Brightwing Partners with Forgotten Harvest to Feed Those in Need
Day in and day out, Brightwingers work on forging relationships to do what we do best: matching candidates with our clients. We take the time to understand what clients are looking for in job candidates and what job candidates are looking for in their next position. When the time is right, we match the two together.
There is one day a year, though, when we get to work for another worthy cause: feeding those in need.
For years, Brightwing has participated in a VTO (Volunteer Time Off) Day. On this day, all Brightwingers have the opportunity to work together for the same non-profit organization. As of late, Brightwing’s non-profit of choice has been Forgotten Harvest.
Year after year, we keep going back to Forgotten Harvest’s Farm in Fenton, Michigan to help harvest fruit and veggies and, ultimately, feed families in need.
Brightwing has found its annual VTO Day produces a host of benefits that go beyond simply working for a charitable cause:
Brightwing Partners with Forgotten Harvest to Feed Those in Need
Day in and day out, Brightwingers work on forging relationships to do what we do best: matching candidates with our clients. We take the time to understand what clients are looking for in job candidates and what job candidates are looking for in their next position. When the time is right, we match the two together.
There is one day a year, though, when we get to work for another worthy cause: feeding those in need.
For years, Brightwing has participated in a VTO (Volunteer Time Off) Day. On this day, all Brightwingers have the opportunity to work together for the same non-profit organization. As of late, Brightwing’s non-profit of choice has been Forgotten Harvest.
Year after year, we keep going back to Forgotten Harvest’s Farm in Fenton, Michigan to help harvest fruit and veggies and, ultimately, feed families in need.
Brightwing has found its annual VTO Day produces a host of benefits that go beyond simply working for a charitable cause:
Improved teamwork and collaboration
This year, Forgotten Harvest assigned Brightwing the task of picking poblano peppers. By the end of the day, after combing rows upon rows of plants, Brightwing’s harvest totaled 765 pounds. We could not have done this without teamwork and communication. After all, one person can’t pick 765 pounds of poblano peppers in just a few short hours. The coordination and collaboration needed to effectively and efficiently pick poblano peppers taught us lessons and strategies we will bring back to the office with us.Stronger relationships between employees
A huge benefit of a VTO Day with Forgotten Harvest is the opportunity to get out of the office and into a different work environment. There’s a level of bonding that can occur when you’re not talking at a water cooler or over cubicle walls. Perhaps it’s that being outside of the office leaves one more inclined to talk about topics other than work. VTO Days provide a wonderful opportunity for coworkers to get to know each other in a different way, outside of a working relationship.Boosted morale and engagement
Volunteering is proven to have a positive impact on both mental and physical health. It helps counteract the effects of stress, anger, and anxiety. In our case, volunteering with Forgotten Harvest left our employees feeling refreshed, energized, and ready to go back to work. If you’re looking to plan a VTO day for your company, we suggest searching for local non-profits that are looking for volunteers. It may also be worthwhile to ask around in your company to see if one of your employees is already a volunteer somewhere. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
Brightwing's Mini Summit Tracks Progress on Year's Goals
Checking in on the progress you’ve made toward accomplishing set goals is just as important as setting those goals in the first place.
That’s exactly what Brightwing’s first annual Mini Summit set out to do.
Our full-sized Annual Summit takes place in January; this event includes two days of annual meetings, SWOT analyses, goal setting, and team building activities. The Mini Summit has a similar agenda, just in a half-day format.
This year’s Mini Summit Agenda included:
- Our Quarterly Meeting
- A tie-breaker game to decide the winner of July’s Link Up Cup, our Q3 storytelling contest focused on “relationshipping”
- An all-company viewing of Amy Cuddy’s TED Talk on body language with smaller breakout groups for discussion
- An AI experiment
- Lunch
Brightwing's Mini Summit Tracks Progress on Year's Goals
Checking in on the progress you’ve made toward accomplishing set goals is just as important as setting those goals in the first place.
That’s exactly what Brightwing’s first annual Mini Summit set out to do.
Our full-sized Annual Summit takes place in January; this event includes two days of annual meetings, SWOT analyses, goal setting, and team building activities. The Mini Summit has a similar agenda, just in a half-day format.
This year’s Mini Summit Agenda included:
- Our Quarterly Meeting
- A tie-breaker game to decide the winner of July’s Link Up Cup, our Q3 storytelling contest focused on “relationshipping”
- An all-company viewing of Amy Cuddy’s TED Talk on body language with smaller breakout groups for discussion
- An AI experiment
- Lunch
How to Use Take Your Kids to Work Day to Build a Stronger Company Culture
Brightwing hosted its first annual Bring Your Kids to Work Day on August 17th. National Bring Your Kids to Work Day is traditionally celebrated on the fourth Thursday of April, but Brightwing decided to host its event on August 17th, during the summertime, to maximize participation.
The lineup of activities for this event included something for every age, an important component considering the age range of attendees: 3 years old to 15 years old.
All in all, the event ended up being a massive success. Hosting a Bring Your Kid(s) to Work Day can produce a host of benefits, many of which we experienced firsthand:
1. Start nurturing kids’ professional potential early
It may sound tongue-in-cheek, but the reality is: it’s good for kids to get exposure to different kinds of workplaces, early and often. Many children don’t have a good understanding of what their parents do all day at work. Bring Your Kids to Work Day gives them a chance to see their parents in their professional element and learn more about the different types of jobs that exist. The first planned activity for Bring Your Kids to Work Day was an office tour. Each department was a destination on the tour, and the kids got to learn a little bit about what each department does. Trivia and prizes were interspersed throughout this activity too.2. Retain and Attract Top Talent
Hosting an event like this can be a sign that an employer sees their employees not just as workers, but as whole people. It can play a part in a larger strategy of helping hardworking teammates to feel fulfilled in many facets of their lives. Brightwing prides itself on fostering a family-like atmosphere and this was especially evident during the arts and crafts session, where the amount of children in the room easily doubled the amount of parents in the room. Of the three craft stations, one included coloring pages with the faces of each child’s parent, another with rocks and paint pens, the third with materials for gluing onto construction paper to make a jellyfish.3. Build Relationships Among Employees
When employees bring their children to work, it gives them a chance to bond with their colleagues over their shared experiences as parents. This can help to create a more cohesive and supportive work environment. Brightwing’s Bring Your Kids to Work Day definitely helped forge even closer bonds among the team. After all, there’s no better way to really get to know someone than by spending time with their families.4. Boost Employee Morale and Engagement
Employees appreciate it when their companies recognize and support their families. Allowing employees to bring their children to work can help to create a more positive and supportive work environment. This is especially true when you take into account the joy a Bring Your Kids Day to Work can bring. Laughter relieves stress and spurs creativity, collaboration, analytic precision, and productivity. Laughter also boosts engagement and well-being. Whether laughing at a silly joke a kid made or recounting funny stories about raising your own kids, your employees are reaping the benefits. The day ended with pizza and ice cream, which parents and their children alike enjoyed after a busy morning. Brightwing’s first Bring Your Kid(s) to Work Day was a smashing success that received rave reviews from the kids, their parents, and even employees who enjoyed seeing some new, younger faces in the office. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
How to Use Take Your Kids to Work Day to Build a Stronger Company Culture
Brightwing hosted its first annual Bring Your Kids to Work Day on August 17th. National Bring Your Kids to Work Day is traditionally celebrated on the fourth Thursday of April, but Brightwing decided to host its event on August 17th, during the summertime, to maximize participation.
The lineup of activities for this event included something for every age, an important component considering the age range of attendees: 3 years old to 15 years old.
All in all, the event ended up being a massive success. Hosting a Bring Your Kid(s) to Work Day can produce a host of benefits, many of which we experienced firsthand:
1. Start nurturing kids’ professional potential early
It may sound tongue-in-cheek, but the reality is: it’s good for kids to get exposure to different kinds of workplaces, early and often. Many children don’t have a good understanding of what their parents do all day at work. Bring Your Kids to Work Day gives them a chance to see their parents in their professional element and learn more about the different types of jobs that exist. The first planned activity for Bring Your Kids to Work Day was an office tour. Each department was a destination on the tour, and the kids got to learn a little bit about what each department does. Trivia and prizes were interspersed throughout this activity too.2. Retain and Attract Top Talent
Hosting an event like this can be a sign that an employer sees their employees not just as workers, but as whole people. It can play a part in a larger strategy of helping hardworking teammates to feel fulfilled in many facets of their lives. Brightwing prides itself on fostering a family-like atmosphere and this was especially evident during the arts and crafts session, where the amount of children in the room easily doubled the amount of parents in the room. Of the three craft stations, one included coloring pages with the faces of each child’s parent, another with rocks and paint pens, the third with materials for gluing onto construction paper to make a jellyfish.3. Build Relationships Among Employees
When employees bring their children to work, it gives them a chance to bond with their colleagues over their shared experiences as parents. This can help to create a more cohesive and supportive work environment. Brightwing’s Bring Your Kids to Work Day definitely helped forge even closer bonds among the team. After all, there’s no better way to really get to know someone than by spending time with their families.4. Boost Employee Morale and Engagement
Employees appreciate it when their companies recognize and support their families. Allowing employees to bring their children to work can help to create a more positive and supportive work environment. This is especially true when you take into account the joy a Bring Your Kids Day to Work can bring. Laughter relieves stress and spurs creativity, collaboration, analytic precision, and productivity. Laughter also boosts engagement and well-being. Whether laughing at a silly joke a kid made or recounting funny stories about raising your own kids, your employees are reaping the benefits. The day ended with pizza and ice cream, which parents and their children alike enjoyed after a busy morning. Brightwing’s first Bring Your Kid(s) to Work Day was a smashing success that received rave reviews from the kids, their parents, and even employees who enjoyed seeing some new, younger faces in the office. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
Brightwing Named Crain’s Best Place to Work in Michigan 2023
Family-like atmosphere. Open-door communication. Employee growth.
These are the main reasons that Brightwing has been named the overall 10th (out of 100) best place to work in Michigan. In the small company category, Brightwing was named the 5th best place to work. Of all the listed aspects that make Brightwing the best place to work, one reigned above all others: employee growth. In the words of one Brightwinger, “A lot of companies invest in their people – offering up great budgets for training and development. Brightwing does that, but actually goes a step further. Leadership actively coaches us through scenarios that come up day to day to help us approach things differently and better. I’ve found mentors in many of our leaders, in fact – not just in my own boss. Compared to the other companies I’ve worked for, Brightwing’s commitment to instilling leadership skills in each of its people goes unsurpassed.” Brightwing’s President, Jeff Genovich, shares this sentiment: “We value internal development above almost all else. Every employee comes to Brightwing with potential, and our goal is to take an individualized approach in order to cultivate and realize that potential. We want our employees to take risks, learn, and continue to get better.” Though employee growth was the top-cited aspect of Brightwing that makes it a great place to work, family-like atmosphere and open-door communication are just as significant factors. As one Brightwinger put it, “People want to work at Brightwing because of the culture and the people. The culture is one that promotes flexibility, work/life balance, collaboration, and employee development. I know these are stereotypical things to say about your workplace, but when it comes to Brightwing these things are true. Brightwing is a people-first organization in the way that, as much as the company values productivity and performance, it values the health and happiness of its employees above all else.”About Crain’s Best Places to Work
To be considered a best place to work, companies had to participate in Crain’s Best Places to Work in Southeast Michigan Program. This program involves a two-part survey process. The first part consisted of evaluating each nominated company’s workplace policies, practices, philosophy, systems, and demographics. The second part consisted of an employee survey to measure the employee experience. The combined scores determined the top companies and the final rankings. Best Companies Group managed, analyzed, and used the data and their expertise to determine the final rankings. Crain’s Detroit Business unveiled the rankings of the 2023 Best Places to Work in Southeast Michigan in a special section on August 28.About Brightwing
Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Plano, TX and Davie, FL. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
Brightwing Named Crain’s Best Place to Work in Michigan 2023
Family-like atmosphere. Open-door communication. Employee growth.
These are the main reasons that Brightwing has been named the overall 10th (out of 100) best place to work in Michigan. In the small company category, Brightwing was named the 5th best place to work. Of all the listed aspects that make Brightwing the best place to work, one reigned above all others: employee growth. In the words of one Brightwinger, “A lot of companies invest in their people – offering up great budgets for training and development. Brightwing does that, but actually goes a step further. Leadership actively coaches us through scenarios that come up day to day to help us approach things differently and better. I’ve found mentors in many of our leaders, in fact – not just in my own boss. Compared to the other companies I’ve worked for, Brightwing’s commitment to instilling leadership skills in each of its people goes unsurpassed.” Brightwing’s President, Jeff Genovich, shares this sentiment: “We value internal development above almost all else. Every employee comes to Brightwing with potential, and our goal is to take an individualized approach in order to cultivate and realize that potential. We want our employees to take risks, learn, and continue to get better.” Though employee growth was the top-cited aspect of Brightwing that makes it a great place to work, family-like atmosphere and open-door communication are just as significant factors. As one Brightwinger put it, “People want to work at Brightwing because of the culture and the people. The culture is one that promotes flexibility, work/life balance, collaboration, and employee development. I know these are stereotypical things to say about your workplace, but when it comes to Brightwing these things are true. Brightwing is a people-first organization in the way that, as much as the company values productivity and performance, it values the health and happiness of its employees above all else.”About Crain’s Best Places to Work
To be considered a best place to work, companies had to participate in Crain’s Best Places to Work in Southeast Michigan Program. This program involves a two-part survey process. The first part consisted of evaluating each nominated company’s workplace policies, practices, philosophy, systems, and demographics. The second part consisted of an employee survey to measure the employee experience. The combined scores determined the top companies and the final rankings. Best Companies Group managed, analyzed, and used the data and their expertise to determine the final rankings. Crain’s Detroit Business unveiled the rankings of the 2023 Best Places to Work in Southeast Michigan in a special section on August 28.About Brightwing
Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Plano, TX and Davie, FL. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
Brightwing Named a Top Rated IT & Engineering Staffing Firm
Brightwing has overcome the “recruiter stereotype.” The stereotype that characterizes recruiters as pushy, selfish, and deceitful (among other things). On July 18th, 2023 Brightwing was named a top rated IT and engineering staffing firm by Great Recruiters.
Great Recruiters is a candidate experience and management platform that solicits and measures feedback from tens of thousands of candidates from hundreds of recruiting firms across the country.
Brightwing earned this distinction by demonstrating success in the following areas:
- Capturing real-time feedback from candidates, clients, and placed talent
- Automating instant action on feedback
- Measuring & improving organizational performance
- Promoting success stories and building social proof to elevate their online reputation
About Brightwing
Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Plano, TX and Davie, FL. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
Brightwing Named a Top Rated IT & Engineering Staffing Firm
Brightwing has overcome the “recruiter stereotype.” The stereotype that characterizes recruiters as pushy, selfish, and deceitful (among other things). On July 18th, 2023 Brightwing was named a top rated IT and engineering staffing firm by Great Recruiters.
Great Recruiters is a candidate experience and management platform that solicits and measures feedback from tens of thousands of candidates from hundreds of recruiting firms across the country.
Brightwing earned this distinction by demonstrating success in the following areas:
- Capturing real-time feedback from candidates, clients, and placed talent
- Automating instant action on feedback
- Measuring & improving organizational performance
- Promoting success stories and building social proof to elevate their online reputation
About Brightwing
Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Plano, TX and Davie, FL. Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
5 Lessons in Employee Engagement from the 2023 Brightwing Annual Summit
Data from the Corporate Leadership Council suggests that employees who are engaged at work perform 20% better and are 87% less likely to leave their current company.
Despite early signs of power shifting back to employers, employees still are more likely to quit—or “quiet quit”—than pre-pandemic. Losing an employee is costly, as is replacing them.
The more engagement opportunities you offer your employees, the better:
- Making employee engagement a key part of your strategy
- Allowing employees’ insights to inform organizational strategy
- Giving people time and space to make good relationships
- Providing opportunities for employees to learn and grow
1. Involve all employees in company strategy
Generally, only 30% of employees feel like their opinion matters at work. If you want to buck this trend, you need to go above and beyond in the opposite direction. One of the specific objectives of the Summit was to gather the whole team together in a conference-like setting. There were a number of reasons for this approach:- We truly believe that every team member’s opinion matters, and want to hear from all perspectives
- Different people have different communication styles—a variety of activities is necessary to draw out quality feedback from everyone
- Our employees aren’t just cogs in a machine—we wanted to provide opportunities for fun and engagement, especially since they’ve never met some of these colleagues face-to-face
2. Prepare the environment for open, honest communication
Let’s face it: most employees don’t feel comfortable speaking up at work. And believe it or not, that’s not a problem with the employee—but with leadership. The reason people struggle to speak up is because they don’t have a sense of psychological safety. That is, employees feel they can take risks, express concerns, ask questions, and admit mistakes—without fear of consequences or retribution. So if you actually want employees to be open and honest in their feedback, you need to establish a psychologically safe environment:- Encourage risk-taking and even failure
- Be upfront admitting your own mistakes
- Praise employees who ask questions or express concerns
- Celebrating small wins
- Overcoming hurdles and roadblocks to avoid burnout
- Leadership without a title
- Cross-company communication to improve how teams collaborate
3. Maximize feedback quality with group discussions
Every organization has their extroverts and introverts. Most of the time, getting the extroverts to talk isn’t a problem. But the quieter, more introverted people on your team have valuable insights to share. Part of your employee engagement process should be finding ways to get them involved in the conversation. During the Summit, we used a group, roundtable format to do just that. Over the course of the conversation, each person built on the ideas of the other, which created high quality feedback. We found that 6-8 people per roundtable was the ideal size to have a good conversation. Large enough that people could bounce ideas off each other, but not so large that it jeopardized the team’s psychological safety.4. Don’t just solicit employee feedback—act on it
A lot of companies claim they value employee feedback. But unless you actually act on it, it’s an empty promise. During last year’s Summit, we gathered many ideas, suggestions, and general feedback. We surveyed the team post-Summit to get an understanding of how they prioritized solutions. And here was one issue that leapt to the forefront: Going hybrid – working some days at home and some at the office each week – had helped Brightwingers see the special strengths of in-person work, and they wanted to double down on them. They spotted room for improvement and wanted the office to become a place they could collaborate more easily. In response, over the first quarter last year, we renovated underused office spaces and turned them into meeting rooms. And we built a new kitchenette, fully stocked with snacks and drinks. Collaboration happens so much more easily when you’ve got the right space and a full stomach.This year fell into a similar mold. The Brightwing team made it a priority post-Summit to put the feedback we received into motion:
- Meeting with team members to identify ways to celebrate small wins
- Working to address failures in a positive, opportunity-focused light
- Creating cheat sheets to define industry-specific acronyms & holding onboarding trainings on “inside-baseball” terminology
5. Don’t forget to have fun
Your employees aren’t just employees. They’re people. And unless you’re a workaholic, you don’t work all the time and always. That’s why, for decades, Brightwing has prioritized a positive company culture where employees genuinely connect and enjoy spending time with each other. We’ve got some pretty cool people on our team, and it would be a shame if we missed that because of an all-work-no-play mindset. During the Summit, we made sure to not just have serious conversations about the future of the company, but also have some fun. So we decided to do a Nailed It! style cake-decorating contest. Different teams used icing, food coloring, and various cake toppings to create a design that was original, neat, and colorful. Then—and this was the best part—they had to “pitch” the cake to Brightwing’s CEO, Aaron Chernow and former president, George Opitz. The theme was “dynamic duos.” And the winners of the competition did a stellar cake-depiction of Abbott & Costello’s “Who’s on First?” skit. It was a total riot! Everyone had fun, and we all walked away with a better understanding of each other—not just as teammates, but as people.Final thoughts on the Brightwing Annual Summit
If you want employees to feel bought into the organization, you have to involve them in decision-making. This means asking for feedback, preparing an environment where they feel safe to be open and honest, and actually using that feedback to make strategic decisions. Brightwing’s Annual Summit is proof that engaging employees and valuing their opinions is key to a solid culture and long-term retention. We hope the lessons we’ve learned along the way will be helpful to you. P.S. If you want a sample of some of the fun that was had at Brightwing’s Summit, check out these videos: Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
5 Lessons in Employee Engagement from the 2023 Brightwing Annual Summit
Data from the Corporate Leadership Council suggests that employees who are engaged at work perform 20% better and are 87% less likely to leave their current company.
Despite early signs of power shifting back to employers, employees still are more likely to quit—or “quiet quit”—than pre-pandemic. Losing an employee is costly, as is replacing them.
The more engagement opportunities you offer your employees, the better:
- Making employee engagement a key part of your strategy
- Allowing employees’ insights to inform organizational strategy
- Giving people time and space to make good relationships
- Providing opportunities for employees to learn and grow
1. Involve all employees in company strategy
Generally, only 30% of employees feel like their opinion matters at work. If you want to buck this trend, you need to go above and beyond in the opposite direction. One of the specific objectives of the Summit was to gather the whole team together in a conference-like setting. There were a number of reasons for this approach:- We truly believe that every team member’s opinion matters, and want to hear from all perspectives
- Different people have different communication styles—a variety of activities is necessary to draw out quality feedback from everyone
- Our employees aren’t just cogs in a machine—we wanted to provide opportunities for fun and engagement, especially since they’ve never met some of these colleagues face-to-face
2. Prepare the environment for open, honest communication
Let’s face it: most employees don’t feel comfortable speaking up at work. And believe it or not, that’s not a problem with the employee—but with leadership. The reason people struggle to speak up is because they don’t have a sense of psychological safety. That is, employees feel they can take risks, express concerns, ask questions, and admit mistakes—without fear of consequences or retribution. So if you actually want employees to be open and honest in their feedback, you need to establish a psychologically safe environment:- Encourage risk-taking and even failure
- Be upfront admitting your own mistakes
- Praise employees who ask questions or express concerns
- Celebrating small wins
- Overcoming hurdles and roadblocks to avoid burnout
- Leadership without a title
- Cross-company communication to improve how teams collaborate
3. Maximize feedback quality with group discussions
Every organization has their extroverts and introverts. Most of the time, getting the extroverts to talk isn’t a problem. But the quieter, more introverted people on your team have valuable insights to share. Part of your employee engagement process should be finding ways to get them involved in the conversation. During the Summit, we used a group, roundtable format to do just that. Over the course of the conversation, each person built on the ideas of the other, which created high quality feedback. We found that 6-8 people per roundtable was the ideal size to have a good conversation. Large enough that people could bounce ideas off each other, but not so large that it jeopardized the team’s psychological safety.4. Don’t just solicit employee feedback—act on it
A lot of companies claim they value employee feedback. But unless you actually act on it, it’s an empty promise. During last year’s Summit, we gathered many ideas, suggestions, and general feedback. We surveyed the team post-Summit to get an understanding of how they prioritized solutions. And here was one issue that leapt to the forefront: Going hybrid – working some days at home and some at the office each week – had helped Brightwingers see the special strengths of in-person work, and they wanted to double down on them. They spotted room for improvement and wanted the office to become a place they could collaborate more easily. In response, over the first quarter last year, we renovated underused office spaces and turned them into meeting rooms. And we built a new kitchenette, fully stocked with snacks and drinks. Collaboration happens so much more easily when you’ve got the right space and a full stomach.This year fell into a similar mold. The Brightwing team made it a priority post-Summit to put the feedback we received into motion:
- Meeting with team members to identify ways to celebrate small wins
- Working to address failures in a positive, opportunity-focused light
- Creating cheat sheets to define industry-specific acronyms & holding onboarding trainings on “inside-baseball” terminology
5. Don’t forget to have fun
Your employees aren’t just employees. They’re people. And unless you’re a workaholic, you don’t work all the time and always. That’s why, for decades, Brightwing has prioritized a positive company culture where employees genuinely connect and enjoy spending time with each other. We’ve got some pretty cool people on our team, and it would be a shame if we missed that because of an all-work-no-play mindset. During the Summit, we made sure to not just have serious conversations about the future of the company, but also have some fun. So we decided to do a Nailed It! style cake-decorating contest. Different teams used icing, food coloring, and various cake toppings to create a design that was original, neat, and colorful. Then—and this was the best part—they had to “pitch” the cake to Brightwing’s CEO, Aaron Chernow and former president, George Opitz. The theme was “dynamic duos.” And the winners of the competition did a stellar cake-depiction of Abbott & Costello’s “Who’s on First?” skit. It was a total riot! Everyone had fun, and we all walked away with a better understanding of each other—not just as teammates, but as people.Final thoughts on the Brightwing Annual Summit
If you want employees to feel bought into the organization, you have to involve them in decision-making. This means asking for feedback, preparing an environment where they feel safe to be open and honest, and actually using that feedback to make strategic decisions. Brightwing’s Annual Summit is proof that engaging employees and valuing their opinions is key to a solid culture and long-term retention. We hope the lessons we’ve learned along the way will be helpful to you. P.S. If you want a sample of some of the fun that was had at Brightwing’s Summit, check out these videos: Looking to hire? Looking for a job? Contact us today! Share This Post [social-share] More Like This
How to Write a Cover Letter That Will Set You Apart
How to Write a Cover Letter to Stand Out
Cover letters are a vital component of job applications. But before you consider how to write a cover letter, you need to understand why they are so important. They provide the opportunity to explain why you are interested in a position and help employers better understand your strengths, experience, and qualifications for a role. In a cover letter, you can emphasize unique skills and highlight your knowledge and experience that makes you stand out from other applicants. Not only do cover letters give potential employers insight into who you are as a person, but they also demonstrate professional communication. By providing a cover letter, you have an opportunity to express enthusiasm and genuine interest in a job, which helps make relevant connections between skills and experiences and the job requirements. Having a cover letter also presents a professional image that reflects positively on you and shows your initiative. It takes time to craft a thoughtful and engaging cover letter, but by putting in that effort you are one step closer to standing out to potential employers.Letter of Introduction for a Job
A cover letter is a document sent along with a resume when applying for a job. It should be tailored to the specific position for which you are applying and demonstrate a link between you and the stated position. When writing a cover letter for a job, you should introduce your qualifications, highlight the core points of your application, and illustrate how your skills can benefit the employer. Cover letters should also include your qualifications, interests, and relevant experiences. Additionally, consider what potential employers may want to hear by showing not only why you’re a good fit for the job, but also why you’re passionate about the company. Cover letters act as a bridge between a resume and an application, allowing you to further explain and clarify your qualifications and experience. They also act as a summary of why you are the ideal candidate for the job. Overall, cover letters should address the specific requirements for a role and incorporate the necessary elements of a job application.How to Start a Cover Letter
Cover letters are a critical component in applying for a job, but they can be notoriously difficult to write. It’s difficult to strike the perfect balance between being confident in your work and qualifications, while not sounding arrogant or self-absorbed. Additionally, it can be a challenge to stand out from the crowd in a concise form. A cover letter has to be convincing and demonstrate why you are the ideal candidate without being overly long or redundant. Crafting a compelling narrative that establishes who you are, your qualifications, and your fit for the job takes a great deal of thought and effort. When addressing how to write a cover letter, there must be synergy to attract the attention of the hiring manager. You have to capture their attention in the most concise way possible, almost as if you’re telling a story. Furthermore, you have to have impeccable spelling, grammar, and sentence structure; this is the first impression you make and it needs to be good. Cover letter writing is not an easy task, but with patience and care, you can create something that stands out. So, if you’re trying to figure out how to start a cover letter, here are some things to consider.Cover Letter Introduction
When assessing how to write a cover letter, you should absolutely start with a strong introduction. First, you should directly greet the hiring manager. You can look up the relevant department head within the company you’re applying to and directly address them within your letter. This will immediately show commitment and attention to detail in your letter of introduction for a job. As you transition further into your cover letter introduction, the biggest thing to keep in mind is that you want to grab attention. Hiring managers are potentially sorting through hundreds of cover letters, so make yourself stand out. An excellent way to do this is to start with two to three of your top achievements that are relevant to the position.Body of the Cover Letter
Within the body of a cover letter, you should provide as much evidence as you can that you are the perfect candidate for the position. An excellent way to start is by reviewing the job description and responsibilities. By properly understanding these job factors, you can tie in your most relevant experience and mirror the company’s language. This will, once again, show attention to detail that will impress any hiring manager. Additionally, you want to tie in why you’re a good fit for the company as a whole. Employees leaving companies due to a poor cultural fit can cost their organization between 50-60% of the person’s annual salary. To prove you’re a fit for the company, you’ll have to do a bit more research. Look at the organization’s products, services, and About page to see what their business stands for.Cover Letter Conclusion
As you consider how to write a cover letter conclusion, there are a few things to keep in mind. First, make sure you’re wrapping up the most relevant information from your previous paragraphs. Make sure you’ve proven that you’re the best person for the job. Next, take the time to be courteous and thank the hiring manager for their time. And, lastly, finish off with a call to action. This is the space where you should encourage the hiring manager to reach out with any questions or to schedule an interview.Rely on Brightwing
If you’re actively seeking out new opportunities, relying on talent experts like ours at Brightwing is an excellent idea. Since its opening in 1973, the Brightwing team has been connecting candidates with the right employers. So, let our recruiters help you in your job search journey. Share This Post [social-share] More Like This
How to Write a Cover Letter That Will Set You Apart
How to Write a Cover Letter to Stand Out
Cover letters are a vital component of job applications. But before you consider how to write a cover letter, you need to understand why they are so important. They provide the opportunity to explain why you are interested in a position and help employers better understand your strengths, experience, and qualifications for a role. In a cover letter, you can emphasize unique skills and highlight your knowledge and experience that makes you stand out from other applicants. Not only do cover letters give potential employers insight into who you are as a person, but they also demonstrate professional communication. By providing a cover letter, you have an opportunity to express enthusiasm and genuine interest in a job, which helps make relevant connections between skills and experiences and the job requirements. Having a cover letter also presents a professional image that reflects positively on you and shows your initiative. It takes time to craft a thoughtful and engaging cover letter, but by putting in that effort you are one step closer to standing out to potential employers.Letter of Introduction for a Job
A cover letter is a document sent along with a resume when applying for a job. It should be tailored to the specific position for which you are applying and demonstrate a link between you and the stated position. When writing a cover letter for a job, you should introduce your qualifications, highlight the core points of your application, and illustrate how your skills can benefit the employer. Cover letters should also include your qualifications, interests, and relevant experiences. Additionally, consider what potential employers may want to hear by showing not only why you’re a good fit for the job, but also why you’re passionate about the company. Cover letters act as a bridge between a resume and an application, allowing you to further explain and clarify your qualifications and experience. They also act as a summary of why you are the ideal candidate for the job. Overall, cover letters should address the specific requirements for a role and incorporate the necessary elements of a job application.How to Start a Cover Letter
Cover letters are a critical component in applying for a job, but they can be notoriously difficult to write. It’s difficult to strike the perfect balance between being confident in your work and qualifications, while not sounding arrogant or self-absorbed. Additionally, it can be a challenge to stand out from the crowd in a concise form. A cover letter has to be convincing and demonstrate why you are the ideal candidate without being overly long or redundant. Crafting a compelling narrative that establishes who you are, your qualifications, and your fit for the job takes a great deal of thought and effort. When addressing how to write a cover letter, there must be synergy to attract the attention of the hiring manager. You have to capture their attention in the most concise way possible, almost as if you’re telling a story. Furthermore, you have to have impeccable spelling, grammar, and sentence structure; this is the first impression you make and it needs to be good. Cover letter writing is not an easy task, but with patience and care, you can create something that stands out. So, if you’re trying to figure out how to start a cover letter, here are some things to consider.Cover Letter Introduction
When assessing how to write a cover letter, you should absolutely start with a strong introduction. First, you should directly greet the hiring manager. You can look up the relevant department head within the company you’re applying to and directly address them within your letter. This will immediately show commitment and attention to detail in your letter of introduction for a job. As you transition further into your cover letter introduction, the biggest thing to keep in mind is that you want to grab attention. Hiring managers are potentially sorting through hundreds of cover letters, so make yourself stand out. An excellent way to do this is to start with two to three of your top achievements that are relevant to the position.Body of the Cover Letter
Within the body of a cover letter, you should provide as much evidence as you can that you are the perfect candidate for the position. An excellent way to start is by reviewing the job description and responsibilities. By properly understanding these job factors, you can tie in your most relevant experience and mirror the company’s language. This will, once again, show attention to detail that will impress any hiring manager. Additionally, you want to tie in why you’re a good fit for the company as a whole. Employees leaving companies due to a poor cultural fit can cost their organization between 50-60% of the person’s annual salary. To prove you’re a fit for the company, you’ll have to do a bit more research. Look at the organization’s products, services, and About page to see what their business stands for.Cover Letter Conclusion
As you consider how to write a cover letter conclusion, there are a few things to keep in mind. First, make sure you’re wrapping up the most relevant information from your previous paragraphs. Make sure you’ve proven that you’re the best person for the job. Next, take the time to be courteous and thank the hiring manager for their time. And, lastly, finish off with a call to action. This is the space where you should encourage the hiring manager to reach out with any questions or to schedule an interview.Rely on Brightwing
If you’re actively seeking out new opportunities, relying on talent experts like ours at Brightwing is an excellent idea. Since its opening in 1973, the Brightwing team has been connecting candidates with the right employers. So, let our recruiters help you in your job search journey. Share This Post [social-share] More Like This
The Benefits of a Personalized Letter of Recommendation
Is a Personalized Letter of Recommendation Beneficial?
References are one of the best ways for employers to understand the character and skills of job applicants. While listing contact information for references on your resume is useful, there are many benefits of using a personalized letter of recommendation instead. In many ways, the right letter of reference could be the key to getting the job of your dreams!Benefits of a Professional Reference Letter
When a company looks to hire someone, they often receive many applications and resumes. If there is anything you can do to make your resume stand out, you need to do it! A professional reference letter is a great way for an employer to notice you. It also saves them a phone call or any difficulties contacting someone listed as a reference. In many cases, hiring managers do not have the time to call every applicant’s references, so this ensures they see a job reference that vouches for you. Not only that, but you also get to know exactly what your reference says about you. If you ever worry that the references on your resume won’t offer the most relevant information or might not share what you hope they will, asking for a professional reference letter can help them know what is important to you.Who Should You Ask?
One of the most important things to decide when seeking a personalized letter of recommendation is who to ask. When you are considering people, make sure you look for someone who knows you well enough to write something personal. This could be a former coworker, employer, teacher, professor, or someone you have worked with closely. This person should be able to say something about your work ethic, personality, and character. People you should not ask to write you a letter of reference are people like parents, siblings, cousins, friends who you have not worked with, or people you do not know. If you ask a family member to write your recommendation, they might seem biased or not knowledgeable about your work. Choose people who have influenced you, who know about your past successes, and who can share important things about you. This makes a difference!Different References Share Different Experiences
If you are intending to ask someone for a reference letter, ask more than one person. Different people will share different aspects of your work and character, so seeking out varying perspectives can only benefit you. Most employers look for a letter from someone who managed or supervised you, such as a coworker, and perhaps a teacher or other character witness. If you can get a letter from someone who directly supervised you, they would be the best reference for a new job. One of the reasons why letters of recommendation can be difficult to get is that sometimes you don’t want the people at your current job to know you are looking elsewhere, and hiring managers understand that. However, if you are moving or leaving the company for another reason, take advantage of that time to ask for a personalized letter of recommendation.What Should You Ask For?
When you ask someone for a personalized letter of recommendation, they might ask you what you want them to put down. There are several things you can ask for that will impress hiring managers. Letters of recommendation should include:- The name, job title, and contact information of the person writing the recommendation.
- Your full name and reference to the job title you held when you worked with the person writing the recommendation.
- How long the person has known you? This shows consistency and also relevance to your current job and title.
- Whatever the person would like to share about your work, character, and any other relevant information, like awards. They can also share personal stories that highlight times they recognized these characteristics in you.
- They should share what sets you apart from other candidates. If they hired you, why did they do that? Things like this are very useful.
- The person should sign the letter as well.
Your Resume
When seeking letters of recommendation, make sure your resume matches the information in your letters. If you have a letter from a former employer, but you didn’t list that job history on your resume, the hiring manager might be confused and unsure about how you got the letter. Or if in one of your letters of recommendation, your recommender mentions you are a great computer programmer, but that isn’t on your resume at all, that doesn’t make much sense. Ensure your resume is a representation of you, so it matches the information people share about you in the letters. You want to show consistency when you are looking for a job. No matter what field you are in, your resume is important and should reflect what you can do.Cover Letters
If you don’t have much job history or you haven’t worked with many people you can ask for a job reference. a cover letter can be a great way to stand out as well. You can write a generic cover letter, or you can write personalized letters for each job you apply for. Either way, it is a great way to stand out as well.Letters of Recommendation and You
Remember, you don’t have to have a letter of reference to get a job, but it certainly helps. Having someone to vouch for you is always beneficial. Finding the right job can be difficult, but having the tools you need to succeed is the first step! Share This Post [social-share] More Like This
The Benefits of a Personalized Letter of Recommendation
Is a Personalized Letter of Recommendation Beneficial?
References are one of the best ways for employers to understand the character and skills of job applicants. While listing contact information for references on your resume is useful, there are many benefits of using a personalized letter of recommendation instead. In many ways, the right letter of reference could be the key to getting the job of your dreams!Benefits of a Professional Reference Letter
When a company looks to hire someone, they often receive many applications and resumes. If there is anything you can do to make your resume stand out, you need to do it! A professional reference letter is a great way for an employer to notice you. It also saves them a phone call or any difficulties contacting someone listed as a reference. In many cases, hiring managers do not have the time to call every applicant’s references, so this ensures they see a job reference that vouches for you. Not only that, but you also get to know exactly what your reference says about you. If you ever worry that the references on your resume won’t offer the most relevant information or might not share what you hope they will, asking for a professional reference letter can help them know what is important to you.Who Should You Ask?
One of the most important things to decide when seeking a personalized letter of recommendation is who to ask. When you are considering people, make sure you look for someone who knows you well enough to write something personal. This could be a former coworker, employer, teacher, professor, or someone you have worked with closely. This person should be able to say something about your work ethic, personality, and character. People you should not ask to write you a letter of reference are people like parents, siblings, cousins, friends who you have not worked with, or people you do not know. If you ask a family member to write your recommendation, they might seem biased or not knowledgeable about your work. Choose people who have influenced you, who know about your past successes, and who can share important things about you. This makes a difference!Different References Share Different Experiences
If you are intending to ask someone for a reference letter, ask more than one person. Different people will share different aspects of your work and character, so seeking out varying perspectives can only benefit you. Most employers look for a letter from someone who managed or supervised you, such as a coworker, and perhaps a teacher or other character witness. If you can get a letter from someone who directly supervised you, they would be the best reference for a new job. One of the reasons why letters of recommendation can be difficult to get is that sometimes you don’t want the people at your current job to know you are looking elsewhere, and hiring managers understand that. However, if you are moving or leaving the company for another reason, take advantage of that time to ask for a personalized letter of recommendation.What Should You Ask For?
When you ask someone for a personalized letter of recommendation, they might ask you what you want them to put down. There are several things you can ask for that will impress hiring managers. Letters of recommendation should include:- The name, job title, and contact information of the person writing the recommendation.
- Your full name and reference to the job title you held when you worked with the person writing the recommendation.
- How long the person has known you? This shows consistency and also relevance to your current job and title.
- Whatever the person would like to share about your work, character, and any other relevant information, like awards. They can also share personal stories that highlight times they recognized these characteristics in you.
- They should share what sets you apart from other candidates. If they hired you, why did they do that? Things like this are very useful.
- The person should sign the letter as well.
Your Resume
When seeking letters of recommendation, make sure your resume matches the information in your letters. If you have a letter from a former employer, but you didn’t list that job history on your resume, the hiring manager might be confused and unsure about how you got the letter. Or if in one of your letters of recommendation, your recommender mentions you are a great computer programmer, but that isn’t on your resume at all, that doesn’t make much sense. Ensure your resume is a representation of you, so it matches the information people share about you in the letters. You want to show consistency when you are looking for a job. No matter what field you are in, your resume is important and should reflect what you can do.Cover Letters
If you don’t have much job history or you haven’t worked with many people you can ask for a job reference. a cover letter can be a great way to stand out as well. You can write a generic cover letter, or you can write personalized letters for each job you apply for. Either way, it is a great way to stand out as well.Letters of Recommendation and You
Remember, you don’t have to have a letter of reference to get a job, but it certainly helps. Having someone to vouch for you is always beneficial. Finding the right job can be difficult, but having the tools you need to succeed is the first step! Share This Post [social-share] More Like This
What Is Employment Verification?
What Defines Employment Verification?
When you’re taking the chance of hiring someone, you’ll want to know who they are and where they’ve worked, which involves knowing the details of employment verification. Employment verification is used to make sure that your potential hire and their skills and background align with your business’s culture, needs, and trajectory. At Brightwing, our mission is to find your team a perfect match. With our three-stage qualification process, we’ll ensure that your new candidate is prepared to join your team. We take employment verification seriously, so that your business has only the most qualified employees.Verification of Employment
The process of verification of employment consists of multiple different parts. When you choose Brightwing, you’re leaving this involved process to us, so you can focus on your business. Verification of employment includes certifying candidates’ past forms of employment to make sure that they are qualified to work for you. It also may include dates of employment, salary information, and job role details. Employment verification can also entail conducting background checks on your prospective candidates. We’ll go into the importance of background checks later on, but for now, let’s explore why employment verification is crucial as you look for new team members.Importance of Verification of Employment
At Brightwing, our expert recruiters are highly knowledgeable in their field of specialization. They know what to look for when finding the best candidates for your company. Since our recruiters are experienced in IT, engineering and design, financial services, and operations, they are prepared to look at the fine details of verification of employment for your potential candidates. Unfortunately, sometimes, candidates may falsify information they provide on their resumes or CVs. At Brightwing, our purpose is to make sure that a candidate’s information is correct.Employee Verification
When we conduct employee verification, we ensure that your candidates’ credentials are true and up to par. We may contact a candidate’s past employer to double-check that they worked there, and what the details of their past role were. By doing so, employment verification determines how a candidate’s past job experience aligns with your business needs. When you choose Brightwing for employee verification, you can find out details about your candidate before you even meet them. Employee verification can also save your company time and money. Instead of finding out that your new employee falsified their credentials and is unqualified for a job, hiring professional employee verification will save you from having to hire someone again on such short notice. This includes running a background check on your candidates before you hire them.How Does a Background Check Verify Employment?
Background checks are a crucial part of the employee verification process. A background check can take between 48 hours and five business days, which is a small time to wait to ensure that your business receives a high-quality and skilled candidate. There are many parts that make up the answer to “How does a background check verify employment?”, so let’s go through each one:Employment History
Checking your candidate’s employment history guarantees that the candidate provided their true qualifications on their application. This also certifies that their past jobs and experience align with what you’re looking for in a potential hire. But how does a background check verify employment? During a background check, we may contact the candidate’s past employers to confirm that they did work there and that they had the role that they provided. This step is vital, after all, we want your candidates to be more than prepared for your company’s needs.Education History
As part of a background check, we can confirm the details of your candidate’s education. Details like what college they went to, their GPA, and even transcripts may appear during a background check, to verify that your candidate’s academic training aligns with your job listing. A strong and consistent academic record can indicate success in the corporate world, as well as previous work experience.Criminal Records
Background checks also include finding out if your candidate has any prior convictions, either misdemeanors or felonies. Depending on the state, however, there are restrictions on what and how far back an employer can look for prior convictions. At Brightwing, we handle the details of your candidate’s background check so you can continue to focus on your business. We understand the importance of making sure that your candidates are cleared to work for your company.Credit Reports
Although we won’t see a candidate’s credit score, we can get a number of details from a credit report that can help us determine if they’re suitable for a role. A bad credit report may indicate that the candidate is irresponsible or in financial distress. A credit report can detail debt, open lines of credit, missed payments, and more. For a role that requires good organization, a good credit report can help us find responsible candidates. This list isn’t exhaustive, but it highlights the most common aspects of a background check. By answering “How does a background check verify employment?”, we’ve shown that verification of employment is an important part of the hiring process. By allowing a professional recruiting firm such as Brightwing to conduct background checks, we can finely sift through the details of your candidates’ past experience. Choosing a professional talent acquisition firm such as Brightwing allows you to focus on your business while we handle the verification of employment. Employment verification ensures that we find you top-notch candidates with skills and experience that match your company’s needs. By confirming their past professional roles, education, and background, we provide your business with candidates ready to handle the job. Our goal is to increase job posting awareness, manage the hiring process, and increase retention rates, all while you focus on your business. At Brightwing, our expert recruiters have training in many different fields and are skilled in the hiring process. Our experts will work with you and your business closely so that we find only the best matches for your job postings and company culture. Share This Post [social-share] More Like This
What Is Employment Verification?
What Defines Employment Verification?
When you’re taking the chance of hiring someone, you’ll want to know who they are and where they’ve worked, which involves knowing the details of employment verification. Employment verification is used to make sure that your potential hire and their skills and background align with your business’s culture, needs, and trajectory. At Brightwing, our mission is to find your team a perfect match. With our three-stage qualification process, we’ll ensure that your new candidate is prepared to join your team. We take employment verification seriously, so that your business has only the most qualified employees.Verification of Employment
The process of verification of employment consists of multiple different parts. When you choose Brightwing, you’re leaving this involved process to us, so you can focus on your business. Verification of employment includes certifying candidates’ past forms of employment to make sure that they are qualified to work for you. It also may include dates of employment, salary information, and job role details. Employment verification can also entail conducting background checks on your prospective candidates. We’ll go into the importance of background checks later on, but for now, let’s explore why employment verification is crucial as you look for new team members.Importance of Verification of Employment
At Brightwing, our expert recruiters are highly knowledgeable in their field of specialization. They know what to look for when finding the best candidates for your company. Since our recruiters are experienced in IT, engineering and design, financial services, and operations, they are prepared to look at the fine details of verification of employment for your potential candidates. Unfortunately, sometimes, candidates may falsify information they provide on their resumes or CVs. At Brightwing, our purpose is to make sure that a candidate’s information is correct.Employee Verification
When we conduct employee verification, we ensure that your candidates’ credentials are true and up to par. We may contact a candidate’s past employer to double-check that they worked there, and what the details of their past role were. By doing so, employment verification determines how a candidate’s past job experience aligns with your business needs. When you choose Brightwing for employee verification, you can find out details about your candidate before you even meet them. Employee verification can also save your company time and money. Instead of finding out that your new employee falsified their credentials and is unqualified for a job, hiring professional employee verification will save you from having to hire someone again on such short notice. This includes running a background check on your candidates before you hire them.How Does a Background Check Verify Employment?
Background checks are a crucial part of the employee verification process. A background check can take between 48 hours and five business days, which is a small time to wait to ensure that your business receives a high-quality and skilled candidate. There are many parts that make up the answer to “How does a background check verify employment?”, so let’s go through each one:Employment History
Checking your candidate’s employment history guarantees that the candidate provided their true qualifications on their application. This also certifies that their past jobs and experience align with what you’re looking for in a potential hire. But how does a background check verify employment? During a background check, we may contact the candidate’s past employers to confirm that they did work there and that they had the role that they provided. This step is vital, after all, we want your candidates to be more than prepared for your company’s needs.Education History
As part of a background check, we can confirm the details of your candidate’s education. Details like what college they went to, their GPA, and even transcripts may appear during a background check, to verify that your candidate’s academic training aligns with your job listing. A strong and consistent academic record can indicate success in the corporate world, as well as previous work experience.Criminal Records
Background checks also include finding out if your candidate has any prior convictions, either misdemeanors or felonies. Depending on the state, however, there are restrictions on what and how far back an employer can look for prior convictions. At Brightwing, we handle the details of your candidate’s background check so you can continue to focus on your business. We understand the importance of making sure that your candidates are cleared to work for your company.Credit Reports
Although we won’t see a candidate’s credit score, we can get a number of details from a credit report that can help us determine if they’re suitable for a role. A bad credit report may indicate that the candidate is irresponsible or in financial distress. A credit report can detail debt, open lines of credit, missed payments, and more. For a role that requires good organization, a good credit report can help us find responsible candidates. This list isn’t exhaustive, but it highlights the most common aspects of a background check. By answering “How does a background check verify employment?”, we’ve shown that verification of employment is an important part of the hiring process. By allowing a professional recruiting firm such as Brightwing to conduct background checks, we can finely sift through the details of your candidates’ past experience. Choosing a professional talent acquisition firm such as Brightwing allows you to focus on your business while we handle the verification of employment. Employment verification ensures that we find you top-notch candidates with skills and experience that match your company’s needs. By confirming their past professional roles, education, and background, we provide your business with candidates ready to handle the job. Our goal is to increase job posting awareness, manage the hiring process, and increase retention rates, all while you focus on your business. At Brightwing, our expert recruiters have training in many different fields and are skilled in the hiring process. Our experts will work with you and your business closely so that we find only the best matches for your job postings and company culture. Share This Post [social-share] More Like ThisIn this article, we will tell you everything you need to know about sponsorship for employment, including what steps to take to get it.
Resume Tips From a Professional Recruiter
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Resume Tips From a Professional Recruiter
If you are thinking about a job change, consider some resume tips from a professional recruiter. Putting yourself out there on the job market can be challenging. It requires patience, determination, and some humility. Submitting job applications can often put you in a vulnerable place, and no one likes rejection. So there is little point in going about something as hard as a job search ill-prepared. How, one may ask, should someone prepare for a job search? The answer should be at the forefront of your mind, not only during job searches but in your professional career too. A quality resume is powerful. When organized well and executed correctly, a resume can make a job search easy. If a resume is constructed poorly, however, it can be to your detriment. With recruiting and hiring almost exclusively online nowadays, maximizing your digital resume is more important than ever. This article will go over some resume tips that will help you stand out to recruiters.Basic Resume Advice
A good resume is not easy to come by. Too many people just slap their work experience into a word document and call it good. Not surprisingly, that is a waste of time. So much more is needed to show off your achievements and skills. There are reasons that simply listing skills and work experience however you please isn’t efficient. When you submit a job application, your resume is going to be one of the first things a recruiter will see. Recruiters are usually trained to look for specific things in a resume. If what they are looking for isn’t found quickly, there is a chance your application could be discarded. Of course, there are some basic rules to follow when putting together a resume that will help you get noticed. Listed below are some helpful resume tips from a professional recruiter:Watch the Format
Keep your resume looking nice. It shows professionalism, attention to detail, and that you are interested in working. A polished format will help with the overall look of the resume.. Remember to keep formatting clean-looking, fonts and font sizes legible, and spacing consistent. You can inject personality with splashes of color or unusual headings. Don’t get too carried away though, and don’t include a head shot, or else it might start to look too unprofessional. Consider looking into templates if you need help. Always keep it to one page. Unless you are applying to a big-time executive position, don’t let any information run onto a second page.Brag and Boast
If you only have one take-away from this article on resume advice, remember this: your resume is your highlight-reel. It is a ticket to brag about your accomplishments and your skills. Don’t be shy! Mention job titles, awards, honors, and any other kind of things you feel deserve mentioning. Of course, try to keep it relevant and keep it honest. Don’t exaggerate to make yourself look good. Honesty goes a long way, but recruiters really want to see what you can do.Limit Content if Necessary
While you should brag about your accomplishments, it is not necessary to list everything you have ever done. Putting down all the jobs you have had since high school will only take up precious space. Instead, consider what is most relevant and what will really help get you the job you want. It is important to limit some content to make way for really important information. The important information will vary depending on the job, so it will require some judgment calls on your part.Edit Vigorously
Among all the resume tips from a professional recruiter, this may be one of the most important. Pretend that your resume is an editing assignment for grammar class. A great deal of effort should go into checking grammar, spelling, tense, and pronouns. Some recruiters may immediately discard a resume if they find spelling or grammar errors. A resume free of spelling and grammar errors shows attention to detail and will give you a good advantage. So break out the dictionary and give yourself a refresher on the Oxford comma.What is a Recruiter, and How Can You Stand Out to Them?
What is a recruiter, what do they do, and how can you impress them? Picture a college sports team. They send recruiters around the country to scout out talent and recruit athletes that will fit well in the organization. When a good candidate is found, they will try to get their attention and convince them to join their organization. It’s an interesting reversal. Athletic recruiters try to get candidates’ attention while corporate and agency recruiters’ attention is often sought by candidates. So it is your duty, as a job-seeker, to capture the attention of a recruiter. Of course, some may reach out to you through job search apps. You may need to decide if they are worth speaking with. How do you catch the attention of the good recruiters? It helps to know what their job is. They go through many resumes and applications, sometimes dozens at a time. They need to make sure an applicant is qualified and is a good fit for the position and company. They need to be careful about who they select and who they spend time getting to know, as they have to vouch for you when they bring your file to a hiring manager. Thus, it is not their job to do you any favors. So to stand out to a recruiter, you need to make their job easier. Make yourself worth recommending. Project a confident and professional tone. Make sure your writing is free of errors and that your resume is relevant to the position. If you help the recruiter, you are sure to stand out. And of course, unless directed otherwise, a cover letter never hurts.How to Send a Resume to a Recruiter
Personalization is the name of the game when it comes to sending a resume to a recruiter. Remember that you want to stand out while also making the recruiter’s job easier. By emailing your resume and cover letter directly to the recruiter, you are sure to stand out. Following the tips previously mentioned will also help with standing out. Keep the body of the email short and professional and avoid cliches. Include a strong subject line. You can usually find a good email on the company website. If an email to a recruiter or hiring manager can’t be found, you can usually find a generic email. Just include in the body or the subject something regarding the concerned department.A Quality Resume is Key
Taking the time to polish your resume might very well land you that job. Leaving it in a poor state, however qualified you may be, may cost you the job. A lot of business is done online now, and recruiting is no exception. Because of that fact, resume construction is everything. It tells a recruiter who you are and what you are capable of. It is their only reference of what kind of person and worker you are. Use these resume tips from a professional recruiter and build your resume to make it represent you properly. If you feel your resume is ready, submit it here to be considered for any openings you may be qualified for in your general location. It may be nerve-racking, but adequate preparation will lend great confidence.let’s talk
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