E-Newsletters

Content you share with your audience needs to be (1) perceived as valuable (2) delivered on a regular basis (3) and cumulative by building on what was sent before.

Electronic Newsletters are an effective and affordable way to keep you top-of-mind with the people you are calling on. The content of our electronic newsletters is focused on the end user and helps to position you as a thought leader. All aspects of the product including content curation, design, and distribution are handled by our team. Clients can contribute articles if they choose to. The newsletter delivers from a client email address. A client portal is provided for list management. Source files are provided for social and digital marketing integration. Frequency of delivered newsletters are determined by each client.

Newsletter Examples

HR Insights

Has the College Degree Lost its Luster?
 
 
December 2018
 
 
 

Has the College Degree Lost Its Luster?
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Employers Consider Alternative Ways to Vet Applicants



Education has long been the currency of work opportunities. Years spent in school translate to employment, with employers looking to college degrees as proof of potential, skill, commitment, and motivation.

Recently, though, it's become clear that the hiring exchange rate has some holes.
 
 
Screening Via Social Media Profiles
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Benefits and Risks of Using Social Media Data When Hiring



The meteoric rise of social media has created new opportunities and challenges in the workplace, affecting each and every department in different ways. The recruiting and HR departments are no exception, with businesses of all sizes increasingly looking to access candidates' social media profiles when shortlisting.
 
 
Not All Turnover is Healthy
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Lessening the Impact of Employee Turnover

In recent years, turnover rates have steadily increased due to lower unemployment, skills shortages in the labor market, and an increasing number of Baby Boomers reaching retirement age. While some turnover can be healthy, the costs associated with high turnover levels can accumulate quickly. Widespread factors such as a retiring population may be beyond your control, but there are steps as an HR professional you can take to help keep the turnover wave from crashing down on your organization.
 

I-9 Compliance Question

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Can We Hire Someone on a J-2 Visa?

A J-2 Visa holder is a spouse or dependent of a J-1 Visa holder.  A J-1 Visa is a non-immigrant visa issued by the United States to research scholars, professors, and exchange visitors participating in programs that promote cultural exchange, especially to obtain medical or business training within the U.S.
In closing, what shoes are YOU trying to fill? We would love to help you find and hire exceptional people to build your team. Contact any ABR location today to get started.



Labor & Industrial Insights

Making Job Descriptions Stand Out, Onboarding for Retention and More!
Preview
 
February 2019
 
 
 

8 Tips on Making the Job Description Stand Out
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A few short and simple tweaks can have a powerful impact.



Nowadays, the majority of job descriptions look the same. They have the same structure and use the same phrases as if HR professionals had read the same manual, “How to write a job description.” Therefore, it’s not surprising if they get the same, unsatisfying results.

Fortunately, there are some ways you can enrich and enhance your job description to make it stand out.
 
 
Onboarding for Retention in a Competitive Hiring Market
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Simplifying internal business processes always pays off.



When employees aren’t happy at work, they aren’t productive. Happiness at work is about feeling engaged and fulfilled–being confident, challenged and comfortable. When an onboarding process at a company is strategic, flexible and user-driven employees are more engaged and thus stay longer, allowing a business to save money.

 
 
The Fine Line between Micromanaging and Empowering
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“What got you here won’t get you there.”

Managing employees can be one of the most rewarding experiences of your professional career. It’s awesome to see people who work for you exceed even their own expectations of what they can achieve. That said, to be a manager who helps others succeed requires a skill set much different from the one needed to be an individual contributor.

If you’ve made it to a management position, you’ve probably exhibited the behaviors that most leaders look for in employees they want to promote:

 

How Do You Reinforce What Was Learned?

_____________________

We’ve just sent several of our managers to training.  How can I reinforce that training, now that they are back on the job, to make sure it sticks?

You’re smart to be proactive. Too often, we hear, “I sent my employee/manager to training, and I don’t see that their behavior has changed at all.” Unfortunately, many organizations leave it completely on the employee to incorporate what they have learned, with no support from their manager or the company. According to a survey done by Training magazine, training expenditures in 2018 were $87.6 billion.

Employee / Candidate Newsletter

Avoiding the Winter Job Blues
Preview
January 2019
 
 
 
 

Avoiding the Winter Job Blues

Now that winter is settling in, don’t let the cold and gray weather affect your productivity. Consider these four tips to beat the winter blues:

1. Stick to your routine

Winter brings shorter days in addition to colder weather. With less daylight, you may find it more difficult to stick to the routine you developed in the summer and autumn. Driving to work in the dark and driving home in the dark can make it feel like you have no time for anything else.

Land Your Dream Job With These Top 3 Skills & Qualities

Interviews can be tough for both parties. As a job seeker, you will inevitably spend most of your time at work, therefore, both sides want to find the right fit. From a candidate’s perspective, you want to figure out if this is a place where you want to build your career and grow. From an employer’s perspective, you want to make sure this is someone who will, not only be a great employee but also bring something unique to your company.
 

How Our World of Work Will Look in 2030

Do you want a glimpse into the future to plan your (colorful) career path?
According to Price Waterhouse Coopers, Future Worlds will be divided into four colors, each with their own particular strengths, challenges, values, and socio-economic features.

**Yellow, Red, Blue and Green**

Examine each World of Work to help you position, both your current career path and desirable future career management outcome based on these future insights.

In the Yellow World, Humans Come First.

Here, workers and companies will seek out greater meaning and relevance in what they do. Social-first and community businesses find the greatest success and prosper.

AR Mazzotta Employment Specialists
160 Broad Street
Middletown, CT 06457
USA
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