Blog - Condustrial

Bring to the table win-win survival strategies to ensure proactive domination. At the end of the day, going forward, a new normal that has evolved from generation.
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August 1, 2022

As summer starts to come to an end, many jobs are becoming become available.
Now is a great opportunity to start searching for your next position or entrance into a new
trade.
First, what makes a trade a trade?

A trade position is one that typically requires specialized skills that can be learned on-the-job, through specially training, or vocational classes. Typically these jobs are physically and mentally demanding. And there are dozens upon dozens of positions that are classified as a trade.

To break into your industry, you’ll first want to do some research on the basic qualifications
needed for your trade, typically a high school diploma or GED is needed, and while some
companies hire entry-level positions others may require special classes or training from their
candidates.

If your trade requires certain certifications or classes, consider looking at your local technical
college for more information on how to get started with these classes. They typically are short
periods of time with a small investment that will give you a leg up in the hiring process and make
you a qualified candidate.

Apprenticeships

Once your course is completed you may want to consider an apprenticeship, which is
essentially similar to an internship. During an apprenticeship you’ll work alongside someone
who is highly skilled in your trade and will learn tips and tricks from them on how to become a
skilled laborer. You typically can find one of these paid opportunities through a local labor union,
employment agency, and through your training institution. Apprenticeship can take anywhere from about 1 to 6 years to be completed and when you’re finished you’ll likely be a highly qualified candidate with a lot of knowledge and understanding of your trade.

After you have an understanding of your new trade, you may need your own license to operate, if so
you’ll want to seek out this opportunity and do some research on what licensing your trade
requires. Sometimes positions will hire you without the license and will pay for you to complete
the required coursework, or employers can have you work under their license, so keep your eyes open to those opportunities and positions as well.

Finally, once you’ve completed the required schooling and training you can consider yourself a
journeyman. Being a journeyman suggests that you’ve had experience and all certifications
required for your trade and are on your way to being a highly skilled master tradesperson. You
typically can become a master tradesperson after about 1 to 5 years of being a journeyman.
Becoming a master tradesperson allows you to enter supervisory roles with a higher pay
increase.

Interested in starting your rewarding trade career? View all of our available opportunities for
those in all stages of the trade industry at condustrial.com/job-listing.

Get Started With Condustrial


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July 11, 2022

Upskilling, an industry term that is becoming more and more popular, “refers to the process of
individuals learning a new skill,” according to Forbes.com. It is essentially a way for employees to
learn new skills to help advance in their career and/or increase eligibility for new positions or
promotions.

Upskilling is gaining popularity as older generations, specifically Baby Boomers, are starting to
leave their positions and retiring, leaving open availability to typically less skilled younger
generations. This trend is quickly creating a skills gap in many industries. To fill this skills gap, upskilling has emerged as an excellent way to help advance employee skills and further their careers.

Why Upskilling is Good for Employees
So, aside from the potential to learn more and further your career, why else dedicate time to
learning a new set of skills? Dedicating time towards enriching your skills can earn you a raise
as you’re now more equipped to take on additional responsibilities. Enhancing your skill-set also makes you more eligible for a promotions and gives you more power to negotiate in the job market.

Why Upskilling is Good for Employers
As the demand for qualified talent has risen and the supply hasn’t kept pace, upskilling and developing your team’s talents is a great way to plug the skill gaps a your firm. Current employees already know your business and upskilling is an excellent way to retain high performers and help them grow, benefiting both the employee and your business. 

Ways Employers Can Offer Upskilling Opportunities

  1. Leverage in-house experts
  2. Use webinars and video conferences
  3. Build a culture of mentoring
  4. Take advantage of online training content
  5. Use personalized training tools

With so many resources such as Skillshare, Udemy, and more it is easy to upskill in any
industry. As a job seeker, it’s best to take some time to learn what skills would be most beneficial for your specific career path and how you can learn those skills. As an employer, examine where the skill gaps are in your team and look for ways to grow the people that are helping build your business.

Need Help With Hiring? Get Started With Condustrial Today


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July 6, 2022

The heat of the summer is upon us, and in many parts of the East Coast temperatures have been reaching well over 90 degrees with over 100° heat indexes. These conditions can quickly become dangerous for those working outside or in places with no air conditioning. We have put together a list of ways to be sure to keep yourself safe this summer to reduce the risk of a heat-related illness.

  • Hydration: Hydration is absolutely key to avoiding heat-related illness in the summer. Your body is sweating and working harder to regulate your body temperature, so you must continue to drink water, and a lot of it. The best drink for preventing de-hydration: Water.
    A good rule of thumb is to drink water every 15 to 20 minutes when out in the heat. Be sure you come to work prepared with enough water to last you through the day or make sure it is supplied for your employees if you’re in management. Encourage your coworkers to continuously drink water as well so that no one becomes dehydrated.
  • Cooling Methods: There are a few ways that you can continue to cool yourself off and a few items that can help you to do so. Misting or spraying off is one way to keep your body cool. Whether that be with the hose or a misting fan, putting water on your body in the heat will help regulate your body temperature. Frozen items, such as a frozen towel or a cooling towel behind the neck or on the face is another good way to keep cool. Stick it in your lunchbox or on-site coolers so that when you start to feel overheated you can try to quickly cool off. You’ll also want to wear light color and material clothing during the summer. Light color clothing helps to protect you from the heat since it does not soak up sunlight the same way dark clothing does, and the materials you dress in have a similar impact. Be sure you wear moisture-wicking, light-feeling polyester or similar materials that won’t cling to your body or hold onto extra heat.
  • Watch What You Drink: While you want to increase your hydration intake, you also want to be aware that drinks outside of water can affect your body differently. Drinking too much caffeine before being outside can have a negative impact since caffeine increases your heart rate. This can make it harder to control your body temperature and harder to stay cool. Similarly, drinking too much alcohol after a long day at work can leave you dehydrated for your next shift, so you may want to lay off that as well.
  • Be Aware Of Your Body: You know your body best and you’ll know when you are starting to feel sick, so don’t ignore those signs. The sooner you are feeling ill, the better is it to take action. Stay aware of heat stroke/exhaustion warning signs like dizziness, heavy sweating, rapid heart rate, muscle cramps, and headache, and alert a coworker or manager if you are starting to feel any of those symptoms. The sooner you can get out of the heat and properly hydrated the better to avoid more serious heat stroke which includes symptoms such as vomiting, nausea, confusion, flushed skin, rapid breaking, and racing heart rate.

Signs of Possible Heatstroke

  • feeling unwell after 30 minutes of resting in a cool place and drinking plenty of water.
  • not sweating even while feeling too hot.
  • a high temperature of 40C or above.
  • fast breathing or shortness of breath.
  • feeling confused.
  • a fit (seizure)
  • loss of consciousness.
  • not responsive.

Overall, you want to be cautious of your time in the heat and be sure to continuously stay hydrated and aware of how you are feeling. Don’t ignore the early warning signs. If you start to feel unwell, take a break and head to some shade or inside to cool down and always keep water nearby. 

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June 28, 2022

Many companies are actively hiring, especially now that we are in the busy summer construction season. And while the interview process is, of course, extremely important to get right, sending a thoughtful thank you email can often push you to the top of the consideration list and land you the job.

Here are a few key elements and tips to include in every thank you letter.

What to Include: A few things you’ll want to include in your email are a subject, personalized introduction, note of appreciation for their time, a recap of your qualifications and ways you could be of benefit, information for next steps, and additional ways to contact you.

Subject Line: In your subject line, you want to include a short message to say thank you, and maybe even remind them of who you are. Employers are often quite busy interviewing many candidates and receiving dozens of emails in a day, that by the end of the day they might not exactly remember how you met, that’s why you want to include this in your Subject Line. This way they are more inclined, not only to read the email but to remember before even opening, for example: “Thank You For the Interview” or “I Appreciate Your Time Today.

Introduction: Since you’ve met you want to introduce the email using the name the interviewer gave you, for example: “Good Afternoon/Good Morning (Insert Name Here)” or “Hello (Insert Name Here).” This just lets the interviewer know that you remember what they said and makes the email a more personalized experience for them.

Note of Appreciation: You’ll want to start the email by thanking the recruiter for their time. You could include the position title or something specific from the interview as a way of thanking them, for example: “It was a pleasure speaking with you today regarding the management position, I enjoyed discussing the needs of this role and how we can help the company excel…etc.” This allows for the interviewer to recall specific moments of the interview and lets them know you are truly interested in the position.

Recap: Next you want to recap your qualification and let them know why you would be a great fit for the position. Be sure to again mention something specific that you discussed in the interview and expand on it in the email, but in a concise manner. You want to be sure that this section is brief as they should have some notes on you already.

Information for Next Steps: If you had not discussed it already, you’ll want to follow up with the recruiter to find out the next steps and potential timeline so that you know what to expect next. If you have already discussed this at the end of the interview, you can let the employer know that you look forward to speaking with them in the next coming days or weeks, depending on what they mentioned for their timeline. This shows interest in the position and encourages the employer to reach back out to you, for better or worse.

Additional Ways to Contact: Finally, you want to give the recruiter a few additional ways to contact you if needed, for example, your phone number, in case they don’t already have it, or so that they can easily find it to follow up or make an offer. Let the recruiter know that you are available for any additional information or questions that they may have and that you look forward to speaking again.

Following these steps can help you create a thank you email that makes a good impression and hopefully a lasting impact on an employer. Often these follow-up emails are overlooked, but they are an essential part of the interviewing process and should be treated as such, so be sure to include the above points and make it personal to the hiring manager so that you stay on their mind during the selection process.

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June 20, 2022

New data released by the government shows that the Construction sector added 36,000 jobs nationally in May while the labor market remained tight. Overall, there are currently over 10 million job openings across the country and only 8.4 million people looking for work. From this, it is clear that job seekers are in demand and can be choosy about selecting their opportunities. For employers. the challenge is to create job opportunities that promote growth, have long-term stability and offer a good workplace environment.

Promoting Employee Growth

Enabling employees to grow their skills not only helps build their resumes but greatly enhances a firm’s ability to thrive. Employees that see opportunities to grow are far more likely to remain with a company. This reduces turnover and promotes higher quality work.

Here are a few ways to encourage employee growth:

  • Propose Regular One-on-one Meetings
  • Get Employees to Set Goals
  • Prioritize Skill Development
  • Offer Leadership Development

Enhancing Employee Stability

With a tight labor market, there is always a firm ready to offer more money. The challenge for employers is to focus on the employee experience. To optimize your employee’s experience, employers need to listen and respond quickly to employee ideas, feedback and requests.

While these practices may take more time, it is important to consider the cost of replacing good, trained employees. Retaining a good employee is far less expensive that recruiting a new hire.

Providing a Good Workplace Environment

Employees that work in a positive atmosphere typically are more productive, make fewer errors and are absent far less frequently. Here are a few ways to make sure your workplace is a positive environment:

  • Make onboarding a priority
  • Create open lines of communication
  • Recognize good work
  • Management must set a positive example
  • Actively support your employees efforts

While a tight labor market can be challenging, it can also be an opportunity to asses your firm’s workplace and look for ways to engage and retain the people that are fundamental to your success.

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June 6, 2022

At Condustrial, a full-service supplemental employer of construction, industrial personnel, we always have many different positions we are hiring for at all skill levels. Whether you’re searching for a position in construction, industrial, contracting, mechanical, or anything in between, here is a list of what we are hiring for along the entire East Coast:

The above positions are just a snapshot of all that we are hiring for currently across the Southeast. At varying schedules, experience levels, and pay-scales, we are sure you’ll find something that fits your needs with Condustrial. Visit our job postings page to view all of the positions we are hiring for in your area and get connected with an experienced recruiter to find your perfect fit today!

Job Seekers! Please complete the application below to get started with Condustrial.


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May 27, 2022

Since 1949, May has been dedicated as Mental Health Awareness Month, a time to recognize and be educated on those that struggle with mental health illness or concerns. Recently, employers have taken notice at the importance of maintaining employee’s mental health and implementing strategies to improve employee mental well being. Not only are mental health initiatives helpful to employees, but promoting mental health in the workplace can lead to several benefits for employers.

Impacts of Poor Mental health on the Workplace

Mental health issues influence employees lives inside and outside of the workplace. As an employer, it is important to recognize how mental health issues take a toll on employees and can negatively impact many work-related areas including:

  •   Decreased productivity and performance
  •   Decreased engagement with one’s work
  •   Poorer communication with coworkers
  •   Decreased physical capability and functioning

Employers need to take the importunity presented by Mental Health Awareness Month and look for ways to support their employees.

Here are a few ways to promote better mental health in your workforce:

  • Institute a “no-contact” policy for after work hours: For most employees, personal time valuable and very important to them and their mental health. They don’t want to go home after a long day and continue to be contacted when off their clock. This can cause stress and anxiety and overall lead to burn out over time. So, implementing a no-contact policy do after an employee leaves for the day can relieve those feelings of stress an anxiety.
  • Be Mindful of Your Words and Give Praise: For many employees, a simple praise can make a world of a difference on their day. So try checking in on your employees and check their behaviors for indicators of stress or anxiety so that you can determine if you may need to give this employee some mental health breaks in the coming future or maybe send the employee a mindfulness gift package with tools to help them cope with stress.
  • Employee Recognition: Words of praise can go a long way, so maybe the next time your employee completes a difficult or even simple task, let them know that they are appreciated by you and the company. Sometimes just a few encouraging words can remind an employee of their purpose within the company.
  • Encourage Fun and Team-Building Activities: Your employees may benefit from a break from the mundane 9-5 day, so maybe try taking them for a lunch break at a local restaurant or catering in the office. Try a team building exercise, such as a friendly office decorating competition or video game challenge. Maybe even allow your employees to bring their pets in for a day. Just some events that break up the typical workday in a fun and engaging way.
  • Host a Mindfulness Course: Another way to break up the typical workday that would be beneficial can be to host a mindfulness course with a speaker. You can invite someone into the office to show your employees different ways to manage stress, anxiety, and other mental health concerns both in the office and personally.
  • Mental Health Insurance Benefits: Probably one of the best ways to let your employees know that you care about their mental health is to offer insurance plans that pay for all or a portion of the cost to seek out treatment. Many that struggle with mental illness lack access to treatment for a variety of reasons, so eliminating a monetary burden can really make a huge impact on your employees and show care for their mental well-being. Additionally, offering paid mental health days that can be used without having to take accrued time off or a day without pay can make a huge impact as well.

Addressing your employees mental health concerns is important for your business and its employees. Employees with proper access to mental healthcare tend to perform better and can make the work environment a positive one which, in turn, assists your business and those within your organization.

If you are an employer interested in learning more about what you can do to better support your employees and promote mental wellness, you can find resources at www.mhanational.org and at workplacementalhealth.org.

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May 18, 2022

According to a model developed by the Associated Builders and Contractors, the construction industry will need to attract nearly 650,000 additional workers on top of the normal hiring pace in 2022 to meet the demand for labor. Studies show that this demand will be long lasting with the number of construction jobs expected to grow 11% between 2016 and 2026. With these numbers in mind, it may be a great time to consider a career in construction.

Do I need experience?

Formal training or experience is not required to get an entry-level construction job. Additionally, most employers offer training that allows employees to quickly get up to speed and gain valuable experience in high demand fields. Consider these trades as excellent ways to develop skills and gain work experience:

  • Traffic Controller or Construction Flagger
  • Cleaning Crew
  • General Laborer
  • Sheet Metal Worker
  • Flooring and Tile Installer
  • Painter
  • Insulation Installer
  • Asphalt Laborer
  • Landscape Laborer
  • Roofer
  • Solar Panel Installer

Whether you’re looking for work in manufacturing, construction, forklift operation, or you’re interested in other industrial job openings, we have the perfect fit for you. Click each city below to view current job opportunities.

Atlanta
Baltimore
Charlotte
Grand Strand (Myrtle Beach)
Greensboro
Lowcountry (Charleston)
Midlands (Columbia)
Upstate (Greenville/Spartanburg/Anderson)
Medical

After gaining experience, focus on specific fields

Once you gain experience in construction, it is a good idea to focus your efforts on specific trades in order to quickly advance your career. As you progress in the industry, also narrow your job search on the construction specialties you enjoy and are proficient. This will allow you to leverage your skill-set to find opportunities that pay well and best fit your career goals.

Get Started With Condustrial

Condustrial offers an easy way to kick-start your career in construction. We are now looking for looking for energetic and hard-working individuals to fill numerous positions that offer immediate start dates, benefits and training. Complete the form today and let Condustrial get your career in construction started.


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May 2, 2022

Within 2 years of its release on the App Store, TikTok became the most downloaded app with over 1 billion active monthly users. Since its creation, the app has truly transformed into a key marketing tool for businesses, brands, and even recruiters. That’s because the methodology for TikTok is simple: create engaging content. Whether it’s sharing those still popular dance videos or sharing an interesting tidbit about your product or service, TikTok’s algorithm will push your content to the right viewers and in turn, potentially help you get viral and reach new audiences.

So how does this help recruiters you ask? Well, if you’re hiring, chances are many of your candidates are already utilizing TikTok. Because of this, reaching out to your audience via TikTok can be a great way to recruit candidates and get your name out there. Companies like DuoLingo have mastered this by showing what a day in the life of their company looks like while creating funny and trendy content. But before you begin your engagement on TikTok you’ll want to do some research into what topics are trending on the app in your specialty. A great way to do this is by browsing relevant hashtags, such as #construction or #plumbersoftiktok, which have 23.1 billion and 342 million views respectively. Once you can get an idea of what topics are trending in your specialty, you can use this knowledge to create engaging content of your own. As a bonus, be sure to use those same hashtags in the caption of your post to boost engagement and chances of landing on the sought-after “For You Page,” i.e. where viral videos usually wind up.

Once you have an idea for what type of content to post, a few other key tips to get your videos seen are to utilize trending sounds and filters. Oftentimes TikTok will push the use of these trending sounds to users which will ultimately boost your engagement. So be sure to stay in the know of what’s trending.

It is also good practice to share content that revolves around your employees. Users and potential candidates want to know what it’s like to work for your company before they apply, so creating some content that features current workers can be very helpful. This can be anywhere from a day-in-the-life type of video to an explanation of why they enjoy working for the company or their job in general.

Some of your employees may create their own content, and you never know, one of them could have become viral/an influencer. If that is the case in your business, it’s never a bad idea to encourage their creativity by partnering with them on your company account. Your employee can then even take over your company account and create content that way sharing your business to their viewers that are already engaging with them. Even if you don’t have an influencer employee, you can also try to reach out to existing influencers that you enjoy the content of or that align with your companies goals to try and partner to share more about your brand, both of these strategies have been effective with brands like American Eagle, Aerie, and Kum&Go Convenience stores.

If your budget allows it you can even consider promoted posts on TikTok which have been proven extremely successful for many users. Alongside these, brands have come up with creative hashtags and challenges for other users to use and attempt to create a stream of potentially viral videos. For example, American Eagle’s brand Aerie created the #AerieREAL challenge which encouraged users to share videos of themselves feeling “real” while utilizing the hashtag. The company promoted a few of these posts of their own and ones where they partnered with influencers gaining a lot of traction and resulting in 8.4 billion videos using the hashtag.

The key to TikTok is truly about getting creative along with using the tips and tricks from above. While you may not go viral on every video, you’ll likely reach a much wider audience of candidates who are interested in working for your company and filling your open positions much faster.

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April 25, 2022

Understanding employee engagement is crucial for a companies success. No matter the industry, employee engagement impacts turnover rates, product quality, and overall productivity. Knowing how to identify, define and improve employee engagement can significantly impact your business.

In 2000, Gallup began tracking many types of workplace data from all over the U.S. to better understand workers, their needs, and their motivation. They researched and analyzed many workforce trends across the U.S. and laid out a framework on engagement metrics based on this data. Gallup concluded that there are three main types of engagement when it comes to most workers; actively engaged, not engaged, actively disengaged.

Three Types of Worker Engagement

  • Actively Engaged: An actively engaged employee is defined as someone who is passionate about their job. Typically these employees enjoy what they do and manage their tasks with a smile. These are employees who typically always do what they need to in order to make sure a task is complete and they will often go above and beyond in order to solve workplace challenges. They usually form strong relationships to their work and are usually the first to help address any need. As of 2021 Gallup reporting, on average 36% of employees are categorized as “actively engaged.”
  • Not Engaged: The second type of employee Gallup recognized is the non-engaged. The majority or workers fall into this category. The non-engaged employee is typically the person who is just going around in circles. They clock in, do their work, and clock out. This person typically is just there to do their job and put in their time. Many of these employees may have once been actively engaged, but no longer agree with where the business is headed, or where their position is headed. While they are not necessarily a bad employee, they are not long bringing the same energy and often need a push in the right direction to find their inspiration and purpose again. This type of employee makes up 51% of the workforce.
  • Actively Disengaged: This final type of employee is one that is an outlier, but can create a big impact on the team and overall performance. This employee is typically one that is overall unhappy with they’re employment and is not afraid to speak about it. These workers are typically under-performing and are usually seeking other means of employment. These employees may have once felt more engaged, but maybe felt cheated out of a promotion or raise, or may have just begun to no longer like what they do. These employees typically make the most mistakes and can cost the company the most. This type of employee may need some push in the right direction, but may end up leaving if that does not work. Only 13% of employees are actively disengaged.

Research confirms that engagement lowers employees’ intention to leave. The Corporate Leadership Council (2004) found that the most engaged employees are 87% less likely to leave their organization.

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Ways to Improve Employee Engagement

To improve employee engagement in your firm, evaluate how your workforce would answer the following questions and actively address the questions where answers are not clear:

• I have the resources and training to thrive in my role.

• I have the opportunity to do what I do best.

• I frequently receive recognition, praise and constructive criticism.

• I trust my manager and believe they have my best interests in mind.

• My voice is heard and valued.

• I clearly understand the mission and purpose and how I contribute to each.

• I have opportunities to learn and grow both personally and professionally.

Being able to understand the levels of employee engagement within your company can be a huge part of your form’s success. By understanding and being able to address areas where employee engagement is not optimal, your company can see great increases in employee retention, productivity and quality.

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