Labor Market Archives - 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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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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March 15, 2022

With many companies hiring for positions and the job market has changed overall due to the pandemic, entering into a new industry can seem difficult. Fortunately, it’s likely your existing skill-set can help you in more ways than you think.

Recognize Your Skills

Start with identifying your current skills. These skills can come from your current job, how you relate to others, hobbies, how you manage tasks, and any other learned skills. To help identify these maybe write down a list of things you’d say you’re skilled in and then categorize them by the following:

  • Functional Traits: this includes skills such as problem-solving, basic bookkeeping, customer service, communication, and more. These skills are typically the most transferable and what most employers list on job descriptions.
  • Personality Traits: This is how you are as a person, are you organized, a great listener, attentive, punctual, etc. These are great skills to showcase for many different positions and can help differentiate you from other applicants.
  • Learned Knowledge: Maybe you took a course in Microsoft in high school, or you have a degree of some sort, learned knowledge is exactly what it says, knowledge that you’ve learned or studied.

Next Steps: Finding That Next Opportunity

Once you’ve identified your skills and have categorized them, you will have a better understanding of yourself and can match your skills up to what employers are looking for.

Start by looking at some job boards and reading job descriptions, see anything that matches yours? Try to find positions with as many matches as possible to increase your chances of being hired. Be sure to broaden your horizons and look at positions that are similar to your skill-set, some may use different descriptors and synonyms so look out for those too. You may be surprised at how many positions you qualify for based on your current skills.

If you don’t see jobs matching your current skills, view this as an opportunity to enhance what you know by getting more training or certifications. Moving into a new industry can seem difficult but it can also lead to exciting new opportunities that will provide financial stability and personal fulfillment. Identifying your skills and identifying the gaps is a great way to get started on a new career path.

Searching for a new position using your current skill set? View all of our current opportunities at condustrial.com/job-listings

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March 3, 2022

March is Women’s History Month and March 8 is International Women’s Day and we want to showcase all the hard work that women do in the workplace, especially in male-dominated industries such as manufacturing. Adding women to your workforce is an important factor in a company’s success. A Deloitte study of 600 women in manufacturing and 20 executives in manufacturing found gender diversity improves innovation, return on equity and profitability for manufacturing organizations.

Many jobs in manufacturing can easily be filled by women, yet often women are paid less or the positions are perceived as “masculine” positions which can deter women from applying. Unfortunately, these perceptions can leave companies with positions to fill. A solution to filling manufacturing employment vacancies could be to target women for these positions by implementing changes in the workplace that make manufacturing jobs more flexible and attractive.

Here a few solutions for attracting more women into the manufacturing space, allowing you to possibly address your hiring needs.

Work-Life Balance is Important

Many manufacturing jobs are perceived as old-school and often follow more traditional job roles which includes a lack of a work-life balance. This can be a large deterrent to women who are often also running a household and raising children. In fact, a recent study found that 37% of women who leave the manufacturing sector cite poor work-life balance as their reason for exiting the field. Understanding the demands of home and work that are placed on women is important and companies that address those demands can see a huge impact in the female response to job postings.

Women are also not the only ones that consider work/life balance as an important factor to a job hiring process. Younger generations are also highly considering this balance when evaluating career choices and applying for new jobs.

Market Your Job Openings to Women

Women need to know that other women already hold manufacturing positions at your facility and are thriving. Utilizing your existing workforce of women to attract others is definitely beneficial. Women value the opinion of others and want to hear testimonials and first hand experiences before diving into a new career. Let them hear from a current employee about your work environment and work/life balance philosophy. These type of testimonials can be a powerful recruiting tool and should lead to better hiring success.

  • Highlight female leaders on a company website and in marketing materials
  • Promote examples of gender inclusivity in job descriptions
  • Feature factors that are important to female job seekers in job descriptions

Look at Adding Benefits that Support Women

Companies need keep an open mind to new trends for women in the workplace. Those trends can include things such as childcare onsite, longer maternity leave, paid family time, etc. These are things that women truly look for and highly consider when taking a new job.

Place Women in Leadership Positions

Nearly 72% of women in manufacturing believe they are underrepresented in their organization’s leadership team. This belief is a fundamental reason many highly qualified women do not explore employment opportunities in manufacturing. However, not only will having women in leadership roles help you attract more females to your firm, the Deloitte report found that when women are placed in leadership roles in manufacturing, companies experienced several benefits:

  • 88%: diverse perspectives in decision making
  • 84%: innovative and creative approaches and solutions
  • 74%: balanced organizational management
  • 49%: improved financial performance

Women are an essential piece to the puzzle for so many companies hiring needs. Closing the gender gap in male-dominated industries can be a key to a company’s hiring success. Encouraging women to apply at your company can contribute to growth in your businesses, provide a more stable workforce and lead to long-term success.

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February 16, 2022

Dozens of companies are hiring for staff to fill their open positions and although you may initially think that you’d be under-qualified or overwhelmed by certain jobs, you may be surprised at the opportunities that exist. There is a high demand for new employees and many employers are hiring candidates with little to no prior experience. This gives you room to break into a new field and learn something new and possibly enhance your current skill set.

Entry-level jobs are projected to see large employment growth over the decade and many provide a great salary. According to the U.S. Bureau of Labor Statistics Occupational Outlook Handbook, May 2020 , here are the Top Ten In-Demand Construction Jobs

PositionMedian SalaryAdditional Jobs 2020-2030Education Needed
Construction Manager$97,18051,400Bachelor’s Degree
Construction Laborer/Helper$37,080109,100High School Diploma
Electrician$56,90066,100High School Diploma
Equipment Operator$49,10024,900High School Diploma
Glazier$46,0802,500High School Diploma
Painter$42,13018,300Not required
Plumber/Pipefitter/Steamfitter$56,33023,400High School Diploma
Sheet Metal Worker$51,3704,800High School Diploma
Solar Photovoltaic Installer$46,4706,100High School Diploma
Structural Iron and Steelworker$53,2105,400High School Diploma

Thankfully, Condustrial has dozens of positions in your area that are hiring for entry-level positions in industries such as:

Plumbing

Construction

Electrical

Maintenance

Medical

Warehouse work

Carpentry

Industrial

And many more

With Condustrial, finding a new job in any of the above fields has never been easier, simply apply online from any device and get connected with an experienced representative to help you find a great new position.

We’re hiring for positions in and around the following cities. Click on a city near you to view our current job openings:

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

Interested in starting your next rewarding career? Apply online today by visiting: condustrial.com/job-listings

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January 28, 2022

As a manager or supervisor, it’s important to always be aware of how your employees are feeling about their job. Oftentimes these are tell tale signs of whether an employee is planning on staying with the company or not. Oftentimes a brief check in with your employees on a regular basis will give you an understanding of how things are going under your or someone else’s management. During these discussions many employees may even give valuable input on practices that could be improved, supervisors should value their employees input and truly take their suggestions to heart. In turn this will lead to higher retention rather than having high turnover rates. In the end, this will save the company not only time and money, but also will allow for a trust to be built among all members of the workplace.

To better understand what your employees are looking for in long term positions, you need to know what factors lead employees to quit. Here are the top 3 reasons why employees quit and what hiring managers should be looking out for to increase employee retention.

Pay Rate
While rate of pay isn’t always the most important thing to a job seeker, it is often very important to those making a job decision. Pay rate not only helps the employee provide for themselves and their family, but also is a way of the employer letting them know they are doing a great job. Especially in today’s times with services like Glassdoor, employees know how much they are worth and what their anticipated salary should be. From a business perspective, the cost of replacing a good employee can be up to 2 times the employee’s salary, between paying others overtime to cover the costs of being understaffed and paying for new-employee training.

Job Conditions
Conditions and circumstances of a position can change regularly as the company grows, as people leave, etc. Sometimes this change can create a new environment that employees don’t like. Additionally, if the position they are in lacks rooms for growth and advancement, which often happens in manufacturing type jobs, then employees may want to seek out other opportunities. Much of this is hard to control from a business perspective, but where there are opportunities to recognize employees dedication and hard work, managers should do so to encourage their employees.

Work Value 
Most people want to feel valued in their work, they want to feel appreciated, and that what they do has a purpose for them, while not feeling under pressure or over stressed by their workload. It’s important for managers to let their employees know that they are doing a good job and to also recognize when they are feeling stressed out. Managers should check in on their employees mental health and feelings towards their jobs to know if adjustments need to be made. The work culture should also be created to make employees feel comfortable enough to speak up when something is troubling them or they are feeling undervalued. Sometimes this aspect of work and appreciation can go even further than a raise and can keep some of the best employees. This also creates a healthy work environment with open communication for all.

While there can be things out of the manager or boss’ control that lead to employees quitting, there are many things a manager can do to check in on their employees and listen to their needs to discourage them from wanting to leave. Creating a positive culture within a work environment is extremely important, especially within younger generations seeking employment. Understand the three above mentioned reasons why employees quit is key to ensuring higher levels of employee retention and getting more potential job-seekers interested in working for you. 

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December 10, 2021

It’s hard to believe that 2022 is already knocking on our doors, but in just mere days it will be here. With the last couple of years showing drastic changes in the workforce, many hiring and employment trends should continue and even accelerate as we enter the new year. Here are what experts are saying you can expect to see in your workplace over the coming year.

Resignations Should Continue to Rise in the Workplace

One trend that is likely to continue is the rise of workplace resignations. Worker resignations are creating shortages and many experts expect to see a great increase of employee power. Employees will likely start to require more incentives in order to be employed. This includes better pay, better benefits, better work-life balance, and more in order to retain and attract new employees.

Healthcare Positions Will Continue to Be in High Demand

It is likely we will see a trend in hiring for healthcare professionals, healthcare supporting fields, and construction as many of these positions opened up as a result of the pandemic. This will allow for less competition in these fields and better opportunities to negotiate benefits and salary.

Remote Work is Here to Stay

We will also likely see an increase and continuation of remote employment in certain industries, some even moving to more permanent remote positions with the ability to hire anyone from anywhere.

Firms Will Be Under Pressure to Stay Competitive for Good Employees

For the most part, this has been a beneficial time for many employees searching for new positions and many are starting to recognize that they may be undervalued in their current roles. Higher demand and increasing pay-rates have lead many to seek positions that provide an increase in pay and benefits. While a boon to workers with in-demand skills, this trend has put pressure on firms looking to hire and retain good employees. Look for this trend to continue throughout 2022.

If you’re searching for a new position in the healthcare and construction fields or and employer looking to enhance your current staff, please check out our website to view all of the high quality and competitive opportunities available at Condustrial.com.

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November 18, 2021

The ongoing pandemic has continued to cause millions of staffing shortages both nationally and internationally. In fact there are currently 10.4 million job openings in the United States.

Companies are seeing delay in product delivery, longer wait times, and shorter patience from consumers and while the impacts have been long lasting, there are a group of individuals who can actually benefit from the need for employees: job seekers. Those who are currently looking for employment are in luck as there are countless more opportunities available now than there has been in many years. In fact, many are taking the opportunity to start on a new career path.

Here’s why a hiring surplus may be the perfect time to explore new opportunities.

More Opportunities, With Less Education
In the past, many positions frequently had an education requirement, whether that means a GED/High School Diploma, 2 Year Degree, or higher, many companies are now finding themselves needing employees that may not fit into their preferred level of education. This can be beneficial to job seekers as new opportunities that they may have not previously been considered for are now available and more easily attainable.

Employment Incentives
In addition to decreased education requirements, employers that are really struggling to find employees are also now offering sign-on bonuses. Some places, like select McDonalds locations, are offering a $500 sign-on bonus after your first 60 days as a way to attract and retain new employees. Which makes the already small candidate pool more competitive, but benefits those job seekers.

Competitive Wages & Benefits
In an effort to keep up with companies offering sign on bonuses and other opportunities, many companies are also offering more competitive wages and better benefits packages to new employees who start for a certain period of time. This is a great increase across the board as discussions of inflation have begun and job seekers are wanting positions that ensure a higher quality of life.

Overall, if you were already interested in seeking new employment or an opportunity to advance in your career and other factors related to the above may have stopped you from doing so before, now is your chance. Many job seekers have already capitalized on increased wages and will continue to do so as it is likely this season of shortages will create long lasting effects on the job market. If you are searching for a position in your area with competitive pay and benefits, some even offering sign-on bonuses, visit our website to learn more: condustrial.com/job-listings

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September 15, 2021

As an ongoing side effect of the pandemic, many companies are still facing employee shortages around the country. Many employees are finding remote positions, are seeking other opportunities, or are still have health concerns. This makes things a bit more challenging for the already overworked hiring manager and other staff. So what are you to do to get more people to join your team? We’ve come up with a few tips to get your company staffed throughout the upcoming season.

Tip 1: Avoid “Bad Hire” Costs: A good way to save time in your hiring process is to try to avoid the costs of a hire that doesn’t work out. While sometimes this can be unavoidable, hiring someone that doesn’t end up staying with your company can be costly. Take some time to really find the right fit by reviewing all applicants and you’ll end up saving in the long run.

Tip 2: Clearly Define Job Duties: Employees want to know exactly what they are getting into when searching for a job. It’s often that an employee accepts a position and then ends up doing something entirely different. While this is sometimes unavoidable with staffing changes and company growth, being as up front and honest with an employee as possible will really let them know that they are getting into, will develop trust in the company, and will lead to increased employee retention.

Tip 3: Improve Employee Retention:  Hiring new employees can often cost your company much more than keeping your existing employee base. But, you also want to implement practices that keep your current employees satisfied in working for you and your company. Some ideas to implement this include holiday parties or bonuses, recognition of a job well done, annual salary increases, etc. Your employees want to know that they mean something to you and your company. A little employee recognition can go a long way.

Tip 4: Know Your Brand: An important key is getting good employees and increasing employee retention is to understand who you as a company and really sell that. Try focusing on why an employee should work for you and why your company stands out from the rest. Additionally, highlighting your brand and marketing your hiring process will make a potential employee more likely to apply as they feel they recognize who your company is and may feel a higher trust.

Tip 5: Get Creative: Especially in today’s staffing climate, companies are coming up with new and creative ways to fill their staffing shortages. Some companies are adding signage, offering incentives and sign-on bonuses, offering increased wages, and so much more to get employees in the door and ready to work. This is important and a good way to keep up with the competition of other companies who are also seeking good employees and staff.

Overall, the current state of staffing is making big shifts in how employees value their work and their job duties, so being clear and honest can go a long way. Most employees want to get back to work but are starting to understand that their value goes beyond what they do, and many companies are going to have to shift to new strategies of employee retention and employee interest.

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August 25, 2021

Throughout the pandemic, many jobs and workplaces have had to make Covid-19 appropriate changes to their workforce. However, none have changed quite as drastically as the healthcare industry. With increased focus on keeping all patients and yourself as healthy as possible, while implementing dozens of new safety precautions all with a huge increase in demand, it can be extremely hard to continue your care for others and keep a check on your own mental health. According to the American Holistic Nurses’ Association, nurses are experiencing workplace stress at higher rates than most other professions.

Here are a few ways you can give yourself a mental health break, maintain focus and feel less overwhelmed.

Deep Breaths: While it may be easier said than done, try to find about 10 minutes in your day or when you’re starting to feel overwhelmed and just take a few deep breaths to clear your head. Sometimes just focusing back on ourselves and taking a moment to clear our minds can drastically change the way our day is going. If you have the ability, try taking a quick break out to your car and just sit and breathe.

Time to Yourself: On your days off, try to prioritize yourself. Take the day to do something you love and leave your phone in your pocket so you have less distractions while doing so. Whether it’s a good yoga class, a hike, or just staying home and watching your favorite streaming service, take the day and relax while doing something mindless, if that’s what you like.

Be Mindful Of Your Basic Needs: 4 words: hydration, rest, nutrition, exercise. When feeling so busy and overwhelmed it can be difficult to remember to take care of your own body. You may often find yourself wondering when your last meal was, but knowing you don’t have time for one right now, but try to be more mindful of giving yourself the nutrients you need to move forward. Especially when you’re running a mile a minute, maybe literally, please remember to drink water so that your body runs at its peak performance to keep you going. On your days off, or hours away from home try to remember to get enough rest, try not to think too hard about things going on at work as they’ll be there for you the next day. Getting a full night of restful sleep can mentally prepare you to tackle almost anything the next day. And as a way to keep your body running smoothly while undergoing a lot of stress, try using exercise as an outlet. This can ease your mind and tension, while keeping you in shape and healthy.

Talk to Someone:  Whether it be a family member, friend, or a professional, try to talk to someone about your current situation. Oftentimes talking about things out loud will allow you to letgo and not worry so much about them. At the end of the day we are all humans and make mistakes, but being able to talk about them will take focus off of them and ease your worry. You don’t even have to talk about work stress, but just having a human connection with someone you may not be able to see can really be grounding and bring you back to reality.

While those in the healthcare industry are working extremely hard to keep us safe, we hope our healthcare friends utilize the tips and tricks to stay calm and try not to feel so overwhelmed.We give major kudos to our friends in the healthcare industry and know that we truly could not be making it through the pandemic or life without you.

If you are searching for a rewarding career in the healthcare/nursing industry visit our job postings to see what positions are available.

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