A glimpse at where corporate hiring is headed in 2018

We’ve seen a dramatic shift in the job market in recent years as a result of the pent up demand for available jobs. With 65 percent of employees unhappy in their positions, many began looking for and finding positions that they didn’t have the opportunity to consider in the past. That desire to transition from one career path to another has remained constant, as those employees who are still not happy are continuing to look for the right opportunity. Dissatisfied employees combined with the growing number of Millennials entering the workforce has resulted in an influx of candidates. But the more candidates, the better, right? Well, that’s not necessarily true. With the economy continuing to improve, the pressure for employers to simply find the right or qualified employee is becoming increasingly difficult. What can you do to set yourself apart from the competition? As we head into 2018, employers across the country are searching for talented individuals to help shape the future success of their organizations. To help you get a better idea of where corporate hiring is headed in this year, here’s a breakdown of some of the top trends to keep an eye on in 2018. Enhancing Your Skill Set Today’s marketplace is more technological and specific skill oriented; and that trend will only accelerate further as the economy continues to grow and expand. When it comes to hiring, employers are looking for individuals with strong interpersonal skills that will benefit the organization. Employees who already have these skills in place are more likely to get up to speed and contribute to the bottom line with minimal training required. “Corporations are attempting to fill a need and want the individual to get up and going as quickly as possible,” says Jim Bos, who co-owns MBJ Group, a talent management company with his wife Mary Beth Bos. Getting to Know the Company Internships and part-time jobs are two of the easiest and most important ways in helping candidates determine which types of organizations will best utilize their skills and talents. Over the past two years, many corporations have started hiring interns, the majority of which are Millennials, who will make up 75 percent of the workforce by 2025. If they work well, these companies will hire them as full-time employees once they graduate. Expectations for the Job One of the fastest-developing trends when it comes to hiring is the expectations that candidates have for jobs. They are often looking for a quick, seamless and personal experience when searching for or being recruited for a job. Candidates want to know that the job they are interested in coincides with their talents and skill set. Similarly, employers want to make...

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Nonprofit sector continues to gain hiring momentum heading into 2018

Over the past two years, we’ve seen an increase in the number of nonprofit organizations looking to fill positions from fundraising and development to annual giving and donor relations. This need will only become more prevalent as organizations continue to grow and develop. As we head into 2018, nonprofit organizations across the Gulf Coast are searching for talented individuals to help shape the future success of their agencies. Whether you already work with a nonprofit agency and are looking to advance your role or are thinking of transitioning over, it’s important to recognize the steps to take to grow a successful career in the nonprofit sector. To help you get a better idea of where nonprofit hiring is headed this year, here’s a breakdown of some of the top trends to keep an eye on in 2018. Enhancing Your Skill Set There are several different levels of philanthropy, ranging from grants and special events to major gifts and planned giving, and each level has its own individual job requirements. When it comes to the nonprofit sector, agencies are routinely looking for individuals who are able to form relationships, listen to goals of others and link those to the organization and are passionate about the organization’s cause. “It becomes really expensive to replace people,” says Mary Beth Bos, who co-owns MBJ Group, a talent management company, with her husband Jim Bos. “Organizations are being more strategic in the hiring process to make sure they are getting the right person.” Getting to Know the Organization When it comes to hiring, executives want to make sure candidates not only know the agency but also understand the culture of the organization. By visiting the different agencies’ websites, you can learn more about the nonprofit and find those causes that resonate with you the most. One of the easiest ways to expand your knowledge and familiarize yourself with an agency is to volunteer. In addition to getting a feel for the organization, volunteering allows you to form relationships, network and decide whether it’s a good fit. Expectations for the Job One of the fastest developing trends when it comes to hiring is the expectations that candidates have for jobs. Candidates want to know that the job they are interested in coincides with their talents and skill set. By expanding your knowledge and doing your homework you can pinpoint where your passion is and those organizations that will be the best fit. It’s important to determine which agencies resonate with you the most before you find yourself in a position that doesn’t meet your expectations. Set Yourself Apart Executives are looking for talented individuals to help shape the future of their agencies. Your resume and...

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How getting insight into your colleagues can improve team communication

Communication is an integral part of our daily lives. It’s all around us; and yet many people don’t know how to communicate effectively with their colleagues. The problem lies in their inability to fully understand their audience. How can you expect to communicate effectively if you don’t know where the person is coming from? If you want to be able to relate to your colleagues on a personal and professional level, you first need to know what drives and motivates them. Who are they as individuals? What are their likes and dislikes? “Until they know what drives their behavior and until they know what their behavioral styles are, they can’t relate to each other,” says Jim Bos, co-owner of MBJ Group, a talent management company. So how do you determine your behavioral style is and use it to relate to someone else? That’s where communication tools come into play. Communication tools are essentially categories to define human motivation, drive and behavior. The assessments help individuals understand what their styles say about them and their team members. Until you recognize these elements, he or she may have difficulty effectively relating to other team members. “If I don’t relate to you, then I’m basically talking past you so you do not understand what I am trying to communicate,” says Jim. “We have to figure out how the various styles of functioning work together.” Your driving forces – based on six keywords on a continuum – allows you to see the impact they have on each other and you as a unique person. Each of us is a combination of all our driving forces, and looking at them in clusters allows us to truly understand our underlying causes for motivation. Then, behaviorally, there are four styles of functioning: Dominance, Influence, Steadiness and Compliance. Each style has a specific way to communicate to that particular style. By delving into your specific style characteristics, you can determine the type of person you are based on how you do and don’t do different things. In this way, business professionals can get a better idea of their individual styles and how to use these styles to relate to other members of their organization. This is can be done in a communication seminar for individual groups or teams. The communication team seminar, can last anywhere between two to four hours, depending on the number of individuals involved. Business professionals complete a pair of assessments online, which develops reports giving the professional insights into their passions and how they compare to others on their team. “You have to understand where people are coming from,” says Jim. “If I know what excites you and what your passion is, then...

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What does your communication style say about you?

What does your communication style say about you?  Communication is the fabric of our daily lives. It’s how we interact. It’s how we share our stories. It’s how we live. Whether verbal, written or silent, communication plays a vital role in how we process our environment. With so much of our time centered on communication, it’s important to understand how to communicate effectively. That understanding comes in large part from knowing your own communication style and what is says about you. Are you guided by emotion or driven by facts? Are you the life of the party or do you tend to shy away from social situations? Do you prefer to follow a detailed agenda or would you rather spend the first hour of a business meeting rehashing the latest episodes of “This is Us” and “Dancing with the Stars”? The answers to questions like these help determine your communication style. Once you know what your communication style is, you’ll have a better idea of whether or not you’ll be a potential fit for a specific job or career path. You’ll also have a better understanding of family, friends and colleague’s communication styles, and you can adapt your communication style to meet theirs. Although adaption doesn’t mean you are short changing yourself. You’re simply adapting your style to make sure your communication is effective. So how do you go about determining your communication style? First, you need to determine what drives your behavior. In order to be successful, people need to fully recognize their strengths and weaknesses so they understand how to thrive in their environment. Once you’ve figured out how your mind works, you can begin to ask yourself why do you act or feel a certain way in a given situation and how best to respond to others in those situations. That’s where the DISC assessment comes into play. The DISC assessment provides a comprehensive overview of how someone thinks, acts and interacts based on four different behavioral styles. Dominant (D) — Direct, task-oriented, outgoing, determined, fast-paced, likes to win Influencing (I) — Direct, people-oriented, spontaneous, motivators, imaginative, likes the big picture Steadiness (S) — Indirect, people-oriented, non-emotional, supportive, good listeners, stick to what they know best Compliance (C) — Indirect, task-oriented, logical, quality controllers, objective, consistent, likes to be right As a whole, the population is made up of a certain percentage of each style with 18 percent being Dominant, 29 percent Influencing, 45 percent Steadiness and 8 percent Compliance. DISC assessments aren’t personality assessments. Rather they are behavioral assessments designed to help gauge current and future behavior. “This is the ultimate in diversity,” says Jim Bos, co-owner of MBJ Group, a talent management company that routinely uses the DISC...

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