How Motivated Are Your Employees?

By Brie Juran, Career Coach, and Program Manager

There are many key factors that contribute to creating and maintaining a successful business. Without focusing on finances, strategy, or operations, it would be impossible to keep your company afloat. But while these areas of a business are essential, they are all impacted by one element that is just as fundamental: your employees. Having a staff that is energized, invested, and compelled to reach goals, and ultimately play a part in the company’s success, can truly make a difference to your bottom line.

Employee motivation is the willingness one has to bring energy, commitment, and innovation to work each day. Employees may have the right skill set, and abilities to manage their responsibilities, but without any driving force, those skills will not translate. This can become problematic because, without motivation, there is a lack of engagement. This, in turn, can lead to a decline in productivity, efficiency, and ultimately profits. Workers who are not connected may contribute negatively to office culture, and are less likely to remain at the company, resulting in the harmful consequence of high turnover.

In order for your company to remain competitive by attracting top talent, implementing strategies to promote employee satisfaction is fundamental. Below are five basic approaches that can aid your company in helping your employees stay motivated:

  • Communication: Make sure to communicate with your employees often, as well as in-person. Taking the time to have simple but meaningful face-to-face interactions can have a big effect on making an employee feel valued.
  • Lead By Example: It is important to exhibit the behaviors that you expect of your employees. Having a positive attitude, and showing excitement and enthusiasm about the work you are doing, can be contagious to those you work with.
  • Empower: In order to facilitate employee engagement, foster an environment in which their ideas and input are valued. Creating space for their ideas to be heard is helpful, but actually implementing their suggestions makes a powerful difference in their attitudes. Allowing a certain amount of autonomy for an employee to dictate how a particular job gets done, without needing prior approval, can help drive their desire to perform at higher levels.
  • Room To Grow: A crucial element of an employee’s sense of satisfaction can be nurtured when they feel like there are legitimate opportunities for advancement and that they are working toward an actual goal. Facilitating the professional development of your staff keeps them motivated to work harder to advance their careers, but also positions your company as a great place to work, because of how it values employees.
  • Incentives: While cash rewards are nice, there are other ways to motivate your employees, such as a paid day off or gift cards. Getting to know your employees and learning what, specifically, matters to them, can help personalize and make such incentives more meaningful.

In ever-increasing numbers, organizations are focusing on company culture to ensure employees are engaged and motivated. It is a job-seekers’ market and if an employee does not feel connected, they have plenty of options to go elsewhere, and will often pursue them. Companies that avoid the pitfalls of low employee engagement will ultimately be the ones that retain top talent and succeed in reaching full potential.

The War for Talent and the Cost of Waiting to Hire the ‘Purple Unicorn’

Peter Landesman, Senior Business Development Manager, JVS Career Services

A recent article in the Cincinnati Business Courier discussed the current unemployment rate of 3.7% might be great for job seekers, whether their job searches are “passive” or “active.” While some employers have been strategic by reacting to this tight labor market with better pay and benefits to attract and keep employees, others have continued with “business as usual” attitudes and old tactics to fill their open positions.

Hiring managers, many of whom operate as if it’s still 2009, expect to see 200 resumes from active job seekers for every position they post. They also believe they have the luxury to wait for their perfect candidate to show up among the applicants.

How many hiring managers consider or even know that the average cost of turnover (both voluntary and involuntary) is $15,000 per worker (assuming the median U.S. worker’s salary of $45,000)?

Want an even bigger number? The Bureau of Labor Statistics reported more than 40 million “quits” in 2018, which was up more than 3 million from 2017. That makes the annual economic impact of the voluntary turnover amount to $600 billion.

The average time to fill vacancies for certain classes of jobs is as high as 94 days, according to a recent Deloitte & Milken Institute and Economic Planning Institute report.

One must ask why employers, usually keen on making wise decisions for other key aspects of their business, contribute to these sorry yet preventable statistics. I can answer that with one simple phrase: The Quest for the “Purple Unicorn.”

Let’s consider some adverse impacts on those businesses that pour resources into the quest for the “purple unicorn”:

  • Potential candidates tend to ignore positions that have remained unfilled for 30+ days. What’s worse, some will resort to “ghosting” employers who do not fill positions fast enough.
  • The negative effect on current employees can be extreme. Who is doing the work while the position remains unfilled? What’s the impact on those who must shoulder extra work? Will they soon be creating additional vacancies?
  • Extended time taken to fill vacancies gives competitors the opportunity to hire the best
  • The stress and strain on a company’s talent acquisition staff, who must struggle to find all the candidates to fill all the vacancies, can lead to serious consequences—none of which are good.

A wiser business decision would be to outsource some critical talent acquisition efforts to a professional recruiter. Employers selecting this option can leverage the advantage of a recruiter’s experience and resources to acquire talent. Recruiters also have inside knowledge and a wide network to work with, which helps them quickly find qualified candidates—both passive and active ones.

Recruiters can work full time to fill an employer’s open position, which provides an employer’s overworked human resources staff with the time they need to become more fully engaged business partners. Plus, they are often successful in reducing that critical time-to-fill metric.

As a nonprofit, JVS Career Services can offer recruiting services at surprisingly affordable rates while providing an excellent quality of service.

The College Process: Where Do I Begin?

Brie Juran

By Brie Juran, Career Coach and Program Manager

When applying to college, there are many details to consider that can make the process challenging and stressful. It’s easy to lose perspective and get lost when options seem to be bombarding you from every angle. To help you feel more confident with this, I’ve come up with four categories to consider when you start thinking about your college career.

Your Future Career: The main purpose of college is to prepare you for your future career. It’s important you put effort into exploring what you’re interested in. Keep in mind, certain colleges may be better for specific programs, majors, and careers than others, so it’s beneficial to integrate this knowledge into your process. If you’re not sure what you want to do, that’s okay. Many students aren’t sure what they want to do, but there are assessments and coaching tools that can help you decide on your career path.

The College Experience: This is a broad topic that covers a lot of ground. Are you looking for a large school or a small school? Close to home? Or far away? What is the average class size? Are there study abroad opportunities and travel programs? What about athletics, or research opportunities? The list goes on. It’s good for you to know what you’re looking for in your college experience, as you will want to carefully consider this when choosing a school.

College Financing: A college degree can be expensive, and getting an education should not leave you financially ruined. It is imperative that your school of choice be within your financial means. And keep in mind the ratio of your debt versus your post-degree earning potential. Be sure to check out what assistance you’re eligible for. There are federal, state, school, and even local scholarships (such as the HILB scholarship administered through JVS Career Services) that can help minimize your financial burden.

Making a Decision That’s Right for YOU: You may be feeling pressure from family or friends to attend a certain school, but this is your experience, not theirs. When looking at schools, keep in mind:  

  • What are the outside influences that are guiding my decision?
  • Will this school help me achieve my goals?
  • What are my “whys” and do all my thoughts align?
  • Does this feel right for me?

A healthy combination of planning and open-mindedness will lay the foundation for successfully transitioning into your college career. There is no “right answer”; many colleges can provide you with a great education and a memorable experience. Preparation and exploration are important, just don’t get bogged down in minutia. These guidelines are a general map to help you make an informed decision.

 

For more information about how JVS Career Services can help you with your college application process, please contact Brie Juran at (513) 745-2907 or email bjuran@jvscareers.org

 

Brie Juran, Career Coach and Program Manager of JVS Career services, is a Florida native with strong family ties to Cincinnati and comes to JVS Career Services with a multitude of skills. Along with her sales and management experience, Brie will be using her networking expertise to enhance business development and client relationships. Brie obtained her Bachelor of Arts Degree in Psychology from the University of Maryland, and then went on to earn her Culinary Arts Certificate from L’Academie de Cuisine, a culinary school outside of Washington D.C. Subsequently, she worked in the food industry and returned to her Alma Mater to head the Admissions Department. Her time in this role enabled her to share her experience and inspire others to change careers and pursue what they love.

As in her previous position, Brie is passionate about the services and resources JVSCS is able to provide to assist job seekers in various stages of their careers as well as businesses with hiring needs. She has an energetic approach to engage community members and looks forward to contributing to the growth of the young adult professional community in Cincinnati. As a recent transplant from D.C., Brie is enthusiastic about connecting with others and in turn, facilitating their connection with JVSCS to find their place in the community through their careers.

Busting Millennial Myths

By Peter Landesman, Senior Business Development Manager

As an AARP card-carrying member of the Baby Boomer generation, I have often caught myself having some fun by making light of Millennials, the generation that was born between 1981 and 1996. However, we have to remember Millennials now make up the largest generation in the US labor force.

According to IBM Institute for Business Value’s study “Myths, exaggerations and uncomfortable truths: The real story behind Millennials in the workplace”, there are a number of unflattering myths about Millennials. The multigenerational study of nearly 1800 employees from businesses across 12 countries and six industries compared the preferences of Millennials, Gen X (born between 1965-1979), and Baby Boomers (born 1954-1964). The study helped debunk five common myths about Millennials.

 

Myth: Millennials have different career goals and expectations.
Truth: Millennials desire financial security and seniority just as much as Gen X and Baby Boomers. Millennials also align with other generations on the importance of inspirational leadership, a clear business strategy, and performance-based recognition and promotion.

 

Myth: Millennials want constant acclaim and trophies.
Truth: Millennials think it’s less important to have a boss who recognizes their accomplishments. Instead, they are looking for a manger who is ethical and fair, while valuing transparency and dependability in the workplace. According to the study, what Millennials desire is not being handed awards, rather they simply want to be treated fairly.

 

Myth: Millennials are digital addicts who want to do – and share – everything online.
Truth: Millennials are the first generation to grow up immersed in a digital world. They’re adept at using mobile and social technologies, immediately accessing data, ideas, and inspiration, and instantly communicating. However, the study finds they prefer face-to-face contact when it comes to acquiring new work-related knowledge and skills. They are also more likely to distinguish between personal and professional realms and exercise discretion when it comes to using social media.

 

Myth: Millennials can’t make a decision without hearing multiple opinions.
Truth: According to the study, 56% of Millennials are likely to seek out collaboration, but that’s actually down from 64% of their GenX colleagues.

 

Myth: Millennials are more likely to job hop.
Truth: While 27% of Millennials have already worked for five or six different employers, it’s more likely a reflection of today’s economic conditions than anything else. The study found four key motivations for leaving a job: to enter the fast lane, shoot for the top, follow one’s heart, or save the world. But, the results are pretty typical compared to other generations. It seems aspirations more than age determine why people move on.

 

Wise employers will recognize the value and skills Millennials bring to an organization. While working with Millennials, JVS Career Services recruitment and placement professionals have discovered a number of other truths about this generation.

 

Truth: Millennials are more likely to forfeit time off.
Millennials are less likely to use all of their vacation time because they feel more fear and greater guilt about taking time away from the office than any other generation.

 

Truth: Millennials can rapidly adapt to change and help create new ideas.
Millennials are agile and can adapt to change, which is a valuable skill for startups and other rapidly expanding businesses. The most successful industry leaders are the ones that embrace change and adapt to it.

 

Truth: Millennials help bring in fresh ideas.
Millennials, with their fresh ideas and perspectives, can help generate the kinds of strategies that succeed in making a business thrive by being more attractive to younger customers.

 

Truth: Millennials are resourceful.
Being at the forefront of the gig economy, Millennials have become self-sufficient. Whether it’s their frugal shopping strategies or developing a variety of income streams on the side, problem-solving Millennials are not afraid to roll up their sleeves to get things done.

 

Truth: Millennials are highly goal oriented.
Millennials are confident in their ability to get things done, and that is why they often thrive when it comes to meeting or exceeding goals. They want their contribution to play a major factor in something that matters personally to them.

 

As new generations continue to enter the workplace older generations in the labor force may be quick to push back. However, employers who appreciate, learn from, and take advantage of future generations’ values and skills will succeed.

 

JVS Career Services recruiting will connect your organization with the best, most qualified talent. We’ll identify your organization’s goals and recruitment needs taking into account culture, fit, and skill requirements.

For more information about how JVS Career Services can help your company acquire the best talent, please contact Peter Landesman at (513) 745-2905, or plandesman@jvscareers.org.

 

Peter Landesman, Senior Business Development Manager, and Career Coach, comes to JVS Career Services after 40 years as a marketing and marketing communications professional. Peter has worked in a wide variety of industries that include consumer packaged goods, retail, publishing, healthcare, information technology, private aviation, professional services, and employee benefits. He has worked for well-known companies such as World Book Encyclopedia, JCPenney, American Heart Association, NCR, and NetJets.

Peter has passionately pursued and welcomed opportunities to assist individuals with their careers and share connections that lead to the next step in their journey.  In addition to fulfilling a volunteer role with many JVS Career Services clients, Peter co-facilitates the American Marketing Association’s Career Transition Group. Among his other non-profit activities, Peter served on the Governing Board of the WE Lead Athena Program and continues to serve on the Steering Committee of the Greater Cincinnati HR Collaborative.

Attracting Talent in a Candidate-Driven Recruiting Market

By Joni Burton, CPCC and CEO, JVS Career Services

It’s a great time to be looking for work. With the unemployment rate at a historic low, employers are working extra hard to attract talent. More and more companies are using what is called inbound recruiting. That’s when a company works to attract an employee in hopes of having them choose the company as their next employer.

A great inbound recruitment strategy should include the following:

Branding

You need to define your employer brand clearly, then sell it to the world through your website, social media platforms and your current employees — answer the question of why your organization is a great place to work and to build a career.

Remember, we’re in a candidate-driven market — that means you need to communicate respectfully and give people the information they need to evaluate both the job opportunity and your organization.

It’s always a good idea to build your company’s brand on sites like LinkedIn, which is generally seen as the most credible employment social media site. If you don’t already have a company page on LinkedIn, establish one – this is the place to describe your company culture.

 

Social Recruiting

Social recruiting is more than simply posting job ads on your social network sites. Your competitors are using social media networks proactively to identify candidates by their skills and interests, then connecting with them to build a relationship — and ultimately to get them to apply for an opening.

Remember, recruiting is all about emotion. Good or bad, first impressions are lasting impressions. Many candidates embrace an employer after one inspiring conversation and a few social media comments about the company’s unique culture. It takes just one “moment of truth” to seal the deal – but also, it only takes one bad impression to undo all of your hard work.

 

Speak to the Candidate’s Aspirations
It’s common to think pay is the main deciding factor in choosing a job – but the main driver is a company’s culture.

When you are interviewing candidates, keep in mind what their driving motivation is. Uncover the candidate’s ambitions and career dreams, then show them how working for your organization will put them on the path to achieving their dreams.

Keep in mind the candidate is interviewing you as much as you are interviewing the candidate. If you present your organization well on social media sites, and during the interview process, you can land that great candidate.


Joni Burton, CPCC and CEO of JVS Career Services, is a seasoned Senior Management Executive with decades of experience in recruiting, staffing and management. In her role as CEO, Burton is focused on growing the agency and significantly expanding both types of services offered to job seekers and employers, and the number of clients served.

Burton has a Bachelor of Science Degree from The Ohio State University Fisher College of Business.

To contact Joni Burton, please call (513) 745-2902, or email jburton@jvscareers.org.

From the Big Apple to the Queen City: JVS Career Services Helps New York Transplant Find Employment

For Lee Honig, getting established in Cincinnati was hard. He and his wife Nina moved from New York in the summer of 2018 after he wrapped up his PhD. “I knew we were making a big leap,” Lee said about the move. “The only place I ever lived was New York. I miss my friends, and I miss my family, but I was really looking to stoke up our lives here and get off to a great start.”

Since Lee and Nina moved to town, they’ve been living with her parents to save money as Lee looked for work. Now that they have taken some time to adjust to Cincinnati, Lee and Nina are ready to have a house of their own. An avid baker and cook, Lee looks forward to the day that he can host dinner parties for friends and family. He also can’t wait to have a big yard so they can play with their niece and nephew, and, at long last, to finally start building his vinyl collection.

Before moving here, Lee completed his Ph.D. in biomedical science research and was working as a post-doctoral research fellow, but he wanted to transition out of the lab and become a medical writer. In addition to building bridges for scientists with his writing, Lee’s mission has always been promoting public intellectualism. “I believe science belongs to everybody; that’s something I’m very passionate about. I really want to make communication more effective between scientists and the general public.”

Nina, who works as a Jewish educator in Cincinnati, suggested Lee contact JVS Career Services to help him find work and create meaningful connections in the city. He reached out and was connected with Senior Career Coach Dedra Perlmutter. “Dedra was extremely welcoming, and we had a really awesome introductory meeting where we got to know each other, which really speaks to their ability to personalize the service towards the individual.”

“Lee wanted to transition out of the academic world and into the business world,” Dedra said. “I worked with him on knowing the cultural differences between those two worlds and how to best present himself and his work when going on interviews and networking events.” 

Lee said that within a couple of sessions, Dedra helped him update his resume and turn it into something he is very proud of. “It was like she waved a magic wand over my resume!” Dedra also helped Lee set up a number of interviews, and even though those initial interviews didn’t land him a job right away, Lee didn’t let it discourage him.

Throughout the process, Lee said he found a second home at the JVS Career Services office. Not only was it a place of support and learning, but Dedra and the staff really got to know him and treated him as a friend. “I was able to go to their office and hang out and crack jokes and have fun, but also get things done,” Lee said.

One day he was browsing the job forums and found a job that would be a perfect match for him. He jumped on it, calling Dedra right away. He said all of the other interviews and networking events he had done up to that point are what prepared him to land this job. “They were the ingredients that set me up for success in terms of how I should talk to interviewers, how to showcase my strengths, and how to own up to my weaknesses.” Lee had an offer within a week of his first contact with the company.

But he didn’t just find one job, he found two. “When I first sat down with Dedra, she said it was going to be either feast or famine, and I think that’s really true,” Lee said while laughing. He works from home full-time as a medical writer for a company called R&Q Solutions, and he’s also working a part-time job as a scientific communications specialist with a local company called Eccrine Systems. If that’s not enough, Lee continues to tutor area students. “That was something I started doing when we first moved here to help bring in some extra money. A lot of people asked if I would give that up once I got a full-time job, but I can’t abandon my kids.”

When you walk in the doors at JVS Career Services, the first thing you’ll see is an over-sized bellhop bell on the reception desk. It has a large sign saying not to touch it, unless you get a job. “It may sound silly, but the feeling of going into that office and surprising everybody and just ringing that bell, it’s just a wonderful feeling to celebrate with them after going down this road together.”

Lee said that he and Nina gave themselves a year to accomplish three goals: overall happiness, Lee finding a job, and to find a home of their own. “I’m excited to say that we had an offer accepted on a house in Hyde Park,” Lee said during a recent follow up interview. He said the offer was accepted with five days to spare before their one-year anniversary of living in Cincinnati.

“It boggles my mind, with how slow and arduous everything was. Then boom, everything just clicked into place. We’re now solidified here in Cincinnati. I’ve met so many amazing people; I’m building my network. There are so many times I said to myself that I don’t know if I could have done this on my own. This is a service that is here for people. They take in complete strangers, and they become this extension of your ability to achieve your goals, and it’s amazing that this exists in Cincinnati. It’s amazing that people can have that sort of professional sanctuary. This stuff doesn’t exist in New York. This is a really special thing, and I still can’t believe that I’m riding that cloud that I have a job, that I have three jobs, and I’m getting to where I need to be. It’s a true blessing, and for anyone walking into that office that’s looking for opportunity, they’re going to be in a good place.”

Even though Lee has landed a job, his relationship with Dedra and the team is continuing. “It’s not just an opportunity to get a job,” he said, “it’s an opportunity to get to know people and build your network so you can continue to grow in ways that you didn’t think you were able to.” Lee swings by the office from time-to-time with a plate or two of fresh-baked chocolate chip cookies. “As long as he keeps doing that, we’ll keep him around,” joked Dedra.

As for Lee, he got a little choked up when talking about Dedra and his experience. “She is one of the most incredible people I’ve met since moving here. She was a confidant for me during this process. If I was ever feeling consumed by everything I was trying to do, she was there to provide that extra layer of support for me, and I think that really matters. From the bottom of my heart, Dedra was really instrumental in making sure I got to where I needed to be.”

To learn more about JVS Career Services’ career coaching, contact us, e-mail careerservices@jvscareers.org, or call (513) 936-9675.

The War for Talent – Strategies for Success Part 2

By Peter Landesman, Senior Business Development Manager

The current low unemployment rate is great for our economy, but it is having a major impact on employers and their efforts to attract and retain qualified workers. (You can read more about those efforts in part one of this series.)

Some strategies employers are using to attract employees include higher wages, offering signing bonuses, as well as implementing marketing programs to position their companies to be an “employer of choice”.

The challenge to fill open positions with the best talent places additional and unwanted stress on Human Resources professionals who are already working to capacity. Consider the following data from a CareerBuilder survey conducted in 2018:

  • 42% of employers are worried they will not be able find the talent they need.
  • Almost three quarters (72.8%) are struggling to find relevant candidates.
  • 86% of the most qualified candidates for open positions are already employed and not actively seeking a new job.

With such a major emphasis on finding and recruiting employees that advance company objectives, some organizations are turning to Human Resource Information Systems. HRIS and other human capital management tools can automate HR functions such as payroll and benefits, training and development, and establishing, documenting and enforcing company policies.

Companies are also implementing Applicant tracking systems (ATS) which can track and automate some talent acquisition functions.

The benefits of outsourcing talent acquisition!

While some companies are turning to computer systems for help, others are finding success in outsourcing some HR functions – especially the effort to acquire talent in this high-demand market.

A professional recruiting agency can create job posts and send them to a number of websites and job boards, search LinkedIn profiles, vet candidates, obtain referrals, and screen literally dozens of individuals.

Consider the value of hiring managers being presented with a short list of qualified candidates. Not only would they save time by filling positions faster, an outsourced recruiting agency will provide:

  • Highly qualified candidates
  • Access to the recruiters’ deep talent networks of both active and passive candidates
  • A focus on placements, not activity
  • Results guaranteed by the recruiters

Outsourcing talent acquisition to a professional recruiting agency is a wise business decision. Professional recruiters work full-time to fill an employer’s open position, which provides your overworked HR staff with the time they need to become more fully engaged business partners.

Many local employers rely on JVS Career Services to be an extension of their organization. Whether it’s for entry-level to senior executive positions, JVS Career Services is a trusted partner that can source the best, most qualified talent. As a nonprofit organization, JVS Career Services can offer recruiting services at well-below market rates without sacrificing the quality of service that is provided.

Learn how JVS Career Services can help your organization attract talent with our recruiting  services by contacting Peter Landesman by phone at (513) 745-2905 or by email plandesman@jvscareers.org.

 

Peter Landesman, Senior Business Development Manager and Career Coach, comes to JVS Career Services after 40 years as a marketing and marketing communications professional. Peter has worked in a wide variety of industries that include consumer packaged goods, retail, publishing, healthcare, information technology, private aviation, professional services, and employee benefits. He has worked for well-known companies such as World Book Encyclopedia, JCPenney, American Heart Association, NCR, and NetJets.

Peter has passionately pursued and welcomed opportunities to assist individuals with their careers and share connections that lead to the next step in their journey.  In addition to fulfilling a volunteer role with many JVS Career Services clients, Peter co-facilitates the American Marketing Association’s Career Transition Group. Among his other non-profit activities, Peter served on the Governing Board of the WE Lead Athena Program and continues to serve on the Steering Committee of the Greater Cincinnati HR Collaborative.

Take Control and Maximize Your Social Security Benefits at Redefine Retirement

By Peter Landesman, Senior Business Development Manager

Social Security is supposed to be simple. You retire and, all-of-a-sudden, you start receiving those checks in the mail, right?

Not exactly. Decisions you make about how or when you begin to draw your Social Security benefits can impact how much can you earn while receiving your benefits.

While it’s true that those eligible for Social Security may begin to receive benefits as early as age 62, is it the best strategy? Is it better to wait until age 70 to receive the maximum benefit? Everyone’s Social Security situation is unique. The more you know about Social Security, the more likely you will be able to maximize your benefits.

Let’s start with some basic facts about Social Security.

  • Social Security payments began in 1937 with just over 52,000 recipients.
  • By 2018, the number of recipients grew to around 63 million with just under $1 Trillion in benefits paid.
  • The benefits received by today’s retirees are funded by the taxes paid by today’s workers. When those workers retire, their benefits will be paid for by the next generation of workers’ taxes.
  • The Federal Old Age & Survivors Trust Fund balance stood at almost $3 Trillion by the end of 2018.
  • Beginning in 2035, the Trust Fund is expected to be depleted to the point that Social Security will only be able to pay out 80% of benefits, according to the nonpartisan Center on Budget and Policy Priorities.

In order to keep benefits at their current levels after 2035, Congress will need to pass legislation to address long-term funding issues. According to AARP, here are some of the reforms being considered:

  • Moving the Full Retirement Age (FRA) from 67 to 70
  • Increasing the rate of Social Security payroll tax
  • Making all earnings subject to Social Security taxes. Currently, earnings over $132,900 are not taxed.

* Full Retirement Age is the rate at which a retired worker can collect 100% of their Social Security benefit. It depends on one’s birth year. The FRA for someone born in 1954 is 66. The FRA for someone born after 1960 is 67.

Six out of every ten non-retirees believe that the Social Security system will not be able to pay them benefits when they stop working. How is it possible to maximize benefits?

The best strategy is to be informed and make a plan. Seek the advice and counsel of experts before you make any decisions that will impact your retirement years.

A good first step is to thoroughly review your annual Social Security statement. This will provide you with your estimated benefits, earnings record, and taxes paid. This information is always available online. Just go to www.ssa.gov to set up an account or log in to your existing account.

Your statement will describe the amount of your Social Security benefit at age 62 (the first year at which you’re eligible), at your Full Retirement Age, and at age 70. Typically, recipients that begin drawing on Social Security at age 62 may expect to receive 70%-75% of the amount of their Full Retirement Age benefits. Those that delay receiving benefits until they are 70 can earn delayed retirement credits of 8% per year after Full Retirement Age.

In other words, the earlier the benefits start, the greater the reduction. The later benefits begin, the greater the increase. But, delaying your Social Security benefits is not always going to be the best choice. Factors to consider when deciding might include: expected life span, healthcare needs, the cost of waiting, the difference in your spouse’s age, and much more.

Deciding when to receive Social Security benefits is just one of many strategies to maximize Social Security. Want to learn more? Attend the Redefine Retirement seminar at the Mayerson JCC on June 11 and learn best practice advice from an expert. The program is scheduled from 5:30 p.m. to 7:00 p.m. and refreshments will be served.

Don’t be one of the 90% of recipients that do NOT maximize their Social Security benefits.

The Redefine Retirement series is a partnership between Jewish Family Service, JVS Career Services, and Mayerson JCC and is sponsored by AgeWell Cincinnati. The event, Redefine Retirement: Maximize Social Security! is sponsored by Cedar Village.


Peter Landesman, Senior Business Development Manager, comes to JVS Career Services after 40 years as a marketing and marketing communications professional. Peter has worked in a wide variety of industries that include consumer packaged goods, retail, publishing, healthcare, information technology, private aviation, professional services, and employee benefits. He has worked for well-known companies such as World Book Encyclopedia, JCPenney, American Heart Association, NCR, and NetJets.

Peter has passionately pursued and welcomed opportunities to assist individuals with their careers and share connections that lead to the next step in their journey.  In addition to fulfilling a volunteer role with many JVS Career Services clients, Peter co-facilitates the American Marketing Association’s Career Transition Group. Among his other non-profit activities, Peter served on the Governing Board of the WE Lead Athena Program and continues to serve on the Steering Committee of the Greater Cincinnati HR Collaborative.

He and his wife, Linda are members of Rockdale Temple and Peter is proud to volunteer with the Jewish Federation of Cincinnati.

To contact Peter Landesman, please call (513) 745-2905, or email plandesman@jvscareers.org.

Interning Abroad Could Broaden Your Horizons

By Joni Burton, CPCC and CEO, JVS Career Services

Internships are an invaluable way to gain real-life workplace experience, and increasingly, that’s what employers are looking for in the new college grads they hire. That means you should complete at least one internship, but preferably more. You may want also consider interning abroad, as there are many benefits from an international internship.

  • With the world becoming more globalized, and companies and organizations having offices worldwide, it is becoming necessary that you know first-hand what your career field is like on a global scale. When a company has the opportunity to hire someone with immense international exposure and greater global awareness, they will not hesitate to take advantage of it.
  • International internships show potential employers your honest ambition. After all, not everyone takes risks, like moving out of their comfort zone and working with people from different cultures on the other side of the world. This is exactly what many employers are after, candidates who are willing to take risks to succeed and grow. International internships prove that you have the ability to make it on your own in a new environment, as well as the desire to do so. You can illustrate your ability and willingness to take risks by simply adding an international internship to your resume.
  • An international internship allows you to culturally immerse yourself abroad and will give you insight into how locals live and where they work. By networking with your co-workers you learn what life is like, first-hand.
  • If you are trying to learn or improve foreign language skills, an international internship will give you more exposure than what you are used to in the classroom. You can experience a new language in the context of the workplace. In your future career, being able to communicate in another language in the workplace will be extremely valuable and will increase your employability.

For these reasons and more, an internship abroad can be both personally rewarding and beneficial to your career.  Having international internship experience is one of the best ways to distinguish yourself from the rest, and help you secure that highly coveted position.

To learn more about how JVS Career Services can help you get an internship, contact us or check out our internships listing.

 

Joni Burton, CPCC and CEO of JVS Career Services, is a seasoned Senior Management Executive with decades of experience in recruiting, staffing and management. In her role as CEO, Burton is focused on growing the agency and significantly expanding both types of services offered to job seekers and employers, and the number of clients served.

Burton has a Bachelor of Science Degree from The Ohio State University Fisher College of Business.

To contact Joni Burton, please call (513) 745-2902, or email jburton@jvscareers.org.

Cheering You Back to Work: How JVS Career Services Provides the Encouragement Job Seekers Need

“After a year of searching for a job on my own, and getting a number of rejection letters, I was starting to doubt myself and my skills.”

Just about anyone who has searched for a job has probably had the same feelings that Holly Funk experienced during her year-long job search.

Holly is a research scientist by trade, but stepped away from her full-time career to take care of some personal matters. During that time, she picked up a part-time teaching job, but eventually found herself looking for full-time work.

“I spent a year searching on my own. My resume and interview skills were pretty good; what I needed was someone to help build my confidence back up. That’s when a friend of mine recommended JVS Career Services.”

Holly was teamed up with Brian at JVS Career Services and, “he was amazing! He encouraged me, and helped me believe in myself again – he really was my cheerleader.”

Holly says that support was the most valuable thing to her during the entire process.

“After my second time meeting with Brian, I found my current job. I’ve been working at Northern Kentucky University in the bio chemistry lab. This is the best job I’ve ever had; I don’t care that I’m here for ten hours a day. I love it. I don’t know where I would be right now if it weren’t for Brian and the rest of the staff at JVS Career Services.”

To learn more about JVS Career Services’ career coaching, contact us, e-mail careerservices@jvscareers.org, or call (513) 936-9675.