Look for a Job on Facebook? Yes, You Can!

B Loehr = FB Job SearchIf you’ve never considered using Facebook to look for a job, it’s probably because you see Facebook as a place where people kill time by sharing funny, weird, goofy, entertaining stuff about their lives. That’s true, it is. But it’s also where some 1.49 billion monthly active users and 968 million daily active users make connections. That’s a whole lot of connecting and sharing and LIKING. So it’s no wonder Facebook is becoming a go-to site for job searching too.

Let’s consider what we already know about job searching and hiring practices.

  • “Who you know” plays a vital role in any job search
  • Employee referrals make the best hires
  • Friends often know about job openings at their company before their employer posts it publically

When you take this knowledge into account, it makes sense that Facebook can play a role in your job search. This mega popular social media sight was built on “people connections”. In fact, some people argue that there isn’t a better place to launch your job search.

Furthermore, Facebook is gaining popularity amongst recruiters, with 65% reporting they seek employees there. Many also vet potential candidates via Facebook. The fact is simply this: the far-reaching scope of Facebook surpasses even the most popular job sites.

Add the convenience to employees of scoping out a company’s culture on their FB page and the zero cost to employers to post job openings on that same page, and it’s a WIN-WIN situation for all involved.

Here’s how to make the most of a Facebook driven job search.

  1. Put the word out

A friend reports that when she was laid off, she went home and immediately posted an “I’m officially looking for a job” status. A former colleague messaged her that a friend had just tweeted a job opening that looked suitable. Would she be interested? Why of course! Information was exchanged, the company checked her out (via several social media sites), called for an interview, and three weeks later, the new job was a done deal.

  1. Update your FB profile

Most folks list their most current education and job in the “work experience and education” section of their FB profile. But why stop there? There’s plenty of room to note all educational and work experiences in place that is readily accessible for employment inquiries.  A mini-resume if you will that can include a shortened version of duties and accomplishments as well.

  1. Classify your friends list

What may seem to be a tedious job will most likely take less time than you anticipate and in the end, pay big dividends. Go to your list of friends and hover the cursor over the “Friends” rectangle next to each name. If you haven’t already, create a “new list” titled “Professional” or “Work” and add professional contacts to this list. This will make it easy to target work-related posts to those most interested.

While a general “I’m job hunting” status update is a great idea, a more specific and detailed post to your “Professional” or “Work” list is an even more worthwhile endeavor.

Make Facebook an integral part of your next job search.

Check out B Loehr Staffing Facebook page. We’re one of your best friends when it comes to job searching. At B. Loehr Staffing, we can offer you a career that fits your lifestyle. Whether you are looking for short term, long term, part time or a full time position, we can offer you the freedom and flexibility your lifestyle demands. Contact us today.

Presenteeism Part 2:  Combating the Negative Effects

b loehr - presenteeism 2Presenteeism is receiving increased attention as employers recognize and strive to understand its performance-zapping power. Not only do both quality and quantity of work suffer, but work-related accidents, equipment breakages, and interpersonal conflicts all tend to rise; often resulting in a financial burden. And so, the race is on to conquer this malady that, by some estimates, can reduce productivity by one-third.

Common causes of an employee being present “in body” but not fully functioning include:

  • Illness or injury that, while not debilitating enough in the employee’s mind to warrant an absence, leaves the mind, body, mental capacities or all of the above functioning at less than 100%.
  • Mental or emotional distress from depression, anxiety, or stress overload.
  • Family concerns surrounding childcare, eldercare, or a family member’s chronic or life-threatening illness
  • Life-work balance issues that stem from the “normal” day-to-day of managing a home and family alongside a career

Businesses that are serious about nipping presenteeism in the bud must examine the culture, the structures, the policies – the company’s “big picture” as well as the details – to uncover anything that might be contributing to this silent-natured, difficult to monitor issue.

Here’s the tough question you’ll need to ask and answer.

  1. How aggressive is our sickness policy?

One of the main causes of presenteeism is an absence policy that in essence, punishes employees for being ill by reducing their pay. Not only are sick employees less productive, it’s likely they will infect their co-workers and will take longer to recover because of trying to “work through it.” Create policies with both fairness and flexibility in mind.

  1. Do we offer “user friendly” flexible work arrangements?

One of the best ways to keep employees present and engaged is to provide a variety of flexible options that will accommodate the realities of daily life. Some of these options include telecommuting and allowing for flexible work hours that will accommodate medical appointments, school programs, and personal issues such as court proceedings or financial meetings.

  1. What does our health insurance plan cover?

Coverage that includes medications for allergies, a widespread chronic malady, and mental health benefits that allow for treatment of anxiety and depression, can go a long way in combating presenteeism. Providing coverage for a wellness program that addresses both education and engaging solutions to achieving a healthy lifestyle can produce a sizable financial benefit to the company. Utilizing any options that address the root cause of employee illness will be beneficial in combating presenteeism.

  1. What can we do to reduce work-related stress and boost morale?

These two fit together like a hand in a glove. When morale lifts, work-related stress almost always decreases. Celebrate accomplishments. Cultivate a team-spirit atmosphere. Host fun, outside-the-workplace events. Emphasize positive attitudes. Practice an open-door communication policy. Train all levels of management to recognize the early signs of presenteeism and join forces to keep this production-robbing issue from gouging your bottom line.

B. Loehr Staffing recruits, tests and trains only the highest caliber candidates to become our employees. It is the outstanding performance of our employees that has helped to build our reputation as a premier provider of quality staffing. Contact us about all your supplemental staffing and employment management needs.

 

 

Presenteeism Part I: What is it?

b loehr - presentWhile absenteeism is a growing and costly problem across the American workforce, a mounting body of evidence suggests an even bigger problem has emerged in recent years: presenteeism.

Presenteeism is defined as the loss of productivity that arises when a worker is on the job but for a variety of reasons, is not fully functioning. It could be a medical condition, emotional distress, or a family issue that leaves the worker distracted and unable to fully perform his or her job tasks. It’s estimated that these sometimes unapparent, productivity-robbing situations can cut individual productivity by one-third or more. Unlike the obvious absence when an employee doesn’t show up for work, all is thought to be well when the employee is physically present.

Presenteeism may be more prevalent during tough economic times when an employee can’t afford to miss out on the income or fears losing his or her job. Chronic conditions such as arthritis, allergies, or a plethora of other maladies or situations can present a continuous threat to productivity. It’s true that if every employee stayed home each time a chronic condition or emotional distress flared up, nothing would get accomplished. Still, the issue warrants further study in an effort to lessen the decrease in productivity.

It’s both helpful and important to distinguish between malingering—pretending to be ill, goofing off, surfing the web instead of working—and true physical and emotional issues. “Slacking off” can and should be dealt with swiftly, in accordance with company policies.  But it’s doubtful the handbook contains the precise course of action to take when it comes to legitimate, all be it disruptive, presenteeism.

As researchers continue to gather conclusive findings, more companies are recognizing the problem of presenteeism and facing the challenge it presents. As with any problem, the first step toward resolution is acknowledging the issue exists. As this is a relatively new area of study, questions abound, the central one being the exact degree to which various illnesses and conditions reduce productivity.

The good news is researchers are discovering reliable ways to determine that. A number of survey tools are available to measure both absenteeism and presenteeism. Two commonly used resources are the  Health and Work Performance Questionnaire (HPQ) and the Work Limitations Questionnaire (WLQ). The feedback garnered from these questionnaires will help determine the existence of the problem and establish a baseline from which to improve.

Due to its silent nature, presenteeism can be harder to monitor and more difficult to address than absenteeism. Next week’s blog – Presenteeism Part II – will tackle ways to diminish the production-robbing effects of presenteeism.

Because we care about our clients, B Loehr provides pertinent HR information through our blog. It’s just one of the ways we aim to please. Whether your company is dealing with absenteeism, presenteeism, or other issues hindering your productivity, contact B Loehr. We will match you with top notch Field Associates who know how to get the job done.

Virtual Job Fairs Part 2:  The How-to of Hosting a Virtual Job Fair

B Loehr - virtual job fair

From something as simple as an online job board to an elaborate multi-faceted virtual job fair, the world of recruiting is benefiting from the many advantages the web offers for locating and recruiting employees.

Job seekers have become avid fans of this convenient, timesaving means of finding and applying for multiple positions. Many companies are also choosing virtual job career fairs as an effective recruiting tool, citing multiple benefits, such as:

  • Fewer logistical hassles
  • Smaller price tag
  • Access to a greater pool of top-notch candidates.

Hosting a successful virtual job fair, however, does require energy and effort to put together. A good first step is to familiarize yourself with the ins-and-outs by “attending” several virtual events. Peruse the event from the perspective of a candidate. Note the ease with which you’re able to both understand and navigate the fair format.

  • What catches your eye?
  • What appeals to you as someone scouting for a job?
  • Does the format allow you to highlight your unique skillset?
  • What’s missing from this virtual experience?

Jot down your impressions so you can compare and contrast the different elements available at each event.

Still a little unsure? For most companies first entering the virtual world of recruiting, it’s a good idea to participate in an event produced by a third party. Such an event would feature multiple companies, segmented by industry, with the added benefit of an end-to-end event that includes promotion, training, support, and reporting. You’ll experience the web-based recruiting advantages a virtual fair offers, while allowing someone in the know to handle the structure and formatting crucial to such a tech-savvy event.

As you participate in third party events ask yourself these questions:

  • Does the site offer the same navigational ease to the employer?
  • Is the information about each candidate complete and easily accessible?
  • What info is not available, but would aid your decision to pursue a candidate?
  • Note the advantages/disadvantages of a single company vs. multiple company hosted fair.

Now, if you have found the virtual job fair format a good fit for your needs, you know how you want your job fair to work for applicants and for yourself.

Investigate the many facets of the convenient and innovative alternatives to traditional job fairs at.

Job board hosting sites:          JobBoard.io      iCIMS

Virtual job fair software:        Comminique`  Brazen

Virtual job fair platforms:      vFair                InterCall

Gain access to a greater pool of top-notch candidates by partnering with B. Loehr Staffing. You can rely on our fast response to all your supplemental staffing and human resources management needs. Contact our staffing experts today.