Author: Sean Malady

Using LinkedIn to Get a Job

Posted on by Sean Malady

In this article, we will discuss:

  • The professional social media platform LinkedIn and why it has become so popular for job seekers.
  • Advice on making your LinkedIn profile stand out.
  • How to network effectively using your existing connections while building new ones.
  • Pointers for navigating LinkedIn’s built-in job search.

These days, looking for a job involves going online, creating a compelling resume, and searching for work opportunities on one of many platforms. These websites range from general job boards like Indeed, where you can find jobs posted across the country in hundreds of different specialties, or more specific sites that target specific locations or job sectors, like Government Jobs. 

However, these websites primarily focus on the job application, allowing employers to list roles within their organization and manage applicants directly without much engagement from the applicant themself.

This is where LinkedIn comes in. This social media platform is designed specifically for professionals looking to build their network. Linkedin goes beyond networking – it also comes with a robust job search that is backed by the framework of your typical social media platform..

How does LinkedIn Work?

Launched in 2003 by Reid Hoffman and his team, LinkedIn was created for professionals to build their network, stay connected, and as a job search site. It grew quickly to one million users by August 2004 and continues to grow today, nearly 23 years later. 

LinkedIn works by connecting professionals to their existing networks. Once a user has created an account, not only are they able to fill in their work history and upload a resume, but they are also shown other people that have worked at their former and current employers. These connections are ranked as first, second, and third degree connections, depending on how close the user is to that connection. 

Users that worked together are able to endorse each other’s skill and leave comments about one another’s work ethics and experiences. Users are also able to write posts, share images and external links just like other social media platforms. 

This social networking set up makes LinkedIn even more enticing once its robust job search engine comes into play. Imagine – you have built your professional network, have a strong candidate profile with plenty of endorsements, and have shared compelling, relevant content to your feed all before you even apply to a job. 

For job seekers, LinkedIn provides an amazing opportunity to showcase their skills. For employers, everything they want to know about a candidate is right there, including their professional references.

Getting your LinkedIn profile set up might take a bit more time than other job boards. That’s why we’ve put together a few tips to help get you started. Whether you are a job seeker or an employer, consider the following to ensure your profile stands out, draws in connections, and gets you the job or the employees you need.

Perfecting Your LinkedIn Presence

Ensuring your presence on LinkedIn catches the attention you want is easy. 

Create a Compelling Profile

  • Get Detailed: LinkedIn is a very powerful social networking platform. Do your best to fill out as many details as you can. This way, employers and other users will be able to know everything they need to make a decision.
  • Share Your Experience: Add your former and current employers to your profile, including how long you worked for them to build your reputation.
  • Advertise Yourself: Use the “open to work” banner to inform recruiters, employers, and the rest of your network that you are looking for work. LinkedIn allows you to specify which audience sees your interest, if you’d prefer only recruiters know that information.
  • Stay Engaged: Share engaging content related to your industry or field as this is a great way to stand out to recruiters and leadership, while also keeping your profile active.

Build Your Network

  • Make Connections: Connect with professional contacts, former employers, and industry contacts that supported your career so far. These connections will not only make your profile more visible, but will add legitimacy to your profile.
  • Lift Each Other Up: LinkedIn allows you to add skills like “customer service” or “machining” that are relevant to your type of work. Add these skills to your profile and ask for your peers to endorse them. Of course, endorse any skills they have that you know they can do, as well. 
  • Create your Community: Find people you know, even if they are not in your field or industry. The more connections you have, the stronger your LinkedIn presence will be. 

Master the Job Search Engine

  • Get Specific: Browse LinkedIn’s job board for roles you are interested in. If there are specific titles, locations, or industries you are looking for, create job search alerts that let you know when new roles are posted. Don’t be afraid to get specific.
  • Don’t Miss the Details: Some employers use LinkedIn to handle the entire hiring process, while others use LinkedIn as a launching point to their internal application system. Make sure to confirm you filled out the application entirely, with all of the required materials, on the correct platform.
    • Note: Pay close attention to the application requirements. Many employers require cover letters, portfolios, or other documentation outside of a resume. Don’t miss out on a job by not submitting everything they need!
  • Stay Relevant: Update your resume frequently and don’t be afraid to change it up (honestly!) to match specific roles. Additionally, make sure you have an AI-friendly resume that is set up to make it easy for employers to quickly get the information they need during the initial recruiting process. 
  • Make Bold Connections: If the job application allows you to message a recruiter after you have applied, take a moment to do so. A quick message thanking the team for their time goes a long way to ensuring that your name is at the top of the list.

Get the Job You Deserve

By building your presence on LinkedIn, not only will you have a stronger connection with your professional network, but you will become a more compelling candidate for the roles you are looking for. A strong LinkedIn profile can even act as a supplemental resume, especially when you’re applying for companies that have a strong presence on the website. With just a little bit of time, you can turn your LinkedIn profile into an online advertisement for your skills and experiences that supports you in your job search.

At J & J Staffing, we specialize in helping talented candidates like you find the careers you’re looking for. If you’re looking for assistance in connecting with the region’s top employers, contact us today to speak with a J & J Staffing recruiter. We look forward to hearing from you!

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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How to Apply for Job Postings for Mid to Large Companies

Posted on by Sean Malady

In this Article, You Will:

  • Learn how to get started with a corporate job search.
  • Dive deeper into the application process for these companies.
  • Discover ways that you can bolster your resume, increasing your chances of being noticed.

Working for mid-sized or large companies often comes with an appealing wish list of benefits: stability, strong brand recognition, extensive benefits packages, and clear, defined career paths.

But landing one of these desirable corporate jobs can feel like a different league. The application process is often more complex, more structured, and more competitive than at smaller businesses. It’s easy to feel like just another number.

So, how do you successfully navigate the corporate job application process and get your foot in the door? This guide will break down exactly how to apply for job postings at mid-to-large-sized companies and help you land one of those large company jobs.

Starting Your Professional Job Search

Before you can perfect your application, you have to know where to look. A successful professional job search for large company jobs means using a targeted, multi-channel strategy instead of just applying everywhere.

How to Find a Corporate Job

When you’re looking for opportunities at this level, your search should be focused. Here are the top three places to look:

  • Company Career Pages: The most direct method is to visit the career pages of the specific companies you admire. Applying directly on their site is often the preferred method for large companies, as it feeds your application right into their internal system.
  • LinkedIn & Niche Job Boards: Use major job boards like LinkedIn, but be smart about it. Don’t just search for a job title. Use the advanced search filters to narrow your results by company size, industry, and location to find relevant opportunities that match your goals.
  • Staffing Agencies (like J & J Staffing): This is our specialty and a powerful tool for candidates. Recruiters at agencies like J & J Staffing often have an “inside track” and established, long-term relationships with hiring managers at large companies. We can guide your Professional job search, offer critical advice on your application, and advocate for you directly, significantly increasing your chances of getting noticed.

How to Apply for Corporate Jobs

Once you’ve found the perfect job posting, the application itself is the next major hurdle. When you’re dealing with large companies, you can’t just send a generic resume and hope for the best. You need a precise, targeted strategy. This is the most critical component of how to apply for corporate jobs.

Decoding the Job Description

First, treat the job description as your roadmap. Job postings at large companies are rarely vague; they are often written by a committee and list very specific requirements.

Read it at least twice. The first time, just get a feel for the role. The second time, highlight the key skills (e.g., “project management,” “Salesforce,” “data analysis”), qualifications (“5+ years of experience,” “Bachelor’s degree”), and “soft skills” (“team-oriented,” “strong communicator”). These are the exact keywords your application will be scanned for.

Tailoring Your Resume for the ATS (Applicant Tracking System)

Here’s the biggest secret of the corporate job application process: you have to get past the robot first.

Most mid-to-large companies use an Applicant Tracking System (ATS). This is software that receives, scans, and ranks every application. Because these companies receive hundreds (sometimes thousands) of applications for one role, the ATS is the first filter. It scans your resume for the keywords from the job description and scores you.

A generic resume will get filtered out before a human ever sees it.

To get past the ATS, you must tailor your resume. Take those keywords you highlighted in the job description and mirror them in your resume’s “Skills” and “Experience” sections (as long as you genuinely have that experience, of course). This is the single most important step for how to apply for corporate jobs successfully.

Writing a Professional Cover Letter

Don’t skip the cover letter, even if the application says it’s optional. This is your chance to show you’re a human who understands the corporate environment.

A good cover letter doesn’t just repeat your resume. It connects the dots for the hiring manager. Use a simple formula: “I see you’re looking for [Requirement from Job Description]. In my role at [Previous Job], I successfully [Specific accomplishment that proves you have that skill].”

Keep it professional, concise, and focused on how you can solve their problems. This demonstrates you’re a proactive professional, which is exactly what large companies want.

Beyond the Resume – Show Them You’re Ready

Your work isn’t over once you hit “submit.” The final piece demonstrates the professionalism and persistence that these companies value. This shows you understand how to work in a corporate job before you even get an offer.

Networking & Following Up

It’s common to send an application and hear nothing back—the dreaded “black hole.” Sometimes, this is where a bit of professional networking helps. If you know someone at the company, a polite note letting them know you’ve applied can be helpful.

If you don’t have a connection, a polite follow-up email to the recruiter or hiring manager after one to two weeks is appropriate. Keep it simple and professional; this small step can show your continued interest and set you apart during your Professional job search.

Preparing for the Multi-Stage Interview

One of the biggest differences with corporate jobs is the interview process. Be prepared for a multi-stage marathon, not a sprint. It often involves:

  • An initial HR screening call.
  • An interview with the direct hiring manager.
  • A technical interview or assessment.
  • A panel interview with multiple team members.

Don’t be intimidated by this. It’s standard procedure. By showing up prepared, professional, and patient for each step, you’re proving you have the endurance and poise needed to thrive in a structured corporate environment.

We’re Your Partner in a Professional Job Search

A successful professional job search for large company jobs requires more than just a good resume. It requires a targeted strategy, a tailored application that can beat the ATS, and the persistence to see the process through.

You don’t have to navigate the search for corporate jobs alone. At J & J Staffing, we specialize in helping talented candidates like you connect with the region’s top employers. We can be your expert partner, guiding you through every step.
Ready to start your search? Browse our current openings or contact a J & J Staffing recruiter today to learn more about how to find a corporate job that’s right for you.

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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Furry Friends and Working from Home: Benefits of Pets in the Home Office

Posted on by Sean Malady

In this article, we will discuss:

  • How working from home has impacted worker health and well-being.
  • The ways in which our furry friends improve worker satisfaction while working from home.
  • Tips for creating a pet-friendly home office that boost productivity.
  • Ways businesses can involve their employees’ pets in fun and engaging activities.

 Working from home has become more commonplace than ever before. According to the U.S. Bureau of Labor Statistics, since the COVID-19 pandemic, the number of remote workers increased from 17% before 2020 to 39% in 2021. This shift to remote work has fundamentally changed the professional landscape. Where a workday once involved a daily commute and a bustling office, workers have found that the boundaries between personal and professional life have blurred. While this change has brought flexibility, it has also brought up new challenges to employee well-being. 

Remote work has a complex impact on the health and well-being of workers. For many, the elimination of a commute, increased autonomy, and the ability to be at home with their family have been significant boons. However, some unique stressors have become obvious: social isolation and the inability to “switch off.”

The loss of casual, daily social interaction with colleagues can lead to feelings of isolation. And, with the office literally steps away from the bedroom, the temptation to work longer hours is high, leading to more cases of employee burnout. This low-grade stress and lack of clear boundaries has made it difficult for employees to find the perfect work-life balance, impacting mental health and overall job satisfaction.

However, there is one benefit to working from home that has become more prevalent: our pets. These four-legged, furry, feathered, or scaled family members provide more than just companionship. In fact, they can increase satisfaction, reduce stress, and improve connection with other remote peers. 

The Benefits of Pets in Your Home Office

Our furry friends are not just part of a video chat background; they are active contributors to the home office atmosphere. Studies have shown that the benefits of human-animal interactions are widespread, and those benefits are amplified when we work from home.

The most profound benefit of having pets in your home office is stress reduction. The simple act of petting a cat or dog has been shown to lower blood pressure and reduce the levels of the stress hormone cortisol. When a challenging email or difficult meeting raises your anxiety, reaching for your furry best friend can provide an immediate, calming reset. Our pets act as living, breathing stress balls, only much cuter and far more effective.

Pets also enforce much-needed micro-breaks. A dog waiting patiently at the door with their leash, or a cat that demands your attention by walking across your keyboard, forces you to stand up, move, and shift your focus, even if it is only for five minutes. These brief interruptions are crucial to breaking up the time workers spend staring at screens and reducing eye and cognitive fatigue. Since keeping your body moving throughout the day is necessary in any office setting where workers are at their desks for several hours at a time, a pet insisting on play and movement can make a big difference. 

Anyone who has been on a video meeting recently has likely seen one of their coworkers’ pets. Dogs, cats, and other pets are fantastic natural icebreakers and relationship builders. A dog’s sudden cameo or a cat jumping up into their favorite sunny spot in the background offers a moment of connection with colleagues and clients. These brief, authentic interruptions add a touch of personality and warmth to professional interactions, strengthening team bonds while also reducing the formality of remote communication. By being their loving, sometimes interruptive selves, our pets remind us that we are all humans working together, from home, towards a common goal.

Creating a Pet-Friendly Home Office to Boost Productivity

A pet-friendly office is one that accounts for your pet’s presence and maximizes their benefits while minimizing distraction. There are a few things remote workers can do to optimize their space and invite their furry friends to be a part of their home office. 

Designated Comfort Zones: Create a space in your office that gives your pet their own comfortable space near your desk. A cozy bed, their favorite crate, or a cat tree allows them to share their space with you without encouraging them to be in your way while you are working. 

Scheduled Breaks: Do not wait for your pet to interrupt an important meeting or get in the way while you’re racing to finish a project. Build structured pet breaks into your day, perhaps during your lunch break or that dreaded mid-afternoon slump. Taking your dog on a fifteen-minute walk benefits you both—you get exercise, and they get their energy needs met, making them calmer so you can finish your day.

Noise Management: For pets that like to be involved by meowing, barking, or chirping while you work, consider keeping a basket of their favorite toys nearby during important meetings. If necessary, invest in a noise-canceling microphone to ensure professional audio quality. 

Safety First: With remote work comes remote workstations and plenty of computer and monitor cables. Secure any dangling cords, keep common office supplies like staples or rubber bands out of your pets’ reach, and always make sure your trash can is covered to deter a curious sniffer. 

How Employers Can Involve Pets in Remote Workplace Culture

Pets in remote workers’ home offices don’t benefit just the employee. Employers also can too. By involving employees and their pets in company culture, employers can boost company-wide morale and engagement and show their employees that they recognize and support their work-life reality. Here are some ways businesses can involve pets in their everyday operations.

Pet-Inclusive Benefits Packages: In our most recent blog, we discussed what benefits are truly important to today’s workforce. Many employers are embracing non-traditional benefits in their employee benefits packages. One of these is pet insurance. By providing employees with the ability to keep their furry family members healthy, an employer shows that they value their team’s entire life experience. 

Wellness Initiatives: Beyond insurance, encouraging employees to participate in activities like “Walk Your Dog Wednesday” or “Pet Yoga” can promote physical activity and reduce stress, framing pet time as essential to employee’s health and well-being. 

Pet Photo Contests and Calendars: Engaging employees and their pets by hosting photo contests like “Sleepiest Pet,” “Most Enthusiastic Furry Coworker,” or a pet costume contest can bring employees closer together. Use the winning photos to create a company calendar to provide fun, low-effort engagement.

Donations and Charities: Most pet-owning employees will always be excited to connect over a shared, meaningful cause. Organizing a virtual drive for a local animal shelter or rescue group reinforces the company’s commitment to community and the well-being of its employees’ extended furry family.

The Purr-fect Remote Working Partnership

As remote work continues to define the future of employment, the presence of pets is more than just a perk—it is a significant factor in employee retention, mental and physical wellness, and overall job satisfaction. Our furry friends provide essential emotional support, wellness breaks, and a bridge between our personal and professional lives. By embracing and supporting the role of pets in the work-from-home environment, both employees and their employers can create a more balanced, productive, and joyful working experience. 

At J & J Staffing, we know that attracting and retaining the right people is a constant challenge. We specialize in finding professionals who bring both dedication and balance to the modern workplace. If you’re ready to build a high-performing team that thrives in a flexible, pet-friendly remote environment, contact us today.

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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What Today’s Workforce Really Wants from Their Benefits Package

Posted on by Sean Malady

In this article, you will learn how to build a competitive advantage in hiring and retention. We will go over critical topics in benefits, including the following:

  • The top traditional benefits employees need as a starting point and some non-traditional emerging benefits that are increasingly being requested
  • The biggest challenges employers face for offering comprehensive benefits and ways they can address them to attract and retain candidates
  • How to design a benefits package in 2026 that will keep you ahead in this very competitive labor market.

Recently, we have examined how employers can humanize the hiring process and boost retention in a hybrid work environment. In both articles, we highlighted how employers and employees want a relationship built on trust, value, and mutual respect. 

As we look ahead to 2026, the job market should continue to be tight (check out our most recent Jobs Report Snapshots to see what we mean). But companies will always invest in top talent to stay strong through any economic cycle. Financial compensation is a start, but there’s more to the equation for developing long-lasting and successful relationships. 

What Do Your Top Recruits and Best Performers Want? 

Even though inflation remains a top concern, many workers are considering options beyond a salary.. As a whole, they want roles that support their financial goals, personal aspirations, and professional development. And employers have to figure out how to meet these needs while managing rising costs. 

Designing a benefits package that meets these goals isn’t easy—but when done right, it’s one of the smartest investments a company can make. We’ll explore both traditional and emerging benefits that can help you attract and retain the right people for your team and culture.

Benefits That Will Increase Job Satisfaction in 2026

A good salary matters, but today’s workforce is looking for more from their employers. Some will weigh certain benefits more than others, depending on their age, experience, and even their field. But the benefits we list below should help sway new recruits and entice current employees to stay. 

Health Insurance

Healthcare is a top priority for most employees for good reason. In an HBR study, 88% of job seekers said they’d accept a lower-paying job if it offered better insurance. Another study found that 77% of employees view benefits as essential to their overall physical and mental well-being.

While no single plan fits every organization, employees consistently value:

  • Comprehensive coverage that includes medical, dental, vision, and mental health support
  • Telehealth options for convenient and flexible access to care
  • Affordable prescriptions that reduce everyday stress and financial strain
  • Tax-free accounts (HSAs or FSAs) to help manage out-of-pocket costs. 

Retirement Benefits

Retirement benefits play a major role in building long-term loyalty. Employees want to know that their employer is invested in their future, too. One study showed that 87% of employees value retirement benefits, but only 54% of employers offer them. Employers who offer these benefits could positively improve morale and ensure their top recruits and performers want to stay: 

  • Competitive Retirement Plans: A strong 401(k) match or pension program shows employees you’re committed to their long-term success. Matching employee contributions or offering financial incentives to save can significantly boost participation and satisfaction.
  • Education and Financial Literacy: Hosting financial wellness sessions or providing access to planning tools helps employees make better decisions for their future. 
  • Student Loan Assistance: Student debt is a major source of stress for today’s workforce. The average total student loan debt is around $30,000. Assistance or repayment programs are highly attractive perks for building loyalty and financial security.

Work-Life Balance

Employees want roles that respect their personal lives, family time, and boundaries. In one survey of workers across 35 countries, 83% said a better work-life balance is their highest priority for current or future jobs, edging slightly past job security and compensation. When organizations support work-life balance with the perks listed below, they are on the right track to better employee morale:

  • Flexible scheduling with specified core hours for teammates to collaborate. 
  • Remote or hybrid work options to increase time at home with family
  • Stipends and reimbursement programs for remote setup and utility costs
  • Paid time off to recharge and take care of personal responsibilities 
  • Reasonable workloads and frequent check-ins to help prevent burnout

Emerging Non-Traditional Benefits

As competition for talent grows, many organizations are expanding beyond traditional benefits to meet the evolving needs of modern employees. These family and wellness benefits signal that your company understands and supports your employees in and out of the office:

  • Family Support: Childcare assistance, fertility and adoption benefits, and paid parental leave are among the top emerging benefits that help employees manage life changes and growing families. Pet insurance for employees’ four-legged family members is another benefit that is becoming more common in benefits packages. 
  • Wellness Perks: Employers can play a key role in helping employees stay physically and mentally healthy. Perks that can help boost health and wellness include onsite fitness centers and stocked employee kitchens, gym reimbursements, and dedicated employee assistance programs (EAPs) for mental health. 

How to Remain Competitive in a Tight Labor Market 

Employee expectations for benefits and perks may be clear, but many organizations face difficult challenges in delivering on them. We’ll walk through some of the most common challenges employers must creatively solve to provide better employee satisfaction while staying true to their business needs. 

  • Rising Costs: Benefits expenses continue to climb due in part to higher healthcare costs and more health claims. Many employers are forced to make tough choices, like scaling back coverage or shifting costs to employees, which can impact morale and retention if not managed carefully.
  • Leadership Buy-In: Getting leadership support for new or enhanced benefits can be difficult. Because the ROI of benefits isn’t always immediate, leaders may hesitate to invest in programs that don’t demonstrate value right away.
  • Communication Gaps: Even the best benefits lose value if employees don’t understand them. 71% of employees reported that they want more information about their benefits, and 51% say they don’t fully understand their coverage. 

Designing a Benefits Package for 2026

To meet both employee expectations and business goals, companies must be strategic in their approach when it comes to benefits. As you can see from the list we compiled, a well-designed 2026 benefits package will have comprehensive healthcare, retirement, and family options, but not all perks need to be monetary. 

Each company is different when it comes to size, revenue, and organizational structure, but here are a few guidelines to keep in mind to attract and retain the best employees for your team: 

  1. Prioritize health and financial stability with comprehensive insurance and retirement options.
  2. Offer flexibility and choice so employees can tailor benefits to their needs.
  3. Gain leadership support early by aligning benefits with measurable goals like retention, productivity, and engagement.
  4. Communicate proactively (not just during open enrollment) to help employees understand and appreciate their benefits.
  5. Track impact by regularly surveying employees and adjusting programs based on feedback.

The most successful employers in 2026 will be those who see benefits as strategic investments in people and their performance. At J&J Staffing, we help employers attract skilled talent and build teams that last. When you pair our staffing expertise with the benefits employees want, you’ll create an environment where employees are excited to stay and grow. Contact us today to get started. 

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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5 Ways to Boost Retention in a Hybrid World

Posted on by Sean Malady

In this article, you’ll learn:

  • The key benefits of hybrid work for employee happiness
  • Why hybrid work alone isn’t enough for long-term retention
  • How to listen to employee needs to improve engagement
  • Practical employee retention strategies that align with today’s workforce
  • Steps to build a workplace where employees want to stay and grow

For many organizations, the conventional 9–5 office model seems like a thing of the past. Technology breakthroughs, the growing popularity of remote and hybrid work models, and the emergence of artificial intelligence have all contributed to a dramatic change in the workplace in recent years. 

Unprecedented flexibility and access to a global talent pool have been brought about by this evolution, but it has also brought forth new difficulties, especially in the area of employee retention. A hybrid workforce, which combines remote and in-office presence, has become a potent solution in this dynamic environment, providing the best of both worlds. 

Employers must proactively modify their strategies to maintain the engagement, satisfaction, and commitment of their most valuable asset, their employees, if they are to fully realize their potential. This blog post will explore five essential strategies for boosting retention in today’s hybrid world, ensuring your talent stays with you for the long haul.

1. Communication, Communication, Communication

Clear, consistent, and proactive communication is not only crucial in a hybrid setup, but it is also the lifeblood of your organization. When team members are dispersed across various time zones and places, there is a much greater chance of miscommunication, loneliness, and a lack of openness.

Streamline Communication Methods

Start by defining and streamlining your communication channels. This means clearly outlining when to use email for formal announcements, when to use instant messaging for quick queries, and when video conferencing is necessary for collaborative discussions.

  • Frequent Check-ins: Hold weekly team meetings or daily stand-ups to guarantee that both in-person and virtual participants have an equal chance to contribute.
  • Asynchronous Communication: To accommodate varying work schedules, use platforms such as Slack, Microsoft Teams, Google Workspace, or Trello boards for updates that don’t need to be answered right away.
  • Leadership Transparency: Executives should communicate company news, strategic plans, and difficulties in a proactive manner. Regardless of their actual location, this creates a sense of trust and belonging that makes workers feel appreciated and informed.
  • Feedback Loops: Establish secure and convenient avenues for staff members to offer input. One-on-one meetings, anonymous suggestion boxes, and routine pulse surveys are essential for identifying and resolving issues before they become more serious.

By creating unambiguous communication guidelines and encouraging candid discussions, you can overcome the geographical distance and maintain your hybrid team’s unity and connection.

2. Trust and Flexibility Go Hand-in-Hand

One of the greatest appeals of hybrid work is the flexibility it offers. To maximize retention, employers must embrace this flexibility and, critically, back it with a foundation of trust.

Don’t Micromanage:

Micromanagement is the fastest way to demotivate a hybrid worker. The temptation to over-monitor can be strong because you can’t always see your remote team members. Avoid it. Instead of keeping track of every minute of an employee’s day, concentrate on results and deliverables. 

Set clear expectations and goals, then give your team the freedom to accomplish them however they see fit. This independence demonstrates trust, which is a key component of employee satisfaction and a strong motivator.

Allow Schedule Flexibility:

Hybrid work, by definition, offers flexibility. Embrace it fully by allowing employees a degree of control over their schedules. This could mean:

  • Core Hours with Flexibility: Establishing certain “core hours” when everyone is expected to be available for collaboration, while allowing individuals to choose their start and end times around these.
  • Location Choice (within guidelines): Giving staff members the freedom to choose which days they work remotely and which days they visit the office, as long as they follow corporate policies.
  • Personal Needs Accommodation: Understanding that life happens. A supportive work environment is created by letting employees modify their schedules to accommodate appointments, family obligations, or personal well-being.

Employees are much more likely to feel appreciated and stick with a company when they are trusted and have control over their work-life balance.

3. Invest in Your Employees

Pay isn’t the only factor in employee retention; you also need to demonstrate your appreciation for them as professionals and people. It is essential to make strategic investments in their growth, tools, and well-being.

Mental Health Strategy: 

In a hybrid environment, it can be difficult to distinguish between work and home, which can result in stress and burnout. Having a strong mental health plan is now essential rather than optional.

  • Employee Assistance Programs (EAPs): Offer confidential counseling services and resources.
  • Wellness Initiatives: Encourage mental health days, online fitness courses, or mindfulness breaks.
  • Managerial Training: Prepare managers to spot burnout symptoms and provide their team members with effective support.
  • Destigmatize Mental Health: Foster an environment where talking about mental health is accepted and encouraged.

Technology:

Employees in a hybrid workforce require the appropriate resources in order to succeed. Regardless of location, investing in state-of-the-art technology guarantees productivity, teamwork, and a smooth working environment.

  • Reliable Hardware: Provide laptops, monitors, headsets, and other essential equipment.
  • Collaboration Software: Invest in platforms like Zoom, Microsoft Teams, or Google Workspace for effective communication and project management.
  • Secure Networks: Ensure robust cybersecurity measures to protect company and employee data when working remotely.
  • IT Support: Offer accessible and responsive IT support for both in-office and remote setups.

Benefits:

To create an attractive employee value proposition for a hybrid workforce, companies need to offer tailored benefits beyond standard health insurance. This includes providing home office stipends for remote work costs, professional development allowances for growth, flexible leave policies for work-life balance, and robust recognition programs to acknowledge team members’ achievements and reinforce their value, regardless of location.

4. Strengthen Their Sense of Purpose

People want to feel that their work matters, regardless of tasks and projects. In a hybrid setting, a strong sense of purpose is a major retention driver and a potent remedy for disengagement.

Show Them Their Efforts Matter:

The company’s mission, vision, and values should be clearly stated, and individual roles and projects should be consistently linked back to this overarching goal.

  • Impact Transparency: Show how an employee’s specific contributions directly influence company goals, customer satisfaction, or broader societal impact.
  • Celebrate Wins: Acknowledge and celebrate achievements, big and small, publicly. This reinforces the value of their work.
  • Regular Feedback: Provide constructive feedback that helps employees understand their strengths and areas for growth, showing that their development is valued.

Encourage Professional Development and Passions:

To truly strengthen an employee’s sense of purpose, it is essential to show them a clear and exciting path for growth within the company. Employees are far more likely to stay when they feel their professional aspirations are not just acknowledged, but actively supported.

Providing employees with the necessary support and resources for their professional growth can significantly impact retention. Employees value knowing that their career aspirations are recognized and supported by their employers. Beyond offering training and coursework, an incentive for completing these developmental steps could further encourage their progress.

5. Provide Meaningful Work

Employees will eventually look elsewhere, even if they have the best benefits and flexibility, if their daily work isn’t interesting or feels like busywork. It’s crucial to make sure your workers always have work that is worthwhile.

Ways you can accomplish this include:

  • Challenging Projects: Assign projects that stretch employees’ skills and encourage them to learn new ones. Meaningful work often involves tackling complex problems.
  • Autonomy in Tasks: Give employees ownership over their projects and allow them to make decisions where appropriate.
  • Avoid Redundant or Menial Tasks (where possible): Automate repetitive, low-value tasks or delegate them appropriately, freeing up employees to focus on more impactful work.
  • Clear Goals and Impact: Before assigning a task, clearly explain its purpose, its connection to larger objectives, and the expected impact. This transforms a “task” into a “contribution.”
  • Skill Alignment: Ensure that the work assigned aligns with an employee’s skills, interests, and career aspirations as much as possible.

Employees are more likely to stay with a company when they feel their time is well-spent on meaningful projects. This leads to a greater sense of accomplishment and job satisfaction, which directly improves retention rates.

Lean on J & J Staffing Resources For Support and Advice

To retain employees in a hybrid work model, companies must prioritize clear communication, build trust and flexibility, invest in well-being, foster a sense of purpose, and provide engaging work.

Retention begins with hiring culturally aligned talent. J & J Staffing Resources connects companies with skilled professionals who fit flexible environments. By combining these retention strategies with J & J’s expertise, companies reduce turnover and build resilient, thriving organizations for the future of work. Contact us today to get started!

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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How to Humanize Your Automated Hiring Process

Posted on by Sean Malady

Hiring has become increasingly complex, even as new technologies promise to simplify it. AI is now a central part of the process for both job seekers and employers to mixed results. Job seekers are using AI to create tailored resumes and cover letters, sometimes for positions they aren’t fully qualified for. In response, recruiters have supercharged their applicant tracking systems (ATS) with AI to go through the influx of applications—many of which were likely generated by AI themselves.

In a series of articles, we’ll explore how AI has changed the hiring landscape and ways job seekers, employers, recruiters, and staffing agencies can adjust to it. Our first article will examine how this AI-to-AI pipeline has made the hiring process feel more impersonal than ever. Can hiring teams take advantage of AI’s incredible power without losing the human touch so sorely needed in the candidate experience?

The Benefits of Automating Your Hiring Process

Nearly 90% of companies use AI in some capacity for initial candidate screenings. AI is used in ATS to sift through resumes to find rock star candidates. Another common application for AI is chatbots that answer common questions, schedule interviews, and handle some communications. Some companies will even use AI as an intelligence tool to score candidates based on predetermined parameters. Automating the hiring process can provide a number of benefits on the recruitment side:

Faster Screening and Hiring

The average job opening now receives hundreds or even thousands of applications. With this overwhelming volume, internal hiring teams don’t have the time or resources to go through every application. AI tools can help fill the gap. But that’s just the start. We recently listed a few ways to utilize AI and automation at every stage of the hiring process if you are struggling with increased demand or a long time-to-hire rate. 

Better Candidate Matching

With so many applications coming in at different skill and experience levels, it’s easy for strong candidates to get lost in the shuffle. AI tools can integrate with existing hiring systems to quickly identify patterns and highlight applicants whose profiles compare well with past successful hires. By focusing on objective data rather than subjective first impressions, AI tools can also help reduce unconscious biases, creating a fairer and more consistent screening process.

Stronger Candidate Engagement

One of the biggest complaints candidates have with the hiring process is poor communication. AI-powered chatbots and automated messaging systems can provide acknowledgments of receipt, updates on application status, and 24/7 answers to common questions. These messages can help candidates stay engaged and ensure that their application is still being considered. Even a rejection message can be more satisfying than being ghosted altogether. 

The Limits of AI and Automation 

While AI-powered hiring brings speed and efficiency, it can’t replace the personal touch that builds trust and strengthens relationships. AI is a powerful tool, but it lacks the empathy, intuition, and nuanced judgment that experienced recruiters bring to the table. When companies rely too heavily on automation, the hiring process can feel cold and transactional, leaving candidates feeling undervalued or overlooked. This could cause a number of negative impacts:

Missing Soft Skills

AI is great at assessing hard skills and qualifications that are self-reported on a resume or cover letter. However, it can struggle with recognizing those intangible qualities that are needed for successful placement, including emotional intelligence, adaptability, and cultural fit. Humans are needed to assess these soft skills to determine whether a candidate would be successful in the role and not just a good match on paper. 

Overlooked Candidates

While AI is great at pattern recognition to eliminate bias, it’s only as good as the data it’s trained on. If the historical hiring data reflects existing or past human biases, the AI could teach itself those biases, too. This could cause the AI to reject great candidates with different backgrounds that don’t match the patterns or criteria set by those systems. Companies should ensure that their AI tools are frequently audited for any potential biases. 

Disconnected Experiences

Automated updates and chatbot responses are convenient for updating candidates, but overrelying on AI tools for communications will lead to greater dissatisfaction and application withdrawals. Candidates prefer interacting with other humans who can answer questions and provide feedback. Talking to a machine will likely feel cold and distant after a while and could make the candidate wonder if that’s what the work environment will be like, too. 

How to Keep Humans Part of the Loop

Striking a balance between automation and human involvement does take time and effort, but it’s not impossible. Here are a few strategies that may be helpful to implement in your process:

  • Become a Co-Pilot, Not a Passenger: Consider AI recommendations as a starting point to dig deeper into selected candidates. AI can make mistakes or overlook great candidates, so it’s important to have human oversight across the process. 
  • Be Upfront about Your AI Usage: Candidates will not trust your process if they feel that the company is being disingenuous about how AI is being used to assess their application. Explain which stages involve AI and how it contributes to fair hiring decisions backed by human judgement. 
  • Have Human Touchpoints Throughout: While AI can be used for some communications, be sure to have human interactions with the team at critical stages of the process. Personalized feedback can improve the candidate experience and make the process less transactional. 

Modern recruiting should not be about replacing recruiters and staffing professionals with robots. It’s about empowering them with the tools they need to be more efficient, strategic, and accurate. By striking the right balance, the hiring process can benefit from a collaboration where robots and humans focus on what each does best. This will lead to better results and a positive experience for every candidate. 

Contact us today to learn how J & J Staffing can help you leverage the power of AI without losing the human touch. 

August 2025 Job Report Snapshot

Posted on by Sean Malady
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Quick Facts:

  • Total nonfarm payroll employment changed little in August (+22,000) and has shown little change since April. The unemployment rate, at 4.3% , also changed little in August.
  • Job gain in health care was partially offset by losses in federal government and in mining, quarrying, and oil and gas extraction.
  • The number of long-term unemployed (those jobless for 27 weeks or more) changed little at 1.9 million in August but has increased by 385,000 over the year.
  • The number of people employed part time for economic reasons, at 4.7 million, changed little in August.
Job circles August 2025

Looking Forward:

  • U.S. job growth weakened sharply in August while the unemployment rate increased to nearly a four-year high of 4.3%, confirming that labor market conditions were softening and sealing the case for an interest rate cut from the Federal Reserve this month. “
  • Trump’s duties, which have boosted the nation’s average tariff rate to the highest level since 1934, stoked fears of higher inflation, prompting the U.S. central bank to pause its interest rate cutting cycle. Just as some of the uncertainty over trade policy was starting to lift with most tariffs now in place, a U.S. appeals court ruled last Friday that many of the duties were illegal, keeping businesses in a state of flux.
  • The bulk of the jobs added in August were in healthcare, with payrolls in the sector rising 31,000. But even this pillar of the labor market is showing strain as the increase was below the average monthly gain of 42,000 over the last 12 months.
  • Seema Shah, chief global strategist at Principal Asset Management, said that the August jobs report “just about strikes a balance between reinforcing market expectations for a sequence of Fed rate cuts and not yet inviting renewed concerns around recession, so the broad market response should be mildly positive.” “But concerns about the health of the economy are starting to creep in and a further deterioration in the labor market would soon tip the balance to ‘bad news is simply bad news.’ Equally, a strong inflation print next week could strike new fears about a “stagflationary” mix,” Shah added.

Source: U.S. Bureau of Labor Statistics – The Employment Situation – August 2025

Unemployment stats July 2025

July 2025 Job Report Snapshot

Posted on by Sean Malady
Download Job Report PDF

Quick Facts:

  • Total nonfarm payroll employment changed little in July (+73,000) and has shown little change since April. The unemployment rate was steady at 4.2 percent.
  • Employment continued to trend up in health care and in social assistance. Federal government continued to lose jobs.
  • In July, the number of long-term unemployed increased by 179,000 to 1.8 million. The long-term unemployed accounted for 24.9 percent of all unemployed people.
  • The number of people employed part time for economic reasons, at 4.7 million, changed little in July.
Job circle stats June 2025

Looking Forward:

  • Job growth slowed in July with only 73,000 new jobs added relative to expectations for 104,000 gains. The prior two months were also revised meaningfully lower, which indicates the labor market is losing momentum. Payrolls for May were slashed by 125,000 to a gain of only 19,000 jobs. The BLS described the revisions to May and June payrolls data as “larger than normal.”
  • The weak report, including the dramatic revisions, could provide incentive for the Federal Reserve to lower interest rates when it next meets in September. Following the report, futures traders raised the odds of a cut at the meeting to 75.5%, up from 40% on Thursday, according to CME Group data.
  • There were few signs of strength in the July jobs count, with gains coming primarily from health care, a sector that has continued to show strength in the post-Covid recovery. The group added 55,000 jobs, easily leading the way. Social assistance also contributed 18,000 jobs. The two sectors combined for some 94% of the job growth. Retail added nearly 16,000 jobs and the financial sector was up 15,000.
  • Gross domestic product increased at a 3% annualized pace in the second quarter, considerably better than expected. However, that largely reflected the unwinding of a huge import buildup ahead of Trump’s April 2 “liberation day” tariff announcement. Underlying demand numbers in the Commerce Department report were mostly weak, while consumer spending increased from the first quarter but was still tepid.

Source: U.S. Bureau of Labor Statistics – The Employment Situation – July 2025

Unemployment stats June 2025

The Role of Onboarding in Helping New Hires Find Their Career Path

Posted on by Sean Malady

For decades, employee onboarding was often treated as a one-day administrative affair: a flurry of paperwork, a quick office tour, and a handshake. Today, however, leading organizations recognize this initial period for what it truly is—the foundational stage of an employee’s entire lifecycle with the company. This critical window is no longer just about orientation; it’s about integration, engagement, and setting a clear trajectory for the future.

Below, we’ll explore how a modern, strategic onboarding process moves beyond the basics to play a pivotal role in helping new hires discover and establish a meaningful career path. From building foundational relationships to providing early exposure to growth opportunities, we’ll break down how to transform your onboarding from a simple welcome into a powerful tool for long-term talent development and retention.

Provides Exposure and Discovery

Effective onboarding extends far beyond the initial orientation, serving as a vital compass for new hires navigating their career journey within an organization. It offers a truly panoramic view of the company, transcending the narrow confines of their immediate role. 

By meticulously introducing them to diverse departments, fostering connections with key leaders across various functions, and immersing them in cross-functional projects, onboarding illuminates the multifaceted nature of the organization. This exposure to various operational functions and strategic initiatives is critical, as it unveils a spectrum of potential career trajectories that new hires may not have previously contemplated. 

This crucial discovery phase empowers individuals to envision the breadth of opportunities available, fostering a sense of long-term possibility and encouraging them to actively explore diverse avenues for growth and development within the company.

Sets Clear Expectations for Growth

Current onboarding trends recognize that the initial short-term goals are just the beginning. They meticulously frame immediate objectives within the context of a larger career growth picture, helping new hires visualize their trajectory within the organization. 

It goes beyond simply answering the fundamental question, “What do I need to do now?” Instead, proper onboarding proactively addresses deeper, more strategic questions like, “What does success in this specific role genuinely look like in the long run? And where can achieving that success ultimately lead me within this company?”

This approach fosters a sense of purpose and direction, encouraging new employees to actively engage in their own professional development from day one. It helps them connect their daily tasks to their long-term career aspirations, building a foundation for continuous learning and growth within the organization.

Builds Foundational Relationships and Networks

A new hire’s career path is heavily influenced by their professional network. Strategic onboarding facilitates this by:

  • Assigning a Mentor or Buddy: This connects the new hire with an experienced employee who can offer guidance, share institutional knowledge, and serve as a role model or sounding board for career questions.
  • Facilitating Introductions: Ensuring new hires meet people outside their immediate team helps them build a network that can lead to future opportunities, collaborations, and mentorship.

When deciding what your onboarding process will look like consider individuals within your organization who could be beneficial to each new hire. This should be evaluated on a case by case basis considering no two people are alike and each new hire will have different career goals in mind.

Highlights Development Tools and Resources

Effective onboarding is an opportunity to plant the seeds for future success. By strategically integrating the introduction of career development resources, you can empower new talent to take a proactive role in their professional journey. Key resources to emphasize should include:

  • Learning Management Systems (LMS) with Training Courses: These centralized platforms are a treasure trove of knowledge. New hires should be introduced to whatever system your organization uses not just as a compliance tool, but as a dynamic hub for continuous learning. Education can include a wide array of training courses, from technical skills enhancement and leadership development to soft skills refinement and industry-specific certifications. Highlighting personalized learning paths or recommended courses based on their role can further encourage engagement.
  • Internal Job Boards and Career Pathing Software: Transparency regarding internal opportunities is crucial. New hires should understand that their current role is a starting point, not a ceiling. Introducing them to internal job boards demonstrates the company’s commitment to internal mobility and growth. Furthermore, career pathing software, if available, can be an invaluable tool. It allows new hires to visualize potential career trajectories, identify necessary skills for advancement, and explore different roles within various departments, helping them plan their professional journey.
  • Tuition Reimbursement Programs: Investing in higher education or specialized certifications can significantly accelerate career growth. Tuition reimbursement programs should be clearly articulated during onboarding, detailing eligibility criteria, covered expenses, and the application process. This benefit signals your commitment to lifelong learning and provides a tangible incentive for employees to further their academic and professional credentials.
  • Professional Development Budgets: Beyond formal training, employees often benefit from attending industry conferences, workshops, or obtaining professional memberships. If available, the existence and utilization of professional development budgets should be communicated. This empowers new hires to pursue opportunities that align with their career aspirations and contribute to their expertise, fostering a sense of ownership over their professional growth.

Clarifies Company Culture and Values

When considering your current onboarding process, look to where it might be lacking. If your process isn’t already serving to deeply integrate new hires into the organizational fabric, allowing them to truly understand and internalize the company culture, it should. This understanding is paramount for a new hire to strategically chart their career trajectory within the organization. 

A robust onboarding program actively reveals the answers to critical questions: Does the company predominantly value individuals who become highly specialized experts in a particular domain, or does it foster and reward those who develop a broad range of skills across various functions? How common are internal promotions, and what are the typical pathways for career progression? Is the company’s environment one that encourages calculated risk-taking and innovation, or is it more inclined towards established, proven methods?

Onboarding serves as the crucial period where new hires assimilate these “unwritten rules” – the nuances, expectations, and unspoken norms that dictate how things truly get done within the organization. This insight is invaluable, as it enables new hires to align their personal career aspirations and development goals with the realities of the organizational landscape. 

Without this cultural immersion, new hires might struggle to identify suitable opportunities for growth, understand the criteria for advancement, or effectively navigate the internal political landscape, ultimately hindering their ability to find a fulfilling and productive career path within the company.

Establish Better Onboarding Practices

By establishing an onboarding process that is robust and expansive, you guarantee that the people you hire will be motivated to stay with your organization. Giving them opportunities to take full advantage of turning a job into a career ensures that new hires will find their place, creating a workforce you can rely on.

Creating a robust onboarding process is one of the most important steps your company can take to ensure there aren’t any delays in service to your customers due to a lack of steady employment. J & J Staffing has been advocating for our clients since 1972, helping them to establish a strong workforce and adopt business practices that have the employees in mind. Contact us today for further guidance.

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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