TalentBoard called the Candidate Experience Awards (yes, there is such a thing!) profiled 63 companies that excelled at it, and among their findings:

  • Nearly 60% of survey respondents (candidates at the included companies) felt they need to have a relationship with a company before they apply for a job there. Nowadays, with information about a company and its culture available within a few clicks of your smartphone, no HR manager can afford to ignore this.
  • But amazingly, 75% of candidates who apply for a job get no response at all — zip, zero, nada, according to a CareerBuilder study. Maybe HR at these companies think that applicants should just get used to it. But how hard would it be for autoreply with a polite turndown?

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pat_smallThe trend toward having more workers spend more time working offsite is growing, according to a recent Gallup study of telecommuting.

Whether they’re full-time or temporary/contract employees, more and more of the workforce is embracing the flexibility that technology allows.

“Technology has made telecommuting easier for workers, and most companies seem willing to let workers do their work remotely, at least on an occasional basis if the position allows for it.” – Gallup

What’s this mean for recruitment professionals and company managers? What are some solid best practices you can use when it comes to managing and motivating full-time telecommuters?

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pat_small5 HIDDEN BENEIFITSWe’ve mentioned the many benefits of hiring temporary staffers and independent contractors in the past, and most hiring managers are probably aware of the main advantages, like flexibility, seasonality and cost savings.

There are other benefits, however that aren’t exactly “hidden” but may not spring right to mind when considering hiring temporaries:

  1. Leveraging specialized skill sets: To reach your organization’s goals, there may be a need for ultra-specialized proficiencies that might not need to be permanently engaged, or for worked with particular accreditations or licenses. Temp hiring can be a perfect route to adding these talents to your company for as long as you need them.
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pat_smallAs the new baseball season moves forward, we’ve got to wonder – did anybody really have faith that the Cubs would have the season they did last year? Even those of us who have been known to raise a cheer (or a beer) or two for the boys on the South Side have to give credit where credit is due…

And we’d say a lot of that credit goes to Joe Maddon, who’s made a practice of getting teams to perform to their max potential.
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pat_smallThis article about developing “alumni networks” of former employees to spread good word-of-mouth about your company got us thinking – about the idea of the “walking brand” and how it relates to temporary staffers, who might be one of the best tools available for creating positive buzz about your enterprise.

If you don’t know it already, “walking brand”  is a longtime marketing term for an employee (or extremely brand-loyal consumer) who represents their company in an outgoing, affirmative way. Think of a car company employee who shows up at track days or auto events wearing their company jacket, or any of us who are proud to tell others, when we’re off the clock, where we work, why we enjoy it, what our firm’s advantages are, and more.
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pat_smallTemporary workers are an increasingly important asset to every kind of organization and business across Chicagoland and the rest of the U.S.  But to make sure you’re getting the most possible value and performance from your use of temps and contingency hires, here are some proven tools for success:

Tool #1: The Right Temp Agency It starts with having the best partner, and that’s an accredited agency that minimizes the amount of work and worry you have to put into finding and deploying the best possible candidates.  There are plenty of fly-by-night “agencies” that claim they’ll deliver the goods, but do your due diligence: make sure they’ve got the right professional accreditations (like an NATSS membership), good referrals and testimonials from other clients, and that they can answer your questions quickly and directly.

Tool #2: Your Relationship With That Agency The more familiar they are with you and your company’s needs, the better-equipped your temp agency is to give you the right temp workers to fit them.  The benefits here extend not just to finding those candidates, but to the costs of training, too: top candidates may be able to jump right in with a minimum of fuss.  Plus, having a solid relationship with your agency helps them know which temps performed well, and would be good to put back on the job the next time there’s a need!
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