Blog - TDM & Associates

Ghosted After the Interview? Here’s What Might Be Happening

Fri, 15 Aug 2025 14:00:07 GMT

You prepped. You nailed the interview. You even got a few enthusiastic nods and maybe an “We’ll be in touch soon.” And then... silence. No email. No update. Just a growing sense of confusion (and maybe a little resentment).

Being ghosted after an interview is frustrating—but sadly, it's not uncommon. At TDM & Associates , we talk to candidates every week who are left wondering what went wrong after a strong interview. Here’s what might actually be going on—and how to regain control of your job search without getting stuck in the waiting game.

First, It’s (Usually) Not About You

We know how personal it feels when a company goes silent after showing interest. But more often than not, it has nothing to do with your qualifications. The real reasons include:

Internal shifts : Budgets change, roles freeze, or priorities shift—sometimes mid-search
Decision-maker delays : Managers go on vacation, get reassigned, or change direction
Disorganized hiring : Some companies lack a clear hiring process or communication protocols
Ghosting culture : Sadly, not every company prioritizes transparency or candidate care

While none of these excuses are acceptable, they are common. Knowing that helps take the sting out of the silence.

What Candidates Tell Us They’re Feeling

If you’re experiencing post-interview ghosting, you’re probably dealing with:

Confusion: “Did I say something wrong?”
Anxiety: “Do I follow up again... or leave it alone?”
Frustration: “I invested so much time—don’t I deserve an answer?”
Discouragement: “What’s even the point of trying?”

You’re not wrong to feel this way. That’s why our recruiting process at TDM is intentionally human-centered —we believe candidates deserve respect, updates, and real feedback.

What You Can Do After the Interview

While you can’t control the employer’s behavior, here are a few things you can do:

Follow up once (maybe twice)

If it’s been 4–5 business days after the interview and you haven’t heard anything, it’s fair to send a brief, professional follow-up. If no response after a second message, it’s time to move forward.

Stay visible

If you genuinely liked the company, follow them on LinkedIn, engage with their content, or keep an eye out for future openings. Sometimes you’re the right fit—just not at the right time.

Keep momentum going

Don’t pause your job search while waiting for one “maybe.” Keep networking, applying, and preparing. Interviews are progress, not promises.

How a Recruiter Can Help (A Lot)

One of the biggest benefits of working with a recruiter? You don’t have to wonder what’s going on. We do the following so you’re not left in the dark:

Communicate regularly about where you are in the process
Give honest feedback (yes, even the hard stuff)
Prep you for interviews so you show up strong
Stay in touch even if a role doesn’t work out—we keep you in mind

We’re here to help you navigate the gray areas with clarity and confidence.

What Makes TDM Different

At TDM & Associates, we’ve built our reputation on clear, respectful communication. Here’s what you can expect from us:

Your résumé is never submitted without your knowledge
You’ll receive updates—even if the update is “still waiting”
We treat every candidate with the same care we’d want for ourselves
We don’t disappear after a “no”—we stay connected

You’ve worked hard to get where you are. You deserve a job search experience that reflects that.

Don’t Let One Silent Company Derail Your Momentum

Ghosting is hard, but it doesn’t mean you’re not a strong candidate. Let us help you navigate the job search with a team who values transparency, follow-through, and real connection .

How to Make Recruiters Work for You (Without Getting Ghosted)

Fri, 08 Aug 2025 17:48:03 GMT

If you’ve ever uploaded your résumé to a job site and immediately received a flood of recruiter messages that went nowhere, you’re not alone.

Working with a recruiter can be one of the fastest ways to land a job—but only if the relationship is built on clarity, consent, and communication.

At TDM & Associates, we believe job seekers deserve more than copy-pasted job descriptions and radio silence. Here’s how to make sure a recruiter relationship actually moves your career forward.

Understand What a Recruiter Really Does

First things first: recruiters don’t work for you. They’re hired by companies to fill open positions. But that doesn’t mean they’re not invested in your success—especially when it aligns with the needs of their clients.

At TDM, we operate on a simple principle: a placement only works if it’s right for both the candidate and the company. That means we:

Never send your résumé without your permission
Only match you with roles that fit your goals
Keep communication open, even if the answer is “not right now”

Be Clear About What You Want (and What You Don’t)

We get it—job searching can feel urgent. But the more specific you can be, the better we can advocate for you. Before reaching out to a recruiter (or responding to one), take a few minutes to define:

Your ideal role and responsibilities
Industries or company sizes you prefer
Non-negotiables: location, schedule, culture, pay range

The clearer you are, the less time we all waste—and the more likely you are to land a role that lasts.

Ask the Right Questions Upfront

Not all recruiters work the same way. And not all will be the right fit for your goals. When connecting with a new recruiter, ask:

Do you specialize in my industry or role type?
What is your placement process?
Will you contact me before sharing my résumé?

These questions help establish a respectful, two-way relationship—and make it easier to spot red flags before you’re halfway through an interview for a job you didn’t want.

Keep the Conversation Going (Even If It’s Not the Right Fit Today)

Sometimes, the timing just isn’t right—and that’s okay. But a single “no” doesn’t mean the relationship is over. If you’ve found a recruiter who communicates clearly and respects your boundaries, stay in touch:

Send a quick update if your availability or goals change
Share a heads-up if you’ve accepted another offer
Stay connected on LinkedIn so they can reach out when a better-fit role opens

A good recruiter doesn’t forget a strong candidate. We keep you in mind—especially when you’ve made the relationship easy and professional from the start.

What It’s Like to Work with TDM

We’ve been doing this for a long time, and our candidate-first approach is what sets us apart. Here’s what you can expect when you work with us:

A real conversation about your goals, not just your résumé
Honest feedback about market conditions and opportunities
Timely updates—yes, even if it’s a “no”
Support that continues beyond placement, not just until the contract is signed

Whether you’re looking for a leadership role in manufacturing, a shift into operations, or something that aligns more with your values—we’re here to help you find your fit.

Ready to Work with a Recruiter Who Actually Works for You?

You don’t have to settle for ghosting, guesswork, or bad-fit roles. If you’re a mid- to senior-level professional looking for your next move, we’d love to get to know you. Let’s make your job search more human—and more successful.

From Résumé to Role

stephanie@tdm-assoc.com (Stephanie Swilley) — Fri, 01 Aug 2025 13:00:08 GMT

What Hiring Managers Actually Look For

You can have years of experience, great technical skills, and glowing references—and still get passed over for a role. Why? Because hiring isn’t just about what’s on your résumé. It’s about the story it tells, the impression you make, and the qualities hiring managers look for that rarely show up on paper.

At TDM & Associates , we’ve spent decades building relationships with hiring teams in manufacturing, engineering, and operations leadership. We don’t just submit candidates—we ask what makes someone memorable, promotable, and trusted. What we’ve learned is this: the people who get hired are the ones who show how they think, how they contribute, and how they fit into a team.

If you’re wondering what makes a résumé or interview stand out, we’re sharing exactly what we hear behind the scenes—and how to use that knowledge to move from résumé to role, confidently.

What Really Gets Attention in a Résumé

Most hiring managers spend less than 10 seconds on an initial résumé scan. That’s not a lot of time to make an impression—which is why clarity, relevance, and structure matter more than ever.

If your résumé is packed with everything you’ve ever done but says little about what you’ve accomplished, it’s time to rethink your approach.

Here’s what stands out to the people actually making hiring decisions:

Clear accomplishments

Hiring managers want to know what you’ve contributed, not just what you were responsible for.
Instead of:

“Managed inventory for three warehouses”
Try:
“Reduced inventory waste by 32% across three warehouse locations through improved tracking and vendor accountability”

It’s a simple shift—but one that signals ownership, initiative, and results .

Results that show impact

Numbers get attention. So do action verbs and concrete outcomes.
If your résumé includes cost savings, team leadership, process improvements, or throughput increases, don’t bury that. It belongs on page one, not in a final bullet point.

Industry-relevant language

We recruit across manufacturing, engineering, and technical operations—and every industry has its own vocabulary. Using the right keywords not only gets you through ATS filters (Applicant Tracking Systems), it also helps a hiring manager immediately recognize that you speak their language.

If you’re switching industries or updating a résumé that’s a few years old, this is where many job seekers get stuck—and where our sister company, RYD Career Coaching , can help.

What Gets Attention in an Interview

By the time you’re invited to interview, the hiring team already knows you meet the baseline qualifications. At that point, they’re assessing something deeper: how you show up in the room, how you solve problems, and whether they can imagine working with you.

Here’s what hiring managers consistently tell us stands out:

Ownership of past work

It’s not enough to describe what your team did. They want to know what you did.
Talk about decisions you made, processes you improved, problems you helped solve. When you use phrases like “I was responsible for,” follow it up with how you approached it, what you learned, and what changed as a result.

Example:

“I led the rollout of a preventative maintenance schedule across three facilities. It reduced unplanned downtime by 40% in six months.”

That’s what ownership looks like—and it builds trust quickly.

Communication style

Clear communication is one of the top soft skills hiring managers watch for, especially in leadership and cross-functional roles. That includes how you organize your thoughts, respond to follow-up questions, and manage the pace of the conversation.

You don’t have to be flashy. You just have to be clear and steady.

Curiosity—not just qualifications

We hear this a lot:

“She asked really thoughtful questions.”
“He had clearly done his research.”
“They were genuinely interested in how our team worked.”

That curiosity signals initiative and long-term potential. If you’re only focused on salary and schedule, they’ll notice. If you’re focused on fit, growth, and contribution—they’ll remember.

What We Hear from Hiring Managers Behind the Scenes

One of the advantages of working with a recruiter—especially one who’s deeply connected in your industry—is getting insight into what happens after the interview.

At TDM & Associates, we stay in close contact with our client companies throughout the hiring process. That means we hear the real feedback—the off-the-record impressions, the concerns, and the reasons people get hired or passed over.

Here’s what hiring managers say when someone makes a strong impression:

“They came prepared.”

This doesn’t mean they rehearsed a script. It means they took time to understand the company, read the job description carefully, and came in with examples that connected their experience to the needs of the role.

Preparedness is about respect—for the company, the interviewer, and your own time.

“They asked great questions.”

It’s amazing how often this one comes up. Strong questions show that you’re engaged, thoughtful, and focused on long-term fit—not just landing a paycheck. Candidates who ask about leadership style, team dynamics, upcoming projects, or success metrics often stand out as future leaders.

“They seemed like someone we’d want to work with.”

At the end of the day, every hiring decision involves this unspoken question: Do I trust this person to show up, collaborate, and represent us well?

That’s not something a bullet point can communicate. That’s where your presence, your clarity, and your curiosity come in.

How TDM Helps You Tell Your Story

Resumes and interviews aren’t just about information—they’re about storytelling. And when you’ve been in the industry for a while, your experience tends to pile up in a way that’s hard to summarize clearly. That’s where we come in. At TDM & Associates , we don’t just forward your resume. We help you shape your story in a way that resonates with hiring managers—because we talk to them every day.

Here’s how we support you from first contact to final offer:

Resume review and revisions

We take a look at your current resume and tell you what’s working—and what’s not. From formatting to phrasing to strategy, we help you highlight the accomplishments and language that matter most to the industries we serve, including manufacturing , engineering , and operations leadership .

Need a full overhaul? We partner with RYD Career Coaching to provide advanced resume writing services that go well beyond templates. Together, we make sure your materials reflect your value—and get through the filters.

Interview prep

We walk you through what to expect, what to emphasize, and what hiring managers will likely probe. Whether it’s your first interview in a while or your tenth in a month, we’ll help you show up grounded and confident.

Many candidates tell us our prep sessions made the difference—not just in how they answered, but in how they felt walking into the room.

Role-by-role coaching

Not every opportunity calls for the same approach. We tailor our advice to the position, the company, and the hiring team. If a company prioritizes continuous improvement, we help you frame your Six Sigma experience. If a leadership role calls for cross-functional collaboration, we guide you on how to emphasize communication over control.

Our goal isn’t just to help you get hired—it’s to help you land well .

Conclusion: From Résumé to Role—The Support You Deserve

Hiring isn’t just about checking boxes. The candidates who get hired are the ones who know how to tell their story—clearly, confidently, and with purpose. And while experience matters, what often matters more is how you communicate that experience in a way hiring managers understand and remember.

At TDM & Associates , we know what hiring managers want—because we ask them. We advocate for you behind the scenes, coach you through each step, and help you show up as the best version of yourself.

Whether your résumé needs work, you haven’t interviewed in years, or you’re simply ready for a change but unsure where to start—we’re here.

Let’s work together to move you from résumé to role.

Human-Centered Hiring

stephanie@tdm-assoc.com (Stephanie Swilley) — Sat, 19 Jul 2025 20:07:56 GMT

Why Our Approach Puts People Before Placements

If your past experience with a recruiter left you feeling like just another resume in the stack, you’re not alone. Many job seekers and hiring managers are unsure what a great recruiter actually does—especially in specialized industries like manufacturing , engineering , and operations leadership . At TDM & Associates , we take a different approach to executive recruiting : one that’s built on relationships, transparency, and long-term alignment. We believe that successful placements don’t just fill a role—they build strong teams, retain top talent, and support both the company’s growth and the candidate’s career path . This is what we call human-centered hiring —and it’s the foundation of everything we do.

What Human-Centered Hiring Looks Like

Too often, recruitment becomes a numbers game—volume over value, speed over fit. At TDM & Associates, we slow it down. That doesn’t mean we move slowly—it means we’re deliberate. Because finding the right person for the right role isn’t about checking boxes. It’s about listening, aligning, and advocating.

Here’s what that looks like in practice:

We don’t push people into roles that aren’t right.

Our job as a manufacturing and engineering recruiter isn’t to convince you to take a job. It’s to help you make an informed decision. We don’t “sell” candidates to clients—or the other way around. We present opportunities transparently, and we support your decision, even if the answer is no.

We won’t submit your resume without your consent.

That should go without saying—but unfortunately, it doesn’t. At TDM, we’ll never send your resume to a company without a conversation first. You’ll know where it’s going, why we think it’s a match, and what to expect next. That’s not just respectful—it’s essential for trust-based recruiting.

We ask about your goals before talking about the job.

Your career path isn’t a checklist—it’s a story. We start by understanding what matters to you:

Are you looking for leadership opportunities?
Do you need more stability or more challenge?
What kind of work environment energizes you?

That’s what we want to know. Because when we understand your goals, we can help you find opportunities that align with your values—not just your skills.

How This Approach Benefits Candidates

For job seekers, the experience of working with a recruiter can feel like a gamble. Will they really listen? Will they respect your time? Will they disappear after your resume is sent?

When you work with TDM & Associates, the answer to those questions is clear—and it’s yes, we listen. Yes, we respect your time. And no, we don’t ghost candidates. Here’s what you can expect from a human-centered recruiting process :

Less wasted time.

When a recruiter truly understands what you want—and what you don’t—you stop getting sent to interviews for roles that don’t make sense. We don’t spam our network or hope something sticks. Every opportunity we present is vetted against your goals, experience, and values.

Stronger cultural fit.

A great job is about more than title and pay. It’s also about who you’ll be working with, how decisions are made, and whether you’ll be set up for success. We talk with our clients about team dynamics, leadership styles, and expectations—so you’re not walking in blind. We believe cultural alignment is a key factor in long-term satisfaction and retention.

Clearer communication and preparation.

We don’t just send your resume and hope for the best. We walk you through what to expect, help you prepare for interviews, and give honest feedback at every stage. You’ll always know where things stand—even if the answer is no. That’s part of being a candidate-first recruiting partner.

How This Approach Benefits Companies Too

Putting people first doesn’t just benefit candidates—it creates better outcomes for employers. In our experience, the companies that prioritize long-term fit over short-term speed make better hires, keep them longer, and build stronger teams.

Here’s why our approach works on both sides of the hiring table:

Longer retention.

When a candidate is matched not just on skills but on culture, goals, and team alignment, they’re more likely to stay. Our clients see higher retention rates because we focus on finding professionals who are ready to contribute and grow—not just fill a seat.

More engaged employees.

People who feel respected throughout the hiring process enter their new roles with trust and momentum. When employees feel seen, heard, and valued from the start, they tend to show up more fully—and stay invested longer.

Faster, smoother onboarding.

Because we spend time on the front end learning about the role, team dynamics, and leadership style, we’re able to prepare candidates with context—not just logistics. The result? New hires are better prepared, expectations are clearer, and managers spend less time troubleshooting avoidable issues.

In short: when you hire with people in mind, you hire better . And that helps everyone.

What to Expect When Working with Us

If you’ve worked with recruiters before, you might be wondering how we’re actually different. At TDM & Associates, our process is designed to remove the guesswork and make space for clarity. We’re not here to rush you or sell you—we’re here to partner with you.

Here’s what our candidates (and clients) consistently tell us they appreciate:

Transparent conversations.

We don’t overpromise or leave you in the dark. You’ll always know where things stand—whether you’re moving to the next round or not. If we don’t think a role is a fit, we’ll tell you. If you have concerns, we’ll talk through them. Our job is to offer honest insight and guidance, not just relay information.

Personalized guidance.

We take time to understand what’s important to you, and we use that to tailor our search and coaching. Whether it’s resume feedback, interview prep, or simply making sure a job aligns with your work style, we treat you as a person—not a placement.

No pressure, ever.

This might be the biggest difference between us and many recruiters out there:
We won’t push you into a role that doesn’t feel right.
We won’t ghost you if you say no.
We won’t disappear once you’ve accepted the offer.
Because the hiring process should support your future, not pressure you into someone else’s timeline.

We’re here for the long haul—not just the quick win.

If you’ve never worked with a recruiter before—or if your past experience left a bad taste in your mouth—we get it. You deserve a partnership that feels honest, thoughtful, and aligned with your goals. That’s what human-centered hiring looks like. And that’s what we practice at TDM & Associates.

We’re not here to push resumes. We’re here to build relationships, guide conversations, and connect people with opportunities that actually fit.

Whether you’re actively looking or just thinking about your next step, we’d love to talk. No pressure. No expectations. Just a conversation that puts you first.

Closing the Talent Gap in Packaging: Retention and Recruitment Strategies for a Competitive Edge

Fri, 07 Feb 2025 15:15:00 GMT

How the packaging industry can address talent challenges and build a workforce for the future

The Talent Crisis in the Packaging Industry

The packaging industry is at a crossroads. With sustainability, technology, and regulatory compliance reshaping the field, companies are racing to secure skilled professionals to meet these demands. However, talent shortages and high turnover in specialized roles are creating significant challenges.

According to Capgemini, turnover rates in technical roles can rise by up to 20% annually when employees feel unsupported or underdeveloped ( Capgemini Research ). For the packaging sector, this is particularly alarming as companies require experts in:

Sustainability: Professionals skilled in eco-materials and circular economy practices ( European Commission: Circular Economy Action Plan ).

Technology: Specialists in AI, robotics, and data analytics to drive efficiency ( MarketsandMarkets: Intelligent Packaging ).

Compliance: Experts familiar with rapidly evolving regulatory landscapes ( European Commission: Green Deal ).

How to Tackle Turnover in Key Roles

Retaining top talent isn’t just about competitive pay—it’s about creating an environment where employees feel valued, engaged, and supported. Here are three strategies to address turnover and build a stronger workforce:

Upskilling and Reskilling: Continuous learning is essential to staying competitive. Invest in training programs that keep employees at the forefront of sustainability innovations, smart packaging technologies, and regulatory changes.
Pro Tip: Upskilling not only enhances retention but also ensures your team can adapt to evolving industry needs ( LinkedIn Learning Workforce Report ).

Fostering a Culture of Innovation: Employees who feel they’re part of a forward-thinking, innovative organization are more likely to stay. Encourage cross-functional collaboration, celebrate creative problem-solving, and make sustainability a core part of your company’s mission.

Highlighting Career Development Pathways: Show employees how they can grow within your organization. Leadership development programs, mentorship opportunities, and clear advancement pathways can keep team members engaged and reduce turnover.

Bridging the Talent Gap: Recruitment Strategies for the Future

While retention is crucial, addressing the broader talent shortage in the packaging industry requires proactive recruitment strategies.

Why the Gap Exists:

Specialized roles, like sustainability experts and materials scientists, are in short supply.
Technical and regulatory expertise is increasingly difficult to find.
Competition for top talent is fierce, particularly in markets like Europe and North America.

Opportunities for Growth:

Partner with Universities and Research Institutions
Collaborate with academic programs focused on eco-conscious materials and emerging technologies to tap into new talent pools. Building relationships with these institutions helps create a pipeline of skilled professionals.
Develop a Strong Employer Brand
Attract top talent by showcasing your commitment to sustainability and innovation. Younger professionals, in particular, prioritize working for organizations that align with their values ( McKinsey: Attracting Talent in a Competitive Market ). Highlight your eco-conscious initiatives and opportunities for meaningful impact.
Invest in Leadership Development
Equip your internal talent with the skills they need to step into critical roles. Preparing future leaders ensures continuity and minimizes disruptions caused by turnover in specialized positions.

Building a Workplace That Attracts and Retains Top Talent

A strong company culture is the foundation for overcoming the talent gap. By emphasizing sustainability, innovation, and professional growth, you can create a workplace that attracts passionate, skilled professionals while retaining your best employees.

How is your organization tackling talent retention? At TDM & Associates, we specialize in helping companies in the packaging industry build resilient, future-ready teams. Contact us to learn how we can support your talent acquisition and development goals.

Leadership in the Packaging Industry: Driving Innovation, Sustainability, and Global Growth

Fri, 31 Jan 2025 15:00:05 GMT

How forward-thinking leaders are reshaping the future of packaging to meet modern challenges

Why Leadership Matters More Than Ever in Packaging

The packaging industry is undergoing rapid transformation as sustainability, automation, and global expansion redefine the competitive landscape. These shifts demand not just operational excellence but also visionary leadership capable of guiding teams through complex challenges. Leaders who can blend strategic foresight with hands-on adaptability are becoming invaluable to the success of organizations in this evolving field.

The Stakes Are High:

The sustainable packaging market is projected to grow to $423.56 billion by 2029 (Mordor Intelligence), underscoring the urgency for leaders with eco-conscious expertise.

With smart packaging technologies on the rise, expected to reach $24.8 billion by 2030 (MarketsandMarkets), the demand for tech-savvy leadership is greater than ever.

3 Ways Leadership Drives Success in Packaging

1️⃣ Visionary Strategy
Great leaders anticipate market shifts and position their organizations to thrive in the face of change. Those with expertise in sustainability are particularly well-suited to aligning operations with emerging eco-standards, turning regulatory compliance into a competitive advantage.
Example: Companies adopting circular economy practices are not only reducing waste but also gaining consumer trust, thanks to forward-thinking leadership.

2️⃣ Adaptability
The rise of automation and smart technologies demands leaders who are comfortable navigating change. By integrating AI, robotics, and IoT into operations, adaptable leaders can optimize efficiency, reduce costs, and foster innovation.
Tip: Upskilling current leaders in emerging technologies can help organizations bridge the gap between traditional practices and modern demands.

3️⃣ Employee Development
Leaders who prioritize their team’s growth foster a culture of continuous learning and innovation. By investing in professional development, they empower employees to take ownership of their roles, driving both personal and organizational success.
Key Insight: A strong leadership pipeline ensures long-term resilience and competitiveness in a fast-changing industry.

Leadership Trends Shaping the Future of Packaging

Our research reveals three critical trends defining successful leadership in the packaging sector:

1️⃣ Sustainability Expertise
Leaders must be well-versed in eco-materials, recycling technologies, and compliance frameworks to navigate the growing demand for sustainable solutions. (European Commission: Circular Economy Action Plan)

2️⃣ Technological Adaptation
With automation transforming packaging operations, leaders need the skills to seamlessly integrate smart technologies into their workflows. This includes leveraging data analytics and IoT for predictive maintenance and efficiency gains.

3️⃣ Global Perspective
The packaging industry’s expansion into international markets requires leaders with deep regulatory knowledge across regions, particularly Europe and the U.S. Familiarity with policies such as the EU’s Green Deal (European Commission: Green Deal) is critical for ensuring compliance and seizing global opportunities.

Preparing Your Organization for the Future

Leadership isn’t just about managing teams—it’s about inspiring innovation and building resilience. Companies that invest in leadership development today will be better positioned to meet the challenges of tomorrow’s packaging industry.

Action Steps for Success:

Develop targeted leadership training programs focused on sustainability and technology.

Build a leadership pipeline by mentoring emerging talent and encouraging continuous learning.

Partner with external experts to ensure your leaders are prepared to navigate global compliance landscapes.

How is your organization fostering leadership to meet these demands? At TDM & Associates, we specialize in connecting companies with leaders who align with your vision for innovation and sustainability. Contact us to learn more about how we can support your leadership needs!

The Globalization of Packaging: Adapting to Sustainability and Regulatory Shifts

Fri, 24 Jan 2025 15:15:00 GMT

Why global collaboration and regulatory alignment are key to driving innovation and resilience in the packaging industry

The Impact of Global Sustainability Standards on Packaging

As globalization accelerates, packaging companies must adapt to increasingly stringent sustainability standards, particularly those originating in Europe. The EU’s Circular Economy Action Plan ( European Commission ) has become a global benchmark, influencing regulatory developments worldwide. U.S. companies that anticipate these shifts can gain a competitive edge by adopting eco-friendly materials, efficient recycling processes, and innovative design practices that align with circular economy principles.

Why This Matters:

European sustainability policies often serve as templates for future U.S. regulations, making early adaptation critical for long-term success.
The sustainable packaging market is booming, projected to hit $423.56 billion by 2029 ( Mordor Intelligence ).

Building Multidisciplinary Teams for Global Compliance

Operating across multiple regions requires more than compliance—it demands innovation. Multidisciplinary teams, blending sustainability expertise, regulatory knowledge, and cutting-edge technology, are essential for global operations. Hiring professionals well-versed in international standards like the EU’s Green Deal ( European Commission: Green Deal ) ensures companies stay ahead of compliance challenges and lead in sustainable innovation.

Proactive Strategies for Success:

Invest in Regulatory Expertise – Recruit talent with deep knowledge of global sustainability policies.
Collaborate Across Regions – Encourage cross-functional teams to share insights and align strategies.
Adopt Circular Economy Practices – Incorporate eco-conscious designs and materials that meet diverse regulatory needs.

Leveraging Innovation for Sustainable Growth

Globalization isn’t just a challenge; it’s an opportunity to innovate. By embedding sustainability into every aspect of their operations, packaging companies can build resilient supply chains, foster brand loyalty, and reduce costs through efficiency. Moreover, compliance with evolving regulations often unlocks opportunities to tap into new markets that prioritize eco-conscious practices.

For example, smart packaging technologies, expected to reach $24.8 billion by 2030 ( MarketsandMarkets ), present an avenue to integrate innovation with sustainability.

Conclusion: Navigating Globalization with the Right Talent

The packaging industry is at a pivotal moment where globalization and sustainability converge. To thrive, organizations must prioritize regulatory expertise, sustainability innovation, and cross-regional collaboration. By embracing these principles, companies can not only meet the demands of today’s market but also set the standard for tomorrow’s.

Ready to future-proof your workforce? At TDM & Associates, we specialize in connecting companies with talent that bridges sustainability, compliance, and innovation. Let’s build a team that drives your success in a global market. Contact us today to learn more!

The Rise of Smart Packaging: Recruiting for a Technological Revolution

Fri, 17 Jan 2025 15:45:00 GMT

Finding the Talent to Drive Innovation in IoT, Robotics, and Data-Driven Packaging Solutions

Technology is revolutionizing the packaging industry. From IoT-enabled smart packaging to AI-driven automation, these innovations are transforming supply chains, improving efficiency, and enhancing the consumer experience.

However, integrating these advancements requires more than cutting-edge machines and software. It demands skilled professionals who understand how to leverage these technologies effectively.

In this article, we’ll explore the rise of smart packaging, the key roles driving this transformation, and practical strategies to attract and retain the talent needed to stay ahead in this fast-evolving industry.

What Is Smart Packaging?

Smart packaging refers to the integration of advanced technologies, such as sensors, RFID tags, and IoT connectivity, into traditional packaging.

Two Types of Smart Packaging:
Active Packaging: Enhances product shelf life by interacting with the contents (e.g., oxygen absorbers).
Intelligent Packaging: Provides data on product conditions or supply chain status through embedded sensors.

Industry Insights:

The global smart packaging market is projected to reach $24.8 billion by 2030 , driven by demand for efficiency, sustainability, and transparency.
Innovations like track-and-trace technology and temperature monitoring are becoming standard in industries such as food, healthcare, and e-commerce.

Key Roles in Smart Packaging Recruitment

Implementing smart packaging solutions requires expertise across multiple disciplines. Here are some critical roles:

IoT Specialists: Professionals skilled in integrating IoT technology into packaging systems for real-time data monitoring.
Data Analysts: Experts in interpreting packaging data to improve logistics, reduce waste, and enhance user experiences.
Robotics Engineers: Specialists in designing and maintaining automated packaging lines.
Software Developers: Professionals who create platforms to manage smart packaging data and connectivity.

Pro Tip: Look for candidates with cross-functional experience, blending technology expertise with knowledge of packaging processes.

Why Recruiting for Smart Packaging Is Challenging

Finding talent for these niche roles isn’t easy due to:

High Demand: Industries like healthcare and logistics compete for the same tech-savvy professionals
Specialized Skill Sets: Combining tech expertise with industry-specific knowledge is rare.
Rapid Innovation: Keeping pace with advancements requires continuous learning and adaptability.

Strategies to Attract Top Tech Talent

To overcome these challenges, companies can adopt the following strategies:

Enhance Your Employer Brand
Showcase your company’s commitment to innovation and technology through case studies and success stories.
Highlight the career growth opportunities you offer, such as training in emerging technologies.
Tap Into Emerging Talent Pools
Partner with universities offering programs in IoT, robotics, and AI to access recent graduates.
Attend industry conferences and tech expos to network with skilled professionals.
Invest in Continuous Learning
Offer training and upskilling opportunities to keep your workforce ahead of technological trends.
Create mentorship programs where experienced employees guide new hires in adopting smart packaging practices.

The Future of Smart Packaging

As technology continues to advance, smart packaging will become increasingly integral to supply chains and consumer engagement. Companies that prioritize recruiting the right talent will not only stay competitive but also lead the way in innovation.

Key Takeaway: Recruiting for smart packaging isn’t just about filling roles—it’s about building a team capable of driving technological transformation and business growth.

The rise of smart packaging is a game-changer for the industry, but it also presents significant recruitment challenges. By enhancing your employer brand, tapping into emerging talent pools, and investing in continuous learning, you can position your company for long-term success.

Want to learn more? Download our white paper, Trends in Packaging Recruitment , to explore how smart hiring strategies can future-proof your business.

Additional Reading

Sustainability in Packaging: How to Build Teams that Drive Change

Fri, 10 Jan 2025 16:30:00 GMT

Building the Right Team to Lead Innovation and Eco-Friendly Growth in the Packaging Industry

Sustainability in the packaging industry is no longer just a trend—it’s a necessity. As consumer demand for eco-friendly products grows and global regulations tighten, packaging companies are under increasing pressure to innovate. Achieving sustainability goals requires more than advanced materials and technologies; it demands the right team.

In this article, we’ll explore how companies can build effective teams to lead the charge in sustainable packaging, the key roles required, and actionable strategies to attract top talent.

Why Sustainability Is Critical in Packaging

The sustainable packaging market is projected to reach $423.56 billion by 2029 . Key drivers include:

�� Consumer Expectations: A recent survey found that 79% of consumers prefer products with sustainable packaging.
��️ Regulatory Pressures: Laws such as the EU’s Circular Economy Action Plan are reshaping global standards, with ripple effects across industries.
�� Competitive Advantage: Companies embracing sustainability often enjoy higher brand loyalty and market differentiation.

To meet these demands, companies need skilled professionals who can turn sustainability from a goal into a reality.

Key Roles in Driving Sustainability

Building a sustainability-focused team requires expertise across multiple disciplines. Here are some critical roles:

1️⃣ Environmental Engineers: Experts in designing packaging processes that minimize waste and optimize material use.
2️⃣ Materials Scientists: Skilled in developing eco-friendly materials such as bioplastics, PLA, and compostable options.
3️⃣ Compliance Officers: Professionals with deep knowledge of global sustainability regulations, ensuring compliance across markets.
4️⃣ Sustainability Leaders: Visionaries who can align company goals with eco-friendly practices and drive cultural change.

�� Pro Tip: Partner with universities or research institutions that specialize in sustainable materials science to access emerging talent.

Strategies to Attract Sustainability Talent

Recruiting for sustainability-focused roles can be challenging, but these strategies can help:

Enhance Employer Branding

Highlight your company’s commitment to sustainability in job descriptions, social media, and on your website.
Share stories of your team’s eco-initiatives and impact to attract like-minded professionals.

Offer Career Development Opportunities

Provide training programs in sustainability and eco-materials for current employees.
Support certifications in sustainability-related fields to attract candidates seeking long-term growth.

Leverage Recruitment Partners

Collaborate with recruiters who specialize in the packaging industry and understand the nuances of sustainability hiring.
Tap into global networks to find talent with experience in regions leading in sustainability, such as Europe.

Examples of Sustainability Innovations in Packaging

Many companies are already making strides in sustainable packaging. For inspiration, consider these innovations:

Bioplastics: Replacing traditional plastics with compostable alternatives derived from plant materials.
Closed-Loop Recycling: Systems where used packaging is reprocessed into new materials, reducing waste.
Lightweighting: Designing packaging that uses less material while maintaining durability.

By hiring experts in these areas, your company can achieve similar breakthroughs.

Conclusion

Sustainability in packaging isn’t just a responsibility—it’s an opportunity for growth and innovation. Building a team with the right mix of expertise in materials science, engineering, and compliance is essential for staying competitive in today’s market.

�� Ready to take the next step? Download our white paper, Trends in Packaging Recruitment , to explore how recruitment strategies can help you build a future-ready team.

Benefits of Recruiter Partnerships for Career Progression

stephanie@tdm-assoc.com (Stephanie Swilley) — Sat, 07 Oct 2023 15:15:00 GMT

How working with a recruiter can change your career

As the job market rapidly changes due to technology and global trends, navigating it becomes daunting. Job seekers face challenges in keeping pace and securing apt positions. This is where recruiters come in. Beyond just job placements, recruiters offer insights into the hidden job market, ensure you're professionally represented, and provide matches tailored to your skills and goals. By partnering with a recruiter, your job search is no longer a shot in the dark; it's a strategic pursuit, emphasizing both current opportunities and long-term career trajectories.

Navigating the Modern Job Market:

Today’s job landscape is marked by digital growth, resulting in heightened competition due to the ease of online applications. Many job seekers find themselves lost in the deluge of applications for every listing.

However, there's a vast segment of the job market that's 'hidden'—positions not advertised on mainstream platforms. Employers often fill these roles via referrals, internal movements, or, notably, through recruiters, bypassing public advertising. This hidden market offers a less competitive space filled with unexplored opportunities.

For job seekers unfamiliar with this space, recruiters are the bridge. Their deep industry knowledge and extensive networks make them invaluable, connecting candidates to roles often missed by the majority.

Certainly, here's a more concise version of the given sections:

Precision in Job Matching:

It's not about just getting a job; it's about securing the right fit. Recruiters, armed with detailed insights into roles and company cultures, are poised to make more than superficial matches. Their knowledge extends beyond job descriptions, delving into team dynamics and growth potential. For job seekers, this means a refined search process. Recruiters synthesize candidates' skills, aspirations, and cultural preferences, guiding them towards roles where they'll truly thrive. This precision reduces mismatches and ensures each career move is a strategic advancement.

Elevated Professional Presentation:

First impressions in job searches are critical. With a recruiter, you get more than assistance; you gain a professional advocate, one who masterfully showcases your strengths to potential employers. Here's why recruiters excel at this:

Skill Highlighting: Recruiters, attuned to industry demands, can accentuate your strengths and refine your resume to resonate with specific employers.
Deep Insights: With their experience with employers, recruiters tailor your profile to match what companies genuinely value, ensuring alignment.
Narrative Crafting: More than a list of qualifications, recruiters frame your career journey in a compelling narrative, showcasing growth and potential.
Endorsement Advantage: Coming through a recruiter means you're pre-vetted, offering an implicit professional seal of approval that boosts your profile's credibility.

In essence, recruiters don’t just increase your job market visibility; they elevate its quality, positioning you optimally for lasting success.

Direction & Feedback:

Navigating the intricate job market involves more than merely seizing opportunities. Candidates often need guidance and robust feedback to refine their strategy, and this is where recruiters shine.

Resume Enhancement: Recruiters, with a solid grasp of industry trends, help optimize your resume. Their insight ensures your resume doesn’t just blend into the stack but stands out, highlighting relevant achievements and skills.
Interview Preparations: Recruiters offer vital tips, probable questions, and effective communication strategies specific to the company and role, ensuring you're well-prepared and confident.
Salary Negotiations: The negotiation phase can be overwhelming, but recruiters, armed with knowledge about industry standards and typical offers, guide you in articulating your worth and securing a package that mirrors your value.
Constructive Feedback: The feedback loop with recruiters is invaluable for personal growth. They offer insights into perceptions, potential improvements, and strengths, allowing for a refined approach for future opportunities.

In summary, recruiters serve as mentors, steering you through the job search journey. Their expertise and personalized feedback ensure your moves in the job market are strategic and well-informed.

Enhanced Time Efficiency:

Time is crucial in job hunting. The traditional job search, while familiar, can be lengthy and draining. This is where the efficiency of a recruiter partnership proves invaluable.

Streamlined Processes: Recruiters' deep market knowledge allows you to bypass the tiring task of navigating job listings, ensuring every application you make is relevant and purposeful.
Faster Interview Scheduling: With a recruiter, your profile often lands directly with the hiring manager, expediting the interview process as recruiters coordinate and schedule interviews seamlessly.
Accelerated Hiring Timelines: Trust in recruiters can lead to quicker decision-making by companies. Handling logistical aspects, recruiters help avoid usual hiring delays, leading to faster job offers.
Focused Energy: Partnering with a recruiter lets you concentrate your efforts more efficiently. You focus on interview preparation and skill showcase, while recruiters manage the logistics, ensuring a smoother, more efficient journey.

In essence, with a recruiter's assistance, your moves in the job market are not just timely but also strategic, boosting your chances of securing the perfect role.

Privacy & Discretion:

Job searches often demand a level of privacy. Especially for those in high-standing or currently employed, the importance of discretion cannot be overstated. Here, recruiters not only serve as gateways to opportunities but as guardians of confidentiality.

Discreet Job Searches: Upon seeking discretion from recruiters, they ensure your job search is conducted subtly, balancing between exploring new roles without jeopardizing your current position.
Safeguarding Information: Recruiters handle copious amounts of sensitive information. Recognizing its importance, they maintain the strictest confidentiality, sharing data only with your express permission.
Guidance on Discretion: Recruiters also advise on how to discreetly navigate the job search landscape, from networking event strategies to managing online profiles.
Dependable Interactions: Prioritizing their professional reputation and the trust you instill in them, recruiters ensure your need for discretion is diligently upheld.

In our interconnected professional world, ensuring confidentiality is paramount. With a recruiter, you can tread the job market discreetly, preserving your current professional status.

Sustained Career Advancement:

While it's tempting to focus on the immediate job role, true professional fulfillment comes from a broader career perspective. Here, recruiters play a pivotal role, helping you envision the larger arc of your professional path.

Unlike standard job applications, recruiters see beyond the present role. They evaluate how a position aligns with your long-term aspirations and potential, ensuring each step advances your career.

They also share insights on future industry trends and opportunities. With their finger on the pulse, they guide candidates towards roles or sectors with potential growth, offering a competitive edge.

Over time, a recruiter evolves into a long-term career ally, guiding and connecting you through the ever-evolving job market, always with an eye on your long-term aspirations.

Fostering a Future-focused Relationship:

Recruitment, when approached correctly, is about nurturing relationships. This bond, often enduring and invaluable, extends beyond initial job placements.

Recruiters typically offer post-placement support, assisting in navigating new roles, understanding company cultures, and making impactful first impressions.

As your career unfolds, a recruiter's deep understanding of your journey makes them invaluable in connecting you with future opportunities. Their counsel can be instrumental when contemplating industry changes or career shifts.

In your professional odyssey, with its inevitable twists and turns, having a trusted recruiter is akin to possessing a compass in the job market maze—a consistent guide ensuring your path aligns with your ambitions.

Wrapping Up:

The job market's labyrinth, with its myriad opportunities and challenges, becomes significantly navigable with a recruiter by your side. Their insights into hidden opportunities, tailored role suggestions, emphasis on sustained career growth, and unwavering support underline their indispensable role in your professional journey.

Career choices are pivotal and influence your professional arc. Such decisions deserve expert input, ensuring each step is in sync with your overarching career goals.

As you stand poised for your next career move, make choices that are not just informed but strategically aligned with your future. Remember, with each step, you're crafting not just a job path, but a gratifying professional legacy.

Ready to make that next significant career move? Don't go at it alone. Reach out to a trusted recruitment firm like TDM & Associates. With a legacy of excellence, tailored career guidance, and a plethora of opportunities, we are ready to guide you through every twist and turn of your professional journey. Your future awaits—take control of it today!

The Power of Passive Job Searching: Why It's a Trend You Want in on

stephanie@tdm-assoc.com (Stephanie Swilley) — Fri, 18 Aug 2023 16:00:00 GMT

Passive job searching is a trend you want in on

In the shifting sands of today's dynamic job market, the way professionals approach their career trajectories is undergoing a significant transformation. Gone are the days when job searching was a reactive process, initiated only when one found themselves in need of a new position. Instead, the smartest professionals are now proactively future-proofing their careers with a method known as passive job searching.

At the heart of this strategy is a profound understanding of professional development in the 21st century. Passive job searching doesn't imply inactivity. It's a strategic move, where individuals partner with recruiters, like TDM & Associates, even when they aren't actively looking for a new job. This approach ensures continuous learning, tapping into industry trends, and leveraging professional networking to stay a step ahead.

So, why is this method gaining momentum? The dynamic job market of today values digital literacy and soft skills development as much as technical expertise. Professionals are realizing the importance of building a diverse skill set, which often requires guidance from expert recruiters who are plugged into the latest in industry advancements. Furthermore, passive job searching offers a balance and freedom, allowing professionals to balance their current roles while strategically planning their next move.

In essence, passive job searching isn't just about finding a job; it's about crafting a sustainable career path in alignment with the future's unpredictable tides. And with the global reach of networks like NPA Worldwide, a partnership with recruitment firms like TDM & Associates ensures that no matter where opportunity knocks, professionals are prepared to answer. It's not just about reacting to the present, but actively sculpting the future, making passive job searching one of the most essential career strategies today.

Understanding Passive Job Searching

As the name suggests, passive job searching isn't about the frantic hustle of applying for jobs, fine-tuning resumes, or constantly monitoring job boards. Instead, it's an strategy that emphasizes the professional development of an individual over time. In its essence, passive job searching is about fostering and developing relationships with recruiters who proactively seek out and market potential career opportunities on your behalf.

But what exactly does it mean to be a passive candidate? Contrary to popular belief, being passive doesn’t signify inactivity or complacency. A passive candidate is typically someone who is currently employed and not actively sending out job applications. They are individuals who prioritize continuous learning and personal growth, ensuring they remain desirable assets in a dynamic job market. Their focus remains on mastering their current roles, enhancing soft skills development, and maintaining a healthy work-life balance.

Such candidates often have an upper hand because they can afford to be choosy. They're already in a position, so there’s no rush to jump into a new one unless it aligns with their long-term career strategies. This method allows them to ensure that every career move they make aligns with both their personal and professional goals. They lean heavily on professional networking, harnessing the power of connections to learn about industry trends and unseen opportunities, ensuring they're always ahead of the curve.

With the digital age upon us, another trait that sets passive candidates apart is their digital literacy. Even though they might not be trawling job sites, they're active on professional platforms like LinkedIn, showcasing their expertise, joining industry-specific discussions, and subtly making themselves known to potential employers.

In summary, passive job searching is a paradigm shift in how one views career progression. It's a strategic, long-term approach, bolstered by the relationships one forms with expert recruiters who have their fingers on the pulse of the job market.

Benefits of Passive Job Searching for Candidates

In a dynamic job market characterized by swift changes and intense competition, standing out is not just beneficial; it's crucial. Passive job searching offers candidates a unique edge, even before they decide to make a move. Let's delve into the distinct advantages that come with this forward-thinking approach:

Staying Ahead of the Competition: One of the most significant advantages of passive job searching is the head start it gives candidates. By being in the radar of recruiters, candidates are often privy to job openings even before they're publicly advertised. This proactive approach ensures that their profiles are presented to potential employers before the rush of applications begins, thereby getting noticed in a less crowded space. With the job market's rapid evolution, having this lead not only means staying updated with industry trends but also ensuring you're one of the first to be considered for roles that match your expertise.

Leveraging Current Position: Passive candidates have the benefit of showcasing their current roles and achievements without the urgency of job-seeking. This means they can draw interest based on their existing accomplishments, rather than trying to fit into a specific job mold. Being in a stable position while being open to opportunities allows candidates to negotiate from a place of strength. Furthermore, their current status, be it handling a significant project or mastering a new digital tool, adds to their digital literacy and overall desirability, making them valuable assets in the eyes of potential employers.

Strategic Career Growth: Traditional job searching can often feel like chasing after opportunities, hoping one aligns with your career goals. Passive job searching turns this dynamic on its head. Instead of running after opportunities, they come to you. This shift allows candidates to be more selective, ensuring each career move is aligned with their long-term career strategies. By building relationships with recruiters who understand their aspirations, passive candidates receive curated opportunities that fit their desired trajectory, leading to genuine professional development and purposeful growth.

In essence, passive job searching doesn’t merely offer a new way to find a job. It redefines the very concept of professional networking and career advancement, allowing candidates to navigate their journey with intentionality and foresight.

Why Companies are Focusing on Passive Candidates

In the race to acquire the best talent in a dynamic job market, companies are becoming increasingly strategic in their recruitment approaches. One emerging trend is the shift of focus towards passive candidates. But what is driving this change? Let's explore the compelling reasons why organizations are keen on tapping into this talent pool:

High-quality Talent: Passive candidates often represent the cream of the crop. Their status as passive is not indicative of complacency but rather of their commitment to continuous learning and excellence in their current roles. They're typically individuals who have excelled in their professions, demonstrated soft skills development, and have showcased their digital literacy in a rapidly evolving workspace. By targeting these candidates, companies are essentially trying to attract individuals who have proven their mettle and have the potential to replicate or exceed their success in a new environment.

Reduced Hiring Time: Time is a precious commodity in the corporate world, and hiring processes can be long and exhaustive. By focusing on passive candidates, companies can significantly cut down on the time spent on filtering through and interviewing a plethora of active candidates who might not necessarily align with the job's requirements. Passive candidates, already vetted and recognized by recruiters for their alignment with particular roles, streamline the hiring funnel. Their existing accomplishments and compatibility with industry trends mean that companies often have to spend less time gauging their suitability and more time integrating them into their teams.

Improved Retention Rates: One of the less spoken about, yet significant benefits of hiring passive candidates revolves around employee retention. Passive candidates don't just look for a job; they're on the lookout for the right fit, both culturally and professionally. Their decision to switch roles is often well-thought-out and aligns with their career strategies, leading to a better fit with the company's ethos and objectives. As a result, they tend to integrate better and stay longer, ensuring that companies benefit from reduced turnover and the consistent value these employees bring during their tenure.

For businesses, adapting to the intricacies of the modern job market is crucial. Engaging with passive candidates, backed by professional networking and a keen understanding of the nuances of work-life integration, is rapidly becoming a cornerstone of contemporary recruitment strategies.

The Role of Executive Search Firms

As the landscape of talent acquisition evolves, the importance of executive search firms in navigating this complex terrain cannot be understated. Firms like TDM & Associates have honed their expertise in identifying and engaging passive talent, ensuring that both companies and candidates benefit from this burgeoning trend in recruitment. But what makes executive search firms stand out, and why are they pivotal in the world of passive job searching?

Tapping into Passive Talent Pools: TDM & Associates, backed by their robust professional networking channels, has a distinct advantage when it comes to accessing passive talent. Their expansive networks, built over years of industry experience, give them insights into top-tier professionals who aren't actively looking but are open to the right opportunities. By leveraging their connections and understanding of industry trends, firm can pinpoint candidates who are not just competent but are perfect fits for specific roles. Their methods aren't confined to traditional job boards; they employ advanced digital strategies, ensuring their digital literacy aligns with the demands of today's dynamic job market.

Advantages of Partnering for Passive Job Searching: For candidates, aligning with executive search firms like TDM & Associates translates to numerous benefits. Firstly, they gain access to a world of opportunities that may not be publicly advertised. With the firm's commitment to continuous learning and adaptation, candidates are assured that they are presented with roles that complement their career strategies and professional growth paths. Furthermore, the guidance provided by these firms goes beyond mere job placements. They offer insights into soft skills development, provide feedback on improving one's professional image, and assist in crafting a trajectory that emphasizes work-life integration. For companies, these firms offer a curated list of candidates, ensuring that the hiring process is efficient, targeted, and fruitful.

In summary, the role of executive search firms in today's recruitment ecosystem is transformative. They act as bridges, connecting the aspirations of passive candidates with the visions of forward-thinking companies. As the intricacies of the job market continue to unfold, the strategic partnership with these firms becomes not just beneficial but essential for ambitious professionals and visionary companies alike.

NPA Worldwide: Enhancing the Passive Search Experience

In the vast expanse of the global talent marketplace, having the right connections can make all the difference. This is why TDM & Associates is a member-owner of NPA Worldwide, a premier recruiting network with an unparalleled global reach that transforms the passive search experience. As the oldest recruiter network of its kind, NPA Worldwide stands as a testament to the power of collaboration, strategic alignment, and understanding industry trends in the world of recruitment.

Introduction to the Global Reach of NPA Worldwide: Headquartered in the USA, NPA Worldwide's influence isn't confined to a single region. It stretches out across continents, touching Europe, Asia, Australia, Africa, and the Americas. This vast network, built over decades, ensures a comprehensive understanding of the dynamic job market from varied cultural, economic, and industrial perspectives. Such diversity enables NPA Worldwide to provide insights that are both granular, relevant to specific regions, and holistic, capturing the essence of global work-life integration trends.

How the Network Benefits Both Recruiters and Passive Candidates: The strength of NPA Worldwide lies in its interconnected web of independent recruitment firms. For recruiters, this means access to a reservoir of top-tier passive candidates from diverse backgrounds, specialties, and industries. The continuous exchange of knowledge within the network fosters continuous learning, ensuring that recruiters are always abreast with the latest in recruitment strategies, digital platforms, and soft skills development needs. For passive candidates, NPA Worldwide acts as a gateway to global opportunities. Their profiles aren't limited to local job markets; instead, they're showcased on a world stage. This exposure, combined with the expert guidance from member firms, ensures that candidates are aligned with roles that perfectly fit their career strategies and aspirations. Moreover, the vastness of the network ensures a seamless experience even for those eyeing international transitions, making the dream of global professional growth a tangible reality.

In essence, NPA Worldwide amplifies the passive search experience. By bridging the gap between local expertise and global outreach, it redefines the boundaries of passive job searching, making it a truly global endeavor. For those keen on future-proofing their careers and expanding their horizons, NPA Worldwide offers a pathway filled with promise, potential, and unparalleled professional development.

Tips for Passive Candidates

In the contemporary, dynamic job market, merely having skills isn't enough. For passive candidates, especially, the art of being discovered often hinges on a combination of visibility, relationships, and continuous growth. Being passive doesn't mean being static; it's about strategically positioning oneself for the best opportunities even when not actively looking. Here are some tips to navigate this nuanced path:

Building a Strong Online Presence: In today's digital age, our online profiles often speak louder than our resumes. Platforms like LinkedIn serve as global stages where professionals can showcase their expertise, achievements, and insights. But it's more than just having a profile; it's about leveraging it. Regularly update your accomplishments, engage with industry trends by sharing and commenting on relevant content, and gather recommendations from peers and superiors. A vibrant online presence not only amplifies your digital literacy but also makes you a magnet for recruiters looking for top talent. Beyond LinkedIn, consider having profiles on other niche professional networks specific to your field, ensuring a wider reach and visibility.

Networking: The age-old adage, "It's not just what you know, but who you know," holds remarkably true. Engage in professional networking events, seminars, and workshops. Connect with alumni, industry leaders, and peers. Remember, relationships in the professional realm are akin to investments; nurture them continuously, not just when you need them. This proactive approach ensures you're always on the radar for exciting opportunities, embodying the essence of work-life balance where your career growth is a natural extension of your daily interactions.

Staying Updated: The professional world is in a state of flux, with new technologies, methodologies, and best practices emerging rapidly. Passive candidates should prioritize continuous learning. This doesn't just pertain to technical skills but also soft skills development. Enroll in courses, attend webinars, or simply dedicate time to read up on the latest in your industry. Being updated makes you more attractive to potential employers, signaling your commitment to professional excellence and your dedication to future-proofing your career.

In conclusion, for passive candidates, success lies in the subtle art of being seen without actively seeking visibility. It's about creating a rich tapestry of skills, relationships, and online presence that naturally draws opportunities to you, ensuring you're always in step with the ever-evolving professional landscape.

Conclusion

The world of recruitment is undergoing a profound transformation. No longer is the journey about merely seeking; it's about being discovered. Passive job searching has emerged as a dominant trend, emphasizing the blend of readiness and opportunity, of preparation meeting potential. In this ever-shifting, dynamic job market, the emphasis is clear: don't just wait for the right opportunity; position yourself where opportunities can naturally find you.

For all the readers, it's crucial to acknowledge this shift and recognize the myriad possibilities passive job searching presents. It's not just about securing a job; it's about crafting a trajectory that aligns with your aspirations, ambitions, and future-proofing your career. The landscape is abundant with chances for professional development, and understanding the nuances of passive searching can truly be a game-changer.

And for those who resonate with this perspective, for those keen on tapping into the promise of passive job opportunities, remember: guidance is paramount. TDM & Associates, with its rich legacy and strategic alliance with NPA Worldwide, stands ready to be your partner in this journey. With a deep understanding of industry trends, professional networking, and the art of positioning passive candidates, we are adept at crafting success stories.

Act now. Let your career narrative be one of foresight, ambition, and strategic alignment. Get in touch with TDM & Associates and embrace the potential of passive job searching. Your next opportunity might just be a conversation away.

3 Ways to become a better leader

Thu, 27 Jul 2023 18:00:00 GMT

Leading a team or even just a few individuals takes practice, here are 3 tips that make being a better leader just a little easier:

Be A Good Role Model

Employees notice when their leaders follow their own rules, and they notice even more when they don’t, so being a good role model for your employees is crucial in leading a team. It is not possible to lead a team through words alone. If you just tell your employees how you want them to act or what you want them to do, they will not know exactly what you're hoping for. However, if you model the tasks and behaviors you want your employees to follow, then they will be encouraged to act more like you and follow your lead.

Encourage Creativity

Allowing your employees the creative freedom they desire will not only allow them to do their tasks more efficiently and at a higher quality, but it will also make them more excited about their job. When employees know that you will allow them the freedom they need to do their job, they will be more likely to want to follow you on future projects. Being a leader is not just about delegating tasks, but it also about trusting your employees to do what they need to complete their assigned tasks.

Communicate

Communicating with employees is by far the most important part of being a leader. Simply communicating effectively with your team makes it much easier to leave them and it makes them much more likely to actually want to follow you. Communicating with your team doesn't mean just telling them your expectations, it means being open and honest with them when things go right, and even when they don't.

The Benefits of Employee Feedback

Tue, 20 Jun 2023 19:55:09 GMT

Employee feedback is necessary in any working environment; employees crave it, while bosses often shy away from it.

It is easy to believe that it is only necessary to give employees feedback when they do something wrong, but it is helpful to both you and the employee when they know that they are also doing something right. Employee feedback can have a multitude of benefits for both individual employees and the company as a whole. Here are some of the main benefits of employee feedback

Employee feedback can motivate employees.

If you are directly told that what you are doing is right and you're doing it well then you will be more motivated to keep doing what you are doing. Over time, employees work will also improve because they are motivated to work harder and do their best at all times. This increase in motivation which will lead to increased morale and productivity among all employees, which will over time improve the company as a whole. Also, getting feedback can make employees more eager to even come to work. People innately crave feedback, good or bad, so when they start to get that feedback at work they will be more eager to go to the office to complete their tasks for more feedback.

Providing your employees with feedback can also allow them to grow the company, while also growing within the company.

If an employee knows what they are doing right or wrong, then they can figure out what it is that you are looking for and how they can improve in the future. It is easy to fall into the belief that if you tell your employees they are doing a good job then they will no longer put forth the same amount of effort, however, people are constantly seeking the approval of their superiors. If you tell an employee they are doing well, then they will strive to do even better the next time you give them a task, and if you tell an employee that their work wasn’t where you would’ve liked it to be, then they will realize what it is you are looking for in their work and they will do better to meet your standards in the future.

Employee feedback does not always have to be simply when employees are not doing well. It is helpful to always let employees know where they stand as far as their performance. When an employee does several tasks with no feedback from their superiors, then they may start to wonder if they need to do things differently for the next tasks as they do not know how their work was received. Thus, by not telling employees when their work is done well, they may assume they need to change it and instead give you something that you aren’t looking for. Employee feedback helps employee motivation and production, as well as both individual and company growth, among many other benefits.

Why Happy Employees Are More Engaged and Productive

Fri, 26 May 2023 14:52:18 GMT

Happiness is essential to workplace productivity. Being happy in your everyday life makes it more easy to engage at work because you do not have other troubling things on your mind. However, being happy at work can make employees more productive overall.

Employees are more engaged when they're happy in their personal life, and while as an employee you can't do anything to determine their personal happiness, you can do things to make employees more engaged while they're at work. Finding ways to make tasks more enjoyable and interesting can help keep employees engaged. Also, allowing employees to take breaks to do something relaxing or fun when tasks get frustrating can help keep employees engaged with their tasks.

Also, if employees actually enjoy what they do then they will be more likely to do it well. Making sure your employees are happy in their job will increase their overall productivity because if they enjoy working for a company they will be more likely to work harder to see that company succeed. However, simply enjoying their job is not always enough; positive reinforcement is necessary to keep employees engaged. When employees continually go above and beyond with no positive reinforcement it can be discouraging, so telling employees when they are doing well and letting them know you appreciate all of the wire they're doing can be incredibly beneficial in keep employees engaged and productive.

The Power of a Recruiter

stephanie@tdm-assoc.com (Stephanie Swilley) — Tue, 16 May 2023 17:17:01 GMT

How a Recruiter Can Help You Land Your Dream Job

In today's competitive job market, finding the right employment opportunity can be a daunting task. With countless resumes flooding in for each job opening, it's essential to stand out from the crowd. That's where a skilled recruiter comes in. A recruiter can be your invaluable partner in navigating the complexities of the hiring process, connecting you with the right opportunities, and ultimately helping you secure your dream job. In this blog post, we'll explore the numerous ways a recruiter can assist you in your job search.

Expertise in the job market

Recruiters possess in-depth knowledge and expertise about the industries they specialize in. They understand the current job market trends, the skills employers are seeking, and the specific requirements of different roles. Leveraging their experience, recruiters can provide valuable insights and guidance, helping you tailor your resume, optimize your online presence, and prepare for interviews based on the preferences of potential employers.

Access to hidden job opportunities

Not all job openings are publicly advertised, and this is where recruiters truly shine. They have access to an extensive network of employers and hiring managers, often aware of unadvertised positions. By partnering with a recruiter, you gain access to these hidden job opportunities, expanding your options beyond what is available on job boards or company websites. Their network and connections can open doors that you might not have been aware of otherwise.

Resume and application optimization

Crafting a compelling resume and cover letter is essential to make a strong first impression. A recruiter can provide valuable guidance on how to optimize your application materials, ensuring they highlight your relevant skills and experience effectively. They have insights into what employers are looking for and can help you showcase your strengths and achievements in a way that resonates with hiring managers.

Interview preparation

Interviews can be nerve-wracking, but a recruiter can help alleviate your stress by offering interview coaching and preparation. They can provide guidance on common interview questions, conduct mock interviews, and offer feedback on your performance. Their insights can help you refine your answers, enhance your confidence, and present yourself as the best candidate for the role.

Negotiating offers

Receiving a job offer is an exciting milestone, but navigating the negotiation process can be challenging. Recruiters are skilled negotiators who can advocate for your interests and help you secure the best possible compensation package. From discussing salary expectations to negotiating additional benefits, their expertise ensures you receive a fair and competitive offer.

Long-term career support

A recruiter's role doesn't end once you've accepted a job offer. They can continue to be a valuable resource throughout your career. Whether you need guidance on career progression, advice on professional development opportunities, or assistance with job transitions, a trusted recruiter can be your go-to partner in navigating the ever-evolving job market.

In a competitive job market, having a skilled recruiter by your side can make a world of difference in your job search. Their industry knowledge, access to hidden opportunities, resume optimization skills, interview preparation, negotiation expertise, and ongoing career support can significantly enhance your chances of securing your dream job. By leveraging the services of a recruiter, you gain a valuable ally who is committed to your success and can help you navigate the complexities of the hiring process with confidence. So, why not harness the power of a recruiter and take your career to new heights?

How to Engage a Multigenerational Workforce

Wed, 12 Apr 2023 16:00:05 GMT

The workforce is one of the first places that different generations interact in a team environment without as much emphasis placed on age. It is important to understand since the workers will come from different backgrounds, education levels, and generations that the manager or employer must know how to engage and interact with every age level. Remember that everyone in every generation wants to feel relevant, needed, and appreciated.

Motivation for each generation comes from a different place; identify where it comes from and use this to your advantage. The oldest generation of workers, and these are going to be the baby boomers, want to be recognized for their lifetime of experience. Their years need to have value to their employers even if their years in the workforce may be limited. The next generation of workers are your in-betweeners and they have different needs. To engage the in-betweeners, they need to feel like they are rising and in control. They are going to be feeling a loss of power when their skills are replaced by someone in another generation even if they have more knowledge or better ideas. Give this generation of workers power within the project and the ability to prove themselves because these are the employees are the pool to be promoted to high-level management positions. Finally, your young generation, the famed millennials, are going to be excited about introducing new ideas. Show appreciation for their ideas, energy, and enthusiasm because they place value in their fresh perspective.

Now that the values of each generation of worker have been identified it is important to assign them roles based on how they will best be engaged. The older generation should be assigned a task that allows them to be the subject-matter expert and show off their years of experience. The younger generation should be placed in the role of the innovator; let them utilize their spirit and imagination to push the project in new directions. The in-betweener should be the manager or guide for the whole process. Let them demonstrate and test their leadership skills by leading the team to complete the assigned task.

By keeping in mind the needs and values of each generation, you can successfully engage a team that is comprised of workers from different age groups.

How to know when it's time to quit your job

stephanie@tdm-assoc.com (Stephanie Swilley) — Wed, 05 Apr 2023 17:10:54 GMT

9 signs it’s time to quit your job

We’ve all been hearing about the Great Resignation for the last couple of years. The sudden upheaval caused by COVID-19 forced many, especially professionals with young children, to really examine what is essential for their mental health and, as a result, many made changes to their employment situation by either moving to remote work in more remote geographical locations, embracing self-employment/gigs/contracting, or looking for more meaningful work in other ways.

Regardless of the pandemic’s impact on your professional life, staying at a job that is not meeting your essentials for mental health (and hopefully exceeding them) can have serious negative effects on your life and well-being. But how do you know if you’re just being picky or if it’s time to move on?

1. There is no upward mobility

If you are in a position with no growth potential, whether it be responsibilities, new skills/technologies, titles, or salary, you are stagnating. It’s difficult to remain stimulated and engaged professionally when every day is the same and there is nothing to work toward.

Sometimes you can find creative ways to continue growing, but if you’ve exhausted all means in your current role, it might be time to consider moving on.

2. Your case of the Mondays starts on Sunday

If you dread doing your work, do almost anything possible to avoid doing the actual work while you’re there, it’s time for a new job. This may be a temporary change, a change in environment, or a change in the work all together, but at some kind of change has to happen.

A life of having the soul sucked out of you in exchanging for a paycheck is not healthy or sustainable. When you have a job that brings you joy, sparks your curiosity, and that you can lose yourself in, you will contribute so much more to the world.

3. Your job is changing you – and not for the better

Being miserable at work can affect our mental health, physical health, and relationships in serious ways. If you find that you’re fighting with family members more or that you’re suddenly needing more glasses of wine to “unwind” after a day at the office, it’s definitely time to make a change. Whenever your job is taking more than it’s giving, that’s a clear sign it's time to quit.

4. Your workplace has become toxic

Some jobs are more stressful than others, but whenever your stressors are from the (lack of) safety in the workspace or those you work with, it’s time to look for a new job. If you have colleagues – or worse yet, bosses – who verbally abuse you, or you are concerned for your physical health and safety due to your job, it’s definitely time to move on. Even if it’s as “little” as your boss not being interested in your goals, it may be time to find a job elsewhere.

5. Your company or industry is struggling

Sometimes, no matter how much you love a job or workplace, it’s time to look for a new career for other reasons. Make sure look out for yourself and seek a more stable work environment if the company is struggling to make ends meet or the industry is in trouble. It's always better to be able to quit your job while you have it than to look in a panic once the job is gone.

6. Your body is trying to send you a message

Even if you love your job, the cumulative stress can have a serious physical impact on your body. Sometimes the effects creep up very slowly so you don’t notice until it’s getting serious, but if you are experiencing significant back pain, sleep troubles, or an upset stomach, your body might be telling you it needs a change. Take the time to examine your situation, talk to your doctor, and evaluate if it's time to quit your job.

7. When you don’t look up to the people above you

If you look at what your manager and higher-ups are doing and it doesn’t appeal to you, then there’s nowhere for you to grow within the company and it's definitely time to start looking for a new job.

Sometimes the growth opportunities align with your goals, but the leadership at your company is lacking (to put it kindly), then you're not in a good place to learn and grow—especially if you want to shift into a leadership role. So be on the look out for:

No work-life balance in the organization
Frequent turnover
Passive-aggressive, jealous, micromanaging behavior

8. You feel undervalued

Your contributions go unnoticed (or worse yet, claimed by someone else), you're regularly overlooked for promotion (even when you are more qualified), or you are treated in a demeaning way, especially due to discriminatory behavior, it is definitely time to quit and find a new job.

9. When you ask Google if it's time to quit your job

As with any big life decision, you have to listen to your gut. When there's doubt, it's probably time to start exploring your options.

Life is too short to spend 40+ hour a week in a job that is causing you mental or physical distress, allowing your skills to stagnate, or not fulfilling you professionally. As soon as you start to wonder, take advantage of the opportunity for a calm transition and get your application materials up-to-date and find top-notch recruiters to work with. Having the flexibility to wait for the right job rather than just another job will put you in the best position to continue growing your career and finding fulfillment.

4 key attributes to look for when hiring

Tue, 24 Jan 2023 16:45:00 GMT

EQ and "soft skills" are essential qualifications

Knowing who to hire is difficult enough but knowing what to look for in prospective employees doesn't have to be. Here are four key attributes to look for when hiring new employees:

1. Ambition

You want to find employees that are not only going to show up to work on time, but that are also going to go out of their way to get things accomplished. Ambitious employees can also encourage their coworkers to become more ambitious, which can tremendously improve company morale and productivity over time. When an employee takes charge and finds things that need to be done without waiting for you to instruct them, they not only save you time, but they can also take extra work off of your plate and help their coworkers out if they are struggling.

2. Honesty

Honest employees are a necessity. If an employee is honest and straightforward, even about past mistakes, it can make them easier to work with and it can save you the trouble of having to double check everything they do. When you know an employee is honest, you know that you can trust them to do what they are supposed to be doing, and trust that they are doing it right, which saves you from having to check up on them, which means that you are left with more time to do your own work. Also, with honest employees, comes loyalty, so you don't have to worry about them leaving you on short notice for another job, as they are more likely to be straightforward and tell you beforehand when another opportunity comes along.

3. Passion

Anyone can show up to a job and do the work, but it is important to find employees that are truly passionate about the work that your company is doing. Not only are people who are passionate about the work that they do more likely to stay with the company in the long run, but they will be more driven and thus more likely to help drive the company towards accomplishing their common goals. Also, people who are truly passionate about their job are less likely to create unnecessary work drama or simply hang out without doing their work.

4. Detail-Oriented

Finding employees that see a task as a combination of all of its little parts, rather than one big picture can be valuable for any company. Seeing the parts that make up a task, ensures that the employee is more able to focus on every part, making them less likely to miss small details in a big task. Over time, production can not only increase, but better end products can be produced, which can mean an increase in clients or sales.

So don't get hung up on all the keywords on the resume. Make sure that the whole person is a good fit for the team!

Best Ways To Foster Teamwork

stephanie@tdm-assoc.com (Stephanie Swilley) — Tue, 22 Nov 2022 16:43:04 GMT

Teamwork is a crucial part of helping a business run, because if the team is not working then the business isn't either. Here are four ways to foster teamwork among your employees:

1. Hire the Right People

It doesn't take very long into an interview to know if the interview is what you're looking for or not. It is typically easy to tell whether they will be a good fit for the team, so if you interview someone that you can tell won't mesh well with the team, refrain from hiring them. Seek out candidates who will fit well with the employees you already have to ensure that the team works together more smoothly.

2. Promote Outside Team Building

Having a retreat or other outing outside of the office to promote team bonding will help them get to know each other so that they may work more effectively as a team. When team members become more comfortable with each other, they will be more likely to help one another and overall work better together.

3. Encourage Collaboration

Collaboration is key to team success, as the team has to be able to rely on one another when they get stuck. When employees collaborate, ideas are better and the team works better knowing that they're not alone.

4. Communicate

It is important for the team to always keep an open line of communication so that no one is feeling left out or harboring other negative emotions that may slow down the team. Knowing that they can communicate with one another is crucial for employees to be able to work better together knowing that they are always heard.

How to build a strong relationship with a recruiter

stephanie@tdm-assoc.com (Stephanie Swilley) — Tue, 15 Nov 2022 17:00:00 GMT

Because a good recruiter can change your future

We all know having the right connections can open doors that were otherwise locked, but what do you do if you don’t come from a well-connected family or friend network? One of the best choices you can make is to identify a good recruiter in an appropriate industry and form a solid relationship.

Recruiters can be your best advocate, sell a non-traditional background, and bring your profile to the top of the pile (or eliminate the pile all together). I have worked with people who stepped out of the IT industry and spent a few years as an HVAC tech and gotten them back into a great IT position, helped people change industries, and brought them from nursing to sales…but it takes more than just sending in a resume on your part. You need a relationship to gain their buy-in. How do you get there?

Do Your Research

Don’t just sit around waiting for a recruiter to contact you. They might never come across your profile, you might not look ideal, or if they do contact you, they may not be the right recruiter for you.

Ask for recommendations from folks in your network! If you aren’t having luck with recommendations, make sure you find some recruiters who will schedule “intake interviews” to really learn your goals, personality, and skillset…and interview them also to make sure you mesh!

Show Up

Such an important step in so many aspects of life. Respond to our calls and emails in a timely manner, answer pre-scheduled calls. In general, show your interest and dedication, show that you won’t be a headache to work with, and show respect. If the recruiter is spending a lot of time chasing you down and following up with you, not only will you become too much work to make it worth it, but they will start wondering if they want their name tied to you with a client.

Be Honest

Full disclosure; no surprises. Just like you should never lie on your resume, don’t lie to your recruiter. A good recruiter wants you to be hired into a job that’s a good fit. If you’re happy, you’ll work hard, be a good employee, and stick around. This all reflects positively on the recruiter. So, if you aren’t feeling the position, talk to us about your reservations! We can work to fix problems or find better fits if we have all the information. If you are interviewing with multiple companies, we can manage the process with the client to hopefully avoid a “bird in the hand” decision.

The more upfront you are, the better we can manage the situation and the more help we can be in finding you a perfect role.

Obviously, having complementary personalities goes a long way toward building relationships, but these three areas are things you can actually control.

Have you ever had a recruiter that truly went to bat for you?

4 Tips to become a better leader

Fri, 11 Nov 2022 17:15:00 GMT

Are you born a leader or do you become one?

Leadership, despite what everyone thinks, is situational. Often people assume that only certain people have the necessary skills to be leaders, but that is a myth. A leader is someone who has a vision of the opportunity or challenge and the courage to take action based on that. Someone who is a leader in one situation may be a follower in another because the most important tip to become a better leader is to recognize your own skills and understand when you should take charge and when you should be a follower. Here are a few tips to help prepare you to be a better leader:

Know your skills

In order to be a good leader, take stock of your strengths and continue to learn everything you can. Know your leadership style, improve on your weaknesses, and periodically update your knowledge to make sure that you are up to date on new technology, processes, etc.

Be willing to let someone else lead

Every person has individual talents and skills that they bring to a team, and the leader should be the best suited for the challenge or task that needs to be completed. The leader should always be changing to the person who can best lead the group during that time.

Pay attention to opportunities to take action

Always be aware of obstacles, tasks, or challenges that may arise during a project and be willing to step up and take charge. A good leader does not wait to be appointed; a good leader finds an opportunity and takes action.

It is not about directing others, but about getting something of value done

A good leader does not order people around for the sake of doing it. The purpose of a leader is that they have skills and a deep understanding of the task that allows them to direct others to accomplish the task. A leader should always be thinking about how can the team move forward and use their skills to successfully complete their work.

5 Ways to build great work teams

Fri, 11 Nov 2022 17:00:00 GMT

How do you take a diverse group of employees and turn them into an efficient, innovative, and effective team?

Building a great work team can seem daunting. The ultimate goal is to create a group that follows the agile system development technique, which can be applied to many different industries. The colloquial term for the process is stormin’, formin’, norman’, and performin’. A more technical explanation of the system is that it is created by small group dynamics which allow a self-regulating team to define, motivate, and manage themselves. Here are five steps to help build a team that can achieve that goal:

Mix personalities and skills

Do not assign five identical people to the same team. The more you can mix it up the better. Try to create diversity in age, experience, background, and education to have a well-rounded team. Each worker will be able to provide a new perspective and set of skills that the rest of the team may not possess.

Give them a clear goal

It is a group of people; which means if they do not have a clear goal, they will pontificate ad nauseum. Assign a task, give them some set parameters, and make sure that they have a clear understanding of what the end goal is.

Let them figure out how to get there

This is known as the stormin’ part of the process. There may be some arguments and this step can take longer than some of the others, but the team will come out on the other side of the discussion with a creative way to achieve the goal that utilizes their individual strengths.

Time block their work

Make it a realistic period, but a little challenging. This is another part of the Agile technique: break into short components to allow short bursts of energy that will lead to more progress than one long stretch of time. The idea is to have the team break the work down into sections, so their energy can be focused on one part at a time. This will mean every step of the process is given equal attention and that the team can reevaluate what they need to do each step of the way.

Keep the team together through multiple projects

Barring a strong personality conflict, with every project they work on together, they will continue to improve as a team. They will become in tune with how their coworkers go about their task and will set up stronger lines of communication.

With these few steps, a company can take a group of employees and turn them into a strong and united work team that can produce great work.

When Inspiration Strikes: The Benefits of Corporate Culture

Thu, 10 Nov 2022 17:30:00 GMT

We spend a lot of time at work. For a typical 9 to 5 worker, over the 45 years from college graduation to retirement, with a little held back for vacation, illness, and holidays, the total time spent working is around 90,000 hours. Add in a few thousand hours of commuting, a few late-night crises, and a weekend email check or two, and it becomes clear that we spend a significant part of our life in the work environment. It sure better be pleasant!

What makes a job pleasant? It could be affected by many things: interesting tasks, challenging problems to solve, hope for advancement (or at least stability), cordial coworker and client relationships, comfortable physical environment, available refreshments, and lunch options are all aspects which affect the culture of a company. However, the actual culture is a matter of work pace and attitude set of characteristics. As these listed items are all variables in the real business world, so a large corporation may have multiple cultures. Think of the difference in the work culture of a manufacturing plant vs. a corporate headquarters accounting group.

Each employee will view the culture slightly differently as each has their personal priorities and characteristics. It is well known and well researched that happy employees tend to be much more productive and loyal than dissatisfied ones. In a culture mismatch between the company and the employees, expect high turnover unless some outside influence (i.e. depression level job market) forces temporary stability on the workforce.

Some levers of the employee perception of the culture are beyond the ability of the executive team to directly influence. Line management must be the ones trained to recognize and guide the task assignments and team relationships so that employees are neither bored nor overwhelmed. However, policies and behavioral guidelines can be established so that employees at all levels can understand the basic tenets of the culture, and executives need to be honest with themselves about the company’s business. Saying that work-life balance is important and then scheduling night and weekend work activities means the culture is one of workaholism. Not an incorrect culture, but not one of work-life balance. Employees see actions a lot clearer than printed policy. Establishing a Google-ish culture in a buggy whip business is a recipe for disaster, but if innovation and ambition drive the business plan then do not set up a regimented process culture or a different mess will occur.

Being clear about the culture wanted for the business and then putting it into practice will enable the company to have high productivity with low turnover even in the most unexciting business.

How a Placement Agency Can Help You Find a Good Job

Thu, 10 Nov 2022 17:13:56 GMT

The job hunt is an incredibly stressful process and it has become even more difficult as companies have begun using automated systems to narrow the candidate pool. It can become frustrating as application after application is rejected before a human even sees it. Even if the application gets through to the HR department, there are so many candidates for the one position that it becomes impossible to rise to the top. This is a problem that recent graduates, those who have been laid off, and people looking for a job change all experience: the headache that comes from trying to find a job on their own. Here is where a placement agency comes in.

Many companies have short-term needs either due to seasonality, large contracts, or government work; things they are hesitant to hire long-term employees for especially if they do not work out. Companies pay the placement firm to find workers willing to work for a specific duration. Therefore, the companies do not deal with the hassle to find a short-term employee and outsource to a placement agency to do the work. People seeking employment should consider using a placement agency to help them find a job for many reasons.

One of the first benefits these agencies have is access to a larger network of companies that they are placing candidates at. They can find so many more jobs than you can on your own. When people talking about finding every open door, the agencies know about all the possible ones and will help you find them. Placement agencies are in the business of finding jobs, so let them do the hard part!

Once the agency has placed a candidate at a job, this employee has a chance to test drive a position and a company. They can observe the politics, the culture, and the management style and decide if the environment is suitable to work in. Since the positions filled by placement agencies are usually short-term, this is a great way for employees to see different companies and the aforementioned aspects without any commitment. If the company is not a good fit, then the employee can be moved to a different job with minimal reputation damage to the employee or the company. Many people hope that once an employee has proven their worth through their temporary position the company might decide to hire them for a full-time job while others continue to use placement agencies for a long career in short-term work. Many people hired through a placement agency are later hired by the employer once their contracts ended.

There are many placement agencies of various reputations that fill a variety of jobs fields: from maid service through highly technical specializations. No career is out of reach for these agencies as they have connections for any job people want. This can be especially helpful for recent graduates who have extremely specific degrees or those who have overly general degrees, a placement agency may be the best way to find a position.

The pay is also typically quite good because these companies desperately need someone to fill the position, but the employee will not experience all the benefits the company offers their full-time employees. Most placement firms offer benefits to their candidates in order to supplement what they do not receive through a company. This way you do not have to worry about paying for your own benefits while working part-time through the placement agencies.

A placement agency is a great option for anyone who has struggled finding a full-time position, trying to find a company that is a good fit, or someone looking to always be challenged by a new job and new environment. They can be your ticket to finding a great job or the chance to experience numerous good positions.

Best tips for training new employees

Wed, 09 Nov 2022 17:29:55 GMT

New employees are only as good as their training

New employees can be a great asset to any team, their fresh mind can offer the team a new perspective that no one may have considered before. However, new employees are only as great as their training, so below are three of the best tips for training new employees:

Introduce The Team

Introducing new employees into a team can be difficult at first, so it is important to let staff know beforehand when a new employee is expected to start. Once the new employee starts, it is important to introduce them to the team. Formally introducing new employees to the team as a whole helps the new employee fit in faster and it helps them to get to know the team, so if they need help in the future they know that the team is there to help and they know exactly who they need to go to.

Give Constructive Feedback

New employees may not be used to doing things the way that your company does them, so it is important to give new employees a variety of tasks to practice with. However, the whole point of practice is to learn from your mistakes, so it is important to remember to give new employees constructive feedback at the end of each task so that they are able to learn from their mistakes to help them going forward in the new job.

Don’t Stop Training After A Few Days

Training a new employee should not stop after the first couple of days or tasks, it is important to follow through and continue training employees until you know they're ready for more independence. However, even after you give new employees the freedom they earn, it is still good to continue checking in from time to time for a little longer. There may be something you didn't cover in the initial training that they're struggling with months into the job, so it is important to check in to make sure that they have everything handled.

What to look for when recruiting

Wed, 09 Nov 2022 17:01:15 GMT

When hiring a recruiting staff, most people will say that they look for a specific skill or experience in a particular industry. That is the easy part; recruiters that do not understand the job will often rely heavily on those specific skills in their selection criteria because they do not know what they should be looking for. What should they be looking at? There should be a focus on a match between the human characteristics of the job and the candidate pool. Proper identification of the true characteristics of the successful employee in the job is the key to finding the best candidate.

Let’s say you are trying to find a candidate for an isolated, boring, and repetitive job, what kind of person do you need? A type A hyper-creative team player who is also highly disciplined and well educated will not be successful in this role. The type of person who would be best suited for this role would be a loyal, predictable, and dependable person that thrives on routine. In this case, a recruiter should not be looking for someone who has a specific skill because most people can be taught, it is the core personality that needs to fit.

To find the best candidate for each job, recruiters need to fully define the characteristics needed to be successful in the role and then select people based on those. There are of course a few general aspects that should be consistent across all roles: maturity, morality, ethics, and judgment. Outside of these key qualities, each job requires a different type of person and by identifying that personality type you can successfully recruit staff that will be suited for their jobs.

Best tips for employee motivation

Tue, 08 Nov 2022 21:50:41 GMT

Three tips for employee motivation

Employee motivation is one of the most popular topics to write about because employee happiness is so important to running a successful business. Many authors and business experts have given their two cents on how to motivate employees, so I have tried to narrow down their many suggestions to just three key tips.

Be organized and give advance notice of what is going on

Surprises have their place in some parts of human life, but work is not one of them. Companies and managers need to maintain organization, so they can give advance notice of any new projects, change in deadlines, or additional work that the employees need to do. This will help keep everyone happy and prevent excess stress from hurting the office. Preparation creates better results in their work and makes everyone’s job easier since they are not playing catch up and have an adequate amount of time to complete a task.

Clearly and openly communicate with them

Hiding is retroactive because people can invent worse things than the truth. If there are issues with administration, layoffs, budget cuts, or any other changes that can shake up a company, then be honest with employees. Even if it means telling them that they can expect a period of restructuring in the near future or other vague answers, at least the employees can mentally prepare for the future. Secrets will always be leaked in the office and you do not need the rumor mill to get ahold and terrify employees over some simple changes. Honesty and transparency are also important because these are your employees; it is their business as well! Every company is a family and the changes will be felt in every branch and office. Show your employees that they can trust their livelihood with you by being honest and maintaining open lines of communication.

Have a clear goal that they can create their own path to

Creativity and intelligence go hand in hand. Just because employees have earned their degrees and landed a job does not mean they should stop learning. By providing goals and allowing employees to use their own intellect and skills to reach them, you are giving them the freedom and pleasure of discovering the best way for them to personally complete a task. This also means there must be a clear goal that way they know when their job is done. It has been proven that productivity and overall happiness increase when people have some wiggle room to figure out their own way to meeting their goal.

These three tips to help employee motivation may seem simple, but they are effective. Employee motivation means that the company can keep running and growing.

3 Management Mistakes and How to Avoid Them

Tue, 08 Nov 2022 21:30:50 GMT

Every business is reliant on managers to organize employees and maintain daily work. Good management is a fundamental foundation to any successful company. Since this is such an important position, every manager should be aware of the most common management mistakes and how to avoid them to ensure the company runs as smoothly as possible.

Don't micromanage

The first mistake is over management. A good manager should show employees what needs to be accomplished, but not how to accomplish it. It does not help anyone if they are told how to finish a job and it does not create a better employee if they do not have the chance to think on their own. A manager should present a problem for an employee and provide them the encouragement and support to devise their own solution and figure out how to implement it. The best way to avoid over management is by identifying the basic information that the employees need and then provide any extra help they need as they ask for it.

Don't leave them hanging

The second mistake that managers can make is under management. It is just as bad for a manager to dictate everything their employee should do as it is for a manager to neglect their employees. Never assume that employees automatically know what to do; everyone needs support and encouragement no matter how prepared or intelligent they may be. A good manager wants their team to succeed and will provide them the tools to complete their project. This means that managers should pay attention to their employees and what they need; being in tune to how the project is progressing and aware of where others are struggling with it, is the best way to ensure that the manager gives their employees the direction they need to be successful!

Don't forget to be their manager

The third mistake that every manager should avoid is trying to be a friend instead of a manager. It is imperative to treat employees and team members well, but do not mistake common courtesy with friendship. Remember at the end of the day, the manager might have to fire an employee; a manager’s duty is to the company and not to the people.

A great example of this mistake is Michael Scott from the popular show The Office. Scott is the regional manager of Dunder Mifflin paper company and a great deal of the humor from the show comes from the friendships and interactions between him and his coworkers. Scott has great difficulty separating himself from the employees and often runs into issues when he needs to fire them or discipline them; he has always portrayed himself as their friend and as a result they do not take anything he says seriously.

Managers keep the company running and the employees on task, and they cannot do that if no one takes their directions seriously. By being friendly and keeping a professional relationship with employees, managers can successfully run their team.

Every manager should recognize these three mistakes and avoid them in order to be a productive and efficient leader.

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How to organize a job search

stephanie@tdm-assoc.com (Stephanie Swilley) — Mon, 07 Nov 2022 18:37:33 GMT

Tips to help you manage your job search

Whether you're looking for your first job or you've changed careers and are ready to start over, there's no denying that a job search is a lot of work. But if done right, it can be a rewarding process and lead to better opportunities down the road.

Getting organized for a job search is the first step in finding a job.

Get organized and figure out how you're going to manage your job search. Project management tools like Asana and Trello can be lifesavers in a job search.
Understand what kind of a position you are looking for and all the options that come along with. Are you looking for a position in your field? A different industry entirely? Or something in between? Knowing what kind of job you’re after will help you figure out where to start your search.
Make a list of companies you want to work for based on their projects, technologies, and/or values.
Create a list of skills you have, skills you want to develop, and skills that might be useful in your field.
Determine how much time you can realistically commit to your job search on a daily basis, then make a plan and schedule it in.

Research the job market.

The first step in a job search is to research the job market. Your goal is to:

Understand the job market. Is it a candidate's market or an employer's market? How's the economy?
Review the job descriptions for the positions on your list and see if there are any skills listed that aren’t currently on your resume or LinkedIn profile but could be added as needed, or if there are any skills you need to brush up on.
Know how much you can earn in those roles to ensure that you will maintain your standard of living, and also to help negotiate a strong salary. If you’re not sure how much you can earn in a position, research the pay ranges for similar positions.

Reach out to your network of friends and family and let them know you're in the job market.

If you’re looking for a job, it’s important to take advantage of your social circle. You never know who might have some connections that can help out! Don't be afraid to reach out and reconnect with people—they may be able to help you find the perfect position or at least get your foot in the door.

If you don't have a wide social circle, reach out to people you know through your professional network. Chances are that there are plenty of folks who can help you out in this way!

Figure out what makes you unique and impactful.

The most important thing is to figure out what makes you unique and impactful in your role. What do people in your field say when they talk about how great you are at your job? What are the problems that they always bring to you?

Once that’s determined, think about how those strengths and talents translate into the positions you are considering. You should also consider:

What are the skills that make someone successful in this field?
How does your experience fit with those skills?

How can I communicate those things in my resume or cover letter or interview questions?

Update your resume, LinkedIn profile, and social media presence.

Update your resume, LinkedIn profile, and social media presence. Your resume is the first thing a potential employer will see when deciding whether or not to call you for an interview. Make sure it's up-to-date, compelling, and easy to read. Keep in mind that employers don't care about your marital status or age; they want to know what skills you have acquired and how you can impact their business.

Make sure your resume is easy for potential employers to find online by using keywords that are relevant in today’s job market (e.g., “accounting” vs “bookkeeping”). For example: if you're applying as an accountant at a manufacturing company who makes auto parts, then use terms like "accountability" or "applied research." Keywords are important because they allow recruiters searching online databases quickly find all qualified candidates who meet their specific criteria.

When it comes to LinkedIn, make sure your profile is up-to-date. Include relevant skills and experience from previous jobs in order to show how they help you in the position you're applying for. You should also add any relevant volunteer work that would fit well with your application.

These are daunting tasks, so don't shy away from seeking out professional help! We recommend Reach Your Destination to help make sure you don't miss out on career opportunities because of a resume or LinkedIn profile.

Make sure your references are ready.

Before you begin applying, check in with all of your references to ask them if they are ready to talk about you and make sure they have your contact information so they can reach out if any questions come up.

Find a recruiter to work with.

If you want to give your career search an edge, find a recruiter. A recruiter has the skills and experience needed to help you find an appropriate position, and more importantly, can do so much faster than someone who doesn't have those skills. If you work with a good recruiter, they'll be able to match your talents with the right job opening, saving you weeks or even months of time that could be better spent on crafting your resume and preparing for interviews.

Recruiters come in many different forms: some are independent contractors who work on their own; others are employed by talent acquisition departments; still others may be affiliated with staffing firms specializing in certain industries or functions (i.e., accounting). They all have one thing in common: they've made it their business to know about hiring trends across multiple industries as well as what each company is looking for in potential candidates. (psst: we know some good ones!)

Apply for jobs.

Now that you have some direction, it is time to jump into the job application process. Since your time is limited, it's important to focus on effective ways of finding opportunities. A good place to start is with job boards and recruiters who are already familiar with your industry or field.

You may also want to consider posting a profile on an online job board and making sure that your resume has been optimized for keyword search. This way, recruiters can find you through searches and applications instead of having to rely solely on connections within their networks.

Prepare for interviews by practicing your answers to common questions.

Practice answering questions about your work experience.
Practice answering questions about yourself (hobbies, interests, etc.).
If you have a background in sales or customer service, practice answering questions with hypothetical situations.
Get professional help. You may want to hire someone who will prepare you for interviews and teach you how to present yourself properly in an interview environment—it's a skill that takes time and effort to master on your own.

Conclusion

Starting a job search isn't easy. It requires the right tools and information, but also some hard work on your part. The key to success is to start early, keep organized, and make sure that your resume is tailored for each position you apply for. It may seem like a lot of work to keep track of all these details when there are so many other things vying for your attention at this time in life (like kids!), but once you get into the groove of things it gets easier and easier!

How to find work-life balance

stephanie@tdm-assoc.com (Stephanie Swilley) — Mon, 07 Nov 2022 17:01:26 GMT

Finding the ever elusive work-life balance

Work-life balance is all the rage these days, but what does that actually mean? In this blog post, we'll explore what work-life balance looks like, and how you can achieve it.

First, let's define what we mean by "work-life balance." Work-life balance is the ability to find a healthy balance between your work and your personal life. There is no one-size-fits-all solution, but there are some general tips that can help you achieve work-life balance.

Some people believe that work-life balance means working fewer hours, but that's not necessarily the case. It's possible to work fewer hours and still feel like you're sacrificing your personal life. The key is to find what works for you.

If you're struggling to find work-life balance, here are a few tips that can help:

Designate time for yourself and your loved ones

It can be difficult to find a work-life balance, especially if you're always on the go. But it's important to set aside time for yourself and your loved ones, even if it's just a few minutes each day. Some steps to protect your time for yourself, family, and friends:

Schedule time for yourself: Make sure to schedule time for your hobbies, interests, and personal care. This is time for you to relax and recharge, so make sure you stick to your schedule.
Set boundaries with work: It's important to set boundaries with work, so you don't end up working all the time. That could mean setting a specific time to stop working each day or only checking work email a few times a day.
Prioritize your relationships: Don't let work take over your life to the point where you're neglecting your relationships. Make sure to set aside time for your partner, family, and friends.

By setting aside time for yourself and your loved ones, you can help create a healthy work-life balance.

Don't neglect your health

There's no question that finding a work-life balance can be difficult, but it's important to remember that taking care of your mental and physical health is essential to maintaining a healthy balance. Here are a few tips for taking care of your health:

Make time to move regularly. Even if it's just two minutes, take regular breaks at work to get up and move around. This will help with pain and stiffness as well as re-energize you for more productive time at work.
Exercise regularly. Not only will it help your physical health, but it can also improve your mental health.
Eat healthy. Eating nutritious food will help your body and mind to function at their best.
Get enough sleep. Getting enough rest is essential to not only your physical, but also your mental health.
Take mental breaks regularly. Breathing techniques, meditation, music, and community can go a long way toward improving your mental health.

By taking care of your mental and physical health, you'll be on your way to finding a healthy work-life balance.

Set (and stick to) reasonable goals

Sometimes our ambition gets the better of us and we set unattainable goals for ourselves and hold ourselves to unrealistic standards at work. This can take a toll on our mental health as we struggle to live up to our own expectations. Make sure your goals are achievable by:

Breaking big goals down into smaller milestones. When you have attainable milestones along the way, you can see your progress and keep moving steadily toward your goal. It also helps you to identify any roadblocks earlier in the process.
Measure your success by things you can control. You cannot control other people's actions, the market, technology, or so many other things. Measure your success and progress by actions you make and can control.
Ensuring that goals and milestones are within a realistic scope. This entails evaluating the complexity, time requirements, access to tools or other resources, and that they are within your control.
Celebrate your wins! There is no doubt that accomplishing your goals takes time, effort, and dedication, so make note of all of your hard work and celebrate those wins!

Find a job you truly love

It's no secret that having a job you love can make a big difference in your overall happiness and satisfaction with life. It can also be a game changer when it comes to work-life balance.

Loving your job improves your mental health by increasing your ability to concentrate and be productive while also giving you a sense of purpose in the work you do. And when you're not spending all your time working, you'll have more time to focus on the things that matter most to you outside of work.

So if you're looking to improve your work-life balance, one of the best things you can do is find a job you love. It might take some time and effort to find the right job, but it will be worth it in the end. And if you need some help with this, that's what we're here for.

How to get your recruiter to fight FOR you instead of WITH you

stephanie@tdm-assoc.com (Stephanie Swilley) — Thu, 06 Oct 2022 16:23:47 GMT

There are great recruiters and horrendous recruiters. There are recruiters who will hustle for you any day, any time to help you land a great opportunity and there are recruiters who will lie, misrepresent, and waste your time. Unfortunately, it’s up to you find the good ones and you will find that they can be your biggest cheerleader who will open doors you didn’t even imagine…but it takes some effort on your part, too. So, how do you build a strong relationship with your recruiter and create an advocate for yourself?

Be present

From the moment you connect with a recruiter, you need to show them that you are in the game. We are evaluating you from our first communication – your professionalism, interpersonal skills, communication skills. If you are lackadaisical in your response or our conversation about yourself and the position, we’ll probably take a pass because we question your interest level.

When you receive a call, text, or email from us, respond! If we ask for additional materials (resume revisions, thank you notes for clients, etc.), give us a realistic timeline and then deliver. Being present throughout the process demonstrates interest and reliability. These are musts if you want us to fight for you.

Help us help you

Realize that if you’ve found a good recruiter, we want to help you. It’s the squeals of joy when we tell someone they’re getting an offer for their dream job that drive us, and nothing makes us happier than a candidate who is thrilled about their new career and a client that is gaining a tremendous asset.

So if we ask you for additional details or resume revisions, it’s with your best interest in mind. If we give you advice for attire or interview technique, follow it...we know the client. If we volunteer to do mock interviews with you, take us up on the offer!!

Be honest

If you’ve found a good recruiter, they will be honest with you about everything. Return the favor. Not totally sold on the position? Tell us and tell us why . Have a spouse who might hold up accepting an offer or relocating? Tell us. Have other interviews going on and offers coming down the pipe? TELL US! The more we know, the better we can manage the situation before it becomes a situation.

Realize we’re people too

Recruiters, no matter how good they may be, are human. We will occasionally drop the ball or have to reschedule. We have families at home whom we’d like to spend time with. Try to be understanding when we apologize profusely for missing something (I promise, we’re kicking ourselves harder than you ever could). And no matter your schedule, please don’t demand that we make ourselves available during evenings and weekends. If you politely explain extenuating circumstances that prevent you from speaking during normal business hours (including lunch), we will offer to make ourselves available during the evening or weekend with no ill will. Just treat us like people, because, well, we are.

We’re ready to be in your corner.

this article was first published on Linkedin

How to Negotiate a Raise

stephanie@tdm-assoc.com (Stephanie Swilley) — Wed, 05 Oct 2022 17:16:22 GMT

Stop wondering "Am I getting paid enough?" and make it happen

When talking to candidates, I find that many don’t know what the going rate is for their position. They just look for an increase beyond their current salary. This means that if they started off under-compensated, they’ll probably continue to be under-compensated, regardless of the impact they’re making on the business.

In our culture, we don’t ask how much our friends earn. We don’t share how much our car or house cost, what our rent is, or what our insurance deductible is.

We don’t talk about Bruno money.

Thanks to the internet, you have all the information you need to know what fair compensation looks like for you, and now we’ll teach you how to negotiate a raise.

Prepare, Prepare, Prepare

You can’t walk into your boss’s office, say “I’m underpaid!” and expect results. You have to build a case for why they should be paying you what you’re asking for. Focus on how you’ve impacted the business:

Major Challenges with Major Results : When projects were failing, deadlines were whizzing past, or funds were dwindling, how did you take the lead and save the day? What projects have you rescued? What major errors have you identified and remedied?
Assume More Leadership : Sometimes a promotion is the perfect way to get that raise. Build your career and your bank account while growing as a leader and having a bigger impact.

Be Ready to Negotiate

Sometimes negotiating a higher salary just isn’t in the cards where you work. But remember, it’s not just about salary – total compensation is the key here.

What other areas of the compensation package are of most value to you? Flexible hours or remote options? A higher match percentage on your 401k? An increased bonus structure or more vacation days? All of these areas play into our quality of life and, for now at least, can be valuable options during a negotiation.

Be sure to consider these thoughtfully before your meeting. When you have these counters prepared, it can also show that you are willing to work with them and compromise, showing your dedication to your employer.

Most Important, Just Ask

While only 55% of people receiving job offers in 2019 negotiated their salaries, it was expected by 70% of employers. It was expected. That means, while scary, negotiating your salary – whether with a new job offer or in your current position – is just a part of having a career.

Often, the hardest part is knowing what to say and how to say it…and remembering that silence is actually your best friend when negotiating.

Practice making your case with a friend so you are comfortable with what you are saying. Then when the time comes – be comfortable with the silence after you make your request.

At the end of the day, while asking for a raise is stressful and intimidating, it isn't a matter of life and death - the worst that will happen is nothing. And if your employer is unwilling to give you a raise or negotiate in other areas, come talk to us and we'll help you find a role that will meet your needs.

Are you getting paid what you're worth?

stephanie@tdm-assoc.com (Stephanie Swilley) — Tue, 04 Oct 2022 20:37:45 GMT

How to determine salary trends and fair compensation

If you're reading this, you probably aren't entirely satisfied with your current salary. Whether you feel like you're being underpaid or you're simply curious about what your worth is in the job market, this post is for you.

With inflation soaring and everyone feeling a little uncertain, it's more important than ever to make sure you're being paid what you're worth. Even in a candidate-driven market, employers can be picky and often lowball offers, and if you aren't careful, you could end up making less than you deserve.

Fortunately, there are some things you can do to make sure you're getting paid what you're worth.

Do Your Research

When you're considering a new job or negotiating a salary, it's important to do your research and know what the average salary is for your position in your area. The best way to do this is to use this free salary calculator .

There are a lot of variables to consider when you're looking at salaries, including hours, insurance, retirement, and PTO. The salary calculator will give you a good starting point for understanding what the average salary is for your position. With this information, you can be sure you're getting the best possible salary for your skills and experience.

Understand Your Values

Before you can negotiate your ideal salary, you need to understand your own values and what you need from a potential employer. Not everyone has the same needs and desires, so the different aspects making up total compensation will not be weighted the same for every person. While one person might care more about 4+ weeks of vacation, another might value a 401k match, and another might just want that monthly stipend for their gym membership. By understanding your own values, you can begin to understand what kind of total compensation package meets your needs.

Once you have a good understanding of your values, you can start to negotiate your ideal salary. If you know what you need and want from a potential employer, you will be in strong place to make it happen

Make It Happen

Don't sell yourself short. If you're worth more than the salary you're being paid, ask for a raise. If a position can't meet your compensation requirements, it's okay to take a pass. A good recruiter (Hi! That'd be us!) will have your back and work with you to find a role that meets all of your needs.

Ready for a change?

Check out our current open positions or schedule a call so we can help you get paid what you're worth. You deserve it.

Why Using a Recruiter Can Help Land The Job Of Your Dreams

Tue, 27 Sep 2022 17:42:00 GMT

By: Liz Carey, NPAworldwide

Finding a job can be a daunting task – clicking “apply” and submitting your resume and cover letter, and hoping that you will hear back. So why navigate the job search alone? Why not enlist some support to help you land the job of your dreams? Utilizing a recruiter can help, as they know the industry and have relationships with their clients and know what they want and need.

Rather than you wasting your time and energy wading through job sites and submitting your resume into a black hole, a recruiter brings relevant jobs to you. By developing a good relationship with the right recruiter — who will get to know you, your career aspirations, personality and skills — they will recognize companies and positions that would be a perfect fit. Even if you don’t get the first job you apply for, they will be able to keep you in mind for other positions that fit your experience and skill set.

While there’s plenty of open jobs floating around on job boards, there are some companies who don’t post their opportunities publicly, but rather hire exclusively through recruiters. If you aren’t working with a recruiter, you will never know about these positions – one of which may be your dream job.

Recruiting firms have very close relationships with hiring managers, and oftentimes we will hear NPAworldwide members report that they placed a candidate by sending a resume to their client even if the client doesn’t have a specific opening — they know their clients and the type of talent they covet, and companies are often open to “creating” a position for the top talent that they don’t want to miss out on.

If you build a good relationship with a recruiter and there is a position that looks like a good fit, a recruiter can often help provide guidance on your CV/resume (such as suggesting relevant keywords to include), as well helping prepare you for interviews. A good recruiter will provide you with support and feedback.

Once you have found a recruiter that fits what you are looking for, it is key to build a mutually beneficial relationship – making it more likely you will recommend the recruitment agency to others, use them if you wish to change jobs, or ultimately you may use them to recruit new staff at the company you are with.

Many candidates are turning to recruitment agencies to help take the stress and time obligations away from the job search equation and leaving you better able to prepare for landing your dream job.

This article first appeared on NPAworldwide .

5 Things that increase employee satisfaction

Fri, 23 Sep 2022 17:06:07 GMT

A successful business does not only prioritize their customers, but also their employees’ satisfaction and happiness.

Employees who are happy with their jobs tend to be passionate and will deliver their very best. Passionate employees do not just work for the sake of their paychecks, but their desire to see their company grow and improve to a whole new level and stay even in its toughest times. They will give their best to keep the company on its feet.

Employee satisfaction actually goes beyond than performing well and training newcomers. When employees are content with the company they are working for they are most likely going to tell their friends and family how happy they are with their job and the benefits that come with it. However, if their company does not treat them well, employees will end up criticizing and will tell other job seekers to avoid this particular company. Performance-wise, satisfied employees handle stress and pressure better compared to workers who are unhappy.

Recognition and Respect

Simple compliments, a pat on the back, and notes of thanks can go a long way. Recognizing achievements is a strong tool in building motivation and self-esteem. It is a way of showing respect to employees that their efforts are greatly appreciated. When a workplace lacks respect, it becomes toxic and when teamwork is required, not everyone will be fully cooperative.

Encourage Growth

There are many talented individuals in organizations, some may not have tapped into their full potential or even recognize it. When employees feel like their skill growth is stunted or that they think that they are not learning anything in the company, they will strongly consider resigning. When employees are not growing out of their current skill level, they will surely find a company that recognizes their talents and encourage them to grow.

Open Up Communications

Managers and Human Resources department should maintain an open line of communication and encourage staff to approach them in any case that they can raise concerns, share ideas, and other inquiries. Companies that listen to their employees show that they are concerned for their well-being in the workplace.

Schedule Skill Development Trainings

Learning never stops. Set up training that focuses on developing skill sets or introducing new ones. Skill development trainings should provide the workplace with an atmosphere that helps growth. Employees that are encouraged to enhance their skill sets are more motivated in their work. By providing hands-on learning stimulates their desire to learn and at the same time prevents stagnation and boredom.

Hand Out Surveys

Surveys help employees rate how satisfied they are with their workplace and management. Keeping track on how employees feel about the benefits and how efficient management is in maintaining a healthy workplace environment. Surveys are also a way to maintain an open-door policy and encourage the staff to approach management to voice concerns and suggestions.

A paycheck does not always mean that an employee is satisfied. Building a system that makes employees content with their job should be the priority of companies in order to build a stronger work culture. The first advantage of high employee satisfaction is that it leads to a positive and productive work environment. Employees can focus on their work rather than complain or procrastinate. Secondly, turnover rate will decrease. Retaining experienced talented employees are more efficient compared to their newly recruited counterparts. These professionals are also important since they can become the mentors of employees who have just joined the organization. Last but not least, employees who are satisfied create a healthy working environment that abstains from office politics and other similar conflicts.

How to get the right hire on the first try

Sat, 10 Sep 2022 16:25:33 GMT

There is one thing you need to understand before reading this article; there is no guarantee that you will get the right hire on the first try. That being said, there are many tactics you can use to increase your odds on getting it right the first try.

First, be honest with the nature of the job you need done. If you really do not a hard driving type A person to consistently be able to keep shelves stocked, then quit asking for one. We tend to spend way too much time looking for purple squirrels, or someone who already has all the skills we need, and too little time on finding characteristics that will make someone successful in the job. Businesses often over-hire and then wonder what went wrong when the person becomes bored or an offer for a better position comes from somewhere else and they leave. The problem is that you did not need as much as you asked for. Find someone with the correct personal characteristics who can be challenged and grow into the job vs someone who can step in immediately and end up without a sense of self-worth from too easily being able to do the job.

On the other side of all of this, be honest enough to say if you really need characteristics of creativity, dedication, perseverance, or innovation and look for those. Try to narrow applicants down by characteristics and not their skills. While there must be a certain level of skills met, skills can be learned but characteristics are very challenging if not impossible to teach. You can help an employee learn new software or style of work, but you cannot teach them to have perseverance or to be innovative.

When it comes to finding the right hire on the first try, use these tips to fine-tune your search.

How our membership in NPAworldwide will benefit you

stephanie@tdm-assoc.com (Stephanie Swilley) — Mon, 29 Aug 2022 15:43:24 GMT

What’s the big deal about NPAworldwide?

Our membership with NPAworldwide allows our firm, dedicated to small business relationships and customer service, to provide big results to our candidates.

With over 550 firms worldwide, in every possible niche, TDM & Associates is positioned to match candidates with clients in every geographical and specialization area. And to sweeten the deal, these are opportunities that aren’t posted anywhere else online.

That’s right. It’s a secret job market.

“NPAworldwide connects you to premier independent recruiting firms located throughout Europe, Asia, Australia, Africa and the Americas. Get connected with members around the world to widen your employer pool, get specialized placements, and find perfect matches -- all at no cost. Our members are placement professionals seeking long-term fits. Working with our recruiters gets you access to relocation support, real-time feedback, and career tools. Connect with a recruiter to get started on the path to premium placements around the world!”

After working with your TDM Career Agent to create your candidate profile, you will be able to search on your own for your ideal position while we market you directly to our partners.

Not actively looking but curious about what else is out there? Great!

We love working with passive candidates who are most interested in the perfect position rather than the first offer they receive.

Schedule a call with one of our Career Agents to discuss your goals and get the process started.

How to Manage a New Employee’s First Day

Mon, 22 Aug 2022 15:55:24 GMT

The first day on the job for a new employee can be daunting. Simple tasks can be overwhelming and they can make common mistakes in front of their more experienced coworkers which can sink their morale. Of course, on the interview phase, they show a lot of promise, loyalty, and budding talent, but that should not stop there. Investing time into the first day of a new employee should keep that momentum going. New hires should have that feeling of being passionate about their job and with the company.

Managers have to supervise this new recruit to make their first day a success, make them feel that they are part of the team. These simple steps will make a new employee an efficient member of the company.

Introductions

It is very important to introduce new hires to everyone in the team. It seems simple, but it is essential. It establishes identity. Giving time to introduce them around and be acquainted with the rest of the team. Do not simply introduce the new hire by their name or what tasks are they appointed with. Provide the background of what the tasks they are assigned to and their sets of skills.

“Everyone, I’d like to meet Jen. She’s our new content writer and proofreader. She does an amazing job at writing content and she’ll be a huge help for promoting our website. If there’s any content you want checked, just let her know what you need.”

In this way, introductions also include an acknowledgment of the new employee’s strengths and responsibilities in the team which will make the new employee feel involved.

Welcoming Team

Integrating new hires into the team does not stop at introductions. It is always a good idea to let the team adjust to the new employee. Be prepared not to make them feel overwhelmed on the first day; managers should see to it that the team will also orient and coach their new member. See to it that new hires are closely monitored in any case they need more assistance.

Set Up the Training Program

It would be disheartening for the new employee if managers would just simply toss the list of video tutorials and manuals for them to read, give them their username and password in the company’s software, and simply say “Just get familiar with it. It’s easy enough to understand.” It would seem like new hires are being left on their own and it will leave doubts to whether or not this type of company appreciates their presence and potential.

Conducting training programs to orient them to what their responsibilities are, get them acquainted with upcoming projects, and how their skills can contribute to the organization’s success. This makes new hires feeling that they are valued and confident that they found the right job that suits them.

Establish Short-Term Goals

Some new employees may become too eager to contribute to big projects immediately. However, it would be best if new hires have short-term goals to work on. Setting some short-term goals with new hires during the first day will make them feel more connected with the company’s own larger goals. Small success can help them build their confidence and earn the respect of their coworkers.

Provide a Mentor

Usually, new employees are not yet familiar with the details of their tasks or how it should be done. They will have inquiries during their first few days or weeks in the job. Managers will not be there all the time to entertain questions since they also have tasks to finish. Providing a mentor can make them feel more comfortable when they have questions. Instead of wondering who to approach, they have one person who they know will help them. It can help them ease the tension and be more productive at work.

Share Company History

As the first day draws to a close, helping new employees understand the company culture they are now immersed in. Open up the company’s history so they can understand more about the organization they are now a part of. This is a boost in morale and can help in making new hires work more efficiently with their team members.

Feedback

By the end of the day, encourage the new employee to talk about what they have noticed about their new responsibilities. By simply asking “So how was your first day?” can mean that the management cares what new hires think about their new working environment. It can provide insight into what new employees feel and how did their team members behaved towards them. Requesting feedbacks can also help managers provide suggestions to improve performance for the next day.

What is the Average Onboarding Process for an Employee

Sun, 10 Jul 2022 16:58:19 GMT

An onboarding process is the first interaction a new hire has with a company after accepting a job offer during the hiring process. Sometimes the word orientation is used interchangeably with onboarding but to clarify up front, for the purposes of this article orientation is a specific event within the onboarding process. The onboarding process varies greatly from company to company. If you are currently or planning to be the owner of a company, you may be asking “what is the average onboarding process for a new employee?” You may want to formalize your onboarding process for the first time or you may want to see how your existing onboarding process measures up to other companies. Below are some answers you may find helpful.

First, a company’s onboarding process is a chance to make a good first impression on a new hire. From day 1 most new hires want to feel excited and validated that accepting the job offer was the right choice. A quality onboarding process can achieve those things while a lackluster onboarding process can plant a seed of doubt that will grow into forcing the new hire to re-consider their other professional options before spending too much time trying to get acquainted with a lackluster company. The beginning of the onboarding process should introduce the new hire to the company’s mission, vision, and values. The company’s leaders or other select people may give presentations to the new hire (or new hires) and tell them stories to get acquainted with the company.

Another important part of the onboarding process is having the employee make the appropriate choices with regards to benefit elections and tax elections. An HR representative typically walks new hires through the benefits (but company representatives generally do not give tax advice). They also give the employee any company-wide information that is mandatory for all employees, such as an employee handbook, access/review related to any ongoing training/compliance programs, and safety protocols. Eventually, the HR team will typically hand off to an IT person or team to get the employee set up with whatever hardware/software they need to do their job. Even in companies that are not heavily involved with computers, say construction, for example, employees are still typically given an email address and other technical resources at a minimum.

Lastly, the hiring manager typically goes through a number of policies, procedures, specifics related to the new hire’s specific role with the company. The employee is introduced to their work environment, if there are other members of the same team they are introduced, and the new hire begins to take inventory of everything assigned to them to make sure nothing is missing.

Pros and Cons of flexible work Schedules

Wed, 22 Jun 2022 15:40:15 GMT

Flexible work schedules can be good or bad, depending on your business and the employees you have. Below are some pros and cons of flexible work schedules:

Pros:

Flexible work schedules make it easier to find employees and it makes the ones you have happier and more loyal to the company, because it makes all employees feel as if their needs are being met and you care about how they feel and what they think.

The flexibility also reduces employees stress and makes them less likely to call off from work, because they will have more time to focus on their own mental and physical health when they need to.

Allowing employees to choose when they work also increases productivity because team morale is higher and people are more eager to work for the company that is working for them.

Most importantly, flexibility helps employees improve their work-life balance, which is ultimately what most employees are looking for in a job.

Cons:

Some employees like having a set work schedule because that's what they're used to and it works for them.

Allowing employees to choose when they work does reduce employer control, and can possibly lead to employees taking advantage of the policy.

Also, for some jobs, flexible work schedules just aren't possible, as work needs to be done on a set schedule and not whenever employees can get there.

This flexibility also makes it more easy for there to be a breakdown in communication, possibly making it more of a hassle than it is worth.

6 benefits of a diverse workforce

Wed, 14 Jul 2021 16:18:52 GMT

Diversity leads to richer environments

When someone mentions diversity, what comes to mind are different factors concerning gender, age, race, and cultural background. In the workforce, it does not only mean to hire people of different races, age, and gender. Most businesses are now acknowledging the importance of having a diverse company culture. We may share a common interest, but at the end of the day, we are unique individuals with different outlooks and experiences.

Diversity within the company is vital especially in a business that is expanding towards the global field where they interact with clients from different cultures.

Varying Perspectives

When the workplace consists of different cultural backgrounds, employees are exposed to varying perspectives. This creates brainstorms that can result on a variety of analytical approaches and solutions based on their different experiences and methods of thinking. The organization can base what they have learned from varying perspectives and use it to improve their next business strategy. Companies can make new business strategies that can meet the needs of their customers more efficiently.

Attracting Talents

Diversity in an organization is viewed as an openness to change and culture. A diverse business will most likely attract a wider range of candidates since it will appeal to more individuals from different backgrounds. It will not matter what position the organization is opening, but this will lead to the number of applicants to increase and the chances of finding talented candidates will also follow. Talented employees are important in a highly competitive industry.

Retaining Employees

Finding and hiring new employees can take a lot of time. Replacing and training new recruits can be expensive. Retaining talented employees gives an organization a competitive edge. Employees feel they are appreciated, valued, and included in the organization. They feel appreciated and their loyalty and morale increase with the feeling of belonging. Appreciating diversity makes employees feel that they are valued for their individuality.

Going Global

When the workforce has a diverse language community, this pushes businesses forward due to its diverse community. Team members contributing to different cultures and mindsets, companies can cater to clients in different parts of the globe. Services and products are augmented to serve clients from various parts of the globe. The wealth of language paves a way for organizations to communicate effectively as well as establish relationships and understanding cultural characteristics.

Leading Innovation

Working in a diverse environment can help in appreciating differences and blurring the lines of traditional mindsets. New concepts and innovation can be born from the exchange of suggestions, comments, and feedbacks between individuals. Team meetings whose brainstorming are fueled by the differences of cultures can have lasting impacts. Diversity of culture can also mean a diversity of personalities and attitudes, and each can play to their strengths. Usually, traditional mindsets are contained to what is already known and practiced over and over again. New concepts are not explored. Creative minds can formulate ideas and solutions, and also have the expertise and experience to make it happen.

Adaptability to Change

A company that embarks into the global spotlight knows how fiercely competitive it is. A workforce that is already accustomed to the different cultures, will not have a hard time adapting to changes challenges will bring. Companies who are adaptable to change have potential to have a strong working culture that is sure to endure.

Staffing firms improve the bottom line

Mon, 09 Mar 2020 16:10:39 GMT

Nowadays, companies have a hectic schedule due to keep up with the competitiveness of the industry. Resources and time becomes constricted and companies do not have the time to implement a thorough recruitment and screening processes. There are hundreds of applicants, but companies need to find the right applicant for their job postings. Training applicants takes time and money; companies are careful in the selection process in order to save up and be more productive.

Staffing firms are the ones who perform recruitment and selection processes for companies. Companies employ these firms in order to manage the employment processes, may it be temporary workers or permanent ones. Depending on the kind of employment, staffing firms provide an advantage when it comes to a company’s production pace and the amount of time they have saved.

Everyday there are numerous people looking for job openings. Usually there are many people applying for the same position. However, companies do not have the time to processes each and every one of these candidates to see if they are fit for that one position. Hiring a candidate that does not meet the requirements needed for the tasks leads the company to look for another candidate who can. This means that more time is used on searching, hiring, and training which could have been used for future projects.

Staffing firms usually cut down the vast number of applicants to a more practicable level. Outsourcing these firms are the best way to manage and screen candidates; their expertise in recruiting and staffing outperforms the ones of the HR department of the company. Staffing firms has a higher level of proficiency when it comes to finding the right niche of workers for a specific company. These firms specialize in what are the trending news in the market, recruiting, and news about employment rates. They allocate their abilities into screening applicants to see if they possess the right skill for the task.

Utilizing the expertise of staffing firms lowers the expenses used to screening and recruiting personnel. They relieve the company’s HR department of the expenditures that are used in screening processes such as background information, investigating previous employment records, and even drug tests. Searching for the ideal candidate for the job can take a lot of money if it is done by the company alone. Staffing firms help decrease the turnover rate by checking out candidates before they are even hired. In most cases, staffing firms already have substantial information regarding a candidate’s professionalism and work ethic, and if they can fit right in within the company’s culture.

Staffing firms does not only help the hiring company, but also the candidates. These firms offer a wide variety of training opportunities for their candidates to hone their skills, learn new things that are essential for their profession, update their knowledge on their job’s regulations, and stay updated with any materials that they have to familiar with to stay ahead in their line of work. This type of training ensures that candidates are more than capable for their tasks and has a diverse skill set. These firms also help in the expenses during hectic days. Staffing firms provide temporary employs who can perform the same tasks for full-time employees. This helps the company save up on paying overtime and avoids stressing their workforce.

Staffing firms are beneficial for companies. Employee performance determines the success of the organization. Hiring the right staff for the tasks propels the company towards success and development, but hiring the wrong ones stagnates the progress.

http://smallbusiness.chron.com/benefits-staffing-agencies-11066.html

https://www.roberthalf.com/employers/hiring-advice/employee-recruitment/making-a-decision/use-recruitment-agencies-to-save-time-and-money

Fostering Collaboration Among Remote Workers

Sat, 22 Feb 2020 16:37:24 GMT

Having remote employees can make it very difficult for teams to collaborate with each other, but there are ways to make it easier on everyone.

It is incredibly important to always ensure that communication lines between remote employees are open. Setting ground rules, like when and how employees communicate also helps prevent potential problems down the line.

However, no matter how much the employees attempt to communicate, progress can not be made without the proper equipment. It is important to ensure that your employees have the proper technology they need to communicate electronically with remote employees.

Even if employees are too far apart to meet in person, having Skype or Zoom interviews can be a great way for employees to feel more like a team, allowing collaboration to be much easier.

Also, on the rare occasion that Skype or Zoom isn't good enough for what they need to get done, it is good to have a set location somewhere in the middle where employees can travel to in order to collaborate better in person.

Professional Bias in the Workplace

Thu, 19 Sep 2019 15:59:16 GMT

Professional bias has become a bit of a hot topic recently with the federal government’s demands to auditors and auditing firms to show how they remove biases from their evaluations. The goal is to see how eliminating bias can lead to more accurate identification of inaccuracies and fraud. This subject though can apply to any part of the business world and is important to identify for continued business success.

First things first: no matter what profession you are in, realize that the easiest person to convince is always yourself. We rationalize everything including, and especially, the irrational. In order to truly understand customers, bosses, employees, etc. we must try to think as they do. Which means removing many of the biases we have that can cloud and sway our judgment. Obviously, this is easily said and very poorly done, partly because we do not know what those biases are. In order to move forward, the company and individual employees need to do self-evaluations and pinpoint what biases they possess. This can be done through quizzes, presentations, interviews, etc. Put the time and effort that is necessary to do it because any effort on your part, and the company’s part, is better than blindly going through not understanding why others are not agreeing with you.

Understanding professional bias is imperative in today’s business world with the rise of the millennial work generation and their fight for equality. Do not let your company be labeled as old fashioned or unapproachable because you do not understand your biases and how to appeal to the modern clientele. Customers and potential employees want to see the effort put into understanding biases and working through them instead of settling for less than acceptable work or conditions. Remember, these huge accounting firms the government-sanctioned struggle with it, you probably will as well, but try. This is what is going to allow your company to continue to grow and succeed in the current market.