Why You Should Keep Looking For A Job During The Holidays


Despite what some job seekers might think, the business world does not grind to a halt during the holidays. In fact, many companies do a large amount of their hiring between Thanksgiving and New Years Day. This means that, as someone who is looking for a job either actively or passively, you want to keep things moving during the holidays. Here are three reasons why the holidays are a great time to apply for jobs:

Companies Have Their 2016 Budgets Set And Have Money To Hire At The Beginning of the Year

Most companies spend much of October and November deciding what type of budget they are going to have in the New Year. This budget will include how much they can spend on new hires. Because of this, they  will begin looking for new talent during the holidays so that they have someone who can start once the New Year rings in. While some may be able to hire one or two new employees, others may have entire new departments opening up that they can hire for.

Companies Are Still Looking For Seasonal Help That Can Be Extended Past the New Year

While some companies hire seasonal help specifically for the holidays in early Fall, others need seasonal help that extends past the holidays. These companies may not be focused on hiring help for the holidays, but instead for the entire winter season where they may see a majority of their sales or shipping. These companies may wait until the holidays to start hiring new employees, and keep them for an extended time.

Other People Are Busy and Have Less Time To Apply

The fact that some people will take a majority of the holidays off from their job search can only benefit you. Less people looking for a job means a better chance for you to grab and interview with your target companies.

How to Be the Company Employees Hate to Leave



When it comes to careers, the grass has never looked greener. With 57% of surveyed employees revealing that they plan to resign in the near future, it’s no surprise that employers are worried about losing their top performers. So what can you do to mitigate the loss of your superstars?

  • Be an Engaged Employer. Want people to stay? More than perks and even pay, employees who feel they are engaged in their work are the least likely to leave. So why is it that only 12% of employees say that they are fully engaged… despite 80% of employers thinking their employees are fully engaged? Build a connection with your team and employees, and understand them so you can get to the core of what intrinsically motivates them. It may be trusting them with more latitude, or developing their skills and experience so they grow and at the same time feel increasingly capable and valued. Make sure they each see their being crucial parts in the vital whole that is your team, the department or even the company. Acting to strengthen engagement now is important, particularly if you have stellar workers who can quickly find employers whom they feel appreciate them more.


  • Be Prepared to Be Persuasive. With job opportunities becoming increasingly visible and available through networking and social media, it has become easy for even satisfied employees to explore what’s out there, and therefore be more selective. While this has the advantage of delaying the departure of your more highly marketable employees, the reality is that, unless you come up with a compelling reason for them to stay or a strong counteroffer, your star employee is in effect a very appealing passive candidate.


  • Nurture Future Superstars. Great employees are a result of finding great people and then mentoring and developing them. If you haven’t yet, develop a culture of mentorship and support. Develop succession plans, and while accountability and ‘owning’ projects are excellent work practices, have as much of your team cross-trained so that coverage is as seamless as possible, whether it’s due to employees going on vacation, the holidays or in case someone leaves. In many cases, having your best employees train and mentor ‘newbies’ may even make them feel more engaged as they, pay it forward by developing their protégés. In the same vein, be ready to move as quickly as possible on hiring replacements.


It’s good to be talking to people in advance, and finding positions for the great people in your organization so that you can nurture them and be ready to move them into key roles, and if you don’t have somebody in the wings, you need to move quickly to replace the position as quickly as possible. Speak to your hiring advisor about ways that you can reduce time to fill and cost of vacancy to minimize disruptions to your business.


Using Flexible Scheduling To Stretch Your Recruiting and Retention Leverage

Employee Perks Non Monetary

Even as the holiday season is underway, many companies are already laying out their 2016 strategies. If hiring or retaining employees is on your list but having the budget to beat competitors is not exactly in the books, no need to worry. According to the findings of our 2016 SCALE Salary Guide, flexible hours is a non-monetary perk that many employees desire but not enough employers offer.

Whether it’s to pursue their passions, make time for self-enrichment, or to spend more time with their families, flexible work hours was ranked as highly desirable by 73% of surveyed employees. While many employees value it as equivalent to $100 a month in salary, only 37% of employers are offering this very appealing, cost-free perk. This could mean a distinct advantage for companies or departments who need to pinch their budgets but have lots of room for flexibility.

Here are three things to consider if you are thinking of introducing flexible scheduling within your company:


Determine whether your positions are appropriate. Does your team or company require that somebody to be there to respond to customers or to generally be available? If this is the case, additional coordination among the staff may be needed to successfully implement flextime. Project-based teams have more flexibility in when and how the projects are accomplished.

Establish schedules and processes. Flexible schedules still rely on coordination and collaboration to keep productivity at its peak. Make sure projects and assignments have specific deadlines so you are able to track and prove the job is being accomplished despite hours.

Ensure fairness and compliance. While the occasional, “I need to leave early to pick up my kids” can be handled with some informality and latitude, more broad scheduling adjustments may require working with your HR department or legal advisers to ensure fair and equal treatment and conformance with all local laws.



Pass the Cranberries (And the Business Cards): Networking at Thanksgiving Dinner



Thanksgiving is a time where friends and families come together, laugh, and, of course, eat. When you think about it, it is a great time to do a little lite networking if you are looking for a new job. Whether it’s friends of the family you only see once or twice a year, or those family members who live three states over, you will inevitably be asked what you do, which is a great opportunity to maybe get a job connection that you otherwise might not have had. Here are three things you need to do to get the most out of your Thanksgiving networking opportunity:

Have A Plan

While you never know what kind of connections you are going to find throughout the evening, it helps to know what type of help you are looking for. Come up with a mental list of what companies you are targeting and what kind of help you are looking for. Instead of telling people you are broadly looking for a job, explaining to them exactly what you are looking for will allow them to better know how they can help you.

Pick Your Moments

As a conversation starter, friends and family throughout the evening are probably going to ask you what you have been up to. By answering this question by saying that you are looking for a job, you can make the conversation geared towards that. By saying what kind of job you are looking for, they may say that they have a great connection that they will hook you up with on Monday morning. At the very least, you will get someone who can cheer you up and give you some great advice.

Don’t Be Embarrassed

The best advice you can get during a job search is to be yourself. This is true when you are in an interview, and it is true when you are networking. With this in mind, don’t be embarrassed about being between jobs or on the lookout for something better when you talk to friends and family members on Thanksgiving. Everyone has been in your position before, and they know how tough it can be. The great thing about the environment you are in is that you are surrounded by caring people that want to help you. If they have a great connection, or can hook you up with a job themselves, they will be excited to help.

AppleOne CEO Janice Bryant Howroyd Presented with Prestigious SCMSDC Leadership Excellence Award

AppleNews JBH SCMSDC Award

The Act•1 Group is proud to announce that Janice Bryant Howroyd, Founder and CEO, received the prestigious 2015 Leadership Excellence Award during SCMSDC’s 31st annual Leadership Excellence Awards dinner gala (LEA). As one of the Southern California Minority Supplier Development Council’s (SCMSDC) signature events, the event honoring individuals and corporations that have taken on leadership roles in the field of supplier diversity. For 2015, LEA was held at the Aquarium of the Pacific in Long Beach, CA.

The Leadership Excellence Award presented to Mrs. Bryant Howroyd is one of the most prestigious honors awarded during the gala. This recognition is given to, according to SCMSDC, “an outstanding individual who has advanced diversity efforts within the Southern California community and beyond. This visionary has gone against the mold to create, promote and implement progressive supplier diversity initiatives that support the growth of African-, Asian-, Native-, and Hispanic-American entrepreneurs.”

In attendance to cheer on and celebrate their CEO are members of AppleOne’s Long Beach branch and the ACT•1 Government Services team.

Congratulations and thank you, Janice! You make us all so proud!

Do I Apply Selectively Or Broadly?


A job search can seem daunting when you start it. Like painting a picture or writing a novel, it’s that blank slate that can make it seem like a big hill to climb. To make your search seem a lot less scary, you need to have a plan of attack. When making this plan, you can either decide to make a list and apply selectively to jobs, or you can simply apply to whatever comes your way. As with any decision you make, there are positives and negatives to each way of look for a job, which we will delve into a bit deeper:

Positives to Applying Specifically

One of the big positives to applying selectively is that you give yourself more time towards personalizing your approach for each employer. It’s always a good idea to tweak your resume and cover letter to the points outlined in the job description. In addition, your job search efforts will become focused towards opportunities with the greatest likelihood of success. Because you are taking your time to look thoroughly at job descriptions before you send in your application, you can get a better feeling of whether you are truly right for the job.

Negatives to Applying Too Specifically:

When you are very focused on certain jobs you may miss the ones that are a bit on the periphery. For example, if you have experience as a web designer, when you apply selectively you may only go for jobs that are specific to being a web designer. By doing this, you may miss interesting jobs that are not specifically for a web designer, but that you are well qualified for. Also, applying specifically is going to make each rejection a bit more painful. If you took the time to find the “perfect” job it’s easy to get your hopes up and it’s more likely that not hearing back will feel like a rejection (even though there is really nothing personal about it)

Best Approach if Applying Specifically:

If you are looking to apply specifically, instead of committing to the randomness of online job boards develop a list of target companies (more info on that here). By doing this, you can better use your time, and you can network and develop customer plans to target each employer.

Positives to Applying Broadly

Applying broadly during your job search can increase your opportunities. The more you put yourself out there, the more chances you’ll have of getting a job. Also, you don’t always know which requirements on a job description are going to be deal breakers for employers. Just because they would prefer a certain type of skill doesn’t mean they are always going to find someone who has it. By applying to the job anyway, you avoid excluding yourself from opportunities where you may have been a strong candidate.

Negatives to applying too broadly

It can be hard to personalize your approach when you are replying to everything that you find on a job board. If you apply broadly you tend to send the same resume and cover letter to companies without personalizing them. It’s also important to note that employers don’t tend to like candidates who apply to every job that they put up on their website. If you apply to several positions with the same employer when you really only perfect for one of them, they may dismiss you as somebody who applies indiscriminately.

Best Approach if Applying Broadly

Automate your own process by signing up for several email agents with multiple boards that will email you new opportunities as they are added. Focus on optimizing your resume to get past Applicant Tracking Systems that may block you for not having “required” skills. Ask your Hiring Advisor for links to our Navigating the Hiring Process that includes tips for getting past Applicant Tracking Systems.

Hip Hip Hurray for Holiday Pay!

Holiday Pay

The holiday season is upon us and we at AppleOne are happy to say that we have been fielding a lot of questions from employers about giving Temporary, Contract, and other non-staff workers holiday pay.

There were several reasons why companies want to give their Temporary workers holiday pay, including:

  • Temps are part of the team. The end of the year is a great time to celebrate the contributions of ALL of your employees – Temporary workers worked just as hard as staff members to ensure all team deadlines and goals are met.
  • Set 2016 up for success. Another year is on its way and now is the time to boost employee engagement. Studies show that while 80% of employers believe their employees are engaged, only 12% of employees actually feel engaged. Show appreciation to thank, motivate, and even retain great employees so that they are ready take on 2016 and make it even better than this year!
  • Improve company culture. According to the SCALE, our annual salary and compensation guide, retention remains as one of the top challenges faced by employers while work-life balance and tops the employees’ work culture ‘wish list’. And happy, satisfied employees are motivated and retained employees.
  • Attract great talent and customers.Taking extra steps to ensure your employees feel well take care of can go a long way to improve your company’s image. In addition to building loyalty among your employees and Temps, you are also creating a reputation for being a great place to work. With candidates now rejecting one out of five job offers, boosting your attractiveness as an employer can be, in itself, a gift that keeps on giving.