Setting your business up for success starts by understanding and catering to candidate needs in the hiring process. Here are four candidate expectations that are rising in the 2024 hiring landscape.

1. Job Security

As concerns about a global recession persist—59% of Americans believe we’re experiencing an economic downturn—employees are becoming more practical about their career decisions. A recent study found 92% of workers are prioritizing job security, and the majority would not accept a potentially unstable role.

If you want to reassure your candidates that your company provides job security, highlight the stability of your organization. In the current hiring landscape, job seekers may prefer companies with:

• Infrequent team restructuring
• Low turnover and high retention rates
• A positive business outlook in a high-performing industry
• A sustainable hiring approach, adapted based on current economic conditions

If your company has experienced recent layoffs, it’s important to be transparent when candidates ask about the job cuts. However, you can alleviate candidate concerns by discussing your plans to achieve long-term sustainable growth—for example, if you’re implementing new technologies to minimize costs and avoid over-hiring (or over-firing).

2. Pay Transparency

When browsing job boards, modern employees have grown accustomed to looking for salary ranges and benefits before spending time on their applications. In fact, a recent ZipRecruiter survey found 72% of employers now post compensation information on all job listings. This trend—driven by rising pay transparency laws, economic uncertainty, and increased conversations around pay equity—has led job seekers to expect compensation information up front.

Pay transparency can help companies with particularly attractive salaries or benefits stand out. However, don’t hesitate to post compensation details even if your salary range is simply the market average—pay transparency can still be beneficial.

SHRM reports 82% of job seekers are more likely to apply to roles with a listed pay range, and 66% of employers that list salary ranges receive higher-quality applicants. Pay transparency prevents wasted time on recruitment and screenings while showing your commitment to pay equity.

3. Work-Life Balance

As organizations navigate technological advancements and labor shortages, many roles have become more demanding and complex. As a result, worker stress has reached an all-time high—when surveyed by Gallup, 52% of employees reported high levels of stress the previous day. It’s no wonder why nearly 94% of employees believe work-life balance is important, with most rejecting jobs that negatively affect the harmony in their personal and professional lives.

Highlighting job flexibility can help companies effectively respond to this growing candidate expectation. Hybrid opportunities, flexible hours, compressed work weeks, and unlimited PTO can all be compelling to modern job seekers. Employers can also show they value work-life balance by discussing mental health initiatives such as employee assistance programs (EAPs) or corporate wellness programs.

4. Diversity, Equity, and Inclusion

Diversity, equity, and inclusion (DEI) has become a mainstream conversation in recent years. Today, 56% of employees have a positive opinion of organizations that emphasize DEI—and women, Generation Z, and non-white workers are particularly likely to value DEI in the workplace. As our society diversifies, as the U.S. Census Bureau projects it will through the 2090s, DEI initiatives will become an increasingly critical consideration for candidates in the interview process.

Proactively responding to this demand can help your business successfully recruit top talent in the 2024 hiring landscape and beyond. Find opportunities to highlight how you’re promoting DEI in the workplace throughout the interview process. For example, you can discuss your:

• Diverse hiring practices
• DEI trainings for employees
• Employee resource groups (ERGs)
• Mentorship opportunities for historically underrepresented groups

Elevate Your Position in the 2024 Hiring Landscape

If you want to position your company for recruitment success in 2024, it’s important to understand how candidate expectations are shifting. Job security and pay transparency are becoming critical to attracting applicants—and work-life balance and DEI remain key priorities for job seekers.

An experienced staffing firm can help you identify and leverage the areas in which your company stands out, all while connecting you to a vast pool of candidates that fits your needs. At ATR International, we further boost your recruitment success by embracing technology and the human touch to identify and nurture the best-fit candidates for your open positions.

Improve your hiring game. Reach out to ATR to learn how we can support your staffing needs in 2024.

The post Navigating the Modern Hiring Landscape: How Candidate Expectations Are Changing in 2024 appeared first on ATR International.

In my work at ATR, I’ve come to appreciate that both veterans and their spouses encounter some very specific challenges in their careers. My recent discussions with representatives of both demographics uncovered new insights into critical barriers to employment and why employing military vets and spouses is beneficial to companies.

Learnings from a Working Military Spouse

First, my colleague at ATR International, Kristen Buhl, joined me on Parent. Boss. Leader. to discuss the challenge of being a working military spouse. The nature of a military career, with frequent deployments that require moving—to another state or even country—makes job continuity difficult, and full and rewarding employment elusive. She pointed out how hard that can be for many employers to get over. Companies often balk at hiring military spouses because of the possibility that they’ll lose an employee as soon as the next move comes.

However, Kristen tells me moving is just a possibility—and companies that think a bit differently and make small accommodations can tap into an underutilized resource and benefit greatly.

Listen on Spotify, Apple Podcasts, or watch the video below. 

In addition to speaking with me, Kristen wrote an article covering the benefits of employing military spouses and veterans. Married to a retired squadron gunnery sergeant and logistics chief herself, she personally knows some of the benefits a military spouse can offer employers—great organizational and time management skills, adaptability, diverse perspectives and experience. Military spouses are also a highly educated group, with a greater-than-average 40% holding college degrees.

Remote jobs are particularly suited to military spouses because it literally doesn’t matter where they are performed. Once your employee lands at their new location, they can get back to work. Businesses can also consider whether a job can move with the employee even if it’s not a remote position. Do you have an office where they are going? Military spouses have valuable skills and experience to offer, which means the investment made in their employment isn’t a “sacrifice” just because of the nature of their spouse’s job.

Read the article. 

Learnings from a Veteran

My conversation with retired Navy SEAL Jon Macaskill brought up another issue, one that I’ve heard about from other veterans: Employers do not always understand how relevant and transferable our veterans’ skills and experiences are to civilian jobs, even when it seems to me like it should be obvious!

Jon explained that after about six years, he was deciding whether to stay with the SEALs or explore civilian opportunities and leave the service. Multiple companies expressed interest, interviewed him, and raised questions about whether he had leadership skills or knew enough about management since he’d “just” been in the military all these years. Wow. Just, wow. The disconnect between reality and perception is huge here. It’s a blind spot that is shared by many employers, and everyone suffers. Talented people who have sacrificed in service for us remain unemployed or underemployed, and companies continue struggling to find talent.

Listen on Spotify, Apple Podcasts, or watch the video below. 

How can people underestimate the skills of veterans and miss the ability of a Navy SEAL to do a job? I think this is partly because we tend to view our military as heroic, doing difficult, risky things in perilous situations. Not many of us would categorize our job or business as anything like that!

While that is true, we forget and underappreciate the amazing logistical and administrative undertaking running any military operation is. They require project management skills, pinpoint planning, and the ability to meet deadlines and goals. And what about leadership? Contrary to the idea that military rules and protocols are all it takes to keep everyone motivated and willing to run towards danger, managing a team of soldiers requires the same skills that any manager needs, just on a grander level!  

Employing Military Veterans and Spouses Is Critical for All

Kristen and Jon are just two of the most recent military guests who have generously shared their story on Parent. Boss. Leader., and they are all amazing. I encourage you to listen to their full podcast episodes to get a true understanding of what impressive civilian employees they are! The companies that hired them made great decisions.

In some cases, like Jon’s for example, employers purposely court veterans and military spouses to join their team. I speak from experience since ATR has happily sought out and welcomed professionals from these demographics into our ranks for years. We have even advertised our openings specifically to military spouses since most of our jobs are portable. Kristen herself has had two deployments since starting with ATR and, luckily for us, remains a valued employee! We also work with several organizations helping veterans with their career transition.

My final words: Hire the military! It’s a great way to recognize and say thank you for your service AND you get an amazing employee!

Check out my latest Parent. Boss. Leader. episode with Hillary Hays of The Honor Foundation, which supports veterans as they transition to civilian life, on Apple Podcasts or Spotify.

The post Why Employing Military Veterans & Spouses Is Critical for Businesses appeared first on ATR International.

In my opinion, the growing demand for flexibility at work is not necessarily a bad thing—but more importantly, it is a reality that businesses need to recognize and plan for. I’m in agreement with Shark Tank’s Kevin O’Leary, who commented, “The economy has changed radically. The problem with saying everybody has to work in the office is you won’t be able to hire the best talent.”

Studies continue to show that significant portions of the workforce do not want to return to the office full time, and they are willing to switch jobs for and are choosing positions based on remote work availability.

People Want Flexibility at Work

One reason why hybrid and remote work is here to stay is because workers are demanding it. Workers have long wanted flexibility at work, which facilitates a better work-life balance. When people are in control of their schedule and can adjust things to meet their daily needs, it’s simply better.

I especially see this with my colleagues who are parents. Being able to attend your child’s game in the afternoon, drive them to lessons, or care for them when they are sick while also meeting your work responsibilities makes a huge difference. It reduces stress and improves performance and job satisfaction. Truly though, it applies to everyone. We all feel better when we can manage our schedules more easily and with less stress. People without children also have appointments and other reasons they need flexibility at work!

Flexibility Benefits Us All

Long commutes and snarled traffic result in more than just stress. They are a waste of gas and energy and a contributor to climate change and its negative effects. Workplace flexibility reduces this waste by either eliminating the commute totally or shifting it to a less congested time. This is key to sustainability.

Hours spent commuting are also not productive. Flexible workspaces offer cost-efficiency benefits to employers by creating happier employees—which can translate to increased productivity and reduced turnover—in addition to lowering real estate and related office costs.

Offering Flexibility at Work the Right Way

It’s important to get remote and hybrid arrangements right for both employers and employees. Employers who insist on people sitting at their desks for no good reason are fighting a losing battle, and they’ll end up at a competitive disadvantage when it comes to attracting and retaining the best people. Smart leaders are rethinking how to deliver the flexibility employees want while ensuring their business operates at the high level needed for success and profitability.

Concerns about collaboration, teamwork, company culture, and employee training and growth are real and need to be addressed. The answer isn’t a return to 2019 though.

Being truthful and realistic about deadlines is a great start. Not everything can be a “need it asap” rush, and acting with excessive urgency will quickly erode the trust and loyalty of your employees. Investing in technology, as well as optimizing processes and procedures, can help you speed up timelines while solving some of the challenges of managing a hybrid workplace.

Better tools for collaborating remotely are one solution. Office set-ups that empower employees to work without interruption or distractions are another. There’s also a need to eliminate issues that affect employees in either arrangement. Long and unnecessary meetings are a pain, whether held in-person or online! There are definite pain points for our hybrid model at the moment, but that’s because we are still in a transition phase and are relying on old systems to conduct work in a new way. Hybrid work will be more successful for everyone once these issues are fixed.  

Flexibility Is a Two-Way Street

Employees also need to be realistic—perhaps more realistic than some people are right now. While not everything is an emergency and schedules can be flexible, deadlines are real. The work has to get done. Balance is the keyword in the phrase “work-life balance.” Sometimes, work has to be the most important thing and will require the employee to be the flexible one.

Working remotely cannot be synonymous with not doing your job. Results matter. But calling people into the office only to be on conference calls most of the day is silly, and employees know it. On the other hand, conference calls that are interrupted by children or pets or taken in pajamas are not reasonable either.

I think all sides of the discussion on workplace arrangements make very valid points, and what matters most is finding the right solutions for your business and taking useful, productive action. Simply demanding a return to the old days is no more a solution than insisting that we all work the way we did in 2020. The companies that find the right balance will attract and retain the best talent. That’s always a recipe for success!

Ready to grow your remote or hybrid team? Reach out to ATR International to fulfill your talent needs.

The post Flexibility at Work: Winning Top Talent & Elevating Productivity with Smart Arrangements appeared first on ATR International.

When you’re getting to know your candidates beyond their resumes, it’s important to avoid intrusive inquiries. Certain types of questions can put you at risk for discrimination lawsuits and, ethically, lead to major setbacks in your diversity and inclusion efforts. We’ll give examples of questions not to ask in an interview and provide a simple framework for determining if a question is appropriate. 

7 Types of Questions Not to Ask in an Interview 

The Equal Employment Opportunity Commission (EEOC) deems any questions regarding protected personal characteristics illegal. Even if a candidate freely offers up the following details, the EEOC prohibits employers from leveraging this information when making their hiring decisions. 

Here are seven topics to steer clear of during the interview process.

1. Age

The Age Discrimination in Employment Act (ADEA) protects workers who are over 40 years old. Some local governments may also protect younger workers from discrimination. While you can ask for age or birthdate if there’s a legal age requirement for a role—like for commercial drivers or bartender jobs—questions like these are typically prohibited in the interview process: 

• How old are you? 
• What year were you born? 
• What year did you graduate high school?

2. Country of Origin or Birthplace

Candidates can meet a position’s language requirements and be eligible to work in the U.S., no matter where they were born. This is why it’s illegal to discriminate against someone based on their national origin. Here are examples of questions not to ask about a candidate’s background: 

• Where were you born? 
• Are you a native English speaker? 
• How did you learn to speak Spanish? 
• Where are your parents from? 

3. Disability

While employers can ask if a candidate believes they can perform the job—with or without reasonable accommodation—it’s illegal to ask about disabilities and medical conditions. Avoid questions like: 

• Do you have a disability? 
• Will you need time off for any medical treatments? 
• Have you ever filed a workers’ comp claim? 
• What is your family medical history? 

4. Gender, Sex, and Sexual Orientation

The government has long prohibited discrimination based on gender and sex. As of 2020, this protection extends to gender identity and sexual orientation, too. While asking for a candidate’s pronouns may feel inclusive—and is acceptable after an offer has been extended—being an ally starts with reducing subconscious bias in the interview process. Here are examples of questions employers shouldn’t ask: 

• What’s your gender? 
• How do you identify? 
• Are you male or female? 
• What’s your sexual orientation? 
• Have you had any gender-affirming treatments? 

5. Marital Status, Family Status, or Pregnancy

While many of us prioritize our families, personal plans don’t necessarily impact an employee’s performance in a role. Companies cannot discriminate against a worker to avoid planning around life events, like honeymoons and parental leaves, so it’s essential to avoid these questions—even in casual conversation—during the interview process: 

• Are you married or engaged? 
• Do you have a partner? 
• When are you expecting? 
• How many kids do you have? 
• What are your childcare arrangements? 

6. Race, Ethnicity, or Color

EEOC illegal interview questions include those about race, ethnicity, and color. While there may be exceptions for affirmative action programs, there are legal guidelines for where and how you ask about these topics. As a rule of thumb, avoid these questions unless you’ve consulted with and received a green light from your local government or a lawyer: 

• What’s your race? 
• What’s your ethnic background? 
• What’s your partner’s race or ethnicity? 
• Does your family follow any cultural traditions? 

7. Religion

Companies—with the exception of religious organizations—cannot ask questions about a candidate’s religion, including: 

• Are you religious? 
• What’s your denomination? 
• Do you observe any religious holidays? 

What Questions Can I Ask in an Interview? 

When you’re preparing questions for a job interview, ask yourself this: Does my candidate’s answer really affect their qualification for the job? 

If there’s a clear job-related need to ask your question, you can likely keep it on your list. Questions about work experience, professional skills, past promotions, and strengths and weaknesses are generally safe to ask. Asking about diversity, equity, and inclusion (DE&I) as a professional value is also acceptable. 

However, keep in mind there are a lot of gray areas when it comes to the legality of interview questions. Some inquiries aren’t outright illegal—but they may only be legal sometimes. For example, financial status is typically off-limits, but you can ask if a candidate owns a car if it’s a requirement for the role. Similarly, arrest records are protected unless the role is in law enforcement. Questions about salary history may be barred in some states. 

Protect Your Company and Uphold DE&I 

Understanding what questions not to ask in an interview process can protect your company from long-term consequences while helping you uphold your commitment to DE&I. Steer clear of any inquiries about protected characteristics—like gender, ethnicity, and marital status—and focus on topics that directly impact a candidate’s performance in a role. 

Gain more insights about approaching topics that fall in a gray area. Download our EEOC interview guide or reach out to learn how ATR can help you ethically build your workforce. 

The post 7 Types of Questions Not to Ask in an Interview appeared first on ATR International.

An untapped demographic is an opportunity for your organization to get ahead. As labor shortages rise and hiring challenges grow, the proactive recruitment of veterans and military spouses—who offer expansive skillsets and diverse perspectives—can help your business flourish. While other employers overlook their untraditional backgrounds, you can become a preferred employer for the nearly 19.4 million veterans and 1 million military spouses in the United States. 

Ready to support our armed forces while accelerating your business growth? Here are seven benefits of hiring veterans and military spouses you can reap. 

4 Benefits of Hiring Veterans 

Nearly 200,000 military personnel transition into civilian life each year, with many entering the civilian workforce right away. While federal law prevents the discrimination of protected veterans—including those who recently left military service—employers are often concerned about vets’ ability to acclimate. However, former service members are far more adaptable than you may think, and they can be incredibly valuable to your organization. Consider these four benefits of hiring veterans:

1. Highly Transferrable Skills

The nature of military service can be tough—and those who go through it experience regular hardship, change, and uncertainty. As a result, service members develop excellent problem-solving, resilience, work ethic, and the ability to learn quickly. These soft skills can translate to strong performance and adaptability in the workplace. 

Many veterans also have outstanding leaderships skills, which means they can make highly valuable contributions as managers. Service members with experience leading direct reports understand the importance of clear communication and bring strong accountability to the table.

2. Increased Retention

Loyalty and commitment are instilled in service members. Over 90% of employers agree veterans have the same or a higher retention rate compared to civilian workers—and they’re equally as or more likely to accept a job offer. Creating an inclusive environment for veterans from the interview process onward can help your business improve key talent metrics, all while reducing cost-per-hire and turnover expenses.

3. Strong Cross-Cultural Communication

Whether or not service members are deployed overseas, they often work in multicultural environments. In fact, 41% of military members identify as part of minority groups, and local civilians are often just as diverse. Despite the potential for cultural barriers with the full spectrum of life experiences, service members frequently forge strong relationships with their units, locals, and other peers. 

Hiring a veteran can strengthen your company culture by improving team-building and cultural competence within your organization. Veterans can also be adept at aligning everyone behind the same business goals.

4. Financial Incentives

The benefits of hiring military veterans include two key financial incentives. 

The Work Opportunity Tax Credit (WOTC)—which lets you claim tax credit when you hire employees from a targeted group, including veterans—is available until December 31, 2025. Thanks to the WOTC, initiatives to hire veterans can help you reduce your payroll taxes by thousands of dollars. 

On top of tax incentives for hiring veterans, you can get a Veteran Readiness and Employment (VR&E) subsidy for training eligible ex-service members. This allows you to hire a veteran who isn’t fully qualified for a role without significant risk. (You’ll only need to pay an apprentice salary during the training period. 

3 Benefits of Hiring Military Spouses 

While military spouses don’t contend with the same stigmas as veterans—and are legally protected from discrimination based on their marital status—the level of unemployment they face is significantly higher. Their frequent moves often lead to career gaps and short-term positions, causing employers to quickly dismiss their resumes. However, there are many reasons to hire military spouses, including the following three.

1. Strong Adaptability

When service members receive permanent change of station (PCS) orders, military spouses often handle the logistics of moving, helping their family settle and building new community connections along the way. They’re accustomed to change—and they’re often proactive about turning new environments into their home. This level of adaptability can translate to agility in your workplace, as well as strong adaptability during organizational and technological shifts.

2. High Rates of Education

Military spouses are a highly educated demographic that remains largely untapped. While only 30% of working-age Americans have college degrees, 40% of military spouses do. Many even pursue advanced degrees and certifications. Companies that hire military spouses can leverage their specialized knowledge to close skills gaps and expand their business capabilities.

3. Excellent Time Management

Military spouses typically have a lot to juggle—work, education, kids, budgeting, housework, social lives, and beyond. Out of necessity, they become excellent time managers who understand how to effectively tackle their to-do lists each day. In the workplace, this makes them high-performers and excellent delegators. 

For companies that need talent but don’t need full-time workers, many military spouses are open to flexible hours and gig employment since it allows them to work around their busy, changing schedules. 

Build Your Highly Skilled Workforce 

Veterans and military spouses bring plenty of highly sought-after soft skills to the workplace, from adaptability and resilience to cultural competence and time management. At the same time, these veterans remain in low-skill positions, while military spouses remain underemployed. Shifting your hiring strategy to target these individuals can help you quickly build a more effective team. 

At ATR International, our Military Commitment program—which connects veterans and military spouses with careers—can help you diversify your workforce with highly skilled and adaptable professionals. 

Experience the benefits of hiring veterans and military spouses. Reach out today to learn how ATR can help. 

The post 7 Key Benefits of Hiring Veterans & Military Spouses appeared first on ATR International.

The effort, costs, and associated risks involved in managing a contingent workforce are particularly frustrating. After all, your contract workers were hired specifically to boost productivity, not add to your responsibilities! But payroll is an unavoidable task, right?

Nope. We can do it for you.

ATR International can cover all your contingent workforce payroll needs. Our contractor payroll outsourcing services help you fill gaps in your organization without adding to your headcount. We add your contractor to our payroll and act as their employer of record—they become an ATR contractor on assignment at your business. All associated payroll priorities are covered for the duration of their assignment.

We’ve been experts in staffing for 35 years, so you can trust our payroll experience and focus on your business. Our services ensure you can grow your team with no extra effort on your part—how great is that? And the best part is we go above and beyond to eliminate headaches for your team.

Eliminating Hiring Headaches Beyond Payroll

Got payroll headaches? If you’re hiring, odds are you do. While “payroll” may sound like a simple undertaking, it involves many time-consuming tasks—and if you make a mistake, there can be some serious problems. Consider this list of payroll activities to start:

• Candidate background and drug screening
• Employee onboarding and offboarding
• I-9 compliance (including E-Verify)
• TN and other foreign worker visa administration
• Employee benefits
• Employee direct deposit
• Year-end W-2 forms
• Expense reimbursement
• Weekly payroll processing
• Daily administrative support

That’s quite a list! It certainly emphasizes how much is involved from a practical, task-oriented point of view.

From a liability perspective, self-managed contractor payroll can increase the risk of running afoul of co-employment rules. Ensuring your contingent workers are classified and managed correctly is make-or-break. Mistakes can cost big money and quickly reverse the benefits of hiring a contractor.

However, employment laws are complex and vary from state to state. It can be challenging for many HR departments to stay on top of it all, and it absolutely takes their focus off the needs of your permanent workforce.

Our comprehensive contractor care program mitigates these concerns. We’ve provided contractor management and payrolling services for diverse businesses—from midsize to Fortune 500 companies—and industries, including IT, financial services, pharma and biotech. We’re well-versed in rules, regulations, trends, and best practices and invest our time and resources in staying up to date so you don’t have to. Your exposure and risk are reduced, along with your average cost per employee.

Outsourcing done right is an integral part of any good business. Knowing what you can’t and shouldn’t spend your time and energy on can be the difference between success and failure. Contractor management is one of those areas. We’re here to help you focus on making your business a success. Leave the critical minutia of contractor management to us!

Take the burden of payroll and contractor management off your shoulders. Reach out to ATR International today.

The post How Contractor Payroll Outsourcing Helps You Achieve Business Success appeared first on ATR International.

Beforehand, I didn’t know much about the ubiquitous phrase. I discovered the original term for Imposter Syndrome was Imposter Phenomenon. In the 1970’s psychologists Suzanne Imes and Pauline Rose Clance studied high achieving women who doubted their professional success. Women reported feeling that they lacked talent and intelligence; they feared they would be discovered and exposed as frauds.

The term has since expanded beyond this academic study to encompass a broader meaning. It’s that feeling you aren’t quite ready to be in a specific situation because you don’t have the necessary skills and experience, when there is in fact actual proof you do. Yes, it often occurs in high achieving career people, but it can affect any of us at any time. Whitney and I laughed about feelings of oh my goodness, I’m someone’s mother, and should I be a homeowner? And no doubt many of us have felt the weight of this thought: Am I really a grownup?

Professionally is another matter. Whitney explained that she thinks these feeling creeps in as “you mature in your career, especially once you are put in leadership positions and your decisions mean more. You feel very responsible for people and maybe feel more like an imposter. You worry more that you’re not qualified to make those decisions. When you start out in your career, you don’t know what you don’t know,” she laughed. “But the longer you are in the universe, the more you understand you don’t know everything!”

And I agree. I think my role as a team leader causes me the most worry. Am I helping them learn and grow professionally? Do I really know what’s best? Am I qualified? The doubts creep in. When you lack confidence in your abilities, that’s not necessarily a bad thing though. In fact, Whitney and I talked about how practicing humility in our interactions with others and our decision-making process is beneficial. Recognizing that you don’t know everything and reaching out to others to gain their perspective and expertise is a good thing!It becomes a negative when that doubt keeps you from making decisions. Imposter Syndrome has real consequences. Whitney and I assumed that doctors probably never feel this way. Obviously, doctors are competent and talented, but it turns out doctors feel it too. Actually medical professionals feel this syndrome at a higher rate, according to a Stanford University study, which also showed higher rates of burnout, and turnover, etc. compared to other professions.

The study also found that women physicians strongly struggle with feelings of inadequacies, along with those from minority groups. Additionally, men are more likely to apply for a job when they only meet 80% of the stated qualifications, whereas women and minorities often hesitate even when they have 100%. Imposter Syndrome contributes to holding them back personally, and potentially keeps you from a great hire. How can we combat these struggles? So glad you asked.

How To Beat Imposter Syndrome

Change can happen on multiple fronts, especially when it comes to hiring.

We can craft better job descriptions, ones that don’t add unnecessary or “nice to have” qualifications that deter candidates. And we can make sure that a job posting is welcoming and encourages people to apply, rather than contributing to feelings of inadequacy using gendered or biased language.

More importantly, we can recognize that Imposter Syndrome is real and work to help people understand, express, and alleviate these feelings. The Stanford study has several recommendations including peer discussions, professional coaching, and mentoring younger doctors to help them avoid it sooner. These are applicable across professions. Instead of suffering in silence we can help ourselves and each other by being open about it.

Whitney tries to remember she isn’t the only one feeling this way. Simply understanding that she is not alone helps her quiet the inner negative voice trying to undermine her, which underscores how beneficial talking about Imposter Syndrome can be.

Those of us in leadership roles, management, and mentorship can help avoid or alleviate the syndrome by discussing it with our teams, especially those most vulnerable to the effects. We know that diversity in the workforce leads to more innovation, growth, and profits, so we should offer support however we can, including addressing issues that stand in the way of success.

Want to hear future conversations on Parent. Boss. Leader? Be sure to subscribe, and don’t forget to check out all the great shows on the ATR Podcast Network!

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The post How to Beat Imposter Syndrome: Thoughts from Whitney Eichinger appeared first on ATR International.

For me, the best part of the conference is always the people. Whether that’s meeting new people or reconnecting with existing colleagues and friends, personally speaking with individuals, especially after the past few years, was a gift. Don’t get me wrong. I am a fan of remote work and appreciate the benefits and efficiency greatly, but I also know that in-person events offer unique benefits, such as casual meetings, impromptu conversations, as well as more formal introductions. We all know that the main point of attending is for suppliers to meet new clients and vice versa; we’re in business after all, but that doesn’t happen instantly. Those introductions and conversations are the important first steps.

This year at WBENC, I had a particularly positive experience with one of our clients. They’re a large financial institution that has corporate partners and works with suppliers of all types and sizes. When they learned I would be attending WBENC, their Supplier Diversity Program manager scheduled informational meetings for me with several of their partners to share information about ATR and our services. One of the people I met with, from a global accounting firm, explained they were equally pleased with the opportunity, explaining it was an advantage to have a supplier referred to them, prequalified in a sense. Doing business with a partner who values the relationship and help you succeed is a wonderful example of how a mutually beneficial business relationship can work.

I met many wonderful leaders over the course of the week. I am grateful for the opportunity but that’s all it is, an opportunity. Success depends on what I, and my colleagues at ATR, do moving forward. There are no guarantees that someone you meet and speak with is going to hire you, and they are very unlikely to decide that at the conference. These events are an investment of time and money for a company, and what you do before and after the conference makes all the difference.  

How to Invest Well in a Conference

Preparation and follow-up are important, maybe even more so than the actual initial introduction or conversation. However, during one of my meetings, I was told that attending events is a simple way to determine if your company is the size and caliber vendors are looking for. Showing up is foundation but leaves more to be done. Here are a few things that I do to help turn attendance into viable leads and real sales.

• Promote your attendance. Use social media and other channels to let people know you are going to be there. Do so in advance, not just a day or two before you leave. That’s how my client knew and approached me to arrange those meetings. If people know you’re going to be there, you will facilitate opportunities.
• Research. What companies are going to be there? What do they do, and which ones might need your services? Who is their representative? You will not have time to meet everyone or visit every company booth. Research helps you focus your efforts and use your time wisely in a targeted manner. When you meet them, you’ll be able to have a better conversation and demonstrate knowledge about their business and what’s happening in their industry as a whole.
• Tap into your network. Who do you know who is going to be there? Current clients? Past colleagues? Reach out and offer to help them. You might know someone they want to connect with. Your help will be reciprocated someday.
• Make a good impression. The advantage of in-person is that it’s easier to make a strong impression. Be polite. Listen more than you speak. Ask thoughtful questions. Be ready to discuss the speakers or sessions in a thoughtful manner. Practice and perfect your elevator pitch.
• Use technology to your advantage. At the end of a conversation, ask to connect, on LinkedIn or a more applicable social channel. Send the invite then and there. I’ve found that people are more comfortable connecting with someone they’ve met.
• Follow-up after the conference. Whether it’s a quick message or a formal reply with information they may have requested, keep in touch while your name is fresh in their mind. You’re building a business relationship, and relationships take time and nurturing.
• Promote your attendance afterwards. Your investment can pay dividends, even after the conference. Again, let people know that you were there. Share anything interesting that you heard or learned. Current or potential clients who couldn’t attend appreciate your thoughts.

And there you have it – attending events can be an advantageous investment for you and your business to make long-lasting connections. So get out there, meet some new people and get reacquainted with old friends. You won’t regret it!

Interested in knowing more about how ATR could be a diversity supplier for your business? Connect with us and learn how we can make a difference together.

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The post WBENC National Conference: Why It’s Always a Worthwhile Event appeared first on ATR International.

Gen Z doesn’t think that way. The under-25 cohort will comprise approximately 27% of the workforce by 2025, and they aren’t hiding or apologizing for any resume gaps. In fact, they’re celebrating them, thereby challenging preconceived notions. They believe gaps in their resumes represent opportunities for growth like volunteering, interning, or carefully planning their next career move. Whatever the reason, Gen Z says they learn valuable skills, develop personally, and return to the workforce more focused and with greater clarity. Far from worse, they feel they are better candidates for the job.

Are they right?

Well, while they have a point, I don’t think everyone should suddenly be cavalier about resume gaps. Both sides make plausible arguments, and it’s important to consider all the facts and make the decision that works for you – your personal career and life goals, the industry you want to work in, and the specific company and position.

A Few Points to Consider

1. When I paused my career to become a mom, I thought about the I’m in the staffing business; I know how employers think. However, being a parent has taught me greater levels of patience and organization than my formerly childless self could have imagined.
   In turn, motherhood made me better at my job and working with my team. That’s a result of the gap in my resume.

   Additionally, I returned to work more committed and invested in my career. I chose to return because I love what I do, and I missed it. In many ways, I have become a better employee.

2. However, improving and broadening your skills and experience during your time away isn’t a given. If traveling for six months leads to fluency in a language that benefits your future career goals, great. Otherwise, it’s not a relevant improvement. Emotional intelligence and other soft skills may also be improved, but if it is at the expense of professional and necessary experience, fun life-detours won’t make a difference.
3. Many people have career gaps. A LinkedIn survey reported that two-thirds of the current working world have some form of a resume gap. Parental leave, health, and care of a friend or family member were common reasons. Plus many people experience involuntary gaps, such as a layoff. Gen Z is more likely to take time off after graduation before entering the “traditional” job market, and more likely to quit a job to spend time traveling or reassessing before taking another position. Finally, with the upheaval caused by the pandemic, pauses in employment could be more the norm in coming years.
4. Unfortunately for job seekers, employers worry, not just about atrophied skills but if you will quit your job abruptly. Will they just be replacing you in a couple of years, faced with another new hire, onboarding, and training costs? They may be wrong, but they will still consider this, and you need to recognize this can affect your opportunities.
5. This one is for the employers. You need to consider changing your view as well. If you are routinely screening out candidates at the resume/entry point because of a gap, you’re doing the company a big disservice. If you’re concerned about up-to-date knowledge and skills, then test for it. Don’t assume a gap means atrophy. Far too many people have gaps in their history to limit your applicant pool to those that don’t. You’re going to miss some great people. Your hiring and interview process should be able to determine whether someone is a good employee on a quantitative basis, not an assumption.

I’m not here to quash your dreams of taking time away or trying to add to the stress of your own career situation. Far from it. I simply want to share some observations so we can all look at resume gaps in a realistic light. Don’t make assumptions or decisions based on them. There are valid points on both sides of the discussion. Ask questions. Be ready to explain. Honest and open communication always provides clarity.

Ready to start a new chapter in your career? Take a look at our job opportunities today, and let ATR help you find your next step.

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The post The Resume Gap: Gen Z Isn’t Worried, But Should They Be? appeared first on ATR International.

We’ve identified the top three trends affecting the financial industry in 2023 and included them within. And while these insights alone can help you make informed decisions about your business, we go a step further to show you the top three roles—each with a projected salary—that will help you take advantage of each trend.

From tried-and-true concepts like branding to the brave, new world of data analysis, we give you the lowdown on what makes the world of money go ‘round in 2023. If you work in finance, you know the pressure is real. We’re talking about the high-stakes playing field of hedge fund managers, valuation analysts, and investment bankers. The competition is fierce, which is why we developed a guide to help you find the perfect talent.

ATR has been changing the world (one job at a time) for almost 35 years, and we want to pass our insights along to you. The financial industry may be heading into unknown territory this year, so take our 2023 Hiring & Salary Trend Guide along on your next hiring journey.

Unlock the information you need to make smarter hiring decisions. Download ATR’s 2023 Hiring & Salary Trend Guide: Finance today.

The post Hiring in Finance? Get Your Money’s Worth with ATR’s 2023 Hiring & Salary Trend Guide: Finance Edition appeared first on ATR International.