American Staffing Association announces the 2024 National Staffing Employee Week from September 9 - 15. This week temporary and contract employees will be honored for their achievements that help businesses and the economy every day. Currently there are about 13 million temporary and contract workers in the US. “Temporary and contract employees provide the essential support, expertise and flexibility that organizations need to be successful,” ASA CEO Richard Wahlquist said in a press release. “National Staffing Employee Week provides a unique opportunity to recognize the millions of temporary employees and contractors whose achievements help bolster the economy every day.” During the week of celebration and recognition, ASA member companies will host various events and activities to recognize and thank their staffing employees. Nimble Technology Partners is excited to participate in the week’s festivities and will continue to support and advocate for temporary and contract workers across all types of industries, disciplines, and skill levels. Learn more about this week by reading this release and find more information on how to celebrate at americanstaffing.net. Find your next role and future career partner by joining our talent pool today!

As you and your team are thinking about your hiring and recruitment strategy for 2024, the employment landscape is still going through a transformative shift. Hiring just for skill is old school. Instead hire for attitude, train for skill. While we’ve seen companies increasingly embrace diversity into their recruitment strategy, they are also recognizing other valuable contributions candidates bring to the table. Having the right attitudes, being collaborative, and having the willingness to learn are some of the common soft skills that companies are considering essential to foster inclusive and healthier work cultures.  Deloitte predicts that soft-skill intensive occupations will account for two-thirds of all jobs by 2030 and grow at 2.5 times the rate  of jobs in other occupations. Individuals who embody a growth mindset and come with the right attitude, embrace diversity, and show a commitment to continuous learning are decreasing the once status quo of being dismissed from roles due to lack of technical expertise. By having these soft skills, they are becoming increasingly more favorable in recruiting and hiring efforts when these skills are evaluated as part of the process. Soft skills vs. Hard skills, is it one over the other? According to Deloitte insights , 92% of companies surveyed reported that human capabilities or soft skills matter as much or more than hard skills in today’s business world.  In job postings today, most still include the type of experience a company is looking for with primary emphasis being on technical expertise and qualifications. When we consider the progress and evolution of artificial intelligence, human capabilities such as empathy, collaboration and adaptability cannot be replaced and will only continue to grow and be an important factor.  While technology continues to look for ways to help companies automate more and do more with less, soft skills  cannot be seen through that same lens. In order for organizations to be set up for long-term success, prioritizing soft skills over technical skills will be more impactful for the success and health of the business and teams.  But how do we evaluate someone against these skills? As workplaces continue to recognize the significance of hiring diverse individuals that add to team dynamics and culture, it’s not an easy task. When prioritizing the right strategy and implementing the right practices, positive outcomes will lead to success for all.  What this means for recruiting and hiring  In this evolving technology landscape, we do want to be conscious that there are still be use cases where requiring a very specific technical-based set of skills is needed, but when considering diverse backgrounds and perspectives, these soft skills should also be considered.  89% of unsuccessful employees are usually fired for reasons related to employee attitude . On the other hand, only 11% of hiring mistakes result in termination because of technical incompetence.  The balancing act of assessing soft and hard skills and incorporating the latest approaches to diversity recruiting and hiring remain vital. Soft skills are difficult to build, replicate, and automate, yet they can have a significant impact on the ability of tech employees to integrate, develop, perform, and learn. By finding the right balance of these skills, companies can find the right talent that can contribute significantly to a creative and innovative workforce. “In a high-IQ job pool, soft skills like discipline, drive and empathy mark those who emerge as outstanding.” Daniel Goleman Let’s take a closer look at the benefits and positive outcomes when going through your recruiting and hiring and considering an individual’s soft skills and hard skills.  The “We can do it” attitude can see the glass half full  Creating a culture that includes optimism and collaboration can foster creativity, which is essential in this evolving landscape. Having individuals who can bring a can-do attitude to the group, can create a culture where challenges are seen as opportunities, not roadblocks, and be a catalyst for innovation.  Foster and establish happy, lifelong customers  Employees with excellent interpersonal skills can help you build strong relationships with your customers. The ability to show empathy to your customer’s needs, ensure timely communications, and being able to resolve conflicts can help create a happy customer and increase customer retention. Create team dynamics that people enjoy (Don’t worry, we won’t say, “We’re all a family”, but it’ll be close!) When you hire based on more of an individual’s human capabilities vs. just technical capabilities, the team is more likely to cohesively work towards a common goal. Creating a space where team members can communicate well, understand perspectives and collaborate effectively, can help foster a happier, healthier work culture.  The next steps to take and how to evaluate Now that we’ve gone through the positive outcomes from these diverse recruiting and hiring practices, most companies still don’t know where to start or how to start incorporating a plan into their strategy. Here are some ways you may want to consider:  Let the job description do some of the heavy lifting If diversity, equity, and inclusion are important or considered, add it! If your company has values like, “Be your authentic self”, or “We commit to Women in Tech”, add it! And last but not least, if you value soft skills and are willing and offer upskilling or career learning opportunities, add it! These indicators will attract the kind of talent that could be a great fit for our company. If individuals feel they may not meet all technical requirements or if their own values don’t align with what the description says, they might not even consider the role. Create Inclusive Practices for Positive Interviewing While still important to attract a diverse pool of candidates, it’s also important to assess applicants for their soft skills, positive attitudes and eagerness to learn. Start incorporating diverse hiring panels and unbiased language in job descriptions, contributing to a fair and equitable hiring process. Reduce Bias Through External Agencies To address the growing need for diverse talent with the right balance of soft and hard skills, organizations will lean on an external agency to play a crucial role in the initial process. Working with these agencies, they can identify candidates who not only possess the necessary technical skills identified by the organization,  but also exhibit the right attitude. This can save time and eliminate bias, making for a stronger fit due to the collaboration and assessment done at the very beginning. Every organization, every role, every individual is different. It’s important to always remember that both hard and soft skills are essential to build a well-rounded company, but it’s up to you and your team to really assess when to prioritize one over the other. While easier to quantify and assess technical based skills, when trying to assess soft skills and human capabilities, although more difficult to measure, you certainly know when they are not present.   As you continue to recognize the benefits and put these strategies into practice, at the end of it all, the creation of a culture that has a path for continuous growth, sparks innovation, and a place for those to thrive,  having happy employees is a success for all. Ready to learn more about how Nimble Technology Partners can help you find these individuals for your team? Contact our sales team today !

Whether it’s the LinkedIn algorithm, or if it’s just because layoffs are happening that often and impacting that many… the unfortunate news about layoffs seems to be occurring almost on a cadenced, expected basis, more than it ever has in the recent years.  With the shift to remote work all while trying to stay ahead of the rise of AI, businesses often find themselves having planned for a future with full-time employees but then all of a sudden realize that what they thought was the future outlook has completely changed. With how fast technology, the landscape, and business demands are changing, businesses are having a hard time keeping up and planning against rapid advancements, faster than they have ever been before. While no company ever sets out to be on a trajectory of expected layoffs in such a short period of time, businesses are doing their best to try and set up a workforce to address the “now”, while also trying to address the “later”.  In this era of layoffs, businesses are starting to look at more contract or contingent work engagements with talent because they may not want to take the risk of a full-time hire, but need the headcount to address where their business is now. While this hasn’t always been the “norm”, in recent years, this recruitment and staffing strategy has its benefits. According to a 2022 McKinsey study ¹ , more than a third of the U.S. workforce identifies as independent workers. Whether it's project-based work or even the need to fill employee leave, here are the benefits that companies are starting to really see during this time that not only benefit the business, but those that are working as well.  Flexible & Scalable With contract and contingent workers, you can set up a specific length of time for a specific project that can help address your business needs now, without being concerned with the future outlook. Businesses are always having to make shifts in their strategy, but given the time we are in now, where demands and technology change so quickly, contract work allows you to be more flexible and scale a lot easier without worrying about what that role will do even just one year from now.  Specialized Skills & Fresh Perspectives Brining in specialized skills is becoming more of a necessity in today’s market, given the technological advancement that all disciplines are starting to see. In addition, introducing talent from different fields, backgrounds, and even new ways of working, enables a business to not only fill gaps, but become more agile in a time where agility is the name of the game.  Contract and Contingent Work can be Cost Effective Full-time work is what most candidates are looking for, whether it be the health benefits, paid time off, or other company perks. But what’s no longer in that list is“stability”, so interestingly enough, contract and contingent work is now more of an option than it ever has been in the past. Future proofing the business, all while future proofing an employee’s employment is the name of the game now, and it can come at a considerably lower price.  It’s not just about the price tag and expertise…it’s about people.  While businesses focus on these overhead costs and ensuring business critical projects get delivered on time, the one thing that should always be at the center is people. Since most contract work is outsourced through staffing & recruiting agencies, traditional ways of contracting out work is outdated, with very transactional & “checklist” conversations, ghosting, or even very unclear expectations and helpful onboarding to be set up for success.  Here at Nimble Technology Partners, we use hands-on experience with our recruiting efforts and people at the center of what we do. Our promise to our clients and to our consultants is to be an extension of your team because we want both parties to win. Let our team help you in your staff augmentation and contingent workforce solutions by learning how we can help your team today ! ¹ Why Companies Hire Contract Workers And The Downside Of These Short-Stint Roles  (August 2022)

Every year, digital transformation evolves and advances what seems faster and faster in the realm of business every year, and sometimes even months. Amidst what some may call the “Great Tech Reset”, the once strict boundaries of what was a tech company apart from others are gradually fading away. This not only represents a transformation in how we think about business, but a cultural evolution emphasizing diversity in how every organization innovates, collaborates, and creates value. Between diversity in industries like retail stores and manufacturing, or diversity in where we live or what we look like, how we think about technology is no longer a trend, but a necessity for sustainability and growth in the digital age.  “We don’t do much in terms of tech/IT space.”  This has been a common statement in those in non-traditional tech industries, but as technology continues to grow and expand in more regions across the globe, it's crucial for these businesses to adapt and leverage these advancements to stay relevant and competitive. What may seem like second nature to thriving tech cities on the west and east coasts, challenges for regions in between in industries like manufacturing or transportation is due to lack of access to these technologies, but finding and applying that talent within their local boundaries.  So what’s the reset?  As we think about 2024 and the future of technology, we not only need to be agile but reframe how we think, apply, and assess how and where technology is used, because all industries and even regions are not at the same stage. The future and unknown of Gen AI may be at forefront for some with fears of replacing the workforce, but the importance of resetting our minds to think about technology advancing the workforce, as well as thinking outside of just traditional technology companies, the opportunities still remain optimistic.  Here are some ways non-traditional industries can start thinking about technology, that not only reshapes their operations and competitive advantages, but opens opportunities for tech talent to continue to thrive.  Adopting a Tech-Centric Mindset Innovative technologies are no longer just for the tech sector and these advancements are reshaping industries such as healthcare, finance, manufacturing, and even agriculture. Investing in things like digital infrastructure, software development, and data analytics not only increase operational efficiency, but customer experience, and overall competitiveness. Democratization of Technology Access to powerful computing tools, cloud services, and open-source software has become widespread, enabling even smaller companies to harness the capabilities that were once only accessible and available to Big Tech and tech giants. Businesses of all sizes and industries now can disrupt, and compete on a global scale. The Role Diversity Plays and Breaking Down Barriers  Diversity plays a pivotal role in shaping the future of technology-driven companies. Recognizing that diversity encompasses not only different backgrounds and perspectives but also a spectrum of skills and experiences, companies are realizing its power in driving innovation. When thinking about applying these diverse insights across multiple industries and multiple regions, being able to foster inclusive working environments to innovate, be creative, and problem-solve will help businesses move forward in an ever-changing technological landscape. The Role of Data Every interaction, transaction, and engagement generates valuable data that can be harnessed for insights and informed decision-making. Companies that invest in data analytics not only derive actionable insights, but can transform businesses, enabling companies to anticipate customer needs, optimize operations, and stay ahead of the competition. As we navigate this Great Tech Reset, it is evident that the distinction between technology companies and others still has many opportunities still to come. With the application of technology and celebrating diversity, companies that embrace these into their core operations and work environments will not only survive but thrive in today’s digital age.  Here at Nimble Technology Partners, we know not every company or every region is at the same stage when it comes to technology. Being a Chicagoland based staffing and recruiting agency, we acknowledge wherever you are your digital transformation and where you are seeking talent to not only meet you where you are at, but take you to where you want to go. Let us help you find the best talent, wherever and however your business needs to operate, by contacting us today !

Cyber Monday, the digital shopping extravaganza, is not just about bagging the best deals; it's also an opportune time to reflect on the importance diversity has within cybersecurity teams. The statistics above still show there is a lot opportunity to increase representation within cybersecurity. When considering your next hiring needs, here are other factors to keep in mind to ensure the best fit for your organization's needs, overall team culture, and positive impact you and your organization can make in this high demand industry. Innovation, collaboration, & adaptability = profitable Ultimately, we understand the importance of profitability for companies, but navigating financial targets in the dynamic cybersecurity sphere is like chasing a moving target. For companies placing emphasis on diversity, the elevated likelihood of financial success is driven by sparked innovation, improved collaboration, and adaptability. According to a study by McKinsey & Company, companies in the top quartile for ethical and cultural diversity are 33% more likely to outperform their peers in terms of profitability. (McKinsey, 2018). Expand talent pipeline The growing job demands within cybersecurity continues to increase and yet there seems to still be a talent shortage. Attracting top talent from diverse backgrounds begins by valuing distinctive perspectives. While experiences such as machine learning, artificial intelligence, and quantum computing show potential in tackling cyber threats, it's essential to recognize that technology alone isn't sufficient. Embracing a diverse range of skills and backgrounds expands the talent pool significantly. This is the essence of why diverse teams outshine individuals in decision-making 87 percent of the time. (Microsoft, 2023) Help break groupthink Recruiting talent with specific backgrounds are no longer just related to technical work experience. Companies are now seeking those from different cultures, ethnicities, genders, races, physical and mental ability and socio-economic backgrounds. Hiring diverse talent in cybersecurity is not just a nice to have, it is critical to reduce groupthink that can hinder response to the increasingly sophisticated cyber-attacks, especially around a digital extravaganza, such as Cyber Monday.   (Washington Center, 2023) Technology only goes so far, focus on your people Even with the available technology to put the right program place, at the core of it all is a team of people. They work together to design processes and strategy. They work tirelessly every day and sometimes even long nights to protect their organization and its customers. In short, people are at the heart of any cybersecurity efforts. By having an inclusive, collaborative work environment, this is why creating a diverse and inclusive team is so important. (Security Intelligence, 2022) Taking action After reading this, you may start to ask yourself, “What should I do now?” At Nimble Technology Partners, we help companies find diverse talent based on what is essential and a priority for their cybersecurity workforce. Some actions to consider might include: Broadening the scope of job qualifications Consider diverse recruitment sources to reach a broader talent pool Encouraging underrepresented groups in your recruitment process through social platforms Make your hiring process more accessible By embracing inclusivity, fortify the ability to protect against cyber threats and contribute to a more resilient and innovative cybersecurity landscape! In turn, you'll increase profitability and create a happier, healthier workforce! Win, win, all around! Hire your next best talent to create a diverse, inclusive, and happier workforce, by contacting our team today!

It’s March 8, 2024, and it’s not just Friday, but it’s International Women’s Day. As a proud women owned business, this day is especially meaningful to us because it is a big reason and celebration of why we exist today. Inspiring inclusion and the importance of diversity to empower women in today’s workforce. Don’t get us wrong, we LOVE how far we’ve come, but there is still so much more to be done. #InspireInclusion This year’s campaign theme calls for us to break down barriers, challenge stereotypes, and create environments where women are valued and respected. As we start the day, and continue to carry on with our actions, voices, and steps to inspire an inclusive future, here are some inclusivity quotes that will help set you off on the right foot for the weekend and the future ahead! (No, no, we aren’t going to be another agency that makes a post about “How staffing agencies can support inclusivity”!). Here are 10 inspirational quotes from leaders and key influencers that we hope not only inspires you to foster a better, stronger organization and culture, but put you in the best mood as you get ready for the weekend! “We have a very diverse environment and a very inclusive culture and those characteristics got us through the tough times. Diversity generated a better strategy, better risk management, better debates, and better outcomes.” — Alan Joyce, CEO of Qantas “Diversity and inclusion, which are the real grounds for creativity, must remain at the center of what we do.” — Marco Bizzarri, CEO of Gucci “When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organization.” — Pat Wadors (Chief Talent Officer at Procore Technologies) “Businesses perform better when you have diversity of view in your senior leadership positions. This is not just the right thing to do socially; it's the right thing to do for your business.” — Ruth Porat, Chief Financial Officer of Alphabet Inc. and Google “If we want to include everyone, we have to help everyone develop their talents and use their gifts for the good of the community. That’s what inclusion means– everyone contributes." — Melinda Gates “When we listen and celebrate what is common and different, we become a wiser, more inclusive, and better organization.” — Pat Wadors, Chief People Officer, Procore Technologies, Inc. “We have become not a melting pot but a beautiful mosaic. Different people, different beliefs, different yearnings, different hopes, different dreams.” — Jimmy Carter, 39th President of the United States “We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their color.” — Maya Angelou “We know that diversity can sometimes be more uncomfortable because things are less familiar – but it gets the best results.” — Megan Smith, Chief Technology Officer of the United States and Assistant to President President Barack Obama “The things that make me different, are the things that make me, ME!” — Piglet We hope that these quotes not only spark something in you and your organization to inspire inclusion beyond just today, but realize it’s not just an act that “must” be done, but “needs” to be done. Trust us when we say, it's not only good for business, it’s good for people. Here’s to International Women’s Day and every day beyond today to #InspireInclusion. Let Nimble Technology Partners help you create the future of work that we are moving towards today by partnering with us today!

The technology landscape is growing and becoming more complex, with the demand for talent seemingly falling behind. But is this the case for your hiring needs? Or are your hiring practices preventing you from unlocking a wide pool of diverse talent that may be overlooked? Companies worldwide are continuing to recognize the importance of building diverse teams, not only for ethical reasons, but the proven benefits it brings to innovation, creativity, and a business’ overall success. While every business would like to believe that they do not have bias when it comes to hiring, the reality is that biases still persist in the recruitment process. 48% of HR managers admit bias affects their candidate choice. 42% of talent acquisition professionals say hiring bias is the main reason interviews fail. 51.6% of hiring managers support the idea of blind hiring. (Zippia, May 2023) “How do we unlock this potential?" While the intention might be to embrace diversity and increase representation, lowering hiring standards in the name of diversity can negatively impact the long-term success and growth of a company. Instead of thinking of lowering the bar, focus on lowering bias that may unintentionally hinder the hiring of qualified individuals from diverse backgrounds. Groupthink decision making This psychological phenomenon is not a new concept, but can very much be an unconscious bias in hiring practices because as humans, we desire harmony or conformity when in a group. Unfortunately, this results in sometimes irrational decision-making outcomes. When hiring managers and interviewers allow the opinions of others to impact their decision-making, this often leads to a decision being made due to groupthink. It may require one or two more Slacks or one or two more meetings, but try to avoid group settings and asking on the spot, “What did you think?”. This creates an environment that may leave individuals who feel opposite of their peers going along with the majority vs. sticking with their own opinion and decision. (I know I’ve been in this situation! And I look back and hate that I was part of this groupthink!) Focus on culture add, not culture fit 84% of recruiters look for this in their selection process. (SHRM, March 2022) At the end of the day, most of us spend more than 40 hours a week with our coworkers. The importance of having a culture that we feel comfortable in and inclusive in is crucial for a business’ success and a healthy, thriving work environment. When asking candidates about culture, it’s important to ask questions around this topic from the angle of how they would be a great addition to the culture, not asking questions to see if they would fit in the culture. When talking about "culture fit", this can sometimes elude to the perception that either a company's culture is perfect and only accepts those that are similar or if someone doesn't fit in, they might not be considered. Striking a balance between these two approaches, allows businesses to maintain a cohesive culture while also embracing the benefits that diverse experiences and viewpoints bring to the table. “Wow, they worked at [insert name-brand company], they are the best candidate for the role!” For businesses who are starting to scale or need to scale quickly, Halo Effect is a common unintentional bias that business’ hiring practices commonly fall into. While it’s not always the case, employees at large, name-brand companies often have very specific job functions. In hiring, some tend to default seeing these names on resumes as immediate successful hires. While we never want to discount the success of landing a role at one of these companies, these individuals wear a single hat and might not be the best fit for a role that requires the need to wear many hats. (Monster, Career Advice) As tempting as it is to default and focus on candidates that have a brand name on their resume, not only do you automatically close off opportunities for other candidates, but judgements and evaluations are then inevitably based on these single characteristics. Being able to take on many responsibilities and pivot in the tech industry is crucial to success in a fast-paced and ever-changing environment. This not only benefits individuals by enhancing skills and candidate prospects (because we always want candidates to thrive!) but also adds value to the teams and organizations they are a part of. Striking a balance between increasing representation and maintaining high hiring standards can be challenging, but doesn’t have to be overwhelming. Businesses in the pursuit to embrace bias-free diversity hiring and promoting inclusivity should not look at lowering the bar, but consider ways to help eliminate unconscious bias. Staffing agencies, like Nimble Technology Partners, can help play a crucial role in promoting blind hiring and help lower the bias in the recruitment process. Let us help you create an environment where everyone has an equal opportunity to succeed. Ready to take that first step? Contact our team today!

As we wrap up the year, I hope we all have the opportunity to take some time to unplug and spend time with loved ones during this time. With that being said, I wanted this last blog to not be about statistics or research, but about the positive outlook I have, and hope others share, for 2024 and beyond. As I look back on 2023, if you had asked me earlier this year, “Where do you think you’ll be?” or “What will you be doing by the end of the year?”,  like every year before it,  I would have had the same story to tell. My responses would have been something like, “Just working” or “Looking for another job”. 😅 For someone who has always been risk averse, does the same routine every day, and always had a “9-5 job”, deciding on this next step is not just a “change in my routine”, but a change in what is most important to me and how I hope to bring that same value to others. Given the transformation of the workforce that is happening right in front of us, the importance of prioritizing people and connecting with each other is only going to become more relevant as technology advances. I have never been more certain that I am ready to not just witness this transformation, but be part of it. People + Technology = The Future of Work Nimble Technology Partners is not just my story but I hope a story that relates to those wanting to be part of the future that not just creates diverse teams, but inclusive workforces impacting the way we work in the best ways. The advancements of technology have only just begun and surpassed what I think most of us were anticipating to see this year, but when we remember that at the heart of it all is people, the opportunities that lie are limitless. I wrote this blog with the intention to share why I believe so strongly in our mission on helping create the diverse future we are looking to create. As a champion and advocate for the future of work, I can’t wait to continue helping find the best talent that will not just benefit businesses, but truly puts people at its core, making it a success for all. I am so excited for 2024 and what our Nimble Technology Partners family is looking to accomplish alongside you. Cheers to 2023 and what we’ve done and let’s work together to get ready for an unimaginable 2024! Start the new year with us as your partner! Create the future of the diverse workforce by  contacting us today!

“What should the onboarding experience be for new customers?” “If we release this in the product and they click “here”, are we solving the customer problem and is it a seamless experience?” “What employee and candidate experience do we have that makes people want to work and stay here? No matter if you sell products directly to consumers via an online experience or if you’re selling services or software to a business to integrate into their operations, thinking about these different “experiences” and users is crucial for success, and at its very core, is centered around people. As someone who has been involved in a week or sometimes month long workshops, multiple hour jam sessions, focus groups, and more, the level of dedication and thoughtfulness spent to create these experiences are meticulously thought out with every detail. It was very common to get caught up in the level of technical detail, but when we took a step back, whatever we created and improved, reminding ourselves that"customers are people", made for better experiences. But what about employee and candidate experiences? The amount of time and resources most businesses put behind improving customer and user experiences that ultimately directly impact the top line, the question some would ask is, “Why not spend that same amount of time and detail on your employee and candidate experience?” Just like “customers” and “users”, employees and candidates are people. People are the core of what makes businesses operate and thrive and at the end of the day, have a heavy influence on your brand. With the increase of viral videos of horrible layoff calls or interview nightmares, your brand reputation can make an unfortunate turn overnight. Creating an experience that keeps your employees and candidates in mind is not only good for business, but can directly impact your brand health. Let’s break down some of these experiences and why the importance of how people & brand experiences impact businesses today. Customer experience (CX) To put it simply, the customer experience is everything organizations set up, from systems to personnel to documentation (we hope!), so that they can continue delivering exceptional experiences, value, and growth for their customers. If we think about customers not being a “business”, but at the end of the day, people interacting with people, even with all the documentation in the world won’t solve your customer experience. With the many different review sites like G2 or even the rise of Reddit, this experience is crucial in not only how it helps with retention or word of mouth, but inherently says something about your brand as well. User experience (UX) The user experience takes that customer experience a step further and now focuses on those that use your product and how those users interact with and experience your product, systems or service. Given the heavy focus on individual experiences, and more of a 1:1 nature, ease of use and efficiency are at the core of a great user experience. Similar to the customer experience, with the many social media outlets and ways users have access to communities of other users, this experience is crucial. As a product marketer, and very much user focused working with product managers and product designers, coming back to the core epicenter that it’s “people” using the tool and solving problems that made their jobs easier, was crucial to our success. This thought isn’t just good for businesses, but good for the users aka people! Employee and Candidate Experience (EX and CX) Now unrelated to the workflow journey of a customer’s first interaction with the support team being able to quickly troubleshoot or an onboarding email that helps a customer set up their first integration, is the bigger picture as it relates to the teams of people who make businesses thrive and customers happy… the people experience as it relates to employees and candidates.  For internal teams, since many wear multiple hats, it’s common that the primary focus is on improving employee experience. While wanting to equally be able to balance that same amount of focus on the candidate experience and recruiting, it’s often challenging given lack of resources or even other fighting priorities. While ensuring internal employee satisfaction is crucial to keep businesses humming along, a bad candidate experience in your recruiting processes can in turn reflect negatively to your employer brand and potentially even deter top candidates as well. When you create a positive employee and candidate experience, doing or getting a job becomes more than that. Any great interactions with your organization, help attract top talent, create happier and healthier work cultures and people will more commonly become advocates of your brand and its products. “If you don’t understand people, you don’t understand business.” - Simon Sinek At the end of the day, any experiences involving people interacting with people are so essential and impactful to your business. At the core, the outcome will reflect in how others think about your brand, which can have major impacts to the business. Here at Nimble Technology Partners, a Chicagoland based staffing and recruiting firm, we are truly people centric in creating the best candidate experience. As partners to our clients, we believe in aligning values that enable us to be a true extension of their teams. Looking for a partner to help you with your staffing and recruiting needs that truly put the candidate experience at the core? Contact our team today to see how we can help!

It’s sometimes hard to believe there was a time where entering into the workforce meant that getting the"full-time job" was a sense of stability and room to grow into your career at one company, if you desired. What used to be the feeling of having control where you worked and having the ultimate choice to hold on to that role as long as you needed to, seemed like remained your decision. Whether it was because you were ready to start your new challenge, escaping a bad manager (we hate when that’s the case!) or wanting to stay until you retire, the ball was most of the time in your court. With what seems like almost annual, cyclical layoffs, and even some happening more than once a year, professionals are more than ever are looking at ways to consider other ways to not be fully dependent on one full-time role. While a lot of benefits are easier to evaluate for contract positions from a business standpoint, the increase in professionals shifting from “employee” to “consultant” is increasing as more and more professionals are more open to these types of opportunities. Here are the top benefits of contract work: (and we know it’s not ideal for everyone, but just some items to consider!) Higher pay rates As a consultant, being able to set your own pay rate can be a huge advantage and upside of choosing to go this route. With the idea that these types of professionals have a very specific set of skills that are niche, most companies are willing to pay a higher price tag for said expertise. This is not only beneficial for the company, given it being a cost efficient solution to ensure certain projects and work get done in a desired timeline, but hugely beneficial for you as a consultant. While sometimes the downside is that most of the time, these types of contract positions do not offer benefits, having that higher pay rate can sometimes help offset that, and then some. Clearer job scopes While there is still a large level of accountability on job responsibilities, the majority of the time you are being brought on for a specific set of services or projects. Frustrations that most employees face is the lack of clarity on what their roles & responsibilities actually are, causing frustration, decreased employee satisfaction and sometimes even high turnover. Having a clear understanding of a job scope ensures clarity on both ends and less ambiguity, making outcomes clearer. A lot of “new” “New” challenges, “new” people, “new” ways of working and “new” work environments. While tenure at a company shows your commitment and is very admirable, sometimes only having exposure to a limited way of how things can be done can be limiting. With the number of successful businesses out there, not every one of those are following the same recipe. Being able to expose yourself to new challenges, projects, industries, and ways of working can not only add to your tool box, but you're able to bring that expertise to your next project. More independence & autonomy Having more control over specific projects you take on and when your schedule allows puts the ultimate keys in your hand. Also, with what seems like cyclical events of annual layoffs and the unfortunate unpredictability of job security, you can have the ultimate control over the career path you want to create. As businesses continue to navigate through the ever changing technology landscape and competitive market, the need for professionals with specific skills to meet business objectives is more crucial than ever. We know that while these benefits are great, contract work still might not be realistic for some, which is totally okay! If you are considering making that shift into consulting, as a professional, your specific skills can be what companies are looking for, so capitalize on it! Here at Nimble Technology Partners, whether you’re looking to explore into the world of contract work or you’re a seasoned veteran, we’re here to help match you to the businesses looking for what you have to offer! Join our consultant network and bring your expertise to the table!