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“When Dave Donald and I started PeopleShare in 2005, we had a clear vision,” says Ryan Clark, PeopleShare co-founder. “We knew that we could offer employers something that no one else in the industry could, and we knew that with the right people in place, we would quickly grow to serve other regions with our unique approach to staffing. We are grateful for the opportunity to continue to do that every day.” PeopleShare prides itself on its unique approach of bringing more precision, more prep, and more partnership to the businesses and candidates it serves. The company acts as an extension of HR departments and can support businesses with sourcing candidates, resume reviews, and pre-screening interviews. In addition, PeopleShare can serve as a Managed Service Provider to support Hiring Managers’ everyday needs, including the end-to-end process of managing a temporary workforce. About PeopleShare PeopleShare, headquartered in Collegeville, PA, is one of the largest staffing firms in the Mid-Atlantic, Midwest, and Southeast regions. Since our start in 2005, PeopleShare has grown from 2 employees to 40 branches. PeopleShare connects our clients with top talent who hit the ground running from day one. We specialize in mobilizing talent in the temporary, temporary-to-hire, and direct-hire staffing roles in the clerical and light industrial sectors.

Quiet quitting has been a major topic of conversation over the past couple months, but have you heard of quiet firing? Although the term may be new, the concept has unfortunately been a symptom of toxic work environments for quite some time. Quiet firing is the act of making someone feel uncomfortable in their role to the point where they feel they can no longer continue in that position. It comes in many forms – a manager not engaging with a particular employee, lack of meaningful feedback, a team member feeling like their ideas are being ignored, and more. What can HR managers do if they suspect quiet firing is happening in their workplace? There are a few ways to address quiet firing in your workplace. Aligned Expectations It's much easier to work together as a team if everyone is on the same page. The more conversations between HR, management and teams, the clearer expectations will be. Without clear expectations, it's easy for certain regular tasks, such as performance meetings and learning about team struggles, to slip through the cracks. If everyone's expectations are aligned, it will be very obvious when they're not being met. Regular Engagement Training Regular trainings are imperative across all levels in a company, but incorporating more engagement trainings for leadership will help with management skills. When onboarding a new manager, conduct engagement and leadership-specific training, then continue trainings throughout the year. In order for teams and employees to grow their careers, ongoing education is important. The same goes for leadership teams! Increased Communication Communication between managers and their teams is the cornerstone of employee engagement. A good leader always knows what's going on with their team and when feedback is required, both positive and negative. Encourage managers to communicate with their teams regularly, even when the conversations become difficult. There is no quick fix for quiet firing, but with the right tools in place, HR can help their managers function at their highest level.

“We are thrilled to be joining our two companies together to provide a unique blend of staffing services to North Carolina and South Carolina,” said David Donald, co-founder of PeopleShare. “DecisionPathHR’s culture is a great fit with ours, and their amazing people and clients will help us continue our U.S. expansion.” Founded in 2012, DecisionPathHR, now a PeopleShare company has four locations – its Charlotte headquarters, along with branch offices in Concord, Statesville, and Rock Hill. Their guiding principles of Commitment, Collaboration and Character fit perfectly with PeopleShare’s values and mission. “Over the last 10 years, DecisionPathHR has provided companies in the Charlotte area with top talent. We plan to continue that under the PeopleShare name, and we look forward to growing our presence in the market,” said Donald. For a complete listing of services that PeopleShare provides, visit their websites at www.peopleshareworks.com/about-us and www.decisionpathhr.com/about-dphr About PeopleShare PeopleShare, headquartered in Collegeville, PA, is one of the largest staffing firms in the Mid-Atlantic and Midwest regions. Since our start in 2005, PeopleShare has grown from two employees to 40 branches. PeopleShare connects our clients with top talent who hit the ground running from day one. We specialize in mobilizing talent in the temporary, temporary-to-hire, and direct-hire staffing roles in the clerical and light industrial sectors.

Quiet quitting – the trend where employees perform only their bare minimum job duties with no effort to go above and beyond – is becoming a more common occurrence in the workplace. According to a survey by the Society for Human Resource Management, 36% of HR professionals say "quiet quitting" is happening in their organizations. Although only 1/3 are actively seeing it, more than half of HR professionals are concerned about it. We explored the meaning of quiet quitting and suggested ways to prevent it in this recent blog post: Quiet Quitting - What it is and how to prevent it. But with these new statistics available, it's time to take another look at the effect of quiet quitting on the workplace as a whole. Of the HR pros who are seeing quiet quitting within their organization, 60% report that their company culture enables this behavior, specifically a lack of engagement. When there is a lack of engagement and communication in an organization, employees lose morale. This is a dangerous cycle to enter into. As morale decreases, quiet quitting increases, which in turn impacts morale for more employees. In fact, 83% of HR pros believe this is negatively impacting morale across the board at their organization. The key to breaking this cycle is employee engagement. Study after study shows that engaged employees are happy, productive employees. The list of ways to promote engagement in your organization is virtually limitless. Check out these resources to learn more about how to keep your employees engaged in their work: Increase Employee Engagement Ways to Promote Team Engagement Download our Engagement eBook here

Hybrid and remote work have been normalized by the pandemic. However, as we enter the fall months, some companies are working to get their employees back into the office. Is it a good idea? The world has changed and people have grown accustomed to the flexibility. It may be tempting for companies to strongly encourage and even force their employees to come back to the office full-time, but do the pros outweigh the cons? On LinkedIn, 17% of paid July job postings offered remote work. That's down from a high of 20% in March. But recently, remote jobs are the ones that attract the majority of applicants – evidence that employees prefer to work remotely. This is an important factor for employers to consider before requiring their teams to go full-time in the office. There is no doubt that in-office work is beneficial. Collaboration between colleagues is incredibly important, and the skills and knowledge newer employees learn from working alongside their teams is great. However, workers have adjusted to collaborating virtually. Some have found that they do better when they are fully remote, and others enjoy a hybrid environment. It's important to learn what other companies in your industry are doing and work with those trends. Job seekers still have options, and you don't want to miss out on attracting new talent or lose your existing employees. Consider talking with and observing teams to learn what works best for them. If they are productive and thriving in a hybrid work environment, it may not be worth increasing the time in office just because the trends are heading that way. Now is the time to make these plans a priority as we approach the new year. Beginning your research, watching the market and trends, and working with your teams to find what best works for you and your company are the best ways to ensure success for your company.

“PeopleShare is honored to be named a 2022 Largest US Staffing Firm,” said David Donald, co-founder of PeopleShare. “Our mission is simple: we connect employers with candidate who hit the ground running on day one. As we continue to grow and expand our reach across the US, our teams will continue to live this mission and drive success for our clients.” SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms, and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing, and online work services. About PeopleShare PeopleShare, headquartered in Collegeville, PA, is one of the largest staffing firms in the Mid-Atlantic and Midwest regions. Since our start in 2005, PeopleShare has grown from 2 employees to 35+ branches. PeopleShare connects our clients with top talent who hit the ground running from day one. We specialize in mobilizing talent in the temporary, temporary-to-hire, and direct-hire staffing roles in the clerical and light industrial sectors.

“Adding two new branches to grow our Chicago footprint is a huge step for us, said Ryan Clark, PeopleShare co-founder. “We’re excited for the opportunity to have an even greater presence in this community.” PeopleShare acts as an extension of HR Departments and can support businesses with sourcing candidates, resume reviews, and pre-screening interviews. We pride ourselves on its unique approach of bringing more precision, more prep, and more partnership to the businesses and candidates it serves. In addition, PeopleShare can serve as a Managed Service Provider to support Hiring Managers’ everyday needs, including the end-to-end process of managing a temporary workforce. About PeopleShare PeopleShare, headquartered in Collegeville, PA, is one of the largest staffing firms in the Mid-Atlantic and Midwest regions. Since our start in 2005, we have grown from 2 employees to 35 branches. PeopleShare connects our clients with top talent who hit the ground running from day one. We specialize in mobilizing talent in the temporary, temporary-to-hire, and direct-hire staffing roles in the clerical and light industrial sectors.

There seems to always be a new trend in the corporate world. Recently, The Great Resignation was all we could read about every time we opened LinkedIn. Now, it's "quiet quitting." Contrary to popular belief, quiet quitting does not involve an employee actually quitting their job. It refers to an employee only doing what is laid out in their job description and nothing more without some form of extra compensation. It is a new way of fighting for work-life balance and moving away from the popular hustle culture. This can be a scary thing for employers to learn about. Of course they want employees to stay engaged and be happy in their job. But they need to balance that with the occasional need to request extra effort or put in additional time from them. There are some things employers can do to prevent their employees from participating in the anti-work movement of quiet quitting. Pay people what they deserve As an employee continues to take on more tasks or is performing exceptionally well, they deserve to be compensated for that. Understandably, it's not always appropriate to increase someone's pay without due process, but there are other incentives that can be considered. Perhaps increased PTO, enhanced benefits or 401k match can be incorporated into your employees' compensation. Employees today seek jobs that will appropriately compensate them for their work. Recognize a job well done It seems simple, but recognition is necessary when you want to keep employees engaged. According to Quantum Workplace, organizations with formal recognition programs have 31% less voluntary turnover than those that don't. Be sure to regularly and authentically recognize your employees hard work. Beyond regular recognition, take an interest in your employees' lives. Learn about their hobbies and interests outside of the workplace. This genuine interest in their lives goes a long way. Prevent burnout Burnout is a main contributor to quiet quitting. Hybrid work has its perks, but it makes it challenging for employees to completely unplug and recharge when needed. If someone is taking PTO, encourage them to leave their laptops at home and enjoy their time out of the office. As a manager, if you notice an employee seems tired or stressed, encourage them to take a day off. Anything you can do to work towards preventing burnout will benefit both your company and employees. In the end, it all comes down to setting expectations and opening the door to communication. Creating an environment where your employees feel comfortable voicing their concerns and expectations is key. The corporate norms are changing, and if you want to keep your employees and attract new ones, organizations must adapt and change with them.

In a recent survey by Visier, 56% of respondents said they stayed connected to work while on vacation. Of those who worked on PTO, 72% of them considered quitting. During the COVID-19 pandemic, most workplaces moved to a hybrid or fully-remote work structure. Many employees have enjoyed this new work style; however, 2 years into hybrid work, the lines of work-life balance are blurred. It is important for employers to not only ensure their employees not only take their PTO, but enjoy it as well! Here are 3 ways you can promote more work-life balance for your employees to help keep them happy: Educate employees about work-life balance Many employees may think they have an understanding of what a healthy work-life balance is, but that may not be the case. As hybrid work has become the norm, more employees are likely working beyond their usual work hours. Some are probably checking in on emails over the weekend. With smartphones, work is more accessible than ever before. Introduce regular training about work-life balance, burnout, and how to turn off work-brain in order to spend time with their friends and family. By communicating these themes regularly, your employees will continue to feel supported and as though work-life balance is not just accepted, but encouraged. Encourage lunch breaks We all remember the days of work lunches. Getting together with our co-workers and stopping at the local café to grab a sandwich and socialize. One of the downfalls of hybrid work is the midday break is often forgotten. It is just as (if not more) important now for your employees to take breaks. During your check-ins, ensure they are taking a lunch break. If someone hits a milestone, or has done an exceptionally good job recently, send them a gift card for a lunch of their choice. Lead by example As a manager, it's your job to show your employees what work-life balance should look like. If you take lunch breaks and vacation time, your team will know that they can also do so, without guilt. In a management position it can be harder to completely remove yourself from work, especially if you have a new employee or are under a lot of project deadlines. Try your hardest to take the vacation time you need. You deserve it too! Work-life balance is a hot topic, as it should be. Continuing to stress the importance of a balanced life is key for your employees' wellness and retention. Need help with your own work-life balance? Contact your local PeopleShare branch to see how we can take some of your staffing needs off of your plate.

In today's job market, not only are companies working to recruit skilled candidates, but also are faced with the reality that their existing employees are leaving. Attracting and retaining talent is among top concerns with HR pros. There are two key definitions HR pros must know when discussing ongoing development. Upskilling: Building upon employees' existing skillsets to help them grow and improve. Reskilling: Teaching them new skills so they can do a different job or explore a different career path. 93% of millennial and Gen-Z workers expect employers to provide ongoing learning opportunities. According to The World Economic Forum, 50% of all employees will need reskilling in the next five years, as the in-demand skills across jobs continue to change. Bottom line? Prioritizing upskilling, reskilling and ongoing development is critical. It could mean the difference between keeping and losing good employees. How do you get started? Before you focus on upskilling and reskilling, take a self-assessment of your existing culture. Is continued learning supporting? Do you support or require professional skills development? You should be working with your employees to create a personalized learning and development plans. By learning where they see themselves in the next year, what skills they want to enhance and any new skills they want to learn, your employees will know you're investing time into their development. Sydney Durenberger, Learning & Development Manager at PeopleShare, shared her thoughts on the importance of ongoing development: "Ongoing training and development is essential. The candidate market, competition, and technology is always changing. To stay competitive and cutting edge, you have to continue to grow and develop yourself as well. Embrace collaboration and exploring trainings/webinars/certification courses as a team. Share takeaways and grow together. Training should be fun, and it's always about how you approach it. Be vulnerable. Try new things and always switch things up!" The most important thing you can do is understand your employees' needs and goals. If you want to retain your great employees and attract new ones, create an culture of ongoing development, upskilling and reskilling.

Keeping up with employee engagement trends is necessary in today's world and job market. Employees know what they want, and ensuring they're happy and motivated at work is key. Intrapreneurship is entrepreneurship within an existing organization. Encouraging your existing employees to take the initiative to create a new product or service within the organization has many benefits across the board. Here are 3 ways to get started: Identify a team of intrapreneurs To get started with an intrapreneurship program you must first choose a designated team. This group of individuals will work together and brainstorm innovative ways to improve the company culture and propose fresh ideas or products. Keep an eye out for those who go above and beyond, are creative and innovative. Spotting the intrapreneurial spirit within your employees is the first step to ensure your team is ready to take on this exciting new challenge. Provide time Sometimes, the best and most creative ideas come when they are least expected. When you're in a meeting or having a conversation with a colleague is usually when your creative juices really start flowing. Time is needed for the team to meet and have a designated time to discuss any and all ideas. Although the team will have a set meeting time, encourage them to continue thinking of ideas between meetings. The ideas that come up through collaboration could be the next big success for your company! Recognize success & failures Although we all want to come up with a successful idea, that's not always the case. Through trial and error, that's where the greatest ideas come from. All though you want to recognize and reward success, you don't want your team to fear failure. Promote the idea of failing forward, encouraging your team to learn from their mistakes. In order for these great ideas to come to life, you want your team to feel completely confident and comfortable presenting all of their ideas! Nobody knows the ins an outs of your company better than those who have been with you for awhile. Getting your employees involved in new and creative will continue to keep them engaged at work. Not only are your employees continuing to grow and develop, you never know what the next genius idea for your company could be!

As the summer months fast approach, many want to sit back, relax and push their job search off until fall. It's been said that the summer time is the worst time to try and land your next job, but that's not the case. Even though business may be slower, hiring does not slow down, especially in this current job market. There are many reasons to kick your job search into high gear. Here are 3 of them: There's less competition As much as you've heard that summer is a bad time to search for a new job, others have as well. Because of this, there will be less competition for you as you embark on your search. Hiring managers will not be as flooded with resumes as they are during other months, which puts yours at the front of the line. (Pro tip: Even though there is less competition, you still want to ensure your resume is in great shape, check out our blog post for resume tips.) Easier transitions Typically, businesses across the board slow down their day-to-day operations in the summertime. This slower-than-usual pace is the perfect time to transition into a new position. You have time to get used to your new role, co-workers and duties. Adjusting to a new job when it's a slower time will ensure that you are ready to go when business picks back up! You're more available With the world slowing down, there's a good chance you are also more available. With more time on your hands, you can dedicate a good amount to your job search. Between updating your resume and cover letter, scheduling interviews and finding people to network with, you will be putting your best foot forward. It might be easy to fall into "sit back and relax" mode this summer, but that will just prolong your job search. Take advantage of the time you have and continue to look for that next great job! Looking for the next step in your career? Visit our job seekers page to see our available positions today.

June is Pride Month. Although we should always work to make the workplace as inclusive as possible, now is a great time to revisit existing plans and policies and see where improvements can be made. SHRM recently suggested a few steps management can take to improve inclusivity in the workplace. Make your teams feel supported and included Foster an environment of respect Provide inclusivity training Make your teams feel supported and included There are a few steps employers can take to ensure they’re doing all they can to make their teams feel supported and included in the workplace. A solid first step is going through existing policies and updating them to include LGBTQ individuals. Using inclusive and neutral language when writing your policies is key. Foster an environment of respect As an employer, it is your responsibility to foster an environment of respect by setting expectations for inclusion and communicating them with employees. Not only do you want all of your employees to feel comfortable and respected by their teams, but they also need to know they can come to management or HR with any issues. Let your team know they can share as much or as little as they’re comfortable with. Knowing they have a support system in the workplace is important. Provide inclusivity training Finally, integrating regular inclusivity training will help all employees stay up to date on policies and any changes. Rotating different LGBTQ topics into your regular training schedule is one way to consistently promote an environment of inclusivity. Although these are just a few small steps, they will make a big difference when all are put into effect. Inclusivity starts with leadership. By setting these examples, your teams will feel the difference. Be sure to check out the SHRM website for more tips and suggestions.

As Memorial Day approaches, it is time to recognize those who lost their lives while serving in the United States Military. Although it pales in comparison to the contribution of our veterans, we are proud to do our part through the PeopleShare Veteran’s Program. 4.4% of veteran’s are currently unemployed. In addition to actively recruiting veterans to fill our clients’ open positions, for each veteran we place, we donate $100 to a charity that helps support troops and their families. One of those organizations is The 98 Fund. Founded by members of the United States Military Academy Class of 1998, The 98 Fund works to support the children of fallen classmates through scholarship funds and Veteran-led retreats. The 98 Fund also provides help to classmates who returned from combat different than the way they left and creates opportunities for children to preserve the memories of parents they’ve lost. Chris Williams, PeopleShare Senior Vice President, attended West Point with the founders of The 98 Fund and introduced us to this incredible organization. In honor of Memorial Day, we are donating $5,800 to The 98 Fund in honor of the 58 veterans we have placed in employment thus far in 2022. We are honored to be able to support this awesome organization through our Veteran’s Program and look forward to the rest of the year. Thank you to our veterans for your sacrifice, courage and example you set for us all. And may we all continue to remember and honor those who have given their lives for our freedom.

May is Mental Health Awareness month. According to the National Alliance on Mental Illness, nearly 1 in 5 adults reported a mental illness in 2020. 71% of adults reported at least one symptom of stress. With all the changes we have seen in the workplace, and the world, it is more important than ever to show your team support. Understand how mental health impacts employees In order to efficiently support your employees, it’s first necessary to fully understand mental health and how it can impact your team. Take note of behavior changes. If someone seems especially stressed, reach out and suggest they take a breather and get some fresh air. Consider providing managers with a mental health training so they can learn to recognize the signs of emotional distress and how to handle these situations. Promote well-being Work-life balance is imperative, and with so many of us working remotely, it’s easy for those lines to get blurred. Be sure to promote balance and wellness to employees. Allowing some schedule flexibility when necessary or organizing an office yoga class can not only ease minds, but can also increase employee engagement. Communicate and acknowledge It is important for your team to know they can disclose as much or as little as they want. Ensuring that they feel comfortable to ask for help if needed is imperative to creating a healthy workplace. Utilize employee communications to regularly promote awareness about the importance of mental health and stress management. With regular communication, your team will not only receive helpful tips to manage stress, but will also feel comfortable and understood by leadership. Creating an environment where employees feel supported and heard is important in today’s world. With regular communication and feedback from your team, you will be able best assist when and if needed.

Job interviews are a stressful thing, but there are some things that can be done beforehand to help ease any anxiety you may be feeling. These suggestions may seem small, but they are surefire ways to calm your nerves so you’re ready to ace your interview. Top 4 Interview Tips: Be punctual Do your research Practice before the interview Master your personal bio Be Punctual Punctuality is always important, especially when going on an interview. Whether it’s virtual or in-person, it is imperative you are on time. Better yet, arrive 10-15 minutes early. Not only will this make a great impression on whomever is interviewing you, but it will also help you feel prepared and not rushed! Bonus tip: don’t show up too early, as this may make your interviewer feel pressured to get the interview started. Do your research Feeling prepared prior to an interview is going to greatly improve your confidence. Do a deep dive into the company, their values, and what exactly they do. Often, your interviewer will ask why you want to work for their company, and you want to have a solid answer prepared. Do some additional research into the job position and duties. Fully understanding what the job is will not only further prepare you for the interview, but also help you decide if this is a job you’d like to have. Practice before the interview We’ve all heard the saying – practice makes perfect. So, why not practice your interview? With a friend or even by yourself, run through a list of common interview questions (find our list here) and practice your answers. It may feel silly, but practicing your answers will bring light to areas that you may need to brush up on and help your confidence with those answers you already have down! Master your personal bio It’s inevitable – in every interview you will be asked about yourself, your past job experience and your future career goals. It is important to have a clear and concise answer prepared that you’re ready to speak on at the drop of a hat. Your interviewer will be impressed when you are able to clearly discuss yourself, your goals and previous experience. We know that interviews are stressful, but these tips will allow you to feel more prepared and ready to face anything that comes your way! Are you looking for work? Contact your local PeopleShare branch to learn about any available positions. When you work with one of our recruiters, they run through an interview prep to ensure you are as ready as possible for all of your interviews!

When it comes to interviewing candidates, focusing in on what qualities are most important is challenging. From prior positions to technical skills, it’s hard to differentiate what makes a good candidate a great one. The key differentiator is grit – that all-encompassing soft skill that makes for dedicated employees. In her book Grit: The Power of Passion and Perserverance, Duckworth explored how finding candidates with grit can help companies find great talent. She recommends changing interview from the traditional structure to one that highlights these soft-skills and gritty characteristics. How do HR managers seek out grittiness? 1. Talk to candidates about their failures as well as successes It’s easy to only want to highlight jobs well done, but failure is an important step to get to success. Admitting failure and mistakes is not easy, and being able to do so shows strength. 2. Be open about job challanges from the start As an HR manager, you want to portray the highlights of the job you’re hiring for. A candidate with grit will not back down when learning also about the challenges of a job, in fact, they will likely find it more appealing. 3. Learn how candidates operate under the pressure High pressure situations are going to happen, and you want a candidate who can keep their cool. Learn about how they stay calm in these situations. Don’t be afraid to ask about a time they haven’t and what they learned from that situation. 4. Ask about pursuits beyond their career goals Passion is a key ingredient in the making of gritty candidates, so ask about their hobbies and pursuits outside of work. You can learn a lot about a candidate based on their hobbies! Once you find gritty candidates, keep them interested by discussing your companies continued training and growth. Finding great candidates is just the first step, you must then continue to provide perks so you can retain them.

HR managers often wear many hats. From managing existing employees and their needs, to working tirelessly to recruit and attract new candidates and employees, it’s easy to push certain tasks off to the side. Being proactive and getting ahead of these common problems and mistakes are key to avoiding any large HR issues. It may seem overwhelming, but there are a few simple ways you can ensure your company is not making these common mistakes. Below are seven common HR mistakes companies make and how you can work to fix them: These tasks might seem a bit daunting, but they don't have to be. PeopleShare is here to help you with all of your recruiting needs! We can take charge of your talent acquisition tasks so you can handle the important HR tasks for your company. Our recruiters are experts in everything talent acquisition and recruiting, they will help you find the ideal candidates and employees for any position you are trying to fill. We help our clients take the guess work out of recruiting, let’s hit the ground running!

Licensed healthcare insurance agents are hard to find and retain. Turnover is high, agents are expensive, and recruitment costs are higher than ever. To remain competitive and ensure they have the most qualified agents on board, companies need to implement innovative recruitment and engagement strategies. Here are five approaches our licensing clients use to hire and keep licensed agents. 1. Don’t hire a license. Hire for quality. Right now, most top-tier licensed, experienced agents are either happy where they are or they’re too expensive. Even if they are happy, it’s not unlikely they’ll jump ship for an extra 50 cents an hour or less. Right now, there are 152 job postings for every one licensed agent candidate. That means each agent has their pick of 152 jobs to choose from. Competition among employers is intense. Limiting your candidate pool to just licensed agents also eliminates many potential employees from your search. A smarter approach is to focus on finding quality candidates with the right skill set and cultural fit for your organization. Once these candidates are identified, they can then go through the process to obtain their licenses. Newly licensed agents are a more affordable option without sacrificing quality. 2. Sometimes the best salespeople are non-sales-y people. The role of healthcare insurance agents has evolved over the years. They’re essentially salespeople. Typically, the word “salesperson” elicits an image of a fast-talking, gregarious person who commands the center of attention. However, studies have shown that extroverts are less successful at making sales than people with more moderate social temperaments. And in high-volume call center environments, persistence – a quality typically found in introverts – was more important to success than sociability, which is usually associated with extroverts. 3. Try before you buy Before making a full-time hire, bring candidates on for a temporary project or on a contract-to-hire basis. Large insurance companies typically need thousands of call center agents during their Annual Enrollment Period. Working with a staffing company to fill these seats gives you opportunity to review employees’ performance commitment-free. 4. Be a company that people want to work for. We are in a candidate-driven market. There are a variety of incentives employers can offer to make candidates want to come work for them and stay. Flexible work schedules. Happy employees may leave a job if it doesn’t offer some type of flexible working arrangement. Schedule options that offer remote work, flex time, compressed work weeks and job sharing are important retention strategies to consider. Non-pay incentives. Pay rates are important, but they are only one piece of the compensation package. Competitive benefits are also a factor, as are paid time off, commission options and opportunities for growth. Cultural fit. According to a recent LinkedIn study, 70% of people would not work at a leading company if it meant they had to tolerate bad workplace culture. A good staffing partner will work with you to understand your culture, so every candidate they send your way is a fit. 5. Always be hiring. Don’t wait until right before your AEP to start hiring agents. Hiring early gives you access to the best available candidates. Supply is limited; get to candidates before your competitors do. Your agents will also be much more productive and profitable is they’re fully oriented before your AEP starts. You want them past the learning curve by the time your busy season gets underway.

Hybrid and remote work are now the norm, and they don’t seem to be going anywhere anytime soon. Although working from home has its perks, there are certain aspects of in-office working that many employees miss – more specifically, engagement and sense of community. Here are four tips that will help you and your team continue to feel engaged in the workplace, no matter where your office is: Set clear expectations It’s easy to get off track in the digital world. When working from home, job expectations can get lost in translation. As a manager, you may not want to constantly message and call your employees, but it is important to ensure they are confident in what is expected of them. Whether it’s about a specific project or general job responsibilities, make sure your employees have a clear understanding of your expectations. Have regular 1-on-1 check-ins Regular meetings are imperative to keep employees engaged and ensure a sense of community. This is a great way to keep up with your team and give them the opportunity to ask questions and raise any concerns. Use the check-ins to discuss work, upcoming projects, give kudos or chat about areas of improvement. It’s also a great way to connect outside of the workplace. Asking about how they are and what’s going on in their life allows you to connect to your team beyond daily work. Increase virtual team activities In today’s virtual world, everyone finds themselves in their own bubble. Even though we have regular virtual meetings, it’s never the same as getting together in person. Finding creative ways to engage your team virtually is a challenge, but it’s not impossible. Take advantage of the virtual time you already have together to do something fun and different. Check out PeopleShare’s recent blog for ideas to liven up your team meetings and engage your employees! Prioritize Employee Appreciation We’ve all had a project or presentation we’ve poured our heart and soul into, and hearing that extra word of congratulations made the hours of work worth it. You know your team works hard and it is important to let them know how much you appreciate all they do. Make it a priority to acknowledge a job well done. By regularly recognizing your employees, you can increase productivity, improve team culture, decrease turnover and much more! Whether it’s a social media shout out, a team award, or even a quick email, you will be shocked by the effect these small acts will have on your team! It’s more important than ever to keep your employees engaged in their work and with their teams. Be proactive and make sure they continue to feel seen and heard. Keeping an open line of communication is the best way to stay on top of issues before they arise. Virtual work has its benefits, but it is your job as a manager to try and ensure things stay as normal as can be!

With the rise of work from anywhere, interview from anywhere and an easier interview process, employees are now looking for new and better opportunities. What does that mean for recruiters? You need a constant stream of potential candidates to fill these vacated positions. Talent is going to cost more in 2022 than ever before. Employers will need to invest more into recruiting and hiring. What must recruiters do to communicate their message in their job? Flexibility – This is a MUST in job postings. From 2019 to 2021 there was an 83% increase in posts mentioning flexibility. Work Culture –Show that your company puts their people’s needs first. Skills Development – Show that you will invest in your employee’s growth. Competitive Pay – Just as important as ever. This year, recruiting teams are looking into engagement and experience for their candidates, rather than focusing solely on their hiring numbers. Communication Companies are focusing on the communication of “why their company” and what their company can provide for that employee. Retention Today’s market is HIGHLY competitive. Recruiters need to help preserve and evolve their organization’s culture, which means the new people they are hiring need to fit their culture to prevent turnover. Internal Mobility Programs Current employees are more likely to stay when they feel their company is investing in their career and professional development. On average, people who feel invested at their company will stay two times longer. Remote work makes this challenging, but there are tools and technology to help you stay connected with your employees and make them feel as though they are part of the company, not on a separate island.

Originally published as a guest post on the Chamber of Commerce for Greater Philadelphia’s Member Perspective Blog The cold hard truth is that we are in a candidate-driven market. Yes, employees often want more pay and flexible schedules, but there’s more to it than that. Today’s candidates value transparency and responsiveness, and they expect immediate engagement with their potential employers. Employers who recognize this are more successful in their hiring and retention efforts. Gallup’s latest State of the Global Workforce report says that highly engaged business units achieve 59% less turnover and 21% greater profitability. There are a variety of things you can do to make candidates want to come to work for you and stay: Create a positive candidate experience right out of the gate. Make it company practice to create a great interview process. From your very first conversation, be transparent, intentional, and responsive. Align all internal stakeholders at the onset to avoid scheduling delays. You can no longer afford a 3-week interview process. In that time your best candidate will have taken a job somewhere else. Make every interaction with them meaningful and continue this engagement after they’re hired. Create an experience they want to keep having. Remember that culture is a huge factor in retention. Employees stay at companies where they feel like they fit in. When you’re interviewing potential candidates, be mindful of your company culture and anticipate how that candidate is going to mesh with it. Even the most qualified candidates aren’t going to stick around – and could damage your existing culture – if they don’t like coming to work every day. Be creative with incentives. As a baseline, your pay rates need to be competitive. But what if they already are and you can’t go any higher? Maybe you can offer a remote work environment, or a hybrid/flexible schedule. If your schedules are fixed, think about other incentives you could provide. Training and development? Employee events? Onsite yoga? Development opportunities? Career pathing? The options are virtually endless. If you need ideas, go right to the source; ask your employees what they’d like (and make them feel even more valued in the process)!

How companies can retain top talent has been a theme throughout all of 2022. One of the most beneficial ways to retain employees involves open communication. We've sent out surveys and talked to our teams in meetings, but there's another form of communication that helps employees feel even more heard. Stay interviews are planned meetings with an employee so leaders can learn ways to improve, why people are staying with the company, and reasons they may leave. These interviews should be scheduled separately than regular one-on-one meetings. Be sure to give a few days of notice so each employee can prepare their thoughts and any questions they want to ask. It's important that managers come to the interview prepared as well. Some good questions to ask include: What would make your work more meaningful? How do you like to be acknowledged? What are you learning here and what do you want to learn? When was the last time you thought about leaving and why? What can I do to make your job better? Before diving in with your questions, ensure your employee knows they can share their honest opinions, and that their feedback will be used only in a positive way. As a leader, you may learn some things your company is doing well and should keep on doing, but you also may uncover some weak areas that need improvement. A stay interview is a great way to learn more about your employees and ensure that they feel heard and comfortable bringing things to the attention of company leaders. Integrating one or two stay interviews per year will provide another way to regularly receive feedback and ensure your company stays on top of leading issues that could leave to losing good talent. When planning for 2023, consider adding stay interviews into a regular rotation with your teams.

Social media has become a part of our daily routines. Whether we are scrolling through Instagram or learning something new from a Facebook group, most individuals find themselves on social media at some point throughout the day! Many view social media as a mindless activity, but it can actually help you with your job search. Below are 5 ways you can use social media to help with your job search: Follow companies that interest you Staying up to date with companies via their social media pages is a great way to keep up with what’s going on. Not only will you be up to date with the company, you’ll also hear about jobs! Many companies use their social media pages to promote new opportunities, and by keeping up with them, you will be among the first to know! Join networking groups Facebook has changed a lot over the years. One of its greatest features are groups. You can find a group for almost anything, from pets to what’s going on in your neighborhood. Some of the best groups on Facebook for job seekers are networking groups. These groups not only provide insight into what jobs are available but give tips on all aspects of the job search. You can ask for help with interviews, your resume and more. Connect and engage with recruiters on LinkedIn Recruiters are the people to connect with on LinkedIn. Their whole job is to promote available positions and find people to fill them! Connecting with recruiters will fill your LinkedIn feed with potential jobs. Engage with their content, let them know you know you’re interested and knowledgeable! Don’t be afraid to proactively reach out to recruiters. At PeopleShare, once you meet with one of our recruiters, you are entered into our database. The best part is, this doesn’t cost you anything! Even if we don’t have a job for you now, we will contact you when you may be a fit for any future positions. Read industry articles Staying up to date with industry trends is a great way to monitor the current job climate. Many times, these articles help job hunters understand what’s going on with their search but can also give tips! When looking for a new job, it’s important to understand what’s going on in the market. Not only will you have an understanding about the industry and job trends, but it will also give you an upper hand when you get into your interview! Show your expertise Social media is a great way to present what you do. Did you edit an awesome video? Write a blog post that was published? Use your social media pages to share these achievements! Think of it as an addition to your resume, another way to reach potential employers and show them all that you can do!

The Great Resignation is making headlines as record numbers of employees are leaving their current jobs. It’s time to re-evaluate the workplace and turn this negative into a positive. Find out how you can turn The Great Resignation into an Opportunity!

Quiet quitting has been a major topic of conversation over the past couple months, but have you heard of quiet firing? Although the term may be new, the concept has unfortunately been a symptom of toxic work environments for quite some time. Quiet firing is the act of making someone feel uncomfortable in their role to the point where they feel they can no longer continue in that position. It comes in many forms – a manager not engaging with a particular employee, lack of meaningful feedback, a team member feeling like their ideas are being ignored, and more. What can HR managers do if they suspect quiet firing is happening in their workplace? There are a few ways to address quiet firing in your workplace. Aligned Expectations It's much easier to work together as a team if everyone is on the same page. The more conversations between HR, management and teams, the clearer expectations will be. Without clear expectations, it's easy for certain regular tasks, such as performance meetings and learning about team struggles, to slip through the cracks. If everyone's expectations are aligned, it will be very obvious when they're not being met. Regular Engagement Training Regular trainings are imperative across all levels in a company, but incorporating more engagement trainings for leadership will help with management skills. When onboarding a new manager, conduct engagement and leadership-specific training, then continue trainings throughout the year. In order for teams and employees to grow their careers, ongoing education is important. The same goes for leadership teams! Increased Communication Communication between managers and their teams is the cornerstone of employee engagement. A good leader always knows what's going on with their team and when feedback is required, both positive and negative. Encourage managers to communicate with their teams regularly, even when the conversations become difficult. There is no quick fix for quiet firing, but with the right tools in place, HR can help their managers function at their highest level.