We all know that some of our team members are just dying to get into the office, while others might be skeptical. Having a hybrid team allows your employees to choose what’s best for them. However, it means that you will need to adopt a new type of leadership. 

Converting all workflows to remote-first, even for those working in the office, is going to be essential. Why is this? In-office workers may feel like they are over-rotating to make sure remote team members feel included. In contrast, those working remote might be sensitive to communication gaps.

Hybrid team: “A flexible work structure where some employees work remotely, and other team members work from a central location or office. Hybrid team structures allow employees to decide whether they prefer an office environment or working from anywhere remotely” (OWLLabs).

1. Employees don’t feel pressured to go into the office if they don’t feel comfortable.
2. Those that want to return to the office can
3. It makes it easier to follow social distancing regulations.
4. It helps reduce the spread of coronavirus.

Team Meetings

Take a minute and think about your meetings before COVID-19 and while working remotely. What worked and what didn’t? You will want to reconstruct your sessions to be engaging, productive, helpful and friendly to your remote team members. But how do you do this?

One way would be to have all team members join the meeting virtually. This will ultimately help reduce the number of informal conversations that happen after remote employees leave the call and will also help reduce the possibility of coronavirus spreading around the office.

Another way would be to have your in-office employees join in-person and remote employees join virtually. With this option, you will want to have a set way of relaying information that may arise after a meeting to those that are remote, whether that be an email or making a note to discuss it during your next team meeting.

Define Clear Working Hours

This will help your remote employees step away from work. Also, it will allow you and your team to know who is working when and where. Sharing work calendars is a great way to boost the visibility of this information and help everyone know when they can expect someone to answer emails or phone calls. 

Understand the Benefits of Each Working Situation

Once you understand the benefits, you will want to be sure that you ensure fairness. For example, remote employees don’t have to commute and can pick up their kids from school or schedule appointments since they can make up the hours afterward. To ensure fairness, you might encourage the same for your in-office team members by giving them some flexibility during working hours. All in all, you will want to be sure you lead by example, and whatever you allow yourself to do, you also allow your employees to do the same. 

Setting Aside Time for Each Team Member

You should give the same amount of attention and support to both your remote and in-office employees, no matter their role.

Measuring Performance in a Fair Way

If your focus is still on effort or number of hours at desks, you may want to rethink to basing metrics off set objectives. You want to concentrate on the quality of the work that they’re producing, not on how much time they spend at their desks. Also, look at the career progression paths set into place and ensure that they’re fair for both in-office and remote team members.

Communication

The biggest challenge with a hybrid team is going to be communication. The good news is that we have a lot of options when it comes to virtual communication than ever before! We have Zoom, Google Hangouts, Teams, etc. You probably became more familiar with these while social distancing. For your hybrid team to stay connected and not have any team members feel out of the loop, continue virtual team meetings either on a daily or weekly basis. This will be the perfect time to hear announcements, stay connected, have team members brainstorm ideas to overcome obstacles that someone might be facing, go over professional or personal highlights and talk about each person’s goal for the day or week.

Team Dynamic

If you know that your team’s communication styles conflict, you might want to put measures into place to combat this before it becomes an issue. When communicating virtually, especially over email or chat, there’s more room for misunderstanding someone’s intentions. Having frequent one-on-ones with every team member is going to be essential in combating this issue. This will allow you to catch conflicts before they escalate. Anxieties around job performance are usually higher in remote settings. This may continue for a while, even for those that return to the office because of COVID-19.

Relationship Building

It’s going to be hard to connect with coworkers for those in the office due to social distancing and even harder for those that are remote. Do you have outlets in place for all your team members to come together? A fun and simple group chat or scheduling some team activities such as a virtual yoga session or a trivia night might do the trick! Get your team included on this and see what they would like to happen. Take these suggestions into consideration and implement what you think will work for everyone. Make sure whatever you decide to do, remote employees can join in.

Click here to learn more about setting up and creating a Virtual Happy Hour for your team!

Having a hybrid team for the first time will be a lot of trial and error to see what will work best for you and your team. One solution for one organization might not work for another. This is the time to experiment and really make this new “norm” something great! If you need help on figuring out your new norm, take a look at our previous blog post, Future of Work!

As the pandemic has shifted work trends, businesses must continue to be agile, set employees up for success, establish safety measures and discover the new normal. We wanted to share a few ways we are adapting within our company as well as provide some insight into how work trends are evolving. 

According to Gartner analysis, 48% of employees will work at least part of the time in a remote environment after being allowed back into our offices. But how will this look? It will all depend on your company and the work environment that you want your employees to have. However, encouraging employees to work from home, at least part of the time, will help stop the spread of COVID-19 around the office, and it will also help prepare your company if a similar situation arises.

At Swoon, we’re offering a work from home extension option for the remainder of 2020. Offering this extension allows our employees to make a conscious decision about what would work best for them and their families—keeping safety and comfortability a top priority.

Employers played an expanded role in an employee’s mental well-being throughout the time of social distancing and working from home. This has ultimately changed the way employers view the employee experience. You may have started to focus on increasing your employees’ social engagement and morale, which in turn helped increase productivity and reduce burnout. This is something that most companies should continue to implement, even with offices being open.

At Swoon, to improve moral, we implemented Innovation Kitchens (IK Breaks) and will continue them for the foreseeable future. They have been a great way to increase morale, involve the entire team and make sure employees take breaks throughout the day. Some examples of what we’ve done in the past include:

• Workout – A 30-minute workout to get us all motivated and finish our day out strong.
• Yoga – A Slow-Flow Yoga class hosted by an old pal of Swoon, a certified yoga and meditation teacher.
• Dance Party – A DJ set put on for our team to socialize and have some fun.
• Full-Body Strength – A 30-minute full-body strength workout led by one of our respected Armed Services members who also happens to be the sister of one of our Swooners! Click here to see her page.
• Flower Arranging – A how-to on arranging a simple bouquet that you can pick up at your local grocery store.
• Tiger King Trivia – Most of us binged the whole thing, so of course, we had to have a friendly competition around it.
• Foreign Language Class – A class around learning a few pleasantry words in Russian, Spanish and Polish.

Now, more than ever, transparency has been a huge factor in employee morale and happiness. Being transparent in company decisions leaves out any question about what will happen in the next few months. It allows your employees to prepare and feel supported during these unknown times.

This will be true for larger cities where most people use public transportation. It’s doubtful that we’ll see crowded buses, trains and metro stations during peak hours anytime soon. Why will it be this way?

• Many people will be wary of using public transportation unless it’s necessary.
• Organizations will start to stagger their shifts.
• Many employees will still work from home at least part of the time. 
• Public transportation will have limits and regulations to follow.

Of course, most of us are longing for some face-to-face conversations with our coworkers! We miss the times of being in the office and being able to have connections with those around us. How can we get our employees the time with their coworkers while still being safe? Well, workplaces will need to impose new elements into the office. You’ll need to figure out how to protect your employees and mitigate an outbreak from happening. The office of the future may look very different and might include:

• Getting rid of open floor plans
• Adding plexiglass sheets around desks
• Reconfiguring desks to be 6 feet apart
• Shifts for communal spaces such as bathrooms and break rooms
• Dedicated office entrances and exits
• Temperature checks at entrances
• Removal of common seating areas
• Staggering shifts
• Rotating work from home days and in-office days, so fewer employees are in the office at one time
• Having employees wear PPE
• Increasing sanitation measures
• Increasing video meetings and reducing in-person meetings

In addition to offering the work from home extension at Swoon, we’re also allowing the ability for employees to come into the office if they wish to do so. So, what steps is Swoon taking?

• Getting rid of the open floor plan and creating desk spaces
• Increasing sanitation efforts and requiring PPE to be worn
• Having all employees clean out their desks to ensure they can be deep cleaned at the end of each day
• Having flexible start and end times to make it easier on those who use public transportation

This is the time to go back to the drawing board and say, “what works for our organization and what doesn’t” and utilize those points to make changes as you see fit. It’s also going to be more critical now that as a leadership member, you’re as transparent as possible. Let your employees know what is going on and what steps are being taken. This way, the next few months go as smoothly as possible.

Introducing our Q1 – Swooner of the Quarter, Miranda Sullivan!

Swooner of the Quarter recognizes one of our team members for going above and beyond. Everyone in the company submits a nomination describing how they made the most impact.

Miranda Sullivan

Title: Human Resources Manager

Location: Chicago

Why She Was Nominated: Miranda was nominated by numerous individuals for Swooner of the Quarter – Q1 and rightfully so. She is constantly upbeat and is always willing to go the extra mile to help whoever needs it. She really goes above and beyond every day and wears a ton of hats. We are so lucky to have her at Swoon!

Quote from nomination: “I know she gets shout outs all the time, but they are always so well-deserved. When I think of someone who really goes above and beyond to get the job done, I immediately think of her. She is proactive and thorough in everything that she does, and if she doesn’t know the answer to something, she will go the extra mile to figure it out. She is someone I have consistently relied on – for a wide variety of things – and she always pulls through. She is a true asset.”

Companies are still hiring but are now faced with a new challenge – onboarding new hires remotely. As employers, it’s important to set the groundwork for bonding, culture and expectations in order to be successful. Being that many of our clients are facing similar challenges, we wanted to share a few best practices that will set you new team members up for success.

Integrating New Hires

Starting your onboarding process before their start date ensures that your new hire will have everything that they need to hit the ground running. Some suggestions on items to send before their first day include:

• Welcome email and team introduction
• HR/company documents
• All proper equipment/technology
• The information they should know before their first day
• Their onboarding schedule—this way they can be prepared for what their first week will entail
• Company swag to feel a part of the team and get excited for their new role

Tech Should Be First Priority

Let’s take a minute and put ourselves in the position of the new hire. Starting a new job can be stressful enough without adding in the issue of not knowing how the various software platforms and communication channels work. We find that sending new hires their equipment and online tutorials/manuals before their first day helps them to feel prepared and eases any unnecessary stress. You’ll want to make sure that you have a follow up IT training scheduled for the first or second day. That way, any questions that your new hires have after watching the tutorials or reading the manual can be answered right away.

Things to cover during your IT training could include:

• Company email
• Group messaging tool
• Video communication software
• File-sharing applications (Google Drive, Dropbox, Microsoft OneDrive, etc.)
• Computer and email security applications

Demonstrating Culture

We know this can be a challenging thing to do through an online platform. But, taking the time to show your company’s culture can really add value to the new hire’s first week. Through video calls, you can accurately demonstrate your company’s culture while offering a way for everyone to feel included in their first week. It also allows you to introduce them to higher-level executives, either through a video conference call or a prerecorded video. Some video topic ideas to show your company culture can include:

• Welcome video or video call from your CEO or President and other team members
• Your culture, organizational values and mission, the history of the organization, etc.
• Inspirational messages from a member of your leadership team
• Retreat, event, volunteering, etc. footage from before everyone was social distancing

Setting Expectations

When working remotely and bringing on new employees, managers should be prepared to set specific goals and expectations early on. You don’t want them to have to wait for their manager or team lead to get online to learn what their next tasks are for that day. This wastes time and may cause unnecessary stress. You’ll want to make sure that your hiring managers:

• Develop and share a task calendar with their new hires after their training and onboarding sessions are complete
• Define short-term and long-term goals
• Schedule weekly one-on-one meetings to discuss upcoming projects, progress, resolve any issues they are facing, and overall just check in with how things are going

Introducing Team Members and Key Employees

We all know that starting a remote role can leave some feeling isolated and even left out from the team. They haven’t had the chance to connect with the team and doing so online can prove to be very challenging. But, building relationships is well worth the effort! Set up one-on-one meetings and/or a group call so employees can meet the people they will be working with. Not only does this open a path for communication, but it also allows them to feel included within their team. Try having the manager set up bi-weekly team meetings, virtual happy hours or an open chat channel to give everyone on their team time to talk with their new coworker.

Arrange Trainings

Now we know that this is probably self-explanatory, but make sure you set aside time for the new hires to sit down with a hiring manager or a team member to train them on their role. This can be very similar to how you train in the office; however, you will need to adapt to be virtual. Screen sharing is a great way to keep things simple. We find that this is the easiest way to adapt, and it allows the new hire to ask questions in real-time, something that might be more difficult if you were to only do a prerecorded training.  

Improving Your Process

Continue to improve your onboarding process to find what bests works for your team and your culture. Ask for feedback and don’t be afraid to be creative in tackling these new challenges. We predict remote hiring will become even more common, so this is a great time to build onto an ongoing process.

Need some more help with your remote onboarding process? We would love to talk you through what has worked for us in the past and answer any questions that you have!

Times are tough, but so are you! Don’t let your fear of the unknown cause you to decrease your efforts in finding a job. There are still companies hiring and lots of them. You need to refocus your efforts, and eventually, you will land an opportunity!

Take a look at our best advice suggestions for job seekers for more information on how to refocus your efforts!

Learn New Skills

Now is the perfect time to dig into learning that new skill you’ve been putting off because of time limitations. This could help you stand out from other candidates that are also going after the same positions that you are.

There are many resources available to help you learn new skills such as metadata design, Salesforce integration, and AI for professionals in the Tech field. Take a look at sites such as Lynda.com, YouTube, and LinkedIn Learning, to name a few. These sites have an abundance of video courses in pretty much every field for professionals to boost up your skill sets.

Pro Tip: Make sure you are continually updating your resume and LinkedIn profile!

Strengthen Your Mindset

Listen to podcasts, take an online course; just make sure that you’re strengthening your mindset.

Strengthening your mindset also means taking breaks when you need them. Make sure you’re staying positive and motivated throughout the day. Go for a walk outside, play catch with your dog, or play a game with your kids! Do something that makes you happy and will take your mind completely away from job searching for at least 30 minutes to an hour!

Leverage LinkedIn

We’re sure that you already know the importance of utilizing your LinkedIn profile when applying for jobs, but do you know how to make your profile stand out?

Well, first things first, let’s cover the basics. Make sure your profile is 100% up to date. Your previous job is listed and goes into detail about what you achieved during your time at the company. Your most important skills are listed – don’t just put the maximum amount of skills that LinkedIn allows. You’ll want to make sure that you’re able to back up the skills you list with achievable results and items you accomplished to achieve those skills. Employers are looking at your skills, and anything on your LinkedIn profile is fair game for them to ask about, so make sure you keep this in mind!

Next, update your profile picture, banner, header, and your about section to stand out. Show your personality (while still being professional) and make sure you don’t just copy and paste from your experience section! It’s also vital that you have a professional profile picture and banner. We know that LinkedIn isn’t everyone’s forte, so reach out to us if you would like some help! We’re always here to provide feedback or give you suggestions!

Don’t be Afraid to Ask for Referrals

Utilize your network to see who might be hiring. You might have success by reaching out to the decision-makers at a company that you want to work at. Utilize a soft opening when reaching out to these people. Open the conversation with, “I am looking for a job in X, do you know of anything or anyone hiring at this time?” Even if that company isn’t hiring, sometimes getting advice and relationship building will open doors for you. It’s also a good idea to go to virtual networking events. This will allow you to talk to different people who might know of a possible opening for you to look at. 

Get Clear on Your Value

Companies are seeing high volumes of resumes. What are the top three reasons someone should hire you? What’s one thing that makes you stand out from the rest? Be sure that you have this down before jumping into an interview.

How would you go about figuring this out? Well, think about your accomplishments within your previous position. Success stories are really impactful and help you stand out from the rest of the candidates. Hiring managers want to see how you and your skill sets can add value to their company. Giving them results about what you’ve already accomplished for other companies is the best way to do that. How do you go about writing your success story?

Step 1: You’ll Want to Choose and Format Your Success Story

Make sure the story is relevant to the role you’re applying for. You don’t want to just include a success story to have one. You want to make sure that it will ‘wow’ the person reading your resume and make them want to learn more about what you can do for their company.

You want to be able to explain the success story in a way that other people will understand it. One way we recommend doing this is to split up your success stories into the following categories:

• Fixed: You were able to identify a problem and correct it. Make sure you explain how you went about solving the problem and the results that you had after you settled it.
• Improved: You were able to take an existing situation, challenge, service, or product that worked before and made it better. Something that you can talk about would be ways that you were able to save your company money.
• Created: You were able to build a new process, service, or product entirely from scratch.

Step 2: Leave Out Any Tactics

Make sure you start with a draft of the success story

• Explain the initial situation, your actions and the results or impact that you had.
• Since you want this to be in a bullet format, start with the model, SAR (situation, action and result). You want a significant impact with few words. Leave out any tactics as they add too much detail. Save tactics for the interview.

Step 3: Include the Right Metrics

You want to make sure that the metric increases clarity and impact and really shows the employer what you have done in the past and can do for them!

Utilize the following metric categories to set up the metrics and how you include them in your resume:

• Time: How much time did your success story save? Think about months, days, or hours that this saved you or your team.
• Volume: Think about the units made, number of tasks/projects, or hiring and growing a team – “I improved quality control, resulting in 50% fewer product returns.”
• Money: Take into account the money you made your previous employer as well as the money you saved them.

The best tips to keep in mind when it comes to the metrics on your resume are:

• You can always combine metrics to increase the power of your success story.
• Most of the time, it’s beneficial to include a unit of volume after a time or money metric.

Define Your Job Search Process

Determine the companies that you might want to work for.

Decide how many hours you’re going to work each day and stick to it! Another way that you could manage your time is to choose several jobs to apply to in a day. Make sure that you’re staying positive and don’t give up. It’s going to take a little longer for you to get interviews right now, but you will eventually get some with persistence.

Pro Tip: You should your resume for each job! This not only provides them with the keywords they’re looking for but also shows your determination! Make sure that you’re only applying to the jobs that you’re really excited about. Hiring managers want to know candidates are passionate about the position. You want to show your passion for the job that they have open – don’t just copy and paste your resume to send to them. They receive hundreds of resumes in a day. You want to stand out, offer value and make sure that your skill sets align to the job description that they posted.

Test Your Technology

You landed the interview, now what? Companies are doing off-site, online interviews. You must test your network connection before your interview. This way, you know how the software works, and that your interview will go as smooth as possible with limited issues.

Technology isn’t fail proof, and things happen, don’t stress if something isn’t working right. Just contact the person who set up your interview and let them know as soon as possible.

The Interviewing Process – It Might Take Longer Than Normal

You might not realize it, but this is tough for employers, too! Employers want to get to know their candidates and decide who is the right fit—not just in qualifications but in personality.

Just remember, it’s going to take a while to get through all of the interviews. It’s also going to take time to compile the data from these interviews. They may want to wait to hire you until they can meet you in person, or they may even want to do several video calls before making their final decision. Above all, be patient and stay positive!

Looking for Your Next Opportunity?

We want to help you! During every step of the process, from interviews to debriefs, we’re here to be your guide. Interested? Take a look at our job board and reach out to us for the next steps!

Grab your drink of choice, cuddle up next to your pet and get ready for your next happy hour!

Right now, since everyone is in sort of a long-distance relationship, virtual happy hours are more important than ever to keep up with social interaction, have some laughs and figure out different ways to connect with each other.

There are many ways that we’ve found to keep our employees engaged and feel involved while working remote and we want to share those with you!

Have Fun!

One way that we’ve found to keep these virtual happy hours fun and really learn more about each other is to incorporate remote team building! Not only does this allow your employees to know each other, but they are also a great stress-reliever.

Introducing Pets/Kids!

Coworkers hear stories about everyone’s kids or pets either when they were in the office or over chat. Give them the opportunity to meet them on camera.

Play Some Icebreaker Games

Okay, we know what you’re thinking, “…but these are so cheesy!” Yes, we know they’re cheesy, but they’re also amazing at allowing your employees to talk and get to know each other better. Being remote can get extremely lonely and you want to offer time for employees to unwind. Here are some of our favorites!

1. What’s Your Favorite Thing?

This is a great game to play when you aren’t sure how people will respond to playing an icebreaker game during a happy hour.

2. In Common

Is your team having trouble coming up with new ideas or communicating effectively while being remote? This could be your solution! This game allows your employees to get back on track and work as a team to achieve the end goal in a non-stressful environment!

3. A Picture into Your Life

This game will allow your team to have fun and put their creativity to the test!

4. Take A Guess

Here is another game that allows your employees to utilize their creativity skills and learn about their coworkers in a fun way!

5. Chat Channels

Create fun, dedicated chat channels and announce them during your virtual happy hour. Do you know that your employees won’t respond well to a team building exercise? This could be the way that you get your employees to connect in a remote environment!

Keep It Simple!

You don’t need to always do something outside the box. Sometimes, the best way to get your employees to feel included is to just set up a time and space for them to talk and see one another. Having them add in their drink of choice allows the environment to feel a little more comfortable and laid back.

Need Help?

We would love to help you and your team navigate this new work from home environment! No matter if that’s through finding the best virtual happy hour solution or just the best work from home solution for you and your team. We’ve been doing this for a little over a year, so we would love to provide you with our insight! Feel free to send us a message!

Congratulations to December’s Contractor of the Month, Brent Danis! Brent is a Senior Technical Product Manager at one of Swoon’s biggest clients in the travel technology industry. He helps execute new business features that are brought in by the company’s product team. By working cross-functionally across the company, he makes sure all business features are being implemented correctly.

Brent was first introduced to Swoon when Technical RecruiterAjla Huseinovic reached out to him as she thought he would be the perfect fit for this role. He said from his very first interaction, his experience with Swoon has been incredible and he wanted to thank Ajla and Jack for helping him land his role.

“It has been awesome working with Swoon, from the phone calls and onboarding to the continued process as a contractor. I have already recommendedSwoon to some of my friends and colleagues.”

Brent’s future career goal is to continue growing and learning in the product management field. Fun Fact: Brent wrote a book about his decade traveling abroad that was published on Amazon.

Keep up the great work, Brent!

December is here and that means most people are anxiously awaiting the holidays (I know I am). With after work happy hour celebrations, volunteering, and shopping for everyone in your family plus more, this is one of the busiest months of the year. That’s why we need to be aware of how we are spending our time, especially in the workplace. Here are some Swoon tips on how to maximize your productivity and better manage your time so you can crush your year-end goals!

PLAN AHEAD

It seems obvious, but like you have heard hundreds of times, if you fail to plan, you plan to fail. Make sure to have a game plan on how to achieve your goals before arriving at the office each day. Many of our recruiters spend time each evening getting together a candidate list to call first thing the next day. Didn’t get to all the day’s emails? Answer them during your morning commute if you take public transit so you don’t have to waste your morning hours with planning and can get straight to the big stuff. Writing out a rough list of what you need to get done for the next day before you leave the office each night can be very helpful. By knowing what needs to get done and setting a task list for exactly how you are going to tackle it, you set yourself up for more success. Bonus points if you write a task list and timeline over the weekend to be a superhero the next week!

MEETINGS

We’ve all been in meetings where Bob and Jane speak about the same topic in 10 different ways and explain things that could have been sent in a quick email. Frustrating. Try to avoid meetings when possible. Of course, teamwork and collaboration are key, but a quick face to face with someone or grabbing a coffee for 15 minutes can be just what is needed to make sure everyone is on the same page. Think to yourself before scheduling your next meeting: Could I explain this in an email? How many people are collaborating; could a phone call be just as effective if not more so? This tip is not meant to discourage meetings altogether, but simply to remind you to use your, and others, time as efficiently and as wisely as possible.

FOCUSED MINDSET

Your mindset is a huge part of your productivity and overall performance throughout the day. Studies have revealed that each day, employees have a 4-hour window of focused concentration maximum. Therefore, work to your strengths, and ask yourself if you’re more productive after your morning coffee or are your more focused on a full belly after your lunch break? Once answered, simply, time-block your schedule to maximize your output. No excuses during time-blocks – be like Nike and “just do it”. This is a time to act with self-interest: set agendas for even the quickest of meetings to avoid wasted time; appoint a better-suited person to complete tasks asked of you to avoid “stolen time” from your schedule; recognize your roadblocks and do what you can to bypass them (clean cluttered inbox, mute the constant interruptions on your phone, alert colleagues you will be out of pocket for the designated timeslot, etc. It is important, especially on long-term projects, that you set goals along the way . . .  but start at the end! Sometimes a project conclusion can seem so far away that it becomes overwhelming; however, if you set deadlines, benchmark the project, and delegate whenever possible – your mind will be less scattered, and you will stay motivated. Plus, you will allow others the opportunity to shine and become involved by delegating. Having a mindset that allows for flexibility within your day but still adhering to the goals put forth will allow you some agility along the way to deal with the unforeseen details while staying laser-focused on the end goal.

As you are working this week, try to implement at least one of these tips into your day. Notice the difference in your productivity and quality of work!

Swoon’s November Contractor of the Month is Peggy Martz, a Recruiting Agent for a large manufacturing client in Peoria, Illinois. She has been promoted since starting with the company and is very happy in her current role. Her typical day includes helping with orientations, setting up over 18 interviews, making offer calls and more.

Shanda Coppage recruited Peggy by finding her information on Indeed. Peggy said Shanda was awesome and easy to work with and that Jeremy Johnson has been a pleasure to work with as well.

“Swoon made the hiring process very easy. There have been no troubles. I worked as a recruiter at a temp agency, so I know it can be very hard!”

Peggy has been working in the Human Resources field for 21 years and hopes to do so until she retires as she is very passionate about it. She enjoys working with her boss, Jason, and being part of something new each day. Fun fact about Peggy, she has a farm at home with a goat, pig, and chickens!

In honor of Riot Fest in Chicago this weekend, Swooners are sharing some of their favorite jams from the performing artists.

Enjoy!

https://riotfest.org/2018/05/riot-fest-2018-lineup-announce-1/

https://riotfest.org/2018/05/riot-fest-2018-lineup-announce-1/