This post was updated to bring you the most up-to-date tips, October 2020.

Journeying to Stars Hollow has taught us many lessons on love, friendships, and life over the years. The Gilmore Girls’ multitude of personalities has given everyone someone to relate to — but managers have the challenging task of connecting with every personality type in the office without the drama. 

Leaders must connect with employees, but it’s challenging with so many different workplace personalities in the office. In fact, a 2017 study by Ultimate Software found that for 93% of employees, trust in their direct boss is essential to staying satisfied at work. More than half of employees surveyed say if they aren’t satisfied at work, they can’t put forth their best effort.

Gilmore Girls has provided perfect examples of varying workplace personalities — here’s a look at how to create a relationship with each one:

The job market is packed with job seeking hopefuls, and companies are placing an emphasis on higher goals to attract the best talent and keep them. Thirty-nine percent of 4,000 talent leaders surveyed in LinkedIn’s 2016 Global Recruiting Trends report agree quality of hire is the most valuable metric for tracking performance.

A high quality hire is defined as a new employee who receives positive reviews, and plans to stay onboard and grow with the company. Career coaches are striving to deliver these high quality candidates to employers.

Here are four traits of high quality hires and how to create them:

How many of your employees know the purpose behind your mission statement, how they contribute to it, or even what your mission statement is? A 2015 Achievers’ survey, The greatness gap: The state of employee disengagement, states a staggering 61 percent of employees don’t know their company’s mission statement. What’s more, of those who are familiar with their company’s mission, 57 percent are not motivated by it.

[Click to Tweet: “61 percent of employees don’t know their company’s mission statement (@Achievers).”]

The same survey shows only half of employees (49 percent) are happy at work. A greater number of employees are searching for new careers where they can identify with the company’s values and feel their role has a purpose.

Here’s how engaging employees with your mission statement can change these numbers:

It’s time to spice up your job-hunting strategy. You know the external routes to getting hired by heart: CareerBuilder, LinkedIn, Indeed, and all the other search engines and job boards out there. But that ignores one very effective method to use in the job search: the employee referral. 

In SilkRoad’s 2017 Sources of Hire research, they found that hiring professionals prefer internal hiring more than external because it’s easier to find the right hire. And 45% of internal hires result from employee referrals. 

So, while Indeed does create the most interview opportunities, it’s employee referrals that remain the top source of hires. 

Of course, that begs the question, “Why isn’t everyone going wild over the greatness of referrals?” 

The main issue for job seekers is that they have no idea how to even receive an employee referral. After all, there aren’t job boards out there that just list opportunities at your friends’ companies. So you feel like to get referred for a job you have to sit and wait for someone to think of you. It gives you less control over your job hunt.

But in reality, there’s a lot you can do to move the process along and up your chances of getting an employee referral. You just have to know how to go about it. 

Here are three ways to get referred for a great job:

(This post was updated on 7/6/2020)

Going green. It’s a topic many people are concerned about nowadays. With so many people working remotely this year, we’ve had even more time to consider our environmental impact in both our home and work lives. So, how can we carry that mentality into the workplace once we go back to the office?

The chances are that even if you make an effort to incorporate environmental sustainability into your personal life, it might not be a big part of your professional life.

That means many employers are missing a huge opportunity to improve their employer branding. Even if you’re not overly going into the eco-friendly movement, there are a lot of benefits you can reap by incorporating environmental sustainability into your business model.

Here are three employer branding benefits that come along with being a greener company:

One of the toughest parts about getting a job is finding the right job in the first place. With so many job postings, it’s a frustrating and exhausting struggle to find the positions that are truly the best fit.  

We understand that sifting through job openings can be a tedious and drawn-out process that often feels like a waste of time. So, how can you feel more efficient in the job search process?

Here’s what you should always consider when looking through job openings:

OK, maybe you didn’t design your website with cute puppies in mind, but you definitely should’ve been thinking about what job seekers want. The 2015 Candidate Behavior Study found that 42 percent of job seekers look at company websites during their job search.Company websites are not only a way to find open jobs, but also to find out more about the employer brand.

So what does your website say about your company? Does it make job seekers wag their tails, or stray away?

Here are four reactions cute dogs and job seekers have when they visit your website:

Graduation season is in full swing. As a hiring manager, that means you’ll have a whole new crop of recent graduates looking to impress you with their resumes. But it also means you’ll have a whole new crop of talented candidates your organization needs to impress or risk losing to the competition.

In the past, large organizations have had the advantage when it comes to recruiting top talent, but data from the recently released Accenture Strategy 2015 U.S. College Graduate Employment Study suggests recent graduates are looking for something entirely different. Today, only 15 percent of recent graduates are interested in working for a large organization, while 45 percent express interest in working at a mid-size or small company. Clearly, smaller is better for 2015 graduates.

So, what do you do if you’re a hiring manager or HR professional at a large organization? You need to make your organization feel smaller during the hiring process, so recent graduates don’t feel like they’ll be just another rung in the corporate ladder.

Here are 3 strategies that will help you compete for the most talented recent graduates on the job market:

If you’re on the job hunt right now, it’s likely your name has been Googled at least a few times by employers eager to know more about you.

In fact, nearly half of employers use Google and other search engines to research candidates, according to a 2013 CareerBuilder study.

Hopefully, what they find doesn’t include a photo reel from that one wild night you had after your high school reunion, the saucy selfies you and the girls snapped at the beach, or any other defaming information that could give a questionable impression of your character. However, when googling you, employers want to find more than just a blank slate. They want to get to know the real you.

Based on research, from the University of Texas at Austin published in March 2014, employers seek the following characteristics when researching you online:

You’ve recently graduated from college. You’re ready for a change. Or maybe you’re reentering the workforce after time spent away. At any rate, it’s time to find a job. The question is, how long should you expect the process to take?

From finding the job posting itself, to scoring an interview, to getting an offer and actually getting started, knowing how much time to budget for finding a new job can be tricky. Individuals who are simply moving jobs have more flexibility with this, while recent grads with loans are in more of a hurry to get things figured out.