In this article, we will explore the importance of using a professional recruiter to find and hire exceptional talent in these industries. From their expertise in candidate sourcing and screening to their ability to streamline the hiring process, professional recruiters bring immense value to organizations seeking to build high-performing teams.

1. Access to a Vast Network and Industry Knowledge: Professional recruiters have extensive networks and industry knowledge, allowing them to tap into a pool of qualified candidates that might not be readily available through traditional job postings. Their connections and relationships within the industry enable them to identify and reach out to top talent who may not be actively seeking new opportunities. By leveraging their network, recruiters can significantly expand the candidate search and attract highly skilled professionals who are a perfect fit for the specific requirements of the construction, engineering, and environmental industries.
2. Expertise in Candidate Screening and Evaluation: Recruiters possess the skills and experience necessary to effectively screen and evaluate candidates. They thoroughly review resumes, assess qualifications, and conduct preliminary interviews to identify the most suitable candidates for the role. Recruiters are adept at identifying not only technical skills but also essential soft skills such as communication, problem-solving, and teamwork, which are crucial in these industries. Their expertise ensures that only the most qualified and competent candidates move forward in the hiring process, saving valuable time and resources for the organization.
3. Streamlining the Hiring Process: Hiring exceptional talent requires a well-structured and efficient hiring process. Professional recruiters have the knowledge and tools to streamline the entire process, from creating compelling job descriptions to managing interview schedules and reference checks. They act as a liaison between the organization and the candidates, coordinating interviews, providing timely feedback, and ensuring a smooth candidate experience. By managing the logistics and administrative tasks, recruiters enable the hiring team to focus on evaluating candidates and making informed decisions.
4. Confidentiality and Discretion: In certain situations, organizations may need to maintain confidentiality during the hiring process, such as when replacing a key position or expanding into new markets. Professional recruiters understand the importance of discretion and can navigate the hiring process while preserving confidentiality. They can handle sensitive information with utmost care and only disclose information to candidates on a need-to-know basis, ensuring the organization’s reputation and privacy are maintained.
5. Negotiating and Securing Top Talent: Recruiters are skilled negotiators who can facilitate the offer process and secure top talent for the organization. They have a deep understanding of industry standards, compensation packages, and market trends. Recruiters can effectively communicate with candidates, address any concerns or questions, and negotiate competitive offers that align with both the candidate’s expectations and the organization’s budget. Their expertise in negotiation ensures a smooth transition from the candidate’s acceptance of the offer to their successful integration into the team.
6. Time and Cost Savings: Partnering with a professional recruiter can save organizations significant time and cost in the hiring process. Recruiting professionals have the resources and tools to efficiently attract, screen, and evaluate candidates. By outsourcing the hiring process, organizations can focus on their core business activities while the recruiters handle the time-consuming tasks associated with finding exceptional talent. Additionally, the cost of a bad hire can be detrimental to an organization. Recruiters help mitigate this risk by thoroughly assessing candidates and ensuring they possess the necessary skills and cultural fit,

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In this article, we will explore various strategies and practices to foster a strong sense of belonging in the workplace. By implementing these approaches, organizations can build a supportive and inclusive environment where employees feel like they are part of a cohesive community.

1. Cultivate a Welcoming and Inclusive Culture: Develop an organizational culture that values diversity, inclusivity, and respect. Encourage open communication, empathy, and understanding among team members. Promote a zero-tolerance policy for discrimination or harassment. Create employee resource groups or affinity networks that celebrate different backgrounds, interests, and identities. A welcoming and inclusive culture lays the foundation for a sense of belonging to flourish.
2. Promote Meaningful Connections: Encourage regular team-building activities, both formal and informal, to foster connections among employees. Organize team lunches, virtual coffee breaks, or social events where colleagues can interact on a personal level. Encourage cross-functional collaboration and provide opportunities for employees to work on projects or initiatives outside their immediate teams. Building strong interpersonal relationships encourages a sense of camaraderie and belonging.
3. Foster Collaboration and Communication: Establish a collaborative work environment where individuals feel comfortable sharing ideas, asking for help, and offering support. Implement tools and platforms that facilitate seamless communication and knowledge sharing across teams. Encourage regular team meetings, brainstorming sessions, and feedback exchanges to create a sense of collective contribution and shared goals. Collaboration and open communication strengthen the bonds among team members and enhance their sense of belonging.
4. Recognize and Appreciate Contributions: Acknowledge and appreciate the contributions of employees at all levels of the organization. Implement recognition programs that celebrate achievements, milestones, and exceptional performance. Encourage team members to express gratitude and provide peer-to-peer recognition. Recognizing individuals’ efforts and accomplishments fosters a positive work environment and reinforces a sense of value and belonging.
5. Provide Opportunities for Growth and Development: Invest in the professional development of employees by offering training programs, mentorship opportunities, and career advancement paths. Provide regular feedback, performance evaluations, and opportunities for skill-building. Employees who feel supported and encouraged in their career growth are more likely to develop a sense of loyalty and belonging to the organization.
6. Embrace Employee Voice and Input: Create channels for employees to share their opinions, suggestions, and concerns. Implement employee feedback surveys, suggestion boxes, or regular check-ins. Actively listen to their input and demonstrate that their voices are heard and valued. By involving employees in decision-making processes and incorporating their feedback, organizations empower individuals and foster a sense of ownership and belonging.
7. Celebrate Diversity and Foster Inclusion: Embrace and celebrate the diversity of your workforce. Create opportunities to learn about different cultures, traditions, and perspectives. Implement diversity training and workshops to raise awareness and promote inclusive behaviors. Provide resources and accommodations to support employees with diverse needs. By fostering an environment where everyone feels seen, heard, and included, organizations cultivate a strong sense of belonging for all employees.

In conclusion, creating a sense of belonging in the workplace is crucial for employee engagement, satisfaction, and overall organizational success. By cultivating a welcoming and inclusive culture, promoting meaningful connections, fostering collaboration and communication, recognizing contributions, providing growth opportunities, embracing employee voice, and celebrating diversity, organizations can build a strong sense of belonging among their workforce.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In this article, we will explore seven effective ways to welcome a new employee to the team. By implementing these strategies, you can create a welcoming and engaging environment that promotes a smooth transition and fosters strong working relationships.

1. Pre-arrival Communication and Preparation: Begin the welcoming process even before the new employee’s first day. Send them a personalized email or welcome package that includes important information such as their start date, dress code, and any required documentation. Ensure that their workspace is clean, organized, and equipped with the necessary tools and supplies. By communicating and preparing in advance, you demonstrate your organization’s attention to detail and dedication to providing a positive onboarding experience.
2. Introduce the Team: Arrange a team meeting or virtual introduction to help the new employee get to know their colleagues. Encourage team members to share a bit about themselves, their roles, and their areas of expertise. This introduction helps foster connections and create a sense of belonging from the start. Consider providing the new employee with an organizational chart or team directory to facilitate further networking.
3. Assign a Buddy or Mentor: Pair the new employee with a buddy or mentor who can guide them during their initial days. This individual should be a friendly and knowledgeable team member who can answer questions, offer advice, and help the new employee acclimate to the team’s dynamics and culture. The buddy or mentor can provide support, introduce them to key stakeholders, and serve as a go-to resource for any concerns or challenges.
4. Provide a Comprehensive Orientation: Conduct a thorough orientation session to familiarize the new employee with the company’s mission, values, policies, and procedures. Cover important information such as IT systems, security protocols, and available resources. Introduce them to key departments, facilities, and support staff. A comprehensive orientation ensures that the new employee understands the organizational structure, sets clear expectations, and feels confident in navigating their new workplace.
5. Schedule One-on-One Meetings: Arrange individual meetings between the new employee and key team members, including their supervisor, colleagues from other departments, and key stakeholders. These one-on-one meetings allow for personal introductions, discussions about roles and responsibilities, and the opportunity to clarify expectations. Encourage open communication and provide the new employee with an opportunity to ask questions, seek guidance, and establish professional connections.
6. Encourage Team Bonding Activities: Promote team bonding and collaboration by organizing activities outside of regular work hours. This can include team lunches, virtual coffee breaks, or after-work social events. These informal settings provide an opportunity for team members to connect on a personal level, build relationships, and establish a sense of camaraderie. Team bonding activities create a positive and inclusive work environment that supports collaboration and enhances productivity.
7. Support Professional Development: Demonstrate your commitment to the new employee’s professional growth by providing opportunities for skill development and career advancement. Discuss their long-term goals and aspirations, and identify areas where they can further develop their skills. Encourage participation in training programs, workshops, or conferences relevant to their role. Offer mentoring or coaching opportunities to support their professional development journey. Supporting their growth not only shows your investment in their success but also enhances their motivation and engagement within the team.

In conclusion, welcoming a new employee to the team sets the tone for their experience within the organization. By implementing these seven strategies, you can create a exception workplace in which employees will thrive in their jobs.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In this comprehensive article, we will explore the key steps and strategies to conduct an effective performance appraisal process. From goal setting to providing constructive feedback and creating development plans, we will provide actionable tips and insights to help managers and HR professionals master the art of conducting performance appraisals.

1. Set Clear Performance Expectations: Establishing clear performance expectations is the foundation of an effective performance appraisal process. Clearly define job responsibilities, key performance indicators (KPIs), and goals in collaboration with employees. Ensure that these expectations are aligned with organizational objectives and provide employees with a clear understanding of what is expected from them. Transparent communication and goal alignment are critical for a successful appraisal process.
2. Gather Objective Data: Collecting objective data is essential for conducting fair and accurate performance appraisals. Use a combination of quantitative and qualitative data, including performance metrics, project outcomes, customer feedback, and behavioral observations. Avoid relying solely on subjective opinions or personal biases. Use performance management systems, self-assessments, and feedback from peers and stakeholders to gather a comprehensive view of an employee’s performance.
3. Provide Regular Feedback: Regular feedback should be an ongoing process rather than a once-a-year event. Establish a culture of continuous feedback where managers provide constructive input and guidance throughout the year. Timely feedback allows employees to make necessary improvements and align their performance with expectations. Incorporate both positive reinforcement and areas for development in your feedback, focusing on specific behaviors and outcomes.
4. Conduct a Structured Performance Review Meeting: The performance review meeting is a critical component of the appraisal process. Prepare for the meeting by reviewing the employee’s performance data, feedback, and self-assessment. Create a structured agenda that covers the employee’s achievements, strengths, areas for improvement, and development opportunities. Encourage open and honest dialogue, allowing employees to share their perspectives and aspirations. Use active listening techniques to understand their viewpoints and address any concerns.
5. Focus on Strengths and Areas for Improvement: During the performance appraisal, strike a balance between recognizing an employee’s strengths and identifying areas for improvement. Celebrate their accomplishments and contributions to boost morale and motivation. Discuss areas where improvement is needed, providing specific examples and actionable suggestions. Collaboratively set performance improvement goals that are challenging yet attainable.
6. Develop Personalized Development Plans: A performance appraisal should serve as a foundation for employee development. Work together with the employee to create a personalized development plan that outlines actionable steps for enhancing skills and addressing development needs. Provide resources, training opportunities, and mentorship to support their growth. Regularly revisit the development plan and track progress during follow-up discussions.
7. Document Performance Appraisal Results: Maintain accurate and thorough documentation of the performance appraisal process. Document the performance review meeting, including key discussion points, agreed-upon goals, and development plans. Keep a record of performance data, feedback, and any other relevant information. Documentation serves as a reference for future appraisals, performance discussions, promotions, and compensation decisions.
8. Follow-Up and Follow Through: Ensure that the performance appraisal process does not end with the review meeting. Schedule follow-up meetings or check-ins to track progress on goals and development plans. Provide ongoing support, guidance, and coaching to help employees succeed. Encourage open communication and address any challenges or roadblocks along the way. Regular follow-through demonstrates commitment to employee growth and reinforces the importance of performance

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In this comprehensive blog post, we will explore effective coping strategies specifically tailored to the challenges faced by individuals in the construction, engineering, and environmental industries. From resilience-building techniques to seeking support and embracing personal growth, we will provide actionable tips and insights to help professionals overcome career baggage and thrive in their careers.

1. Acknowledge and Understand Your Career Baggage: The first step in coping with career baggage is to acknowledge and understand the challenges you’re facing. Take the time to reflect on past experiences, setbacks, or disappointments that may be impacting your mindset and professional growth. Identify any emotions, beliefs, or self-limiting thoughts associated with these experiences. By gaining awareness of your career baggage, you can begin the process of healing and moving forward.
2. Reframe Setbacks and Failures: Reframe setbacks and failures as opportunities for growth and learning. Instead of dwelling on past mistakes, focus on the valuable lessons they provide. Embrace a growth mindset that sees challenges as stepping stones to success. Recognize that setbacks are a natural part of any career journey and that they can ultimately lead to personal and professional development.
3. Seek Support and Mentorship: Don’t hesitate to reach out for support and guidance from mentors, colleagues, or industry professionals. Seek individuals who have faced similar challenges and can offer insights based on their experiences. Engage in open and honest conversations to gain fresh perspectives and advice. Join industry-specific associations, networking groups, or online communities where you can connect with like-minded professionals who can provide support and encouragement.
4. Invest in Continuous Learning and Development: Continuously invest in your professional development and skills enhancement. Stay updated with the latest industry trends, technologies, and advancements. Attend conferences, seminars, and workshops to expand your knowledge. Pursue additional certifications or advanced degrees to demonstrate your commitment to growth. The process of continuous learning not only enhances your expertise but also boosts your confidence and empowers you to overcome any perceived limitations.
5. Practice Self-Care and Well-being: Prioritize self-care and well-being to maintain a healthy work-life balance. Engage in activities that promote physical, mental, and emotional well-being. Make time for regular exercise, relaxation techniques, and mindfulness practices to manage stress effectively. Set boundaries to prevent burnout and create a supportive environment that nurtures your well-being. Remember that taking care of yourself is crucial for long-term career success and fulfillment.
6. Set Realistic Goals and Celebrate Achievements: Set realistic and achievable goals aligned with your personal and professional aspirations. Break them down into smaller milestones to track your progress. Celebrate your achievements, no matter how small, as a way to acknowledge your hard work and maintain motivation. Avoid comparing yourself to others, as each career journey is unique. Focus on your individual growth and progress.
7. Embrace Resilience and Adaptability: Develop resilience and adaptability as essential skills in coping with career baggage. Learn to bounce back from setbacks and navigate challenging situations. Embrace change and embrace new opportunities for growth. Cultivate a positive attitude and a willingness to adapt to changing circumstances. Focus on developing problem-solving skills and a flexible mindset that allows you to thrive in the face of adversity.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

. In this blog post, we will explore the importance of offboarding and why it should be considered as crucial as onboarding. From maintaining positive employer branding to preserving institutional knowledge, we will discuss the benefits of a comprehensive offboarding strategy.

1. Preserving Institutional Knowledge: Offboarding plays a critical role in preserving institutional knowledge within an organization. When employees depart, they take with them valuable insights, experiences, and expertise that may be crucial to the organization’s success. A well-structured offboarding process ensures that departing employees have the opportunity to share their knowledge with their successors and document important information. By capturing and transferring institutional knowledge, organizations can minimize the loss of critical information and maintain continuity in operations.
2. Fostering Positive Employer Branding: Offboarding presents an opportunity to leave a lasting impression on departing employees, which can significantly impact an organization’s employer branding. How employees are treated during their exit can influence their perception of the company and the way they speak about it to others. A positive offboarding experience, involving respectful and supportive treatment, can contribute to a positive employer reputation and generate goodwill among former employees. This, in turn, can lead to positive word-of-mouth referrals, potential boomerang hires, and enhanced brand perception in the job market.
3. Managing Security and Data Protection: Offboarding is crucial for ensuring the security and protection of sensitive company data. Employees who leave an organization should undergo a thorough process to revoke their access to company systems, databases, and confidential information. This includes deactivating accounts, collecting company-owned devices, and ensuring that employees return or securely dispose of any confidential materials. A robust offboarding procedure minimizes the risk of data breaches, unauthorized access, and intellectual property theft, safeguarding the organization’s reputation and compliance with data protection regulations.
4. Nurturing Alumni Networks and Relationships: Effective offboarding can help organizations maintain strong connections with former employees, nurturing an active and engaged alumni network. These networks can be a valuable resource for talent acquisition, industry insights, and even potential business opportunities. By maintaining relationships with alumni, organizations can tap into their expertise, seek referrals, and create a network of brand advocates who can speak positively about their experiences with the company. Regular communication, alumni events, and networking opportunities can strengthen these relationships and contribute to long-term organizational success.
5. Enhancing Employee Experience and Engagement: Offboarding experiences can shape employees’ perceptions of their overall employee journey, impacting their engagement and loyalty during their tenure. A well-planned offboarding process demonstrates that the organization values and respects its employees, even when they are leaving. Providing support, conducting exit interviews, and addressing any concerns can contribute to a positive experience and help departing employees feel heard and valued. This positive offboarding experience can leave a lasting impression and potentially lead to positive recommendations and referrals.
6. Compliance with Legal and Regulatory Obligations: Offboarding is crucial for ensuring compliance with legal and regulatory obligations related to employee exits. It involves conducting necessary documentation, such as exit interviews, separation agreements, and final paychecks, in accordance with employment laws and regulations. A thorough offboarding process ensures that all legal obligations, including tax and benefit-related requirements, are fulfilled, mitigating the risk of potential legal disputes. Compliance with these obligations demonstrates the organization’s commitment to ensuring an past employees success in moving on to new employment.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In this blog post, we will explore effective techniques for using SEO to enhance the visibility of your resume. From keyword optimization to formatting and leveraging online platforms, we will provide actionable tips to help you rise above the competition and capture the attention of employers and recruiters.

1. Research Relevant Keywords: Start by researching and identifying keywords that are relevant to your target industry or job role. Consider the specific skills, qualifications, and job titles commonly sought after by employers. Tools like Google Keyword Planner, industry-specific keyword research tools, and job postings can help you discover the most relevant keywords. Incorporate these keywords strategically throughout your resume, focusing on the headline, summary, skills section, and job descriptions. This will improve the chances of your resume appearing in search results when recruiters and hiring managers are looking for candidates with specific qualifications.
2. Craft a Keyword-Optimized Headline: Your resume’s headline is the first thing employers and recruiters will see in search results. Craft a compelling headline that accurately represents your professional identity and includes relevant keywords. Instead of using a generic title like “Experienced Project Manager,” consider a more targeted and keyword-rich headline such as “Results-Driven Project Manager with Expertise in Construction and Budget Management.” This will increase the visibility of your resume and ensure it stands out in search results.
3. Optimize Resume Formatting and Structure: In addition to keywords, search engines analyze the structure and formatting of your resume. Optimize your resume’s format to improve its SEO. Use clear headings and subheadings to organize content and make it easier to read. Incorporate bullet points to highlight key achievements, skills, and responsibilities. Avoid complex file formats that may hinder search engine crawling. Additionally, optimize your resume for mobile devices, as recruiters often review resumes on smartphones or tablets.
4. Leverage Online Platforms and Job Boards: Maximize the visibility of your resume by utilizing online platforms and job boards. Upload your resume to reputable job boards and career websites, ensuring it’s easily searchable by employers and recruiters. Optimize your profile on professional networking sites like LinkedIn by incorporating relevant keywords, completing all sections, and regularly updating your profile. Join industry-specific groups and engage in relevant discussions to enhance your online presence and increase the likelihood of being discovered by potential employers.
5. Create a Personal Website or Portfolio: Consider creating a personal website or portfolio to showcase your resume, work samples, and accomplishments. This provides an additional online platform to optimize for SEO. Optimize your website by incorporating relevant keywords throughout the content, including your resume section. Ensure your website is user-friendly, easily navigable, and optimized for search engines. By creating a personal brand and directing traffic to your website, you can enhance your visibility and make a memorable impression on potential employers.
6. Build High-Quality Backlinks: Backlinks, or incoming links from other websites to your resume, can significantly improve its visibility. Share your resume on professional blogs, industry forums, or websites related to your field. Contribute guest articles or publications to reputable websites and include a link to your resume in your author bio. This not only increases exposure but also establishes your expertise and credibility in the industry. Additionally, reach out to relevant websites or blogs and inquire about guest posting opportunities to further expand your online presence.
7. Regularly Monitor and Update: Continuously monitoring and analyzing the performance of your resume on job boards, personal website, etc. will aide greatly in ensuring maximum effectiveness.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

In this blog post, we will explore effective strategies for developing a strong personal brand in these industries. From defining your brand identity to leveraging online platforms and showcasing your expertise, we will provide actionable insights to help you establish a compelling personal brand that resonates with industry professionals and opens doors to new opportunities.

1. Define Your Brand Identity: Start by clarifying your brand identity. Reflect on your strengths, skills, and unique qualities that set you apart from others in your industry. Identify your target audience and understand their needs, challenges, and aspirations. Craft a clear and concise personal brand statement that communicates your expertise, values, and the value you bring to the table. Defining your brand identity is the foundation for building a consistent and compelling personal brand.
2. Showcase Your Expertise: Demonstrate your expertise by sharing your knowledge and insights with others in the industry. Leverage platforms such as LinkedIn, industry-specific forums, and professional blogs to publish articles, case studies, and thought leadership pieces. Participate in industry events as a speaker or panelist to showcase your expertise and establish yourself as a subject matter expert. Consistently create and share valuable content that addresses industry challenges, trends, and best practices to position yourself as a go-to resource in your field.
3. Build an Engaging Online Presence: In today’s digital age, your online presence plays a critical role in shaping your personal brand. Create a professional website or online portfolio that showcases your work, accomplishments, and testimonials. Optimize your LinkedIn profile to highlight your skills, experiences, and achievements. Engage actively on social media platforms by sharing industry-related content, participating in discussions, and connecting with influencers and thought leaders. Maintain a consistent and professional online presence that reflects your personal brand and values.
4. Cultivate Professional Relationships: Networking and relationship-building are integral to personal branding. Attend industry conferences, seminars, and events to meet professionals in your field. Engage in meaningful conversations, exchange business cards, and follow up with contacts afterward. Build and nurture relationships by offering support, providing value, and seeking opportunities for collaboration. Actively participate in professional associations, committees, and online communities to expand your network and establish valuable connections.
5. Seek Professional Development Opportunities: Continuously invest in your professional development to enhance your personal brand. Attend workshops, webinars, and training programs to acquire new skills and stay updated with industry trends. Pursue certifications or advanced degrees that demonstrate your commitment to excellence. Engaging in lifelong learning not only adds value to your personal brand but also positions you as a dedicated and knowledgeable professional in your field.
6. Deliver Exceptional Results: Ultimately, your personal brand is reinforced by the quality of work you deliver. Strive for excellence in every project or task you undertake. Consistently exceed expectations, meet deadlines, and deliver results that showcase your skills and expertise. Foster a reputation for reliability, integrity, and professionalism. Satisfied clients and colleagues will become brand ambassadors, advocating for your skills and referring you to new opportunities.

In conclusion, developing a strong personal brand in the construction, engineering, and environmental industries requires a strategic and consistent approach. By defining your brand identity, showcasing your expertise, building an engaging online presence, cultivating professional relationships, seeking professional development opportunities, and consistently delivering exceptional results, you can establish a personal brand that resonates with industry

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

1. Embrace Self-Reflection and Evaluation: The fear of being fired can serve as an opportunity for self-reflection. Take a step back and objectively evaluate your performance, identifying areas for improvement. Reflect on your strengths and weaknesses, and consider how you can enhance your skills to become an invaluable asset to your organization. Use this evaluation as a starting point for personal growth and professional development.
2. Seek Feedback and Act on It: Feedback is a valuable tool for growth, and it can help alleviate the fear of being fired. Actively seek feedback from supervisors, colleagues, and mentors to gain insights into areas where you can improve. Embrace constructive criticism and use it as a stepping stone to enhance your performance. Take proactive measures to address feedback and demonstrate your commitment to personal growth and professional excellence.
3. Build a Strong Professional Network: Networking is crucial in today’s competitive job market. Leverage the fear of being fired to expand your professional network. Attend industry events, join relevant associations, and engage in online communities. Networking not only provides access to new opportunities but also enables you to learn from experienced professionals, gain insights into industry trends, and build relationships that can support and guide you in your career.
4. Upskill and Stay Relevant: The fear of being fired can ignite a desire to upskill and stay ahead of the curve. Invest in continuous learning by attending workshops, enrolling in relevant courses, or pursuing certifications. Stay updated with industry trends, technological advancements, and evolving best practices. By continuously developing your skills and knowledge, you enhance your marketability and increase your value to your current organization or potential future employers.
5. Take Initiative and Showcase Value: One effective way to combat the fear of being fired is to take initiative and proactively contribute to your organization. Identify opportunities to go above and beyond your assigned tasks, propose innovative solutions, and take on additional responsibilities. Actively seek out projects or initiatives that align with your strengths and showcase your value to the organization. Demonstrating initiative not only sets you apart from your peers but also increases your job security by highlighting your contributions and commitment.
6. Develop Resilience and Adaptability: Instead of succumbing to fear, cultivate resilience and adaptability. Embrace change and view setbacks as opportunities for growth. Develop a positive mindset and adopt a solution-oriented approach to challenges. By building resilience, you become better equipped to handle unexpected situations and navigate through uncertainty, increasing your ability to thrive in the face of potential job insecurity.

In conclusion. The fear of being fired is a powerful emotion that can either paralyze or motivate us. By reframing this fear and using it to our advantage, we can harness its energy to propel our personal and professional growth. Embrace self-reflection, seek feedback, expand your network, upskill, take initiative, and develop resilience. Remember, the fear of being fired can be a catalyst for positive change and can ultimately lead to increased job security, enhanced performance, and new opportunities for success.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

1. Understanding the Strength-Based Approach: The strength-based approach centers on identifying and cultivating individuals’ unique strengths and talents. Instead of solely focusing on weaknesses or skill gaps, this approach emphasizes harnessing and leveraging existing strengths to achieve excellence. It acknowledges that each individual possesses a set of natural talents and abilities that, when nurtured, can lead to exceptional performance and fulfillment.
2. Identifying Individual Strengths: Discovering individual strengths is a critical first step in the strength-based approach. Various methods, such as assessments, interviews, and self-reflection exercises, can help individuals recognize their innate talents. Tools like the CliftonStrengths assessment or VIA Character Strengths survey provide valuable insights into one’s top strengths, enabling individuals and organizations to align roles and responsibilities with these inherent capabilities.
3. Cultivating Strengths in the Workplace: Once strengths are identified, organizations can create an environment that fosters the development and application of these strengths. This can be achieved through targeted training programs, coaching, and mentoring initiatives. Opportunities for employees to apply their strengths in meaningful ways, such as assigning tasks that align with their strengths or creating cross-functional teams that leverage diverse strengths, can significantly enhance engagement and productivity.
4. Benefits of a Strength-Based Approach: The strength-based approach brings numerous benefits to both individuals and organizations. For individuals, it boosts self-awareness, confidence, and motivation, allowing them to excel in their areas of strength. It promotes a positive mindset and a sense of fulfillment, leading to increased job satisfaction and overall well-being. Organizations benefit from higher employee engagement, increased productivity, and improved team dynamics. Leveraging strengths enhances collaboration, as individuals bring complementary skills to achieve collective goals.
5. Leadership and the Strength-Based Approach: Leaders play a crucial role in implementing the strength-based approach. They can create a culture that values and recognizes individual strengths, inspiring others to do the same. Effective leaders invest time in understanding their team members’ strengths and aligning tasks and projects accordingly. They provide opportunities for growth and development that capitalize on strengths, fostering an environment of continuous improvement and innovation.
6. Overcoming Challenges and Potential Pitfalls: While the strength-based approach is powerful, challenges may arise during implementation. It is important to avoid neglecting areas of improvement entirely, as a balanced approach is essential. Additionally, overcoming potential biases and stereotypes is crucial, ensuring equal opportunities for all employees to showcase their strengths. Regular feedback and coaching are necessary to provide support and help individuals maximize their strengths while addressing any performance gaps.

In conclusion, embracing a strength-based approach to talent development can unlock untapped potential, enhance engagement, and drive exceptional performance. By recognizing and cultivating individual strengths, organizations foster a culture of empowerment and fulfillment. Leaders who embrace this approach create environments where employees thrive, leading to higher productivity and innovation. As the strength-based approach continues to gain recognition, it is clear that focusing on strengths is a game-changer in talent development, enabling individuals and organizations to reach new heights of success.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

1) Use Social Media to Your Advantage

Social media is a great way to connect with potential graduate candidates. Use it to post job openings and reach out to new graduates who might be interested in working for your organization.

LinkedIn is a great platform to use when hiring college graduates. Many construction, engineering and environmental professionals are active on LinkedIn, so it’s a great way to connect with potential candidates.

When creating your job posting, include information about your company culture and what makes your organization a great place to work. This will help attract top talent to your company. Include a link to your company website in your job postings so that candidates can learn more about your organization.

Ensure that you’re clear about the qualifications and skills you are looking for in a candidate. This will help you weed out candidates who are not a good fit for your organization.

Be prepared to answer any questions candidates may have about the job or your company. Candidates will want to know what they can expect if hired, so be sure to have this information ready.

Be flexible with your start dates. Many new graduates will already have other commitments to juggle, such as school or other jobs. If you can be flexible with their start date, candidates will find it easier to accept your offer of employment.

2) Network with New Graduates

Attend job fairs and career fairs at local colleges and universities. This is a great way to meet potential candidates and learn about their skills and qualifications. Make sure you have business cards available, or some other way for candidates to contact you after the event.

Follow up with any promising candidates that you meet at these events—send them an email or give them a call to gauge their level of interest in working for your organization. If you know any new graduates looking for a job, reach out to them and see if they might be interested in working for your company.

3) Give Candidates a Chance to Shine

When interviewing college candidates, allow them to show off their skills and qualifications. Ask them questions about their experience and education. If you have any projects that new employees could work on, consider assigning them to these projects during the interview process. This will allow candidates to show you what they’re capable of and how they could be an asset to your organization.

After the interview, follow up with candidates to let them know you appreciate their time and their interest in working for your company.

4) Be Clear About Your Expectations

When hiring new graduates, set realistic expectations for their first few months on the job. Let them know what you expect from them regarding work hours and workload. Make sure they understand your company’s policies and procedures. Give them a chance to ask questions about their job, and answer any questions they might have about your expectations regarding their performance.

5) Offer a Competitive Salary and Benefits Package

When offering a job to a new graduate, be sure to offer a competitive salary and benefits package. Many new college graduates are looking for jobs that offer good pay and benefits. A competitive salary and benefits package will help you attract the best candidates to your company.

Be prepared to negotiate on salary and benefits if necessary. Many new graduates are willing to negotiate on these items to get the job they want.

6) Be Patient

Many new graduates need some time to adjust to the workforce. They may make mistakes at first, or have difficulty with some of their job responsibilities. Be patient with new employees—give them a chance to learn, grow into their positions and to improve their skills / knowledge over time.

Hiring new graduates can be a great way to bring fresh talent into your business. By following these tips, you’ll give your new hires the best chance to succeed in their new roles. If you offer them a bit of time and support, they’ll soon reward you with significant contributions to your company.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

To find and retain the best employees, employers need to be aware of the changing needs of the workforce and be willing to invest in their development. With the right team in place, any organization can reach its full potential.

As any successful business owner knows, hiring the right employees is essential to the long-term success of any company. However, identifying the right talent is only half the battle: it’s also important to know when to let go of employees who are no longer a good fit for your company. There are several signs that an employee may no longer be a good fit, such as consistently poor performance, difficulty getting along with others, or a toxic attitude. If left unchecked, these problems can have a negative impact on morale and productivity. While it can be difficult to let go of an employee, it’s often necessary to do so in order to maintain a healthy and productive work environment.

War for Talent

The “War for Talent” refers to the ongoing battle to attract and retain the best construction, engineering, and environmental workers. In light of the ever-growing skills shortages in these fields, it’s more important than ever to use your gut when hiring new employees. This means looking beyond qualifications and experience alone, and focusing on finding people who’ll be a good fit with your company culture. With the right team in place, you’ll be able to weather any storm and come out on top in terms of talent retention. So don’t be afraid to take a chance on that new hire—they might just be the one you’ve been looking for.

As any successful business owner knows, having the right team in place is essential to success. That means not only being able to identify the right talent when you see it, but also knowing when to let go of employees who are no longer a good fit for your company. Of course, making such decisions is never easy, but it’s important to remember that letting go of an underperforming employee can be just as important as hiring a top performer. After all, every member of your team has an impact on your company’s culture and bottom line. So if you find yourself with an employee who is no longer meeting your expectations, don’t be afraid to make a change. It may be just what your business needs to reach the next level.

Hiring New Employees

One way to make sure you’re making the best hiring decision is to use your gut. That means being able to identify the right talent when you see it. Of course, you’ll want to review resumes and conduct interviews, but it’s also important to trust your instincts. If you feel a candidate has the right skills and personality for the job, chances are that they do. Using your gut is one of the best ways to ensure that you hire the right person for the job.

Top Skills Employers Look for in New Hires

When it comes to hiring new employees, employers are looking for workers with the following skills:

• Communication: Workers need to communicate effectively during construction projects, which often involve many people and moving parts.
• Problem-solving: The ability to identify and solve problems is valuable in any industry, but it’s especially important in construction, engineering, and environmental work.
• Collaboration: Again, while working well with others is a key skill in any industry, it’s particularly crucial in construction, engineering, and environmental work.
• Creativity: Construction, engineering, and environmental work often involve problem-solving, meaning that workers in these fields need to be creative.
• Leadership: The ability to lead is a valuable skill in any industry, but especially in construction, engineering, and environmental work.
• Why Use Your Gut when Hiring New Employees?
• There are several reasons why you should use your gut when hiring new employees:
• You can’t always rely on resumes. A resume can tell you a lot about a person, but it can’t always give you the whole picture.
• You need to be able to identify the right talent when you see it. With an ever-growing skills shortage, it’s more important than ever to identify the right talent when it crosses your path.
• You need to know when to let go of employees who are no longer a good fit. The things workers need to know to be successful will change over time, so it’s important to know when to let go of employees who are no longer a good fit for your company.

The War for Talent is an ongoing battle to attract and retain the best construction, engineering, and environmental workers. As skills shortages grow ever more dire, it’s becoming increasingly important to use your gut when hiring new employees. This will not only give you a good employment record, but will also increase your talent retention.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

Bad Attitude

A bad attitude is one of the most significant red flags when it comes to evaluating your employees. No matter how seasoned, skilled, or stable the candidate might seem, someone with a bad attitude will not be able to hold their own in the workplace.

Poor Organization

A poorly organized employee will not be able to keep up with the work required. If they don’t maintain a current list of their files, for example, they might not even know if they have the correct files on hand. This will affect their work performance (as well as reflect poorly on your hiring skills). File organizing is even more important in engineering and IT because these fields rely on an up-to-date and functional file system. Bad organization on the part of an employee can lead to countless problems, so it’s vital to hire someone who can stay organized.

Punctuality

One of the essential attributes of any potential employee is their availability during working hours. Consider a candidate who looked good on paper, but can’t meet one of the most basic expectations laid out in their employment contract, namely showing up on time in the morning. Employees like these are clearly showing you that they don’t understand the requirements of the job or ignoring them; if you keep them on, you have nobody but yourself to blame.

Dismissed Feedback

Any employee who’s interested in improving their job performance will value good feedback. If a candidate refuses to accept feedback, that’s another sign that they may not be the best hire for you. This is particularly relevant when the feedback you provide is backed up by observations of their workplace behavior.

Inconsistent Communication

If a job candidate is constantly missing deadlines for submitting reports or making contact with you, this may leave you wondering whether they’re up to the task of being your employee. A number of factors can cause these inconsistencies, but it’s important to note that someone who’s easily distracted (and will therefore be likely to miss deadlines) may not be the best person for the role. Construction work, graphic design, and many other jobs require ultra-dedicated workers, so consistency is a must.

Numerous Mistakes

One critical aspect of any job is ensuring that your employees are doing what they’re supposed to do. If an employee has mistakenly performed tasks outside their job description, this can be a huge indicator that you’re about to have a bad time in the workplace. An employee who’s consistently underinformed or confused will cause problems that take valuable time and resources to fix—it’s always better to hire someone who is willing and able to do their job correctly.

Compromising Quality

If an employee lacks the ability to work to the standards your business requires, you will again be forced to put in more valuable time and effort to fix their mistakes. If you’re lucky enough to realize this early on, firing them before they do too much damage is the best option.

Lack of Commitment

This is another huge red flag. If an applicant doesn’t seem fully committed to the job you’re offering them, they may be a bad hire. Someone who struggles to stay interested in your company or position is unlikely to be a good employee. Working in an environmental field requires commitment, so if someone cannot commit to the job, be aware that they may not be a good fit.

Signs of Losing Interest

If a job candidate starts showing signs that they’re losing interest in the role, this may be a serious indication that they’ve already decided that your company is not for them. A bored employee can cause significant problems in the workplace. If an employee is struggling to get excited about their job, there may be negative consequences for your business.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

Productivity measures how much work you can do in a given period, or how many units of output you produce with a given amount of input. In other words, it measures how much work you can get done on any given day to complete your projects on time. Let’s talk about five things that can kill productivity, and what you can do to avoid them and get back on track.

Distractions

There’s a reason why productivity gurus like Tim Ferriss and Gary Vee talk about minimizing distractions at work—they can completely derail your day, not to mention your project timelines. Never underestimate the potential negative impact of a team member who can’t stay focused on their job. Distractions can include office chit-chat, noisy coworkers, lousy music, social media, and more. If your career requires you to communicate with clients, be sure to put parameters in place to minimize costly distractions. This will help you stay focused but also help the client stay focused on the critical task at hand.

Disorganization

A lack of organization can reduce productivity, and can also lead to safety hazards for construction, engineering, and environmental professionals. To stay organized, make sure that you have “a place for everything”: this means that everything from your computer to your tools has a place where it belongs. Be sure to put everything back in its place when you’re done so that it’s easy to find it the next time you need it. Also, use a calendar, planner, or project management software package to record your tasks, and you’ll never forget to do something again.

Lack of Communication

Good communication is paramount in any workplace. Whether in a project management context or in the field, it’s vital to communicate effectively with your team members to ensure that your clients are happy and your projects are running smoothly. This means that you’ll need to share the correct information promptly, so that there are no surprises. This can also prevent you from repeating tasks unnecessarily, helping you to stay on schedule and within your budget. When communicating with team members, make sure to do so in a way that makes the information easy to access. Giving someone a stack of papers will likely result in the important information being lost, or put down in the wrong place—use a digital tool instead, so you can search for and find the information quickly when it’s needed. Good communication also means listening as well as speaking; be sure to understand what’s being said and react appropriately.

Poor Working Environment

Nothing kills productivity as quickly as a poor working environment. Check your workspace’s temperature, cleanliness, and noise level to ensure you’re comfortable and can remain productive. If you’re in a poorly lit area, you won’t be able to see as clearly. If you’re in an area that’s messy or dirty, it can be distracting, and you might even get sick. If you’re in an area that’s too noisy, you won’t be able to focus on your task and will likely make more mistakes. Be sure to take care of these issues in your work environment so that you can concentrate on completing your work.

Incorrect Tools and Equipment

Using the wrong tools and equipment can reduce your productivity, and can even put your team members at risk. Be sure to know what tools you need to do your job and use them correctly. If you’re in construction, you don’t need to use the same hammer as a roofer—using the wrong tools can increase the time required to complete a job, and possibly lead to mistakes. If you’re in engineering, you need to make sure you’re using the right equipment for your field; this can range from computer software to survey equipment. Again, using the wrong equipment for your job can cause you to take too much time and make more mistakes. The resulting loss of money and time could put your entire project at risk.

Conclusion

Productivity is all about getting the most out of your day. This means you can complete your tasks and get them done on time. There are many things that can kill your productivity, including distractions, disorganization, lack of communication, a poor working environment, and incorrect tools and equipment. Be sure to avoid these five productivity killers so you can finish your work on time.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

This blog provides career advice on intrinsic and extrinsic motivation, along with pointers for utilizing your motivational style to accomplish your professional objectives.

What are Intrinsic and Extrinsic Motivations? How do they Differ?

Personal interest or delight in an activity is the source of intrinsic motivation. Since it is independent of incentives from outside sources, intrinsic motivation frequently lasts longer than extrinsic motivation. If you are intrinsically driven, you are more likely to be emotionally invested in your work and persevere when facing difficulties. Intrinsically motivated people are often self-starters and need less direction from others.

Extrinsic motivation is derived from outside influences, such as incentives, penalties, or approval from others. People driven by external factors can require more oversight and direction from their employer to keep on track.

Occupational Examples of Intrinsic and Extrinsic Motivations

You might be curious about how extrinsic and intrinsic motivation interact at work. Let’s look at a few examples.

Intrinsic Motivation:

• You prefer working on difficult assignments, and you get a sense of satisfaction from finishing them.
• You have the internal drive to keep up with professional news and developments.
• When you complete a task to the highest standards, you take pride in your work and are satisfied.

Extrinsic Motivation:

• Your supervisor sets objectives for you to meet to earn a bonus or boost in salary.
• You put in a lot of effort to get the respect of your superiors or peers.
• You keep working outside of your normal work hours to complete a task, since you are aware of the repercussions if you don’t.

How to Use Your Personal Motivational Style to Reach Your Career Goals

If you have intrinsic motivation, you can use your initiative to volunteer for leadership positions or take on more duties at work. You may increase your chances of getting promoted by taking on more work and demonstrating your leadership skills to your superiors.

By exploring chances for professional growth or continuing education, you may also harness your intrinsic desire to become an authority in your field. You will be more prepared to assume leadership roles and develop your career if you increase your knowledge and abilities.

On the other hand, if you are extrinsically driven, you may use this quality to create externally validated objectives, such as securing a raise or a promotion. Although the inner drive is crucial, external variables like these can also serve as effective motivators to help you achieve your professional objectives.

Extrinsic motivation may also help you foster productive connections with your superiors and coworkers. Your chances of being promoted will increase if you establish good relationships with people in positions of authority.

Can Intrinsic and Extrinsic Motivation Styles Be Used Together?

It’s possible to utilize both internal and extrinsic motivation to accomplish your professional goals. Extrinsic motivation can offer benefits from the outside world that can help you to continue moving forward. You will be more likely to maintain your involvement in your job and your drive to attain your objectives if you pursue personally fulfilling and externally validated goals. In contrast, intrinsic motivation will keep you engaged in your task even when times are rough.

You can position yourself for success in any profession using a combination of intrinsic and extrinsic drives. For instance, you could be driven both by your (intrinsic) desire to master your area of specialization and your (extrinsic) desire to earn a higher wage. By combining these intrinsic and extrinsic drives, you can develop a well-rounded strategy for achieving your goals.

Additionally, you are more likely to persevere through tough times or difficult tasks if you are engaged in work that you find intriguing and challenging. However, if you also know there will be a benefit for finishing the project (such as a bonus or salary increase), this will provide you with additional incentive.

Conclusion

Regardless of what your own personal motivational style might be, there are ways to use it to further your career goals in the environmental, engineering, or construction sectors. Extrinsic motivation might offer you external incentives and recognition, while intrinsic motivation will help you remain motivated and engaged in your task. Combining intrinsic and extrinsic motivation can help you develop a well-rounded strategy for achieving your goals.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering, and environmental industries. He is currently the President of Webuild Staffing: www.webuildstaffing.com. To learn more about Michael, or to follow his blog, please visit www.michaeldesafey.com.

CARNEGIE MELLON UNIVERSITY (Pittsburgh, PA)

With stringent acceptance criteria, less than 25% of prospective applicants will be allowed to attend. Three of the most popular programs on campus are mechanical, electrical, and chemical engineering. Carnegie Mellon was rated the 27^th university worldwide in 2018 in the Times Higher Education ranking.

STANFORD UNIVERSITY (Stanford, CA)

One of the hardest universities to be accepted into, with less than 5% (1 in 20) applicants admitted every year. However, this admissions process has produced some of the best minds: since 1952, over 54 alumni, faculty, and staff have won a Nobel Prize. It will be celebrating its 130^th birthday in 2021, having first opened its doors on October 1^st,1891, to a class of 555 students.

MONTANA TECH OF THE UNIVERSITY OF MONTANA (Butte, Montana)

If a career in mining is what you’re after, look no further than Montana Tech. Students from this school can expect to be offered salaries upward of $80,000 upon graduation, and with a whopping 98% placement rate in the mining industry, this is within reach of every graduate. All this comparatively affordably, too, with an average net cost of about $11,000 per year.

WEST VIRGINIA UNIVERSITY (Morgantown, West Virginia)

The Benjamin M. Statler College of Engineering and Mineral Resources is another great school if you’re looking for a career in the mining industry, although geared more towards energy. The petroleum and natural gas engineering program is one of only three colleges in the nation recognized by the ABET (Accreditation Board for Engineering and Technology). Located in the Appalachian Mountains, it has seen one of the largest booms in the energy field, with the extraction of natural gas from Marcellus Shale becoming more and more prevalent. Its student population is one of the smartest, with an average high school GPA of 3.45.

MASSACHUSETTS INSTITUTE OF TECHNOLOGY (Cambridge, Massachusetts)

Another difficult school to be get into —only 6.7% of applicants are admitted every year. This is reflected in a very intimate learning environment, with a student-to-faculty ratio of 3:1. It doesn’t stop the program from being widely renowned as the best in its field: the US News & World Report has ranked it at #1 since 1983, with 10 of its individual sub-programs ranked from #1 to #7 in the nation.

TEXAS TECH UNIVERSITY (Lubbock, Texas)

This university located in the Lone Star State is the first public university to require its engineering majors to study abroad. It offers individual programs such as chemical engineering, civil engineering, environmental engineering, construction engineering, mechanical engineering, electrical and computer engineering, petroleum engineering, and industrial, systems, and manufacturing engineering. Bachelors’ and masters’ degrees are the most widely offered degree programs here.

NEW MEXICO STATE UNIVERSITY (Las Cruces, New Mexico)

New Mexico State University has the largest engineering college in the state, with 13 accredited programs and over 2,000 undergraduate and graduate students currently enrolled. It offers great value: at an average yearly cost of $10,300, it has been ranked as the 12^th best value school amongst a pool of over 500 institutions in the US. Additionally, it is easier to get in than some other schools, with an average yearly admission rate of 64%.

UNIVERSITY OF CALIFORNIA, BERKELEY (Berkeley, California)

Another California school, UC Berkeley is more moderately selective than others on this list, with an average acceptance rate of 16.8%. It offers a smaller class setting, with about 19 students per faculty member, allowing for good research opportunities. The most popular individual programs amongst students are chemical, civil, electrical, and mechanical engineering.

UNIVERSITY OF MICHIGAN (Ann Arbor, Michigan)

This school is full of some of the brightest young minds in the country, with about a quarter of admitted freshmen boasting a GPA of 4.0 or above. In addition, admitted students typically rank within the top 5% of ACT scores in the United States. Some of the most popular programs offered in the engineering department include, but are not limited to, aeronautical, astronomical, biomedical, chemical, electrical, industrial, and mechanical engineering programs.

IOWA STATE UNIVERSITY (Ames, Iowa)

Engineering is one of the most popular programs here, with almost a quarter of the 36,000 students choosing an engineering-based major. This might be a product of Iowa State’s long history with engineering studies, as it was one of the first majors featured when the university opened its doors in 1858, when no other university in the US was offering a master’s degree in engineering.

CALIFORNIA INSTITUTE OF TECHNOLOGY (Pasadena, California)

In this intimate school, a student-to-faculty ratio of 3:1 allows for unprecedented research opportunities for students. However, Caltech is also one of the smallest schools in the nation, with fewer than 1,000 undergraduate students. This is reflected in a strict selection process, with 6.4% of applicants accepted and successful candidates typically within the top 1% of ACT/SAT scores.

TENNESSEE TECHNOLOGICAL UNIVERSITY (Cookeville, Tennessee)

Graduates of this school can expect solid career options and an average salary of 60k per year upon graduation. Additionally, the school has a large research budget, giving students opportunities to get ahead in the field. Engineering is one of the most popular choices of major amongst incoming freshmen.

TUSKEGEE UNIVERSITY (Tuskegee, Alabama)

Historically, Tuskegee University was the first all-black college to offer an aerospace engineering degree. Of the student body, roughly 35% choose a STEM major. The school offers aerospace, chemical, electrical and computer, materials science, and mechanical engineering in its College of Engineering.

CORNELL UNIVERSITY (Ithaca, New York)

An Ivy League school, Cornell has arguably the strongest engineering program among them. The most popular programs are agricultural, chemical, mechanical, and information engineering. As with all Ivy League schools, the selection process is extremely competitive; only about 1 in 9 applicants is accepted, with an average SAT score within the top 7%.

LAMAR UNIVERSITY (Beaumont, Texas)

If a high paying job is your primary motivation for becoming an engineer, Lamar is one of the best places for you to go. A degree from this undergraduate engineering college could lead you to an average yearly salary of $75,000 or more. Additionally, the co-op program allows students to work in paid internships while still in college, combining the benefits of earning a bit of money and acquiring valuable experience in the field. This contributes to its affordability, with an average yearly cost of about $13,800 and over 4 million dollars’ worth of need and merit-based scholarships available to students.

UNIVERSITY OF ARKANSAS (Fayetteville, Arkansas)

Home of the Razorbacks, the University of Arkansas has one of the most diverse engineering departments, with 17 different accredited programs. It is another school with a large research budget that pairs on-campus research with paid internships. It currently offers prospective students the chance to combine a degree in engineering or computer science with a degree in German, all in five short years, including spending a year studying and interning in Germany. If this doesn’t broaden opportunities for students as they enter the workforce, we don’t know what will.

OREGON INSTITUTE OF TECHNOLOGY (Klamath Falls, Oregon)

Another school that focuses heavily on STEM majors, with over half of the student population pursuing degrees in STEM-related fields. Graduating from this school should give you a good chance to acquire a job after college, as about 90% of students find employment within six months of receiving their degree. Multiple programs are on offer, including civil engineering, computer systems engineering technology, electrical engineering, and manufacturing and mechanical engineering.

GEORGIA INSTITUTE OF TECHNOLOGY (Atlanta, Georgia)

The Georgia Institute of Technology (also known as Georgia Tech) offers a wide array of engineering programs, from aerospace engineering to nuclear and radiological engineering, along with mechanical, materials science, industrial and systems, electrical and computer, civil and environmental, chemical and bimolecular, and biomedical engineering. If you are looking to further your current engineering degree, they also offer 23 different master’s degree programs, and 18 doctoral degrees. Applicants are accepted at an average rate of 23%.

NORTHWESTERN UNIVERSITY (Evanston, Illinois)

At Northwestern, there are plenty of research opportunities, with over 24 research institutes on campus focusing on biotechnology, nanotechnology, service and infrastructure technologies, and information technology. According to US News, it is the 19^th best engineering school overall in the country, #2 (tied) in Materials engineering, #4 in Industrial, Manufacturing, and Systems engineering, as #10 in Civil engineering. It is not the easiest to get into, however, with an average acceptance rate of 8%.

JOHNS HOPKINS UNIVERSITY (Baltimore, Maryland)

With a slightly higher acceptance rate than other engineering colleges (11% on average), Johns Hopkins University offers a total of 21 different program areas for those looking to enter the career field of engineering. Programs offered include civil engineering, engineering management, space systems engineering, and applied biomedical engineering, to name a few. While expensive, Johns Hopkins met 100% of the financial aid needs of those who applied for it during the 2019-2020 school year.

Why Engineers Are Crucial

In addition to innovation being so commonplace today, technological items are getting increasingly complex, yet at the same time much more user-friendly. There are also ever-changing government regulations on various products, which will require some of the objects we use today to be scrapped and re-designed. To meet these demands, society must produce engineers capable of designing products in a way that meet the needs of the government and consumers, without compromising the safety of their users.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

Gain Experience Across Disciplines

When you start working as an engineer, as exciting as securing your first job may be, do not commit to one discipline. Keep an open mind, cross-collaborate across projects, and get a feel for new fields and challenges from the outset. Try as many aspects of engineering work as possible to build your experience in all disciplines. Don’t wait for later to seek out a variety of work; start as you mean to go on and as soon as you have a chance, explore structural design, geotechnical engineering, land surveying, or residential and commercial site design. This isn’t to say you should not pursue one area that appeals most to you to specialize and start taking leadership roles. But having across-the-board experience will help you hone your skills, excel in your work, and become highly noticeable.

Find a Mentor

A good mentor will lift you up, but a bad one will bring you down. A mentor is a good listener and a problem-solver. They are not there to hold your hand, but you should be able to ask them open-ended and thoughtful questions. A mentor guides you to think about the bigger picture, prods you to get out of your comfort zone and take up a challenge. They can be your boss, your colleague, or another professional in your field.

Work Smartly and Efficiently

Be efficient in your work and keep up with your deadlines. Do not procrastinate and let your work pile up until the last minute. This also means you should ask for help when needed. Spending hours trying to solve problems on your own will lead to loss of valuable time. Learn to be a team player and reach out without hesitation. Collaboration and delegation are key skills that will translate to more responsibilities and leadership roles in the future. To develop your own skillset, be available to learn on the job and attend workshops to improve and acquire skills to achieve proficiency. Volunteer for company outreach programs for continued networking. Also remember that every job comes with its paperwork; be as savvy as you can with software like Word and Excel, so you are not struggling to keep up.

Become Financially Literate and Responsible

Counter-intuitive as it may seem, begin planning your retirement as soon as your start your first job. Sign up with a benefits plan and save at least 7% in your retirement account. Slowly increase your contributions up to 15% in the following years. And then save, save, save! It can be hard to think about saving money when you are young and only just starting out, but it is essential. Learn to budget and live within your means —this means spending less than you earn!

These strategies will assist in building lifelong foundations for your professional life. They will make you confident in the decisions you make on the daily basis in your career and for the future. If you are looking for exciting opportunities in engineering, environmental or construction work, please contact us.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

First Things First: the One-Page Rule

No matter how extensive education and experience, keep your resume to a single page. Some sources claim a two-page resume is okay, but we disagree. With potentially dozens of applications to review each day, the hiring manager is unlikely to look at anything beyond page one. Keep it concise, don’t waste their time —and if you catch their eye, they will be the ones asking for details.

Write an Attention-Grabbing Objective and Update it as You Apply for Positions

Now that you’ve cut down to the most essential information, you want to make sure it will be read. The first portion of your resume that’s meaningful to your audience is the objective. Here, you’ll describe what you’re looking for in a workplace, but also nail down the industry.

Write your objective near the top of the page —underneath your name and contact information— so it’s always easy to find and edit. The idea is to tailor your objective to each job application. While keeping the rest of your resume the same, you might send this for one application:

• Objective: To find full-time, entry-level construction work in the X area, and further grow my carpentry skills.

And this to another company:

• Objective: To use my years of experience in carpentry in a construction job in X location.

On the other hand, avoid objectives that are too broad and unspecific:

• Objective: I’ve developed some carpentry skills over the years and I’d really like to work in construction and learn more.

You can always tweak that objective line to reflect the business you’re applying to. Never apply to a position using a one-size-fits-all resume that doesn’t reflect the industry!

Now that you’ve told potential employers what you want from them, it’s time to show what you can offer them.

Capture an Interview with Great Work Experience

Now, don’t misunderstand us —we’re not saying you should make it up. So, you may ask, what if I don’t have great work experience? Well, it’s all in the way you present it. Not everyone can boast having worked on life-changing projects, but valuable work experience doesn’t have to be glamorous. Some of the least prestigious jobs can still demonstrate that you are hard-working and dependable. Highlight how they have equipped you with valuable transferable skills for the workplace. Most interviewers are looking for reliability first, while training and expertise come later. Use your resume to highlight your reliability, and any actions you were involved in that brought value to the company. For instance:

• Janitor at ABC Restaurant — ABC depended on me to arrive at work at 6:00 am every day for ten years, to make sure the restaurant was ready for business. I also helped research and select new cleaning products and more affordable cleansers over the years.

Don’t think this type of work experience is irrelevant if you are no longer looking for a cleaning position. By pitching your daily dedication and your valuable opinions to ABC management, you’ve made yourself look valuable to prospective employers too!

In summary, every resume is different. But the best ones are a single page, include an objective that’s tailored to the industry, and showcase your value as an employee. If you’re still unsure or need help creating an impactful resume, visit www.webuildresumes.com  to learn more.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

Don’t…

Rely Too Much On The Interview

Interviews are essential to landing a job, but they not everything. The person you are interviewing could be having a bad day or display uncharacteristic anxious. Some people will also say anything to secure a job, and great social skills and interview performance do not guarantee they are the most qualified for the job. This is especially important in the construction and engineering industries, where the new hire will be performing specific and specialized tasks.

Do…

Make sure you consider the application as a whole, taking into account the candidate’s experience and any projects they have done, without letting yourself be blinded by the way —good or bad— in which they present themselves.

Don’t…

Feel Threatened by Someone More Qualified Than You

In fear that they might jeopardize their position, managers are often hesitant to take on someone with better skills or who seem more talented. However, this person could become a vital asset and improve your company.

Do…

Look at special certifications or skills that a candidate will bring that are not already available at your company. There is no such thing as being overqualified for the job!

Don’t…

Let the Job Description Misrepresent the Job

The term itself could be misleading; a good job description is in fact more than just a description. You cannot simply offer an overview of the job, and even a long explanation might be too broad, leaving your new employees to be caught off guard by some of the duties they are asked to perform.

Do…

Include a list of duties as part of the job specifications. Make sure you indicate exactly what skills and requirements are needed to attract the right talent and discourage unqualified individuals from applying. Put yourself in the shoes of someone looking for a job: wouldn’t you want to know exactly what will be expected of you?

Don’t…

Wait For The Perfect Candidate

Most employers want to find people who check every box. However, it is time-consuming and nearly impossible to find the perfect fit for every position. The longer you wait for a candidate who is exactly what you pictured, the more you are jeopardizing your team.

Do…

Keep an open mind about what you are looking for, and consider giving a chance to someone who shows potential and is eager to grow and learn. They can end up being a valuable team member.

Don’t…

Overthink References

While references are a key part of the hiring process and give an insight into whether a candidate is a good fit for the job, they are not everything. Job seekers are very likely to have gathered their references from people they knew would give them a positive review —often close friends as well as employers— and a good experience at one company doesn’t mean it will be the same for yours.

Do…

Use references as one element for consideration in the comprehensive process of forming your own judgement about the value a candidate can bring to your company.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com 

Use a Talent Philosophy

When hiring, seek out individuals who are smarter, better, and more talented than you. It is also essential to look for independent-minded people who won’t fear sharing divergent opinions from yours. Avoid “yes men” employees who lack innovative ideas. The right candidate should have the knowledge and courage to identify and point out any errors you might make and suggest alternative solutions.

Keep Up to Date With Market Trends

Getting the smartest talent takes more than flipping through candidates’ resumes. Take the time to research the best-recruiting companies and the recruitment strategies they use to net highly skilled and talented employees. You also need to understand the ever-changing job market landscape. Talent keeps evolving and what worked well in the past may not be relevant for current job needs. Where possible, work with experienced recruitment agencies to help you quickly identify the best candidates. You can also ask your existing team to refer skilled candidates for consideration who fit your company’s standards.

Leverage on Social Media and Digital Trends

Social media is another great way to attract and retain the right talent. Using Facebook, LinkedIn, or Instagram appropriately, you can create a profile or embed your own digital culture site to show both what you can offer and what you are looking for in an employee. Make sure your page or website is mobile-friendly; up to 58% of potential employees use their smartphone when hunting for a job. Find out more about interesting candidates by looking at their online profiles and activities; you can mine critical data on an individual with a straightforward social media background check. Although not necessarily a decisive recruiting factor, social media activity will give you an idea of the candidate’s professional and personal interests, and make the screening process simple and effective.

Set Up a Stringent Hiring Process

However urgent your recruiting needs may be, avoid the urge to rush to hire. Use a failsafe hiring process to help you identify ideal skills and talent as quickly as possible while still being thorough. This involves formulating a comprehensive list of relevant questions and establishing a grading process that will enable a tight recruitment process. If you need help, delegate this to a solid hiring specialist or team who will shortlist candidates and conduct interviews. You can also set up a multi-tier interview process if you have a large pool of talented candidates to choose from. Finally, as a manager, hiring the ideal personnel is one of your most essential responsibilities. Look for candidates who bring in opportunities to grow your department and organization.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

As of its May 2019 report, the median salary for this group was $88,860 per year, or $42.72 per hour. This ranged from $53,330 for the lowest 10% of earners in the field, to $142,070 for the highest 10%. States with the highest levels of employment are California. Texas, New York, Pennsylvania, and Massachusetts —but jobs are available throughout the country and internationally.

The U.S. News and World Report overview ranked environmental engineering as #3 in Best Engineering jobs, #21 in Best STEM jobs, and #48 in Best 100 jobs. The report gave an “Above Average” rating for upward mobility, which means that it offers good opportunity for advancement and salary increases.

What Is an Environmental Engineer?

Environmental engineers have their choice of a variety of industries and locations. They might work in an office or out in the field. They are “housed” within other industries, including resource industries such as forestry, mining, pulp and paper, chemical processing, fisheries, agriculture, and oil and gas. Environmental engineers also can work in areas such as research, education, training, or consulting. Beyond those high-level areas, environmental engineers can specialize and focus on improving recycling, waste disposal, public health, or water and air pollution control. Or they can work on global issues, such as the quality of drinking water, concern about climate change, or environmental sustainability.

The education and qualifications required are generally a bachelor’s degree in environmental engineering, or another engineering field. But employers also look for hands-on experience; as such, cooperative programs that award credit for structured job experience are also valuable. To be successful in this field, candidates need technical knowledge in their focus area, hands-on problem-solving skills, and an understanding of environmental issues.

Although environmental engineering focuses on technical skills, the job often involves business and political concerns, which creates a unique learning experience. A U.S. News & World Report overview of best jobs states that “In many ways, environmental engineers work at the intersection of regulations, technology, and people, and they’re responsible for making them all work together.” On a normal day, an environmental engineer might write an environmental report, or design a project to protect the environment. They might review regulations and advise governments or business leaders about potential concerns. Or they could inspect industries for compliance to regulations.

Getting a Job as an Environmental Engineer

The U.S. Bureau of Labor Statistics gives data on the percentages of jobs in each industry and each state, which may be a good place to start if you want to work in a specific area. Another option is to look at job posts near you to see what kinds of environmental engineering jobs are available there. When it comes to environmental concerns, each geographic region will have different challenges, so if you want to stay in a certain area, you should focus on learning about the problems that need addressing there. Find out what the most urgent needs are where you want to work, and study them.

Hands-on experience is equally important. It will give you a better foundation for your knowledge, skills to list on your resume, and it can help you decide what kinds of projects you most want to work on. Some colleges offer cooperative programs that allow students to gain practical experience while they complete their education, and some companies will help pay for your education while you work for them and gain experience.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

Paid or Unpaid?

It turns out that whether you’re a paid or unpaid intern could be the greatest factor in whether you get a job offer. According to studies by the National Association of Colleges and Employers, if you are working as a paid intern, odds are 60% that you will be offered a job. Unfortunately, for unpaid interns, the chances of getting a job offer drop to 37%. If you’re in the market for an internship, your best bet is therefore to keep searching until you find a paid one. Despite what you might think, it might not be that hard. According to the NACE’s research, half of all college internships are paid. The Wall Street Journal similarly reported in 2018 that paid internships were on the rise, while unpaid internships were becoming less popular.

Increase Your Odds

There are certainly things you can do during your internship to increase your chances of being offered a job. Perhaps the most assertive one is to make your intention clear to your supervisor at the outset of the internship. Try something like, “My goal is to so exceed your expectations that I am offered a full-time job.”

Forbes magazine recommends showing your supervisor your work ethics and your engagement. Despite all the distractions of college life, it’s the intern who manages their time well and remains committed to the internship who will get the job offer. Supervisors also want to see an engaged intern, someone who isn’t just showing up to do the bare minimum. Ask questions, request to work on different kinds of projects, show a real desire to learn and grow from the internship opportunity.

According to Businesslnsider.com, asking for informational interviews with different leaders at the company will better your odds of being hired. An informational interview is one in which you ask questions to learn about the real-life experience of someone working in a field or company that interests you. Not only will this help you rub elbows with leadership, but it will show a high level of engagement in the internship.

When seeking a paid internship, look at large construction and engineering firms that are sure to have the funds to pay you. You are less likely to find a paid internship at smaller firms. However, an unpaid internship at a smaller company can bring other benefits, such as having the opportunity to see your projects through from start to finish.

In sum, if you want the best odds at snagging a job offer at the end of an internship, 1) find a paid internship, 2) let them know you want a job, 3) do your very best work, and 4) network while you’re there. There’s still no guarantee that you’ll get a job even if you do all these things; but if you follow the guidelines above, you are more likely to have a worthwhile internship experience, regardless of whether you’re paid.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

First Impressions

Branding, or your online impression to others, is first set with your profile picture. Use an image that shows purely your professional side. Make sure to highlight your career by wearing work-appropriate clothing, a uniform, or a suit accordingly. Do not use a photo taken in a casual setting or showing clothing that you would not wear to a business meeting or client site. If needed, pose for a photo in your work attire and make sure the background is generic or relates to your construction, engineering, or environmental field of choice.

Networking

One of the leading ways to grow your professional brand online is to create a profile of a networking site such as LinkedIn, which facilitates employment search, advice, recommendations, and even offers the ability to stay up to date on best business practices. Using a professional photo and resume details, start creating your online presence.

Introduce yourself. Branding your professional presence starts with your introductory statement. View this as your online cover letter to introduce yourself to prospective employers. Employees, contractors, and consultants may use the services of professional writing agencies to assist them in creating their profile content for best branding opportunities.

Target your market. Broad or niche construction, engineering, or environmental skills can be showcased using networking tools. Always include current and past employment positions that are relevant to the story you want to build for your brand. For example, environmental professionals should include specific types of accomplishments to show their air, land, and water conservation efforts, and how their dedication to their career has impacted specific situations.

Build your reputation. Growing your brand includes obtaining validation of your skills and talents. Add credibility to your brand by reaching out to previous clients and specialists in your field to ask them for a recommendation. Once written, these can be included in your profile to increase trust and respect. A platform like LinkedIn also provides linked users with the ability to write an online recommendation that will appear on their profile. Always read what you are sent and verify that the information is accurate and professional before using the reviews.

Attention to Detail

Create a business profile that highlights your specific focus. All images and contents should be professional and communicate your skills in your given market. Using industry keywords in all posts will attract the networking contacts that you desire —for example, in engineering, use words like biochemical, civil, or aerospace. Your profile is a platform to show your trade knowledge and give advice to others in your construction field, contribute to engineering best practices, and even develop techniques for environmental improvements. Sharing ideas in construction, whether residential, commercial, or specialized, will help you grow your network. This can in turn boost your career and help you build your brand as a trusted professional in today’s market.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

1. Be your own advocate

The first step to getting promoted is to self-promote. It is not realistic to expect your boss to keep track of each individual employee’s accomplishments. It is your job to show them evidence of your successes, skill growth, and work ethics, when asking for a promotion. The best way to do that is to keep your resume updated; if you have a work portfolio and you can document the major accomplishments or milestones you have achieved in your career, use this to make sure your bosses are aware of the value you bring to the firm. Build a positive reputation for being a reliable, hard-working, and professional teammate, and let it work for you. Your boss will become your advocate when the company is looking to expand, promote, or assign an important project to a worthy individual.

2. Become irreplaceable

Being a valuable team member isn’t just about being cooperative and hard-working; it means that you are a vital piece of the puzzle that can’t be easily replaced. Expanding your skills and looking for opportunities to learn will allow you to keep your finger on the pulse of promotion. Becoming a specialist in what others view as complicated or tedious will not only be a rarity and give you an advantage in the workplace, it could also put you ahead of your co-workers when the next promotion opens up.

3. Be a great teammate

Working with a group of people is a great way to show your superiors how much of an asset you are to your company. Being cooperative, positive, and hard-working makes every project easier to tackle and will make people want to work with you more often. A good teammate and leader won’t blame others or point fingers when things go wrong; or when they go right, they won’t claim all the glory at the end of the journey. Being a great teammate doesn’t mean you have to stifle your desire to advance; in fact, group projects are a great way to express your passion for leadership. Without being abrasive or overbearing, assume the role of “leader” even if the position is not officially assigned. Be constructive, stay focused, and lean to successfully delegate tasks; you’ll catch the attention of your bosses and present yourself as an ideal candidate for more responsibility.

4. Be a problem-solver

Complaining about problems or obstacles is never what a boss wants to hear, especially if the complaints don’t come with the suggestion of a solution. Your boss needs to know that you are capable of making the right decision when the time comes and will be observing your reactions to any hurdles you are confronted with. If your instinct is to go right to your superior for the answer, you’ll need to adjust the way you solve problems at work. And if you do need to approach them with your issue, make sure you do so with a plan in mind. Volunteering to help with projects that are outside your normal job description will show your bosses how much passion you have for your company’s success. Showcase your strengths by carefully choosing these extra projects and avoid spreading yourself too thinly; if you take on too much and fall behind in your usual work, it could make you seem impetuous and harm your reputation.

5. Make sure your boss knows your name (and know theirs, too)

It’s all too easy to be invisible in a larger company, especially if you’re doing nothing to be noticed. According to a 2017 survey, only 23% of workers employed by companies with a roster of 500 or more were familiar with whom the CEO was, which means that standing out to your superiors is even more important when you work for a corporation. Simply put– if you don’t even know their names, they certainly won’t know yours. By getting closer to your superiors in a professional, respectful way, you’ll set yourself apart from the rest of the team. Find ways to discuss your professional goals or share your most recent accomplishments; your name and profile will be at the front of your boss’s mind when they begin looking for someone to promote. You might consider setting up a regular meeting with your boss to make sure they’re familiar with your recent work, while using any performance reviews to update them on any goals you’ve achieved since the last review.

Securing a promotion can be a long process and will require a serious commitment on your behalf; remaining energetic and staying focused on your goals can help you get on the right path. With the right work ethics and a comprehensive plan, you can tackle any obstacle that comes between you and advancing your career.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

Routine

Most people have a strict routine when working in an office or other places of work. One of the major changes that come with working at home is a disruption of this routine. When working at home, it is still important to get your work done in a timely manner and setting a routine can help with that. Be sure to incorporate breaks into your routine and try to start and stop working around the same time each day to establish a normal workday.

Effective Communication

One of the biggest causes of mistakes or arguments is a lack of effective communication. The lack of face-to-face communication is detrimental to a lot of workers. However, taking advantage of modern technology can alleviate these issues. Using platforms such as Zoom and Microsoft Teams can help to recreate face-to-face interactions so information sent in emails or texts isn’t misconstrued. This way co-workers, bosses, and teams can still have meetings and work on projects together while seeing each other virtually.

Time Management

Working from home could make it difficult to manage your time. It can be tempting to work longer than normal or to try to accomplish tasks at all hours of the day. It’s important to use your time wisely and be sure to set aside time for other important non-work-related activities. Set a timeframe to get your work done each day.

Exercise

Sitting for long periods of time can cause fatigue or body pain. Be sure to take breaks and get some fresh air or do some yoga between working periods. Many employees are used to being on their feet all day. Working from home, this might not be the case. It’s important to substitute that with exercise to keep yourself in shape. This will also contribute to your productivity and overall health.

Quiet Environment

Working from home can be difficult if your partner also needs a home-office space or if you have children present. It’s important to find a quiet space like an office or study room to work with no distractions. Whenever possible, try to work while your children are occupied with another activity or having quiet time.

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com  . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com

Top Talent Earns the Best Wages

Recently, there have been many boardrooms buzzing about employee well-being, employer branding, social responsibility, and so on. We’re not making light of it. But let’s not beat around the bush here. The number one reason we get up and go to work every day is for a paycheck. And educated staffers earn better wages.

Consider these Bureau of Labor Statistics (BLS) numbers:

• Civil Engineering Techs, with an AA or AS degree, earned an average of $53,000 in 2019. Their duty is to help civil engineers plan and execute systems and projects. 
• With two more years of school and a bachelor’s degree, Civil Engineers earned about $87,000 in 2019. 
• That’s a difference of $34,000 per year for two years of education!

Still, higher learning isn’t always an option. Between budget constraints, travel for work or family obligations, this might not be the right time to commit to two more years of school. That doesn’t mean you can’t hone your professional skills in other ways. 

The Value of Short Courses, Adult Ed & Certificate Programs

Professionals in the construction sector can always benefit from technical classes. If you’d like to learn a second language, become proficient at computer networking, or finally master Microsoft Excel, look to your local community colleges for inexpensive adult education. Hone your professional skills, update your resume and let the HR department know what you’re doing. 

As social distancing requirements begin to lift, you might also appreciate the opportunity to network at clubs or professional organizations. The right club memberships can be beneficial to both your current employer and your future in the profession. 

The Value of Professional Organizations for Ongoing Career Development

We think Roy Atkinson at HDI.com says it best: “Professional associations provide real, tangible value to those who belong to them. They become fellowships and institutions of learning, sounding boards and crisis counselors, and authoritative sources of information and nourishment for a career.”

• Professional organizations help construction professionals keep tabs on what’s happening in the industry. 
• They allow you to rub elbows with others in your field. 

They also provide terrific networking opportunities. Your employer might even agree to pay for club memberships. And if not, they’re usually tax-deductible. 

Ultimately, there are endless opportunities for professionals in the construction, engineering and environmental fields to build upon their skills. Individuals that treat education as a life-long process will ultimately earn higher wages, find more employment opportunities and become more valuable to prospective employers. Whether you’re looking to earn a higher degree or pick up a new skill, you’ll reap the rewards for years to come. 

Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com . To learn more about Michael or to follow his blog please visit www.michaeldesafey.com