What are some of the most common remote work challenges?  

• Different time zones: When teams are distributed all over the country, sometimes the world, one of the biggest challenges is to make sure that team members are communicating often enough and in-depth enough to work together effectively.  
• Creating a team culture: It can be hard for distributed employees to feel like they’re part of the “team.” Every team is different in how it should be accomplished, but every team needs some team building structure to reinforce that everyone is on the same page working towards the same goals.  
• Inconsistent or confusing communication: Even the best remote work tools aren’t the same thing as being in the office with the same group of people week after week. Some people do better communicating via chat and are uncomfortable over video calls; some people only need weekly check-ins to feel connected, while other employees will benefit from shorter daily conversations. Finding out what’s best for your employees is key.  

What are the best ways to overcome remote work issues?  

• Use the right remote team software: As a manager, you might not have control of the software implementation that your company chooses. But you can be a champion for your remote programming team by learning what the best tools are and making a business case for them. The right tools help you connect consistently via web and video calls, help you track and manage projects, and have robust feedback and collaboration features.  

• Be clear about expectations: One of the main reasons that consistent and regular communication is so important is because it helps your employees know what to expect. The most productive employees – remote and otherwise – know what they need to focus on to be successful on their projects and know what metrics their managers are looking at to define their success.  

If you’re looking for help hiring for your team – remote or otherwise – we can help. Our recruitment experts ensure that they match the right candidates to your positions so that you can feel confident that you’re hiring the right people who meet your requirements and can support your business. Give us a call today to help you find the best talent faster.  

The post Managing Your Remote Programmers, a Manager’s Guide appeared first on Open Systems Inc..

Here’s why being more honest with your boss can help your workplace happiness.

• Bosses are busy: We’re all busy and sometimes our workload and responsibilities cause some things might go unnoticed. If you feel like your work quality is being overlooked or you aren’t getting the direction you need for projects, talk to your boss directly. There’s a good chance that they aren’t ignoring you, but that they’ve gotten caught up in their own work and need an honest reminder of something they’ve missed.
• Bosses can create change: Your boss can often be the most direct route to change. If you have a coworker who constantly makes inappropriate comments or doesn’t contribute to projects, your boss may be able to directly step in and help create some change. If not, they can help you escalate issues to whoever can help. If there are issues on your team that are affecting you, chances are they’re affecting someone else too and letting your boss know can improve the situation for everyone.
• Bosses have bosses too: Your manager reports to someone. They have a responsibility to their boss to manage productive teams. This means your boss has a vested interest in your success and your job satisfaction; anything that makes you a better member of their team is not just good for you but can help them look good too.

Honest workplaces are healthier workplaces. Honest communication can always be conducted in a respectful and professional way and can help prevent future problems down the road. If you don’t feel like you can be honest with your boss directly, think about who in management or leadership you could speak with honestly.

If you’re looking for a new job or better company fit, get in touch with our team. Over our history, we’ve established excellent relationships with organizations and we’re experts at matching skilled employees with new employers. Call us today.

The post Being Honest with Your Boss can Increase your Workplace Happiness appeared first on Open Systems Inc..

1. Remember digital space: Introvert isn’t synonymous with shy or anxious. Introverts are energized by time alone and feel depleted by large groups of people, making it harder for them to engage in common business situations like conference meetings. Making space for introverts to join the conversation can look like following up with meeting attendees after the meeting and requesting feedback.
2. Create recharge spaces: Introverts may find the very act of being in a busy workplace draining, so it can be beneficial for employers to provide quiet spaces for employees to take a break and recharge so they can feel more energized during times of collaboration.
3. Look for other signs of engagement: Introverts might not engage best by leading group conversations and brainstorms. They might feel more comfortable in one on one conversations or get more thinking done by taking notes or sketching. If you’re concerned that your introverted employees aren’t as engaged in their work, make sure to look for and encourage signs besides outward collaboration.

Introverts are valuable members of every work team. Learning how to better relate to and encourage them will help them feel more included and result in higher employee engagement. A little planning on the employer’s part can go a long way towards fostering the kind of workspace where everyone can thrive.

If you’re looking to add the next talented member of your team, we can help. Our industry experience can help you connect with the right person for your open role. Call us today to get started.

The post The Best Ways to Include Your IT Staff’s Introverts into the Discussion appeared first on Open Systems Inc..

Employees feeling frustrated can lead to performance and even retention issues. If you have employees who like to self-manage and aren’t being given an opportunity to do so, or employees who feel stifled at work, they can become disengaged and start to look for new opportunities.

Here are some ways to tell if your employees need a little space.

They ask to do things differently

Sometimes, employees will ask directly if they can handle tasks in a different way. Perhaps you’ve been compiling reports with a specific database or in a specific format. If the folks responsible have new suggestions, hear them out at a minimum.

Think their suggestions through, but if the new ideas seem like they would work, give the go-ahead on a trial basis. Be sure to get back to the person who suggested a new way whether you approve or not. If the trial works, congratulate them on the new idea.

It’s important not to micromanage. If the position and company allow it, give your employees as much latitude as possible in deciding how and when to accomplish tasks. When you have a team objective to fulfill, discuss the steps to achieve the goal with them. Let them determine the steps to accomplish the objectives as much as possible.

They ask for flex time

Do you get requests to come in an hour earlier and leave an hour later? Requests for flex time are often signs that your people either need or want schedules outside the 9-to-5 norm. Whether they want it for family responsibilities, to attend school, or achieve other goals, it’s a request for more elbow room.

Your answer will likely be determined in part by the company and department policies and needs. In some organizations, a certain number of people need to be around from 9 to 5, either to meet customer needs or to work together. But in other places, flex time is the norm. If you can grant a flex time request, and want to, be sure to do it in such a way that you have coverage of all needed work. Otherwise, employees not working on a flex schedule may come to resent it.

How a Staffing Firm Can Help Your Business

Want advice on employee engagement, morale, and retention? Staffing firms can provide valuable assistance on all these questions, plus advice on recruiting in the current business environment. We’re happy to help. Contact us today.

The post How to Tell If Your IT Employees Need a Little Space appeared first on Open Systems Inc..

Walking is one of the most underrated forms of exercise. You don’t need to have a gym membership, fancy equipment, or any particular exercise clothing to get more steps into your day and it doesn’t take any extra time in your day to incorporate more steps for more movement.

1. Take a step break at lunch: If you’re already on a lunch break, take advantage of good weather and do a few laps around the building before or after sitting back down to eat.
2. Invest in a standing desk: Studies show that standing more at work can encourage additional movement. Taking breaks to stand can lead to reminders to walk. It can encourage standing or walking meetings, which are proven to be healthier and more productive.
3. Hydrate: Staying hydrated has a huge impact on your overall health. Drinking a lot of water throughout the day can improve digestion, fight headaches, keep skin soft, and provide lots of other every day benefits. One of the best workplace benefits, though, is water breaks get you up and moving. Refilling a water bottle a few times a day gets you to visit the cooler more often and regular water consumption will have you walking to the restroom more often, too.

Small changes, like more steps, can add up to big health improvements. Finding new ways to increase your step count every day can keep both your mind and your body in motion. Some health experts recommend a minimum of 10,000 steps a day while others recommend even more, but the most important thing is to move. Making sure you are taking time to move during your 8-hour workday can make a difference.

If your mental health could use a boost by being in a different job or you want to try to find a healthier office, get in touch today. We can help you find the right position at the right business for you.

The post Looking to Kickstart your Health? Get Up and Walk Around at Work. appeared first on Open Systems Inc..

1. Plan for openings: Identifying those who might be moving into retirement is the first step structuring a strategy to handle pending job openings. Looking at the people who have occupied these roles and identifying what has made them a strong, successful employee can help you with everything from writing job descriptions to recognizing what’s necessary for a replacement hire.
2. Assess all positions: Are there any roles that can be or should be phased out of your organization? Any positions that can be combined with another to create a more streamlined, efficient workload? When a wave of retirement comes through, it’s a good time to analyze if there are any positions that can be eliminated or combined to save
3. Think about training: Is there any way that a current employee looking to retire can contribute to the knowledge base of your business? Even if they can’t train their replacement, they may have useful project experience or other expertise that future employees or the business overall can benefit from. Asking retirees to complete a “legacy survey” or giving them another type of knowledge transfer opportunity can help grow to make the transition more successful.
4. Pay attention to your pipeline: There may come a time when there are more open roles to fill than there are people applying to positions. Keeping records and resumes on file can help you find talented people faster so you have fewer disruptions of business.

The health of your organization depends on the people making decisions and doing the work of driving business. Having a plan in place to handle pending retirements is important is securing your continued success.

If you need help filling your upcoming openings or planning your hiring strategy, give us a call today.

The post Are you Ready for the Baby Boom Retirement Wave? appeared first on Open Systems Inc..

Here are some of the top tips for using LinkedIn to network effectively.

• Don’t add strangers to boost connection numbers: Many people believe that a high follower or connection count on your LinkedIn profile automatically translates to being a thought leader or industry expert. This can lead to people connecting with a lot of random individuals they don’t know or aren’t even related to your industry or interests in the hope of seeing a boost in recruiter contacts or catching the eye of hiring experts. This tends to backfire as it ends up clogging your LinkedIn feed with irrelevant information and drowning out the things that may be important or helpful.
• Watch your industry: The best place to start building your network in a genuine and effective way is to follow leaders in your industry who you admire, from CEOs and entrepreneurs to marketing experts and authors. You can also make connections with people who work for brands you love or at companies you hope to one day work at. If you’re actively job hunting, you may want to connect with industry recruiters as well.
• Don’t forget to follow businesses and brands: Following interesting or relevant brands gives you insight into happenings in your industry and also puts you in touch with job listings, as most businesses will cross-post their job opening on LinkedIn.

LinkedIn continues to help professionals make valuable business connections and nurture their networks. In addition to having insight into professional opportunities, LinkedIn allows recruiters and companies to get better, faster insight into your career interests and accomplishments.

If you’re looking for additional resources and contacts in your job search, get in touch today. We use our expansive network to connect candidates to the best jobs to help grow their careers.

The post Utilize LinkedIn to Network and Grow your Brand appeared first on Open Systems Inc..

If you’re going to take the time and energy to learn a new language to help boost your job prospects, what language should you learn? Most studies will say that Spanish is worth the investment. How can Spanish help you?

• Spanish is a global language, with speakers in the US, Mexico, South America, and Europe. Spanish is already the most spoken non-English language in America, with over 37 million people in the US speaking Spanish as their first language, and the Hispanic population of the US is estimated to be 30% by 2050.
• Spanish is easier than some other language. It’s phonetic, with basic grammar that’s relatively straightforward and it has many vocabulary words that are similar to English, making it an easier language to master for native English speakers.
• Spanish makes it easier to move. Learning Spanish means you’ll be better prepared to interact with customers and communities in certain parts of the US, and also allow you to move through international travel situations easier, which is important for business or personal travel.

Learning Spanish can open many doors for you, personally and professionally. Communication is the key to success in business dealings in any industry and having an additional language to be able to communicate with can help you move up in your career and feel confident in more situations.

Our language is staffing, which means that we’re fluent in finding qualified candidates their next job. If you’re looking to make your next career move, call our team today. Our experts can help you find your next role.

The post Looking to Jumpstart your Career? Learn Spanish! appeared first on Open Systems Inc..

1. Ask their motivation: It’s okay to be straight up with an applicant in an interview. Ask them why they want to work for your company or in that position based on their previous experience and credentials. They may be really passionate about your organization or willing to start in a lower ranking position to switch industries.
2. Check references: Ask your candidates for references and check on them. Call or email past bosses and coworkers to get a better feel for what kind of worker the candidate is and see if their golden resume has glowing reviews from people to go along with it.
3. Do a background check: Some businesses do this as a routine, and it’s worth considering. A criminal record or past legal or money trouble shouldn’t necessarily automatically disqualify a candidate, but it may be important for consideration. A background check, for instance, might reveal that an employee couldn’t be working where they said they were on their resume because they weren’t in the state at the time.
4. Hire on a trial basis: If you have a good feeling about someone and want to see if they actually have what it takes, offer them employment on a trial basis. Offer them employment contingent on a performance review after 30 days. Observe your new employee and make sure that they are as good in your office as they are on paper.

Most employees aren’t out to dupe you and an honest conversation can go a long way. Candidates can have a lot of different reasons and motivations for deciding which jobs to apply for, regardless of their past experience. It’s best to assume as little as possible but also be looking out for what’s best for your business.

If you’re looking for a vetted, experienced candidate, get in touch today. Our talent network and industry experience help match you with the best candidates every time.

The post Is that Candidate Overqualified, or Simply Overstating their Qualifications? appeared first on Open Systems Inc..

But are they invested in you? Here are a few ways to tell if companies truly value their employees.

1. Communication: Life happens, even in the workplace. A few days without a follow-up call or email isn’t an unforgivable transgression that means they don’t value their employees. But if you’ve reached out for updates and haven’t heard back at all, or if weeks go by without a word, that’s probably a sign that’s something is wrong. Whether it’s a lack of process regarding recruitment, or there’s some internal drama or trouble that’s pushing backfilling the position. This might mean that employees and communicating well with existing and potential staff aren’t the highest priorities.
2. Reviews: What do other people have to say about working there? Whether it’s on Glassdoor or talking to a friend who referred you, current employees are usually able to give the best insight into how employers treat their employees. From what perks and benefits are offered to how promotions are handled to the philosophy around work/life balance, the people who’ve experienced the company first hand are a valuable resource in understanding if a business is invested in their people.
3. Benefits and salary: This isn’t always the best measure to judge whether or not a business is invested in their people, but it can be a part of it. A nonprofit isn’t going to pay like a Wall Street corporation, but salary and benefits should always be fair and appropriate for the industry and discussed openly. If a company can’t discuss salary after an offer in an open and honest manner, they may not value their employee relationships.

If you’re looking for a place that you want to know will value your time, skills, and experience, get in touch today. Our clients are looking for hardworking & talented people like you to partner with in growing their business.

The post You’re Invested in your Company, are they Invested in you? appeared first on Open Systems Inc..