How businesses can help close the skills gap

The-skills-gap-is-realAddressing the ongoing skills gap in the job market is a complex challenge that requires buy-in from every party involved: educators, job seekers, educational institutions, and employers and businesses as well. Placing the burden of responsibility on educators isn’t a sustainable solution, though it is true that these institutions require reform and adjustment, especially earlier on in the educational system. To see positive change more rapidly, businesses would be wise to undertake some of the responsibility in closing the skills gap. Here are a few things that employers can start implementing to get job seekers up to speed in the short-term and contribute to closing the skills gap in the long-term:
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Adecco Engineering & Technology: Minor Change, Major Opportunities 

Adecco-Engineering-and-Technology-new-logo

Formerly Adecco Engineering & Technical, our science, technology, engineering and mathematics (STEM) division is now Adecco Engineering & Technology. While engineering recruitment is a large part of our business, we also spend a great deal of our time and effort recruiting for Information Technology (IT) roles. Changing our name to Engineering & Technology more accurately reflects the entire picture of who we are and all that we do.
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The importance of ongoing customer service training

customer-service-employeesCustomer service training is a sound investment when you consider what’s at stake. Your company’s reputation, customer satisfaction and loyalty
 are all directly impacted by customer service experiences. And ultimately those experiences affect your operating costs – and your bottom line when it comes to profitability.

Research has shown time and time again that people remember negative experiences much more lucidly than positive ones. Bad emotions generally involve more thinking and the information is processed more thoroughly than positive emotions, therefore people use stronger words to describe negative experiences. Further, negative impressions are far more difficult to demolish than positive ones. The proven psychology is just one reason why companies should make it a priority to minimize the number of negative experiences that arise from their customer service departments. What’s the most powerful method of improving customer service? One word: training.

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Are internships worthwhile jobs for students?

interns-on-the-job-looking-at-computerInternships are one way for recent grads to break into the professional world. However, in some industries and professions, internships may be too much hassle and not enough reward. In today’s competitive job market, many employers know that they have the advantage in the hiring process. Therefore, many companies have no problem keeping multiple interns for long periods of time without the intention of hiring them full-time. This causes many recent graduates to drift from one internship to another for multiple years, hoping to land a dream job with no success. This year, the National Association of Colleges and Employers surveyed 9,200 college seniors from February through the end of April. They found that the students who worked unpaid internships were only a measly 1.8 percent more likely to receive job offers upon graduation than those who had never interned.

To make a realistic and thoughtful decision when considering an internship, here are a few things to think about:
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The #AdeccoExperience: Words of wisdom and takeaways from once-in-a-lifetime summer internships

summer-interns-in-new-yorkThe 2014 #AdeccoExperience interns tell all

This year’s winners of the Adecco Way to Work internship program received the amazing opportunity to intern at exciting companies all around the world! I had the honor and privilege to interview the two talented New York City winners:

Adharsh Kumar, Marketing Intern with ANN INC.

Elise Perazzini, Service Coordinator Intern with BMW of Manhattan.

They shared their own #AdeccoExperience as well as their take on millennials in the workforce and what it takes to find the right job!
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Hiring the right Graphic Designer for your marketing team

graphic-designer-working-on-a-computerDesign and aesthetics are critical to the success of your brand’s marketing materials, such as posters, flyers, brochures, business cards, and other forms of advertisements. The same goes for your website, too. In fact, according to a recent study, 42 percent of consumers base their overall opinion of a website on its appearance, and 52 percent choose not to return to a website if they don’t find the design appealing. Thus, having a talented graphic designer on your marketing team is paramount to creating compelling and effective marketing strategies.

Now that you know you need a graphic designer, how do you go about recruiting and hiring the right graphic designer for your marketing team? It involves more than just the right set of technical skills – you should ask yourself (and your team) several key questions before you begin seeking out candidates and interviewing them.

Defining your needs

Before you start recruiting, the unequivocal first step is to figure out whether you should hire someone to work as a permanent, full-time employee within your marketing team, or part time, either in-house or on a freelance basis. Does your marketing team have many large-scale deliverables with design needs? If so, hiring a design agency will probably fit your needs better.

There are pros and cons to each of the solutions above. Some marketing teams may require the help of a graphic designer for just a few projects every month, in which case hiring a freelancer makes sense. Bigger teams may benefit from having a full-time in-house designer or working with a design agency.

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