Tag Archives: productivity

How Communicating Rejection Notices Can Help Your Businesses’ Brand

Welcome back to another edition of the ComputerPeople Staffing blog! In the competitive job market, how companies handle candidate rejection notices can significantly impact how they are perceived by active candidates. Delivering bad news is never easy, but it’s a critical aspect of the hiring process that, when done with empathy and professionalism, can turn a potentially negative experience into a positive one. Here’s how companies can improve their rejection communication to better their brand.

1. Timeliness is Key

Why It Matters: Prolonged silence can lead to frustration and anxiety for candidates. Timely communication shows respect for their time and effort.
How to Implement: Set clear timelines for each stage of the hiring process and communicate them to candidates. Send rejection notices as soon as the decision is made, ideally within a few days of the interview.

2. Personalize the Message

Why It Matters: Generic rejection letters often can feel impersonal and dismissive. If your company has the bandwidth to send personalized rejection messages, it can add a human layer to the situation. Personalized messages show that you value the candidate’s application and recognize their effort.
How to Implement: Address the candidate by name. Reference specific aspects of their application or interview. Use a warm and empathetic tone rather than a cold, formal one.

3. Express Gratitude

Why It Matters: Thanking candidates for their time and effort reinforces a positive impression of your company, even in the face of rejection.
How to Implement: Acknowledge the time and effort they put into their application and interview. Express appreciation for their interest in your company and the position.

4. Encourage Future Interaction

Why It Matters: Leaving the door open for future opportunities can maintain a positive relationship and potentially attract the candidate to apply for other roles.
How to Implement: Invite them to apply for future positions that match their skills and experience. Encourage them to follow your company on social media or join your talent community for updates on new openings.

5. Be Transparent About the Hiring Process

Why It Matters: Transparency builds trust and helps candidates understand your decision-making process, reducing feelings of frustration or unfairness.
How to Implement: Explain the hiring process and criteria used for selection. Offer insights into the qualities and experiences that were prioritized for the role. Make it human, not artificial!

6. Train Your Team

Why It Matters: Ensuring that everyone involved in the hiring process understands the importance of compassionate rejection communication can standardize and improve the candidate experience.
How to Implement: Provide training on best practices for delivering rejection notices. Share examples of well-crafted rejection letters. Encourage team members to put themselves in the candidate’s shoes, as they were once candidates!

Communicating rejection notices with care is an essential part of the hiring process that can significantly impact your company’s brand. By being timely, personal, and constructive, you can leave a positive impression on candidates, even in rejection. This approach not only enhances your employer brand but also fosters goodwill and encourages top talent to consider your company for future opportunities.

Implementing these strategies demonstrates that your company values all candidates, not just those who are hired. By treating every candidate with respect and empathy, you contribute to a positive reputation that can attract high-quality candidates and set your company apart in the competitive job market.

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Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

The Significance of Submitting Your Resignation Properly

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Welcome back to another edition of the ComputerPeople Staffing blog! In the professional world, transitions are inevitable. Whether it’s a new job opportunity, a career change, or personal reasons, leaving a job is a common experience. One of the most important steps in this process is giving your employer a two-week notice. This standard practice is crucial for several reasons, and deviating from it—either by giving more or less notice—can have significant implications.

Why Two Weeks?

The two-week notice period has become a widely accepted norm in many industries, especially in the IT industry. It provides a balance between giving your employer enough time to find a replacement or redistribute your responsibilities, and allowing you to transition smoothly to your next chapter. Here are a few key reasons why this period is so important:

Professional Courtesy: Giving two weeks’ notice shows respect for your employer and colleagues. It acknowledges that your departure will have an impact and provides them with time to adjust.
Maintaining Relationships: The professional world is surprisingly small, especially in cities like Buffalo. Future opportunities often arise through networks and references. Leaving on good terms can preserve positive relationships that might benefit you later.
Smoother Transition: Two weeks gives both you and your employer time to ensure a smooth handover of your responsibilities. This can include training your replacement, completing ongoing projects, or documenting your tasks.
Protecting Your Reputation: Your professional reputation is one of your most valuable assets. Leaving abruptly or giving too much notice can negatively affect how future employers perceive you.

The Pitfalls of Giving Less Than Two Weeks’ Notice

While it might be tempting to leave immediately or give only a few days’ notice, doing so can have several negative consequences:

Burning Bridges: Leaving with short notice can frustrate and inconvenience your employer and colleagues, potentially damaging your professional relationships.
Legal and Contractual Obligations: Some employment contracts stipulate a notice period. Failing to comply can result in legal issues or loss of benefits.
Negative References: Employers may view a hasty departure as unprofessional, which can lead to unfavorable references that impact your future job prospects.
Unfinished Business: Leaving too soon might leave important projects incomplete or colleagues unprepared to take over your duties, reflecting poorly on your work ethic.

The Drawbacks of Giving More Than Two Weeks’ Notice

While more notice might seem courteous, it can also present challenges:

Awkward Work Environment: Knowing you’re leaving can create an uncomfortable atmosphere. Colleagues might treat you differently, and you might feel disconnected from ongoing work.
Productivity Decline: Employers might not assign new tasks to you, anticipating your departure. This can lead to a decline in productivity and job satisfaction.
Potential for Resentment: If your employer is unable to find a replacement quickly, a longer notice period can lead to frustration and resentment on both sides.

How to Give Your Two-Week Notice

When the time comes to resign, it’s important to do so professionally. Here are some steps to follow:

Write a Formal Letter: Draft a concise, polite resignation letter stating your intention to leave and your last working day. Express gratitude for the opportunity and experiences gained.
Speak to Your Supervisor/Manager: Schedule a meeting with your supervisor to deliver the news in person. This shows respect and allows for a direct conversation about the transition.
Be Prepared for Reactions: Your employer might try to persuade you to stay or express disappointment. Stay firm but respectful in your decision.
Offer Assistance: Show your commitment to a smooth transition by offering to help train your replacement or complete key projects before you leave.
Stay Professional: Continue to perform your duties to the best of your ability during the notice period. Leaving on a high note will reinforce your professional reputation.

In conclusion, giving a two-week notice is more than just a formality; it’s a crucial aspect of professional etiquette that benefits both you and your employer. By adhering to this practice, you demonstrate respect, protect your reputation, and ensure a smoother transition for everyone involved. Remember, the way you leave a job can be just as important as the way you start one. So, when the time comes, give your notice thoughtfully and professionally.

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Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

The Importance of Proactive Succession Planning in Future-Proofing Your Company

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Welcome back to another edition of the ComputerPeople Staffing blog! In today’s rapidly evolving business landscape, ensuring the long-term success and sustainability of your organization is more critical than ever. Succession planning is a key strategy to achieve this, providing a roadmap for the seamless transition of leadership and essential roles. It addresses fundamental questions such as who will be retiring, how to replace them, and the risks associated with not having a succession plan in place. Proactive succession planning is essential to future-proof your company against unforeseen challenges and maintain operational continuity.

The Need for Succession Planning

The demographic shifts, particularly the impending retirement of baby boomers, make succession planning a pressing concern. As a significant portion of the workforce approaches retirement age, companies face the risk of losing experienced and knowledgeable employees. Without a plan, the unexpected departure of key personnel can lead to substantial knowledge loss, decreased morale, and significant disruptions in business operations. Succession planning mitigates these risks by preparing the organization for seamless transitions.

Benefits of Proactive Succession Planning

A well-thought-out succession plan offers numerous benefits. It ensures smoother transitions and reduces downtime, maintaining business continuity. Proactive planning also improves employee engagement by fostering a culture of talent development and retention. Employees are more likely to stay with an organization that invests in their growth and provides clear career advancement opportunities. Succession planning also helps in identifying and nurturing future leaders, ensuring the organization remains competitive and resilient.

7 Factors to Consider in Succession Planning

Identifying Key Positions

Determine which roles are critical to the organization’s success and require succession planning. These positions often include senior leadership roles and other key operational roles that are vital to business continuity.

Assessing Talent

Evaluate the skills, experiences, and potential for advancement of current employees. This assessment helps in identifying individuals who are well-suited to take on larger responsibilities in the future.

Training and Development

Provide ongoing training and development opportunities to prepare potential successors for future roles. Investing in employee development ensures that they are ready to step into critical positions when needed.

Knowledge Transfer

Implement strategies for transferring critical knowledge from outgoing leaders to successors. This can include mentorship programs, documentation of processes, and shadowing opportunities.

Internal vs. External Succession

Consider whether to promote from within or recruit externally. Internal promotions can boost morale and retain institutional knowledge, while external hires can bring fresh perspectives and skills. Weigh the pros and cons of each approach to determine the best fit for your organization.

Timeline and Contingency Planning

Establish a timeline for succession planning activities and develop contingency plans for unexpected events. A clear timeline ensures that succession planning is proactive rather than reactive, and contingency plans provide a safety net for unforeseen circumstances.

The Cost of Not Investing in Succession Planning

Neglecting succession planning can lead to increased recruitment costs, decreased productivity, and the loss of institutional knowledge. Companies that fail to plan for leadership transitions often face operational disruptions and a decline in employee morale. Real-world examples abound of organizations that have suffered due to inadequate succession planning, underscoring the importance of being proactive.

4 Steps to Build an Effective Succession Plan

Start Early

Begin succession planning well in advance to allow sufficient time for talent development and transition. Early planning ensures that potential successors are adequately prepared for their future roles.

Engage Leadership

Gain buy-in from senior leadership and involve them in the succession planning process. Leadership support is crucial for the successful implementation of succession plans.

Communicate Transparently

Keep employees informed about succession planning initiatives and their role in the process. Transparent communication fosters trust and ensures that employees understand the importance of succession planning.

Monitor and Adjust

Continuously monitor the effectiveness of the succession plan and make adjustments as needed to adapt to changing circumstances. Regular reviews and updates ensure that the plan remains relevant and effective.

Conclusion

Proactive succession planning is vital for ensuring business continuity and long-term success. By starting early, engaging leadership, and communicating transparently, organizations can mitigate risks and prepare for the future. Don’t wait until it’s too late—begin your succession planning today to secure the future of your company!

If you need assistance with developing your succession plan, our IT staffing agency is here to help. Contact us to learn more about our services and how we can support you in creating an effective succession strategy tailored to your organization’s needs.

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Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

Finding Your True Fit: 5 Signs You’re in the Right Workspace

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Welcome back to another edition of the ComputerPeople Staffing blog! In today’s dynamic work landscape, finding the perfect workspace isn’t just about securing a job—it’s about finding the environment where you can truly thrive and be your authentic self. As professionals, we spend a significant portion of our lives at work, so it’s essential to ensure that we’re in the right place. In this blog, we’ll explore five key indicators that signify you’re in the ideal workspace where you can flourish personally and professionally!

Alignment with Company Values and Culture

Being in the right workspace means more than just having a job title; it means being part of a community that shares your values and beliefs. When your personal values align with those of your employer, you’ll feel a sense of belonging and purpose. Whether it’s a commitment to innovation, diversity, or social responsibility, working in an environment where you feel aligned with the company culture fosters a sense of fulfillment and satisfaction.

Opportunities for Growth and Development

In the right workspace, you’ll find many career-evolving opportunities for professional growth and development. Whether it’s through training workshops, shadowing colleagues, or challenging projects, your employer invests in your continuous learning and career advancement. Feeling supported in your professional journey not only boosts your confidence, but also keeps you motivated and engaged in your work.

Positive Relationships with Colleagues and Leadership

A supportive work environment is characterized by positive relationships with colleagues and leadership. When you’re in the right workspace, you’ll experience open communication, mutual respect, and collaboration among team members. You won’t feel afraid to ask questions, engage with colleagues or even lean into them when you experience something in your personal life, Additionally, effective leadership that values transparency and empowers employees contributes to a healthy work culture where everyone feels valued and heard.

Work-Life Balance and Well-being

A conducive workspace prioritizes employee well-being and promotes a healthy work-life balance. Whether it’s flexible work hours, remote work options, or wellness programs, your employer recognizes the importance of maintaining a harmonious equilibrium between work and personal life. Feeling supported in achieving this balance allows you to perform at your best while also nurturing your overall well-being.

Recognition and Appreciation

In the right workspace, your contributions are recognized and appreciated. Whether it’s a simple word of thanks, public acknowledgment, or rewards for outstanding performance, your employer values your efforts and celebrates your achievements. Feeling appreciated boosts morale, fosters a positive work environment, and reinforces your commitment to delivering excellence.

What to Do If You Are Not in the Ideal Workplace

Assess the Situation: Evaluate what aspects of the workspace are not ideal for you, whether it’s the environment, tasks, relationships, or other factors.

Communicate Constructively: Discuss your concerns with your supervisor or relevant colleagues in a respectful and constructive manner. Offer potential solutions or compromises to improve the situation.

If the situation doesn’t improve after communicating, Explore Opportunities: Keep an eye out for internal or external opportunities that align better with your career goals and values. Networking, updating your resume, and attending relevant events can help you explore new possibilities.

As we conclude, it’s essential to recognize that these five signs are just the beginning of what constitutes the right workspace. If you’re realizing that your current environment may not be the best fit for you, it’s vital to acknowledge these concerns and take proactive steps forward. Every company and business boasts its own distinctive attributes, and discovering those that resonate with your desires, requirements, and principles is paramount. Cultivating a positive atmosphere in the workplace not only nurtures growth and yields results but also paves the way for enduring success.

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Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

ComputerPeople Staffing Featured Candidates

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ComputerPeople invites you to take a look at our featured candidates. Please note that this list updates frequently and is active. We recommend you bookmark this tab so you can view our latest additions.

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CANDIDATE #48337

JOB CATEGORY: Network / System Admin / Engineer

JOB TITLE: Network Analyst, Network Engineer, Network Security

TOP SKILLS: Cisco & Meraki products, Aruba, AWS, SDWAN platform, Fortinet, Checkpoint, Routing protocols (BGP/EIGRP)

JOB TYPE: Direct Hire, Hybrid, On-Site, Remote

SALARY: 115k

EDUCATION: High School Diploma

EXPERIENCE: 20 Years of Technical Experience

20+ Years of experience working in enterprise technical environments, with a progressive approach to technical platforms and hybrid cloud infrastructure deliveries. Strong background in network security, network administration, engineering and business solution outcomes.

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CANDIDATE #5322

JOB CATEGORY: Database Reporting and Administration

JOB TITLE: Sr. Database and Reporting Analyst

TOP SKILLS: SQL, SSRS, ETL, Power BI, SharePoint

JOB TYPE: Direct Hire, Onsite, Remote, Hybrid

SALARY: 90k – 100k

EDUCATION: High School Diploma

EXPERIENCE: 30+ Years

Seasoned Database Administrator and Reporting Analyst with expert level SQL and SSRS Reporting skills. Candidate has Managerial experience but is also open to a high-level contributor role. Outstanding communications skills and exceptional collaborator. Strongly prefers Remote but is open to Hybrid or Onsite for the right fit.

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CANDIDATE #64414

JOB CATEGORY: Network / System Admin / Engineer

JOB TITLE: Assistant System Administrator

TOP SKILLS: Active Directory, Azure/Entra , Server Management, Microsoft 365 (Exchange, Teams, SharePoint), Microsoft Intune

JOB TYPE: Direct Hire, Onsite, Remote, Hybrid

SALARY: 75k

EDUCATION: High School Diploma

EXPERIENCE: 4 Years

Mid-level System Administrator with strong skills related to Microsoft technologies. Seeking a team-oriented, collaborative environment where he can gain experience and sharpen skills. Proficient with On-prem Active Directory, Azure Entra for hybrid deployment (MFA, SSO), and Office 365.

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CANDIDATE #8588

JOB CATEGORY: Project/Program Manager

JOB TITLE: Sr. IT Project Manager

TOP SKILLS: ERP Implementations ( esp. SAP), Azure Dev/Ops, Agile / Waterfall

JOB TYPE: Direct Hire or Contract, Remote, Hybrid

SALARY: 170k+

EDUCATION: BS

EXPERIENCE: 20 Years

Outstanding communicator and presentation skills! 3+ years of consulting experience working for SAP implementation partner. Will easily build relationships necessary to remove obstacles and get things done.

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CANDIDATE #8162

JOB CATEGORY: Product Manager

JOB TITLE: IT Product Manager

TOP SKILLS: Product & Project Management, Agile Methodology & Tools, Scrum

JOB TYPE: Direct Hire, Hybrid, Remote

SALARY: 150k

EDUCATION: BS

EXPERIENCE: 20 Years

Solid career in Project Management that transitioned to Scrum Master and Product Manager. Strong foundation in Agile with expertise in Atlassian suite of tools (Jira, Trello, Confluence, etc.) as user & administrator. Team manager, leads ceremonies, PI Planning, strategy and roadmap development. Fast learner, excellent communicator- smart & gets things done!

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CANDIDATE #4537

JOB CATEGORY: Help Desk/ IT Support

JOB TITLE: IT Hardware & Software Support Specialist

TOP SKILLS: Help Desk , Computer Set Up, Imaging

JOB TYPE: Contract Only (full or part time), on site, hybrid, remote

SALARY: 35-40 / hr

EDUCATION: College Coursework

EXPERIENCE: 30 Years

Candidate has been a repeat contractor for us for many years with glowing reviews! Semi-Retired Systems Engineer with extensive MSP experience – you get experience, reliability and maturity for a great value! Good experience in Microsoft Windows OS, AD, laptop/PC/printer Hardware setup & support, ticketing systems (esp. ConnectWise), server/desktop upgrades, imaging, project planning & management.

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CANDIDATE #64427

JOB CATEGORY: Program/Project Management

JOB TITLE: Program Manager

TOP SKILLS: IIoT, Operations, Program/Project Management, B2B technology-based products, software & Services, New Product delivery, Business Process Change

JOB TYPE: Contract, Part Time, Full Time

SALARY: 200K (Hourly rate is $100 per hour)

EDUCATION: MBA

EXPERIENCE: 25 years

Our candidate would be open to a part-time or full-time, contract related role, dealing with process changes, business operations initiatives, project/program management. She has successfully led cross-organizational initiatives for new product delivery, opportunity assessment and deployment of business/process change. She is looking for a project that she can stand behind.

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CANDIDATE #47749

JOB CATEGORY: Management

JOB TITLE: IT Manager /Security Compliance

TOP SKILLS: NIST, HIPAA, SOC, Endpoint management, Azure, MS365, Disaster Response, Healthcare Industry knowledge, AI

JOB TYPE: Direct Hire

SALARY: 140K

EDUCATION: Bachelor’s Degree

EXPERIENCE: 5 Years

Our candidate has a lot of experience in the Healthcare space, dealing with long and short term IT strategy planning. They have experience improving and creating systems, leading company-wide disaster response planning events, assessing risk, including compliance with HIPAA, NIST and SOC 2 Type audits.

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CANDIDATE #64421

JOB CATEGORY: Software Development

JOB TITLE: Junior Software Developer

TOP SKILLS: HTML, CSS, MySQL, JavaScript, Java, Python, Agile Methodology

JOB TYPE: Contract, Direct Hire, Remote, Hybrid, Onsite- Open to all

SALARY: 50K

EDUCATION: Pursing bachelor’s degree in computer science Online

EXPERIENCE: Less than 1

Up and coming Junior Developer with some great internship and project experience. Currently working on an AI app utilizing Python. Strong front end development skills as well as SQL database. Would love to join a development team in WNY that will mentor him and allow him more exposure to other languages and frameworks.

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CANDIDATE #64420

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Infrastructure/Network/Systems Engineer

TOP SKILLS: Azure Tenant, Azure Cloud, Cisco Meraki, Endpoint management, SharePoint migrations, Intune, SD-WAN, Manufacturing environment, Linux Operating System, MS

JOB TYPE: Direct Hire

SALARY: 120K

EDUCATION: Bachelor of Science: Information Systems & CCNP

EXPERIENCE: 15 Years

This candidate has manufacturing and enterprise IT experience, with a strong desire to continue working in a Networking or Engineering position. Has experience working with unique infrastructure and IT Projects.

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CANDIDATE #7694

JOB CATEGORY: Business Analyst

JOB TITLE: Sr. Business Analyst

TOP SKILLS: Billing, Payroll, Cognos reporting, SQL, Audits, IAM

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 105K-110K

EDUCATION: BS – Computer Information Systems

EXPERIENCE: 18 Years

Enterprise level BA with strong accounting/payroll/billing/claims background. Adept at requirements gathering, data analysis, SQL for mapping/reporting, UAT, strong troubleshooting skills. Agile experience and prior roles in Applications Security Administration / IAM.

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CANDIDATE #64396

JOB CATEGORY: Management

JOB TITLE: BI / SQL Developer

TOP SKILLS: SQL, Power BI, Python, Excel

JOB TYPE: Direct Hire

SALARY: 100k

EDUCATION: Bachelor’s Degree

EXPERIENCE: 2+ years

Candidate is currently the IT Director for a small company and has a strong interest in Data Analytics / Business Intelligence. Implemented Power BI in current role and handles all of the Data Analytics, BI, Reporting, and SQL Programming. Candidate and is open to onsite/hybrid/remote Direct Hire opportunities.

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CANDIDATE #64407

JOB CATEGORY: Business Intelligence / Data Analytics

JOB TITLE: Power BI Developer

TOP SKILLS: Power BI, SQL, Snowflake, KPI’s, ETL, Data Analysis

JOB TYPE: Direct Hire Only

SALARY: 95k

EDUCATION: Some College

EXPERIENCE: 4 Years

Committed and driven analyst with 4 years of experience in Power BI development, SQL, DAX, table management, sales optimization and varied business intelligence. Built and maintained numerous datasets and reporting suites with target audiences varying from entry level associates to senior management. Strong presentation skills, critical thinking ability, and the drive to grow and thrive when presented with new challenges.

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CANDIDATE #64401

JOB CATEGORY: Help Desk / IT Support

JOB TITLE: IT Specialist

TOP SKILLS: Support Issues, Virtualization, Microsoft Azure, Legacy Systems

JOB TYPE: Direct Hire Only

SALARY: 65k

EDUCATION: Studying for CCNA now

EXPERIENCE: 1 Year of IT experience (Career change from Electrician)

Candidate is leaning towards a career in networking, viewing it as fundamental to IT. They are completing their CCNA certification for more hands-on experience. They are open to exploring different opportunities but want to ensure a smooth transition from their current employer.

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CANDIDATE #9137

JOB CATEGORY: Management

JOB TITLE: Director / VP / CIO / Portfolio Manager

TOP SKILLS: Business Process Re-engineering, ERP Implementations, BI/Analytics, Portfolio/Project Mgmt, Manufacturing

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 170k+

EDUCATION: BS

EXPERIENCE: 20+

Impressive career in large, international manufacturing company with oversight for technology transformation and strategy around ERP systems, BI & Analytics and Business Process Re-engineering.

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CANDIDATE #64355

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Systems Administrator

TOP SKILLS: Linux, AWS Cloud, Oracle Cloud

JOB TYPE: Contract, Direct Hire, Remote, Hybrid, Onsite

SALARY: 75k

EDUCATION: Associates Degree in Information Technology

EXPERIENCE: 10 + Years

Great candidate that has only had two jobs in the last 15 years. Capable of growing and advancing in your IT Department. This candidate is willing to take a step backwards, to learn other technology. Candidate has done Technical Support, NOC, Systems Administration. Our candidate has configured, deployed, and supported high-availability enterprise environments.

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CANDIDATE #48250

JOB CATEGORY: IT Security

JOB TITLE: Cybersecurity Risk Analyst

TOP SKILLS: Governance, Risk, Compliance, Identity and Access Management

JOB TYPE: Direct Hire

SALARY: 85K+

EDUCATION: BS Computer Information Systems

EXPERIENCE: 5+ years

Candidate possesses excellent interpersonal skills and has 5+ years of professional Cybersecurity experience. Seeking a Threat Analyst, Security Analyst, or Identity and Access Management (IAM) role. Our candidate is only open to Direct Hire opportunities.

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CANDIDATE #11519

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Network Security Engineer

TOP SKILLS: Cisco Networking, Cisco ISE, VLANS, Firewalls, Fortinet

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 85k- 120k

EDUCATION: Bachelor’s Degree

EXPERIENCE: 20 Years

Proficient in Cisco networking, LAN/WAN, VoIP solutions, technical communication, and leadership. Maintaining Cisco ISE, implementing network segmentation, using Nexpose vulnerability scanner, and managing Fortinet systems. Extensive experience in maintaining Cisco environments, upgrading systems, implementing network security measures, and project management for infrastructure upgrades.

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CANDIDATE #53237

JOB CATEGORY: Help Desk / IT Support

JOB TITLE: Lead Information Technology Analyst

TOP SKILLS: Active Directory, VMware, Microsoft Azure, Intune, ServiceNow

JOB TYPE: Direct Hire

SALARY: 70k

EDUCATION: Master’s Degree -Information Security and Digital Forensics

EXPERIENCE: 2 Years

Candidate is a recent college grad but has been working in IT while obtaining his Master’s Degree. Would like to work more towards a role in Cyber Security or a Systems Administrator role.

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CANDIDATE #63758

JOB CATEGORY: IT Security

JOB TITLE: Information Security Analyst

TOP SKILLS: IAM, MFA, Active Directory

JOB TYPE: Direct Hire

SALARY: 65K+

EDUCATION: BS Computer Science

CERTIFICATIONS: CompTIA Security+

EXPERIENCE: 4+ years

Candidate has excellent interpersonal skills and a strong Identity Access Management (IAM) background. Familiar with authentication methods such as Single sign-on (SSO) and Multi-factor authentication (MFA). Seeking a Direct Hire position related to IT Security/IAM.

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CANDIDATE #64237

JOB CATEGORY: Project / Program Management

JOB TITLE: Director, Information Technology

TOP SKILLS: Leadership, IT Strategic Planning, Project/Program Management

JOB TYPE: Direct Hire OR Contract

SALARY: 175K+ OR 75+/hour

EDUCATION: BS Business Administration / MBA (In Progress)

CERTIFICATIONS: ITIL, SIX SIGMA GREEN BELT, CSPO, CSM

EXPERIENCE: 20+ years

Candidate possesses strong leadership skills and has 20+ years’ professional experience. Has successfully led and managed countless Enterprise IT Infrastructure initiatives. Seeking an IT Director/Manager role or something in the Project/Program Management space. Open to both Direct Hire and Contract opportunities.

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CANDIDATE #22898

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Systems /Network Engineer

TOP SKILLS: Server Administration, Network and Server Infrastructure, Cisco Routers, Virtualization

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 80k

EDUCATION: Associates of Computer Networking Systems

EXPERIENCE: 13+ Years

Specializes in managing network and server infrastructure, providing help desk support, researching and implementing new products for productivity and security. Experienced in Cisco routers, HP managed switches, server administration, VOIP systems, software and hardware troubleshooting, PC setup, Citrix Hosted Desktop, email systems, and wireless access points.

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CANDIDATE #64200

JOB CATEGORY: Business Intelligence / Data Analytics

JOB TITLE: Data Engineer / Sr. Programmer Analyst

TOP SKILLS: Azure Data Factory / Databricks, API, SQL, VB, PIM, SAP, TIBCO

JOB TYPE: Direct Hire, Contract, Onsite, Hybrid

SALARY: 100K – 120K

EDUCATION: BS – Computer Information Systems

EXPERIENCE: 20 years

Extensive experience in ERP Systems Integration & Administration (SAP, PIM, Tibco). Recent experience as Data Engineer for Azure Platform (ETL, Datawarehouse, Python) – Agile environment. Strong programming in SQL (Oracle/MS SQL), VB 6.0.

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CANDIDATE #49289

JOB CATEGORY: Software Development

JOB TITLE: Software Developer

TOP SKILLS: Restful API, SQL, Agile Methodologies

JOB TYPE: Direct Hire

SALARY: 100k – 110k

EDUCATION: BS Computer Science

EXPERIENCE: 6+ years

Developer with a background mainly in C# / .NET, that has experience in console applications and simple web user interfaces in both a team and individual setting. Looking for new challenges that will allow them to gain new knowledge or deepen the knowledge that they have previously gained.

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If you are interested in one of our hot candidates, please email us directly at dmichaud@cpstaffing.com.

Don’t see the right fit? Let us know and we can find you another candidate with different qualifications and skills!

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Unleashing Success: The Power of Employer Brand

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Welcome back to another edition of the ComputerPeople Staffing Blog! In today’s fast-paced and competitive business environment, attracting and retaining top talent is crucial for success. The journey to building high-performing teams begins with a compelling employer brand. As technology continues to shape our world, skilled IT professionals are not only in demand but have the luxury of choice. Hence, cultivating a positive employer brand becomes paramount for companies looking to find a competitive edge. In this blog, we’ll explore the significance of employer brand in talent acquisition and retention, how companies can assess their brand, strategies to improve a negative brand, the crucial role of monitoring online reviews in shaping company culture and brand perception, and the impact of employer brand on bottom-line profits.

The Importance of Employer Brand

Imagine your employer brand as a beacon that guides talent to your doorstep. It’s not just about attracting applicants but drawing the right ones who align with your company culture, values, and mission. A strong employer brand not only entices candidates but also fosters loyalty among existing employees. It sets the stage for a fulfilling work environment where employees feel valued, engaged, comfortable and motivated to contribute their best.

“Focus on building the best possible business. If you are great, people will notice, and opportunities will appear.” – Mark Cuban, entrepreneur, venture capitalist, businessman

Identifying a Positive or Negative Brand

Assessing your employer brand involves listening to the pulse of your organization. Positive signs include high employee satisfaction, low turnover rates, positive online reviews, employee advocacy, and recognition in industry awards. Conversely, a negative brand may manifest through high turnover, negative reviews, low employee morale, and difficulty attracting top talent.

The Role of Monitoring Online Reviews

In today’s digital age, online platforms like Google and Glassdoor serve as windows into your company culture and employer brand. Current and potential employees often turn to these sites to gain insights and firsthand experiences from past and current employees. Monitoring online reviews provides invaluable feedback and insights into areas where opportunities for improvement lie. By taking proactive steps to address feedback and improve areas of concern, companies can not only enhance their employer brand but also attract and retain top talent. Moreover, encouraging satisfied employees to share their positive experiences can lead to a virtuous cycle of positive reviews and bolstered employer brand perception.

“Your brand is what people say about you when you are not in the room.” – Jeff Bezos, founder and CEO of Amazon

Strategies for Improving a Negative Brand

If your company finds itself with a negative employer brand, fear not. Every setback is an opportunity for growth and transformation. Start by actively listening to employee feedback, identifying pain points, and addressing them transparently. Cultivate a positive company culture that values diversity, fosters open communication, and prioritizes employee well-being. Invest in employee development programs, competitive compensation packages, and meaningful recognition initiatives. By demonstrating a genuine commitment to improvement, you can gradually rebuild trust and reshape your employer brand.

Impact on Bottom-Line Profits

The correlation between employer brand and bottom-line profits is undeniable. A positive employer brand attracts top talent, resulting in increased productivity, higher employee engagement, and lower turnover costs. Engaged employees are more likely to deliver exceptional customer service, leading to enhanced client satisfaction and retention. Ultimately, investing in your employer brand yields tangible returns in the form of enhanced profitability and sustainable growth.

“Your brand is the single most important investment you can make in your business.” – Steve Forbes, Editor in Chief of Forbes Magazine

In conclusion, the significance of employer brand cannot be overstated. It serves as a catalyst for attracting and retaining top talent, driving employee engagement, and ultimately impacting bottom-line profits. By nurturing a positive employer brand, companies can unlock a world of opportunities, foster a culture of excellence, and embark on a journey towards long-term success.

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Thanks for reading! If you are a business in the Western New York Area and are looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

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Written by Jeff Weiss

Why You Should Listen to Ron Swanson

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If you’ve never watched Parks and Recreation, let me tell you that you’re missing out on a major treat and should definitely put it on your watch list. Parks and Rec is a documentary style, political comedy about a group of local government employees (within the parks and recreation department) in the fictional town of Pawnee, Indiana. Some of the major characters in the show are Leslie Knope, a passionate and strong-minded woman who is determined to make Pawnee a better place, and Ron Swanson, a simple, straight-to-the-point libertarian who could care less for the government, yet is the director of the Parks and Rec department. Ron is one of my favorite characters because, 1. It’s impossible not to laugh with him, 2. Throughout the show he actually provides great, useful advice to basically everyone, and 3. His quotes are the best.

In episode 16 of season 4 (Sweet Sixteen), Leslie is trying to manage her campaign for city council while also handling her deputy director job in the Parks department. Ron keeps insisting that she take a leave of absence and focus on one thing at a time, but determined Leslie refuses to do so. Why am I writing about this? Well, because if I had a quarter for every time a job seeker said “I’m great at multitasking,” or every time an employer stated “We need a candidate with the ability to multitask,” I probably could have paid off my house by now. Episode 16 of Parks and Rec can teach all of us an often overlooked truth: multitasking isn’t all it’s cracked up to be; it’s actually not the “greatest” skill of all.

Leslie had super powers. Which were fake.

Leslie believes she can do it all. And, frankly, she’s usually very good at accomplishing what she wants. Nonetheless, during this episode, where she attempts to use her “I-am-Leslie-Knope” multitasking powers, she fails to see how they aren’t working when things begin to fall apart. As Ron begins to take notice, he immediately advises her to “take a sabbatical.” When Leslie ignores his advice, Ron decides to keep an eye on her while being amused by her mishaps, waiting for her to figure out on her own that she’s overworked.

Like Leslie, most of us who pride ourselves on being great at multitasking believe that we can do it all. However, research shows that our productivity actually goes down by as much as 40%, and we get a lot less done. So, if you’re like Leslie and have tricked yourself into thinking you’re Superman or Superwoman, this serves to show that you should probably just listen to Ron Swanson.
Leslie was in control. Of nothing; she was in control of nothing.
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Leslie was so used to tackling a million things at once that this was a no biggie for her. She had been multitasking for so long that she was great at it, and had everything under control – except, she didn’t. While Leslie tries to manage her job and her campaign at the same time, she eventually loses control of her situations and mentally crashes (she ends up falling asleep during the surprise party that she was throwing for her coworker, Jerry).

The reality is that we don’t actually multitask, we just switch from one task to another – some can just do this quicker than others. When this happens, we become less competent in what we are trying to achieve – and the more we do it the worse it gets. “Practice makes perfect” doesn’t actually work in this case, no matter how badly we want to believe that it does. If you find yourself losing control while trying to do it all, then you should probably listen to Ron Swanson.
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Leslie dropped the ball. More than once. More than twice.
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In the episode of “Sweet Sixteen,” Leslie made mistakes. A lot of them. For example, Leslie is always very caring about her coworkers, and never misses their birthdays. But, this time she forgets Jerry’s birthday and attempts to throw him a belated “sweet 16” party (he’s 64, but his birthday is on February 29th so she reasons that he’s only had 16 actual birthdays). She then forgets to invite Jerry. She also forgets to pick up the cake. In the meantime, she realizes that they’ve also messed up her campaign signs, so she rushes back to the printer to have them fixed, and then replaces every single sign in Pawnee herself. They finally make it to the party sometime in the middle of the night, waking everyone up, and she then falls asleep on the couch, on top of Jerry.

What happened to Leslie is far from unusual; we actually suffer a fall in IQ when we become distracted by multiple things (which can be the same impact as losing a night of sleep). As it often seems to happen with most of us, while Leslie is usually on top of her game, everything came crashing down when she attempted to do it all – she should have just listened to Ron in the first place.

Listen To Ron Swanson

The next morning, Ron takes Leslie out by the lake and has a talk with her, finally convincing her to take a leave of absence. It was this sole moment in the entire episode that made me want to write about it, and it is one my favorite Ron Swanson quotes as of yet (depending on what else he says – I’ve recently discovered this show, so I’m a little behind). Like many of Ron Swanson’s quotes, what he said to her was simple, to the point, and had a sense of eloquence. The reality is that when we give our attention and focus to one thing at a time, the results are usually ten times better than what they would be otherwise. So, the next time you’re in a multitasking nightmare, you should just take a deep breath, and listen to Ron Swanson: “Never half-butt two things. Whole-butt one thing.” Of course, his actual quote is slightly jazzier than how I put it:

For some of Ron’s funniest quotes, go here. And to tap into some Ron Swanson wisdom, check this out.

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By Nayadee Wilson

Maybe You Should Just Start Showing Up

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Featured image: Delana Flowers (far right and front) during a performance in 2015

I think that the greatest talent that humanity has is making excuses, and the greatest impediment to our goals is actually having these said excuses. However, a lot of us have been able to get around those impediments and work toward our goals anyway. Some of us have come to a place in our lives where we tell ourselves, “So, I can’t do this… but I’m going to do it anyway and see what happens.” Woody Allen once said “80% of success is showing up,” and I can’t think of a better example of this notion than our very own Delana Flowers, who starred as Lorrell in the musical, Dreamgirls, at Pittsburgh Musical Theater this past week.

Delana Flowers, our awesome admin at FinancialPeople Staffing in Pittsburgh, has an incredible preforming talent, and some pretty amazing pipes – the girl can sing! As we all began to talk about her show around the office, I asked Delana to tell me more about her performing side. As it turns out, most of Delana’s performing success all started with her decision to simply show up to things she didn’t even intend to take part in. As she went on to tell me her story, something she said immediately stood out to me:

“I moved to Pittsburgh where there was plenty of Community Theater. I got involved almost immediately, but totally by accident, after being dragged to a rehearsal supposedly to observe. From then on, God continued to open doors for me.”

Delana went to a rehearsal just to “observe,” and out of this no-biggie attendance to something she wasn’t even a part of, she began to be involved in the things she was passionate about. What’s interesting is how she stated that she was “dragged” to this rehearsal, so it doesn’t look like her heart was necessarily set on going to this – but she went anyway. So, what happened? Well, she showed up, which led to her being cast in Ain’t Misbehavin in 2008, she was cast as Dinah Washington in 2015 (a show with 25 plus songs she had to learn from scratch), she was cast in JH: Mechanics of a Legend, and, in Delana’s own words, she “did more community shows than I can count at this point.”

The story of attending that rehearsal alone demonstrates the power of showing up, but it doesn’t end there. To land her role as Lorrell in Dreamgirls, Delana had some more showing-up to do. Not only did she have to show up, but she had to do what most of us dread: wait (Ugh! – right?). This is what she had to say about her audition for Dreamgirls:

“I saw an ad for a regional theater holding auditions for Dreamgirls. I wasn’t going to go because I didn’t feel like I knew how to audition on a professional level. My leading man in John Henry pushed me to go. He told me I had nothing to lose. I was nervous, but I went. They called me back 3 times and a whole month went by before I heard anything. Meanwhile, my co-star who pushed me to go to the audition found out in a matter of days that he had been cast. Finally, the call came and rehearsals were to start a week later.”

I’m sure we can all empathize with Delana in one way or another, like being a nervous wreck before an interview, doubting yourself, waiting for that call afterwards to know whether or not you got the job – just to mention a few. Nevertheless, she hung in there, she showed up, and boy did it pay off! Of course, this is not to say that all you need to do is just “be there,” Delana also talks about the hard work that came afterwards:

“I walked into a room full of actors and dancers… with musical theater degrees, music and/or dance degrees and classical training. I came with none of these things! We had a 3 week rehearsal process to put up this Broadway level show. If you added up the rehearsal hours which were typically 8 hours a day, it amounted to about a week and a half. It felt like boot camp! …This was my first professional show and my first show at one of the big theaters downtown. I was terrified and I had several meltdowns along the way.”

Finally, with heartwarming joy, Delana ended her story with this:

“I made wonderful new friends who refused to let me doubt myself. They worked tirelessly with me to learn everything I needed to learn. This was the hardest and biggest thing I have ever done. All I could do was keep showing up, keep working, and cry when overwhelmed. By the time we closed the show last Sunday, I couldn’t believe I had been part of such a spectacular show. It was an absolutely amazing experience I will never forget.”

Needless to say, working toward your goals will most definitely require hard work, but the hard work will never get started unless you start showing up – like Delana did. There will always be times in which the possibilities we dream of seem almost unattainable, where we will doubt ourselves, have meltdowns, and wonder if that small step will even be worth it. Well, Delana’s success story raises two very important questions that we should always keep in mind: How many doors could be opened for you, if you simply show up? How many doors will you continue to miss? Maybe you should just start showing up. 😉

Check out some clips of Delana’s performance!:

By Nayadee Wilson

Is Your New-Year’s Resolution Useless?

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As the new year approaches most of us have decided on, or are thinking about, a New Year’s resolution. Being carried away in my thoughts earlier today, it suddenly dawned on me: why do we have New Year’s resolutions, anyway? I mean, most of the time, let’s face it; we don’t exactly follow through. Time and time again I see myself, and others, fail miserably before the end of January to attain the infamous purpose that we had so excitedly set forth. Nevertheless, I did brainstorm a few reasons why having a New Year’s resolution is actually pretty beneficial, whether you’re able to achieve your goal or not.

Everyone likes purpose.
Unearthed Comics

One thing that I know for sure is that having goals in life is essential for your overall wellbeing – it gives us a sense of purpose and meaning. Having goals, such as a New Year’s resolution, to work towards gives us the intrinsic motivation that otherwise we may not always find elsewhere. Although sometimes hard to achieve, and oftentimes we may fail to achieve the desired end result from these, we shouldn’t be too quick to overlook the inevitable impacts that come simply as a side-effect of pursuing a goal. Whether your goal this year is to start a business, or to just be able to get out of bed before noon, goals are important no matter how big or small. 🙂

Tip: if you’re having a hard time achieving your New Year’s resolution, try examining what your goals are. If you have too many of them, it can be overwhelming and will ultimately cause you lose focus on what should be your priority. Try listing all of your goals on paper, pick the top three that are most important, and focus solely on those instead. This will give you a greater chance of success.
Adulting like a rock-star.

Unearthed Comics

What’s another great side-effect of setting goals? It forces you to be responsible. Of course, this will depend on how committed you are to your goals. Nevertheless, it is a great way to make you feel like you are awesome at being an adult :). I personally miss the time when I was 7 years old and had no idea where money came from. I remember asking my mom: “Where do you get money? Is it like a building where you go and they just give it to you?” Good times… Then, of course, I came to a rude awakening when I found out that people don’t just “hand” you money. Point is, we don’t always like living the responsible adult life, yet when we have goals, being responsible becomes a little easier and more habitual.

Tip #1: One way to spark the responsibility side-effect is to set a time line for your goals. Want to lose/gain 10 pounds? What’s a reasonable timeline for accomplishing this? Or maybe you want to write a book; how many chapters or paragraphs would you like to have completed in a month? And so on, and so on.

Tip #2: Unless you’re incredibly disciplined, it may be hard to achieve your goal without some accountability. Find someone you trust to hold you accountable for your goals. This way, if you start to slack off, you’ll have someone to encourage you to keep going.
More to come.

Unearthed Comics

Another awesome goal side-effect is that while we are pursuing goals we become hopeful. Hope is that thing that gives any human being motivation to do one thing: keep moving forward. Think about it; if you had no hope for anything lying ahead, what would be the point of doing anything towards your future? When you pursue your goals, you are being hopeful that you can achieve it, and a good result will come out of it – this is why you set it in motion in the first place.

Tip #1: If you’re having a hard time having any hope of achieving your goals, what you might want to do is take some time to focus on the end result (although being careful not to dwell on it – remember that you also get lots of small victories in the process). If you can picture yourself at the end of it all, and remember why you wanted to do this in the first place, it can motivate you to keep working – one step at a time.

Tip #2: To pick up on that first tip – take it one step at a time. Celebrate the small victories! So maybe you haven’t started your business yet, but perhaps you’ve made some great connections in the process. Or maybe you haven’t written a book, but you’ve written a few paragraphs and placed your heart on paper, letting yourself know you can do it – that’s a start!
I can only get better.

Unearthed Comics

What else can we get out of having goals? We learn a lot about ourselves in the process. We learn what makes us tick, what doesn’t, what works for us, and what harms us. Anytime you take the initiative to work towards anything, it brings within itself an opportunity to learn. (For example, I have learned that no matter how hard I try or what I try, I am not a morning person… at all). No matter what the end result is, whether you succeed or fail, there is no doubt that you will learn things about yourself you might have not known before. And as you know – Knowledge is power!

Tip: This will probably sound repetitive and cliché, but it is so true. If you’ve failed at achieving your goal, this failure is simply a lesson to be learned. When you fail, you learn about the things that did not work for you. Use this knowledge to improve yourself rather than to self-criticize.
Time to straighten up.

Unearthed Comics

Lastly, as Jim Rohn put it, “Discipline is the bridge between goals and accomplishment.” When you are committed to your goals, the inevitable happens: self-discipline. A “goal” is something you have not achieved before, that you are willing to work towards; a desired result in your life. Working towards your goals will require you to do things that you may have never done before, forcing you to create new habits and commit to these – and this is a great thing! When you create self-discipline, it is a trait that stays with you past the desired achieved (or failed) result. So, regardless of the outcome, remember that the process of this very same pursuit will only benefit you in the end.

Tip: If at first you don’t succeed, you can dust it off and try again! Don’t forget that there is always next year. 🙂

*All images/comics used in this blog were obtained from Unearthed Comics*

By Nayadee Wilson

Getting Your Mojo Back After The Holidays

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Even as I write this I am struggling to keep my focus and motivation. What others would call “writer’s block,” I am calling procrastination. To be fair, I believe that this is simply the effect from a cause that we all know too well: the “After-Holiday Blues” (I think I just made that name up, but you get my drift). There is no doubt that returning to work after the freedom of the holidays is hard; the heavy thought of “I don’t feel like going to work today” fills our mind like an ugly plague. To get out of the wishing-for-a-never-ending-holiday stage, here are some ideas that may help in getting your mojo back and start up some motivation.

Music heals all.

One thing you may want to try is playing some cheery music (quietly, if allowed) while you’re working. Music has the amazing effect of altering the way we feel. Playing music while you work will make you feel happier, and in turn, more productive and motivated to work. I, for example, like to listen to talk shows while I work – not necessarily “music,” I know, but it is something that soothes me and makes me feel good. When I don’t have my talk shows on, I love to listen to upbeat songs and have my own little party – you could do the same 🙂 . Additionally, if you wanted to keep the holiday season going in your own way, go ahead and play songs like “Sleigh Ride” (one of my favorites) over and over until you’re satisfied – whatever makes you happy! Whether cheery music means sad country songs or super upbeat Christmas songs, choose whatever works for you; get working while enjoying the beat.

Something nice to have.

I am always like a little kid on a sugar rush any time I have anything new – it could be something as simple as a nice pen (I do love nice pens *_*). If you’ve received something nice during the holidays and you can bring it to work, go ahead and take that with you. Having something nice to look at, especially something you really enjoy, will make you feel more at home and boost your mood. I’d recommend even getting some nice office supplies of your own (or something related to the job that you do) so that you’re motivated to use it. New things are always exciting! These can range from really cool mouse pads, to awesome pens, a fancy calculator, or even just a plant for your desk or a new picture for your screen background. Today, for me, my nice thing to have was a really nice sweater that I got over the holidays. I feel pretty and uplifted, and that is what counts! 🙂 Of course, not everyone has the same likes/dislikes, just make sure that you find something that makes you feel inspired and bring it with you – whatever that may be.

There is always a first step.

This blog is a prime example of the power of this tip. I was not initially motivated to start this, but without thinking I just opened up Word Document and started writing – now here we have a blog. Every job or task that you have needs to start somewhere, and all you have to do is take that first step. Chances are that once you get started on your task, you will gain momentum and follow through with the project; even if it is just for that day (then you have to take that first step again, the next day). Usually the first step is always the hardest to take, but, in most cases, it will always be the most simple. You will quickly find that just a few minutes after taking that step, you’ve actually already made some great progress. 🙂

We can be merry all year round.

I know there are times in which we all wish for longer breaks, but what fun would that be? After all, our breaks serve as great satisfaction after a job well done. Although some may be wishing for the holiday season to just be over with, most of us can agree that, even so, coming back to work can be mentally challenging. At least now you know that there is no need to fret, and you can easily get your groove back in the workplace. Just because the holiday season is over doesn’t mean that you can’t carry it on in your own way, if you wanted to. For this New Year, remember to stay merry, and never stop showcasing the best of your talents – that is what you are there to do!

By Nayadee Wilson

Why Two Weeks?

The Pitfalls of Giving Less Than Two Weeks’ Notice

The Drawbacks of Giving More Than Two Weeks’ Notice

How to Give Your Two-Week Notice

*Featured image: Delana Flowers (far right and front) during a performance in 2015*

Featured image: Delana Flowers (far right and front) during a performance in 2015