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Pathways and Partnerships: AIME Update

Advanced, modern manufacturing is rapidly expanding in the Champlain Valley, and ETS is honored to partner with CV-Tec, and Clinton Community College to provide this crucial pathway to individuals seeking to begin a successful career in manufacturing. Since 2009, AIME (Assembling Industry: Manufacturing and Education) has been preparing and training individuals throughout the North Country for new opportunities in manufacturing that offer meaningful, engaging and rewarding roles. The next session will continue to build upon this momentum.

As the local manufacturing industry continues to flourish and grow, it is imperative that our community partnerships and pathways into the industry grow with it. With the help of local industry feedback, the AIME training program curriculum has improved in exciting ways. Most notable is the addition of 2 modules of the Manufacturing Skill Standards Council (MSSC) assessment and certification program. Additionally, the bulk of the technical training will take place at the new Institute for Advanced Manufacturing (IAM) at Clinton Community College.

The 8 week training course, slated to begin September 18, will focus on developing hard and soft skills and include:

  • Facility Tours
  • OSHA 10 Certification
  • National Work Readiness Credential
  • NEW integration of MSSC Safety*
  • NEW integration of MSSC Manufacturing Processes & Production*
  • Hands-on Projects
  • Employment Seminar

* MSSC (Manufacturing Skill Standards Council) is an industry-led, training, assessment and certification system focused on the core skills and knowledge needed by the nation’s front-line production and material handling workers. The nationwide MSSC System, based upon industry-defined and federally-endorsed standards, offers both entry-level and incumbent workers the opportunity to demonstrate that they have acquired the skills increasingly needed in the technology-intensive jobs of the 21st century. As an added bonus, with the integration of MSSC courses students will be eligible to receive college credit should they wish to continue their education at Clinton Community College in the future.

The AIME employment seminar offers manufacturers throughout the region a unique opportunity to connect with graduates of the AIME program who have proven themselves to be dedicated and have gained the skills to flourish in a career in manufacturing. As we prepare for the fall session, we are currently accepting requests from manufacturers who wish to be included in the Facility Tour portion and/or the Employment Seminar.

Facility Tour: Give participants an inspiring behind the scenes look at your technologies in action, and an overview of the opportunities that exist.

Employment Seminar: At the conclusion of the course, be the first to interview one-on-one with these skilled and dedicated individuals.

Interested in getting involved with AIME, or looking for more information? Contact Deborah Cleary (518.562.4673) at ETS today!

ETS will have AIME info sessions throughout the summer for interested students.

The Pivot – Navigating a Career Change

Even the most successful people find themselves plateauing in their career and feel a need to make a change. Has this happened to you? If yes, then you’ve hit a pivot point in your career. With continuous advances in technology, there are new and exciting opportunities on the horizon that may leave you wanting to switch lanes and start down a new career path. To switch careers effectively and successfully, you need four things: clarity, courage, confidence, and competence. Furthermore, there are steps you must take to ensure you are ready for this next step:

Self-Assessment – What do I want?
Start by doing a self-assessment of your values, how you like to work, and what you’d be compelled to do even if you never got paid. It’s important to articulate your core values because they act as your compass, particularly during times of change. Do as much research and exploration, and dig as deeply as you can to determine what you really want from this career change.

Understand your Skill Set
Once you’ve decided on the path you want to take,  find out exactly what this new career entails and what skills and experiences are required. Understand what you want to do, what the marketplace will allow you to do, and what is important to hiring managers in this new field. We all have a unique combination of assets such as personality, skill sets, abilities and experiences that we bring to the table. Take stock of these assets and ask yourself “are any of these skills transferable?” You may not have direct experience in your new career but perhaps some of the skills you’ve learned in your present career are transferable. If these skills aren’t transferable, ask yourself if you are willing to start at the bottom and work your way up. In some cases, transitioning to a new career means going back to school to learn new skills, ask yourself if you are willing to go back to school, even if it is just for a few courses. At ETS, we meet a lot of people who want to make a career change – mostly from Industrial to Administrative.  Unfortunately, this is not always an easy path to follow and extensive training is needed to make that switch.  It’s imperative that you take the advice of your recruiter and get the training necessary to make that pivot.

Develop a Sound Financial Plan
Moving to a new career path often requires taking a financial hit, so good planning is crucial. Ideally, you should have at least six months of savings to keep you secure. Research and explore your desired change with your accountant, financial consultant, and experts in that career to clearly understand the financial requirements necessary to support you through the transition. Understand that finding a new job outside of your current industry can take time, and may require extra learning.

Network with Everyone
It really can be all about who you know. Check your contacts, peruse LinkedIn and look at others’ career trajectories to see how they got where you want to go. Ask friends and family if they know anyone working in the field or companies you are interested in, and attend events, trade shows, or conferences where you can meet and engage with people in your field of interest. Set up an informational interview with an ETS recruiter to get an inside look into the industry and career, and find out what opportunities we have available.  

The process of identifying who you really are and determining the pathway the best aligns with your values, visions and needs takes time, energy, patience, trust and commitment. ETS recruiters are here to partner with you during this transition. They take the time to understand your career vision and help you navigate a strategic pathway to success, giving you confidential advice and guidance throughout. To set up a meeting with an ETS recruiter call the office at (518) 562-4673.

#IamETSTalent – Billy Davis – Business Intelligence Analyst

Meet Billy Davis! His competitive spirit, commitment to lifelong learning, and deep appreciation for the area we live in are just a few things that make him a rock-star member of the ETS Team. Did we mention he is leading the charge on ETS’ new data initiatives and capabilities? Check out this video to learn all about why you should get to know Billy. Then set up a meeting with him to find out how our powerful data-driven staffing solutions can help you achieve your goals.

How did your recruiting role develop into your new data role at ETS?
That is a great question – it really started to snowball over time. Throughout my time as a recruiter I searched for ways to do things more efficiently. I started playing around in our software and saw there was generally a lot of customization available. During several conversations with colleagues and long brainstorming strolls during lunch I began compiling a running list of inefficiencies and possible solutions. I also began to think about all of the information we capture and how we could leverage that to be able to provide additional value for our candidates and clients. Combining both of those together was phase 1 of my position and it has only taken off from there!

Have you always been a data geek? (in the nicest way possible)
Haha no offense taken! I’ve always excelled at math and technology related endeavors and I have a burning passion for efficiency – one of my favorite things to do is min/max. That is to gain the maximum benefit from the minimum amount of resources spent – efficiency in a nutshell. Naturally that passion has led me to this current role and to excel at all sorts of games. My family enjoys playing board, card, and computer games so I have plenty of practice. I am extremely competitive so it creates an interesting dynamic – one in which I win almost everytime – even if it is a game I just learned. Typically a family member will explain a new game to everyone else and I won’t listen – I will head right to the game rules and derive the best strategy from that.

What’s your favorite part of the Champlain Valley
I’d say familiarity. It is home. My family is here, I’ve started my own family here, and I have a wonderful network of experiences and people that have positively impacted my life. One of my biggest goals is to be able to give back to the area and positively shape the region’s future.

Any claims to fame? Maybe you won an air guitar contest or won a lifetime supply of Ben & Jerry’s in a raffle? Or what’s one thing people would never know about you?Oh boy – I am full of surprises. People that know me in this role only typically have no idea about any of the other endeavors in life. I’ve played professional baseball, coached professional baseball, played online poker at an extreme level, worked at an Art museum, and the list goes on and on!  I consider myself a lifelong learner and hope to obtain the level of polymath at some point in life.

What’s one thing you think businesses should know about your new role and our data capabilities?
The biggest thing is that it is not business as usual. We are rapidly evolving. It is exciting to be leading the charge on these new initiatives and capabilities.

What’s a superpower you’ve always wanted and how would you use this power?
Wow – great question. Fun fact – I used to have some racing mind issues that prevented me from sleeping and part of the solution was a variation of this exact question! For the longest time I have gone back and forth between three different superpowers.

1) Regeneration (think wolverine) – it’d be awesome – you’d never die – you’d never age.
2) Telepathy (think Professor X or Jean Grey) – reading minds – moving objects – levitation – flight – the possibilities are pretty much endless.
3) Chronokinesis – time control/manipulation – time is the most scarce resource we have – controlling it would be pretty awesome.

But lately I have been thinking about a superpower that I’m pretty sure doesn’t exist. It would be the ability to go inside one’s own body, control internal processes, and unlock the whole human capability potential. So for example if you could go in and have brain synapses happen wherever you wanted – unlock the memory center of your brain so you’d never forget anything – you could control cell destruction/formation so you could regenerate/eradicate illness/destroy disease etc. I imagine there would be some electromagnetic powers you could make work too.

What’s your favorite restaurant?
I’ve worked at Texas Roadhouse for 5+ years so this might be the easiest answer. While I am not contractually obligated to answer this way it is by far my favorite restaurant. I am a sucker for a great steak but more importantly the owner/management have been so good to me. They treat employees phenomenally and are passionate about doing things the right way. Great food and great people is a fantastic combination.

What was your first impression walking into ETS?
After my first couple of conversations with members of ETS I remember feeling like I had unlocked a whole new knowledge of the area. I grew up and lived here virtually all my life but had no idea the scope of opportunity and companies that were in the area. Very eye opening.

Empowering Employees: Overcoming Low Engagement

Despite the fact that employers will admit it’s a problem, employee engagement throughout North America remains low in the manufacturing sector. If an employee doesn’t feel empowered, it’s almost impossible to overcome low engagement, even in a great working environment. An empowered employee is one who is directly involved in and has influence over their work. They are allowed to make decisions about when they work, how the work gets done and are able to prioritize their duties.

This does not mean that you as an executive or leader have to turn the reins over to your team, but you should start thinking of ways to allow your team to have some say over how things are accomplished. Organizations with the highest level of employee engagement are the same organizations in which employees are empowered, and there is direct correlation between the degree to which employees are self-managed and the level to which they are engaged.  

In order to empower your team, begin to make changes in the following 5 areas.

  1. Open dialog. Being transparent is a powerful thing, if you can trust yourself and be trusted by others. It is empowering to be trusted with information and trusted to give helpful feedback even if that feedback is negative.  An empowered employee feels trusted. Many leaders are not aware of the reality that exists around them.  Bring problems and concerns to your team for their input and ideas.
  1. Frequent face-to-face meetings:  At ETS, we have a weekly office-wide team meeting but also daily “huddles” with each team.  Taking a few minutes before the workday or shift begins to “huddle” is enormously powerful.  Go around the room or circle and let everyone have a chance to bring up what’s on their mind.  Then talk about the challenges ahead.  That way, everyone is on the same page and feels engaged right from the start of the day.
  1. More compassionate leadership. People don’t quit their jobs, they quit their bosses. It turns out that the opposite is true too. An inspiring manager creates more engaged teams.  Higher levels of engagement come from employees who work for a compassionate leader—one who is authentic, present, has a sense of dignity, holds others accountable, leads with integrity and shows empathy. This can’t be stressed enough.  
  1. Collaborative Goals: When the specific objectives of the CEO and executive teams  are sent down throughout the organization for teams to review and identify their own specific goals that in turn supports achieving the goals of the organization. It’s a top down and bottom up approach to developing goals that included open dialog, sharing of information, and ultimately a powerful method for setting a clear focus that everyone in every department can buy into. If team members are trusted to come up with their own goals, it makes for more engaged employees.
  1. More Questions than Answers: The more you tell people what to do, the less they listen.  Questions can be a powerful tool for engagement. When you ask your people about their ideas, you engage them in identifying what to do. This is at the heart of empowerment. For those organizations and leaders who have successfully introduced empowerment, their leadership team leads with questions before ever considering what the answers might be.

This list includes a combination of environmental factors, cultural factors and leadership behaviors that are necessary for empowerment. Empowerment itself can’t be achieved by focusing only on one aspect of the business, but instead is a way of operating a business.

To say that empowerment alone is the only way to increase employee engagement would be a misnomer, but it is in fact the single greatest determinant as to the level and degree of employee engagement achieved.

2017 Resume Trends

We live in a technology-driven world where we consume mass amounts of information in short bits of text, via social media status updates and quick video clips. This technology, and how we consume information, is constantly changing, updating and getting better. As a job seeker, active or passive, it is not only important to be aware of these realities, but it’s important to take action and make changes to your resume to modernize the way you’re presenting yourself to employers in 2017.  

While resumes and job searches don’t change too drastically year-to-year, technology, skill trends, and economic realities do. When preparing your resume for an upgrade, it’s important to understand the health of the economy and how your industry is doing in particular, as well as what’s new in technology and skill trends – areas you can seize upon to give your resume a competitive advantage.

When it comes to packaging your work experience, some things never go out of style: crisp writing and brevity still reign supreme. Add a clean, modern design and showcase your personal brand, and you’re well on your way to creating a fresh, visually engaging, resume.

Make sure your resume stands out by following these tips:

Hone your Personal Brand
Every person is a brand, and that trend will continue to grow stronger in 2017. Make sure yours is in great shape as you look ahead to the next year. Your resume should include links to your career-relevant social media profiles, like LinkedIn, or Twitter.

Here’s how: If you use your accounts primarily for personal stuff, don’t include them on your resume. And if you really don’t want hiring managers or recruiters poking through the Facebook page you’ve had since you were young and making incredibly questionable choices in friends and photo ops, make sure those accounts are set to private. Even if you don’t provide direct links, you can assume that people will do a Google search on your name, and you don’t want any preventable issues to come back and haunt your 2017 professional self.

In addition to any social media cleanup, you can start building up your brand by creating a professional social media presence. If you don’t have active social media accounts, start them! If you have accounts but have let them fall by the wayside, there’s no time like the present to get them back up and running with current content and an updated profile. It’s all about increasing your visibility as an expert in your field.

Highlight your Vast Tech Knowledge
Emphasizing your skill set not only cements the value you can bring to the role, but also allows you to use relevant keywords applicant tracking systems are scanning for in your resume.

Here’s how: It’s important to know what apps and programs are hot in your field right now, but also keep an eye on trends that are just starting, or just picking up speed. Blogs are a good resource for trends, and in addition to any blogs or publications that are specific to your industry, news outlets are handy resources for what’s happening now, and what’s coming along soon. Once you know what technology in your field is creating a buzz, master it and add it to your resume.

Show off Soft Skills
One trend that’s been emerging in hiring, is the hunt for emotional intelligence. Remember, companies aren’t just hiring people to do a job—they’re also hiring a colleague. Emotional intelligence is kind of the web of soft skills/people skills that you bring to the table. It’s important to employers because they’re looking for a team member, which means they have a vested interest in finding candidates who not only have the skills and experience to do the job well, but also fit in with their company culture.

Here’s how: So how do you demonstrate your soft skills on your resume? When listing your skills as bullet points, provide a brief example of how you put that skill into play:

  • Management skills – Led a multi-city team of sales reps to an 8% increase in overall sales.
  • Communication skills – Messaged quarterly revenue reporting to internal stakeholders and clients.
  • Team-building skills – Hosted on-site training sessions for new hires, and spearheaded the creation of an in-house mentoring program.

Provide Leaner Cleaner Content
writing leaner and cleaner content is a must. In a society where almost everyone finds themselves busier than humanly possible, brevity has become the norm. 

Here’s how: The more concisely information is presented, the easier it will be digested. When possible:

  • use a career snapshot instead of a paragraph summary as the introduction
  • Use bullets to break up information
  • Be concise, say what you need to say in the fewest words possible
  • Incorporate white space throughout the resume to create a smoother flow
  • Use charts, graphs, and other visual images to communicate information when relevant – we are a visually driven society and visual images process 60,000x faster in our brain than text

When ramping up your resume for 2017, the main thing to keep in mind is that you always want to be adding new skills to your arsenal, and show that you’re plugged into industry changes and shifts. Want to dive deeper into modernizing your resume?  Stop by the ETS office in Plattsburgh or Burlington and speak to a recruiter. Our recruiters are on the front lines of hiring, they know what works, what doesn’t, and how to help you position yourself for a successful year.

Building a Strong Partnership with your Staffing Firm

Many companies turn to staffing firms to help them find better candidates, supply temporary staff on short notice, or improve their hiring strategies. Asking your staffing firm to take many recruitment tasks off your plate isn’t unusual: it’s what good staffing partners do.

Before you contract with a staffing firm, ask yourself this question: Are you ready to help the staffing firm help you? Finding the best employees for your business happens when you and the staffing firm work well and closely together. Here are some strategies for you to consider when building a strong partnership with your staffing firm:

Learn more about your staffing partner
It’s tough to have any relationship with a stranger, and building a strong professional connection with your staffing partner is no exception.  Start by asking about your staffing partner’s strengths and resources.  Find out if they have a strong bench with their recruiting staff, support and back office staff. What is their recruiting process? What data can your staffing firm offer you to help you with retention or educate you on your stance in the marketplace?  How well do they know your industry and the specific challenges you face – and how much time do they spend expanding and updating this knowledge?  Not only will you know where your staffing partner’s strengths lie, you may discover they can help you in ways you hadn’t expected.

Determine a reasonable time frame
A good staffing firm will improve your time to hire. Realize, however, that finding the most qualified employee takes a certain amount of time. Work with your staffing firm to clarify your hiring deadline and, at the same time, to understand the time needed by the staffing firm. Arrive at a timeline together.

Define expectations
Give your staffing firm a detailed job description as well as a profile of the right candidate for the job. The more information you provide, the better equipped the staffing firm is to provide results.

Participate in the process
Expect the staffing firm to present you with a well-planned recruiting process. As an active partner in the process, respond promptly to any questions the staffing firm might have. Set aside time to review progress and be ready to interview candidates who are referred to you. Lack of communication may delay results and let high-demand candidates move on to other opportunities.

Share responsibility
If your staffing firm provides high-quality service, the firm will assist with onboarding and evaluation of the new hire. Help the firm to understand your corporate policies, procedures, and processes so that they can streamline the onboarding process for you. Give honest feedback regarding the employee and expect the firm to take responsibility for results.

If you’re ready to start a partnership with a team of seasoned recruiters, dedicated analysts, HR professionals, and marketing gurus with unparalleled resources and a deep pool of talent, call ETS today at 518.562.4673.

Stuck in Fast Food or Retail?

How to Make Real Changes to Get Off the Retail and Fast Food Train for GOOD!

Low pay rates punctuated by limited hours, shifting schedules, few opportunities for advancement, being disrespected and feeling disposable; sound familiar? With over 12.6 Million U.S. workers employed in the service industry in 2016, we aren’t surprised if you can relate to these realities.

If your current job is in the retail or fast food industry, you may recognize these struggles:

When the customers forget how to form a single file line, and all hell breaks loose.


When a customer asks to speak with your manager.



In the Champlain Valley there is a systemic problem of talented individuals caught in the endless cycle of working a job with no clear pathway. It’s understandable that people end up working at places that they are familiar with. But there are better options! At ETS, we dedicate our efforts and resources to connecting individuals throughout the Champlain Valley with careers in manufacturing. These hands-on, minds-on opportunities allow individuals, no matter their skill level, to launch a distinguished career and create a clear pathway to success.

Manufacturing across the U.S. is a thriving industry that is constantly improving and innovating, and in the Champlain Valley we are experiencing the same momentum. The local manufacturing industry continues to flourish and grow, with sleek, technology-driven facilities, full of high-paid, fulfilling careers.

See what modern manufacturing is all about:

  • Manufacturing is on the cutting edge of technology, with ample use of automation, 3-D printing, robots, and screen technology.
  • The annual average salary of manufacturing workers is more than $77,000.
  • Manufacturers have the highest job tenure in the private sector.
  • 90% of manufacturing workers have medical benefits.

Manufacturing enables our everyday lives, drives our economy and offers many different rewarding careers. Take a look at the story of Manufacturing.

In the Champlain Valley, manufacturing is diverse. No longer will relaying details of your service industry job be met with disinterest and boredom. With a wide range of companies and products, the breadth of the industry gives you the opportunity to not only do something that matters, but do something that you’re passionate about. One of the best benefits to working in this industry is being able to work on real, tangible products and say “I made that.”

From high schoolers getting pressured by their parents to get their first job, to young adults who disillusioned college life and are back home looking for a different path, to individuals looking to make a career change, manufacturing can provide a clear pathway to grow and advance. From fabrication and welding to research and distribution, the possibilities are endless.

ETS is investing in pathways to launch a career in manufacturing and partnering with Champlain Valley organizations who see the value in creatively attracting new talent. ETS believes strongly in a Champlain Valley with unlimited opportunity and an educated workforce is essential to fulfilling that goal. That’s why we’re heavily involved in initiatives like Adirondack P-Tech, AIME (Assembling Industry: Manufacturing and Education), and the Institute for Advanced Manufacturing.

Interested in learning more about pathways to a career in manufacturing? Stop by our office or call 518.562.4673 to speak with a recruiter and gain a partner in your career success.

#IamETSTalent – Anne-Marie – Administrative Recruiter

Meet Anne-Marie! Her vivacious personality, charming Quebecois accent and deep knowledge of Administrative Staffing are just a few things that make her a rock-star member of the ETS team. Did we mention she’s a hockey coach? Check out this video to learn all about why you should get to know Anne-Marie.

What made you want to be a recruiter at ETS?
I was once a recruiter, in Montreal and I always knew I wanted to go back to recruiting. When the opportunity arised to be part of the fantastic team here, at ETS, I didn’t hesitated. I can now help people develop their careers and guide them throughout their job search and beyond. It is a very gratifying and satisfying role.

Pourquoi être un/e recruteur à ETS?
J’ai été une recruteur à Montréal, il y a quelques années, et j’ai toujours voulu retourner dans le monde du recrutement. Lorsque l’opportunité s’est présentée de faire partie d’une équipe formidable, ici à ETS, je n’ai pas hésité une seconde! Je peux maintenant aider des gens à développer leurs carrières et les guider dans le monde du recrutement. Être recruteur, c’est très gratifiant et satisfaisant.

What’s your favorite part of the Champlain Valley?
Definitely, the community. I have been welcomed by everyone and I feel just like home here now.

Qu’est-ce que vous aimez le plus, dans la Champlain Valley?
Définitivement, la communauté. J’ai été accueillie les bras grands ouvert par tous et je me sens comme à la maison maintenant.

Any claims to fame? Maybe you won an air guitar contest or won a lifetime supply of Ben & Jerry’s in a raffle? Or what’s one thing people would never know about you?
My son started to play hockey last year and I decided that, to help him and all the other hockey players that are struggling to stay up on the ice, I would become a Hockey Coach. And I did! I am very proud to be part of the USA Hockey team, as a Level 1 Coach!

Un exploit qui vous place à part? Vous avez peut-être gagné un concours de “air guitar” ou un approvisionnement à vie de crème glacée Ben & Jerry? Ou encore, une chose sur vous que les gens seraient surpris d’apprendre?
Mon fils a commencé à jouer au hockey l’année dernière et j’ai décidé que, pour l’aider lui et les autres enfants qui ont de la difficulté à rester debout sur la glace, je participerais à la formation pour devenir une entraîneur. Et je l’ai fait! Je suis très fière d’être maintenant un membre de l’équipe de USA Hockey, en tant qu’entraîneur, niveau 1!

What are you hoping to accomplish at ETS in the New Year?
I want to be the best version of myself.

Qu’espérez-vous accomplir chez ETS pour l’année qui s’en vient?
Je veux être la meilleure version de moi-même.

What’s a superpower you’ve always wanted and how would you use this power?
Not so much a superpower than a superhero. I would definitely be a great Wonder Woman! Always seek the truth, have a wealth of knowledge and help bring the bad guys down!

Un superpouvoir que vous avez toujours voulu, et de quelle façon vous? 
Je ne désire pas tant avoir un super pouvoir, mais qu’être une super héroe! Je ferais vraiment une bonne Wonder Woman! Toujours à la recherche de la vérité, avoir des connaissances infinie et se débarrasser des vilains!

What’s the strangest question you’ve heard in an interview?
“What color is that on your lips?” – male candidate.

Quelle est la question la plus étrange entendue lors d’entrevue?
“C’est quoi la couleur sur tes lèvres?” – un candidat.

What’s your favorite restaurant?
I still have my favorite restaurants in Montreal. Here, I love Yama Sushi!

Quel est votre restaurant favori?
J’ai toujours mes favoris à Montréal. Ici, à Plattsburgh, j’adore Yama Sushi!

What was your first impression walking into ETS?
I immediately loved the atmosphere and the good camaraderie between the recruiters and the back office personnel!

Votre première impression lorsque vous êtes entré(e) chez ETS?
J’ai tout de suite aimé l’atmosphère et la camaraderie entre les recruteurs et le personnel de support!

What is something that makes your job feel rewarding?
A phone call, an email or a conversation with somebody that tells me they enjoy working with me or that I helped them.

Quelque chose qui rend votre travail gratifiant.
Un appel, un courriel ou une conversation avec quelqu’un qui m’informe qu’ils/elles ont aimé travailler avec moi ou que je les ai aidé.

What’s one piece of advice you give to candidates about to interview?
Well, the list is long! But some of the things that I tell all the candidates I work with is, “Put your best foot forward”, “Firm handshake” and “Look at people in the eyes”!

Un conseil que vous donnez aux candidats que vous envoyez en entrevue?
La liste est longue! Mais voici quelques conseils que je donne à tous les candidats avec qui je travaille : “Donne le meilleur de toi-même”, “Bonne poignée de main” et “Regarde les gens dans les yeux”!

The Impact: 5 to Thrive

You’ve heard the news for months: “There is a war on for talent” and in fact, 40% of employers say they struggled to find talented candidates to fill jobs in 2016. But why is that? As we embark on another New Year, ETS is giving you insight into the employment climate of 2017 with our 3 part blog series The Impact: 2017 Employment Trends.

In Part 3 – 5 to Thrive – ETS Business Intelligence Analyst, Billy Davis, concludes our series with five actionable items to help combat the employment challenges for 2017 and keep your company on a path to growth and success.

1.) Create a solid plan for retention built on workplace culture and employee engagement. To assess your company culture it’s important to become a listener and observer. Look around and ask yourself how do my employees act, what do they do, what do they say? Creating a positive company culture takes ongoing and consistent contributions, but these efforts will result in elevated productivity and performance.

2.) To improve turnover rates it’s important to have your finger on the pulse of the company, paying close attention to attrition rates and taking action when you see an unfavorable trend. When an employee does leave, conduct a judgement free exit interview to start gathering data on why your employees are moving on to new opportunities.

3.) Attract talent using your employer brand. Ask yourself, “Why would a candidate want to work for me?” If your answer relies mostly on compensation or benefits, ask yourself again, “Are these offerings drastically different from those of my competitors?” Chances are, they’re relatively similar. This means that you need to find new, creative ways to appeal to your candidates in order to differentiate yourself.

4.) It’s clear that it’s getting harder to find qualified employees in the current market, but that doesn’t mean you should lower your standards. Instead, you should think of new ways to win the war for great talent. That means it might be time to re-evaluate how you hire. No detail is too small when it comes to attracting talent to your company. Writing a job ad, even a job title can make a big difference. Looking at your screening process is helpful too. Is it so stringent that it’s nearly impossible for a candidate to penetrate it? It’s time to take some chances on potential employees who may “almost” fit the bill but may be missing a couple of requirements. Ask yourself “can we train this person?” Does this person seem like a lifelong learner? If the answer is yes, take a chance, you probably won’t regret it. Using ETS as a resource can be invaluable in this effort. We meet more people each week than any hiring manager can meet in any given quarter. Let us do the legwork so you can concentrate on just meeting the best.

5.) Partner with ETS to gain customized insight and powerful data driven solutions that include:

  • Marketplace Data: Find out what is happening on a micro and macro level in regards to payscale, shift, position, and other valuable industry trends.
  • Turnover Analysis: Not only can ETS provide your company with information about quits and terminations, but we have the ability to uncover the elusive ‘whys’. See where you stand amongst your peers and industry averages – then in conjunction with ETS make strategic changes for improvement, tracking your progress along the way.
  • Candidate Funnel and Marketing Engine: Working within a wide scope of disciplines, positions and industries, ETS has developed a deep talent pool of people with unique skill sets and backgrounds. Gain access to this database, as well as access to our comprehensive marketing. We pour resources into the latest and greatest candidate sources to attract active and passive talent.

Now, more than ever, business leaders need strategic insight and the ability to understand how current trends impact revenue and profits — quickly and accurately.
Want to know more? ETS can give you a personal in-depth analyses of current hiring trends for the Champlain Valley. To set up a meeting, give us a call at 518.562.4673.

The Impact: ETS Trend Analysis

You’ve heard the news for months: “There is a war on for talent” and in fact, 40% of employers say they struggled to find talented candidates to fill jobs in 2016. But why is that? As we embark on another New Year, ETS is giving you insight into the employment climate of 2017 with our 3 part blog series The Impact: 2017 Employment Trends.

In Part 2 – ETS Trend Analysis – ETS Business Intelligence Analyst, Billy Davis, discusses what Unemployment Rate, Labor Force Participation Rate and the GDP forecast mean for retention, turnover, and attracting talent in 2017.

Key takeaways from Part 1 – Labor Statistics and Data – driving the current employment and hiring environment in our region:

  • Current unemployment rates are low and trending downward
  • The Labor Force participation rate is currently at a 35+ year low due to many factors
  • According to GDP projections the 2017 US economy will grow by over 2%

These factors contribute to a tight labor market. Here’s what the realities of today’s hiring landscape mean for your business:

Retention and Turnover

  • A lower unemployment rate and increased number of jobs means employers now need to focus on retaining current employees more than ever. The US economy is strong, as we’ve seen and companies are growing vulnerable to losing the talent they already have.
  • Your employees will be highly sought after by other companies (This is especially true for hard to find skillsets)
  • As the economy grows and your production demand will increase, you will need to rely on the experienced workers in your facility, to maintain productivity and hit goals
  • Lower turnover is great for your employer brand and will help you attract new talent as the need arises.
  • As more irresistible opportunities abound, employees are enticed to try out a new position
  • High turnover rates aren’t good for business. One key employee turning over can be expensive in dollars and time when it comes to recruiting, training and lost productivity costs. Harder to factor is the cost of loss in morale, increased burden on existing employees and employment brand damage

Attracting Talent

  • Recruiting is a lot like marketing, but with candidates instead of customers. Marketers talk about the shift from the Product Age (any color you want as long as it’s black) to the Customer Age (learn what your customers want, then compete to give it to them.) With a shrinking talent pool and low unemployment rate, we have gone through the same transition in finding and attracting talent
  • The number of job seekers has fallen and thus created a highly competitive war for talent
  • Reaching the passive candidate (candidates who are employed already but passively looking for a new opportunity) market becomes essential
  • With a shortage of skilled labor on the market, recruiting qualified candidates becomes more difficult
  • Candidates are becoming more selective as the options for opportunities, better pay, more robust benefit packages and job perks grow

Continue to Part 3 of our blog series “The Impact: 5 to Thrive” where we conclude the series with five actionable items to help combat the employment challenges for 2017 and keep your company on a path to growth and success.

Want to know more? ETS can give you a personal in-depth analyses of current hiring trends for the Champlain Valley. To set up a meeting, give us a call at 518.562.4673.

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