MnDOT Research & Innovation’s Post

With college graduation season coming to an end, new graduates will be starting full-time employment at companies around the globe. Managers, team members, and colleagues will need to learn how to work with these new team members, and the new hires will need to learn how to fit into the company’s culture. What can help smooth this transition? Here are some tips for new hires, team members and managers.

November is Career Development Month! At M&J Engineering, we’re dedicated to supporting every step of our team’s career journey. We prioritize continuous growth and #careerdevelopment through a range of impactful initiatives—explore the list below, then swipe through the carousel to see how we empower our employees to reach their professional goals! 📌 Conducting Performance Reviews: Regular reviews identify strengths and improvement areas, fostering open discussions on career progression. 📌 Providing In-House Training: M&J's Senior Advisor & Safety Trainer leads periodic in-house sessions to enhance skills and provide certifications. 📌 Reimbursing Certifications & Licenses: We cover fees for certifications and licenses, supporting employees in advancing their credentials. 📌 Celebrating Achievements: We recognize employees who earn new certifications, licenses, or degrees, honoring their commitment to growth. 📌 Considering Compensation Impacts: Annual reviews and promotions account for professional achievements. 📌 Offering Learning Resources: We provide online training and are committed to a respectful workplace, free from harassment or discrimination. 📌 Establishing Career Pathways: Clear growth paths guide employees on advancement opportunities, with supervisors mentoring and pairing teams with experienced colleagues. 📌 Fostering a Feedback Culture: A strong feedback culture allows employees to learn and grow, with opportunities for input via surveys, regular reviews, and open channels with HR and supervisors. 📌 Holding Regular Check-Ins: Supervisors meet regularly with employees to discuss progress, challenges, and aspirations, building trust and offering support. 📌 Supporting Skill Development: We assess employee skills and provide guidance on certifications, licenses, and training. 📌 Encouraging Networking: We promote networking within M&J and the industry, helping employees gain new insights and connections. By investing in our employees' professional development, we build a motivated, skilled, and satisfied workforce that drives M&J's success. 🚀 Ready to take the next step in your career? Visit M&J's jobs tab or click here: https://lnkd.in/eWH7-vFY #CareerDevelopmentMonth #ProfessionalGrowth #EmployeeEmpowerment #EngineeringCareers

By implementing structured career pathing methodologies, organizations can visualize and harness the potential within their workforce. Check out our new blog post on our website:

🌟 Reflecting on my first week in recruitment, and what a week it’s been! 🌟 I've just wrapped up my first week in recruitment, focusing on mid to senior management roles within the fire protection sector. It’s been a whirlwind of learning and discovery, and I wanted to share a few key takeaways: 🔥 Deep Industry Insight: The fire protection sector is intricate and essential. Understanding the technicalities and the crucial role that mid to senior management plays in driving safety and innovation has been eye-opening. 👥 Building Relationships: Recruitment is truly about relationships. Whether it’s understanding the needs of our clients or the career aspirations of candidates, effective communication and trust are at the core. 🎯 Representing Candidates: One thing I’ve learnt about myself this week is just how much I truly care about representing the candidates I work with. Ensuring they find roles where they can thrive and achieve their best outcomes is a responsibility I take to heart. ✍️ Note-Taking Skills: I’ve also discovered that my note-taking skills are getting quite the workout. After furiously scribbling during every phone call, I think it’s safe to say that for the sake of my dexterity (and the trees 🌳), it might be time to improve my shorthand! 🚀 Continuous Learning: This first week has been a crash course in both the fire protection industry and the dynamics of recruitment. I’m excited to keep learning and growing in this challenging and rewarding field. Looking forward to what the coming weeks have in store but first... Cheers to the weekend 🥂 #Recruitment #FireProtection #LearningJourney #TalentAcquisition #CandidateExperience #CareerGrowth

By implementing structured career pathing methodologies, organizations can visualize and harness the potential within their workforce. Check out our new blog post on our website:

The time between signing an offer and your first day is often an emotional and stressful experience. You’re excited for your 🆕 opportunity, but also nervous about what’s to come. You have questions that you forgot to ask during the recruitment process. You may not know any of your coworkers and be wondering if you’ve made the right choice in joining. At #Zum we have to hire and onboard over 1k employees to support our numerous new locations ahead of back to school. It would be easy to compromise on employee experience, especially in the proverbial black 🕳️ between offer acceptance and 1️⃣ But our commitment to modernizing student transportation includes how we hire and onboard. This summer we’re inviting all new hires to pre-onboard with us. We’ve established designated days for each location and scheduled 📅 new hires to come in to complete onboarding activities such as creating their profile, complete employment eligibility verification, setup direct deposit, tax withholdings, and get a picture taken for their badge. These tasks are essential components to start any new job, and are often performed on the first official day of employment during onboarding. While this is fine all these administrative tasks detracts from the onboarding experience, especially when hundreds of people at a location are all doing it on the first day! By separating the administrative onboarding tasks from the first official day of employment we are able to provide a more personalized experience during the administrative process and also deliver a superior day 1️⃣ experience for our new hires. Our new hire orientation is free of administrative burden, allowing the employee experience to be at the center of what we do on day 1️⃣ This allows us to bring all 100, 150, 200+ new hires for a location together on the first day as a team to focus on the mission, learning, and team building; and NOT on the paperwork! This week I was in our Kansas City location during the first of 4️⃣ pre-onboarding days, and it was such a positive experience for everyone involved! New hires got to informally meet each other and site leadership. The local staff team got the opportunity to support new hires as they onboarded, establish relationships and start to build the muscles 💪 of working together as a team. I’ll be back in K.C. in a few weeks to facilitate day 1️⃣ new hire orientation, but for now I’m gearing up to go Omaha for their day 1️⃣

My colleague, Laura Ribadeneira, Director of Human Resources Advisory Services at McLean & Company, had the pleasure of discussing job shadowing with Lauren Johnson at Canadian HR Reporter stating: "If you’re an HR professional, you likely already know that career pathing and development opportunities play a key role in employee engagement and retention. However, many employees do not feel satisfied with the current opportunities available to them through their organizations. As acquisition and retention remain priority focuses for future-focused HR organizations, it’s crucial to find effective ways to support their growth and retain their valuable knowledge and skills." To read more about it, please visit: https://lnkd.in/giqcg6RT #FutureOfHR #FutureOfWork #EmployeeRetention #JobShadowing #HRInsights

My colleague, Laura Ribadeneira, Director of Human Resources Advisory Services at McLean & Company, had the pleasure of discussing job shadowing with Lauren Johnson at Canadian HR Reporter stating: "If you’re an HR professional, you likely already know that career pathing and development opportunities play a key role in employee engagement and retention. However, many employees do not feel satisfied with the current opportunities available to them through their organizations. As acquisition and retention remain priority focuses for future-focused HR organizations, it’s crucial to find effective ways to support their growth and retain their valuable knowledge and skills." To read more about it, please visit: https://lnkd.in/giqcg6RT #FutureOfHR #FutureOfWork #EmployeeRetention #JobShadowing #HRInsights

My colleague, Laura Ribadeneira, Director of Human Resources Advisory Services at McLean & Company, had the pleasure of discussing job shadowing with Lauren Johnson at Canadian HR Reporter stating: "If you’re an HR professional, you likely already know that career pathing and development opportunities play a key role in employee engagement and retention. However, many employees do not feel satisfied with the current opportunities available to them through their organizations. As acquisition and retention remain priority focuses for future-focused HR organizations, it’s crucial to find effective ways to support their growth and retain their valuable knowledge and skills." To read more about it, please visit: https://lnkd.in/giqcg6RT #FutureOfHR #FutureOfWork #EmployeeRetention #JobShadowing #HRInsights

🦊 To foster career growth for employees, employers must prioritize several key strategies. First and foremost, establishing a culture of continuous learning is paramount. Offering opportunities for skill development through workshops, seminars, and online courses enables employees to expand their knowledge base and remain adaptable in a dynamic work environment. 📌 Regular performance evaluations are essential to identify areas of strength and areas for improvement. Constructive feedback allows employees to set goals and track their progress, ensuring they are on the right path for advancement. 👉🏽 Mentorship programs pair employees with seasoned professionals who can provide guidance and support in navigating their career paths. Encouraging mentorship fosters a sense of community and facilitates knowledge transfer within the organization. 💡 Additionally, providing clear pathways for advancement and promotional opportunities motivates employees to strive for excellence. Offering challenging assignments and cross-functional projects not only keeps employees engaged but also broadens their skill set. ✅ Lastly, recognizing and rewarding achievements, whether through promotions, bonuses, or public acknowledgment, reinforces the value of hard work and dedication, motivating employees to continue their professional development journey. By implementing these strategies, employers can cultivate an environment where employees thrive and grow, ultimately benefiting both the individual and the organization as a whole. If you have questions about personnel selection or career, write to us: 🌐 https://www.doublefox.net 📩 hello@doublefox.net #recruiting #recruitingnow #recruitingtips #recruitingagency #experience #cv #hiringnow #jobalert #jobsearching #interview #vacancy #recruitment