NorthBridge Blog

hiremeHiring recent graduates is something employers can go back and forth about. I strongly believe that companies should in fact hire recent graduates. When I say recent graduates I mean ones that show qualities such as determination.

With hiring recent graduates, not only do you gain fresh ideas, but motivation to make an impact and eagerness to earn success. As the world evolves, companies need to be adaptable to new technology and stay current in order to succeed. With hiring recent graduates allows opportunity for them to share all of their fresh knowledge they just learned, along with being up to date with current trends and ways to attract new business.

Employers could say that recent graduates have no experience in the real world, which is somewhat true, but how do you gain experience if no one is willing to give you a chance? Hiring recent graduates is like a clean canvas, it gives them the opportunity to prove themselves and show why they are qualified for a position, as well as incorporating obstacles they’ve overcame from past jobs and internships. Don’t get me wrong, there are two types of people, ones that are determined to succeed and others that lack motivation and want to achieve without putting in the work. You just have to weed out the bad ones, which shouldn’t be too difficult. A dedicated recent graduate’s resume will be A+ worthy.

Recent graduates also come with motivation to make an impact, with spending majority of their life in school they are ready to get out in the real world and apply everything they just learned. People often disagree and say that recent graduates are just interested in compensation, which plays a factor in everybody, but it is way more than just that. Recent graduates are motivated to land a job so they can continue learning newer skills, improving themselves as an employee, and providing skills and knowledge to add value to a company.

Lastly, I believe that recent graduates want to earn success. Being able to push and challenge yourself every day to achieve success is a quality that recent graduates possess. Before employers turn their heads to recent graduates I would like them to think about what comes with hiring recent graduates.

I strongly believe that recent graduates who are determined to succeed, motivated to work, have the ability to learn from obstacles that may come their way and are loyal are ones worth hiring.

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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!

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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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?

Read the rest of the entry »

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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 DuganThey may not work for a company directly, but they’re often among the most IT-astute or technically-proficient workers in that company’s office.

They’re temporary employees, of course.  Often, they’re better-trained or more broadly-experienced in technology than the full-time employees in that office, and there are several good reasons why that happens.
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Pat DuganWe’ve entered the age of the American freelancer, everyone pretty much agrees.  Temporary and contingency staffing has become the norm, not the exception, for companies big and small, in nearly every segment you can name.

One reason why it’s become so acceptable is, obviously, economic.  Companies pressured by competition and increasingly-thin margins have had to save on human capital, and flexible staffing can help in that regard thanks to the reduced overheads involved.
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pat_smallSome of them are basic etiquette.  Some of them are plain common sense.  They’re also just good advice we give some candidates about how to be poised, productive and impressive to the employer when they’re on a temporary or contract job.  Which means they’re good advice for anyone in the workplace!

DON’T avoid asking questions.
Afraid of looking dumb?  If you don’t ask the questions that help you do your job properly, you’ll come off as even dumber – or, just as bad, you’ll appear indifferent or cocky.  We value curiosity among others about what we do, because it shows interest and investment.  Be the person who isn’t afraid to ask questions, to demonstrate your involvement and willingness to learn and, potentially, take the conversation in interesting – and productive – new directions!

NOT to DoDON’T waste your time on the job.
It’s not your time – it’s the company’s time.  They’re paying you for it.  That Facebook post will wait until you’re on your own hours.  If you’ve finished a project, go find another one, or ask someone if they need help.   Or use the time to get better at your own job somehow – plenty of firms can fill up downtime with training, especially virtual training, that’ll help you ratchet up your skillset.

DON’T stay in your cubicle.
“Cubicle” is metaphoric – whether you’ve in a cube, a corner office or on the road, you need to interact with others and become part of the culture of an organization.  That engenders a positive reputation, which engenders opportunity.  Not to mention the fact it’s simply healthy to have relationships in any place where you’re putting in a good share of your waking life.

DON’T multitask in meetings.
You’re making a presentation or trying to make a point…and Joe from Operations over there is hammering away on his Blackberry.  How’s that make you feel?  Like you’re getting your point across?  What if it’s about an item that’s relevant to him?  His loss.

So imagine yourself in his seat at the table.  When you stay focused on what’s happening in that meeting or conference, you not only pick up on the information being dealt with, you’re observing body language, understanding team dynamics, and being viewed as a participant who’s engaged and on top of their game.  Guess what?  It makes co-workers a lot more likely to come to your meetings – and give them the attention you think they deserve.

DON’T check your phone while talking to someone.
“I gotta take this.”  “Let me reply to this text.”  Or maybe you haven’t even said that much – you’ve just turned your attention to your phone, mid-conversation.  Would you do it to your boss?  Guess what – if you make a point of focusing on the person at hand, they’ll appreciate it.  It’s just common courtesy…and there’s a reason we observe those courtesies: they make a workplace easier and more beneficial for everyone.

DON’T talk behind others’ backs.
If it’s not your place to talk to a person, it’s not your place to talk about them.  It’s idle gossip – and in some organizations, it’s part of a culture of “triangulation” where criticism is never direct.  That’s toxic, both to you as a participant and to the organization.  If you can’t say something directly to somebody, then it’s probably something that doesn’t deserve to be said, frankly.   Keep conversations direct and productive, and you’ll be doing more good for yourself than you’ll ever gain through gossip.

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pat_smallWe’ve all come across potential candidates who are crestfallen about doing temp or contingent work, usually because it comes after years of having been full-timers.  We admit it’s a tough crossover for some, but there are good reasons to feel upbeat about the challenges and opportunities temporary work offers.

So if you know somebody who may need some inspiration or motivation about taking on temp work, pass along these eight sensible reasons for appreciating being a temporary staffer:

  1. 8 MotivationsIt keeps you moving and engaged in work and career.  That’s important for the soul, not just the wallet.
  2. It gets you through the door, and may set you up for a permanent opportunity.  Remember: they’re often assessing temporaries as potential long-term hires.
  3. If you’ve got the chops, you’ll get the bucks: especially for specialty roles that require certain skills, you’ll make very competitive compensation.
  4. Builds your reference sheet with up-to-date testimonials.
  5. Gives you grist for your resume, so there are no dead spaces in your work history.
  6. Helps you build your professional network among the new people you meet on each assignment.
  7. Sharpens or even expands your skills, as some employers will provide training to contingent and temp staffers.
  8. Provides a level of variety and fresh challenges you often don’t see in a regular full-time job.

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pat_smallOne argument for taking on a temporary job that can sway a good candidate?  The chance they can learn as they earn.

Quite often, there’ll be skills training attached to certain positions.  Or it’s simply an opportunity for them to enhance or sharpen the skills they’ve already got.  In today’s economy, candidates need to seize every available opportunity to polish their abilities and make themselves more attractive to the next prospective employer.

Temporary positions are a viable way to do that that can also buff up a resume by helping fill in the gaps in your employment history.  There’s very no stigma attached to contractor or temp work, not in an era when it’s increasingly the norm.

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pat_smallThe New York Times is just the latest media outlet to catch on to the seismic shift in the jobs economy, as they note there are indications that the use of temporaries may remain a permanent facet of business staffing:

This year, 26.2 percent of all jobs added by private sector employers were temporary positions. In the comparable period after the recession of the early 1990s, only 10.9 percent of the private sector jobs added were temporary, and after the downturn earlier this decade, just 7.1 percent were temporary.

The long-term picture may point toward a shift toward permanent staffing, as in any traditional economy.   Or it may not — as businesses begin to appreciate the benefits and gains they can realize through temporary staffing, and inculcate those more permanently into their staffing regimes.

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pat_smallOne has to always be cautious with statistics or surveys, because the organization that’s promoting them as holy truth can be doing it for self-serving reasons.  But surveys like this coincide with too many other indicators in the jobs economy in general, and its judgments are ratified by other surveys that have appeared over the last year or two, and our own experience.

The gist?  That the projected paradigm shift in hiring practices, where temporary and contingency employees form a larger share of the overall employment picture, is an absolute fact.

It’s not merely a matter of recession, but also because the needs of businesses today are more dynamic and fluctuating than ever. And as those needs fluctuate, so does the need for on-demand staffing where highly specialized skills are critical – but skills that may not be needed on a permanent basis.

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