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Bored at Work? It Might Be Time for a Change of Scenery

When you read about modern work, you hear a lot about the dangers of overwork. Overwork and the stress that goes with it are huge problems for workers and organizations alike. But there’s one feeling that’s more prominent than burnout: boredom.

Being bored at workisn’t the result of running out of things to do. It’s an emotional state where the things you have to do no longer stimulate you creatively. Maybe it’s repetitiveness, or perhaps you feel unchallenged. Either way, being bored is common, and it’s not good for your career.

Are you bored at work? Here’s what to do next.

Why Boredom is Booming

Boredom is perhaps a greater symptom of modern work than overworking. Many things that used to take decision-making, skill use, and relationship building are now automated, particularly in industries like IT, marketing, and customer service.

There’s an app, tool, or streamlined process for much of our work, and with the rise of AI, machine learning, and eventually, quantum computing, many of the tasks left today will disappear.

Does Boredom Mean It’s Time for a Change?

Being bored at work doesn’t necessarily mean it’s time to seek out a new role. In some cases, it’s a sign that you can be doing more in terms of challenging yourself. If you’re bored, you could upskill, take risks, and set bigger goals.

At the same time, much of what it takes to remove boredom from the workplace comes from the top down. Hiring better managers, increasing collaboration, reinventing workflows, and ensuring the job is as great as the person who occupies it remains up to leadership.

However, if you work somewhere where boredom is part of the furniture and your team isn’t receptive to the idea of reinvigorating your days, then it may be time to seek out greener pastures.

Whether You Stay or Go, Think Carefully About What You Need

Being bored at work isn’t necessarily a sign that you need to get out of your job. However, a company culture that is uninterested in shaking up the status quo could be a sign that things won’t change (and even that your organization isn’t sustainable).

Before jumping ship, think about whether you’re bored and why. Then, think about what it could take to help you enjoy your job again. Once you have an answer, you’ll be better able to decide whether it’s time for a new role and even what that new role should be.

Looking for a Change of Scenery?

Are you looking for a role that will challenge and inspire you? Let’s talk. We’re ready to listen.Get in touchwith RightStone to learn how we place candidates with the right employer. 


4 Reasons Why Temp Work Might Be Right for You

Traditional job hunt wisdom says you should seek out a full-time, permanent role. However, you have more options available to you than looking for a permanent position.

Temporary or contract jobs continue to grow in popularity among both employers and workers. Temp jobs and temp-to-perm jobs offer more flexibility for everyone involved.

Should you consider temp work? Here are some of the reasons workers prefer a contract.

1. You Prioritize Company Culture

More workers find that company’s culture is the most important aspect of their day-to-day life. But it’s hard to get a true sense of a company’s culture from their website, through their interview process, or even after a week on the job.

If you want to work somewhere with a specific culture, you may benefit from temp-to-hire work. It will give you a better idea of what it’s like to work in the office after the sheen of being a new hire wears off, which will indicate whether you hang on after the contract or decide to move on.

2. You Want to Practice New Skills

If you are in a career transition or hoping to make a lateral move within your industry, you may benefit from a temp job.

Even after training, it can be hard to walk into a position without a few years of experience with your new skillset.

When a job is temporary, many employers are willing to take a chance on promising candidates without direct experience in the role.

3. You Want to Get Hired Quickly

Companies hiring for a permanent job take their time during the hiring process. They don’t want to have to re-fill the role in a few weeks or months.

Because temp work comes with an expiration date, there’s less focus on finding exactly the right fi. You may find that you go through a speedier hiring process, particularly as temp jobs are used to fill roles that companies need to fill now.

4. You Want to Try Out a New Industry

Ultimately, temp jobs are a great way to gain experience quickly. And temp jobs make it possible to experiment while gaining that experience. You can transition between companies or even industries with less effort than it takes to change roles in permanent positions.

With the right team behind you, you can find the best fit before settling into a permanent role.

Try Out Flexible Employment with Temp Work

Permanent employment isn’t the only option on the table anymore. And for some workers, temp work or temp-to-permanent contracts can be a better fit because they offer more flexibility and room to experiment.

Are you looking to make a career transition? RightStone can help you take your career to the next level.Get in touch to learn more about the RightStone 360 process.


Keeping the Interview Conversational: 5 Ways to Conduct an Interview Like a Pro

The best interviews flow like a conversation rather than an interrogation. Conversations work because it gives both the interviewer and the interviewee space to think laterally and creatively, which allows both parties to share more about themselves.

But how do you keep an interview conversational when you have so many to complete and little time to do it?

Here’s how to get the most out of an interview.

Break the Ice First

“How are you?” is the most obvious question you can ask, and you won’t glean much from the candidate by asking it. Instead, ask them a more specific question that allows you to make a minute or two of small talk.

Some questions include: 

  • What’s the best thing to happen to you this week? 
  • How did you find this job post? 
  • What are you watching on television at the moment? 
  • Tell me something you’ve learned this week.

These are questions that open up the floor for discussion but don’t veer far enough into the personal to be jarring. 

Practice Asking Open-Ended Questions

If the answer to a question is yes or no, then you’ll get a yes or no answer. While it may provide a perfunctory answer, you won’t learn much, and your questions will seem more like an interrogation.

Practice answering open-ended questions to get more from candidates. These questions usually begin with “why” or “how” rather than “can” or “do.’

Ask Questions (and Follow-ups) Relevant to the Interviewee

You won’t find cookie-cutter candidates because there aren’t cookie-cutter people. So, don’t ask every candidate the same list of questions. Instead, use their resume and their previous answers to riff on their experience and ask questions relevant to the candidate’s history specifically.

Lean on Your Emotional Intelligence

Emotional intelligence is an often-overlooked part of the interview process. You don’t give anything away by being kind, warm, and yourself with a candidate, even if you aren’t sure they’re a good fit.

Lean on building a natural rapport with each interviewee where possible to keep the conversation flowing. Not only does it improve the process, but it also gives you a better sense of the candidate’s emotional intelligence too.

Let the Conversation Flow

Candidates regularly say that the best interviews feel more like conversations. And these interviews leave them with a positive experience, even if they don’t land the job.

Rather than rattling off a list of questions, let the conversation flow by demonstrating emotional intelligence and keeping each interview personal. You’ll find you both get more from the process when you do.

RightStone Can Help With Hiring!

Are you struggling with the hiring process? Let the experts help. Get in touchto learn more about how the RightStone 360 process places qualified consultants with the right businesses.


Keeping Talented Employees Can Be Difficult: 4 Tricks for Retaining Them

Everyone wants to attract the best talent. But what are you doing to retain the talent you already have? If you’re like many organizations, you’re not doing enough.

Employee retention needs to be a core part of any business strategy, but many organizations put it on the backburner in favor of more “tangible” value-adding processes. Yet, attracting your best employees not only stops employee churn but promotes a stronger culture through experience, loyalty, and leadership.

So how do you keep employees when your competitors are actively recruiting them? Here are four tricks for employee retention.

1. Keep Their Compensation Competitive

A well-known maxim in today’s market is this: if you want a raise, then you need to get a new job.

Financial stability won’t keep employees who want to leave, but it will stop otherwise committed workers from quitting. And it will make your team more difficult to poach.

Do some research and make sure you’re offering a competitive package. If you’re not, start talking to your team to learn more about what you can do to close the gap.

2. Hire the Right Employees

Hiring an employee who is the right fit for the role and the culture is the best thing you can do to retain talent. 

So rather than filling a gap now, wait for the right fit to come along, and make sure you use a comprehensive hiring process to filter candidates.

3. Create a Robust Professional Development Process

Regular reviews, investment in skills, and mentorship are the building blocks of employee retention, and they’re all simultaneously an investment into your company.

Employees who continue to grow their skills and take on new challenges in their jobs are more likely to stay. And it will build into the final piece of the employee retention puzzle: employee recognition.

4. Recognize Employees’ Contributions

All your employees are pulling for the same team: your company. But it’s important to recognize their individual efforts. Be sure to recognize their contributions both privately and publicly to remind them how much you value them and to inspire others.

Remember to keep the recognition specific. Let them (and others) know exactly what they did right and celebrate both personal and team achievements.

Employee Retention Benefits the Whole Organization

Employee retention tactics come in many different forms, and each one is worth the investment. When you work hard to retain your employees by ensuring they feel valued, providing opportunities for growth, and recognizing your efforts, you build stronger teams and a more stable organization.

At RightStone, our consultant retention rate is far above the industry average.Get in touch to learn how we build decades-long relationships between clients and consultants.


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