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FYI Solutions Blog

Mar 26, 2015

Teamwork in the Work Place

By Sam Sodano

Teamwork is “work done by several associates with each doing a part but all subordinating personal prominence to the efficiency of the whole”.  

Teamwork is defined as “those behaviors that facilitate effective team member interaction,” with “team” defined as “a group of two or more individuals who perform some work related task, interact with one another dynamically, have a shared past, have a foreseeable shared future, and share a common fate.” (Wikipedia Definition)

 In the past, I have been accused of using sports as an analogy when speaking or writing of a specific subject. Accusation, Justified!!!

I believe that teamwork is the difference between a good product and a great product. If you follow baseball, the phrase “Tinkers to Evers to Chance” would never have been coined if one of the three infielders from the Chicago Cubs were prone to make an error.

Arguably, the best Wide Receiver and Quarterback in the history of football, Jerry Rice and Joe Montana would never have received that status unless they both were together for all those record setting years.

In the NBA, John Stockton (Assist Leader) and Karl Malone (The Mailman) from the Utah Jazz were so successful because each one consistently knew what to expect from the other.

At FYI Solutions, I believe that the company has prospered and has the longevity that it has primarily due to the cohesiveness and teamwork of the group. There are essentially seven specific groups (Management, Finance, Sales, Recruiting, Solutions, Outreach and Administration) that work together to reach our ultimate goal….Client Satisfaction!!

Without each group doing their specialty, the end result would never happen. The Account Executive receives the Client opportunity and presents it to the Recruiting Staff who searches their respective databases to match the correct candidate to present to the client. Our Account Executives work very closely with our Solutions Staff members to identify Project opportunities to deliver the Client end product.

Without our Administration and Outreach group to support all of the above initiatives, our attrition rate would be so high that we would not be able to sustain any growth. The implementation of our Consultant Outreach program enables FYI and our Consulting staff to work together and keep the lines of communication open to create a better product. The final piece of the puzzle is our Finance group who makes it possible to attain all of the functions by tying the forecasts, revenue, costs and finally payroll together.

Teamwork means so much to our organization that one of our Conference Rooms is named after it.

FYI Solutions is an IT Consultancy, based in NJ, which has been providing staffing, permanent placement services, and solutions to our clients for over 30 years. For more information about FYI Solutions and the available opportunities, contact us.

Mar 17, 2015

Starting Your First Job After College

Author: Libby Ross

People often say when you graduate from college, you’re ending the current chapter of your life. However, the next chapter of your life doesn’t really start until you move onto something else. For most people, this means starting up a new job.

Beginning your first job is always exciting. Finally, those four years of college are paying off! You’ve survived the stressful interview process, showing the hiring manager you’re perfect for the job while getting a good feel for the company for which you could potentially work.

Like any big change, it takes time to adjust from college life to working life. Some things will catch you off guard, while other things will require you to handle them differently than you did in the past.

Seeing Older Co-Workers as Peers

My parents were pretty laid-back in their parenting, so when they were strict about something, you can be sure I didn’t disobey them. One of the things that they enforced from the time I was little was adults were to be addressed as Mr. or Mrs. — never by their first names. All throughout my childhood, I always addressed my friends’ parents as such, never referring to them by their first names (even if my friends called their parents by their first names). It’s just how it was — I respected the adults in my life, so I wanted to reflect that in the way I addressed them.

So it was a bit of a conflict of interest for me when I started working and had co-workers twice my age introducing themselves by their first names. I shouldn’t have been surprised, but it was the first time I’d ever had an adult recognize me as an equal, rather than a kid.

Legally, you’re an adult the moment you turn eighteen. However, most of us don’t feel like we’re adults until we’re done with college. Once you’re in the workforce, you’re seen as an adult. You can’t go around addressing your co-workers as Mr. Smith or Ms. Johnson. Whether they are in the entry-level with you or are in management, everyone generally goes by his or her first names.

Making Responsible Decisions with Your Paycheck

Getting a paycheck every two weeks is awesome. There’s nothing better than waking up on payday and knowing that your bank account isn’t empty. You can go buy the new clothes you want or get that video game you’ve been dying to play.

Until you remember you have student loans to pay. And then you remember your utility bill is due at the end of the week. And your car has been making a weird noise every time it starts… Being an adult means having adult responsibilities: bills. If you don’t pay your bills, you don’t get electricity or cable.

Budgeting is your most crucial asset in regards to your finances. It’s simple: don’t spend more than you earn. Figure out how much you need each month for essentials, set aside money for savings and then see if you can afford to splurge a little bit.

Dealing with Unpleasant Situations

Things are worth much more in the real world than they are in school. There were some things we all dreaded with class work — group projects, strict deadlines, unreasonable teachers. We’d complain, we’d try to make it work, maybe we’d skip the class for a while and eventually we’d drop the class if it wasn’t worth the effort.

You don’t have that luxury once you start working.

You’ll often have to work in groups in the office for projects. If you don’t carry your weight with your job, you’re not going to get a bad grade — you’re going to get fired. Suddenly, that C- doesn’t look too bad. You might have some coworkers you don’t like. You still have to work with them.

Part of being in the workforce is handling the things you don’t like in a mature, responsible way. As much as we’d love to yell at that person who leaves his leftovers in the fridge for weeks, that’s not the best way to handle the situation and will create more tension further down the road.

Setting into a Routine

In college, life can be a little unpredictable. Your classes change each semester, your evenings are dependent on how much homework or studying you have, and even your weekend plans could change in an instant.

One of the many nice things about having a job is knowing that you have stability in your life. You know exactly where you will be during the workweek. From 9 a.m. to 5 p.m., you’ll be in the office. As you get more used to this, you’ll develop a pre-work routine and a post-work routine. For me, I read the newspaper as I eat my breakfast before work, and when I get home I turn on the TV and watch Friends reruns for an hour before making some dinner.

There will always be a little bit of unpredictability with work — you might have to stay late to finish a project or you might head out to a restaurant for happy hour with your coworkers — but generally things aren’t as hectic.

College is supposed to prepare you for the working world. In many ways, it does. However, there are some things that you won’t be ready for until you’re thrown into that position. Once you start your first job, you’ll have a period of time where you’re adjusting to everything — a new sleep cycle, figuring out a morning routine, meeting your new coworkers. You will get past that period. When that happens, then the next chapter of your life can begin.

If you are looking for a new opportunity with companies for full time positions in IT or temporary staffing, then reach out to FYI Solutions and they can help you find your next job!

Mar 11, 2015

Make An Impression With Your Resume in 6 Seconds

Author: Sean Smallman 

A study conducted by TheLadders, an online job board, found that recruiters spend an average of six seconds reviewing an individual resume. What does this mean for the typical job seeker? It means that it takes more time to type your name on the top of your resume than it does for a recruiter to decide whether or not you’re a fit for a job. This study emphasizes the need to avoid unnecessary or distracting information in your resume. Here are six tips to make every second count.

  • Proofread – Typographical and grammatical errors give the impression of carelessness and inattention to detail. Misspelling keywords, job titles, company names, and technologies are a major red flag and, depending on who’s reading it, may disqualify your resume right away.
  •  Include Specific Dates – Including only years of employment or omitting dates entirely is a common mistake. A resume that excludes specific start and end dates makes it look like you’re covering up a gap in employment. Your best bet is to explain any gaps in employment rather than leaving out information.
  •  Length – Everyone has their own take on the ideal length of a resume. Some say one page, others say three, still others five. In reality there is no maximum page length for a resume. I’ve never heard a recruiter say they loved a candidate’s resume but decided not to pursue them because it was six pages. However, keep it concise. If your resume focuses on the highlights of each position throughout your career then it will be easier for a recruiter to read.
  •  Use Consistent Formatting – The use of consistent formatting throughout your resume is crucial to keeping the reader engaged. Recruiters are looking for company name, location, dates of employment, title, and a summary of your responsibilities for each role. Avoid large blocks of uninterrupted text, fancy designs and fonts, tables, and headers/footers. Keep it simple and minimize clutter.
  •  Replace your Objective with a Summary – “To gain a position with an organization which will allow me to utilize my skills, abilities, and experience to ensure the company’s success.” Objectives like these are usually as boring to read as they are uninformative. Replace the generic objective statement with a brief summary outlining skills, accomplishments, and the specific value you bring to an organization.
  •  Omit Personal Details – Hobbies, photos, references, and personal information (i.e. marital status) on a resume are unnecessary. The statement “References Provided upon Request” is also not needed. Recruiters are already aware that candidates will provide references if requested.

In today’s highly competitive market recruiters are often the gatekeepers between you and your ideal job. Following these tips will help you gain an advantage in your job search by ensuring that recruiters are reading what you want them to read in the short amount of time they have to read it.

FYI solutions has been a leader in IT staffing for over 30 years. Candidates interested in finding out more about our open positions should contact us.

Mar 05, 2015

Great Tips for Better Interpersonal Communication while Interviewing

Author: Michele D’Aries

When people are looking for a job, they need to be able to communicate the value they can bring to an organization.  Today when looking for a new job there is a lot of  competition in the market place.  Therefore you have to position yourself for the job that you are applying for.  Maybe it’s been awhile since you interviewed for a new job and you need some coaching.  Candidates need to be prepared for interviews so they can beat their competition. Research the company on the web and be able to talk about the company with the interviewer.  Also, give some examples on your accomplishments at your previous employers. This will give the interviewer an idea of your abilities and how you will be able to contribute to their organization.

Below is a recent article by Maren Hogan on February 6, 2015 entitled 4 Tips for Better Interpersonal Communication During Interviews.  This highlights some great tips on how you can improve interviewing techniques.  Read below………..

Tips for better interpersonal communication while interviewing

Interviews are a fact of life in the hiring process, and job seekers need to continue using best practices for interpersonal communication to succeed during interviews. Unfortunately for millennials, this could be tough to do.

American citizens between the ages of 18-29 receive and send roughly 88 text messages per day. The average American also spends approximately 162 minutes buried in their phone each day. The question is, what does this mean for their interpersonal communication skills? Are they slowly dying? Will decaying interpersonal skills lead to failure at interviews?

Are you a millennial (or anyone else, really), with poor communication habits? Then you need to be mindful of these four tips when trying to land a job:

1. Use ‘I’ Statements

Keep “I” statements far away from your resume and cover letters. Why? HR professionals and hiring managers look for candidates who can better their company. Your need to show employers that your skills will benefit them. Display your potential benefits to the company with a confident voice within cover letters and resumes.

Save the “I” statements for the interview — that’s your time to shine. When the interviewer asks questions about projects that qualify you for the position, use “I” statements to exhibit your leadership in these assignments.

Some candidates steer away from this approach because they don’t want to seem boastful to the employer. While “I” statements may make you seem like a braggart in a resume or cover letter, they’re incredibly beneficial to you during the interview. “I” statements — also referred to as power statements — show the employer where your personal strengths lie and how they can benefit the company. Examples of appropriate “I” statements to use during an interview include:

  • “I built a process around new client interactions that increased conversions by 23 percent.”
  • “I changed the way we held internal meetings, reducing each one by 15 minutes.”
  • “I created a tracking spreadsheet that showed inefficiencies in our system and reduced our errors by 5 percent.”

By providing examples of work you have successfully completed and how it transformed the team, department, or company, you give the employer a better understanding of whether or not your skill set can be useful to them. But beware letting your “I” statements take over the conversation: ensure you ask about the company and its plans, goals, and processes as well.

2. Use Action Words

Use words like “changed,” “created,” “developed,” and “organized” to show the employer that you can effect change and take charge at work. This is a more effective way of demonstrating your professional abilities than simply telling the interviewer which abilities you have.

Chances are, the employer is looking to fill a specific skill set. Broad and accurate action words display flexibility and high productivity rates. Power words you may want to think about using in your interview may include:

  • Persistent
  • Decisive
  • Motivated
  • Creative
  • Adaptable

3. Use Quantifiers

Be specific about your past accomplishments. Talk about impactful projects you worked on, big-name organizations you’ve worked with, and any other impressive accomplishments worth mentioning. Doing so will give the hiring manager a clear vision of how you work, the conditions in which you are used to working, and where you set the bar for work projects.

Being vague might seem like a good idea. You may think it makes you seem flexible. However, specificity shows you have done your research on the company and your functional fit. Whenever possible, include a probable number in your answer. Use figures like money saved, turnover decreased, customers served, and/or time saved to quantify the ways in which you can benefit your potential employer.

4. Practice Non-Verbal Communication

If you walk away from an interview knowing more about the knicknacks on the desk than what actually happened in the interview, you weren’t paying attention to the conversation. The interview starts before you sit down with the hiring manager. Upon entrance, be sure to greet other employees in the office with a friendly grin and nod to establish a positive attitude before even meeting the interviewer.

Eye contact is another form of non-verbal communication that exhibits confidence during one-on-one meetings. Maintaining a safe, respectful distance is also important when meeting with an interviewer for the first time. Pauwels Consulting suggests staying no more than three meters from the interviewer. This says you’re neither trying to establish dominance nor get too comfortable too quickly with the potential employer.

So if you are looking for a new opportunity with companies for full time positions in IT or temporary staffing, then reach out to FYI Solutions and let us help you find your next job!





Feb 26, 2015

The Value of a Consultant Outreach Program

Author: Barbara Schiffman

At FYI Solutions, we value our consultants. We know the best practice is to stay in touch with the consultants who are on assignment.  Too often, consultants are placed on assignments, never to hear from their placement firm until the engagement is ending.  It is just as important to manage the relationships with our consultants as it is with our clients. FYI Solutions has a formal program in place, called Consultant Outreach, to ensure that our consultants know they are part of the FYI team.

Once on board, each of our consultants is assigned to a recruiter, and there is a dedicated Account Executive for the client at which they have been placed.  This is common practice with placement providers. We have learned to ensure success for our consultants and our clients to take it one step further.  On a regular basis, usually every 6-8 weeks, a face-to-face meeting is held with each of the consultants. The goals of the Consultant Outreach Program are as follows:

  • Become an advocate for the consultant: By meeting with the consultants on a regular basis, we get to know more about their skills, career interests, etc.  By getting to know what makes them tick, we can align them with new opportunities on a timelier basis and provide opportunities for them to expand their skills.
  • Ensure that the FYI Consultants feel connected to FYI; a consultant will move from one client to another as engagements are completed and new ones begin. The constant is their connection to FYI.
  • Share information about FYI:  Provide information to the consultant so they know what FYI’s near-term and longer-term focuses are.
  • Identify/resolve any questions or issues the consultant may have, before they reach the client. The goal here is client and/or consultant retention. No one likes surprises.  By being in touch with our consultants on a regular basis, we can identify any issues that may be brewing, and take action before they become problems. We will also be aware of positive situations at the client, like commendations from the client that have been announced to their teams.

And finally, our best source of new talent comes from those who we know and respect.    To encourage referrals, FYI has a published Referral Bonus program for staffing as well as permanent placements. This can be found on our website,

FYI is fully aware that our consultants are an integral part of the FYI team and the most critical aspect of our success.  The Consultant Outreach program enables FYI to demonstrate that on a regular basis to our consultants.

FYI is an IT Consultancy, based in NJ, which has been providing staffing, permanent placement services, and solutions to our clients for over 30 years.  For more information about FYI Solutions and the available opportunities, contact us.

Feb 13, 2015

If it’s 2015, WHY does Your Company treat the Hiring Process like it’s still 2008?

Author: Gregg Ruoti

2015-02-13_12.30.31Today I have to think back to the late 1990’s when so many clients’ hiring practices were not in sync with the reality of the market.  This was the Internet Bubble and having a front row seat to this cacophony of hiring while living and working in Silicon Valley afforded me some great lessons and unfortunately, costly lessons for our clients.

The fact was that for every good candidate they were interviewing, there were several other competitors pursuing the same people and offering outlandish packages of compensation including closing costs on homes, the ability to share your cubicle with your dog, giant slides in the lobby, sign-on bonuses and most importantly, the chance at being a newly minted multi-millionaire.  Candidates drank the Kool-Aid that hob-knobbing around with Larry Ellison, the Venture Capitalists on Sand Hill Road or being invited to be a member of the Bohemian Club or the Trilateral Commission was just around the corner.  For candidates, this was a buyers’ market if there ever was one.  Some of it was real.  Heck, my neighbor was the #7 employee of Brocade Communications.  Employee #0 was the keg at all his parties (yes, it actually had an Employee #0 printed on a lanyard around the beer tap).

Compared to that time, post September 2008 was the polar opposite in almost every aspect.  There were multiple candidates for the same positions; candidates took harsh pay cuts to realign their compensation with their new reality; they would be available for weeks to months to interview at the prospective company’s leisure.  “You need me to come back for a 6th interview?  Sure, no problem!”

NEWSFLASH:  It is not 2008 anymore.  And while we’re being honest with ourselves, this is not the [remarkable] late 90s either.   But there are several similarities to that time that is causing companies, especially big companies, to lose their first choice in candidates at an increasing rate.

  • 1999/2015 – The amount of time a good candidate is on the market has compressed substantially.   A talented engineer or architect is snatched up in 10 business days OR LESS.   We see this play out with consultants EVERY DAY.  It’s frustrating and disappointing for clients that now have to start the process over again or go with a lesser qualified candidate.
  •  1999/2015 – The reality is if you like a candidate, so do 3 or 4 other suitors.  And guess what?  They don’t care about you or your hiring process.  Your competitors are moving forward and are content to leave you empty-handed.  They have their own projects to worry about, not yours.
  •  1999/2015 – Unless you’re Google or Apple, don’t expect any candidate to wait for your “mired in bureaucracy” hiring process or for you to make a decision.  In 1999 candidates were out for themselves, and frankly some became quite arrogant.  When the 2008 debacle arrived IT professionals were quickly humbled, and from their own perspective, taken advantage of by hiring companies.   Do you remember the scores of multi-year, loyal employees laid-off by a VERY large Bank only to be rehired back into the exact same roles at lower rates as contractors sans benefits?  That environment changed how they view employers for the perceivable future.  Similarly post 2008 college graduates watched how companies do not hesitate to layoff scores of loyal employees and contractors (some of these were their own parents), and thus have no expectations about staying longer than 2 or 3 years at a firm.  They have not been “trained” to give loyalty to companies nor expect any loyalty in kind from the corporate world. There is a shortage of talented IT people.  IT professionals know it and they give little to no thought about walking away from the hiring process.

Your process is no longer nimble enough to get the best people.  The change has to come from within your company.  What is YOUR company going to do about it?

FYI solutions has been a leader in IT staffing for over 30 years. Candidates interested in finding out more about our open positions should contact us.


Feb 06, 2015

Analytics, The Heart Of Your Organization

Author:  Marianela Peraza

The month of love is upon us and what do we here at FYI Solutions love more than flowers and chocolate?   Analytics!   We love the power that it affords our customers to make faster, smarter and ultimately better business decisions.

The power of analytics is very similar to the power of love.  Was Celine Dion referencing analytics when she sang these lyrics?

“We’re heading for something
Somewhere I’ve never been
Sometimes I am frightened
But I’m ready to learn
Of the power of love”

The term analytics is so big, sometimes frightening, but we all have to be ready to learn and harness the power that it offers our business decisions.  Taking on an analytics project could feel as risky as putting your heart on the line. What if you invested 3-6 months of your life and it just didn’t work out how you had hoped?  Well, people do it every day. Why you ask?  Because the reward outweighs the risk, that’s why.  Ask yourself: are you ready for the commitment?  How mature are you?  Find out where you are in your analytics journey to determine what you need to do first.  Take a look at the attached chart that will help you determine how well your organization currently uses business analytics to improve performance and it will give you an idea of how much more is possible. Analytics Quotient.

Once you know where you are, it is important to choose the right partner.  As in any relationship, choosing someone that is committed to your business, understands the big picture and becomes your trusted advisor, will ultimately contribute to your success.  Like Cyrano de Bergerac, FYI Solutions will be behind the scenes guiding the success of all of your Analytics initiatives. 

When you are in a relationship with a customer, it is as important to have quality and well-structured data as it is to know what you are going to do with that data.  Know your data like you know your partner.

For example, I enjoy running; if you had that data, are you going to get me a great pair of running shoes for Valentine’s Day?  Or are you going to buy me the same old flowers? If you had smart analytics, you would go for the running shoes.  Just as people expect their significant others to understand and anticipate their needs, consumers also expect a more personalized approach as to how you service them.  As analytics grows, this will set you apart from your competition and instill brand loyalty.

Treat your data like you treat a relationship that you want to thrive: care for it, position it for success, but most importantly, understand it. We at FYI solutions are experts at making your data love you back through our Business Analytics staffing and solutions services.  Our capabilities empower organizations to assess risk, increase business agility, identify new opportunities, predict outcomes, and uncover new patterns of customer behavior.  We have a proven track record of implementing the full spectrum of integrated Business Analytics Solutions.  Contact us for more information.


Marianela Peraza


Jan 27, 2015

Lessons learned from the Subarctic Survival Situation

Author: Dan Scovill

(By Human Synergistics International -

Recently the FYI Solutions internal team undertook a very interesting learning experience in the form of the Subarctic Survival Simulation.  This was a simulation that highlighted the dynamics of team work and building a group consensus.  The general scenario is as follows: you and your group are crash landed in a swamp filled subarctic location in Canada, the pilot is dead, and you have 15 survival items.  What are you and your group going to do to survive?  I won’t go into many of the details, as I believe this is a scenario you and your team should try and I wouldn’t want to ruin it.

The challenge requires you to work as a team and come up with the best ranking of the survival items from most to least important.  But this requires a plan of action and the group must come to a consensus.  Your survival item team rankings are then compared to your individual rankings and the rankings of the experts.  This brought to light some very interesting observations:

  • On average teams scores were better than individual scores – this shows the value of working together and taking others opinions into account.
  • Teams came to a consensus, but sometimes it was a consensus that proved “fatal” for the survival party – this shows that consensus does not always mean success, if the group consensus is in the wrong direction.
  • Thinking outside the box and challenging group consensus could have proved useful and helped the teams be more creative – if you have an idea, speak up. You never know if it could be helpful.  It may also spark new ideas for other team members.
  • Some groups got caught up in the details, without taking the time to form an overall effective strategy – the details don’t matter if the overall strategy has not been effectively formulated.
  • Some team members did not have knowledge of survival. This made it critical for those team members to figure out the strengths of the other team members to ensure their survival – If you don’t know something, find out who does.  If you do know, make sure to communicate that with the team.

I would recommend this experiment highly.  It does a great job of showing how to improve team work and communication.  It is also a great way to get to know your team better!

Jan 20, 2015

Navigating Your Analytics Journey

By: Joan Frick

Are you overwhelmed and frustrated with all the various Business Analytics software being used by the different business groups in your organization and/or on the market?  Is the data reported on differently depending on the business groups (untrusted data)?  Confused about how Big Data fits into your Analytics journey?  Here are a few tips to help you overcome these issues:

  • Identify a Project Sponsor
  • Set/Understand the vision of your organization (1-year, 3-year, 5-year & 10-year plans).  It is important that this is in place as it will help with the build out of the Business Analytics roadmap for your organization.  Continue to tweak your vision based on changes in the organization and current economic conditions.
  • Determine the ‘Current State’ of your organization’s People and Processes (including Systems)
  • Identify what the ‘Future State’ would look like in achieving your organization’s vision
  • Document the gaps between ‘Current State’ and ‘Future State’
  • Build the roadmap in achieving ‘Future State’
  • Develop a plan to implement the roadmap by gaining quick wins with incremental deliverables
  • Evaluate Technology based on capabilities and the future roadmap that will allow your organization to scale and grow based on the vision

If you would like assistance with building your organization’s Analytics roadmap, contact us at FYI Solutions and let us help you with your Analytics journey.

FYI Solutions specializes in Business Analytics.  We have over 30 years of experience helping companies like yours make better decisions through data governance and business analytics.  For more information about FYI Solutions, contact us.

Jan 13, 2015

Setting New Year’s Career Resolutions

Author: Janine Kramer

With the beginning of a New Year, we often try to make resolutions for ourselves; give up a bad habit, vow to try something new, be a better person, etc.  Why not make some New Year’s resolutions to help in your career growth?

In a recent research study by the University of Scranton (, they found that although 45 percent of people make resolutions, just 8 percent of us are successful in achieving our resolutions. Twenty-five percent of New Year’s resolutions don’t last a week, and 36 percent of them are blown within one month.  Don’t give up though on setting your New Year’s resolutions!  The study found that people who make resolutions are 10 times more likely to reach their goals than those who don’t make any resolutions at all.

In a recent article I read on, How to Set New Year’s Career Resolutions That You’ll Actually Keep, by Kazim Ladimeji, he highlights some great tips that can help you set those New Year’s career resolutions and achieve them.  Here they are below…check them out!

1. Set SMART Goals

The best way to set goals is by using the SMART method, which means making sure that your goals are: Specific, Measurable, Attainable, Realistic and Time-bounded. “Getting out of a dead-end job” is too vague a goal and can easily be brushed under the carpet. Instead, say something like “Be in a new, fulfilling, job/career within six months.” Research from Quirkology into New Year’s resolutions supports this approach, as it shows people (men in particular) were more likely to succeed in achieving their goals if they set SMART goals.

2. If Necessary, Break Your Resolution Down into Sub-Goals

Of course, a resolution like “getting out of a dead-end job” may require the achievement of several sub-goals , such as identifying suitable careers, identifying skill gaps, addressing skill gaps, and applying to new jobs. So, I’d recommend breaking down broader New Year’s resolutions into 2-4 easily memorized SMART goals to help give you momentum.

3. Tell Others about Your Resolution

The Quirkology study found that women in particular were more successful in achieving New Year’s resolutions when they told their friends and family and received ongoing encouragement. So, female job seekers especially might want to tell others about their New Year’s career resolutions to increase their chances of achieving them.

4. Reward Yourself for Achieving Goals

The Quirkology study also found that men in particular had more success in achieving goals when they focused on the potential rewards of reaching their goals. A carrot works better than a stick, and so I’d recommend that male job seekers in particular take time to identify the specific benefits that will come from achieving their resolutions — and any sub-goals, as mentioned in tip No. 2 — for motivational effect. I would go as far to add rewards for yourself to the plan, too, such as a big steak or a night out. Use whatever you consider a treat to incentivize you to hit those goals and sub-goals.

And finally, try not to make too many New Year’s resolutions, as you can become overwhelmed and lose focus and motivation, increasingly the likelihood of failing to meet your objective. Also, because a third of people break their resolutions in the first month, set an immovable goal in the first and second month of the year, such as signing up for a relevant training course, attending a specific career seminar, or applying for a job.

So if your New Year’s Career resolution is to change the position you are in or company you are with, contact us at FYI Solutions and let us help you achieve that Goal!