Your Ultimate Guide to Attracting the Best East Texas Employees

This article was originally posted as a four-part series. We’ve combined all four posts so East Texas employers can find them all in one place.

Your Ultimate Guide to Attracting the Best East Texas Employees

1. Attract the Best When You Identify Key Characteristics

What happens when you combine low unemployment with retiring baby boomers and technology that allows East Texans access to jobs all over the globe? The challenge to attract top talent becomes intense.

Gallup meta-analysis suggests companies that choose the top 20 percent of candidates when it comes to talent have increased productivity, sales and profitability. They also have a significant decrease in turnover and absences. The productivity gap is huge, and it widens as job complexity increases.

That makes sense, but employers wonder how to secure that top 20 percent. The first step isn’t creating a job posting; it’s looking at the characteristics of your current top performers.

Key Traits of Top Performers

As soon as you read “top performers,” names probably came to mind. You already know the people at your company who unerringly accomplish more than anyone else. They seem to always make the right decisions, never require hand-holding and encourage others to do the same.

Every position requires a different skill set, and when you’re hiring there are non-negotiable qualifications, certifications and degrees for each. That’s what your employees do.

What we’re talking about here is what your top performers are. When you look at the people whose names popped into your head, you will probably find they share these characteristics:

  • They’re consistent. Top performers consider quality their chief priority every time. They don’t quit because the clock says they can leave. For each task, they seem to have a timeline in their heads for what must be accomplished to deliver superior results, and they always deliver. You can depend on their character as much as their competence.

 

  • They thrive when challenged. They are willing to take on the toughest assignments because they feel like they can make a difference. They don’t wait for opportunities, they create them. They have the ability to see the big picture for each project, zoom in to understand and solve for every detail, then reframe to evaluate progress.

 

  • They rely on facts and data, not emotion. They are always looking to expand their knowledge base. They research for work, but they are constantly learning in other areas of their lives as well. While they listen to their instincts in decision making, they also ask probing questions, look at industry best practices and analyze data.

 

  • They are comfortable with both teamwork and leadership. They have a confident, positive attitude that makes them an asset to any team. Other team members tend to look to them for advice and encouragement. They are comfortable giving and getting feedback. They don’t get defensive when receiving criticism because they see their weaknesses as areas for improvement. They praise others for a job well done and see success as a group effort.

 

  • They feel company goals align with their personal goals. They recognize that as they help their organization succeed, they’ll have more opportunities for advancement and professional growth. They feel they have a personal stake in helping meet organizational goals that creates a relentless drive.

Your Ultimate Guide to Attracting the Best East Texas Employees

What Top Performers Want from You

Right now you’re probably thinking, “That sounds accurate of my top employees, but people like them are hard to find.” Hiring managers often express frustration saying when they interviewed job candidates, the applicant seemed great, but once hired he or she didn’t perform as expected.

Some performance predictors are role-specific. The characteristics that make a good loan officer don’t necessarily make a good insurance adjuster.

However, just like high quality candidates share a set of characteristics, there are ways they respond to interview questions that indicates their mindset across a range of roles.

  • Excellent candidates are attracted to companies with similar beliefs and values. They are well qualified for the role, and they say they want the job because it fits what matters to them and what they are best at. In contrast, lower quality candidates say they want the job because it offers the pay, hours or benefits they’re looking for. These things matter to top candidates, but they’re not what excites them most about the position.

 

  • Top performers want challenge and opportunity. When you ask potential employees what they enjoy most about their work, they talk about being able to make a difference in peoples’ lives or solve challenges no one else could. Interviewees who aren’t as likely to be top performers might say they enjoyed positive interaction with their co-workers, appreciated their schedule or felt supported by management. Again, top performers appreciate those things, but they thrive when they have a mission.

 

  • The best candidates want growth. When you ask what their dream job looks like, they mention the importance of ongoing professional development or opportunities for advancement. Less qualified candidates think more in terms of high income, reduced stress or a position of authority.

 

  • Top candidates apply at top companies. They do their research. That doesn’t mean they only apply to large corporations. They’re also interested in small business that shows innovative thinking and strong brand values. When interviewed, they are able to tell what company strengths make them feel it would be a great place to work.

Where Can You Find Top East Texas Employees?

At Brelsford Personnel, we recognize the process of recruiting, interviewing and hiring top performers is time consuming and expensive. A bad hire is even worse. We evaluate each resume and conduct one-on-one interviews to find the best fit for each position no matter how long that takes. We have many years of experience that allows us to spot those top performers and place them in roles where they thrive. Get in touch to find out more about our process and access the best East Texas job candidates today.

2. Attract the Best By Developing Your Employee Value Proposition

Your Ultimate Guide to Attracting the Best East Texas Employees

Why would a highly talented person choose to work for your company? Ed Michaels asked the question in his 2001 book The War for Talent, and the question is still relevant today. The labor market is tight, so it’s hard to find the best East Texas employees and just as hard to keep them.

Your customers have lots of choices. So do the people who apply at your company. You invest in developing your brand image and personality for consumers. Creating your Employee Value Proposition (EVP) is similar to that process, but it’s aimed at employees instead of customers.

Do You Need an EVP?

As the name implies, an Employee Value Proposition states the value employees receive when they work for you. When some of us were just starting out, a steady paycheck was compensation enough, but hiring has changed.

The best East Texas employees are in high demand, and they’re choosy about where they work. A strong EVP provides these benefits:

It sets you apart from your competitors. Just like branding clarifies how you are unique, your EVP makes it apparent how working for your organization is different from working for other companies in the same industry. If there’s not something that makes you stand out, all employees have for comparison are job responsibilities and salary. If you don’t pay more and your competitor does, there’s no incentive to choose your company. A strong EVP clearly communicates what else you offer.

An EVP improves retention rates. When you articulate brand values and goals, you attract candidates who support them. Those employees are more likely to be engaged and motivated and less likely to look elsewhere for employment.

The employees you hire strengthen your brand. When they care about the things that matter to your business and embody key organizational traits, they exhibit brand values at every point of consumer contact.

Your Ultimate Guide to Attracting the Best East Texas Employees

Creating Your EVP

Decision-makers start by asking why the employees they’re looking for would want to apply, what would help them do their best, and what the company offers that motivates them to stay. Find answers by following these steps.

Step 1 – Identify Objectives

Decide what you want to accomplish through your EVP. Some of the most common reasons companies take the time to develop one is to attract and hire the right candidates, to improve engagement among current employees and reward top performers, to reinvigorate disengaged teams or to accomplish more with longer tenures and fewer hires.

Step 2 – Gather Information

Review employee engagement data, retention metrics and any other statistics you already have. Your best insight will come from talking to current and former employees. They’re the people who understand the best and worst aspects of working for your company. Create surveys, focus groups and exit interviews that ask questions like the following:

  • Why did you first apply to work here? Were your job expectations met? Please elaborate.

 

  • What tangible benefits we offer are most valuable in keeping you here?

 

  • What intangible benefits mean the most?

 

  • How would you describe working here to someone who was thinking about submitting their resume?

 

  • For former employees, why did you choose to leave?

Identify your most productive employees and seek to understand what attracts them and why they stay. Use those benefits as part of your workforce planning strategy so your EVP attracts more of the same type of individual.

Prospective employees can offer an outside viewpoint into how your company is perceived to job seekers. Ask what their awareness is of your company’s culture, benefits, growth opportunities and job satisfaction and how they came to that awareness.

Step 3 – Analyze Results

Sift through the data to look for patterns. Are there benefits you offer that don’t seem to matter as much as you thought they would? Are some perks more important than others? In what areas does your company receive negative feedback? Identify ways you can provide benefits that delight employees and differentiate you from rivals.

Step 4 – Draft Your EVP

Take that research and create a simple statement that outlines your brand’s commitment to employees and what they will experience. It should be inspirational while offering a realistic view of what it’s like to work for your organization.

Spell out how your company is making a difference in your industry. Align it with your principles and culture. Then test your EVP with employee focus groups to see how it resonates.

Step 5 – Promote Your EVP

Once it’s created and tested, communicate your EVP through company emails, post it on your website, integrate it into job postings and hang it where employees can see it. Discuss it with new employees during onboarding and review it when people are promoted.

Step 6 – Regularly Reevaluate

Set a timeline for assessing the extent to which your EVP is making a difference in hiring and retention. Go back to your original objectives and see how well you’re doing.

Compare data like employee turnover rates and absenteeism after you implement your EVP to what it was before you had one. Continue to collect feedback from employees about their job satisfaction, what incentives matter most and whether they feel part of a diverse, high-performance culture.

Always Hire the Best

Brelsford Personnel successfully provides high performance employees to businesses in metro Tyler and Longview because we don’t just think in terms of filling a vacancy. We get to know each of the organizations we’re privileged to work with.

When we search our candidate database and prepare a job posting, we look at more than just qualifications, skills and educational experience. Our goal is to provide employees who are a good fit for the company culture and make sure our candidates are in a role that suits them best.

Instead of worrying about finding the best employees or dealing with the consequences of a bad hire, put our expertise to work. Find out more when you get in touch today.

3. Hire Strong Employees When You Build a Strong Corporate Culture

Your Ultimate Guide to Attracting the Best East Texas Employees

Is company culture just a buzzword, or does it make a difference in employee recruitment, performance and retention? Harvard Business Review says company culture “picks up where the employee handbook leaves off.” Entrepreneur.com defines it as “a blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time.”

Your corporate culture is an essential part of developing your brand’s identity and values. A strong company culture attracts the best East Texas employees and keeps them engaged. It decides how staff responds when the boss is out of the room or the challenge they face takes an unexpected turn.

Corporate Culture Studies

When savvy business owners consider investing time, energy and other resources, they seek data that indicates they’ll see a return on that investment. Here are some numbers.

  • A Columbia University study analyzed the relationship between job satisfaction and employee turnover and found employees who ranked their company culture as high left only 13.9 percent of the time. Offices with a poor company culture had a turnover rate up to 48.4 percent.

 

  • Company culture makes employees happier and more productive. One study by the Department of Economics at the University of Warwick discovered happy workers are 12 percent more productive than average, while unhappy employees are 10 percent less productive. People work harder when they’re happy.

 

  • When researchers in a Duke’s Fuqua School of Business study talked to 1,800 CEOs and CFOs, 92 percent of them said improving their firm’s culture would increase their company’s value. They linked ineffective culture with high turnover, unethical behavior and poor quarterly earnings.

What Makes a Strong Corporate Culture?

Corporate culture is about more than just pleasant lighting, free snacks and mentioning birthdays at staff meetings.

Strong corporate culture has a mission or vision. TED has a two-word mission statement that says the community’s purpose is to “spread ideas.” Coca Cola says their mission is “to refresh the world in mind, body and spirit.” Your vision or mission guides employee decision making and spills into interactions with customers, vendors and stakeholders.

Strong culture has clearly articulated values. Personal values dictate how people live their lives. Company values define how employees and stakeholders act in business and in the community. Values might include a commitment to innovation, environmental sustainability, compassion, honesty, dependability or a spirit of adventure.

Staff communicates with respect. People feel comfortable bringing up new ways of doing things. Managers offer feedback constructively and encourage each team member to be their best. There’s an open door communication policy with a clearly defined process for resolving conflict.

New hires fit. When people spend most of their day together, they are united if they share the same mission and values. Your employees bring your company culture to life.

In the book Built to Last, James Collins and Jerry Porras studied 18 companies over six years to try and identify cultural attributes of top ranking US companies. Each company had different beliefs and values, so a strong culture wasn’t tied specifically to prioritizing idealism, courage or self-improvement.

What they all had in common was that they prioritized hiring, managing and training employees based on their vision and values. They had a clear system for making sure each new hire was a cultural fit.

Company Culture and Hiring

The people you hire represent your company even when they’re not working. They talk about their job when they’re sitting on the patio at Fresh. During the day they post memes to social media that indicate how they feel about their jobs and their co-workers. When they’re at church or the gym, who they are either aligns or contrasts with what your business values.

Finding the right fit isn’t just about retention and productivity. It’s about what’s best for each candidate. When people are in an environment that suits their beliefs and values, they grow and thrive. When they’re not, they feel dissatisfied and unengaged.

Know how your values impact job duties for each role. Reference them in your job posting and design interview questions that relate directly to those values. Build them into your onboarding process. Regularly communicate them at every level of your organization.

Molding Your Corporate Culture

Shape your current culture by doing the following:

  • Look at your current mission statement and identify the key values that will form the foundation of your company culture.
  • Interview staff to see where you stand. Inc. provides a 15-question true or false quiz to evaluate corporate culture with advantages and pitfalls for some of the most common types, or you can develop your own. If weaknesses emerge, state what you want to change and how you plan to do so.
  • Seek employee input on the values you’ve identified.
  • Communicate cultural values and goals. Put them in your handbook, in the breakroom and in the company newsletter.
  • Encourage everyone to drink the Kool-Aid. If management and staff worked together to find what you’re passionate about, everyone should be a believer. If you can’t practice what you preach, don’t preach it.
  • Prioritize ownership. Let each individual know how they contribute to the big picture.
  • Regularly express gratitude. Thank people in public and in private for the ways they demonstrate company values. Take time for thanksgiving during celebrations and times of conflict or stress.

Solid company culture turns individuals into teams. It attracts employees who love their jobs and keeps them engaged.

Hire a Cultural Fit Every Time

At Brelsford Personnel, our goal is to make a positive difference for the people we serve. Since 1988 we’ve successfully placed candidates with top Texas companies because we study our clients.

We seek to start each relationship with employers by making a site visit so we understand your organization’s personality, leadership style and mission. We screen candidates for both skill and personality to match employers and staff. Experience the Brelsford difference when you get in touch today.

4. Hire the Best East Texas Employees by Attracting Top Millennial Talent

Your Ultimate Guide to Attracting the Best East Texas Employees

There’s always a difference between the mindset and work habits of different generations. At many companies, Baby Boomers are in leadership roles and seeking to attract, hire and manage millennials, a population segment with vastly different work habits and expectations. Attracting top millennial professionals starts with understanding what motivates them.

Millennial Statistics

A person who became a young adult during the 21st century is a Millennial. Most researchers say this group was born between the early 1980s and the early 2000s, with some demographers arguing for a little earlier or later. The oldest Millennials are in their late 30s, while the youngest are still teenagers.

Pew Research found Millennials became the largest generation in America’s workforce in 2016. Last year there were 56 million of them looking for a job or actively employed. By 2020, they will make up half the country’s workforce and 75 percent in 2025.

What Millennials are Looking For

Attract top Millennial talent by first understanding what they want. Deloitte questioned more than 10,000 individuals in 32 countries to generate their seventh annual report on Millennial business motivation, ethics, workplace optimism and concerns.

They found diversity and flexibility are the key to attracting loyal millennials.

While Millennials recognize profits are necessary, they don’t think that should be an organization’s main goal. They feel corporations should put a premium on the following:

  • Changing society for the good
  • Protecting the environment
  • Creating jobs that improve people’s lives
  • Stimulating both diversity and inclusion at work
  • Encouraging innovation

Millennials want to work where they can grow and have a future. Ninety-one percent of them say they want rapid career progression. They expect employers to have clear policies on how to earn bonuses, raises and promotions.

In the Deloitte study, two-thirds of Millennials say they will probably have left their current employer by 2020. Many of them cite poor leadership development as their reason for leaving.

Millennials grew up with technology, and they want to use it at work. They embrace Industry 4.0, which uses big data, powerful analytics, automation and the Internet of Things.

They also want training. Only 36 percent say they feel their organization is helping them prepare for technology of the future. They also want help developing soft skills like confidence, critical thinking and creativity.

Offer Millennials These Benefits

Employers compete for highly qualified candidates in every age group. Attract Millennials when you offer these benefits.

  • Career development – Provide training programs and team building opportunities. Offer skill-specific training, but also provide opportunities to develop interpersonal skills, critical thinking, creativity and responsible online behavior.

 

  • Positive social interaction – Younger employees want to interact. Encourage a monthly brown bag lunch to mix departments and management levels. Volunteer together, have a summer cook-off or send teams to one of the area’s escape rooms. Put Millennials in charge of planning.

 

  • Flexible scheduling – Instead of sick or vacation time, offer flex time employees can use as needed. You can still require employees to work traditional hours and request schedule changes, but provide them with a set number of hours to “spend” as they please. Other flexible scheduling options include a compressed work week, split shifts or scheduling that allows employees to complete work on nights and weekends.

 

  • Emotional and physical health support – Show employees you care with subsidized gym memberships, group participation in East Texas cycling and running events and free mental health support.

Retain Top Millennial Talent

Going back to the Deloitte study, two thirds of all Millennials say they’ll probably quit their current job by 2020 and one in four says they plan to quit this year. Mentally tally how many people work for you who are younger than 40. What if a quarter of them quit?

You lose everything you invested in recruiting, onboarding and training them. You have to start over, and it will take time before their replacement finds their stride within your organization.

Millennials Quit for Better Offers

A Forbes article says often Millennials leave even when they like their job because they were offered a better opportunity. Keep that from happening by giving them opportunities to grow and advance within your company. Spell out what it takes to get a raise so they know when they can expect increased pay.

People Relocate

People of every generation relocate when their spouse has a job change or a family member needs long-term care. If it’s mutually beneficial, offer telecommuting to keep employees who transfer to another area.

Millennials Go Back to School

Sometimes members of this group feel dissatisfied with their current career path and think they can’t advance without more formal education. Consider offering scholarships for employees who want schooling to advance their careers, but also provide training and opportunity inside the workplace.

Brelsford Has an Extensive Candidate Database

Brelsford Personnel provides East Texas employers with professional, top-performing employees. We’ll find the right fit for your job vacancy, and we tailor our services to fit both your needs and budget. Get in touch to hire the best East Texas employees every time.

Blog posting from Content by Missy exclusively for Brelsford Personnel

East Texas BBB Warns of Summer Job Scams

East Texas BBB Warns of Summer Job Scams

Protect Yourself From Scammers

If you’re trying to find a job in East Texas, it might be because you’re unhappy in your current position or you need more money. Unfortunately, scammers use the powerful emotions that drive that job search against you. We talked with Mechele Mills, President of the East Texas Better Business Bureau. She offered straight talk on job scams in our area, along with tips for not being a victim.

East Texas Job Scams

When we asked Ms. Mills what types of job scams she had seen in East Texas, she said they typically fell into the following categories:

  • Work from home jobs – With this type of scam, none of the interviewing is done in person. The scammer and job candidate exchange information through email and there’s never a phone call, video interview or any other personal contact. The goal of this type of scam is typically identity theft. Scammers might ask for personal and sometimes bank account information, saying they need it to evaluate candidates for the position.

 

  • Jobs that require a background check – When people are looking for a nanny or other type of caregiver, it’s normal to ask for a background check. What isn’t normal is to ask for money up front. In this type of East Texas job scam, the fake employer asks for a money order or wire transfer without an interview or any other personal contact.

 

  • Re-shipping schemes – Ads for this type of scheme seek people for package processing or forwarding. Scammers ask people to accept shipments at their home address and send them out again to a different location. They often require prospects to provide their bank account, driver’s license, social security number or PayPal account.

 

  • Grassroots Campaign scams – Recently the BBB has seen postings for jobs campaigning for a cause. People are passionate about campaigning for women’s rights or education reform, and they want to make a difference. Often scammers ask for background check money and steal it.

Technology makes it easy for scammers. They advertise in the Thrifty Nickel, newspaper ads and online.

Red Flags to Watch For

If it seems too good to be true, listen to that inner voice of warning. Job scams often ask people to do something that doesn’t require a lot of experience. The position usually seems to pay more than you would expect for that type of job.

Many scams come from overseas, so poor grammar is also a warning sign. Watch for spelling errors, odd word placement or British English spelling (organise instead of organize, colour instead of color).

Find a Job Opportunity that’s Legitimate

When we asked Ms. Mills how she recommended East Texans identify legitimate job opportunities, she said your best bet is to go through a local employment agency. They have relationships with businesses in the community, know which of those businesses are hiring and can take a personal interest in helping job seekers find a position.

They also know each company’s culture and can find a better fit. They receive their fees from the employer, so there’s never a cost to the job seeker.

Brelsford Personnel talks with job candidates one on one to match them with East Texas employers. Search our online postings today.

Sources:
Interview

Content by Missy for Brelsford Personnel

Addressing Gaps in Your Employment History

Addressing Gaps in Your Employment History

Expect the Question

If there are gaps in your employment history, the interviewer is going to ask why. It helps to be prepared so you can offer a professional, honest answer no matter what the reason for the gap.

Overall Strategies

In our article on interview tips, we suggest practicing common interview questions before you go. If you have gaps in your resume, it’s going to come up. Here’s how to handle all the tough questions you might face:

  • Be honest. If you feel like the reason for your unemployment doesn’t show you in the best light, you might be tempted to misrepresent the facts. Employers are looking for people with honesty and integrity. It’s better to hear what happened from you than through a background or reference check.

 

  • Focus on the positive. Don’t criticize your old boss or complain about how hard it was to care for your sick family member. Instead state what you learned from the experience and how it relates to the position you’re applying for.

 

  • Keep it brief. Explain the gap, then move on.

Gaps for Personal Reasons

Sometimes you had to take time to care for your family members or for yourself.

Do create a brief statement that tells what happened. Sometimes it helps to put it on paper.

Do identify one way the experience makes you more prepared for the job. For example, if you spent several months caring for your aging family member, explain how it helped you develop soft skills like a positive attitude and problem solving.

Do emphasize how you’re ready to return to work. State how your values and work ethic align with those of the organization.

Don’t talk for more than a few sentences about the situation. The interviewer wants to know the reason for the gap, but they don’t need to know all the details.

If You Were Fired

Even if you feel embarrassed by the reason you were fired, be honest, positive and brief.

Do honestly answer why you were fired. They’re most likely going to check with your previous boss. A simple, straightforward answer is best.

Do tell what you learned from the experience. For example, if you lost your job for repeatedly being late, explain how since then you’ve developed better time management skills.

Don’t trash your former boss or co-workers. Keep the focus on how your experience makes you suited for the new position.

If You Took Time for Education or Travel

These are the easiest gaps to explain. If you went back to school, let your interviewer know what degrees or certifications you gained from that education. If you traveled, explain how it taught you how to interact with a diverse range of people or to appreciate other cultures. Then let them know how you’re now ready to focus on your career.

Search Jobs in East Texas

Brelsford Personnel offers direct hire, temp-to-hire, temporary and contract placement. Search our online job postings to see current jobs in East Texas.

Sources:
https://money.usnews.com/money/blogs/outside-voices-careers/articles/2018-05-23/mind-the-gap-how-to-explain-gaps-on-your-resume
https://www.themuse.com/advice/explain-resume-gap-interview-right-way
https://www.cnbc.com/2017/07/07/6-mistakes-to-avoid-when-explaining-a-resume-gap.html
https://www.careerbuilder.com/advice/explaining-unemployment-in-the-job-interview

Content by Missy for Brelsford Personnel

How to Attract the Best East Texas Employees Part 4 – Securing Top Millennial Talent

How to Attract the Best East Texas Employees Part 4 – Securing Top Millennial Talent

A Changing Workforce

There’s always a difference between the mindset and work habits of different generations. At many companies, Baby Boomers are in leadership roles and seeking to attract, hire and manage millennials, a population segment with vastly different work habits and expectations. Attracting top millennial professionals starts with understanding what motivates them.

Millennials By the Numbers

A person who became a young adult during the 21st century is a Millennial. Most researchers say this group was born between the early 1980s and the early 2000s, with some demographers arguing for a little earlier or later. The oldest Millennials are in their late 30s, while the youngest are still teenagers.

Pew Research found Millennials became the largest generation in America’s workforce in 2016. Last year there were 56 million of them looking for a job or actively employed. By 2020, they will make up half the country’s workforce and 75 percent in 2025.

What Millennials Want

Attract top Millennial talent by first understanding what they want. Deloitte questioned more than 10,000 individuals in 32 countries to generate their seventh annual report on Millennial business motivation, ethics, workplace optimism and concerns.

They found diversity and flexibility are the key to attracting loyal millennials.

While Millennials recognize profits are necessary, they don’t think that should be an organization’s main goal. They feel corporations should put a premium on the following:

  • Changing society for the good
  • Protecting the environment
  • Creating jobs that improve people’s lives
  • Stimulating both diversity and inclusion at work
  • Encouraging innovation

Millennials want to work where they can grow and have a future. Ninety-one percent of them say they want rapid career progression. They expect employers to have clear policies on how to earn bonuses, raises and promotions.

In the Deloitte study, two-thirds of Millennials say they will probably have left their current employer by 2020. Many of them cite poor leadership development as their reason for leaving.

Millennials grew up with technology, and they want to use it at work. They embrace Industry 4.0, which uses big data, powerful analytics, automation and the Internet of Things.

They also want training. Only 36 percent say they feel their organization is helping them prepare for technology of the future. They also want help developing soft skills like confidence, critical thinking and creativity.

Benefits to Attract Top Millennials

Employers compete for highly qualified candidates in every age group. Attract Millennials when you offer these benefits.

  • Career development – Provide training programs and team building opportunities. Offer skill-specific training, but also provide opportunities to develop interpersonal skills, critical thinking, creativity and responsible online behavior.

 

  • Positive social interaction – Younger employees want to interact. Encourage a monthly brown bag lunch to mix departments and management levels. Volunteer together, have a summer cook-off or send teams to one of the area’s escape rooms. Put Millennials in charge of planning.

 

  • Flexible scheduling – Instead of sick or vacation time, offer flex time employees can use as needed. You can still require employees to work traditional hours and request schedule changes, but provide them with a set number of hours to “spend” as they please. Other flexible scheduling options include a compressed work week, split shifts or scheduling that allows employees to complete work on nights and weekends.

 

  • Emotional and physical health support – Show employees you care with subsidized gym memberships, group participation in East Texas cycling and running events and free mental health support.

Keeping Your Best Millennial Employees

Going back to the Deloitte study, two thirds of all Millennials say they’ll probably quit their current job by 2020 and one in four says they plan to quit this year. Mentally tally how many people work for you who are younger than 40. What if a quarter of them quit?

You lose everything you invested in recruiting, onboarding and training them. You have to start over, and it will take time before their replacement finds their stride within your organization.

Millennials Leave for Better Opportunities

A Forbes article says often Millennials leave even when they like their job because they were offered a better opportunity. Keep that from happening by giving them opportunities to grow and advance within your company. Spell out what it takes to get a raise so they know when they can expect increased pay.

Sometimes Relocation is the Issue

People of every generation relocate when their spouse has a job change or a family member needs long-term care. If it’s mutually beneficial, offer telecommuting to keep employees who transfer to another area.

Millennials Quit to Learn New Skills

Sometimes members of this group feel dissatisfied with their current career path and think they can’t advance without more formal education. Consider offering scholarships for employees who want schooling to advance their careers, but also provide training and opportunity inside the workplace.

Hire the Best East Texas Employees

Brelsford Personnel provides East Texas employers with professional, top-performing employees. We’ll find the right fit for your job vacancy, and we tailor our services to fit both your needs and budget. Get in touch to hire the best East Texas employees every time.

Sources:

https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html

https://www.centralbank.net/learning-center/how-to-attract-and-retain-millennial-workers/

http://fortune.com/2017/06/27/best-companies-millennials/

https://www.cnbc.com/2017/07/20/want-to-attract-and-retain-20-something-employees-dont-treat-them-like-millennials.html

https://www.robertwalters.com/content/dam/robert-walters/corporate/news-and-pr/files/whitepapers/attracting-and-retaining-millennials-UK.pdf

http://fortune.com/2016/03/04/attracting-millennial-talent/

https://www.business.com/articles/how-are-companies-changing-their-culture-to-attract-and-retain-millennials/

Content by Missy for Brelsford Personnel

How to Attract The Best East Texas Employees Part 3 – Build a Winning Corporate Culture

How to Attract The Best East Texas Employees Part 3 – Build a Winning Corporate Culture

Is It Really That Important?

Is company culture just a buzzword, or does it make a difference in employee recruitment, performance and retention? Harvard Business Review says company culture “picks up where the employee handbook leaves off.” Entrepreneur.com defines it as “a blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time.”

Your corporate culture is an essential part of developing your brand’s identity and values. A strong company culture attracts the best East Texas employees and keeps them engaged. It decides how staff responds when the boss is out of the room or the challenge they face takes an unexpected turn.

Corporate Culture Statistics

When savvy business owners consider investing time, energy and other resources, they seek data that indicates they’ll see a return on that investment. Here are some numbers.

  • A Columbia University study analyzed the relationship between job satisfaction and employee turnover and found employees who ranked their company culture as high left only 13.9 percent of the time. Offices with a poor company culture had a turnover rate up to 48.4 percent.

 

  • Company culture makes employees happier and more productive. One study by the Department of Economics at the University of Warwick discovered happy workers are 12 percent more productive than average, while unhappy employees are 10 percent less productive. People work harder when they’re happy.

 

  • When researchers in a Duke’s Fuqua School of Business study talked to 1,800 CEOs and CFOs, 92 percent of them said improving their firm’s culture would increase their company’s value. They linked ineffective culture with high turnover, unethical behavior and poor quarterly earnings.

4 Components of a Strong Corporate Culture

Corporate culture is about more than just pleasant lighting, free snacks and mentioning birthdays at staff meetings.

Strong corporate culture has a mission or vision. TED has a two-word mission statement that says the community’s purpose is to “spread ideas.” Coca Cola says their mission is “to refresh the world in mind, body and spirit.” Your vision or mission guides employee decision making and spills into interactions with customers, vendors and stakeholders.

Strong culture has clearly articulated values. Personal values dictate how people live their lives. Company values define how employees and stakeholders act in business and in the community. Values might include a commitment to innovation, environmental sustainability, compassion, honesty, dependability or a spirit of adventure.

Staff communicates with respect. People feel comfortable bringing up new ways of doing things. Managers offer feedback constructively and encourage each team member to be their best. There’s an open door communication policy with a clearly defined process for resolving conflict.

New hires fit. When people spend most of their day together, they are united if they share the same mission and values. Your employees bring your company culture to life.

In the book Built to Last, James Collins and Jerry Porras studied 18 companies over six years to try and identify cultural attributes of top ranking US companies. Each company had different beliefs and values, so a strong culture wasn’t tied specifically to prioritizing idealism, courage or self-improvement.

What they all had in common was that they prioritized hiring, managing and training employees based on their vision and values. They had a clear system for making sure each new hire was a cultural fit.

How to Attract The Best East Texas Employees Part 3 – Build a Winning Corporate Culture

Company Culture and Recruiting

The people you hire represent your company even when they’re not working. They talk about their job when they’re sitting on the patio at Fresh. During the day they post memes to social media that indicate how they feel about their jobs and their co-workers. When they’re at church or the gym, who they are either aligns or contrasts with what your business values.

Finding the right fit isn’t just about retention and productivity. It’s about what’s best for each candidate. When people are in an environment that suits their beliefs and values, they grow and thrive. When they’re not, they feel dissatisfied and unengaged.

Know how your values impact job duties for each role. Reference them in your job posting and design interview questions that relate directly to those values. Build them into your onboarding process. Regularly communicate them at every level of your organization.

Shaping Your Current Culture

Mold your current culture by doing the following:

  • Look at your current mission statement and identify the key values that will form the foundation of your company culture.

 

  • Interview staff to see where you stand. Inc. provides a 15-question true or false quiz to evaluate corporate culture with advantages and pitfalls for some of the most common types, or you can develop your own. If weaknesses emerge, state what you want to change and how you plan to do so.

 

  • Seek employee input on the values you’ve identified.

 

  • Communicate cultural values and goals. Put them in your handbook, in the breakroom and in the company newsletter.

 

  • Encourage everyone to drink the Kool-Aid. If management and staff worked together to find what you’re passionate about, everyone should be a believer. If you can’t practice what you preach, don’t preach it.

 

  • Prioritize ownership. Let each individual know how they contribute to the big picture.

 

  • Regularly express gratitude. Thank people in public and in private for the ways they demonstrate company values. Take time for thanksgiving during celebrations and times of conflict or stress.

Solid company culture turns individuals into teams. It attracts employees who love their jobs and keeps them engaged.

Hire a Cultural Fit Every Time

At Brelsford Personnel, our goal is to make a positive difference for the people we serve. Since 1988 we’ve successfully placed candidates with top Texas companies because we study our clients.

We seek to start each relationship with employers by making a site visit so we understand your organization’s personality, leadership style and mission. We screen candidates for both skill and personality to match employers and staff. Experience the Brelsford difference when you get in touch today.

Sources:
https://hbr.org/2013/05/six-components-of-culture
https://www.forbes.com/sites/forbescoachescouncil/2018/01/29/15-best-ways-to-build-a-company-culture-that-thrives/#47c84e0c1b96
https://blog.kissmetrics.com/great-company-culture/
https://www.entrepreneur.com/article/239475

Content by Missy for Brelsford Personnel

How to Attract the Best East Texas Employees Part 2 — Develop Your Employee Value Proposition

How to Attract the Best East Texas Employees Part 2 -- Develop Your Employee Value Proposition

Why would a highly talented person choose to work for your company? Ed Michaels asked the question in his 2001 book The War for Talent, and the question is still relevant today. The labor market is tight, so it’s hard to find the best East Texas employees and just as hard to keep them.

Your customers have lots of choices. So do the people who apply at your company. You invest in developing your brand image and personality for consumers. Creating your Employee Value Proposition (EVP) is similar to that process, but it’s aimed at employees instead of customers.

Why You Need It

As the name implies, an Employee Value Proposition states the value employees receive when they work for you. When some of us were just starting out, a steady paycheck was compensation enough, but hiring has changed.

The best East Texas employees are in high demand, and they’re choosy about where they work. A strong EVP provides these benefits:

It sets you apart from your competitors. Just like branding clarifies how you are unique, your EVP makes it apparent how working for your organization is different from working for other companies in the same industry. If there’s not something that makes you stand out, all employees have for comparison are job responsibilities and salary. If you don’t pay more and your competitor does, there’s no incentive to choose your company. A strong EVP clearly communicates what else you offer.

An EVP improves retention rates. When you articulate brand values and goals, you attract candidates who support them. Those employees are more likely to be engaged and motivated and less likely to look elsewhere for employment.

The employees you hire strengthen your brand. When they care about the things that matter to your business and embody key organizational traits, they exhibit brand values at every point of consumer contact.

How to Attract the Best East Texas Employees Part 2 -- Develop Your Employee Value Proposition

How to Create Your EVP

Decision-makers start by asking why the employees they’re looking for would want to apply, what would help them do their best, and what the company offers that motivates them to stay. Find answers by following these steps.

Step 1 – Identify Objectives

Decide what you want to accomplish through your EVP. Some of the most common reasons companies take the time to develop one is to attract and hire the right candidates, to improve engagement among current employees and reward top performers, to reinvigorate disengaged teams or to accomplish more with longer tenures and fewer hires.

Step 2 – Gather Information

Review employee engagement data, retention metrics and any other statistics you already have. Your best insight will come from talking to current and former employees. They’re the people who understand the best and worst aspects of working for your company. Create surveys, focus groups and exit interviews that ask questions like the following:

  • Why did you first apply to work here? Were your job expectations met? Please elaborate.
  • What tangible benefits we offer are most valuable in keeping you here?
  • What intangible benefits mean the most?
  • How would you describe working here to someone who was thinking about submitting their resume?
  • For former employees, why did you choose to leave?

Identify your most productive employees and seek to understand what attracts them and why they stay. Use those benefits as part of your workforce planning strategy so your EVP attracts more of the same type of individual.

Prospective employees can offer an outside viewpoint into how your company is perceived to job seekers. Ask what their awareness is of your company’s culture, benefits, growth opportunities and job satisfaction and how they came to that awareness.

Step 3 – Analyze Results

Sift through the data to look for patterns. Are there benefits you offer that don’t seem to matter as much as you thought they would? Are some perks more important than others? In what areas does your company receive negative feedback? Identify ways you can provide benefits that delight employees and differentiate you from rivals.

Step 4 – Draft Your EVP

Take that research and create a simple statement that outlines your brand’s commitment to employees and what they will experience. It should be inspirational while offering a realistic view of what it’s like to work for your organization.

Spell out how your company is making a difference in your industry. Align it with your principles and culture. Then test your EVP with employee focus groups to see how it resonates.

Step 5 – Promote Your EVP

Once it’s created and tested, communicate your EVP through company emails, post it on your website, integrate it into job postings and hang it where employees can see it. Discuss it with new employees during onboarding and review it when people are promoted.

Step 6 – Regularly Reevaluate

Set a timeline for assessing the extent to which your EVP is making a difference in hiring and retention. Go back to your original objectives and see how well you’re doing.

Compare data like employee turnover rates and absenteeism after you implement your EVP to what it was before you had one. Continue to collect feedback from employees about their job satisfaction, what incentives matter most and whether they feel part of a diverse, high-performance culture.

Always Hire the Best

Brelsford Personnel successfully provides high performance employees to businesses in metro Tyler and Longview because we don’t just think in terms of filling a vacancy. We get to know each of the organizations we’re privileged to work with.

When we search our candidate database and prepare a job posting, we look at more than just qualifications, skills and educational experience. Our goal is to provide employees who are a good fit for the company culture and make sure our candidates are in a role that suits them best.

Instead of worrying about finding the best employees or dealing with the consequences of a bad hire, put our expertise to work. Find out more when you get in touch today.

 

How to Attract the Best East Texas Employees Part 1 — Identify Key Characteristics

How to Attract the Best East Texas Employees Part 1 -- Identify Key Characteristics

What happens when you combine low unemployment with retiring baby boomers and technology that allows East Texans access to jobs all over the globe? The challenge to attract top talent becomes intense.

Gallup meta-analysis suggests companies that choose the top 20 percent of candidates when it comes to talent have increased productivity, sales and profitability. They also have a significant decrease in turnover and absences. The productivity gap is huge, and it widens as job complexity increases.

That makes sense, but employers wonder how to secure that top 20 percent. The first step isn’t creating a job posting; it’s looking at the characteristics of your current top performers.

5 Characteristics of Top Performers

As soon as you read “top performers,” names probably came to mind. You already know the people at your company who unerringly accomplish more than anyone else. They seem to always make the right decisions, never require hand-holding and encourage others to do the same.

Every position requires a different skill set, and when you’re hiring there are non-negotiable qualifications, certifications and degrees for each. That’s what your employees do.

What we’re talking about here is what your top performers are. When you look at the people whose names popped into your head, you will probably find they share these characteristics:

  • They’re consistent. Top performers consider quality their chief priority every time. They don’t quit because the clock says they can leave. For each task, they seem to have a timeline in their heads for what must be accomplished to deliver superior results, and they always deliver. You can depend on their character as much as their competence.
  • They thrive when challenged. They are willing to take on the toughest assignments because they feel like they can make a difference. They don’t wait for opportunities, they create them. They have the ability to see the big picture for each project, zoom in to understand and solve for every detail, then reframe to evaluate progress.
  • They rely on facts and data, not emotion. They are always looking to expand their knowledge base. They research for work, but they are constantly learning in other areas of their lives as well. While they listen to their instincts in decision making, they also ask probing questions, look at industry best practices and analyze data.
  • They are comfortable with both teamwork and leadership. They have a confident, positive attitude that makes them an asset to any team. Other team members tend to look to them for advice and encouragement. They are comfortable giving and getting feedback. They don’t get defensive when receiving criticism because they see their weaknesses as areas for improvement. They praise others for a job well done and see success as a group effort.
  • They feel company goals align with their personal goals. They recognize that as they help their organization succeed, they’ll have more opportunities for advancement and professional growth. They feel they have a personal stake in helping meet organizational goals that creates a relentless drive.

How to Attract the Best East Texas Employees Part 1 -- Identify Key Characteristics

What High Performers Want in an Employer

Right now you’re probably thinking, “That sounds accurate of my top employees, but people like them are hard to find.” Hiring managers often express frustration saying when they interviewed job candidates, the applicant seemed great, but once hired he or she didn’t perform as expected.

Some performance predictors are role-specific. The characteristics that make a good loan officer don’t necessarily make a good insurance adjuster.

However, just like high quality candidates share a set of characteristics, there are ways they respond to interview questions that indicates their mindset across a range of roles.

Excellent candidates are attracted to companies with similar beliefs and values. They are well qualified for the role, and they say they want the job because it fits what matters to them and what they are best at. In contrast, lower quality candidates say they want the job because it offers the pay, hours or benefits they’re looking for. These things matter to top candidates, but they’re not what excites them most about the position.

Top performers want challenge and opportunity. When you ask potential employees what they enjoy most about their work, they talk about being able to make a difference in peoples’ lives or solve challenges no one else could. Interviewees who aren’t as likely to be top performers might say they enjoyed positive interaction with their co-workers, appreciated their schedule or felt supported by management. Again, top performers appreciate those things, but they thrive when they have a mission.

The best candidates want growth. When you ask what their dream job looks like, they mention the importance of ongoing professional development or opportunities for advancement. Less qualified candidates think more in terms of high income, reduced stress or a position of authority.

Top candidates apply at top companies. They do their research. That doesn’t mean they only apply to large corporations. They’re also interested in small business that shows innovative thinking and strong brand values. When interviewed, they are able to tell what company strengths make them feel it would be a great place to work.

Where to Find the Best East Texas Employees

At Brelsford Personnel, we recognize the process of recruiting, interviewing and hiring top performers is time consuming and expensive. A bad hire is even worse. We evaluate each resume and conduct one-on-one interviews to find the best fit for each position no matter how long that takes. We have many years of experience that allows us to spot those top performers and place them in roles where they thrive. Get in touch to find out more about our process and access the best East Texas job candidates today.

 

Resources You’ll Need When Your Job Brings You to Tyler

Resources You’ll Need When Your Job Brings You to Tyler

If your new job is bringing you to East Texas, congratulations! You’re relocating to one of the most beautiful parts of the state, maybe even the nation. When individuals move for employment, it’s like a fresh start, but there are many unknowns. Here Brelsford Personnel provides links and information to help make the transition a little easier.

Connecting Utilities When Moving to Tyler

Inside the city limits Tyler Water Utilities provides water, sewer and trash pickup. If you don’t currently have service with them, you’ll have to stop by their office at 511 W. Locust Street or fill out an online application. They’ll ask for your picture ID, a lease or contract for the address you want service and your social security card.

If you’re moving from out of town you can upload your documentation. Tyler Water Utilities charges a non-refundable $50 connection fee and usually connects service within a business day.

Centerpoint Energy is the gas provider for the area. It’s possible to connect service by filling out their online form or contacting a representative.
Deposits range between $55 and $100 depending on your credit. They usually take a few days to turn on service and require someone be present when they do. They provide a window for their arrival that can stretch over several hours.

There are several choices when it comes to electricity, so it helps to shop online for what best fits your family’s needs. Choose Energy and Power2Switch allow you to compare plans from TriEagle, Frontier, Bounce Energy and other providers.

TXU Energy is the most widely used electricity supplier. They have several billing plans available, and people can order service online or over the phone. TXU runs your credit to evaluate the deposit, and if your credit is good they may waive it altogether. People with credit problems might have to pay up to $250.

Moving to Tyler and School Enrollment

Tyler Independent School District (TISD) provides education for students from kindergarten through 12th grade and offers an online registration process. If your child hasn’t ever attended a TISD school, they ask once you’ve completed online enrollment you bring these documents to your child’s campus:

  • Birth certificate
  • Social security card
  • Current immunization records
  • Proof of residency like a utility bill or lease agreement in your name
  • Evidence of withdrawal from previous school if your child attended somewhere else
  • Your photo ID

If you’re not sure what school your child should attend, check out the Tyler ISD attendance zone map for the current year, as geographic areas for attending specific schools are in the process of changing.

Resources You’ll Need When Your Job Brings You to Tyler

Smartphone Apps for Moving

Reduce stress during your move by staying organized. Technology can help you take a systematic approach to everything you need to accomplish. Download one of these apps to keep your to-do list handy at all times.

  • Moving Organizer Lite is a free download for Android and iPhone. It comes with checklists for common tasks and helps you keep track of what’s in boxes.
  • MoveAdvisor is basically a calendar app that tells what you need to accomplish week by week when you put in your intended move date.
  • Moving Tips is also free, and offers ideas for expert packing, long-distance moving, protecting your furniture and unpacking at your destination.

If you’re still looking for a job that will allow you to move to Tyler, Brelsford Personnel can help. Check out our online job postings or contact us today.

Sources:
https://www.forbes.com/sites/jacquelynsmith/2013/11/20/8-tips-for-a-successful-job-relocation/
https://www.tylerisd.org/
http://www.cityoftyler.org/Departments/TylerWaterUtilities/WaterServiceCenter.aspx
https://www.txu.com/view-plans.aspx?customerclassification=residential&cint=4&dwel=01&prom=ONGMINITPS&zip=75703&tdsp=ER_ONCOR&eLease=false
https://www.centerpointenergy.com/en-us/

Hot Jobs in East Texas 2018

Hot Jobs in East Texas 2018

Are you a college student who has knocked out the basics, now it’s time to choose a career path? Or maybe you’re getting burned out in your current role and feel ready for a change. KETK recently released a special report on the hottest jobs in East Texas that predicts employment opportunities in the year ahead. Find out what jobs are in the highest demand, common starting salaries and how you can apply for the East Texas jobs available through Brelsford Personnel.

East Texas Retail Jobs

The national economy is doing well, and the Tyler economy is outpacing national averages. Consumers feel confident, and they’re more willing to spend their extra cash when they go shopping.

East Texans have more stores to choose from than ever before. The Village at Cumberland Park continues to open new shops and other retail locations are also expanding. Tyler’s new stores need employees. KETK predicted 2,000 more retail sales people will be needed over the next six years.

Retail positions don’t typically require a degree or certification, but applicants must have a variety of hard and soft skills. Positions average around $26,000 for full-time employment, with management level staff sometimes earning $50,000 and up.

Hot Jobs in East Texas 2018

Tyler Healthcare Jobs

Dr. Ray Perryman of The Perryman Group provides an annual economic forecast for the nation, Texas and the Tyler area. According to his 2018 Economic Overview, Tyler’s largest employment industry is health care and social assistance with 23,165 workers. More than 7,500 medical-related jobs were offered last year. That number should just keep growing.

Some of the most in-demand healthcare jobs are as follows:

  • Nurse
  • Occupational Therapy Assistant
  • Cardiovascular Technician
  • Physician Assistant
  • Diagnostic Medical Sonographer

Licensed nurses average around $42,000 a year in East Texas, with salaries that vary for other positions depending on qualifications and experience.

Restaurant Jobs in East Texas

People in East Texas love to eat out, and in the last few years their options for doing so have expanded. Texas de Brazil, The Original Pancake House and Cantina Laredo didn’t even exist in Tyler last year.

Restaurant salaries vary widely. Wait staff depend heavily on tips, so what they make depends on where they work and who they serve that day. The KETK report says general managers average around $50,000 a year.

Tyler Construction Jobs

Carpenters, electricians, framers and related experts are in demand as commercial and residential construction continue to boom. Texas electricians average $21.10 an hour and Texas carpenters average $16.63. The construction explosion also requires high numbers of qualified air conditioning contractors and painters.

Oil and Gas Extraction Jobs

Perryman’s Economic Overview predicts the fastest growing sector in East Texas will be mining, quarrying and oil and gas extraction, with most of that growth in oil and gas. The report predicts a 2.1 percent growth by year end. This sector also has a high average pay per worker with salaries around $90,005. The industry hires mostly highly skilled technical workers.

East Texas Jobs Available Now

Brelsford Personnel has a variety of jobs from administrative to accounting, data entry to sales, in a range of industries. View our online positions, submit your resume or contact us to start your job search today.

Sources:
http://www.easttexasmatters.com/news/local-news/special-report-hot-jobs/1153402117
https://www.zippia.com/advice/fastest-growing-jobs-in-texas/
https://www.indeed.com/salaries/Electrician-Salaries,-Texas
https://www.indeed.com/salaries/Carpenter-Salaries,-Texas

Learn to Play Big at This Tyler Event for Professional Women

Learn to Play Big at This Tyler Event for Professional Women

The road to professional success is full of challenges, especially for women. It helps to have a mentor who has faced those challenges and come out on the other side.

This May 17 the Tyler Executive Women’s Network (TEWN) is reaching out to young professional women to offer support. Tyler’s former Mayor Barbara Bass is leading the event and Kim Lewis is the keynote speaker. Kim Lewis is known for being lead designer of “Extreme Makeover: Home Edition,” and she was born in Tyler, Texas.

Why Women Need a Mentor

Mentors help women succeed in business despite the unique challenges they face. When asked in an interview if she had experienced being mentored, Barbara Bass said when she was starting her career, there were not a lot of professional women.

“They were mostly guys who had daughters,” she said, “And they were being great dads by taking where I was and thinking what they would want if I were their daughter. They guided me and made recommendations, and I had doors open because they were so generous with their time.”

Ms. Bass was one of the original members of TEWN, an organization that started 35 years ago when Tyler didn’t have many female executives. The group helps women network with other professional women because mentorship provides these benefits:

  • Female mentors can relate – Each woman has unique hurdles to overcome. Sometimes men have difficulty understanding a woman’s thought processes and outside responsibilities. A woman mentor is more likely to have been through similar situations before.

 

  • Mentees benefit from the mentor’s experience – When women interact with other women who are further along in their career, they have someone who can help set goals, give specific advice and make introductions to other related professionals.

 

  • Mentors offer outside perspective – Sometimes it’s hard to see one’s own strengths and weaknesses. A mentor can see potential pitfalls while they are still in the distance and nurture strengths the mentee may not realize she has.

 

  • The relationship offers mutual benefits – While the focus is often on the mentor providing support, encouragement and advice and the mentee growing personally and professionally, it’s more than that. Both parties learn through sharing thoughts, ideas and professional challenges. Both gain career discernment or lifelong friendship, often both.

Learn to Play Big at This Tyler Event for Professional Women

What is Playing Big?

The theme of this year’s reception is “Playing Big.” When asked what that meant, Barbara Bass said the event’s theme is based on the book by Tara Mohr.

“Playing big is about getting over your fears, about not holding yourself back,” said Ms. Bass. She said throughout her lifetime she has noticed when presented with an opportunity, women tend to think they’re not qualified enough, that they need more skills, or that someone else is more deserving of the role.

She says playing big is about, “What we do to face the fears, most of which are unfounded, to look at ourselves and get beyond the inner voices we hear that are giving us false information.”

For example, when a woman sees a job posting for which she has all of the qualifications, she might not apply because she assumes someone else is already more capable. She doesn’t give herself a chance at success because she is afraid of failure.

The book by Tara Mohr counsels women to identify the inner voices that whisper they’re not qualified and dissect that message. She suggests looking at what might be the worst case scenario. In the above example, it would be not getting the job. She encourages women to face their fear, set their goal, look at what they need to do to achieve it, and then go for it.

Tyler Executive Women’s Network Connects Mentors

When women gather at events like the TEWN reception, they share their stories and encourage each other to play big. “When I was mayor and was at events all the time,” Ms. Bass shared, “I started seeing a lot of professional women who are our future. I saw them go through the same angst of trying to figure out how to deal with family and work. What I realized is that the more experienced businesswomen were not telling their stories.” TEWN provides them with the opportunity to do just that.

The organization has monthly lunch meetings and once monthly Serendipity after work. Women don’t have to be a TEWN member to attend the May 17 reception.

Brelsford Personnel Supports Women

Brelsford Personnel has always focused on finding the best career fit for each individual looking for a job in East Texas. Driedra Brelsford is past TEWN president and has served on the board of directors because she is committed to helping women find professional success. She encourages women to attend the reception May 17 at the Holiday Inn on South Broadway. Find more information or register to attend here.

Missy Ticer is a content writer and East Texas resident who found her dream job. Content is exclusively for use by Brelsford Personnel.

Sources:

http://events.r20.constantcontact.com/register/event?llr=m7yks7zab&oeidk=a07ef7lmkjl8150ae0c

https://www.careersingovernment.com/tools/gov-talk/career-advice/on-the-job/women-workplace-benefits-mentorship/

https://www.amazon.com/Playing-Big-Practical-Wisdom-Create/dp/1592409601/ref=sr_1_1?ie=UTF8&qid=1524833140&sr=8-1&keywords=playing+big