You may have thought of quitting, but instead, why not address the issues that you dislike about your current job? You may be able to solve the problems and make your current job work for you.

Take a look at these six common reasons why people leave their jobs. Do any of these seem familiar? If you can identify the problem, you can make the changes that will reinvigorate your job and career.

1. You Feel Stuck in Your Current Job
   Are you feeling stuck in your current position with no hope of promotion? Do you look around your organization and fail to see any job you’d like to do next?
   • Try to explore options with your boss. You may be wrong about your lack of opportunities. Ask about opportunities for lateral moves and for more interesting, skill-stretching assignments. Most workplaces value initiative and people who want to continue to learn and grow.
   • Consider swapping assignments with a coworker who has the same feeling about trying something new–with your manager’s agreement, of course.
2. You Feel Unappreciated in Your Current Job
   You work hard every day, but you don’t feel your boss or your workplace recognizes your efforts. You can’t remember the last time anyone thanked you for your contributions. Instead of complaining:
   • Tell your boss you would like her input about how she views your work. Say that you’d like to sit down with her regularly to obtain feedback, both good and bad, so you can improve.
   • Offer to lead an employee recognition team that can develop a process for recognizing the hard work and efforts of all your coworkers. After all, if you’re feeling unappreciated, you can bet others are, too.

   If you’re feeling unappreciated because you’re feeling underpaid, ask your manager for a raise or ask when you can expect your compensation review. Follow up to make sure it happens.

1. You Feel Overworked on Your Job
   If you feel overworked, you probably are. Employers across the board have cut back on hiring and are expecting employees to do more with fewer resources. But before you say anything, collect good data and evidence to support your claim. If you find that your job duties do require more work than one person can comfortably handle, talk to your boss and present the following options.
   • Hire a new employee.
   • Assign a part-time employee or intern to work with you.
   • Identify tasks you can stop doing.
   • Determine the value-added tasks and eliminate non-critical job components.
2. You Dislike Your Career Field
   Sometimes, people discover that they have chosen the wrong career or field of work. They dislike the activities and the actual content of the job. If you fundamentally don’t like your work, consider these actions.
   • Spend a year exploring your career options and needs.
   • Meet with people already working in the fields you are exploring.
   • Determine education or credentials necessary to change fields.
   • Make a careful plan with a timeline that includes giving your current employer plenty of notice, and move on.
3. You Dislike Your Employer, Coworkers or Customers
   Maybe you like your work but dislike your current coworkers or customers. Start out by exploring whether you have any control over any aspect of the situation that is bothering you. If you identify areas you control, try fixing them. Perhaps sitting in the break room listening to people complain is ruining your good spirits. Stay out of there for awhile to see if your outlook improves. You might also consider transferring to a new work area or trading customers with a coworker.
4. You Can’t Stand Your Boss
   This is the number one reason people give for why they leave their current job or employer. When managers are nasty, abusive and controlling, this is understandable. There are more subtle things some managers do, however, that drive staff away.

   These include failing to:

   • provide direction,
   • involve people in decisions about their work,
   • appreciate staff contributions, and
   • help develop the talents and abilities of their employees.

   If you find yourself in such a situation, try these actions:

   • Talk to your manager about your concerns. Many people don’t realize the effect their actions create.
   • If that is unsuccessful, talk with your manager’s boss or your human resources department to see if they can remedy the situation.
   • Transfer to a different department. Try to remove yourself from the manager’s influence.

There are legitimate times and legitimate reasons for quitting a job and moving on, but if you’re not ready to make that step, do everything in your power to make your current job workable.

On the plus side, technology can help you find better talent, faster than before. On the minus side? It can be hard to keep pace with the constant developments in sourcing and recruiting technology. Nobody can keep up with every change, but if you want to make sure you’re using more current methods, read on.

New Uses for Older Technology

Two things that are really taking off in the industry right now are audio and video. You may have heard of “jobcasting,” which entails creating simple audio files that people can listen to online or download to a computer or iPod. Many companies are now podcasting their job openings and marketing their brand through carefully crafted jobcasts.

Video can help you cut costs and time. Employers and recruiters can do video interviews, enabling them to get a feel for remote candidates in a way that phone conversations and emails just can’t deliver. Video is also being used as a way to educate candidates about jobs. Job previews show real workers on the job talking about their responsibilities. One HR consulting group offers what it calls Virtual Job Tryout, which puts candidates in simulated job situations. Watching the candidate “on the job,” even in a virtual scenario, allows managers to make a pretty thorough assessment of the candidate’s potential.

New Ways of Social Recruiting

Social recruiting has already come a long way since the recruiting industry realized the value of LinkedIn, Facebook and Twitter. Not only have the big two upped the ante by adding new recruiting services (Talent Finder on LinkedIn; BeKnown and BranchOut on Facebook), but there are sites like Tweetajob.com that simplify Twitter for recruiters and job seekers. Tweetajob distributes job tweets that match job seeker location and career preferences, and job seekers get relevant opportunities in real time–via Twitter or mobile phone.

Other social recruiting resources include sites like JobMagic.com and Jobs2Web, which both try to simplify the multiple processes of bringing companies and candidates together. JobMagic markets itself as an all-in-one platform that includes referral hiring, talent network management, automated job publishing and crowd sourcing. Jobs2Web uses interactive marketing technology to help find and engage candidates, and to develop and harvest multiple recruiting channels for their clients.

Private talent communities are also popping up all over the Internet. If your target audience has not yet formed an online community or affinity group, they will soon. Most of us have a segment of the labor market that includes the talent we’re interested in, and that talent has migrated online. The growth in social networking sites has been accompanied by a growth in all sorts of online groups and communities. These affinity-driven communities segment themselves naturally into ideal groups in which to build relationships.

New Additions to Old Systems

Applicant Tracking Systems (ATS) have been around for quite awhile, but what they can do now is far beyond their earliest incarnations. The newest ATS software serves multiple purposes, including housing information and résumés from applicants and potential candidates, and scheduling interviews and performing follow-up. Hiring information is tracked to comply with Office of Federal Contract Compliance Programs regulations or similar rules in other countries. Interactions of any sort are tracked, including topics covered in conversation. Responses to inquiries are immediate and automatic. Applicant Tracking Systems can now be used for employee management and performance appraisals. They can also import résumés from a candidate’s social media site.

Is your company’s technology stuck back in 2007? Are you still using old methods to find new candidates–or to not find them, as the case may be? 2012 might be the year to make a change.

Google+ (also known as “Google Plus”) is still in its infancy, but its potential to help you find employment is incredible. Here are some tips to help you get the most out of your profile, and use this new tool to help elevate your career:

1. Add recruiters to your “circles.”
   On Google+, you can connect with just about anyone or any business. Interested in a particular recruiter or company? You can add that person or employer to your “Circles.” You can even create a specific “Circle” just for your career connections. Then, when you want to share exciting knowledge, career information or other scoop that will impress the members of that circle, you can choose to share that information specifically with those people. Companies have only recently been allowed to create branded pages on Google+, so get yourself out there and start connecting!
2. Put the word out.
   Once you’ve established your connections and created your circles, put them to use! Interact with people in your relevant circles and don’t be shy about letting them know you’re on the lookout for a suitable position. You can be direct about it, or you can use the “About” section of your profile to subtly mention your career availability. But keep in mind, if you are going to put the word out actively on your profile, be careful not to sound desperate or not to annoy people by posting the same thing repeatedly (which can look like spam and is just a waste of time and bandwidth).
3. Show off your expertise with Hangouts.
   Google+’s group video-chat service, Hangouts, offers a unique opportunity to connect with other people in “real time.” If you’re looking to network with other professionals, consider hosting a Hangout and inviting like-minded professionals or other job seekers. Make your content meaningful–you don’t want to schedule a Hangout just to beg for a job. This is a tremendous opportunity to showcase your expertise and have a captive audience. Take the opportunity to mention you’re open to new career challenges, but as with all content marketing, make sure you’re hosting the event to distribute useful information.
4. Keep strutting your stuff.
   Hangouts are a great opportunity to share your expertise, but for everyday posts, use your Google+ profile to share links and other industry news. You’ll position yourself as up-to-date and knowledgeable on the trends facing your industry, and you’ll also keep your profile at the top of your connections’ feeds, without being pushy.

Remember, Google+ is still in its infancy, but with more than 40 million members (and growing every day), it is poised to become an incredibly potent tool for professionals. Start building your Google+ reputation now, and reap the rewards for many years to come.

There are many considerate actions that you can take that are given the coaching and mentoring imprimatur. There are behaviors that show you care about your employees in both their personal and professional lives, while simultaneously maintaining that all-important personal detachment just discussed.

Personal detachment doesn’t ask that you remain ignorant of your employees’ personal lives or that you ignore events in their lives (like birthdays, deaths in the family, and so on). On the contrary, offering congratulations and condolences when appropriate is something you should feel free to do. Being detached doesn’t mean you function in a different dimension and forget you’re managing a close group of people who truly care for one another.

Here are some little things you can do for all of your employees that showcase your caring side as both a boss and concerned coach. If these things are meted out on a consistent and even basis, they won’t get misconstrued as manifestations of personal friendship or signs of favoritism.

Say Thanks
Say thank you for a job well done. On a regular basis, let your employees know that you appreciate what they’re doing (and continue to provide them with positive feedback when warranted).

Reward Progress
Reward progress–not just final results. Depending on what’s at your disposal (spot bonus, gifts, recognition in the company newsletter, and so on), let your forward-moving employees know you see and appreciate their progress. This is a great self-motivating technique. There’s nothing quite like giving deserving employees a day off, or half-day on Friday, as a reward for a job well done. A gift holiday, not taken out of their vacation time, generates good feeling.

Do Lunch
Take a deserving employee out to lunch. If you’ve established a criterion for such events, there’s no reason for anybody on your staff to misjudge the lunches as acts of favoritism. However, make certain these lunch moments are special occasions with a purpose (reward for a solid performance, discussion of an important new job or promotion, and so on). Pal-to-pal lunches are frowned upon, as you know.

Pass Along Compliments
Pass along any compliments about an employee that come your way. Whether they come from a person within your organization, or a pleased customer on the outside, don’t let such positive expressions live and die with you. An employee who is complimented merits knowing about it. It’s a two-bagger in one sense. Your employee gets complimented by a third party, and, at the same time, gets complimented by you, the big cheese.

Keep a Permanent Record of Good Performance
Employees always welcome positive performance reviews. When your employees do their jobs, prepare performance reviews for them. Detailed performance reviews pointing out their solid efforts and achievements are confidence boosters. They tell your employees that you both notice and value their special efforts in overcoming obstacles, solving problems, and achieving their goals.

Write a letter for an employee’s personnel file detailing any exemplary achievements on the job. Give the employee a copy of the letter, and let him or her see what you’ve written. Words on paper are permanent records and more powerful than verbal feedback, or even a bonus or raise. Letters are living testaments that’ll be forever part of an employee’s record.

Make Little Things Count
All of these seemingly little things really aren’t little things at all. Little things mean a lot. Some managers rely on the showy Christmas party, or a Memorial Day gathering at a posh resort by the sea, as a substitute for all of these so-called little things. They believe these extravaganzas show they really care about their employees. And there’s nothing wrong with pool parties and the like, but they shouldn’t be substitutes for showing appreciation to individuals on a one-on-one and regular basis.

Be Warm
Never underestimate the all-consuming power of kindness to make the workplace a better place. When employees are happy at their jobs, they are more productive and are more willing to reach for the stars, as it were. Simple gestures and a pleasant work aura can really make a positive difference in an employee’s job performance and overall satisfaction with his or her job.

The business world, in general, has got a reputation for being rather cold and sometimes even cutthroat. And it is a reputation that is well earned. Free-market capitalism, nevertheless, is still the only economic system ever devised that improves the lots of the greatest number of people. So, if a people-oriented management methodology like coaching and mentoring can ameliorate some of the harsher aspects of life in the corporate world and under the capitalistic thumb, it has to be welcomed with open arms. And this is in fact why it’s becoming more widespread in management circles everywhere. Coaching and mentoring practices are civilizing influences when done right. They never disregard employees’ personal lives or their feelings. This is progress.

Don’t let your company become a stepping stone!

Hiring new employees is a cost and time burden. Plus, employee turnover is bad for morale and productivity. Don’t let employees use you as a stepping stone and negatively affect your business. Follow these tips to find employees who are engaged and ready to make an impact on your business–for the long haul:

1. Ask about long-term goals.
   It’s a question many employers ask during the interview process, but are you really listening? Do you use this question as an ice-breaker, or as one to truly gauge a candidate’s interest in your business? Ask all candidates where they see themselves at the 5- and 10-year marks. Ask why they want to join your company (and probe deeper if you get a “canned” response). And find out where they see themselves going in your company, and not just in their careers. Potential long-term hires will have done their research, will understand your business, and will have an idea where they see themselves in your big picture.
2. Offer clear career ascension plans.
   Ask candidates where they see themselves down the line, but be sure you’re also telling them where they can go. If a candidate sees your company as a stepping stone, it could be because they don’t see future growth opportunities. Before interviewing candidates for open positions, HR and management should meet to discuss an ideal candidate, and where, ultimately, the company would like to see this employee go in 5 or 10 years. Make these plans clear to prospective (and current) employees, and also offer room for flexibility. You want to provide the “big picture,” without constraining. It’s a fine line, but when toed correctly, you can drive loyalty and enthusiasm in your employees.
3. Let them learn.
   Remember that feeling you had as a child, when you learned something new in school? And you couldn’t wait to race home and tell your parents what you learned that day? Believe it or not, you can still get that feeling! And it’s one that is extremely rewarding to professionals. Give your employees opportunities to expand their knowledge base. Whether through in-house training, or outside educational opportunities, provide ample ways for your team to learn and grow. It’ll help them do their jobs better, it’ll improve morale, boost productivity…the rewards of this investment are extreme. And, if you are offering this benefit to your employees, make sure you share this with potential candidates. Job choices are not always about salary. Many professionals are looking for companies that provide unique benefits and opportunities for growth–so be sure to brag that you do!

How to Decline a Job Offer

This month’s first best practice may seem a little counterintuitive, but stick with us. From time to time, you may find yourself in a position to decline a job offer. Even in a competitive market, sometimes you discover that a position simply isn’t the right position for your needs.

But declining a position is nearly as important as the actual interview process. Fumble it, and you could burn a professional bridge–one that could prove beneficial later in your career. Here are some tips to help you decline a job offer tactfully, and without destroying your relationship with the employer:

• Do it as soon as possible.
  If you’ve decided to take another job offer, or if you have simply realized the position isn’t the right fit for you, notify the employer as soon as you can. Hiring is a costly process–in both time and money–and the sooner you can notify an employer of your decision, the sooner they can move on to the next candidate.
• Tell them why.
  Now, if you realize that the hiring manager at a company was your worst enemy in high school, and you simply cannot work with him/her, you may want to hold that reasoning back. But, if there was something about the company that wasn’t the right fit for you, let them know. Be careful delivering this type of feedback, though. Some employers may not be keen on hearing from a candidate that their competition is better. Be frank and direct, but professional. To deliver this feedback, you may want to consider writing a letter, rather than speaking to the hiring manager over the phone. This way, you won’t accidentally be taken off track, or say something by mistake.
• Thank them for the opportunity–and mean it.
  Be sincere, and thank the company and the employer for their time, and for presenting you with the opportunity. If you feel you may be a good fit for another position down the line, say so, but don’t throw that out there if you don’t mean it. It can come across as hollow, or worse, they could offer you another job…one that you still don’t want to take.

Are your emails costing you the job?

Email has become one of our primary methods of communication, and as it has become part of our everyday lives. It has also invaded the job search process. In today’s marketplace, a vast majority of resumes are emailed, and emails are replacing the traditional cover letters of yesteryear.

Have you ever read aloud an email you sent to family or friends? Would you send that email to a potential employer? In all likelihood, an email with personal language or shortcuts is the last thing you would want to send a prospective boss or co-worker. So, avoid losing the job, and help yourself stand out, by implementing these job search email tips:

• Read it aloud.
  This may sound a little silly, but trust us, it works. A misplaced comma or minor typo can not only make you look bad, it can completely transform the meaning of your sentence. Take a few minutes to read your email aloud before sending, and avoid any unnecessary egg on your face.
• Put it in cover letter format first.
  If you’re worried that writing an email will cause you to veer off course, try writing a traditional cover letter first, and then convert it to email form. You can even shorten the initial cover letter and attach the original to your message. This will show extra initiative and attention to detail on your part, and can help impress a potential employer.
• Note attachments.
  Some employers cannot receive any attachments, and require resumes to be pasted in the actual email message. Others will only accept specific types of attachments. Read job postings carefully for requirements (some also require a specific subject line for consideration). And if you do attach documents to your message, note the specific attachments at the completion of your email (just as you would with “enclosures” on a traditional cover letter).

Follow these job search best practices, and you’ll be well on your way to your next great career opportunity!

WHERE:
Lakeland Community College
7700 Clocktower Dr.
Kirtland, OH 44094

ALL SHIFTS AVAILABLE

Immediate Openings for the following positions:

Acme Screw Machine Setters
Belt Furnace Operators
Chemical Handlers/Operators
CNC Programmers/Operators
Controller
FPI Inspector
Industrial HVAC
Instrumentation Techs
Lab Technician
Machine Operators
Maintenance Electrician
Material Handlers
Mechanical Engineer
Millwright
NDT Level 2 X-Ray Tech
Pilot Plant Technician
Production Assistant
Sales Manager, National
Secondary Operators
Senior Systems Administrator
Structural Engineer
Two Roll Mill Operators

Some of these may seem like no-brainers, but they are fundamental ideals that many people forget, or simply ignore.

Here are the top five ways you can reduce your workplace stress–now:

1. Be organized.
   We won’t bore you with recommendations for the top “organizational systems.” Everyone works differently, but the underlying key to success is being organized. Keep everything in its place, map out your day–including meetings and top tasks–so that you’re not caught by surprise. Small steps toward organization can minimize the stress caused by work overload or last-minute “emergencies.”
2. Relax.
   Easier said than done, right?! It can be extremely annoying when people tell you to “Just relax,” but there is some truth to it. The physical and mental effects of stress can be lowered when you use formal methods of relaxation. And the best part, you can do them right at your desk! Try closing your eyes and inhale to a count of seven. Then, hold the breath for a count of five, and exhale to a count of eight. Are you following? Do this 20 times, right at your desk. If you have headphones, try drowning out office sounds with some soothing music while you breathe. This can have a dramatic impact on how you feel, and can even decrease your blood pressure!
3. Rest up.
   You may think your body runs well on five hours of sleep, but let’s face it–it doesn’t! Aim for seven to eight hours of uninterrupted sleep each night. You’ll be more prepared to deal with everyday stressors, and as an added bonus, you’ll have more energy and increased concentration.
4. Take a break (or two).
   Each hour, spend 5 to 10 minutes grabbing a glass of water, or better yet, doing some simple stretches at your desk. Our bodies become hunched over, tired and achy while sitting and staring at a bright screen. And when you feel tired and achy, you don’t exactly respond to everyday stress very well. Taking a short break each hour allows you to mentally reset and physically rebound–so you’ll be better prepared to handle the inevitable stressors that can arise each day.
5. Smile more.
   Although it may seem hard at times, force yourself to smile a little bit more. Smiling and laughing can relax you, and can also create a better overall mood within your office. Whether it’s sending around a link to a funny animal clip on YouTube (company policy permitting), telling a funny (and appropriate) story, or some other way to earn a chuckle, incorporate more smiles and laughs into your day.

Of course they’re not, but they may have seen the summer blockbuster, “Horrible Bosses.”

In the film, three of the world’s worst bosses are taken down by their beleaguered employees. And while the scenario is one for the movie theater only, it can’t hurt to take a look at your own management style to determine if you are, in fact, “horrible.”

Avoid sticky situations like the characters in the film and inspire your employees by following these five leadership and management tips:

1. Aim for personal growth.
   That’s yours, not theirs. Are you up-to-date on the latest technology and trends? Could you use some advanced training (in management or otherwise)? Look for opportunities to improve yourself and your work, and share your experiences with your employees. When your employees see that you are trying to be “better,” they might just be inspired to instigate their own personal and professional growth.
2. Be like Michael Scott.
   The famous boss from TV’s “The Office” might not be who you aim to emulate on a day-to-day basis, but there is one area where Michael Scott excelled–he was rarely holed up in his office. More frequently, he was out on the floor, among his team, inspiring them to succeed. In this way, you can definitely be like Michael Scott. Don’t hide in your office all day–take an opportunity to work alongside your team and show them that you are more than a figurehead, you’re a leader.
3. Encourage a healthy work/life balance.
   Work, work, work. Drive productivity. Increase profits. Yes, your job can seem like a one-note tune from time to time, can’t it? As the boss, it’s your job to help ensure your employees have ample opportunity to foster a healthy work/life balance. It’s not only good for your reputation, it will likely lead to the productivity and profit goals you are seeking.
4. Don’t just manage — lead.
   Many bosses have notions of grandeur, being the beloved leader of a successful team. But the day-to-day reality ends up being mired in a litany of small management details, personnel issues, and other minutiae. It can be pretty hard to focus on the big picture, and leading your team to victory. Keep your eye on the systems and structure within your organization, but don’t forget about the people who make it all happen. Keep your eye on the short-term goals you’re trying to reach, with an eye on the big picture down the line.
5. Think about the team.
   Often, the big picture gets swallowed up by the actions or goals of the individuals. Overcome this trap by setting aside some regular time (daily, weekly, even monthly, if that’s all you can do) to dedicate to team activities, “big picture” team meetings that help ensure your entire team is aware of the direction and goals of your company, and other team-building activities. You’ll help focus your team on the company’s goals, and help them feel like an integral part of the big picture, and not just another cog in the wheel.

It can be a little bit tough being the “boss,” but by keeping your eye on the big picture, and choosing to work with “people” instead of “employees,” you can help drive productivity, increase profits, and perhaps most importantly…avoid being thought of as a “horrible” boss!

WHERE:
CSU Wolstein Center Conference Pavilion
2000 Prospect Ave.
Cleveland, OH

ALL SHIFTS AVAILABLE

Immediate Openings for the following positions:

Belt Furnace Operator
Chemical Handlers/Operators
CNC Programmers/Operators
Diesetter
FPI Inspectors
Industrial HVAC
Instrumentation Techs
Lab Techs
Machine Operators
Maintenance Electrician
Maintenance Mechanics
Maintenance Trainee
Material Handlers
Mechanical Engineer
Metrology Specialist
Millwright
NDT Level 2 X-Ray Tech
Network Administrator
Plant Custodian
Product Design Engineer
Quality Assistant
Quality Inspectors
Secondary Operators
SolidWorks Drafter