Graduated and Jobless: What Now?

September 30, 2021

By Celeste Gable, Marketing Coordinator

The class of 2020 graduates entered a very different economic future than their predecessors the year before. The recession caused by a pandemic has been especially hard on young workers. Well over a year past their graduation and 45% of the class of 2020 are still looking for work, according to a survey conducted by Monster. The challenges of a pandemic economy are evident in the labor market outcomes for these 2020 college graduates.

What’s the best way for grads to get back in the game?

Keep resume fresh and fine-tuned. Make sure you are presenting the latest and most compelling information to employers. Ask friends and mentors to critique your resume and cover letter and provide feedback. Use the gap between graduation and full-time employment to learn a new skill or volunteer your time.

Contact your college career office. Set up a meeting to explore options and make sure that you have tapped into all the resources available. Most offices have a roster of available jobs and internships. Online job posting sites like Handshake, LinkedIn, and Indeed are good resources too.

Ask employed friends to help you. Perhaps you have a friend or two in your field that would be willing to speak with their own company hiring officials about any upcoming hiring needs. Turnover is at an all-time high, so companies are hiring at increased rates. It doesn’t hurt to ask!

Network, network, network. It is absolutely true that most graduates who find work after they have left campus do so through some form of networking. Ask your career office and/or alumni office for a list of contacts in geographic and industry sectors of interest. Follow and connect with relevant experts on LinkedIn. In addition, contact relatives. Everyone knows someone.

Have a strong online presence.  Make sure you’re LinkedIn profile is complete and up to date. Use your online presence to attract hiring managers and recruiters. Join groups for your college and career fields of interest. Reach out to fellow group members for informational interviews. Nowadays, most companies advertise their open jobs on their social platforms. Make sure you are following them for all their updates.

Consider temporary employment jobs, entry level positions and internships. Once your foot is in the door of a company, meet as many of the staff as you can and try to make a favorable impression. You never know where this could lead.

If you’re about to graduate or a recent grad, share your story on social media. Tag us! @Directrecruiters on LinkedIn, Facebook, and Instagram and @dri_inc on Twitter!

How to Best Support Working Parents

September 16, 2021

By Celeste Gable, Marketing Coordinator

Parents make up 40% of the workforce. They are managers, supervisors, and essential employees vital to the company. And now, more than ever, working parents need new and improved benefits to support their families and prevent burnout. For a majority of the last year, schools, daycares, and offices were closed. Parents were juggling being teachers, caregivers, and employees. Lines between work and home life were indefinitely blurred. The COVID-19 Pandemic created many challenges for parents and brought to light gaps in support that they need from employers.  

With the challenges that working parents face put on display, companies have new priorities to make parents feel supported at work. Parents that feel involved and included in their workplaces are 41% less likely to leave. Below, we will outline a few specific ways you can build a culture of support for working parents, and retain them at your company.  

Maternity and Paternity Leave 

Allowing parents time to with their newborns is crucial for the baby’s health and your employees’ wellbeing. By offering a great, paid maternity and paternity leave for employees, parents ca Parents were juggling being teachers, caregivers, and employees. n focus on what matters most: their baby. Federal Employee Paid Leave Act recommends 12 weeks paid leave for new parents but the average maternity leave often ends up being shorter. 70% of women take about 10 weeks and 16%–only take one to four weeks off work following childbirth. Mothers who utilize paid leave have only a 2.6% likelihood of quitting their job and a 92.3% chance of returning to the same employer after birth.  

Flexible Work Schedule 

Parenthood offers both the expected and unexpected events that interrupt the average 9-5 workday., Companies that offer hybrid work can help to alleviate the stress parents face in balancing work and life. Flextime can offer unique solutions for working parents by allowing them to accommodate for dropping off and picking up kids from school. Employers still have control over core hours when everyone must be working but employees control the rest of their schedule. There are even more advantages associated with fully remote positions, offering mom or dad the freedom to care for their child without falling behind.  

Child Care 

For many, remote work isn’t possible and for kids not yet in school, childcare is essential. Some companies may be able to offer on-site daycare options, making the transition of sending the little ones off easier. Overall, 7% of U.S. businesses offer on-site childcare benefits. Companies unable to provide on-site childcare may find other ways to accommodate parents. This could include subsidized childcare, cost-matching programs for childcare accounts, or partnerships with nearby facilities to offer priority slots and discounts.  

Other Benefits 

Progressive companies may offer working parents additional options to support them and their families. These could include Lactation support through private rooms, free breast pumps, or free breast milk shipping for traveling moms. Fertility and adoption benefits could also be enacted by creating policies to subsidize the cost of fertility treatments and adoption fees.  

Above all, as an organization, manager, or employee, it is important to show compassion and understanding for working parents. Each and every individual has a different situation whether her or she is a parent or not, and it is extremely important for companies to create an environment where employees will thrive.  

September 16th is Working Parents Day. This is an unofficial holiday created to praise those parents who work every day, in and out of the home, to provide a healthy and safe life for their families. Take a moment to recognize someone for their hard work and dedication as they work to support their families and keep up with family meals, practices, new school environments, or just the laundry. To all the working parents out there, Direct Recruiters truly appreciates all that you do!  

Why Companies Hire the Wrong Person (And How to Avoid It)

September 2, 2021

By Celeste Gable, Marketing Coordinator

As a relationship-focused search firm, our employees are our greatest assets. Internally and externally, they represent the company’s core values. At DRI, we want our people to be passionate, positive, goal oriented, and a team player. Our goal when hiring our own employees is to get the right people in the right seats. Occasionally, as all humans do, we make mistakes. People don’t fit, skills don’t match, and we make bad hires. Below we will outline the most common reasons on why companies hire the wrong person and how you can prevent it.

Maximizing potential is reliant on your employees. Each employee represents a percentage of probable annual revenue and if every employee is not performing to their potential, it’s unlikely you will reach your goal. Finding a candidate that checks all your boxes is rare but there are steps you can take to ensure that you get the right person for both your needs and theirs.

1. Reevaluate your Hiring Process

Most often, we hire the wrong person because we are rushing to fill the spot. The turnover that the economy is currently facing certainly is not helping. But settling on the first person who meets the minimum criteria may end up in a vacancy later down the line. The best way to combat this is to clearly define your “must-have” qualifications. Outline the key criteria that a candidate should have to not only fit the job description but you company culture too. Hiring Managers should create a cost analysis of onboarding anew employee. By putting a price on how much it costs to get a new employee fully trained, you can invest early in the right candidate.

2. Experience isn’t Everything

Experience is not expertise. A candidate’s attitude and disposition are equally as important as their skills and experience listed on a resume. It’s easy to be starstruck by a resume. A well written resume is important but not the end all be all. Behind the resume is a person who is going to be successful in only a certain environment. Remember that a resume shows chronology but what’s most important is solutions that the candidate presents today.

3. Be Cost Efficient

How much does it cost to onboard and train the wrong employee? According to the 2020 Training Industry Report, the average company in the U.S. spent $1,111 per employee on training costs.  Not only are you wasting time and energy but you’re wasting resources too. Managers and teams will be required to spend time training the new hire. This can result in a loss of productivity and efficiency. Besides training resources, you are compensating an employee who may not be meeting expectations. When that employee leaves (and they will), you have to start the process over. Not only is this draining financially but your team’s morale suffers too.

People are your organization’s most prized asset and hiring the wrong one can be costly and draining. Collaborate with your team to build an accurate evaluation of candidates to spot red flags early on. Go beyond the resume and ask critical thinking questions to help you asses a candidate’s behavior and attitude. You can never 100% know whether a candidate will work out or not, but prevention is key.

Employee Drug Testing Amidst the Legalization of Marijuana

August 19, 2021

By Jason Herbert, Partner

Marijuana legalization has made strides in the United States in recent years. As of 2021, 18 states (plus DC) have completely legalized the recreational adult-use of cannabis and 37 states have legalized medical use of marijuana.  However, there is still a stigma around cannabis – medically prescribed or not. In many places, marijuana usage can be a barrier to a job. It is completely legal for a potential employer to administer drug tests. Laws vary from state to state but there are guidelines that most everyone must follow.

Applicants are required to know that they could potentially be drug tested as part of the screening process. This information can be listed in the job application or posting. Similarly, you could have already been offered a job, contingent on passing a drug test. Overall, most companies that intend to drug test candidates include that information in their job applications. In most cases you have little choice but to agree to drug testing or drop out as an applicant. In addition, all applicants for the same position must be tested similarly and all tests must be administered by a state-certified laboratory.

To Test or Not to Test; That is the Question

How does this affect states where recreational use is legal? This creates an interesting paradox. Without testing, there could be more job applicants and employers have better chances of getting the strongest candidates with a larger pool of prospects. On the other hand, with testing, employers can be sure they hire drug-free employees who will be safe on the job. Safety on the job is paramount therefore having an outright ban on marijuana usage is simpler for employers than handling it case by case. Depending on the business, drug testing might be essential. Truck drivers, bus drivers, and train operators are still tested for marijuana under the U.S. Department of Transportation laws.  Many companies that contract with the federal government and receive federal grants are required to maintain drug-free workplace policies as well. According to the  , they believe there is no level of cannabis use that is safe or acceptable for employees who work in safety sensitive positions.

Trial and Error

With the ever-changing state of cannabis law on a federal level, the nation is essentially in a “trial and error” situation. Employers have no choice but to keep up with these circumstances. The medical aspect of cannabis further complicates the matter. Several states have specific laws protecting medical cannabis patients from employment discrimination. Employers can require drug testing before and during employment if medical marijuana users are exempt from discrimination. As it pertains to recreational use, testing can return positive results weeks after a person uses marijuana. There is no way to tell if someone is a habitual user or if it was a one-time event.

Instead, companies should look for tests that measure performance impairment—some of which specifically target marijuana’s impact on qualities such as short-term memory.  “One trend we are seeing is that employers are not getting rid of drug testing completely, but they’re rethinking the frequency with which they test and/or the amount of time between testing,” explained Jonathan Havens, a partner and co-chair of  . Some employers are also “cherry-picking” which roles they drug test candidates for, focusing on roles that pose safety concerns. Less commonly, companies are transitioning away from screening candidates and employees for marijuana use.

Currently, employers and employees must continue the “waiting game” until federal and state employment laws come to a decision on the legalization of cannabis. As recruiters, we have seen a variety of methods for drug testing and screening candidates in general. What has your company done, and how do you see this evolving in the future?

Intern Spotlight: Danny Myeroff, Zack Olgin, and Jared Rosner

Over the years, Direct Recruiters has had the privilege of hiring several talented interns over the years. This year was no different, as we welcomed three interns to our team this summer. As a relationship-focused search firm, we serve over 30 different industries connecting qualified candidates to our diverse and well-established client list. Since we provide service for a variety of industries and companies, each intern has a different experience.  We asked our 2021 Summer interns to share about their internship at DRI below.  

Danny Myeroff   

“I’m Danny Myeroff and I attend Miami University of Ohio. I am pursuing a bachelor’s degree in Finance and Marketing. This is my third summer interning with DRI, as an Executive Search intern for the Robotics team. This has been the biggest and busiest summer for me. I’ve really felt more like an actual recruiter versus an intern. I was able to get on the phones more, help with more searches, and work with different industries. My favorite thing about DRI is playing basketball with the team during lunch. It’s always a good way to break up the day and get out of your head. I love the camaraderie we have as a group. Through working with the Industrial Group, I’ve learned so much about robotics and automation. I’ve also learned a lot of strong sales skills. However, the biggest takeaway has been learning how to network with people, especially those more experienced, smarter and more skilled than myself. In addition, learning to take the “No’s” of recruiting and not let that stop me from trying. Recruiting has helped me become a better salesperson, public speaker, and team player. Upon my graduation, I hope to return to Direct Recruiters as a full-time employee.” 

Zack Olgin

“My name is Zack Olgin. I am a communications student at the University of Cincinnati. This is my first full summer with DRI. I spent my summer working with the Healthcare IT team as an Executive Search Recruiter. It was a pleasure to work with this team of highly skilled individuals. As a recruiter, I loved being able to form new relationships with Candidates over the phone. Through working with my colleagues and potential candidates, I was really able to hone my networking and communication skills. These skills are beneficial for anyone regardless of career choice. I definitely feel like this has opened my eyes to all of the great things that DRI has to offer.” 

Jared Rosner

“I’m Jared Rosner, a senior at Miami University of Ohio, studying Emerging Technology in Business and Design. This summer, I worked with Leo Golubitsky and Aaron Kutz doing everything from sourcing and calling candidates to marketing via LinkedIn posts, flyers and sending out email blasts. My favorite thing I’ve done is getting on the phones and talking with people, as I can tell how much I improved upon this even over such a short period of time. I learned a ton about the recruiting process from start to finish, and all the detail that goes into finding the right candidate to go through the interview process with a client. Learning and gaining experience cold calling people helped my communication skills tremendously. Understanding how to improvise on the fly when things didn’t go as planned is a skill, I used a lot that will be utilized throughout the rest of my life. I also improved my ability to actively listen, which is obviously vital when talking to someone, whether recruiting or not. This internship has allowed me to experience being in an office setting for the first time, seeing all the different parts that make a business successful. It was also great getting to learn about how important culture is to a company, something DRI takes very seriously. From playing basketball every week to going to Top Golf and the Indians game among other activities, it’s clear to see how much of a positive impact all the effort into having a good culture has had for the success of the company.” 

How to Build a Winning Team: Sourcing and Retaining Top Talent

As a part of DRI’s Olympic Summer Series, we are offering you exclusive advice on how to achieve your dream team. Whether you are a manager or a president, we offer you leadership advice to best propel your team into the future. Olympians aren’t born, they’re trained.  

Training Your “Olympians” 

As a leader, you are only as strong as the weakest member of your team. Your job is to make sure that everyone is in the right place to work towards the whole group’s success. By giving them opportunities that can lead to increasing their own capacities, you invest in your team. When you place high value on each individual member and share their contributions openly, bonds deepen, and teams can understand the greater purpose.  

Getting the “Go(a)ld”  

Start with communicating clearly and concisely. Don’t expect your team members to just know exactly what you mean. If you have communicated your goals clearly, they will feel more driven to provide it for you. To reach and exceed goals, your team must all be on the same page. By sharing a roadmap for success, all team members can have a clear idea of where exactly they are going. Start by setting SMART goals. Specific, Measurable, Attainable, Results-oriented, and with a Timeframe. By setting goals with these attributes in mind you and your team can deliver results.  

Championing your Team 

Listening leads to Leadership. By appreciating your team members and championing their greatness, you can more easily communicate your goals with your team. Winning teams are developed under leaders who can flex and bend their own personalities around each team member’s needs.   

Create and cultivate your team’s culture. Whether it comes from leadership or is discussed as a team, creating shared guidelines can ensure a streamlined process for how people will work together. You must commit to this culture. The most important thing for a company to live by is their stated values. When you find people that exemplify your core values, it is easier to promote and reward them.  

Online Personal Security

August 2, 2021

By Emily Harsh, Account Director - General IT

In today’s day and age, most of us are online every day whether it’s for work or personal, sending e-mails, browsing the internet, checking social media, using online platforms and more. No matter how much working professionals are immersed in technology, online criminals are finding new ways every day to spam even the most tech-savvy people out there. It is important to be aware of the signs of spam or phishing to keep your personal information protected and secure.  

Below are just a few basic factors to watch out for online that should set off the alarm bells for spam and phishing.  

  1. If you receive an e-mail that seems to be from someone you know, double check the actual e-mail address the message was sent from; it oftentimes will look very generic or not follow company protocols if it is a phisher. 
  2. Online criminals regularly send messages offering a financial award or another way to entice you to provide your personal information – be wary of this! 
  3. Check for misspelling of websites, names, etc.  
  4. Double check that any attachments or links you receive are from a credible source and do not have an unusual name. 
  5. Be sure to look for ‘https’ on the websites you visit. This means the site is encrypted and typically spam sites are not.  

Here are the steps you can take to make sure you are protecting yourself against online criminals.  

  1. As soon as you identify a message as spam, always report it! 
  2. When you receive an unexpected attachment, or one that looks unusual, do not open it. Verify with the sender over the phone whether this is a legitimate attachment.  
  3. Avoid inputting your info into fake log-in pages; spammers oftentimes create pages that look very similar to common sites in order to steal your info. 
  4. Do not click links from unknown individuals. To be sure, you can hover your mouse over the link to validate where the link is going. Odds are, it will show you that it is not going to a site that you know or can trust.  
  5. Use passcodes on your devices, and create strong, unique passwords across your online accounts.  

By adhering to these tips and tricks, you are much more likely to know how to spot phishing or spam. By learning to spot them, you can save yourself and your information from being stolen or corrupted. These spammers are meant to trick you so in the end, if you’re unsure – just ask! It never hurts to double-check.   

How Organizations Can Prepare for HIMSS 2021

July 22, 2021

By Mike Silverstein, Managing Partner – Healthcare IT & Life Sciences at Direct Recruiters, Inc.

After the upheaval and uncertainty of the pandemic, HIMSS has announced their plans for the 2021 conference both in-person and digitally. Taking place in Las Vegas on August 9th to August 13th, healthcare executives and industry experts will meet as they have for nearly 60 years in this 3-day conference. While HIMSS 2021 will certainly be a different event than it has in the past, our team at Direct Recruiters is looking forward to attending both virtually and in-person to connect with leading healthcare technology professionals.

As we gear up for HIMSS, we put together helpful tips to prepare for a great experience for HIMSS 2021.

Navigating Lingering COVID-19 Questions

As COVID-19 is still impacting budgets, conferences, events, and travel, the decision to attend HIMSS 2021 in-person can’t be made as lightly as previous years. For some, the pandemic may have drastically reduced their budgets for travel and conferences, while others are struggling with health and safety fears of attending an in-person event. No matter the situation, there are resources to help ease attendees’ minds and give them the reassurance they need to make HIMSS a beneficial experience.

For example, HIMSS now has a Health and Safety Hub that answers questions about the protocols for attendees, exhibitors, and staff on-site at HIMSS. In addition, there are companies coming up with creative solutions for those who are attending the conference this year. In preparation for COVID-induced challenges, Envision Health, a Marketing and PR consulting firm, is helping their growing list of clients and partners navigate uncertainties of this first in-person conference following the aftermath of the pandemic. They developed the Envision Health Collaborative to introduce innovative strategies to reduce cost by offering a variety of packages, and a-la-carte options specifically intended to make the conference more cost effective and productive for small and mid-tier participants. “By pooling resources together, the Envision Health Collaborative is creating a new option to gain the economies of scale necessary to make a major impact for companies who may not have all the resources to get the most out of HIMSS” said Tim Busche, MBA, President and CEO of Envision Health.

Pre-Event Scheduling

Whether attending virtually or in-person, it is important to lay out a game plan for yourself and your team prior to attending HIMSS. Research the schedule for the event including keynote speakers, sessions, and exhibitors to plan out your own personal agenda; noting the must-attend sessions and who you would like to prioritize meeting with. You can even build your schedule on the HIMSS mobile app. Being organized in advance can help you to schedule meet-ups and networking opportunities smoothly prior to arriving in Las Vegas.

Networking Before the Event

It is always helpful to take advantage of social media before, during and after HIMSS. Follow HIMSS social media channels and use the #HIMSS21 hashtag in order to connect with others and stay up to date on any news surrounding the event. Be sure to post any photos and insights using the hashtag to gain traction with other attendees and your network.

Practical Advice

Make sure to wear comfortable shoes if attending in-person, bring business cards and wear your nametag. You will be doing a lot of walking so make sure to prepare for that. In addition, make sure to take notes and stay focused during the event; writing down who you meet, interesting facts, reminders to yourself and more. Staying as engaged as possible during HIMSS is the best way to make the most of your experience.

Whether this is your first time attending HIMSS, or you have gone several years, use these tips to make the most of the opportunity. Enjoy the conference!

A Guide to Understanding your Employees Personalities Better

July 8, 2021

By Celeste Gable, Marketing Coordinator

Think of personality tests as a sneak peek into the mind of your employees. Discover their work ethic, learning style, approach to conflict, and their workplace hierarchy. While there is no definitive science behind personality tests, it is an interesting, unique way to discover how candidates can be a fit for your company. But not all personality tests are the same, so which one could be beneficial for you to apply to your onboarding process? Discover the 3 most popular personality tests and how you can apply them to your workplace culture.

Myers-Brigg Type Indicator Test

Myers-Brigg classifies people into four different types of psychological classifications based on the 1920s research of Dr. Carl Jung. It categorizes a person as either (1) an Extrovert or an Introvert; (2) Sensing or Intuitive; (3) a Thinker or a Feeler; and (4) Judging or Perceiving. After a series of questions, your personality is coded into a unique combination of 4-letter classification. A short description follows your coded classification that can clue potential employers into how you learn and how you come to conclusions.


The Enneagram test is based on the Enneagram personality theory, which classifies personalities into 9 types: the reformer, the helper, the achiever, the individualist, the investigator, the loyalist, the enthusiast, the challenger, and the peacemaker. This test is helpful to understand how members of a team will work.

Big Five Personality Test

The Big Five Personality Test is a useful tool for discovering and understanding strengths and weaknesses in the workplace. After rating a series of statements about how applicable and true they are to you, you receive a percentage score on all 5 of the personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism.

How does this affect your culture?

Through assessments like personality tests, you can examine how your people shape your culture. By utilizing these tests, you can communicate more effectively and minimize conflict. It can also benefit your employees by allowing them to understand who they are and what they need to thrive. However, it is not effective to evaluate potential candidates on only their personality test results. Having candidates take job-related skills assessments, behavioral-based assessments, and leadership skills assessments in addition to the personality tests can more accurately match you with your perfect candidate. DRI partners with organizations like PRADCO, a talent, development and management company who offers assessments to clients, as a part of our retained search model, Direct Retention. Read more about our partnership with PRADCO and their organization through this Thought Leader Interview with PRADCO VP of Consulting Services, James Lundquist.

Red Flags of Recruiting: What to Watch Out for

June 24, 2021

By Celeste Gable, Marketing Coordinator

In an industry that can be perceived both negatively and positively, finding a good recruiter can be a long and stressful process. You want someone that has you and/or your company’s best interests in mind, not their own. Below, are 3 red flags to watch out for when working with a recruiter.

Unprepared and Unprofessional

As a candidate or client, engaging with a recruiter who is unprepared and unprofessional is a red flag. As a client, you want someone who is familiar with your company culture and the position you’re offering. From a candidate perspective, the recruiter is the first introduction to the client’s company. Lack of prior research and knowledge of the industry ruins the recruiting process before it has even begun.

Lack of Testimonials

You know a recruiting company is legitimate if they have a list of testimonials from both clients and candidates singing their praises. Unless the recruiter is new to the industry, satisfied clients and candidates should be willing to give a short review of the recruiter and their process. Be wary of companies who claim to be the best but have nothing to show for it.


Beware of recruiting firms that “ghost” after a placement has been made. Recruiters who don’t follow-up with either the candidate or the client after the placement has been made is a big red flag. Moving onto the next placement, without having a follow-up with the last client or candidate can leave a bad taste in the mouth. It’s almost a guarantee that they won’t work with the recruiter again, nor will they be willing to give a testimonial.

What Good Recruiting Firms Do:

  • Understanding Strategy

The best recruiters collaborate with their clients to create a detailed profile of their business, job opportunity, and dream candidate. Good recruiters are focused on finding the right fit for their client. At DRI, we work closely with our clients to establish a strategy that best highlights the needs of the client. We set goals for them throughout the recruiting process, interview process, placement and onboarding of the candidate.

  • Reviews and Recognition

Reputable recruiting firms have many resources to support their claims of being top-notch companies. DRI is a nine-time winner of the NorthCoast 99 Award, recognized on the Forbes Best Professional Recruiting Firms List for 2021, and we are active members in our community. With a quick visit to our website, you can find all our testimonials of prior and present candidates and clients. Many speak to our attention to detail, industry experience, and clear communication.

  • Follow-up

Good recruiters keep in contact with the client after the placement has been made. At DRI, we monitor the candidate’s progress comparing them to the goals that were outlined at the beginning of the search. We regularly follow-up during the first 12 months following placement. At Direct Recruiters, Inc. we are committed to the success and satisfaction of every single client and candidate.

To learn more about Direct Recruiters, Inc. visit or connect with us on LinkedIn, Facebook, and Twitter.