PRSG? News - Volume 9

Welcome to the ninth edition of PRSG??News - a monthly newsletter compiled by the team at PRSG??to keep you up to date on what's happening in the job market, provide #careeradvice, and share?#hotjobs. With over 60 years of combined placement and hiring experience, we will share original thoughts, as well as industry data and available opportunities for you to take the next step in your career.

In this month's edition you will find:

1. #Macroeconomic?Employment Update
2. #hotjobalert
3. #PreciseAdvice?- Job Search Series:?Building a Target Job Search Title List
4. #PreciseAdvice?– Hiring Manager Series:?7 Reasons Why Hiring Managers Should Consider Candidates with Different Industry Backgrounds
5. #PreciseAdvice?– Pros and Cons of Having a Culture Assessment in the Interview Process
6. #tipsforsuccess - Top Tips from the Team at PRSG??
7. PRSG? #Team Milestones

#Macroeconomic?Employment Update

The September labor report is in, and it's better than expected. Read more at https://www.cnbc.com/2023/10/06/jobs-report-september-2023.html.

#hotjobalert - Check out these and more at https://www.prsgllc.com/find-a-job

Job Search Series:?5 Steps to Build a Target Title List for Your Job Search

By: Melissa Shapiro

Navigating the online job market can be a challenging endeavor, mainly because the job titles you encounter may not always reflect the roles you envision. Companies have their unique ways of labeling positions, and the sheer variety of job listings can be overwhelming. However, with a thoughtful strategy, you can effectively pinpoint job titles that align with your skills and career objectives. Here's a refined guide on how to identify target job titles for your online job search:

1. Conduct a Comprehensive Self-Assessment - Kickstart your job search journey by taking a deep dive into your strengths, skills, interests, and career aspirations. Define the specific roles and responsibilities you are seeking in your next job and identify the job title that best matches your criteria.
2. Research Your Target Companies - Delve into the career pages of the companies you are interested in. Thoroughly examine job descriptions to gain insights into the responsibilities and qualifications required for the various roles. Look for recurring skills or certifications that resonate with your career goals. Additionally, explore the LinkedIn profiles of individuals holding your target job title within these companies. Understand their backgrounds and skillsets, as companies might use unique job titles that don't align with industry norms.
3. Leverage Your Network - Reach out to your network, including friends, colleagues, mentors, and industry peers. Seek their advice and inquire about job titles that match your qualifications and ambitions. Their firsthand experiences and insights can be invaluable.
4. Utilize Advanced Search Filters on Job Boards - Popular job search platforms like LinkedIn, Indeed, and Glassdoor offer extensive lists of job openings. Begin with broad keywords related to your field or your ideal job title and then narrow down your search based on the results. Most of these platforms provide advanced search filters, enabling you to refine your search by location, salary range, experience level, and even company size. Additionally, some job boards standardize job titles, which can help you identify alternative job title variations.
5. Explore Synonyms and Related Titles - Stay open to synonyms and related job titles. For instance, a "pricing analyst" might also be listed as a "revenue management specialist."

You now have enough information to compile a list of job titles that resonate with your skills and aspirations. This list will serve as your job title target inventory when you browse company websites and job search platforms. Remember that the job market is dynamic and constantly evolving. Stay informed about industry trends and emerging roles. Be flexible in adapting your job search strategy as needed, and don't hesitate to experiment with different job titles in your searches. If a particular keyword fails to yield results, explore related terms or synonyms. Persistence and patience are key to your job search success.

Hiring Manager Series:?7 Reasons Why Hiring Managers Should Consider Candidates with Different Industry Backgrounds

By: Debbie Kriess

It’s no secret that in today’s business climate – change is constant, and the evolving workplace landscape requires more flexibility than ever before. This is true in attracting and on-boarding new talent.? While it may be tempting for hiring managers to stick to the tried-and-true path of hiring candidates with industry-specific experience, there are several reasons to consider diversifying your candidate pool from different industries.? A few of these benefits include creativity & fresh ideas, adaptability & eagerness to learn, broader skill sets, team collaboration & problem solving, growth, diversity, and futureproofing:

1)????? Creativity & Fresh Ideas - When you hire candidates with diverse industry backgrounds, you're injecting your team with innovation and creativity. This often brings individuals with unique problem-solving skills and perspectives that can lead to out-of-the-box solutions. Their ability to think differently can be a game-changer, especially in industries where disruption and innovation are key drivers of success.

2)????? Adaptability & Eagerness to Learn - Candidates who have successfully transitioned from one industry to another often demonstrate remarkable adaptability and an eagerness to learn, stimulating more professional development for the individual and energy to your team. They have proven capabilities in quickly grasping new concepts and adapting to unfamiliar environments. In a world where change is constant, employees who can pivot and thrive in various situations can add significant value to your team.

3)????? Broader Skill Sets - Employees with diverse backgrounds bring a wide range of skills to the table. They may have honed skills in their previous roles that are transferable and valuable in your industry. For example, a business analyst or financial analyst in the banking industry may bring perspective to an industrial or technology company, blending data-driven decision-making and creativity in a unique way.

4)????? Team Collaboration & Problem Solving – Employees of different industries often face similar challenges but approach them differently. Hiring candidates from diverse backgrounds can lead to a rich exchange of ideas, best practices and methodologies for problem-solving. This cross-collaboration of ideas can lead to better solutions that draw from a wider pool of experiences.

5)????? Growth - Candidates with backgrounds different from your own can help position the company for growth, whether that be organic with staff expansion, new product launches, or through mergers & acquisitions. The insights of candidates with different employee, vendor and customer behaviors can open up new avenues and help you achieve your management objectives.

6)????? Diversity - Hiring individuals with varied industry backgrounds may promote cultural diversity within your organization. This diversity fosters an inclusive and dynamic workplace, which can improve employee morale, retention, and overall company culture.

7)????? Future-Proofing – Technology advances and consumer/client needs and preferences change. Hiring candidates with diverse backgrounds can help future-proof your organization by leveraging a versatile talent pool that can adapt to emerging trends and challenges.

I’m sure there are even more reasons than those mentioned above why there is value for hiring managers in looking beyond their own industry when seeking talent. ?Please consider the opportunity that expanded and different skill sets can drive innovation and growth. Embracing diversity in experience can be a strategic advantage in today's ever-evolving business environment, positioning your organization for success in the long run.

Pros and Cons of Having a Culture Assessment in the Interview Process

By: Julie Schellhammer

The hiring process is a critical component of any organization's success, and it plays a pivotal role in shaping the workplace culture. In recent years, many companies have incorporated a "culture index" or “personality index” into their interview process to assess whether candidates align with their organizational culture. While this approach has gained popularity, it is not without its share of advantages and disadvantages. In this article, we will explore the pros and cons of having a culture match in the interview process.

Pros of Having a Culture Assessment

1. Cultural Alignment: One of the most significant advantages of incorporating a culture index is the ability to ensure that new hires align with the company's values, mission, and culture. This can contribute to a more harmonious and productive work environment, as employees who resonate with the company culture are more likely to stay engaged and committed.
2. Reduced Turnover: When candidates are assessed for cultural fit during the interview process, the likelihood of hiring individuals who may not thrive in the company's environment is reduced. This can lead to lower turnover rates and save the organization both time and resources associated with recruiting and training new employees.
3. Enhanced Team Dynamics: A culture assessment can help in building stronger and more cohesive teams. When individuals share similar values and work ethics, they are more likely to collaborate effectively, which can improve overall team dynamics and performance.
4. Improved Employee Satisfaction: Employees who feel a strong cultural fit with their organization tend to be more satisfied in their roles. This can lead to increased job satisfaction, higher morale, and ultimately, better productivity.
5. Reputation and Branding: Companies known for their strong cultural values and commitment to cultural fit during the hiring process can attract top talent who are drawn to the organization's mission and values. This can enhance the company's reputation and employer branding.

Cons of Having a Culture Assessment

1. Diversity Concerns: A primary concern with the culture index approach is the potential for bias and a lack of diversity in hiring. Overemphasizing cultural fit may lead to a homogeneous workforce, which can limit creativity and hinder innovation.
2. Stagnation: Focusing too much on cultural fit might discourage the introduction of fresh perspectives and ideas. Innovation often thrives on diversity, and hiring solely based on cultural alignment can stifle creativity and growth.
3. Subjectivity: Assessing culture fit is inherently subjective and can be influenced by unconscious biases. This subjectivity may lead to unfair hiring decisions and a lack of objectivity in the interview process.
4. Slow Hiring Process: Incorporating a culture index can extend the hiring timeline, as evaluating cultural fit requires additional time and resources. This can be a disadvantage in fast-paced industries where swift hiring is essential.
5. Limited Adaptability: Companies evolve over time, and their cultures can change. Relying too heavily on a static culture index may lead to hiring individuals who align with the current culture but struggle to adapt to future changes.

Incorporating a culture fit into the interview process, has both pros and cons. Striking a balance between assessing cultural fit and promoting diversity is crucial for a successful hiring strategy. Companies should continuously evaluate and refine their hiring processes to ensure they attract, retain, and nurture a diverse and dynamic workforce. So, you tell me, are you for or against culture assessments?

#tipsforsuccess - Top Tips from the Team at PRSG??

PRSG? #Team Milestones