Select Source International

For the first time, five generations from the Silent Generation to Gen Z are working side by side. With each generation bringing unique perspectives, skills, and values that fuel innovation and resilience, if managed well.  Here’s how forward-thinking businesses can lead and manage a multigenerational workforce: 1. Put People at the Center: Understand who your employees are, what drives them, and how they work best. Center policies, culture, and leadership decisions around people. 2. Understand Generational Values: Generations may share core values but express them differently. From sustainability to financial security, recognize these nuances and integrate them into culture, benefits, and everyday decision-making. 3. Encourage Collaboration: Foster teamwork across age groups through cross-generational projects, mentoring, and team-building activities. This builds trust, knowledge-sharing, and innovation. 4. Focus on Upskilling & Tech Adoption: Support all employees with training, mentoring, and psychological safety so everyone can confidently adopt new tools and processes. Early adopters can help others, creating a culture of learning and shared growth. 5. Support Work/Life Balance: Flexible schedules, wellness initiatives, and clear expectations help employees of all generations stay productive, healthy, and engaged. 6. Offer Tailored Benefits: Provide choice-based benefits, communicate their value, and gather feedback to ensure programs meet the real needs of your workforce. Managing and leading a multigenerational workforce requires recognizing the differences, creating connections, and leveraging them to drive engagement, innovation, and growth opportunities for everyone, because diversity in experience is the strongest advantage. 

Job search today requires a strategy that blends self-improvement with smart job search tactics. While unemployment can be challenging, it’s also an opportunity for growth and preparation. Here’s how to make the most of it: 1. Update Your Resume and Profiles: Keep your resume, LinkedIn, and other professional profiles fresh and reflective of your skills. Recruiters notice active, polished profiles. 2. Upskill: Take online courses, earn certifications, or explore new tools in your field. Every skill learned is both a resume booster and a conversation starter in interviews. 3. Network Strategically: Reach out to former colleagues, attend industry events, or join professional communities. Many opportunities come through connections rather than job boards. 4. Volunteer or Freelance: Gain experience, expand your network, and stay active while contributing meaningfully. 5. Maintain a Routine: Structure your day with applications, learning, and networking. Staying productive keeps motivation high. By staying proactive, you can transform unemployment from a waiting game into a period of growth and control. #CareerGrowth #JobSearchTips #Recruitment #StayMotivated

Employees spend a major part of their lives at work - and how they feel at work shapes how they feel about life overall. Engaged employees thrive - they take initiative, go beyond expectations, stay longer, deliver better outcomes, collaborate effectively, and show resilience in times of stress or change. Actively disengaged employees, on the other hand, can drain morale, slow progress, and even harm team outcomes. So, how can organizations re-engage their people? 1. Align engagement efforts with the broader employee experience strategy 2. Communicate why engagement matters 3. Build trust in the process and model the right behaviors 4. Redefine managers’ roles and equip them with tools to coach effectively 5. Establish evaluation practices that keep performance and accountability clear Employee engagement is the foundation for a thriving workforce and stronger business outcomes. It is the key to unlocking performance, loyalty, and resilience. When people feel connected to their work and valued in their roles, businesses see lasting results. #EmployeeEngagement #WorkplaceCulture #HRStrategy #Leadership

On this HR Professional Day, we celebrate the people who make workforces thrive - the HR professionals whose insight, dedication, and skill turn challenges into opportunities, and strategies into results. At SSI, our team of recruiting experts shares the same passion - connecting the right talent with the right opportunities. With deep industry knowledge and a human-centered approach, we help organizations attract, retain, and empower their people to succeed. A huge thank you to all HR professionals - your hard work inspires excellence and shapes the future of work every single day. #HRProfessionalsDay #HRCommunity #HumanResources #TalentManagement #WorkplaceCulture #HRExcellence #CelebrateHR #Recruitment

57% of employees said they’d accept a job paying 10% below market rate over one paying 10% above market rate - if it meant working with close friends, per KPMG. Close friendships at work are growing in importance, with 87% of employees now rating them as highly valuable, up from 81% in November 2024. Why it matters - work friendships boost productivity, motivation, and engagement. Employees with strong connections feel included, supported, and accountable, and nearly 9 in 10 workers now say workplace friendships are highly valuable. Strong bonds can even make a company stand out in recruitment and retention. 💡 3 tips to help employees build meaningful connections: 1. Promote Intentionally: Leaders should champion friendships, model connection, and give employees “permission” to form bonds. Encourage quick chats, lunch meetups, or video calls to stay connected across in-person, remote, and hybrid teams. 2. Create Interactive Opportunities: Preplanned social events, collaborative projects, and team activities allow friendships to naturally blossom. Remove barriers and give employees time to connect. 3. Communicate Often: Encourage consistent dialogue through recognition, updates, and open channels, ensuring employees can support each other, share ideas, and maintain engagement, whether they’re in-office or remote. At a time when loneliness is surging, building real human connections is a strategy for retention, engagement, and a productive workforce.

We’re #hiring a new Safety/Quality Program Manager in Philadelphia, Pennsylvania. Apply today or share this post with your network.

The U.S. labor market is showing signs of strain, with job growth slowing to a crawl in August. According to the latest Bureau of Labor Statistics (BLS) report, only 22,000 jobs were added last month, a sharp decline from the modest +73,000 in July. Meanwhile, unemployment has edged up to 4.3%, signaling a potential shift in the labor landscape. Healthcare and social assistance sectors continue to see steady growth, with 46,800 new jobs created, but many other industries, including goods-producing sectors, have stagnated. This skewed job growth points to the challenges in the broader economy, as job seekers now outnumber job openings for the first time in years. As we head into the fall, job seekers should stay adaptable. While certain sectors, like healthcare, remain strong, it’s important to be proactive in updating resumes, expanding skill sets, and exploring opportunities across industries. Leveraging AI-driven job platforms can also help streamline the application process, but it’s crucial to stay human and network effectively - relationships matter in today’s job market. Tip for Job Seekers: In times of economic uncertainty, expanding your skillset and staying flexible in your job search is key. Browse our recent LinkedIn posts to learn how to upskill in the age of AI.

What makes some teams soar while others stall? It often comes down to how well people balance connection and courage. A high-performing team combines diverse strengths and perspectives to achieve ambitious goals through trust, clarity, and purpose. But here’s the catch: these teams don’t happen by accident. They’re intentionally developed through three foundations of effective performance management: 1. Connection: People feel safe, valued, and respected. 2. Courage: Tough conversations aren’t avoided; they’re embraced. 3. Clarity: Roles, responsibilities, and goals are clearly defined and aligned with the bigger mission. So, how do you build a high-performing team? Here are some tips: * Set clear goals and expectations. * Foster psychological safety, make it safe to speak up. * Encourage open feedback and courageous conversations. * Celebrate wins, both big and small. * Invest in development, help people grow as the team grows. High-performing teams thrive when people feel connected, supported, and empowered to contribute their best. When that balance is in place, they can innovate, adapt, and achieve lasting success together.

When candidates accept an employment offer, more often than not, it’s because of the good experience they had with the employer. Throughout the hiring process, candidates are constantly evaluating your company’s culture, and interviews are often where they form the strongest impressions. Those who go through an exceptional process are more likely to feel connected to the culture and satisfied with their role.   On the other hand, a poor interview experience can push talent away - nearly half of employees have rejected a job after one. Here’s how recruiters can deliver an exceptional candidate experience: 1. Respect their Time: Fast, efficient turnaround shows professionalism and keeps excitement high. 2. Train Hiring Managers: Equip interviewers to ask the right, skill-focused questions and avoid bias or problematic topics. 3. Communicate Clearly: Share accurate role expectations and timely updates throughout the process. 4. Make Interviews Meaningful: Treat candidates with respect, showcase company culture, and highlight growth opportunities. 5. Be Transparent: Offer a real preview of what it’s like to work at your organization. 6. Focus on Relationships: Ensure candidates feel valued, not just evaluated. A strong candidate experience drives offer acceptance rates and builds long-term employee engagement and loyalty. Their experience today shapes their perception as an employee tomorrow. Get it right, and you’ll be building committed, engaged brand ambassadors.

Happy Labor Day from SSI! As summer winds down and we head into the long weekend to relax and recharge, we want to pay tribute to celebrate the hard work and dedication of workers everywhere. From building businesses to shaping communities, it’s the people who keep progress moving forward. At SSI, we’re proud to play a role in connecting opportunity with talent. Today, we honor workers everywhere and celebrate the human spirit that turns ambition into achievement. Enjoy your Labor Day weekend!