Designer
Your Next Career Awaits
Exciting Job Opportunities
Resume Resources
Interview Tips
Job Search Advice

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
Your Next Career Awaits
Exciting Job Opportunities
Resume Resources
Interview Tips
Job Search Advice

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
Your Next Career Awaits
Exciting Job Opportunities
Resume Resources
Interview Tips
Job Search Advice

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
Your Next Career Awaits
Exciting Job Opportunities
Resume Resources
Interview Tips
Job Search Advice

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
Your Next Career Awaits
Exciting Job Opportunities
Resume Resources
Interview Tips
Job Search Advice

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.


If you’re a young professional, you’ve come to the right place! Here is a collection for all the new grads and young workers ready to kick off their careers. We have gathered a group of resources to help set yourself up for success if you’re new to the job market. We have job search advice, interview tips, resume must-haves, networking suggestions, and much more!

How To Leverage Your Athletic Background To Land A Job

How To Leverage Your Athletic Background To Land A Job

Most athletes know that sports are about so much more than winning. When you participate in athletics, you acquire essential life skills and build relationships that last a lifetime. Being an athlete is part of who you are long after you are actively involved in a sport. However, have you ever considered how it can help you land a job? These are three areas in which having an athletic background can actually give you a huge advantage:

Networking

Your athletic background is a great way to meet people that can help advance your career. Often, it allows you to find common ground when connecting with others. You can network with professionals that played sports in college, whether that’s the same sport or different. Additionally, you can find an even deeper connection if you both played sports for the same university. Typically, in this situation, people will feel a deeper level of familiarity and relatability because they understand what it’s like to compete for the same team. They have been in your shoes, literally and figuratively! Find these networks by exploring the large number of groups on LinkedIn and Facebook that are made just for former and current athletes.  

Applicable Skills 

Participating in athletics requires many of the same skills that apply to the professional world. There is a great deal of cross over between the soft skills of athletes and the soft skills that hiring managers are looking for in candidates. Some applicable workplace skills that are acquired by being an athlete include:  

  • Dedication
  • Time Management
  • Grit
  • Commitment
  • Discipline
  • Collaboration 
  • Drive

Discussion Points

Due to your athletic background, you are bound to have plenty of stories of failure and success. These anecdotes can be a great way to demonstrate your growth and education. Focus on examples of your leadership and team-building skills when thinking of sports-related stories you can leverage to answer any interview question. Arrive at your interview armed with examples of persevering against all the odds, performance under pressure, and long-term commitments to which you stayed true. 

Your athletic experience can be a great selling point for you as a candidate.  Utilize your background and lessons learned to connect with hiring managers, impress during your interview, and show your true self throughout the hiring process.

secure a job

Graduating During the Pandemic? Here’s How to Secure A Job

Two months ago, everything was looking pretty rosy for all the soon-to-be grads. However, there is a lot of uncertainty about the labor market for all college seniors looking for jobs. In fact, 6.6 million people filed for unemployment benefits last week. There is a lot of negative news out there, and that can be discouraging for all your college students looking to transition into their first real job out of school.

Don’t let all the negativity get to you. Yes, employers are still hiring, and there are opportunities out there. It’s crucial now more than ever to ensure you’re ready to take the next steps in your career. Here’s how to secure a job during (and after) the COVID-19 outbreak.

Spruce up your LinkedIn

LinkedIn is a powerful job search and networking tool. You probably have an account, but are you maximizing this social platform’s full potential? First off, add a professional headshot to your profile. Having a professional photo makes your profile 14 times more likely to be viewed by others. If you don’t have a good headshot, grab a collared shirt, pick a nice background, and have a friend take a picture of you from the chest up. Sounds pretty easy, right?

Be sure to build up your network by reaching out to your classmates, professors, and alumnus from your school. This is a great way to enhance your network and see what opportunities are out there. Make sure you’re also following companies and industry professionals you admire to stay in touch with what’s happening in your industry. Oh! And most importantly, there are millions of great job opportunities posted right onto LinkedIn’s platform. If you really want to secure a job right outside of school, utilize LinkedIn.

Acquire some new skills

The majority of seniors are finishing up their final semester of school online. As a result, you may find a little extra time on your hands. This is a perfect opportunity to acquire some new skills that will make you more marketable. There are dozens of online resources (both free and paid) that you can complete to learn something new and make yourself stand out from your competition. For example, LinkedIn Premium gives you access to thousands of online courses to hone new skills. You can learn anything from Adobe Premiere Pro to HTML with easy-to-watch videos and course documents to follow along. And the best part? There is a free trial! What do you have to lose? In 30 days, you can quickly learn several skills to add to your resume and make your job applications shine!

Spice up your resume

If you really want to land a post-college job, you need to craft an excellent resume. Your resume is often your first impression with a hiring manager or HR professional. Therefore, you must have a resume that looks and sounds great if you want to impress a prospective employer. Here is a solid overview of how to build a great resume from JSG.

Keep calm and keep applying

Graduating from college is a massive step in your life and the first step of your professional career.  Trying to secure a job can be overwhelming, especially during a viral outbreak that has thrown your world upside down. All I can suggest is to keep calm and keep applying. These are uncertain times for everyone, but everything will be okay in the long-run. Good luck, and remember never to give up! There are opportunities out there; you just need to find them!

Video: How new grads can secure a job during the pandemic

Taking A Gap Year? Here’s How To Explain It To Employers

Taking A Gap Year? Here’s How To Explain It To Employers

It’s a very popular choice for new grads to take a year off after graduating. Whether you use that time to travel, help out family members, or just to figure out what your next step should be, it’s a perfectly fine choice to make. However, it is something you’ll need to explain to your future employers. Don’t be worried, though! With the right framing, a gap year can actually be a great asset to have in your arsenal. Just follow these three guidelines throughout the hiring process to explain (and even sell) your gap year to future employers.

Be Honest

The most important thing you can do when addressing your gap year is to be upfront and honest about it. From the start of your application – make sure to acknowledge it anywhere you can. Note it on your resume, explain further in your cover letter, and head to your interview prepared. Most hiring managers will ask about it during an interview, so be sure to craft a thoughtful answer that sells your gap year as an advantage instead of a disadvantage.

Use It To Your Advantage

So, how do you sell a gap year as an advantage? You’d be surprised at the value hiring managers may place on the experiences you had during your gap year. Some positions have hundreds of applicants, and a diverse skill set and background can be a great way to set you apart. Hopefully, you collected a few impressive accomplishments or life lessons throughout your time away. List those out and how they contributed to your maturity and world experience.

Relate It To The Position

Once you have a couple of great selling points in mind, think about how you can relate them directly to this position. Did you go on a solo backpacking trip throughout Europe that required you to plan ahead to book travel, hotels, and sightseeing? That kind of foresight could really come in handy for a project manager or account executive who needs to be incredibly organized. Did you spend a year working for your family business before you decided to jump in and follow your own dreams? What skills did you acquire during that time? No matter what, there are ways you can relate almost any experience to your dream position – sometimes, all it takes is a little bit of creativity!

In the end, taking a gap year after you graduate does not have to be determinantal to your career. In fact, it could be just the thing you need to set yourself apart from other young job seekers. It’s all in how you frame it. Interested in more job search tips specifically tailored to young professionals? Sign up for our Career Kickoff newsletter!

What Hiring Managers Really Want When Hiring New Grads

What Hiring Managers Really Want When Hiring New Grads

There is a wealth of information about “how to get a job” out there. And honestly, a lot of it can feel confusing and contradictory. So we’re breaking down exactly what hiring managers are REALLY looking for when hiring new grads. (And how you can meet those requirements and then some!)

Experience

We know, how can you have experience when applying to an entry-level job?! Try and think outside the box here. Experience doesn’t have to be other jobs! Consider securing an internship or taking online courses. In some cases, you may even be able to volunteer with a company to gain experience in your field. In today’s day and age, self-education is extremely valuable. Hiring Manager’s love to see new grads taking initiative to teach themselves 

Reliability

You may have seen headlines that hint at the millennial generation being unreliable. While we acknowledge that this is a sweeping (incorrect) generalization, and certainly doesn’t apply to all young professionals, it can be a difficult stigma to shake. Find a way to prove to the hiring manager that you would be in it for the long haul. Some of our favorite strategies for accomplishing this? Do your research on the company. Go beyond their website. Read recent news articles, check out their social media. Jot down a few thoughtful, relevant talking points that only an “insider” would know. Come to an interview with a few ideas already formulated. Based on the job description and your research on the company, what are a few key things you could right off the bat if hired? Don’t be afraid to pitch an idea or develop a new strategy. These small steps can make a big impression on the Hiring Manager, showing your dedication to the position. (Before you’re even hired!)

Drive

What you lack in experience, you can make up for in ambition. When hiring new grads, employers value drive  and are on the hunt for “movers and shakers.” They want someone willing to jump in and get their hands dirty. You can often demonstrate this during an interview by answering choice questions thoughtfully. “If someone asks you to do something that is not part of your job, how would you handle it?” Respond by saying you would help out however you can, and if you can’t offer assistance, you’ll find someone who can! “That’s not in my job description,” should not even be part of your vocabulary.

Looking for more career tips for New Grads? Explore more blogs and subscribe to our Career Kickoff Newsletter!

Guide To LinkedIn

The New Grad’s Guide To LinkedIn

When you start to look for a job to kick off your career, one of the first steps is to set up your LinkedIn. Once you have your profile created and polished, you’re probably wondering what to do next. There are a few key actions you can take on the professional social media network that will really help in setting you up for long-term success. Here is our new grad’s guide to LinkedIn.

Connect With Fellow Alumnus on LinkedIn

LinkedIn makes it very easy to find and connect with people who went to your school. When they notice you have something in common, they are significantly more likely to connect! Before you send a connection request, however, be sure to write a personalized message to include as well. Here’s an example:

“Hi {NAME},

I am reaching out to connect with fellow graduates of [UNIVERSITY] in hopes of learning more about your career path and how you like working in the [INDUSTRY}. 

I look forward to connecting with you!”

Reach Out To Professionals In Your Industry

It can be extremely beneficial to establish relationships and even mentorships with people across your industry. Don’t be afraid to send LinkedIn connection requests, or to simply follow industry leaders to discover insights from their LinkedIn feed posts.

Browse Jobs on LinkedIn

You can subscribe to job alert emails that will trigger based on your LinkedIn profile. Make sure you have completed your profile to the max in order to collect the most job listings. Browse the daily emails in addition to doing active searches. You never know what you might find!

Follow Your Favorite Companies

Here’s an insider tip for you: Companies share exclusive job postings on their profiles. Job spots on LinkedIn are expensive, so not all available jobs are posted to the site. Most companies will, however, share links to their website with endless job listings no matter what!

Additionally, you can glean a lot from what companies share on LinkedIn. You can get an inside glimpse into their company culture, learn more about their mission and values, and even discover tidbits about the history of how they got where they are today. These things will come in handy when you land an interview!

Hopefully, this new grad guide to LinkedIn helps kickstart your professional networking. We wish you all the luck, and if you’re looking to begin your job search, check out our job board!

Mental Health

Should Employers Offer Mental Health Days?

The topic of mental health in the workplace is gaining in popularity, especially with the younger generations. According to a recent study, 91% of Gen Z and 85% of Millennials believe employers should have a mental health work policy in place. This brings up a controversial question: should employers offer mental health days? Here’s the scoop on mental health days and how they can be key to attracting younger job seekers to your company. 

Up and coming generations were often accommodated for their mental health conditions in school settings — extra time for testing, specialized testing environments to help with concentration, etc. As a result, they are more comfortable discussing it in the workplace. About 78% of younger workers believe it’s important to openly discuss mental health in the workplace. Consequently, employers are struggling to accommodate these needs. 

So, what can your team do to support the mental well-being of your staff members? Here are a couple of suggestions: 

Encourage your staff to use their sick days 

A few years ago, Madalyn Parker went viral for sending an email to her team, telling them that she was taking a few days off work to “focus on her mental health.” Subsequently, the company’s CEO was very supportive of her. Parker’s email is an excellent example of an employer being flexible and allowing their team to use “sick” time to recharge and focus on her health. 

Don’t shy away from conversations 

If one of your employees approaches you and wants to talk about their mental health, don’t brush them aside. Hear them out and see if there is anything you can do to help. Additionally, try to consistently invite open conversations about mental well-being. The worst thing you can do is create an environment of distrust. Employees need to feel comfortable discussing their well-being with their manager or HR. This is an essential step to creating a positive employee experience.  

A few small changes are all it takes 

The bottom line is that the younger generation is taking their mental health seriously. And as a result, employers must be more supportive in the workplace. You might be surprised at how much an open mind and a few quick adjustments to your company culture can create a more positive work environment. 

job hopping

Younger Workers May Not Like Job Hopping After All

Millennials and their younger Gen Z counterparts are often misunderstood in the workplace. One of the biggest myths about the younger generations is that they’re notorious for job hopping. Many employers are skeptical about hiring younger workers because they think younger workers don’t want to stick around. However, a new survey from Zapier is busting this myth and touts that these generations are more loyal than employers think.

Younger workers care about longevity

According to Zapier’s survey, more than half of Millennial workers (ages 24-39) are managers and plan on staying at their current job for up to 10 years. And Gen Z workers (ages 18-23) plan to stay with their current employer for an average of six years. Additionally, these two generations are serious about their professional reputation. 65 % of Gen Z workers and 73% of Millennial workers believe that their job is a crucial component of their personal identity.

Now, there are plenty of studies that say differently. Millennials are often labeled as job hoppers, and a huge reason for their lack of longevity is to pursue better, more lucrative opportunities. Another survey illustrated that 75% of Millennials bolstered their career by leaving their jobs. However, these findings are interesting because the Zapier survey also reveals that 16% of the younger working generation have quit a job because their employer did not provide the proper technology for them to do their job. So, based on these two studies, younger workers may not want to leave their jobs if they are given the tools to succeed.

How to discourage job hopping

This all ties back into employee experience, which we discussed in detail not too long ago. Basically, this is how employers can change their workplace and culture to encourage the younger generation to stay longer:

  • Offer a more flexible workplace and environment for your staff
  • Invest in your employees and ensure they have the tools needed to be successful
  • Allow them to learn and grow within your organization

These may sound like simple “fixes,” but adding these to your workplace will help encourage your younger workers to join your team and stay. And that’s important as Millennials will account for 75% of the total workforce by 2025.

We can help you attract younger talent

Your organization is probably having a difficult time attracting workers in this tight labor market. If your team needs to add talent in 2020, reach out to one of our expert recruiters today. We have a dedicated team of recruiting professionals across North America that are ready to help you grow your team. Reach out to us today!

The Millennial Interview Dress Code

The Millennial Interview Dress Code

The Millennial Interview Dress Code

Everyone knows that the way you dress for an interview determines a lot about how your future employer views you. In fact, managers form their opinions within the first 90 seconds of meeting you, so greet them with a smile, give them a solid handshake, and of course, dress for success. But first, it’s important to understand how the meaning behind ‘dress for success’ is changing with the millennial generation.

Unfortunately, 75% of managers think that millennials dress inappropriately for job interviews. But this doesn’t have to be you! Trends and styles may be evolving, but there are three dress code tips that you can always live by.

3 Dress Code Tips You Can Count On: 

1. Keep it Professional, Always

Interviews are a time for you to show off your professionalism, skills, and experience. The best rule of thumb to follow is to dress one step up from the company dress code. Check out their website and social media to try and find some pictures of the typical day-to-day style of the organization. For men: suits, ties, belts, and professional shoes are always a safe bet. For women: blazers, dress pants and skirts, heels/flats, and a nice blouse will always impress your potential employer, no matter the position!

2. Check your fit

Apparel that is too tight, too loose, or shows too much skin will lead to an unprofessional first impression. Women, remember if you’re wearing a skirt, it should be knee-length! And for men, don’t wear a suit that is too big. The interview should focus on if you’re a fit for the job, not if your clothes fit properly.

3. When in Doubt, Keep It Simple! 

Wear simple lines and neutral colors like black, navy, and gray if you want to err on the cautious side. Not only do they belong to the ultimate classic palette, neutrals are flattering on every skin tone. And after all, your outfit should not distract your future employer from the focus of the interview, YOU!

While these rules won’t ever steer you wrong, there does seem to be a little more flexibility. Millenials want to show off who they are through their clothes, which is a good thing, especially when you’re meeting someone for the first time! Yet, while you want to show your personality, it is important to keep it professional. Here are some interview dress code trends that you can incorporate to add a splash of fun to your professional look.

Exciting Millenial Dress Code Trends: 

Accent Pieces

Add a fun accent piece like a necklace, bracelet, watch, shoes, or crazy socks to show off your personality and style. These items are a totally acceptable way to have some fun with your interview fit. Accent pieces like a handbag or fun socks can be the ice breaker or talking point you need!

Bright Colors

Feeling bold? Add a hint of color to your outfit! A bright blouse with a neutral suit is a stylish eye-catcher. A fun pocket square will add a bit of interest to a classic suit.

Women: Jumpsuits and High-Waisted Dress Pants

Skirts are no longer the go-to piece for women in an interview. Show that you are on-trend by rocking a professional jumpsuit or some high wasted dress pants with a blouse or blazer.

Styles, trends, and culture are changing in the workplace, so make it a goal to aim for a combination of classy with a splash of personality by following these millennial dress code tips. And if you’re unsure of what to wear, stick to what is universally accepted! It’s always better to be overdressed than underdressed.

Just remember, your outfit choice alone will not land you your next job! It’s going to be your skills, personality, and experience that shine through to open career opportunities for you.

Employee Experience Matters in 2020

The new decade is triggering significant shifts in how we approach recruiting. LinkedIn recently surveyed talent professionals from 35 different countries to understand the lay of the land for talent acquisition. The most significant recruiting trend to watch is employee experience. But what is employee experience, and how do employers improve it to attract top talent better? Let’s break it down to understand this trend.

What is employee experience?

Employee experience is essentially the relationship between an employee and an employer. As the talent market continues to tighten, employers need to change how they view their employees. There must be a shift in mindset so that employers start to understand that their company works for their employees – not the other way around.

According to the LinkedIn survey, 94% of talent professionals believe that employee experience will be crucial for recruiting in 2020. This is both beneficial for employees and employers as 77% of surveyed talent professionals believe better employee experience results in improved retention rates. Better retention rates save employers time and costly expenses related to recruiting.

How can you improve your team’s experience?

There is really no one way to improve employee experience. However, your team can implement small changes that will have an overall positive effect on your employees. Here are a few examples:

Flexible workplace

Remote work is becoming more popular as new technologies make it easier to work offsite. It’s incredibly easy to work remotely while keeping in close communication with your team. An easy way to transition into this is to offer your employees periodic days to work from home. Whether that’s once a week or after achieving a certain production goal, adding flexibility to the workplace is a great way to boost your employee experience.

Invest in your team

Another great way to improve your employee experience is to invest in your team. Acquire the necessary tools your team needs to be successful. The fewer barriers keeping your team from getting their jobs done, the more satisfied they’ll be. Additionally, ensure that you are adequately taking care of your employees, so they don’t have to worry about their well-being. Offer competitive wages, benefits, and other perks that will encourage them to work hard and stay at your organization. It’s your talent that helps your company be successful, so you must take care of them!

Celebrate your successes

Celebrate the “little” things with your team. Successfully launch a new product? Order lunch for your staff! Achieve a new safety milestone in your department? Celebrate with a reward or treat! Have staff members with anniversaries or birthdays? Get some cupcakes and have a little fun! These are inexpensive ways to boost morale and celebrate your team.

Having a workplace with a positive employee experience is going to help your team be successful in 2020. And it’s also an easy way to recruit the Millennial job seekers that are taking over the workplace. Start making these small changes today and watch your employees soar to new heights.

attract Millennials in 2020

How to Attract Millennial Talent in 2020

Did you know that Millennials will make up nearly 75% of the workforce by 2025? In just five short years, the generation that roughly ranges from ages 24-39 will be the largest group in the workforce. In other words, your team must change the way they attract and retain talent to ensure they aren’t pushing away the largest workforce population. Here are three ways your team can attract Millennials in 2020.

Try to better understand Millennials

Millennials are often misunderstood. There is a lot of controversy and confusion when discussing where this generation begins and where it ends. According to Pew Research, Millennials are the generation born between 1981 and 1996. And there are a lot of misconceptions and stereotypes plaguing this generation. At the top of the list are generalizations such as they’re narcissistic, lazy, and technology addicted. But these are just stereotypes. You can say all these things about anyone in any generation. So instead of just falling victim to all of these fallacies, employers need to take time to understand the soon-to-be largest workforce in the world.

Positive employee experience

Once you develop a better understanding of who Millennials are, we can examine what they want in an employer. We’ve all seen movies and memes that exaggerate Millennials in the workplace with foosball tables, unlimited snacks, and dogs in the office. Sure, those things are all nice, but that’s not what Millennials genuinely desire in a prospective employer.

According to a recent survey, these are the top six things Millennials want in the workplace:

  • To be understood by their employer
  • The opportunity to learn and grow
  • They want to be highly engaged
  • They want to make a difference
  • The authenticity of your company
  • Flexibility

In other words, Millennials just want to be respected, feel like they belong, and flexibility within their job. One of the key features employers can offer to their employees to attract this generation is a healthy work-life balance. Millennials care deeply about their lives outside of work. They want to be able to spend time with their families, work from home on occasion, and take time off to “unplug” from their job.

recent study also illustrates that Millennials are willing to take a pay cut for a better work-life balance, and 58% of them rank work-life balance as being more important than financial benefits. Therefore, you may not be able to entice Millennial candidates with just financial benefits alone.

Stick to your company values (and mean them!)

This generation is passionate about their beliefs, and they want their employers to value them as well. Millennials are the most environmentally conscious generation in today’s workforce. They want a company that cares about sustainability just as much as they do. According to another survey, 75% of Millennial workers are willing to accept a smaller salary to work for a company that values sustainability.

Additionally, another study illustrates that Millennials won’t accept a job offer if the company isn’t socially responsible. Therefore, if you want to hire Millenials in 2020, your mission statement and core values have to be more than just text on your website. To attract this generation, you must stand behind your company values.

Be conscious of your Millennial hiring strategy

Millennials are taking over the workforce, and it’s essential to have a better understanding of them. Keep these three things in mind when developing your hiring strategy to help you attract Millennials in 2020.