A common reason job seekers start looking for employment with job agencies in NJ like Spectrum is because of a need for work-life balance. While money and stability are important, without adequate time off, the risk of burnout is too high to be worth it in the long term. However, while the need for work-life balance is generally universal, what it actually looks like will depend on one’s unique circumstances and stage of life. Learn more about the differences between desirable work-life balance across generations:

Baby Boomers (1945-1960)

Back when Baby Boomers started their careers, workers were more likely to stay at their employers for decades and through hard work, would make their way up the ranks. Stability and job security tends to be more of a priority than work-life balance – which makes sense due to the fact Baby Boomers grew up in harsher post-WWII economic conditions, in which job scarcity was so much of a real threat that work stress and burnout wasn’t thought of as much. 

Related post: Four Signs You’re Getting Worn Down and Need a Break from Work

Gen X (1961-1980)

Raised by Baby Boomers in a time when divorce and dual-income households became more commonplace while birth rates declined, Gen X grew up being more self-sufficient and independent. As such, they were more willing to push back against authority than their parents’ generation and ask for work-life balance. Gen X generally values work-life balance in the form of autonomy, such as schedule flexibility, as well as paid parental leave and generous paid time off.

Millennial (1981-2000)

If Gen X pioneered the movement for work-life balance, it was Millennials who made it a mainstream endeavor for employers. Millennials entered the workforce at a time in which technology, especially smart devices, blurred the lines between work and personal time. Since they can be accessible and able to perform many work tasks anytime and anywhere, Millennials don’t tend to be as accepting of the reasoning behind being in a physical location at a certain time to do their jobs. Their definition of work-life balance typically revolves around being able to work remotely, set their own hours, and take adequate time off.

Are you ready to start looking for new job opportunities? Turn to Spectrum Staffing Services, one of the top job agencies in NJ. Our team of professional recruiting specialists will work with you to learn about your qualifications, and match you with the opportunities that are the best fit for you. Learn more – search Spectrum’s current open positions.

The post Work-Life Balance Across Generations appeared first on Spectrum.

Job seekers often turn to recruiting agencies in NJ like Spectrum Staffing when they’re at a crossroads in their careers. Whether it’s from boredom or burnout, a job that once brought personal fulfillment can eventually make you lose that drive.

How to Regain the Passion You Once Had for Your Job

Remember Why You Started

Take a trip down memory lane and contemplate the early beginnings of your career, when you were energetic and brimming with enthusiasm. What made you pursue it in the first place? What did you find exciting? Remembering why you started and getting back into the mindset of a brand new employee can remind you of the source of your passion and help get that spark back.

Give Yourself a New Challenge

A state of boredom and an internal feeling of passion simply are not compatible. If you’re feeling stuck in a rut with your work, shake things up and give yourself a new challenge. Learn a new skill, take on a new task, brainstorm a new idea and try to get it up and running, etc. To prevent sinking into the depths of complacency, always set new goals to strive toward.

Related Post: Starting to Feel Like Your Job Is In a Rut? Here’s How to Regroup and Refocus!

Plan Your Routine More Intentionally

If you get to the end of each workday and were constantly busy but yet feel like you have nothing to show for that effort, it’s no surprise that you may have lost your passion. If it feels like you’re never able to be productive and do work that matters to you, take back control by planning your routine more intentionally. Think about the low points of your day that cause you to go off track, and proactively change them. Make your To Do lists and set your priorities ahead of time, such as at the end of the workday for the next day or planning the upcoming week on Fridays.

Take Better Care of Yourself

Your dwindling passion for your work may be a sign of burnout. If you prioritize work and don’t take the time for self-care, it will take its toll on your physical, mental, and emotional well-being. Start taking better care of yourself, especially during the workday. Show up to work having gotten enough sleep (versus being up late answering emails or working on “just one last thing”). Fuel your body with a healthy lunch that you actually sit down and eat mindfully, rather than gulping down at your desk while you work. Take quick walks away from your desk every hour or so to get your blood pumping and to simply get a mental break. Once your well-being is in better shape, you may find that you have a whole new outlook on your career.

What other opportunities are out there?

Start your job search off on a strong note by working with Spectrum Staffing Services, one of the most experienced recruiting agencies in NJ.  Our team of professional recruiting specialists will work with you to learn about your qualifications, and match you with the opportunities that are the best fit for you. Learn more – search Spectrum’s current open positions.

>> APPLY ONLINE TODAY <<

The post How to Regain the Passion You Once Had for Your Career appeared first on Spectrum.

Whether you’re looking for contract employment in NJ or are interested in permanent placement, Spectrum Staffing can work with you to find the employment that aligns with your needs. Often when job seekers come to us, it’s because they are unsatisfied with their current roles. A common but frustrating scenario for workers is when they’re hired for a job and excited to start…only to find out that the job is much different than they thought it would be. If your new job isn’t what you expected, here’s what to do:  \

Focus on What You Can Control

Do your part to try to potentially improve the situation in the short term. Even if the job isn’t what you expected, if you try to make the best of it, you may end up becoming okay with it over time. Try to get to know your coworkers, such as joining them in the break room for lunch or around the water cooler, or ask your boss if there’s anything you can help with. 

Give It Time to See How It Goes

Sometimes the first few days or even weeks aren’t really an accurate indicator of how a job will really end up being. For example, if the work seems lower level than you were expected, it may be that your manager isn’t organized enough to be ready to train you and may be giving you busy work for the time being. Set a time limit to see how it goes – if nothing improves within that timeframe, then you can feel confident moving on, but you may end up pleasantly surprised. 

Meet With Your Boss

Once you’re sure that your job truly isn’t what you thought it was going to be, ask to meet with your boss to discuss your concerns. Be prepared and have specific points to make and questions to ask. Don’t be accusatory. Frame the conversation in an objective manner – let them know your understanding of what the job duties were going to be compared to your experience, and ask if things will change anytime soon. Their answer will let you know if you should stick it out because things may improve, or make you feel confident you need to move on. 

Restart Your Job Search

Unless you have a history of job-hopping, don’t feel like you must stay at a job that was misrepresented. In fact, if it doesn’t build your skill sets or give you relevant experience, it could end up holding your career back. Once you feel confident your job isn’t what you thought, restart your job search either on your own or with the help of a staffing agency. 

Are you interested in finding contract employment in NJ? Turn to Spectrum Staffing Services for your job search.  Our team of professional recruiting specialists will work with you to learn about your qualifications, and match you with the opportunities that are the best fit for you. Learn more – search Spectrum’s current open positions. 

The post New Job Isn’t What You Expected? Here’s What To Do appeared first on Spectrum.

Spectrum Staffing, a temp agency in New Jersey, works with job seekers to place them in positions with top area employers. After landing an interview, you’re understandably excited and anxious to learn the hiring manager’s decision, but if you follow up too often or too many times, you could harm your chances by coming across as desperate. Find out more about the best practices for how many times you should follow up after an interview: 

Immediately After 

The primary opportunity to follow up with a hiring manager is immediately after the interview. Not only is it the professional and courtesy practice to do so, but it also is a prime opportunity to reiterate your interest and qualifications. Within 24 hours, you should send an email message thanking them for taking the time to meet with you and for their consideration. Briefly summarize your qualifications, and then conclude by saying you’re excited about the opportunity and are looking forward to hearing back. 

Related post: Foolproof Ways to Make an Incredible First Impression During Your Next Interview

When the “Hear by” Date Has Passed

After your interview has concluded and the hiring manager opens up the conversation for 

questions from you, ensure you ask for their expected timeline for getting back to you with a decision. This gives you a clear set of parameters on when it would be appropriate to follow up again after your initial thank you message. If the “hear by” date passes and you have not received word, then wait a day or two. Follow up again with a polite, brief message letting them know you are still interested and are wondering if there are any updates to share

After the Decision

There is one final time in which it is permissible to follow up and that is after the decision has been made. If you’ve received the job offer, then obviously you would reach out to finalize the offer and other details before starting. However, if the undesirable outcome occurs and you find out you were not chosen, you can follow up by offering to stay in touch. You can either send an email once again thanking them for the consideration and asking them to keep you in mind for future opportunities, or you can request to connect on LinkedIn – you never know what could happen down the line. 

Are you looking to explore your career opportunities? Turn to Spectrum Staffing, a top temp agency in New Jersey. Our team of professional recruiting specialists will learn about your qualifications, and match you with the opportunities that are the best fit for you. Learn more – search Spectrum’s current open positions.

The post How Many Times Should I Follow Up After the Interview? appeared first on Spectrum.

Spectrum Staffing offers a variety of professional services in NJ to area employers, with a common one being temporary staffing. Hiring temporary employees initially, with the option to make them permanent, lowers the risk of making bad hiring decisions since employers get to see firsthand how well these workers perform. Learn more about the process of making the transition to converting an employee from temp to permanent with this guide:

Communicate with Your Staffing Partner

Before you take any measures with your temporary employee, it’s absolutely crucial that you communicate with the staffing firm who provided you the worker. Review your contract for any necessary actions you need to take, and finalize any payments. This is especially important if you only agreed upon hiring the temporary employee without intending to make them permanent, since there may be additional fees associated with the contract you entered into with your staffing partner. 

Ensure Employees Are Onboard

Don’t just assume when you bring on temporary employees that they automatically want to become permanent. Many workers intentionally choose temporary work for the sheer flexibility and don’t want to be tied down to one employer. Ask upfront about their goals to ensure your temporary employees are onboard to become permanent before you start the process.

Related post: Three Ways to Make Your Contract Employees Feel Like an Integral Part of the Team

Plan for Compensation Changes

A major factor to consider when converting temporary employees to permanent is compensation changes, since they will be transitioning from technically being employees of the staffing firm to now being your official employees. Discuss their new hourly pay rate or annual salary, benefits, and any other perks that will be different as a result of their change in status. If they are satisfied with the offer, then you can move forward.

Restart the Onboarding Process

The onboarding that your temporary employees received was likely either condensed or more tailored to their designation, so once they are converted to permanent, it’s time to restart the onboarding process. Go more in-depth and review any policies or procedures that may not have been relevant to them when they were brought on initially. Introduce them to the rest of their colleagues and communicate the changes in their employment so they can be welcomed in as permanent team members.

Find qualified candidates to join your team with the help of Spectrum Staffing. We have been offering professional services in NJ for more than 25 years. Our mission is to truly understand our clients’ needs so we can provide the employment services that are the best fit. Contact Spectrum today to learn more about our staffing and business services.

The post Converting an Employee from Temp to Permanent – A Guide to Transition appeared first on Spectrum.

As one of the most experienced recruitment agencies in NJ, Spectrum Staffing has placed job seekers into positions across industries. Many jobs in the modern workplace require a great deal of sitting, which actually can cause its own type of discomfort and injuries, even though they don’t require physical labor. Relieve aches and pains associated with being sedentary – check out these desk yoga poses you can try today: 

Wrist and Hands Stretch

When you’re a desk worker, the constant typing and mouse clicking can result in tension and aches in your wrists and hands. Every few hours, increase blood flow by stretching out these areas. Stretch your arms overhead and make circles with your wrists, about 5-10 times. Then, make fists and then open it and spread your fingers, and repeat about 5-10 times. 

Seated Twist

If you struggle with back pain from sitting all day, try out the seated twist. With your feet on the floor, take your right arm and place it on the opposite armrest as you twist toward your left shoulder. Breathe for five counts, then switch sides and repeat. 

Related post: Four Ways to Stay Active Throughout the Day…When You’re Required to Sit at a Desk

Mountain Pose

A simple, and unnoticeable, chair yoga pose you can perform during your workday is the mountain pose. It can be done either sitting or standing with your feet planted on the floor and your arms down by your sides. Straighten your back and roll your shoulders up, back, and then forward to gain a bit of peace (while working on your posture). 

Chair Pigeon Pose

Often sitting at a desk for long periods of time can result in imbalances in the spine and hips, especially if you tend to shift your weight to one side. The chair pigeon pose can realign your lower back and hips – place one foot flat on the floor, and cross the other leg at a 90-degree angle with the foot flexed for 5 to 10 breaths, then switch sides and repeat. 

Forward Fold

Boost blood flow and reduce tension throughout your body with this easy pose. While sitting or standing, simply spread your legs/knees apart, then grab the edge of your desk. Fold your torso forward until your chest is parallel to the ground, and breathe while you feel the stretch for at least five seconds (or as much as you would like).

Sit and Stand Chair Pose

The longer you sit, the less your lower body muscles, especially your hamstrings and glutes, are activated. As such, your back and neck often exhort more force when you stand up. Boost your hamstring and glute strength by sitting in your chair while pushing your heels to the floor, with your knees bent at a 90-degree angle. Stand up slowly without using your arms, then slowly sit back down and repeat approximately five to 10 times.

Desk Plank Pose 

While plank poses are normally associated with being on the floor horizontally, you can do a modified and less conspicuous version at your desk. Stand up and position your arms at least shoulder-width apart on your desk, then step backward until your feet are aligned with your hips. Hold this pose for 5 to 10 seconds to relieve tension in your spine. 

Find new professional opportunities by teaming up with Spectrum Staffing. As one of the most experienced recruitment agencies in NJ, Spectrum has been matching candidates with the available jobs from our clients for more than 25 years. Get started today – search our current available positions.

The post Seven Desk Yoga Poses You Can Try Today appeared first on Spectrum.

Hiring managers work with Spectrum, a top staffing agency in New Jersey, to streamline their recruitment process and find top prospective candidates. One of the most disappointing and frustrating outcomes is when a final choice is made, only to be turned down by the candidate. Understanding what candidates are looking for in prospective employers can allow you the opportunity to ensure you are presenting your company in the most appealing manner. Learn more by reviewing these top three reasons candidates turn down job offers: 

Compensation Was Too Low

Since compensation talks often don’t come up until after the interview and decision-making process, candidates may not know what to expect from your offer – and when they finally receive it, it may be way off base from their expectations. Take some time to do research into current market values to ensure you are offering compensation that is in line with your competitors. If you don’t have much wiggle room in your budget, there are still ways to compensate that aren’t monetary but that candidates may still find appealing, such as schedule flexibility, extra paid time off, or options to work remotely. 

Related post: Looking into Employee Benefits: What Do Employee REALLY Want?

Competition Beat You to It

Sometimes even if you are a candidate’s top choice, they may receive another offer first and not be willing to risk turning it down if they haven’t heard from you in a timely manner. If you are finding yourself losing candidates because your competition beat you to it, review your hiring process to see if there are ways to streamline it. Possible solutions include: creating a set criteria list to objectively and quickly evaluate candidates, limiting the number of interviews, and setting strict deadlines for any decision-makers to provide their input. 

Negative Candidate Experience 

How a candidate feels they were treated during the hiring process can significantly influence their decision on whether or not to accept your offer. Treat a candidate in the same manner as you would a customer and prioritize their experience. Be respectful of their time (such as being willing to work with their schedules and not constantly cancelling or rescheduling), be responsive to their inquiries, and give them your full attention during the interview itself and not be distracted with checking email or taking phone calls. If they have a negative candidate experience, not only will they turn down your offer, but they may tell others about their experience and your employer brand could be negatively affected and cost you future prospects. 

Attract top talent by working with Spectrum Staffing Services. We are a staffing agency in New Jersey with more than 25 years of experience, and offer a range of staffing and recruitment services, from temporary to direct placement. Contact Spectrum today to learn more about our staffing and recruitment services.

The post Top 3 Reasons Candidates Turn Down Job Offers appeared first on Spectrum.

Spectrum Staffing has been offering professional services in NJ for more than 25 years and has had the privilege of working with numerous hiring managers who truly care about being the best leaders they can. If you’re first starting out as a manager, you may not know how to most effectively evaluate your team and coach them to reach their potential. Here’s what you need to know to successfully conduct your first employee review:

Set Goals and Expectations

Employee reviews should ideally be an accountability tool to ensure employees are on track to accomplish pre-determined goals and meet expectations. Nothing should come as a surprise to your employees in the review; therefore, it’s essential to work with your employees to set measurable goals with clearly defined expectations of results, timeline, etc. This allows you both to be on the same page and know exactly what will be discussed when review time comes. 

Provide Real-Time Feedback

Reviews should serve as a time to discuss ongoing patterns and if they haven’t been addressed adequately. Don’t save up your feedback throughout the year to talk about during employee reviews. Make it a priority to provide real-time feedback so employees know exactly which situations and actions you’re referring to – otherwise, you risk them not knowing what specific events you’re talking about when you bring it up at a later time. 

Related post: Why Great Leaders Should Provide Real-Time Feedback to Employees

Keep Ongoing Notes

It’s a major undertaking to sit down and try to think about an entire year’s performance for each of your employees. Make review time easier and more thoughtful and accurate by keeping ongoing notes. Having a documented record of times you’ve offered feedback, both positive and areas that need improvement, ensures you are able to deliver reviews that truly reflect your employees’ performances and that nothing crucial is inadvertently left out. 

Prepare with Specific Examples

Before you meet with each of your employees for their reviews, prepare by evaluating the topics you plan to discuss. Vague feedback can leave employees confused and frustrated trying to determine what they need to keep doing or fix. For each point, be prepared with specific examples to support your claims – for instance, rather than just saying they’re great at being proactive and paying attention to detail, describe a time in which they spotted a major error and brought it to your attention. 

Make it a Conversation

During the actual review meeting itself, don’t simply deliver your feedback as your employee listens. The most effective reviews are ones that are a collaborative effort, so make it a conversation. Throughout the meeting, ask for your employee’s thoughts, questions, and suggestions. You never know what valuable insight you may gain from hearing the perspectives that could allow you to coach them to success. 

Attract top talent to join your team by working with Spectrum Staffing Services. We are one of the top providers of professional services in NJ and offer a range of staffing and recruitment services, from temporary to direct placement. Contact Spectrum today to learn more about our professional services.

The post Conducting Your First Employee Review – What You Need to Know appeared first on Spectrum.

As a top provider of staffing support in New Jersey, Spectrum Staffing collaborates with hiring managers across industries to help match them with top talent. Among the most in-demand traits needed for long-term success is creativity; however, many managers don’t take the steps needed to encourage innovation within their employees. Check out these four ways to promote creativity in the workplace:

Provide a Safe Space for Risk-Taking

A major obstacle to overcome when wanting to get employees to be more creative is the fear of failure. Often, employees have ideas that come to them but they are concerned about bringing them up in the event they are not successful. If you want to promote creativity, you must provide a safe space for risk-taking. Communicate clearly that you do not want them to strive for perfection, but rather for innovation. 

Encourage Brainstorming

Another barrier to creative thinking in the workplace is simply not having a designated time in which to do so. Encourage brainstorming on a regular basis by scheduling team sessions to share ideas. Ensure everyone has a way to provide their ideas, including the less vocal employees on your staff, whose ideas may not get heard if their more assertive colleagues tend to take over meeting times. This may be in the form of a shared document or even group chat, in which everyone can submit their ideas. 

Related post: Breeding Innovation: How to Make Your Employees Creative and Innovative

Facilitate an Innovative Environment 

There is no set formula for creative thinking – hence the phrase “inspiration strikes” – as much as you can try to make it happen, the best ideas often come about through a culmination of factors. If you want to promote creativity in your workplace, facilitate an innovative environment. Switch up meeting locations, including occasional trips off-site, add color and personality in decor for visual stimulation, and encourage free-flowing conversation.  

Avoid Getting Caught Up in the Logistics 

Creative thinking should never be immediately combined with asking questions about logistics. If ideas are immediately shot down because they “won’t work”, employees will hold back until they have fully fleshed out plans. Avoid killing creativity before it can flourish by saving all “how?” related questions for another time and keeping brainstorming conversations strictly focused on idea generation. 

Find qualified candidates to join your team with the help of Spectrum Staffing. We have been offering staffing support in New Jersey for more than 25 years. Our mission is to truly understand our clients’ needs so we can provide the employment services that are the best fit. Contact Spectrum today to learn more about our staffing and business services.

The post Four Ways to Promote Creativity in the Workplace appeared first on Spectrum.