Uncategorized – Quantilus Innovation http://quantilus.com AI Driven Innovation Tue, 06 Feb 2024 17:21:02 +0000 en-US hourly 1 https://wordpress.org/?v=6.2.6 http://quantilus.com/wp-content/uploads/2023/03/Quantilus-FavIcon-1.svg Uncategorized – Quantilus Innovation http://quantilus.com 32 32 10 Questions You Should Ask in Your Next Job Interview http://quantilus.com/uncategorized/10-questions-you-should-ask-in-your-next-job-interview/ Wed, 04 May 2022 21:16:18 +0000 https://enamix.com/?p=4898

10 Questions You Should Ask in Your Next Job Interview

Employees are integral to a company’s success. Hence, a high degree of focus, attention, and resources are spent on recruiting top talent. Today, companies use cutting-edge recruiting strategies like artificial intelligence software to identify the most qualified applicants. Since a large portion of the recruitment process is now automated, candidates need to make the most of the interview, as it allows them to connect with the company through human interaction.

 

Interviews are not solely about employers getting to know candidates as prospective team members. Interviews also allow candidates to gather insights into an organization they may join. An interviewee must take the time to ask questions at the end of the interview to learn more about the company and see if it is a good fit.

 

Furthermore, it is crucial to choose the questions wisely to end the interview on a good note, impact the interviewer, show interest in the position, and illuminate critical thinking. Additionally, asking questions highlights that a candidate is thinking about the company before they come on board and that they are interested in solving problems on behalf of the company.

 

The following are the top ten questions you should consider asking during your next interview.

 

 

1) What does a typical day look like for this position?

 

This is a very relevant question to ask in a job interview, as it provides a better understanding of what to expect in the role. It also shows the interviewer that the candidate is eager to learn more about the position.

 

2) How would you describe the company’s work culture?

Good work culture is essential for any role and industry. Work culture can significantly impact an employee’s life and mental health. For example, a work culture with regular overtime expectations can disrupt an employee’s personal life.

 

Since employees spend most of the workweek at their job, they should be informed and prepared for the kind of environment they agree to join. By asking this question, candidates can uncover company perks and determine how well they would fit in the organization. This may also provide insight into other details, such as the dress code and social events.

 

3) What is a main problem that the company is trying to tackle?

This question shows that a candidate wants to understand a company’s issues to potentially develop a successful solution. At the same time, candidates can get an idea of the types of problems the company is grappling with and if they would still like to work at the organization, regardless of any shortcomings.

 

4) What contributes to being successful at this position?

A great question to ask. This expresses a candidate’s interest in the organization and role and highlights their desire to be a successful employee. Employers like motivated employees who strive to succeed.

 

5) Do you have any hesitations about my qualifications?

This is a gutsy but powerful question to ask. It shows a candidate’s confidence in their abilities while informing them of areas that may concern recruiters and hiring managers. Candidates can then address the concerns or weaknesses to clear any hesitations.

Know that asking this question can also backfire. Read the room. If your interview is going exceptionally well, and you are confident they are seriously considering you for the job, consider asking this question.

 

6) Does the company offer continuing education or professional development?

This question shows that a candidate wants to grow by expanding their skills and knowledge. Employers want employees who desire to stay with a company and advance, as well as improve their professional skills that would benefit the company.

 

7) Can you describe the last project you enjoyed working on at this company?

This shows a candidate’s interest in the work done across different roles in the company. Their answer offers greater insight into the company’s work and highlights some of the more exciting projects the company greenlights.

 

8) Is this a newly created position or a backfill?

If the interviewer says the position is brand new, that could indicate the team is growing which is promising. If the position is a backfill, then you may be able to find out why the person in the role left.

 

9) If accepted, who will I be working with most?

Asking this question sheds insight into the team. If they provide names of potential future team members, reaching out to them via LinkedIn can convey enthusiasm for the role.

 

10) What are the next steps?

A great final question. This shows confidence and directly communicates the desire to join the company. It also can provide a timeline of the hiring process and what a candidate can expect from the remainder of the interview process.

 

 

When asking questions, there is a fine line between confidence and arrogance. Employers look for authenticity in potential hires, so showing interest, passion, and honesty are vital. More so, asking a few pertinent and thoughtful questions can further illuminate a candidate’s excitement and commitment to the role. Read through this list before your next interview and tailor the questions to the position and company you’re interviewing with. Good luck!

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]]> Is Hot Desking Right for Your Company? http://quantilus.com/uncategorized/is-hot-desking-right-for-your-company/ Wed, 30 Mar 2022 17:06:35 +0000 https://enamix.com/?p=4877

Is Hot Desking Right for Your Company?

In the wake of Covid-19, one study found that 77% of professionals wanted greater flexibility in how and where they worked. As a result, organizations are brainstorming and debating several ideas to manage the workspace effectively. One method is hot desking.

 

Hot Desks have been used to tackle the space crunch issues that most modern workplaces suffer from. With more employees opting for a hybrid/flexible working model, organizations are looking at solutions like hot-desking to cut unnecessary expenses and increase their sustainability level. This article will take a look at what hot desking is all about, the pros and cons of hot desking, and how offices are shifting in general.

 

What Is Hot Desking?

Hot desking is a workplace arrangement that allocates a single physical workstation or surface to multiple workers. The ‘desk’ refers to a table, or a workspace shared between multiple workers through different shifts, instead of the traditional approach where each worker has their assigned, personal desk. A ‘hot’ desk signifies that the workstation or the allocated space does not get time to cool down between two consecutive allocations.

 

The idea of hot desking dates back to the marines as they would take shifts sleeping in bunks due to the shortage of available beds. This concept was introduced in the 1990s to corporate work culture and has been in practice in shared workspaces since.

 

Hot desking is often done on a first-come, first-serve basis. Employees arrive at the office and find an available space. If there are no spaces available, they must wait for a workstation to open. To manage capacity, some companies may also ask employees to reserve their hot desk in advance.

 

Pros of Hot Desks

The reason that hot desks are growing in popularity is that they offer employers and employees multiple benefits. Some of the benefits include:

  • Availability at short notice: If you see an empty desk, it’s yours.
  • Improved workplace organization: Reduces the number of tables and desks, improves floor organization, and reduces office clutter.
  • More choice for employees: Provides employees with more autonomy and control, as they are not tied to a single seat. It also communicates an organization’s confidence in its employees to deliver results, regardless of where they physically work.
  • Cost-cutting: Decreases operational expenses for an organization by tweaking and managing workplace space and furniture more efficiently.
  • Improved collaboration: Opens up floor plans for better collaboration. Employees have more opportunities to talk with people from different verticals and horizontals.

 

Cons of Hot Desks

There are also negatives when it comes to implementing hot desks. The main drawbacks include:

  • No more personal spaces: There are no private spaces. The lack of personalization can harm some employees’ productivity and employee experience.
  • Disruption of office hierarchy: By making all seats available to everyone and removing team workspace boundaries, hot-desking may disrupt long-standing office hierarchies, creating confusion.
  • Possible lack of morale: The increase in autonomy may look like a lack of support to some professionals. Separating people from their team or managers can also negatively impact employee morale.
  • Security concerns: Teams that deal with sensitive information will not be able to partake in host desking.
  • Impact on productivity due to no space or limited choices: Hot desk offices can run out of space, forcing employees to wait for an open space. Additionally, an available workspace may not be optimal for everyone.

 

How Offices are Shifting Overall

Offices are starting to reopen and welcome back employees. As this process evolves, organizational leaders are brainstorming ways to operate more efficiently. Work arrangements during the COVID-19 pandemic have given companies new insights, including how productivity is no longer tied to the office or working a certain number of hours. Most professionals are now prioritizing work-life balance, wellness and mental health, and hybrid work models.

 

Fewer employees In the Office

Many large organizations have adopted hybrid and remote work models. This gives their employees the choice to come into the office a few days per week or permanently work from home. As a result, fewer employees are returning to the office. As a result, workplace management has become more critical, so office spaces operate at peak efficiency.

 

Larger Space for Fewer Employees

Flexible work models are opening up workplace floorplans. Instead of 1:1 assignment of workstations to employees, hot desk office spaces have fewer desks than employees. This provides more open areas that organizations can reutilize towards employee motivation and wellbeing.

 

Open Floorplans for Collaboration

Shared workspaces and non-rigid workplace management practices foster better collaboration, made possible by their open floorplans. By optimizing workstations and related devices in an office, organizations decrease their carbon emissions and operational costs while creating larger spaces for meetings, huddles, and conferences.

 

Physical Offices are Still Necessary

The hybrid and remote work models do not equate to the end of physical office spaces, as some employees still prefer to work from the office. Research from the consulting firm, PWC, reveals that most US employees prefer a three-day-per-week office schedule when returning to the office. Less than one in five executives said they wanted to return to office as it was pre-pandemic. Furthermore, employees now view the office as a place of collaboration rather than a working space, which hot desking helps promote.

 

Experts estimate that 30% of all office spaces will be transformed into flexible workspaces by 2030. As real estate prices rise globally, hot desking will become even more lucrative to companies trying to minimize their operating costs. As the professional world continues to embrace the new normal of goal-driven work, where and how employees work will continue to be less important. So when you finally return to the office after the post-pandemic reopening, there is a good chance the hot desk model may be introduced at your workplace.

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]]> What Is an Employee Assistance Program (EAP)? http://quantilus.com/uncategorized/what-is-an-employee-assistance-program-eap/ Wed, 16 Mar 2022 16:29:38 +0000 https://enamix.com/?p=4843

What Is an Employee Assistance Program (EAP)?

An organization’s productivity is directly related to employee health, as well as other factors that impact employees inside and outside of the workplace. Therefore, companies that wish to operate at peak performance need methods to help employees with their issues, conflicts, and dilemmas.

 

An employee assistance program (EAP) is one measure that helps employers support employees, while increasing an organization’s productivity. Furthermore, an EAP is a great addition to a company’s benefits package, as it communicates to employees that their employer cares about their wellbeing.

 

Defining an EAP

An employee assistance program (EAP) is a confidential counseling service employers provide to their employees. An EAP offers support to employees in various areas of their lives to improve their work performance. Since work productivity is influenced by personal factors, such as mental health, family issues, and workplace conflicts, EAP services can help employees determine solutions and cope with these issues healthily and efficiently.

 

How Does an EAP Work?

EAP services are employer-sponsored plans that benefit their employees and their immediate families in certain instances. EAPs utilize a network of partners that offer legal aid, childcare, mental health, and fitness services. While an EAP is not health insurance, it can be utilized alongside insurance to provide holistic benefits to employees.

 

There are several different ways to offer EAPs. They are:

  • Fixed-Fee Contracts: A fixed-fee plan is where the employer is charged a set rate from the EAP providers. The rate depends on a company’s employee headcount.
  • Mixed-Model Program: These models are set up in collaboration with unions to provide services to employees based on their needs.
  • Management Sponsored EAP Services: More appropriate for larger organizations, in-house staff manage and provide the EAP services.

 

What Does an EAP Include?

There are multiple areas covered by EAPs that support employees and ensure their welfare. Some of these include:

  • Family Services: Domestic violence, divorce, life-changing transitions, loss, etc., can all impact employee productivity. Thus, EAPs help employees handle and process personal and family issues.
  • Mental Health Issues: Service providers under an EAP can help employees navigate anxiety, depression, and other mental health issues. This includes counseling sessions, guidelines, treatment plans, tips on improving their mental health, and providing positive changes to their lives, both inside and outside the office.
  • Addiction Assessment and Treatments: Substance abuse, either affecting an employee or their immediate family member, can be detrimental to someone’s life and work. EAPs offer treatment options and recommendations for living an addiction-free life.
  • Legal Support: Another aspect of EAPs is legal counseling and support for various situations. These include child adoption, child custody, divorce, and other family matters.
  • Financial Counseling: Financial planning and management are confusing but essential. Accordingly, employees can consult the financial services department within an EAP. This department can help employees make informed decisions regarding their finances.
  • Professional Development: Covering workplace conflicts, burnout, leadership challenges, and upskilling, EAPs tackle situations that directly impact the professional well-being and development of the employees.
  • Physical Health Management: Employees often struggle with physical health issues, such as diabetes, obesity, nutritional disorders, etc. Therefore, a nutritionist or fitness expert under an EAP can guide employees to effectively manage these issues and form plans to improve their physical health.
  • Travel Assistance: When dealing with travel, EAPs can help employees manage travel. EAPs can help with transportation emergencies, arranging travel insurance, and other mobility issues related to inaccessibility or health issues.

 

Benefits of an EAP

When effectively employed, EAPs offer numerous benefits for employees, as well as for the organization. Some of these benefits include:

  • Increased Employee Engagement and Productivity: Countless factors impede productivity, such as stress, depression, family issues, financial problems, and addiction. Thus, dealing with these issues in a healthy and informed manner can significantly improve employee engagement and productivity.
  • Decreased Absenteeism: Numerous personal and workplace-related reasons require employees to take leave. By resolving employee conflicts and issues, either inside or outside of the workplace, EAP services can decrease workplace absenteeism.
  • Greater Employee Retention: EAP services show employees that their employer is concerned for their well-being and is invested in their personal and professional successes. Additionally, resolving workplace and personal hurdles allows employees to acquire better work-life balance. Lastly, reducing workplace conflicts improves employee engagement and their overall experience at the company.
  • Better Overall Health: Mental and physical health benefits provided by an EAP can improve employee health. Better health ripples out into all aspects of an employee’s life and can provide them with greater positivity and motivation to complete their best work.

—

 

EAPs are a great addition to a company. The programs help create compassionate, social, supportive, and engaging work environments, while also building trust and loyalty among employees towards their company. Thus, resulting in greater efficiency, increased productivity, higher retention and engagement, and decreased absenteeism. As the battle to secure talent in a job seeker’s market continues to heat up, implementing competitive benefits such as EAPs are a great way to entice job applicants and candidates to consider working for a particular company.

Is your company looking to hire fresh talent, or are you looking for a career move? If so, eNamix would love to talk with you! Contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> U.S. Job Market for 2022 http://quantilus.com/uncategorized/u-s-job-market-for-2022/ Mon, 14 Feb 2022 21:22:38 +0000 https://enamix.com/?p=4823

U.S. Job Market for 2022

Over the past few years, the U.S. job market has experienced volatility associated with the COVID-19 pandemic. While the unemployment rates remain low at 4%, professionals continue to quit their jobs. This trend is pushing organizations to adapt to newer strategies to attract and retain talent. Let’s look at what 2022 holds for the U.S. job market.

 

Current Analysis of the U.S. Job Market

 

Number of People Who Quit in 2021

The U.S. Department of Labor claims the number of people who voluntarily quit their jobs in December 2021 was 4.3 million. While staggering, this number was down from November 2021 when 4.5 million quit, breaking a two-decades-long record. For seven months straight, the U.S. saw a soaring number of people leaving their jobs – and the total number stands at an astonishing 38.54 million for 2021. Lower-wage workers led turnovers last year, a trend that will likely throughout 2022.

 

Number of Current Open Job Positions

Despite a record number of people quitting jobs in 2021, the 2022 U.S. job market remains lucrative. According to the latest data, there were 10.9 million job openings in December 2021, beating the market forecast of 10.3 million. The report from the U.S. Department of Labor revealed that openings increased in several key industries. This includes accommodation and food services seeing the largest rise, followed by information, non-durable goods manufacturing, and local government education. Meanwhile, demand dropped for the finance, insurance, and wholesale trade industries.

 

Job Seekers Market

 

Labor Shortage

The pandemic has resulted in the biggest problem for the U.S. job market—the labor shortage. With a record number of job openings every month not being filled, the gap between the market’s demands and the human capital supply is growing. Many U.S. industries and companies are finding it challenging to fill essential positions. These positions include truck drivers who are responsible for transporting cargo and products, delivery people who drop packages off to customers, and sanitation staff who keep spaces hygienic and clean.

Korn Ferry, a human resources consultancy, recently published their 20-country report. In it, they declared that “the U.S. was facing the most alarming talent crunches of any country.” There are various reasons for this, such as the pandemic, the faltering U.S. talent economy, the rising average age of the U.S. population, and the recent changes in U.S. immigration policies. So, while there are plenty of jobs for grabs, there are not enough takers.

 

Job Seekers Have the Bargaining Power

More open positions in the U.S. job market have translated into job seekers having the upper hand. This trend will continue in 2022 as the need for skilled workers increases and the hiring rate stagnates. Professional and business services have seen rate of hirings decline throughout last year, and job seekers will continue to take advantage of this slump by negotiating higher salaries and better benefits.

 

Trends

 

Pay Increases are Expected

As more positions become available in the U.S., employers are more likely to hold onto their existing talent. In 2022, organizations are predicted to increase employee salaries, and companies are already revising their 2022 pay budgets. The Conference Board, a New York-based think tank, predicts a 3.9% increase in wage costs for U.S. companies on average, the highest since 2008.

 

Improved Benefits

Employee benefits will be a key focus for organizations worldwide in 2022, and U.S. companies will likely follow suit. Mental health and employee well-being continue to dominate current conversations, and employees are increasingly looking to work in organizations whose values match their own. Benefits and perks beyond compensation will drive the hiring process in 2022. Experts agree that organizations prioritizing benefits and employee well-being will play a significant role in helping end the great resignation in 2022 and beyond.

 

Work from Home and Hybrid Working on the Rise

Remote work has become the new norm, with 58.9% of the total U.S. workforce working remotely. Furthermore, the majority of employees say they are more productive while working from home. Companies are being forced to adapt to this relatively new work model that employees are demanding. The hybrid work model will also continue to trend upwards.

 

Diversity, Equity, and Inclusion will Remain a Top Priority for Job Seekers

Social justice issues in the workplace are increasingly making headlines for global news. However, simply talking about the problems is no longer enough. Organizations trying to woo potential employees must prioritize and invest in diversity, equality, and inclusion (DEI). They will have to deliver on their promises of being equal opportunity providers to succeed because employees are now holding employers accountable more than ever.

 

The Great Resignation

2021 saw nearly 39 million U.S. citizens voluntarily quit their jobs. Forecasts say this trend will continue into 2022, with more mid-career employees opting to resign for better opportunities or to open their own businesses. With deep-rooted factors like immigration policies and economic systems driving this era of quitting, we will continue to see employees in the U.S. leave their jobs in higher-than-average numbers in 2022.

 

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The COVID-19 pandemic has all but upended the global job markets, with the U.S. being majorly impacted. Organizations are now forced to adapt to a rapidly changing market by implementing remote and hybrid work models, increasing compensation, improving benefits, and investing in DEI. However, even with these changes, the great resignation is persisting. With the 2022 job market looking similar to 2021, employers will have to stay abreast of emerging trends, and address employee wants and demands to remain competitive.

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]]> Is the Four-Day Workweek the Next Frontier? http://quantilus.com/uncategorized/is-the-four-day-workweek-the-next-frontier/ Fri, 28 Jan 2022 22:07:55 +0000 https://enamix.com/?p=4783

Is the Four-Day Workweek the Next Frontier?

The modern workweek can largely be attributed to Henry Ford, the founder of Ford Motor Companies. In the 1920s, he reduced the workweek for employees to 40 hours over five days, with Saturdays and Sundays later being established as the weekend. Since then, companies across the globe have adopted this model, and it has been the norm for the last century.

Recently, companies have started experimenting with alternative options for the workweek. One of the most discussed options is changing the workweek from the traditional five days to four. This model has been gaining steam as employees demand more flexible work.

 

Why Companies Are Considering the Four-Day Workweek

Ten years ago, it was unheard of to entertain the idea of a four-day workweek. However, the pandemic has caused endless changes in countless areas, and the workplace is one of them. As we enter the pandemic’s third year, the job market has swung in favor of job seekers as there are more job openings than people to fill them. For context, in September 2021, there were 10.4 million job openings in the U.S., but only 7.6 unemployed workers. Since job seekers have the upper hand, they can demand more from their employers, including more flexible working conditions,  , and higher salaries. This comes in the form of remote and hybrid work options, selecting alternative hours, and increasingly the four-day workweek.

 

Pros and Cons

There are benefits and drawbacks to adopting a four-day workweek which are outlined below.


Pros


1) Productivity

One of the most critical aspects of the four-day workweek to employers and employees is that productivity reportedly remains the same or increases. You may be asking yourself how that’s possible. There are a few reasons. One of which is that some companies still have employees perform a 40-hour workweek, but it’s spread over four days instead of five. However, some companies knock the hours down to 32 hours for the four-day workweek. The decrease in working hours encourages employees to remain highly focused on their work. There is less time to take lunch breaks, scroll on social media, and chitchat with coworkers. If employees want to finish their tasks promptly, they need to work diligently.


2) Employee Satisfaction

In this day in age, employees crave work-life balance. They want to disconnect, recharge, travel, spend quality time with friends and family, pursue other ventures, and more. They do not want to feel like they are working the majority of their life. The four-day workweek offers this to employees. In return, employees become happier and more satisfied with their jobs.


3) Talent Acquisition and Retention

As it becomes increasingly difficult for employers to source and , offering a four-day workweek is one method to entice job candidates. It is a great selling point and way to attract potential applicants and candidates. Not only is it seen as a perk to candidates, but it also highlights that the company is progressive and listens to employees. Furthermore, it is a great strategy to retain current employees.


4) Reduced Overhead

There is also the factor of reduced overhead costs. If employees spend less time in the office, this equates to cheaper bills for heating and air conditioning, electricity, water, trash, coffee, and snacks, etc. These savings can be pocketed by the company, reinvested in other areas of the business to help it grow, make improvements to areas that need updating, pay employee salaries, along with a myriad of alternative options.


5) Environmentally Friendly

The four-day workweek cuts down on employees commuting to the office, which benefits the environment. Cutting out one day of work equates to a 20% reduction in emissions per year for commuters and saves employees money on fees such as gas, car maintenance repairs, and train and bus tickets. Additionally, the stress of commuting can take a toll on employees’ well-being due to rush hour traffic and getting to the office at a particular time.

 

Cons


1) Not Suitable for All

As tempting as the four-day workweek is, not every company will benefit from the forward-thinking concept. Some companies need to be open more days and hours to fulfill the needs of their business and customers. Some examples include customer service jobs such as restaurant and retail employees and public transportation workers. The four-day workweek  will only work on a case-by-case basis.

 

2) Less Time for Task Completion

Some companies that adopt the four-day workweek cut weekly hours from 40 to 32. This is great for employees because it’s less time they are required to work; however, it may become more challenging to achieve the same work output they did at 40 hours, as they do in 32. Granted, employees may become more focused with the condensed timeframe, but there is also the potential of added pressure and stress to complete tasks on time.

 

3) Expensive Risk

Lastly, there is a chance that companies that adopt the four-day workweek may discover it does not work for them. This experiment could result in a significant financial loss when transitioning to the four-day workweek and switching back to a five-day workweek. Furthermore, if the company discovers a loss in productivity when shifting to the four-day workweek, they also have to factor that into the equation.

 

Real-World Examples of the Four-Day Workweek


Bolt

One company received national attention this month when it instated a company-wide four-day workweek. The company, named Bolt, is a tech company based out of San Francisco. They ran a trial period in Fall 2021 testing out the four-day workweek and garnered positive results:

  • 94% of employees wanted the program to continue
  • 91% of managers said they wanted the program to continue
  • 86% said they were more efficient with their time

Other points to note are that they are not decreasing staff salaries and are not cramming 40-hour workweeks into four days. As a result of instating the shorter workweek, they have received an influx of applications, a rare feat in such a competitive job market.

 

Primary

The online children’s retailer started giving its employees Fridays off starting in May 2020, with the practice becoming a permanent fixture by December 2020. Employees at the retailer are being paid the same as when they worked five days per week, and they do not have to make up the eight working hours lost. According to Primary’s Chief Experience Officer, one of the main reasons the four-day workweek was implemented indefinitely is because employees return to work feeling recharged on Mondays. In addition, the rate at which people leave the company has fallen since implementing the change, even as the rate of people quitting their jobs continues to rise around the country.

 

The UK

Thirty companies in the UK have opted into a six-month trial for the four-day workweek. Like Bolt, employees at participating companies will not be expected to work more than 32 hours weekly and will not receive a pay cut. Trials like this have already been conducted in Spain, New Zealand, and Iceland.


The four-day workweek is an innovative concept that is increasingly gaining traction. Companies across the globe have started experimenting with the idea in hopes that it will increase productivity, improve employee satisfaction, help attract talent, and more. While it is not for every business and industry, companies may want to consider adopting the model if it is a viable option.

Are you looking to make a career move or need help strategizing talent acquisition in the current landscape? If so, contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> Startup vs. Corporate: Which Is Right For You? http://quantilus.com/uncategorized/startup-vs-corporate-which-is-right-for-you/ Mon, 17 Jan 2022 18:05:27 +0000 https://enamix.com/?p=4772

Startup vs. Corporate: Which Is Right For You?

Knowing which work culture you thrive in is an important discovery that can impact your career trajectory and work satisfaction. Work cultures can affect job security, the field of work, work-life balance, and more. Two of the most popular work cultures and workplaces are startups and corporate. To determine which is more suitable for you, we explore the finer details and differences between the two below.

 

What Is a Startup? 

A startup is a relatively new company with an innovative business model that may be self-funded (i.e. bootstrapped) or funded by external sources (i.e. investors). A startup’s business model is designed to be repeatable and scalable, creating an irreplaceable demand for its product or service. They are more focused on growth, collaborations, and establishing a network to quickly scale. Some examples of tech startup companies are:

 

1) Plaid: Founded in 2013, Plaid is a fintech company that believes in “democratizing financial services through technology.” It emphasizes creating consumer and developer-friendly tools and infrastructure that support access to various financial institutions. Its employee experience is based on encouraging and empowering employee voices with training and development activities that nurture their skills.

 

2) ThoughtSpot: Founded in 2012, ThoughtSpot uses AI-driven technology to sort through data and help businesses make informed decisions. With workplace transparency, diversity, and inclusion, they have a global outreach and create a welcoming space for employees to deliver high-quality output.

 

3) Coda: With its first software launched in 2019, Coda lets consumers create customizable and collaborative documents that facilitate hybrid work while enhancing productivity. Internally, Coda implements a hybrid work model that encourages flexible work hours, creativity in the workspace, and collaboration among employees.

 

What Is a Corporation?

 On the other hand, a corporation is an established company or companies that fall under one legal entity. While their business models are also based on repeatable and scalable models, they are more focused on successfully executing these models and productivity for profit. Corporations tend to have a significant employee headcount, formalized structures, and standard operating processes. Some examples of corporations are:

 

1) Dell EMC: Founded in 1979, Dell sells products such as data storage, information security, and virtualization. With a work culture defined by core company values that include building strong customer relations and working as a team to accomplish goals.

 

2) Cisco Systems: Founded in 1984, Cisco provides networking hardware and software, and telecommunications equipment, among other products. The work culture revolves around customer-centricity and innovation.

 

3) Microsoft: Founded in 1975, this is one of the largest technology corporations. Microsoft sells computer software products, electronics, services, and more. Its work culture leans slightly individualistic instead of collaborative and has recently taken active strides to become more diverse and inclusive.

 

Differences Between Startups and Corporate

Startup and corporate working cultures differ from each other in many ways. Some of which include:

 

1) Culture:

Startup culture is fast-paced and informal compared to corporate culture. Since startups are smaller and newer organizations, they have less rigid structures and greater freedom. Startups can quickly adapt to changes in the market while following a decentralized hierarchical structure. Furthermore, startups encourage employees to work on projects they are passionate about, consider employee innovation and creativity, and support independent initiatives that grow the organization.

Conversely, corporations have more established cultures, with concrete roles and business models that are governed by company guidelines and procedures. There is less room for innovation and collaboration. Responsibilities and culture are geared towards results, leaving little room for innovation and more space for increasing effectiveness and productivity.

 

2) Work-Life Balance:

Work-life balance can be tricky to establish for those who work in a startup company since roles and responsibilities are rapidly created. Additionally, the work is ever-changing and growth periods demand high attention which leads to erratic working hours. Within corporations, employee roles are clearly defined, providing an organized and more stable working environment.

 

3) Responsibilities:

Startups are growing and evolving entities that commonly require employees to wear different hats. Constant brainstorming, adapting different ideas, innovating, and providing inputs are all expected responsibilities of a startup team member. This increases employee responsibilities, but also provides them with the flexibility to participate in a myriad of tasks that provide learning opportunities.

Corporations are a more suitable choice for individuals who desire a more well-defined role. To ensure predictability and stability in responsibilities, corporations implement a model that focuses on responsibilities for each employee and limits inter-departmental overlapping. . Employees in a corporation tend to work within functional teams (i.e. marketing, procurement, etc) that distribute responsibilities. A corporate employee’s responsibilities won’t change from week-to-week.

 

 4) Job Stability, Risks, and Benefits:

Startups are generally more prone to limited benefits for employees, budget reductions, and failure. The startup workspace is a riskier environment that does not guarantee job stability. Until a startup establishes itself and has a steady stream of both funding and profit, employees may receive non-competitive salaries and benefits packages. However, since a startup can also scale very quickly, employees can also grow in role and larger salary much faster than they could with a traditional corporation. 

Due to their established, profit-driven, and hierarchical nature, corporate positions tend to provide competitive salaries and benefits, and provide better job security. While corporate cultures provide more job security for employees, they lack the quick, high-growth potential.

 

—

 

There are exceptions to how startups and corporate organizations operate, but generally speaking, this is what can be expected. One way to gather insight on the work culture and job expectations of a particular position is to reach out directly to the company, as well as ask relevant questions during the application and interview processes.

Determining the most suitable work culture for you depends on the skills and experience required for the job, along with personal preferences and expectations from the work. Job satisfaction comes from various sources, and making an informed decision regarding the work environment will lead to increased motivation and productivity. Therefore, be sure to do adequate research into which style is best for you, before making your next career transition. 

Are you looking to make a career move or hire new top-tier talent? If so, contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> Generalist vs. Specialist – The Difference Between Them http://quantilus.com/uncategorized/generalist-vs-specialist-the-difference-between-them/ Tue, 14 Dec 2021 17:14:56 +0000 https://enamix.com/?p=4747

Generalist vs. Specialist – The Difference Between Them

When preparing for the job search, one question to ask yourself is, “Am I a jack of all trades or an expert in one area?” In other words, are you a generalist or a specialist?


In this article, we will cover the basics of generalists and specialists and provide examples of careers in each realm. This will help you determine which category you fall into and how to best market yourself to potential employers. Or, if you’re an employer, which one is best for your needs. 


What is a Generalist?


A Generalist refers to someone who has an understanding of multiple subjects. Essentially, they help resolve various issues (at least basic ones), questions, and tasks. Generalists tend to possess a broader understanding and greater competence in different yet often related aspects of a single domain or industry. For example, an app developer who can also reconfigure your computer system is a generalist. 

 

Generalist Pros


  • Generalists are more open to challenges since they have familiarity with different subjects. They feel competent enough to tackle new roles and responsibilities. 
  • Smaller organizations may not have the resources to employ multiple individuals for specific but related roles. In this case, a generalist is a more desirable candidate. 
  • Leadership roles require individuals who can provide guidance and sound judgment to diverse teams and their numerous requirements. While specialists tend to be high performers, generalists tend to make better leaders. 

 

Generalist Cons


  • A generalist rarely has the time to devote to one subject/field, which means they rarely become experts. They might require specialist assistance on multiple counts, especially when working on niche projects. 
  • Being a generalist may require someone to take on multiple functions across different teams – something a specialist would not be expected to do. This may lead to overburdening and eventual burnout. 
  • It can be more challenging for generalists to find their footing in an organization. Since their skillset is more varied than specialists, they might have to explore tasks and opportunities before finding where they fit. Not every organization may provide them the time or environment to do this. 
  • Even if a generalist has proficient knowledge and experience, specialists are usually included when working on unique and technically complicated projects. 

 

Examples of Generalist Careers 

    1. Sales
    2. Project Management
    3. Human Resources
    4. Business Operations 

 

What is a Specialist?


A specialist has a deep, sustained interest in one particular subject, topic, or domain. They delve into their chosen area and are considered seasoned experts. Generally, specialists possess a very high skill level within their specific (and usually restricted) domain. 

For example, think of a C# developer. Most likely, they will not be the best Swift developer, which caters to Apple operating systems. A hiring manager would probably decide based on the depth of experience and expertise in the development language necessary to build a successful product. A specialist’s skill is of great value, though it may only pertain to a specific area. 

 

Pros of a Specialist


  • Specialists tend to make more money when beginning their careers. To specialize in one field requires extensive studying and experience. Specialist positions are also more niche, narrowly defined, and harder to fill – thus yielding higher salaries. 
  • Once employed, specialists generally need less training. Employers can expect them to fit into their role and start producing results, given they have the proper experience for the position. 
  • By virtue of their deep knowledge and dedicated training, specialists do not face the same degree of competition in the job market. Few people put in the time and effort to become a specialist. 

 

Cons of a Specialist


  • Unless they stay abreast of every development in their field, specialists can quickly fall behind. Staying updated can be difficult, given how quickly technology, social trends, and consumer behaviors are changing in the current era. 
  • To become a specialist, one must sacrifice learning skills in other areas to focus on their domain. This limits the positions specialists can apply for. 
  • Generalists more commonly fill leadership roles. This is because specialists are valued in their specific, chosen field. 

 

Examples of Specialist Careers

    1. DevOps
    2. Graphic Designer
    3. Machine Learning Engineer
    4. Accountant 

 

Generalist vs. Specialist: What Should You Choose?


This often depends on an individual’s priorities.


Generalists may not make as much money at the onset of their careers, but they have a higher chance of climbing the organizational hierarchy and gaining leadership positions. They also may have an easier time finding jobs to apply for since they are more readily available; however, there may be more competition. Lastly, a generalist education and experience may require less time than specialists. This is because it focuses more on an overview of different areas and less on in-depth analyses.

On the other hand, specialists tend to start with higher salaries and are generally highly sought out within their domain. However, they are less employable outside their field of expertise, which narrows their options, especially when their particular industry is taking a hit or slowing down. 


When deciding which is suitable for you, it is best to determine your interests and professional goals if you’re a job seeker. If you’re an employer, consider your business goals and what your organization will benefit from most. Furthermore, by gaining clarity on the differences between generalist vs. specialist, you will be able to decide which forms of education and experience to pursue.

 

Are you looking to change your career? eNamix can help. Visit our job board today to check out the job openings our senior recruiters are looking to fill. And, if you’re a hiring manager, contact info@enamix.com for help in sourcing the best candidates for your unique needs. 

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When preparing for the job search, one question to ask yourself is, “Am I a jack of all trades or an expert in one area?” In other words, are you a generalist or a specialist?

In this article, we will cover the basics of generalists and specialists and provide examples of careers in each realm. This will help you determine which category you fall into and how to best market yourself to potential employers. Or, if you’re an employer, which one is best for your needs. 

[/fusion_text][fusion_youtube id=”https://www.youtube.com/watch?v=7IlZ_RLmcd0″ alignment=”center” width=”640″ height=”480″ autoplay=”false” api_params=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” /][fusion_text]

What is a Generalist?

A Generalist refers to someone who has an understanding of multiple subjects. Essentially, they help resolve various issues (at least basic ones), questions, and tasks. Generalists tend to possess a broader understanding and greater competence in different yet often related aspects of a single domain or industry. For example, an app developer who can also reconfigure your computer system is a generalist. 

 

Generalist Pros

  • Generalists are more open to challenges since they have familiarity with different subjects. They feel competent enough to tackle new roles and responsibilities. 
  • Smaller organizations may not have the resources to employ multiple individuals for specific but related roles. In this case, a generalist is a more desirable candidate. 
  • Leadership roles require individuals who can provide guidance and sound judgment to diverse teams and their numerous requirements. While specialists tend to be high performers, generalists tend to make better leaders. 

 

Generalist Cons

  • A generalist rarely has the time to devote to one subject/field, which means they rarely become experts. They might require specialist assistance on multiple counts, especially when working on niche projects. 
  • Being a generalist may require someone to take on multiple functions across different teams – something a specialist would not be expected to do. This may lead to overburdening and eventual burnout. 
  • It can be more challenging for generalists to find their footing in an organization. Since their skillset is more varied than specialists, they might have to explore tasks and opportunities before finding where they fit. Not every organization may provide them the time or environment to do this. 
  • Even if a generalist has proficient knowledge and experience, specialists are usually included when working on unique and technically complicated projects. 

 

Examples of Generalist Careers 

    1. Sales
    2. Project Management
    3. Human Resources
    4. Business Operations 

 

What is a Specialist?

A specialist has a deep, sustained interest in one particular subject, topic, or domain. They delve into their chosen area and are considered seasoned experts. Generally, specialists possess a very high skill level within their specific (and usually restricted) domain. 

For example, think of a C# developer. Most likely, they will not be the best Swift developer, which caters to Apple operating systems. A hiring manager would probably decide based on the depth of experience and expertise in the development language necessary to build a successful product. A specialist’s skill is of great value, though it may only pertain to a specific area. 

 

Pros of a Specialist

  • Specialists tend to make more money when beginning their careers. To specialize in one field requires extensive studying and experience. Specialist positions are also more niche, narrowly defined, and harder to fill – thus yielding higher salaries. 
  • Once employed, specialists generally need less training. Employers can expect them to fit into their role and start producing results, given they have the proper experience for the position. 
  • By virtue of their deep knowledge and dedicated training, specialists do not face the same degree of competition in the job market. Few people put in the time and effort to become a specialist. 

 

Cons of a Specialist

  • Unless they stay abreast of every development in their field, specialists can quickly fall behind. Staying updated can be difficult, given how quickly technology, social trends, and consumer behaviors are changing in the current era. 
  • To become a specialist, one must sacrifice learning skills in other areas to focus on their domain. This limits the positions specialists can apply for. 
  • Generalists more commonly fill leadership roles. This is because specialists are valued in their specific, chosen field. 

 

Examples of Specialist Careers

    1. DevOps
    2. Graphic Designer
    3. Machine Learning Engineer
    4. Accountant 

 

Generalist vs. Specialist: What Should You Choose?

This often depends on an individual’s priorities.

Generalists may not make as much money at the onset of their careers, but they have a higher chance of climbing the organizational hierarchy and gaining leadership positions. They also may have an easier time finding jobs to apply for since they are more readily available; however, there may be more competition. Lastly, a generalist education and experience may require less time than specialists. This is because it focuses more on an overview of different areas and less on in-depth analyses.

On the other hand, specialists tend to start with higher salaries and are generally highly sought out within their domain. However, they are less employable outside their field of expertise, which narrows their options, especially when their particular industry is taking a hit or slowing down. 

When deciding which is suitable for you, it is best to determine your interests and professional goals if you’re a job seeker. If you’re an employer, consider your business goals and what your organization will benefit from most. Furthermore, by gaining clarity on the differences between generalist vs. specialist, you will be able to decide which forms of education and experience to pursue. 

Are you looking to change your career? eNamix can help. Visit our job board today to check out the job openings our senior recruiters are looking to fill. And, if you’re a hiring manager, contact info@enamix.com for help in sourcing the best candidates for your unique needs. 

]]> 5 Soft Skills Employers Value Most http://quantilus.com/uncategorized/5-soft-skills-employers-value-most/ Mon, 06 Dec 2021 18:27:56 +0000 https://enamix.com/?p=4726

5 Soft Skills Employers Value Most

Companies need employees with technical, hard skills. However, there is another set of skills that are equally important. Soft skills. Soft skills at the workplace are defined by a person’s ability to communicate, adapt, critically analyze, and problem solve. This set of skills allows individuals to become dependable and valued employees, because they contribute to the growth of the company.

 

Developing these skills can strengthen workplace productivity and improve an individual’s employability. This article will delve into soft skills, why they are essential, and five of employers’ most valued soft skills.

 

What Are Soft Skills?

 

Soft skills are non-technical traits, attitudes, and behaviors that influence interpersonal interactions and collaboration with others. Soft skills require practice and observation to learn. Additionally, they are often influenced by a person’s inherent nature, as they rely on emotional intelligence rather than intellectual intelligence. Conversely, hard skills are usually learned through formal education and professional training. They are specific abilities and capabilities, such as UX design and HTML.

 

Why Are Soft Skills Important?

 

Learning and applying soft skills can improve efficiency, increase productivity, build fruitful relationships, and create better opportunities for success in the workplace. Soft skills are important traits for those looking to develop promising careers, as recruiters consistently seek candidates with a balance of soft and hard skills. Whether an individual is a passive or active job seeker, these skills can be cultivated and reflected in their resume to increase marketability while on the job hunt.

 

Soft skills at the workplace contribute towards building dependability and reliability of the employee, professional development, and respect from coworkers. For employers, soft skills such as communication, teamwork, and adaptability are vital qualities for an employee in today’s fast-paced workplace. For individuals looking to gain a competitive edge, skills like motivation, and adaptability are beneficial.

 

5 Soft Skills Valued by Employers

 

There are numerous soft skills. However, for those on the job hunt or are looking to advance their career, which ones stand out to employers? Below, are five soft skills that employers value most.

 

1) Communication
One of the most indispensable soft skills, communication, entails both listening and speaking. Having effective communication skills is helpful in any industry and role. An employee’s communication skills help them to better understand customer needs, lead others, and effectively convey information. Furthermore, solid communication skills can also help professionals navigate and excel during crucial situations, such as quarterly earnings presentations, negotiating salaries, and client pitches.

 

2) Critical Thinking
Making informed decisions based on a critical analysis of all available facts and data helps build a successful company. Businesses desire critical thinking skills in employees to achieve calculated risks and create innovative solutions. Critical thinking also encompasses a healthy curiosity that ensures the employee is keen to learn the ropes of their responsibilities, advance their hard skills, and discover more opportunities for the company.

 

3) Teamwork
A company is an assortment of people that come together to shape and nurture it. Thus, teamwork is an essential skill that employers look for in prospective candidates. Teamwork not only means that employees work together but that they also value and respect each other’s opinions and contributions. This requires putting personal differences aside to produce the most effective outcomes. Collaboration and interpersonal skills are the hallmarks of teamwork. Participation within teams can also illuminate the type of leader an employee will be and whether they are fit for leadership positions.

 

4) Adaptability
Workplaces are dynamic and evolving entities. They come with changes in roles and responsibilities, which can sometimes be sudden. Moreover, the workplace can shift quickly with technological innovations, shifting social landscapes, global trends, and unexpected market turns. This can also require new training or shifts in company strategies to maintain a company’s competitive edge. Thus, an ideal employee can adapt to changing circumstances. This skill benefits the employee in making progress within the company, and allows companies to evolve as needed.

 

5) Motivation
Employers value motivation as it helps propel a company forward. Employers and managers do not have to worry about micromanaging employees, and can instead focus their efforts on getting their own tasks completed. Motivation entails being dedicated and attentive towards the responsibilities of the job, wanting to succeed, and producing high-quality work. It is beneficial for employees to be motivated because it communicates that they are excited to grow and achieve, which can help them advance their careers. Lastly, motivation contributes towards building a reliable and diligent employee base for a company.

 

In the professional sphere, there is a large emphasis on hard skills that sometimes people forget soft skills are just as vital. Having the knowledge to completing tasks is great, but without having interpersonal skills, appropriate behaviors, and solid work habits, it is challenging for an individual to be a well-rounded candidate and employee.

In the At eNamix, we specialize in finding well-rounded candidates that have the necessary hard and soft skills that will make them an invaluable asset to your company. If you’re looking for job candidates, we can help! Contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> The Current State of the Workplace http://quantilus.com/uncategorized/the-current-state-of-the-workplace/ Wed, 24 Nov 2021 15:18:57 +0000 https://enamix.com/?p=4717

The Current State of the Workplace

Among the many seismic shifts brought by the pandemic, one of the most significant changes is how people view the workplace. As companies abruptly shifted to the work-from-home model to adapt to COVID-19, questions arose regarding what employees value, what measures truly promote productivity, and what people look for in the workplace. Furthermore, the topics of work-life balance, mental health, and the employee experience have become a mainstay in popular discussion.

 

As the pandemic continues to upend decades of 9-to-5, office-centric work, employers and employees have since discovered alternative ways of accomplishing tasks, navigating challenges, and managing productivity. As employees continue to rethink their values, especially regarding their employment, the workplace will continue to adapt to fit evolving needs.

 

The State of the Workplace Before the Pandemic

 

Before the pandemic, working in an office was the norm. For context, 47% of employees had never worked from home. Instead, employees went to the office, sat in a cubicle, finished their work, and traipsed home.

 

Working from home was considered a perk for select individuals that had special circumstances. One of the few instances that commonly was acceptable to work from home was when an employee needed to be located in a different geographical area to complete their job. For example, a small public relations agency based out of Atlanta might need a few remote employees in different cities, such as New York City and Chicago to expand their reach into different markets. However, this all changed in March 2020 when the outside world started to shut down due to COVID-19.

 

How the Pandemic Affected the Workplace

 

Currently, more than half of the global workforce is working remotely. That’s a stark difference from two years ago when the majority of people had never worked from home before. In response, employers are now rethinking the workplace and how to proceed moving forward.

 

When debating a remote vs. office workforce, employers discovered that people could accomplish most tasks remotely without drops in productivity or quality, while saving money by avoiding office rent. Additionally, employees appreciate remote work because of the flexibility it provides, not being burdened with long commutes, and avoiding office distractions. However, shifting to the work-from-home model has illuminated issues as well. This includes the need for defining better boundaries between work and personal life, better means of communication among team members, and addressing the lack of employee engagement.

 

How Employers are Reorienting the Workplace

 

The pandemic has highlighted inadequacies in the workplace. Some employers have responded to these issues by reevaluating employees’ roles, needs, and benefits.

 

1)  Increased Focus on Mental Health

As the pandemic played out, people were forced to spend inordinate amounts of time in their homes and drastically reduce in-person social interactions. Compounded by the fact that work from home became the norm, employees had very little opportunity to engage with others which took a toll on peoples’ mental health. In fact, 16.6% of respondents in a survey conducted byreported their workplace environment had an entirely negative or primarily negative effect on their mental wellbeing.

 

Consequently, conversations around work-life balance and employees’ mental health have become more of a priority for employers. Employers are focused on implementing measures that help encourage a healthy work environment. For example, salaried employees at Netflix receive unlimited paid time off, but with travel restrictions in place, people were opting to work instead of taking vacations. To solve this problem, company leadership encouraged employees to use their vacation days, and some teams even rotated mandatory days off.

 

2) Recognizing What Actually Appeals to Employees

The Diskette survey also debunks the belief that workers are drawn in by flashy perks, such as complimentary snacks and pool tables. Their preferred workplace provides the necessary flexibility to maintain a work/life balance over having a brag-worthy office filled with video games and vertical gardens.

 

With work-from-home becoming the norm, employers must offer what employees value, including reasonable working hours, robust time-off policies, physical and mental health support, equitable salaries, and effortless digital communication between teams.

 

3) Shifting to Remote-First or Hybrid Models

Buffer & AngelList’s 2020 State of Remote Report revealed that out of 3,500 workers, 98% would like to work remotely for part of their career, and 97% recommend remote jobs. The Diskette survey also found that department heads and executives are more likely to opt for remote working than their entry-level counterparts.

 

Having recognized the multiple advantages of remote work, companies have started incorporating it into their models. Companies like Twitter, Facebook, Shopify, Hitachi, Slack, and Quora have gone remote permanently. Companies like Microsoft, Spotify, Target, Ford, and Adobe have introduced hybrid work models. In the latter case, employees work from home, typically two-three days per week, and work at the office for the remainder of the workweek.

 

A Gallup Poll conducted March 30th-April 2nd, 2020, found workers with employers offering flex-time or remote work options grew from 39% to 57% in a matter of three days. This trend is quickly solidifying as the norm as flexibility has become a priority value for today’s workforce.

—

Employers must adapt to evolving work models and address what employees value to thrive in a post-pandemic world. Workplaces need reshaping from the ground up to appeal to employees, boost their productivity, and operate without compromising revenue. Without evolving to fit employee demands, companies will find it very challenging to operate successfully.

 

Is your company looking to hire fresh talent to revamp your workplace or bring new ideas to the table? Or are you looking for a career move? If so, eNamix would love to talk with you! Contact us today at info@enamix.com to set up a consultation with one of our senior account managers.

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]]> Recruiting for Government Projects http://quantilus.com/uncategorized/recruiting-for-government-projects/ Sat, 18 Sep 2021 19:22:52 +0000 https://enamix.com/?p=4581

Recruiting for Government Projects

Recruiting and staffing is a challenging and rewarding career path, as it is a position that helps individuals land new job opportunities that can impact the rest of their lives. It involves researching and reaching out to professionals, preparing individuals for interviews, guiding candidates through the hiring process, negotiating salaries and benefits, and more.

 

However, how does this change when a recruiter looks to fill job vacancies for government projects, compared to commercial projects or companies? To learn about these differences, we sat down with Anuradha Rao from EPS Corporation to record an insightful podcast episode on the topic. Anuradha is a Sr. HR & Talent Acquisition Manager with more than 20 years of experience in human resources and recruiting. Throughout the last four years, Anuradha has been focusing her efforts on recruiting for federal government projects, so she is exceptionally well versed in the differences between recruiting for government and commercial job positions. Discover the unique requirements that candidates must meet when pursuing roles on government projects.

 

Clearances

 

Government projects require candidates to have the proper clearances to be considered for the job. Clearances are a determination by the government that grants a person eligibility to access classified information. Therefore, one of the first steps a recruiter takes when recruiting for a government project is verifying whether the candidates possess the correct clearances for the job position, as there are numerous types of clearances.

 

Furthermore, one of the most significant dilemmas with clearances is the length of time the process takes. Anuradha states that it currently takes around a year and a half for individuals to obtain the proper clearances for the types of federal jobs she is tasked with recruiting. This lengthy process has led to a shortage of qualified workers since the demand for individuals with these clearances is high, but few people have gone through the process of acquiring them.

 

Language

 

United States federal projects take place across the globe in countless countries. Therefore, when projects occur in countries outside the U.S., it is highly beneficial for the worker to know the country’s official language where they are stationed. This allows the workers to effectively communicate with native personnel who may also be working on the project, leading to a smoother workflow and better project results.

 

Additionally, speaking the native language makes adapting to new living situations easier since individuals can communicate with the local citizens in their everyday lives. This leads to happier and more satisfied employees since they do not have to worry about a language barrier impeding their day-to-day lives. So, whether that looks like bargaining prices at the local market or figuring out how to enroll a child in daycare, knowing the official language is highly beneficial.

 

Skillset

 

As with most jobs, positions on federal projects require unique skills that are learned through experience. However, recruiters for government projects commonly come across candidates that do not have the required experience listed on their resume but are actually qualified for a position. This is often because government positions require unique and niche skillsets that candidates may not think to include on their resume. Therefore, recruiters have to routinely speak with potential candidates to uncover the other aspects of their experience to see if they will be a good fit for the role.

 

Suppose a recruiter speaks with a professional and they discover the candidate has the appropriate experience. In that case, the recruiter will often work with the candidate to edit their resume, so it communicates the desired skills and experience. Moreover, a crucial aspect of identifying candidates with the right skills is knowing the industry-specific lingo that potential candidates use on their resumes or in conversations. Understanding the jargon helps recruiters quickly sort through candidates and recognize when a candidate might possess the necessary expertise or has transferable skills.

 

Sourcing Candidates

 

Sourcing qualified candidates is a significant hurdle for recruiters staffing for government projects. To find candidates that have experience working on government projects and have the necessary clearances, recruiters often look in designated spaces for government employees. For example, Anuradha has identified around 55 organizations that work with veterans, and she emails them monthly with job openings she is looking to fill. These organizations will then post these openings on their website or send them out to their members, thus providing Anuradha with a list of promising, qualified candidates.

 

Furthermore, Anuradha mentions additional methods of sourcing candidates that prove successful, including employee referral programs and participating in outreach programs. Anuradha holds several outreach program sessions per month where she helps transition service members out of the military and into the next phase of their life. These sessions accumulate a pool of candidates with various skills that have prior experience working for the government while also possessing clearances.

 

While recruiting for commercial and government projects is not entirely different, unique circumstances exist when recruiting for federal positions. It is essential to recognize and prepare for these conditions if an individual wishes to recruit for government projects or is a professional that desires to land a position on a government project.

 

If you are interested in more content in the realm of recruiting, conquering the job search, career advice, and more, be sure to check out our other InnerView podcasts here.

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