Is Now The Right Time To Quit Your Job?

Is Now The Right Time To Quit Your Job?

Change is coming and the big shift is right around the corner. With the gravity of the ongoing pandemic, it would make sense for individuals to seek the safer option when it comes to their career — which is to stick with the job they already have. However, people have used this time to reflect on their life priorities and their career. Many have decided that they need to make a career change. This fluctuation has been dubbed “The Big Shift” and “The Big Resignation.” 

During this trend, people are overwhelmingly shifting careers, either from being laid off or choosing to explore a new job. According to Microsoft, more than 40% of the global workforce is considering leaving their current jobs this year. The main motivation includes pandemic-induced burnout and the erosion of work-life balance. Higher salaries, a different role or field, and higher fulfillment of personal life ambitions are primary goals for job changes. 

Should I Quit My Job? 

Keeping your mind open to other job opportunities can help you navigate what you actually want out of your career path. There are times when you may be leaning more on quitting your job, but, instead, it could lead to other changes within your current place of work. This might lead to a new position or an increase in responsibilities.

Ask yourself how you are feeling about your current position. Does your work feel repetitive? Do you feel like you are stuck in your current position, with little chance for advancement? Does your current job match your life priorities? Is your employer’s culture consistent with your values? Quitting your job is a big decision and reflecting on your ambitions could help you have a deeper understanding on what you truly want out of a role. 

What Should I Do If I Decided To Quit?

The worst thing you could do is to burn bridges. When leaving your job, you want to leave a positive impression on your boss and co-workers. Your last actions will often be the most remembered ones, so take care you don’t ruin your reputation at the end. 

You’ll want to maintain good interpersonal relationships with executives and coworkers, because you never know what could happen in your future.Greener pastures might not be as wonderful as you anticipated, so it’s important to keep your options open. You may be in need of a quick return or future recommendation from a colleague at your current location. 

Recruiters and employers often call previous supervisors when evaluating a potential hire. You wouldn’t want a bad few weeks to ruin a future opportunity.

How Should I Tell My Boss?

Aside from the expected two weeks’ notice, your boss should be the first person you inform about your resignation. Schedule a face-to-face meeting and ask what tasks need to be accomplished before you leave. This allows for a smooth transition for your team, which helps you to leave with a good last impression. 

Any feedback you provide in your exit interview should be constructive. An exit interview is not the time to air grievances. Your last day is not the moment to tell your boss how you really feel about them. Be honest about your reasons for leaving, but you don’t need to go into too much detail at the sake of risking relationships.

How About My Co-Workers? 

Word of your resignation will most likely spread around to colleagues. Make sure to tell your closest coworkers first — such as your direct reports and department teammates. Express your gratitude toward them and how they have provided a positive work experience. 

It’s in poor taste to badmouth the company to your colleagues, since you’ll want to be remembered in a good light. Show your support towards them and exchange contact information to keep in touch in the future. 

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In The Office, Remote, Or Third Workplace?

During the pandemic, employees were able to get a taste of working from home with having the flexibility to work from anywhere. Over time and with the development of remote work, employees are slowly shifting towards a new way of working as they look for a new location to get their work done; and that is what has been called “third workplaces.”

What Is The Third Workplace?

As business shift from remote work back to in-person work, there has been a rise in popularity of the third workplaces. And no, this is not in someone’s home or the employee lounge. Third workplace refers to employees working from hotels, coffee shops, or co-workspaces supplemented with working at the office. 

Third workplaces are not a new practice and have only risen in popularity as people see the benefit of having a work-life balance and being able to work in a comfortable environment. With the practice being widely accepted, it wouldn’t be a surprise if big and small businesses implement third workplaces to their job structure.

Approximately 65% of small and big businesses want to develop a hybrid work policy after the pandemic. Providing an option of employees being able to work at third workplaces will allow them to increase productivity, improve company morale, and boost employee satisfaction.

According to a survey, “77% of remote workers stated that they’re more productive when working from home.” The numbers don’t lie. Companies that allow remote work see “an average increase of $2,000 in profit per remote worker.”

Remove Distractions With The Third Workplace

Working from home comes with several distractions, such as parents having to take care of their children or being distracted with household chores. Offices also have several factors that could affect productivity, including other employees, business environment, or noise levels. This is why so many businesses are leaning towards incorporating third workplaces. According to a hybrid-work research, once the “majority of large companies are hybrid-focused, these third workplaces are going to be a huge part of work.”

Establishing a well-structured third workplace gives an employee the opportunity to work in their desired workplace, eliminates distractions, and also increases productivity. 

Third Workplace Bottom Line

Businesses are taking advantage of the increase of third workplaces by creating a new market where they provide a workspace in exchange for a small fee. Hotels are adding remote facilities to their locations. Different start-ups are emerging where employees are able to rent spaces for the day. Even restaurants are opening their dining areas for people to rent a table to work. A restaurant in New York is capitalizing in this new market by offering their dining space during off hours to gain some extra cash. For $25, employees are able to sit in, get free coffee and water, and use high-speed internet.

Catalyst Career Group can identify the best customer service and sales talent for your fast-hire positions. Qualified candidates can be screened and presented for you to interview based on your unique hiring needs.

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How Video Resumes Can Help You Stand Out To Employers

How Video Resumes Can Help You Stand Out To Employers

With the technological shift in using more video based communications, there has been a new hiring trend where top candidates and job seekers create video versions of their resume in order to grab the attention of hiring managers. The purpose of a video resume is to change the monotony of the traditional way of applying for jobs.

The video would serve as a supplement to the traditional resume similar to a cover letter. Based on a survey conducted by LinkedIn, the majority of the U.S. hiring manager respondents appear to be open to the concept, where 76% of more than 1,000 respondents said that a pre-recorded video of a potential candidate would be useful.

A video resume allows you to talk about your work experience, exhibit your personality, and differentiates you from other candidates. This concept is still fairly new and underutilized by several job seekers, because of skill limitations or being unaware of the concept.

Well, look no further. Here are the tips and tricks from job search experts on how to make a video resume for you to stand out from the workforce competition: 

Keep it Short and Sweet

HR managers go through piles of resumes every day and the video you produce should create a sense of excitement. Creating a video that is too long could be just as boring as the traditional resume. Remember, your video is only a supplementary tool and should not be your main resume. Your video must be in the range of 30 to 90 seconds in length to ensure that the hiring manager stay engaged. 

Give More Depth Than Your Resume

Similar to a presentation, you don’t want to just read from a script. Provide new insights and show your personality, similar to writing a cover letter. A good outline to follow would be having an introduction, your profession or field, what drives you or what makes you passionate, specific accomplishments, testimonials or personal recommendations, and, lastly, your closing statements. 

Utilize Free Video Editing Software 

There are several free websites that allow you to create videos seamlessly without knowing too much about editing. With one simple search, you are able to find free video editing software programs online at your disposal. 

Tailor Your Videos

Just like creating your resume, it is strongly advised to tailor videos based on the company you are applying for. A good tip to take note of without heavily editing the video is to tailor only the first part of the video. This way, all you have to do is to change just the intro of the video each time instead of remaking a video every single time for each company you apply for. 

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Casting For Candidates: The Untapped Value Of Universal Skills

Traditionally, filling open roles within an organization begins by looking for candidates who have held similar roles in other companies. This can be an easy way to gauge experience and qualifications in order to plug a candidate into a new position with a higher confidence level for success.

What happens when you aren’t finding talent with that past experience that fits your needs?

How do you handle it if you have a niche need that may not have a large pool of candidates with traditional experience?

There may be plenty of strong candidates out there. You may just have to think a bit differently about how to find them.

Think Macro, Not Micro

It can be easy to review a resume, or guide an interview, and look for a candidate that has 1:1 experience with the role you’re looking to fill. If you take a step back to assess what makes an employee succeed at your company in these roles, it’s likely that you’ll see some universal skills at the core.

What if instead of having experience on an exact computer program, you found someone that was adept at learning new systems in general? This is a valuable skill in getting someone up and running quickly, but can also prove doubly beneficial when your organization has to evolve down the line.

Interview prompt: Ask a candidate how they approach learning new-to-them software

Think you need someone that can sell a specific product?  Consider stepping back to look for  someone who is skilled with communication and a strong relationship driver, so they can clearly articulate product benefits and forge connections with customers.

Interview prompt: Ask a candidate for a situation when they felt they gained a relationship win under challenging circumstances.

Take a step back and reflect on those foundational qualities that are at the heart of the role; detail-oriented, independent worker, strong multi-tasker, proven customer service skills. You’ll find it helps you focus in on evaluating candidates.

Considering New Talent Pools

Your traditional recruiting pipelines may not always produce an ample candidate pool. Shake things up and think of other places candidates with the foundational skills mentioned above might be searching.  The current job market may have created a large talent pool that possesses the universal skills you can parlay into roles at your organization.  

One recent example: The hospitality industry became a valuable talent pool during the pandemic. When many in the hospitality industry found themselves out of work during the pandemic, their customer service skills were repurposed into other roles created by the pandemic, such as contact tracers and temperature checkers. By being open to this broader skill set, these crucial roles were filled more quickly.

Source Talent In New Ways

Catalyst Career Group can identify the best customer service and sales talent for your fast-hire positions. Qualified candidates can be screened and presented for you to interview based on your unique hiring needs.

The Powerful Solution for Today’s Hiring Needs: Gig Work

Is your organization feeling pressed for right-sized staffing, but given the volatile past year, feeling hesitant to fully staff up with permanent employees? We can tell you one thing, you are not alone. There is one specific solution to this predicament that can work well for both your company and job seekers; gig work.

If the term gig worker is new to you, you may be more familiar with other terms used to describe this approach to employment; Independent contractors, freelancers, temporary workers and on-call workers can all be considered forms of a gig worker. Essentially, this is an employee that enters into a formal agreement with a company to provide necessary services, but often with a customized contract that differs from your standard employee. Factors like hours worked, benefits offered, and duration of contract are just a few of the potential variables when pairing up staffing needs with a potential gig worker.

A recent study showed that 92% of job seekers feel that now is a good time to look into this evolving gig economy. That’s great news for your organization, as it means there is an appetite for crafting new, temporary positions and candidates hungry for non-traditional employment structures.

The benefits to a company when considering this type of job seeker are many:

New opportunity to find a highly qualified candidate

A job seeker open to gig work may feel a part-time or short-term contract has an innate benefit to their life. As a result, they may be more flexible in compensation packages or contract duration in order to secure that flexibility. 

Affords your organization increased flexibility

In volatile times, you want the chance for appropriate staffing to deliver on your business goals, but also the freedom to easily pivot in order to save hours and costs should company needs shift. Considering month-to-month employment contracts is a great way to know you won’t be locked into covering employees should business needs shift.

Unofficial trial period

Both candidate and company get the opportunity to know each others before moving to a permanent position. After a short-term employment agreement, you may find this individual is an ideal fit for a longer-term position. When your company is in a position to offer up something more permanent, both parties discuss new working terms with confidence and full knowledge on both sides.

If you’re ready to get creative on how you’re filling workforce needs, Catalyst Career Group is ready to help you identify potential candidates. With turnkey, customizable recruiting opportunities like Virtual Career Fairs and private recruiting events, we put you in touch with sourced, pre-screened job seekers so you can identify the right talent quickly.