Hot Labor Day Promo Items to Thank Your Employees
If your company’s polices allow, you’ve probably already given out all the extra vacation days, gift cards, and bonuses your budget will allow. And selecting the right company swag to give to employees can be a tricky balance; it can be challenging to select company-branded gifts that employees will love, and more about thanking your employees than promoting your brand.
At companies where morale is strong, there is usually some employee demand for company-branded promo items. This labor day, if you’re looking for a fun way to show employees they’re valued, try hosting a labor day barbecue and giving away some fun company swag! Here are a few suggestions that we’ve found go over well – for Labor Day, or any other occasion.
Parents may be hoping the fidget spinner craze has peaked, but these items are still in hot demand. Kids and adults (especially ones stuck on long conference calls) alike still look forward to receiving these. If your office is already fidget-spinner saturated, try other fidget devices – and encourage employees to bring them to meetings.
Supercharge your employee-thanking efforts with charging cables. No more forgotten phone chargers or dead phones after long client meetings. In fact, it’s a good idea to stash a few of these around the office anyway!
High-quality water bottles
While most people have multiple water bottles stashed in closets and cupboards, high-quality bottles that keep cold drinks cold and hot drinks hot always go over well.
What works for your company will depend on your climate, dress code, and more. Note that higher-quality items, like down vests or nicer fleeces, are usually a better way to say “thanks” than cheap t-shirts that get stashed in a drawer.
Which of these options works best at your workplace? You decide! Each company is different – and only you know what your employees will receive best.
Pro tip: offer an option, so each employee gets exactly what they want. It also never hurts to throw in a bonus gift card, team lunch, vacay day, etc.
Interested in talking with Nelson’s team about the best ways to build morale while building your workforce? Let us know! We’d love to speak with you.
How do I work with the millennial generation? Can they really add value in this enterprise environment? Are they only going to stay for a short time and then leave?
These are questions I hear time and again. My answer is always a resounding “YES!”
We need to hire and embrace the generation that, according to the Harvard Business Review (2012), is going to “make up 50 percent of our workforce in the next four years.”
This means our Gen X management needs to understand how to attract, develop, and retain this new talent. The rules are different this time. This generation looks for jobs through unconventional social media channels; they expect us to text them our offer letters instead of using traditional email.
Being part of the collaborative technology generation, they are well-versed in group texting, group gaming, group projects, and often prefer to work together to solve problems or to meet a deadline.
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With the unemployment rate dropping below 5 percent for the first time in eight years, it’s no surprise that business owners and senior executives are increasingly concerned with driving employee engagement to retain their top talent.
According to the most recent ADP Midsized Business Owners Study, concerns over employee engagement spiked 25 percent in 2015 after being flat since 2012. The study found two out of five employers surveyed (those with 50-999 employees) now express high levels of concern over engaging their employees to be active contributors to their business.
While employee engagement isn’t a new concept, it’s become more of a hot-button issue as the job market improves. After an economic downturn, there’s typically a rise in voluntary turnover in the United States, meaning the number of employees moving to a new job usually increases.
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Think you know what works when hiring a new employee? Experts say: think again. Most managers skimp on time and energy needed to find the best candidates for a job.
You run your own company. You’ve grown it from the ground-up, and things are going so smoothly you’re ready to expand. That should be simple enough: You have a knack for finding the right people to help business thrive. Right?
Wrong, says Mark Clark, an associate professor at American University’s Kosgod School of Business. “Managers say, oh, I know what I’m looking for,” he says. “Fact is that’s the worst way to hire.”
What’s so flawed about that way of thinking, Clark says, is that it doesn’t leave time or space for the best practices of hiring that are proven to be conducive to finding employees who either become great for their company or stay with the company for the desired amount of time.
“Even though we know what works, which is putting more money up front in the form of more time from the managers, and that ends up resulting in better organizations, people don’t do it because that up-front thing is hardest to manage on a time scale,” Clark says.
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A founder can’t grow a winning enterprise singlehandedly. Some may try, but it is nearly impossible to do so. Every famous entrepreneur has built a flourishing company with great employees by his or her side.
An entrepreneur can invent and even commercialize an idea as an enterprise of one. In time, however, the tasks of running a business become too great for the entrepreneur to manage alone. At this point, a savvy leader must find and hire the best workers to help achieve the entrepreneurial dream.
In today’s economy, hiring the best people is more critical than ever. Entrepreneurs can’t afford to lose time, money and results from a bad hiring choice (a recent Forbes article by David K. Williams pegs the cost of a single bad hire at anywhere from $25-50,000). The cost of finding, interviewing, engaging and training new employees is high. Employees also require desks, computers, phones and related equipment, let alone the largest costs of being an employer—salaries, benefits and taxes.
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Sometimes, even on my best days, I just need a little encouragement at work. Other times, I could use a big kick in the butt to get stuff done. With that said, I can’t always rely on a co-worker or my boss to hold me accountable and be my cheerleader.
Luckily, I can get plenty of inspiration and motivation right from my computer—and just by opening a new tab in my browser. And you can too, if you add one of these extensions to your internet homepage. (Who needs a personal trainer or life coach?)
1. To Stay on Track With Your Goals: Don’t Break the Chain
In a perfect world, the Oscars would be like the ending of Mean Girls, with everyone getting a piece of a plastic crown. In reality, it took Leonardo DiCaprio more than two decades to take home a trophy, a woman of color hasn’t won Best Actress in the 15 years since Halle Berry’s groundbreaking moment, and, every year, countless worthy performances are overlooked.
But hey, we’ll be watching the show on February 26, anyway. In the meantime, it’s all about sizing up the contenders and perfecting those predictions for the office Oscar pool. Now that the 2017 Academy Awards nominations have been announced, we can roll up our sleeves and get down to business.
Whatever happens, you can bet that Moonlight and La La Land won’t go home empty-handed. Our predictions for who and what will win — a list we’ll be updating weekly — reflect that.
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LinkedIn: the ultimate networking and career-building website out there. Serving as a digital portfolio, it’s the Resume 2.0. It allows you to showcase yourself as more than just a professional, but also a person you’d want to grab a drink with after work. But, like any social network, in order to get the most out of LinkedIn, you have to figure out the right way to use it.
As a social media marketer, Linkedin is usually a perpetually-open tab on my Mac. In addition to growing the LinkedIn business profile for the company I work for, I love sharing my own blog posts about entrepreneurship and marketing. After recently starting my own #sidehustle, LinkedIn became even more important for building a quality portfolio and connecting with those who need social media and marketing assistance.
Anyone can make a LinkedIn profile, especially in this day and age. All it takes is responding to that pesky invite email in your inbox. But it’s exponentially harder to have one that accurately and energetically conveys what you’re all about, that can be used to build new relationships.
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Looking for a job can be a challenging process, regardless of whether you’re currently employed or are out of work. Of course, the advantage of being in the latter group is a little thing called time. Instead of trying to figure out how to sift through postings without your boss finding out or devoting nights and weekends to tailoring cover letters and resumes, you have the luxury of throwing yourself 100% into your search.
The downside to this is letting feelings of insecurity and anxiety over being unemployed take over. You might feel frustrated that you haven’t found a job yet. Heck, you might be genuinely worried about how you’re going to pay your bills next month, or you might be feeling like no one will ever want to hire you because if no one has by now, it’s never going to happen.
In spite of any negative feelings you may be harboring over your job status, you need to set them aside if you want to present yourself as a viable candidate. 14 career coaches weigh in on the job search mistakes unemployed people make.
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You’ve purposely gone out and networked so that you’ll have people to ask for help finding a job.
But instead of responding to you with amazing job openings, they simply say, “Let me know what I can do to help.” So, you just reply with “Thanks!” because you’re not quite sure what to say back.
But it doesn’t have to be that way. There are lots of ways your contacts can help you job search even if they can’t get you an interview at their company, you just have to know what to ask.
Try one of these four questions:
1. To the Friend With a Sharp Eye: “Could You Proofread My Resume?”
You’ve looked at your resume so many times that you know it by heart. That’s a good thing—except when it comes to checking it over a final time. Because if you’ve missed typos on every prior read-through, there’s a chance you won’t catch them before you send in your application.
And cutting errors out of your materials is an important step to landing more interviews. Especially because most positions require attention to detail—and sending in a typo-free resume is one easy way to show that you have it.
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If you’ve been applying to opening after opening and not getting any bites (read: interviews or offers), it could be because referred candidates are snagging the roles first.
While you’ve no doubt heard that it’s all about who you know when you’re looking for a job, that’s more true than ever. A recent Jobvite article shared data showing that referred applicants are 15 times more likely to be hired than applicants who apply via a job board.
Crazy, right? Well here’s another fun fact from their 2015 Recruiter Nation survey: Nearly 80% of recruiters noted referrals as the best way to find quality hires, and this figure has remained consistent.
What does this mean for you? Well, for one thing, it cements the importance of networking, but it also makes it abundantly clear where you should be putting your efforts (hint: into meeting people who work at your dream companies). You can pull this off more easily than you think.
Put the word out there that you’re looking for a job. (Literally, send this email to your friends and and family.) Ask them to connect you with anyone they think can help and would be willing to spend time speaking with you. You never know who you’ll meet who might one day have the power to connect you to an awesome opportunity. Be persistent. This isn’t the time to let your nerves get in the way.
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Mobile-optimized new site offers visitors improved resources and richer insight into the company’s best-in-class services
San Francisco, California, December 21, 2016 – Nelson, one the largest independent staffing companies in the United States, today announced the launch of its new website at www.nelsonjobs.com. With unemployment remaining low, employers face significant challenges recruiting qualified, available, and interested talent. In a recent Nelson survey of more than 500 California companies, employers identified “recruiting and retaining top talent” as their biggest business challenge. Nelson’s new website was designed with an unwavering focus on user experience, providing value to visitors who seek either a new role or career and hiring advice and resources. This focus serves to further expand Nelson’s already extensive talent networks, connecting exceptional candidates with unique opportunities and fostering recruiting and business success for Nelson’s company partners.
“The methods and sources people use to find jobs are constantly evolving,” said Tony Bartenetti, Nelson’s President of Business Development and Strategic Partnerships. “Nelson embraces these changes and constantly updates our technology to best facilitate our service and resource offerings. This launch helps position our company at the forefront of job search trends, allowing our company partners and job seekers to better understand our best-in-class services and capitalize on the resources and opportunities we offer.”
Nelson’s new website features:
- An improved job board with enhanced search functionality integrated with the entire site, streamlined navigation, and increased job seeker engagement options such as customizable job notifications.
- New resources on Nelson’s new “Get Work” blog, which provides effective job search strategies and tips to job seekers; shares tools employers can use to find, hire, and retain top talent; and helps employees in many fields and positions make the most of their careers.
- A completely responsive, mobile and tablet-friendly layout compatible with current browsers and devices, allowing visitors to access the site’s tools and resources from nearly any device at any time.
- Streamlined navigation, allowing site visitors to quickly and easily navigate to their point of interest.
- Expanded information on the types of industries and positions Nelson serves, helping company contacts and job seekers better understand the significant benefits and of Nelson’s recruiting, staffing, and payroll services.
Nelson’s new website will be updated regularly with economic updates and workplace trends, company news, and resources for employers and job seekers. Visit the new website and learn more about Nelson and the company’s services at www.nelsonjobs.com.
Nelson, one of the largest independent staffing companies in the U.S., has won Inavero’s Best of Staffing® Talent Award for providing superior service to job seekers. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Talent winners have proven to be industry leaders in service quality based on the ratings given to them by the permanent and temporary employees they’ve helped find jobs. On average, job seekers working with winning agencies are 50 percent more likely to be completely satisfied with the service provided compared to those placed by non-winning agencies. Best of Staffing Award winners make up less than two percent of all staffing agencies in the U.S. and Canada; Nelson has been named a Best of Staffing Award winner for five consecutive years.
Focused on helping to connect job seekers with the right opportunities and companies, Nelson received satisfaction scores of 9 or 10 out of 10 from 61 percent of their placed job candidates, significantly higher than the industry’s average of 49 percent.
“The tenured, industry-specific recruiters at Nelson focus on building meaningful relationships as they work with candidates to identify the right opportunities,” said Nelson COO, Tony Bartenetti. “Open communication and quality service are crucial components of our program, allowing us to not only offer our candidates unparalleled opportunities at top companies but also expand our candidate networks to offer our client partners the best talent available. This award reflects our team’s ongoing commitment to providing an unsurpassed candidate experience for the professionals we place.”
“Leaders of growing companies are more committed than ever to staying flexible in this stable yet volatile market, making staffing firms the most viable employment partnership,” said Inavero’s CEO Eric Gregg. “Finding the best staffing partner with a proven commitment to service excellence can be really tough. BestofStaffing.com is the place to find the winning agencies that place talent with the skills you need in your city or state. We are very proud of the 2016 award winners.”
Founded in 1970 and recently named #1 Staffing Firm by the San Francisco Business Times, Nelson ranks among the largest independent staffing companies in the United States. Nelson offers a wide variety of workforce support services, including staffing, recruiting and global independent contractor compliance, risk mitigation and payrolling. Matching more than 10,000 people with California companies each year, Nelson’s recruiting specialties include: administration, human resources, wine and beverage, manufacturing, technology, engineering, digital media, legal, and accounting and finance. To learn more about Nelson, visit www.nelsonjobs.com.
Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world. Inavero’s team reports on over 1.2 million satisfaction surveys from staffing agency clients and talent each year, and the company serves as the American Staffing Association’s exclusive service quality partner.
About Inavero’s Best of Staffing
Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based completely on the ratings given to them by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.
Nelson, one of the largest independent staffing companies in the United States, has announced changes in its leadership team to address the unique hiring challenges faced by California organizations, including Fortune 500 companies. Joining the ranks of Nelson executives are Joe Prusko as Chief Financial Officer, Crissy Russo as Vice President of Marketing and Rachel MacNeill as Vice President of Business Solutions.
“All predictions point to a true candidate-driven market in 2016,” said Craig Nelson, Chairman of the Nelson Board of Directors. “It will be even more crucial for the businesses we serve to remain competitive for talent; the leadership changes we’ve put in place will help us fully support those efforts.”
Joe Prusko, Chief Financial Officer, brings more than 35 years of financial management experience—in both public and private companies, such as Goldrush Stores, Accountants International (now Randstad Finance & Accounting), and Management Solutions, Inc. An analytical thinker with a passion for finding solutions for complicated problems, Joe’s unrelenting customer focus and provision of timely and useful financial information will drive profitability and help Nelson expand its impact.
Crissy Russo, Vice President of Marketing, is a results-oriented leader with a wealth of experience in consumer, product and enterprise marketing, and strategic initiatives. Crissy was most recently with RiseSmart (recently acquired by Randstad), where she was a pivotal player in the successful brand growth through creative client and participant-driven programs. Driven by the possibility of a future where the latest tech advancements connect people to not just a job but to a career, Crissy will build upon Nelson’s market presence and focus on creating marketing programs that grow the foundation for ongoing customer, sales and partnership success in these markets.
Rachel MacNeill, promoted from within the Nelson organization to Vice President of Business Solutions, will utilize her proven organizational skills and big-picture approach in leading the technology team to create innovative solutions that solve employment and job search challenges.
“Ever since my father founded this company 46 years ago, one thing has driven us: unparalleled service excellence,” explained Craig Nelson. “These new leaders will build upon their significant industry experience and Nelson’s history of innovation to help us bring Nelson’s unique service offerings to a new generation.”
With Millennials surpassing Baby Boomers in 2015 as the nation’s largest living generation and Gen Z workers already entering the workforce, the workplace landscape is rapidly changing. Companies will experience different recruiting and retention challenges and require new recruiting methodology. By bringing on proven and successful leaders from within the staffing and recruiting industry, Nelson solidifies its commitment to both hiring organizations and to job seekers in navigating–and thriving in–the evolving world of work.
In November, total employment increased by 211,000 jobs. Bloomberg recently reported that U.S. stocks surged the most in almost three months and the dollar rebounded as jobs data has reinforced optimism that the economy is robust enough to withstand higher interest rates. In this jobs report, signs of that robust economy are most noticeable in construction, professional and technical services, healthcare, food services and drinking places, and retail trade. The exact numbers are as follows.
Construction: Employment rose by 46,000 jobs, much of that represented by residential specialty trade contractors, which saw an increase of 26,000 jobs.
Professional and Technical Services: This sector added 28,000 jobs in November, with the major categories being:
- Accounting and bookkeeping services, which increased by 11,000 jobs.
- Computer systems design and related services, which increased by 5,000 jobs.
Healthcare: Increased by 24,000 jobs over the month, with hospitals seeing the most gain at an increase of 13,000 jobs.
Food Services / Drinking Places: Increased by 32,000 jobs in November.
Retail Trade: Employment increased in November by 31,000 jobs. Areas that saw the greatest increase were:
- Merchandise stores, which increased by 12,000 jobs.
- Motor vehicle and parts dealers, which increased by 9,000 jobs.
Employment in other major industries, including manufacturing, wholesale trade, transportation and warehousing, financial activities, and government, changed little over the month.
The average workweek for all employees decreased slightly to 34.5 hours in November and factory overtime held steady at 3.2 hours. Average hourly earnings rose by 4 cents to $25.25. (Over the year, earnings have risen by 2.3%) The unemployment rate held at 5.0%.
According to a recent Field Nation study, 70% of enterprises expect their contingent workforce to grow steadily in the next 12 months. If your company is likewise considering the addition of temporary or contract workers, reach out to one of our Nelson representatives. They’ll be happy to help you make sure your workforce composition is where it should be for maximum return on investment.
No matter how prepared you are for an interview, situations sometimes arise that throw you for a loop. Here are three of the most common reasons for awkward interviews – and tips for dealing if they happen to you!
- You’re over or under-dressed.
- The problem: You did your due diligence to investigate the company’s dress code before your in-person meeting. But whether it was the fact that you drove by on the day the company’s biggest client was onsite and everyone was dressed to the nines or because your programmer friend told you pj’s are fine because he works from home most days, you showed up for the interview completely overdressed – or, worst of all, underdressed.
- The solution: If you’re overdressed, don’t sweat it – literally. Humor is your friend. It’s ok to make a joke about how you take interviews VERY seriously, or ask if the company dress code allows for personalized cufflinks. If it’s 80 degrees and everyone else is in tank tops, it’s perfectly fine to take off your jacket. Go for comfort so you can concentrate on the interview – not your outfit. If you’re underdressed, well, don’t be underdressed. In this situation, humor can be taken as glib, so avoid jokes about your dress. “Dress a step nicer than the company dress code” is still the best advice. Avoid this situation at all costs.
- You’ve overshared.
- The problem: It happens to the best of us. You’re excited for an opportunity. It’s your dream job. You’ve been preparing for weeks; maybe you had an extra cup of coffee this morning. Everything is going fine, when the interviewer asks a tricky question. Instead of pausing and taking a minute to compose your thought before you start talking, words just start coming out. Before you know it, you’ve shared something that’s awkward, or said something in a way you wouldn’t normally phrase it. So you keep talking, hoping that the interviewer missed that nugget. But it happens again, because you’re paying attention to the interviewer’s response and not your answer. Before you know it, “What I meant to say was…” is the phrase of the hour.
- The solution: Stop talking. End your thought coherently, but stop. Once you’ve started down this road, your only hope of redemption is to cut yourself off quickly. Once you’ve stopped, take a deep breath. Interviewers experience this all the time; it doesn’t have to mean that you won’t get the job. Be self-critical, but not self-derogatory. Apologize to the interviewer, let them know that you’re nervous because of how much this position seems like exactly the right career move for you, and how much you know you could bring to the role. A good interviewer, and a good company, look past interview jitters when judging candidates. Keep that in mind as you move forward with the interview.
- You’re getting horrible reception for your phone or video interview.
- The problem: “Can you hear me now?” seems to be the motto of a generation. But in today’s wireless world, the old advice of “Use a landline for all phone interviews” just doesn’t cut it. Because you’re clearly a prepared interviewee, you’ve obviously scouted your location in advance and made sure you have exceptional reception. But even if you’ve done your due diligence, unexpected reception issues sometimes crop up – especially with video conferencing.
- The solution: Don’t leave it up to the interviewer to address the problem. If you’re having trouble hearing the interviewer, whether the reception issue is on your end or not, let them know. If it’s problematic enough that you can’t understand each other, suggest trying to call each other back to see if that fixes the problem. If you’re still having trouble, it’s ok to politely ask if you could reschedule. If you do this, be sure to be as open as possible with your scheduling, given that the interviewer is accommodating your request. In the meantime, follow up with a brief email thanking the interviewer for their flexibility – and try as much as you can to make sure you’re in a prime spot for reception, or your internet connection is fixed, the next time around!
If all else fails, consider your awkward interview a learning experience. If it’s really that horrible, at least you’ll end up with a good story to tell your friends!
Get ahead of the other interviewing competition and banish worries about awkward interview situations by working with a Nelson recruiter. They’ll help you get mega prepared for your next interview. New jobs are posted on our site every day! Check back often – or send us your resume so we can reach out when we come across jobs we think would be a spectacular fit.
Some job seekers include everything but the kitchen sink on their resumes. (Some even add that the kitchen sink is available upon request!) But including information that’s inappropriate or not directly relevant to the job you’re applying for can do more harm than good when it comes to catching a hiring manager’s eye.
So what IS important? Sometimes what goes is even more important than what stays! Here are the top 5 things your resume SHOULDN’T include:
- Your gorgeous smile. While you may have been having an exceptionally good hair day when your professional portrait was taken, keep it off your resume (and on your LinkedIn profile). You can impress the hiring manager with your dazzling coiffed ‘do when you’re invited in for an interview. Even if you’ve heard different advice when looking for a job in other countries, this is the absolute standard in the US. Other folks ‘cross the pond have their own set of rules.
- NaughtyVixen@gmail.com. Every time a recruiter sees an inappropriate email address on a resume, it’s like another little piece of their heart is crushed. Please stop crushing the hearts of recruiters everywhere and use an email address that wouldn’t make your grandma blush. (This rule also applies for any job-appropriate social media accounts listed on your resume.) It may be funny with your friends, but it damages your reputation as the responsible, capable person that you are before the recruiter even reads one line of your work experience.
- Your mad bagpipe skillz. Aside from the fact that not one of your future coworkers wants to be serenaded by bagpipe, all hobbies (and information!) that are not relevant to the job are out. If, however, you founded a local bagpipe club and managed the club’s membership and gigs (yes, bagpipe gigs are a thing), and this management experience would be relevant to your career path, you could include that under a “volunteer experience” section. The same goes for family information. It’s not necessary and could unintentionally skew a hiring manager’s perception of your commitment or availability. Plus, no hiring manager wants to imagine your children suffering through your bagpipe club’s practice sessions.
- Or for that matter, the word “skillz.” Abbreviations, informal slang, misspelled words, typos, and even emoji may belong in your texts, but they don’t belong on your resume. Banish them 4evah. [Using YOLO on a resume = pile of poop emoji]. Don’t you have a friend that owes you a favor? You know, the one who always conveniently forgets his wallet when you go out for coffee? Have him read it, too. A fresh set of eyes may catch crucial subtle differences that you, and spellcheck, may overlook. Just one letter sometimes stands between highlighting a key accomplishment and making a cringeworthy “I was tanked top of my class” error.
- Dates on your degrees. The hiring manager doesn’t need to know whether Ferris Buehler’s Day Off, Clueless, or High School Musical truly spoke to you in high school. Any information that may imply age unnecessarily should be canned. If it doesn’t speak directly to your skills or experience (where dates can be important to helping a hiring manager understand your work history), it doesn’t belong on your resume (see reason #3).
Still not sure what to include? That’s where we come in! Your friendly Nelson recruiter would love to partner with you to make your resume stellar and help you get your next great gig.
Send your resume to email@example.com, and we’ll let you know if there’s anything you should remove or if we have any other suggestions to help make your resume rock! Of course, you can always search and apply for jobs directly using our jobs board.