 | |||
| |||
 |
|
|
| |||||||||||||||||||||||||||||||||
| |||||||||||||||||||||||||||||||||||
| ||||
|
As soon as I sat down with Ryan from Laufer and Associates, I knew I was working with someone who not only cared about my placement, but cared too about what it was I was looking for in my future work. From the very beginning, he asked questions that demonstrated his care and intent. He listened well, and was honest, thoughtful, and straightforward. Working with Ryan and Julie from Laufer and Associates was a pleasure. The entire firm is friendly, articulate, knowledgeable, and deeply involved in the search process. In exploring your future career, I definitely recommend partnering with Laufer and Associates, as they are bound to produce positive results! -- Sara | ||||
| ||||
| ||
by Emily Sabo For the past several years the working climate has been shifting, into one where employers are thinking more and more about the question of work/life balance, and what role ‘flex time’ can play in ensuring the best employees and hence the most success for their business. Oftentimes in the past, discussion of ‘flex time’ focused on mothers, their roles in the workforce and their need for flexibility. But recently the debate has become more encompassing— including fathers and workers without children, who nonetheless have schedules that necessitate time away from the office during the typical Monday to Friday, 9 to 5 work week. Jaclyne Badal writes in “Companies Pitch Flextime as Macho,” that “some employers are trying to overcome a perceived stigma on flexible work schedules—often viewed as a concession to women— by redefining the issue as a quality-of-life concern for everyone. The approach is gaining traction, especially in the male-dominated financial-services sector, where employers have long struggled to retain and promote women.” This method is a win- win situation in which both men and women can benefit from the advantages of flexible schedules. By making ‘flex time’ seem gender neutral, the concept gains legitimacy for both men and women in the workforce. This HR technique of emphasizing men who have chosen to take time off, or modify their working hours has proven surprisingly effective in retaining women, who in turn feel that their choices have been validated. It’s removed the stigma that ‘flex time’ is only a concern of working mothers. Badal quotes Seymour Adler, with Aon Consulting, who touts additional gains: “promoting quality-of-life programs can damp resentment from men who feel left out by women’s programs. It can also address concerns of single people or non-parents who believe those with families have more flexible options.” The corporate world is also contending with a younger workforce with new expectations of work/life balance and of professional success. In “New Female Workforce Has Different Expectations,” Danielle Tozier writes of “GenXers” and “millennial children” who define success apart from financial reward and the corporate hierarchy. She quotes Elissa Ellis, executive director of the Forte Foundation, who says that “the young employees are demanding that corporate America do good things. It is no longer about sick leave; it’s about these kinds of balanced times that you have to have to feel like you can continue to give the time to your employers that they demand.” Employers have realized how important it is to attract and retain the best staff. They’ve demonstrated that they’re willing to work to accommodate employees who need more flexibility. | ||
|
| ||
Heather Delaney recently joined Laufer and Associates as the Director of Business Development. Heather has worked for the past seven years as a Director of Business Development in the construction and recruiting industries. She likes to see how the market is constantly changing and evolve alongside it. Heather relishes having the quality of service that Laufer and Associates provides to support what she’s selling. Laufer and Associates is ecstatic to have Heather’s energy and enthusiasm on board! | ||
|
| ||
|
For the past two months, I have been working as a temporary HR Generalist at an architectural firm in Newton. During this time, I have learned about several new aspects of HR, such as how to orient new hires and all the various benefits that are available to employees. Recently, I completed a Flexible Spending project in which I tracked all the employee benefits from five regional offices, gathering not only what they wanted, but also what they wanted for their families. I had the opportunity to attend a seminar and learn about Flexible Spending so I could answer questions that many of the employees had. My favorite aspect of this job is working with people and trying to problem solve about what the next step in the process is. I am learning about employee relations and how to handle situations in the work place. This job has been an excellent opportunity for me; I have learned a great deal about what makes an excellent HR Generalist. I work with great, highly- educated people who appreciate the work I do each day. I realize how important my role is to the HR team and I also feel that I am contributing to the company as a whole. I feel I have finally found my passion in life. This opportunity made me realize all that I have to offer as a professional. | ||
|
|
|
|
Please share with us your thoughts and ideas for Laufer and Associates and the newsletter. We always appreciate hearing from our candidates.
Evolve Your Career. Evolve Your Life. Evolve Your World.
 Emily Sabo Laufer and Associates phone: (617) 367-2800
|
|