All posts by Melissa Glenny

About Melissa Glenny

Melissa is a 17 year veteran of the Staffing Industry and founder of Franklin Professional Associates. Melissa and her husband live in Central Massachusetts with their two daughters. They enjoy running, writing music, gardening, wine-making, and sailing around Boston Harbor during the summertime. Melissa is passionate about developing relationships and spends much of her time focused on Business Development, Community outreach and leadership initiatives.

Career Planning: Top three tips to get Unstuck

  1. Stop saying “should”

Here’s the danger of shoulds when planning your career, or your life for that matter. Every time you believe that you should do something, you are implying that you neither want nor need this, but somehow you feel required to do it. These shoulds will create dissonance in your heart and mind which will drain your energy and take your focus off of what is truly going to guide you towards your vision. If you base your plan on being accountable for the shoulds, you are limiting your opportunities as you make your career decisions. It would be like driving a car with your foot on the gas and the break at the same time. The goal is to eliminate as many shoulds as possible or as Tony Robbins cleverly states it, “Stop shoulding all over yourself!”. Shoulds need to either be reclassified as a need or a want, or else be taken off the table entirely.

  1. Get clear on what you need

If the goals that you are setting are based on what you really need and want out of life, you will have the belief, clarity and motivation that will make you more likely to achieve them.  If the goals you are setting are meeting someone else’s wants or needs, or based on your shoulds, you will probably find it frustrating to try to attain them.  It is extremely important that you take the time to explore and identify your actual needs. Once you have identified these, you are now beginning to identify what it means to be successful by your true personal standards.

In career planning, it’s important to have a vision and set clear goals in order to align yourself with your longer-term vision. Your wants and needs are the foundations on which you set realistic and attainable goals.  It’s critical to categorize your needs and your wants because it guides you through a powerful process that will help you prioritize your goals and most importantly, shake out the shoulds that we often mistake as true needs.

  1. Prioritize and plan

It’s time to prioritize your goals based on the needs and wants that will be satisfied with your career. Very simply, your needs are the things that are essential to survival. This is a very personal area and most people significantly over-estimate what they truly need. Your wants have more to do with enriching your life. Remember, you can’t enrich something that has fundamental bare spots.

I recommend taking pen to paper for this process and be ready to revise. The trick to doing this effectively is to “ask like a two-year-old”. That goes like this: “Why….why…why…”  You’ll be setting out to prove to yourself that something is truly a need, or not.  True needs are aligned with our natural priorities. Understanding them and putting them in their proper place is fundamental to the pursuit of happiness.

If you are feeling stuck or unsure of what direction to take in your career planning, use these 3 simple guidelines to get unstuck:

  1. Formally write down what you NEED to live at survival level.
  2. Clarify what you WANT as well as when and why you want it.
  3. Eliminate the SHOULDS that you have become tied to.

Now, you can define your career plan to support your basic needs and work calmly towards satisfying your wants.

 

 

Don’t Be “Too Slow” To Hire

Recruiters today are finding themselves in a highly candidate driven market.  In order to hire the people you need, you may be required to adopt different strategies and tactics to effectively attract and hire new talent.

A 2017 recruiting trends report from Top Echelon, based on input from more than 5,000 recruiters, pointed to two key sources of stress for recruiters:

  • Sourcing qualified candidates (35%);
  • Clients who are too slow to make offers (30.8%)

Being too slow to make offers and hire employees is particularly troubling when the most common complaint  is that “there aren’t enough candidates to pick from.”  Clearly, moving quickly to make a hiring decision and extend an offer is critical.

Use Social Media

It’s also critical for employers to have a firm grasp of what appeals to today’s most sought-after candidates. Millennials are projected to make up over half of the workforce by 2020 and they are currently the most sought after employees.  Ashira Prossack, CEO of Millennial Mastermind, a consulting firm that helps bridge the gap between employers and millennials, says that “Companies and recruiters must reevaluate their hiring strategies to attract this younger generation of workers.”  That means moving beyond traditional recruitment methods to connect with candidates on the platforms they use the most.  You need jobs to be posted on multiple social media sites rather than relying exclusively on job boards.  Because this generation lives on their mobile devices, they expect to be able to apply for jobs quickly and easily through their smartphones.  Therefore, creating a mobile-optimized app to maximize recruiting efficiency is a top priority.

For HR professionals, a good starting point for determining the type of adjustments needed is to conduct an internal audit or analysis to determine:

  • Average time-to-hire, by position or job category:
  • Number/percentage of opt-outs or incompletes during online application process;
  • Ratio of accepted-versus-rejected offers and reasons for rejection.

In each of these areas, it can be helpful to analyze results based on various types of jobs, such as by department, by manager, by position, for hard-to-recruit positions, by type of application (email vs. desktop vs. mobile), ect.

Recognizing that time-to-hire is critical in a candidates’ market, anything that HR can do to help streamline the applicant review, interview and offer process can go a long way toward boosting the odds that your most desired candidates are likely to accept your offer.

 

Employee Benefits: How to Keep Up and Stand Out

Traditional employee benefits have long been the cornerstone of benefit packages. While traditional employee benefits will remain a staple, their power to “wow” prospective employees is becoming overshadowed by more outside the box benefits.  As you strive to  keep up and stand out in the employment market, the impression of your benefits package will be mostly defined by the unique benefits you offer.

When considering how to invest in employee benefits in a way that helps you attract and retain great people, it’s important to start by considering what your target employees truly value. For example, Millennial workers are more open to paying high-deductible health plans and likely to appreciate the value of Health Savings Accounts. On the other hand, they are not likely to put emphasis on long term disability.

At various stages of life, people appreciate things differently. In my experience, the prevailing soft benefit among people is flexibility. It comes in many forms depending on organizational structure and culture.  The knowledge that an employer will extend whatever flexibility it can to help employees balance life situations with work is an important foundation.  Families with young children are seeking more flexibility in order to balance the demands of childcare. Likewise, other families face concerns over elder care which may come with the same or greater demands. Studies have also found that 35% of millennials would take a pay cut in order to work remotely.

In my company, we start our annual business planning by asking employees to list their top 10 goals for the year.  We’ve even extended that conversation into the interview process when it makes sense. I remind people that we are working to live, so it makes sense to start with life goals when creating the goals and plans of the business.

Consider your employees or prospective employees situations. How can you add value to their lives?  I see more companies offering employee benefits including unlimited time off, hiatus, remote working opportunities, and various wellness programs including financial wellness like student loan repayment and mortgage programs.  No one company is the same so it’s important to know your people and what is important to them and then customize a benefits package that serves them best.

I’d love to hear about your most outside the box employee benefit! Join the conversation or email me at melissaglenny@franklinprofessionals.com.