Your individual personality is a combination of your unique characteristics, thoughts, feelings, and behaviors. Over time, as a result of a series of influences including your environment, your experiences, and genetics, your personality develops. To better understand the complexity of someone’s personality, there is the option to take a personality test. Personality tests are an interesting tool to learn more about yourself and others. They can be used in a number of different settings, but if they’re going to be implemented in the workplace, employers and employees should recognize how they work, and how they can best serve their purpose in working together to reach a common goal. 

What to Know About Personality Tests

The phrase “You’ve got mail” was three and a half words that triggered a revolution. What started out as messages from Grandma and Grandpa and chain letters from friends has evolved, and now every company, charity, philanthropy, and social media is vying for the attention of inbox eyeballs on a daily basis. And as recruiters/agencies—the competition is just as steep.

Marketing job opportunities via email is in the same competition.  59% of marketers qualify email as the most effective channel to reach their targets and consumers prefer email 9 to 1 as to how to receive updates from brands. Just because it works doesn’t mean that all emails perform the same. What does an email marketing campaign need to catch the attention of the target candidates and compel them to click and apply?

Gen-Z is the generation born between 1996 and 2012. Currently the oldest members of this generation are 25-ish, which is the age when most people are entry level employees and are at the beginning of their careers. However, Gen-Z won’t be as eager to join your company compared to the previous generation—Millennials. There are some things companies should get aligned now that this generation are becoming job seekers.

It feels like only yesterday I was making recommendations about how to make yourself comfortable and effective as we all shifted to work from home 100%. I bet you’ve changed and tweaked and reconsidered your work from home space a bunch since then, I know that I have. I used to make a rule about the dog not being in the office during office hours, and, well, he’s in my lap right now. Things change.

For a great many of us, things are about to change once again. We’re headed back to the office into a hybrid schedule—some balance of working from an office again, and working from home still. In preparation for the switch, here’s some tips to get you ready.

We’ve heard the term a thousand times by now: “workplace culture”. However, when was the last time you stopped to truly evaluate yours? Whether you’re a startup CEO establishing it at your own business or a first day new-hire getting a feel for it at your company, it’s important to consider workplace culture and modify it as times and employee needs progress. Healthy culture plays a crucial role in employee satisfaction, productivity, and longevity. With so many employees working remotely since 2020, the typical office structure has been turned on its head. Whether your company is returning to the office, continuing remotely, or adapting a hybrid model, here are four tips to upgrade your workplace culture this year:

The other day I was driving down the street and I saw a national pizza shop chain offering iPhones to new hires. I’ve seen signs in windows offering $500 to new hires. I was in a meeting with my boss talking about his niece who was considering signing a contract as a nurse for unlimited hours because the pay was too good to refuse. Everywhere you look—there’s a shortage of candidates and hires. What’s the best offering to get them in your pipeline?

This past year has been weird. Back in March of 2020, hiring slowed way down, and we lost a lot of colleagues because none of us knew what was next. How could anybody accurately predict how the economy would react in the short or long term in light of everything? A year and some months later, and we’ve flipped to clamoring for candidates to staff back up as quickly as possible—and truth be told, it is proving hard to find enough!

I’m sure you’re all doing your due diligence—posting those jobs, offering signing bonuses, sending out text campaigns, giving your current employees raised incentives to bring in their friends and connections.

But what have we not considered?