April 21st, 2017
The world has changed so much just in the last decade. Today, social media is a ubiquitous form of communication and your online identity is an extremely important part of your overall brand as a potential employee. So, what happens when you apply for a new job? Are potential employers Googling your name to learn more about you before they bring you in for an interview? The answer is yes!
Before you declare your privacy is being invaded, consider these four reasons employers are Googling you to learn more.
Are You Really an Expert?
If you tell a potential employer that you’re an expert on a subject, you might want to make sure you have information to back you up. In fact, if you really want to position yourself as a thought leader, a blog can get that message across. A recruiter may google you to see if your experience really does line up with what you say you can do, so make sure it does!
How Have You Talked About Former Employers?
Employers are sensitive to negative behavior. A disgruntled employee can affect the entire staff, even of previously satisfied workers. If they google you and find red flags where you’ve posted negative information about former employers, co-workers or managers, you may not be considered for the position.
Do You Fit with Their Corporate Culture?
Of course, they aren’t just looking for negative information to find out why not to hire you. They are also looking for reasons to say yes. Specifically, they want to know if you’re really a fit with their corporate culture. Are you more casual and laid back? Are you more conservative and prefer to follow rules. Some insight into your personality can be discovered on your public social media profiles.
Is Your Social Presence Inappropriate?
Lastly, they also want to make sure that you are an appropriate representative of their company. Illegal or immoral activities that are made public via social media can impact your career or the possibility of getting hired in a negative way. Review your social media profiles, make sure your public profile pictures aren’t inappropriate, and make sure you have your security settings high enough to prevent unnecessary access to personal information.
Do you want to know how and why employers are searching your online presence? Contact the team at Harvard Resource Solutions today.
April 14th, 2017
This sounds like something out of science fiction, but experts believe that over half of work-related activities will be completely automated by 2055, eliminating the need for human workers in these capacities. While this might not be right around the corner, companies would do well to consider the implications of advancements in robotics and digital technology that will completely change the workplace landscape in the coming decades. Are you ready to replace your employees with robots? Maybe not, but here are some things to consider.
In order for robots, or automation, to take over a specific job, the task must be repetitive. For example, it is highly unlikely that robots will take over for automotive engineers, but in some areas automation already exists for automotive assembly line workers. In the future, more complex robots will continue to be developed to take over more repeatable tasks from human workers.
However, while automation relies mostly on repetitive motion, there are advancements being made on artificial intelligence even today. In the future, it is expected that AI will become increasingly more complex, which may give the computer an advantage over the human employee in certain tasks.
But robotics doesn’t mean that all positions will be eliminated. It just means that there will be different positions in the future. Roles that involve programming robots of computers will be essential. Maintenance and other functions will also be necessary to ensure that the robotics are a helpful tool for production, rather than just a novelty.
The Automation Industry
Right here in Detroit, with big changes in the automotive companies, a door will be opened to walk into the automation industry. Companies with an eye toward progress and the future will find themselves in a position to be leaders when robots and AI become more popular in the years to come. While you might not be ready to replace your employees with robots today, gradually shifting expectations in that direction can be a benefit.
What do you want to know about automation, artificial intelligence, and robotics? Contact the team at Harvard Resource Solutions to learn more.
April 7th, 2017
Looking for a job can quickly become a frustrating endeavor. There are a lot of moving parts and when you don’t hear back or don’t make it past the first round, it can be devastating. If you’re feeling a little uncertain about your job search, there are some things you can do to spice things up and help you find your next job opportunity. Use these tips to give your search a boost.
Rework Your Resume
Now is the time to work and rework your resume. Can you improve the overall format to make it easier to find the most important information? What kind of accomplishments can you showcase to make a company interested in talking with you about their open position? Review it for mistakes, because even the best resume will be rejected if there are critical errors in grammar or spelling.
Give Yourself a Deadline
You will need to speak with many professionals along the way. You may have to network or conduct phone and in-person interviews. Remain in control by giving yourself a time limit for each communication opportunity. You can evaluate how the conversation is going and choose to extend it, but you can also thank them for their time and walk away if you don’t feel like you’ll have anything to gain from the experience.
Learn About Their Process
Never leave an interview without finding out where they are in the process. How long has this job been open? Why are they looking for a new employee in this role? How many other interviews have they had? When do they expect to make a decision? All of this information can inform how you approach the remainder of the interview and following up afterward.
Ask for the Job
Finally, to drive home the conversation, don’t forget to ask for the job. Many job seekers forget this part, but it can be the moment that the interviewer makes their decision, even if they don’t let you know right away. Tell them you are interested in the job and you want to work for them. Share with them why you want to work for their company rather than their competition.
Do you need a boost in your job search? Harvard Resource Solutions, now hiring for jobs in Southeast Michigan, can help! Click to contact us now.
March 31st, 2017
Finding the right motivation for a team of customer service reps can be the difference between good production and top production. But many hiring managers automatically equate success with money. But what if it isn’t money at all that motivates your team? It is important to know what customer service reps are really looking for on the job. Here are some other things to consider when establishing your CSR dream team.
Many people view customer service positions as entry-level opportunities, but to keep each employee in this role does a disservice to them and to your organization. Your staff wants to be challenged. They want to grow in their professional career and be given additional duties and responsibilities with time. Recognize performance accomplishments and act accordingly to provide additional challenges to these employees.
Flexible Work Schedule
So many people indicate that the ability to work a flexible schedule is becoming the most important part of how they choose a new job. Some customer service representative positions can be done remotely, but for those who need to arrive at an office every day, you can provide some flexibility in their schedule. As long as the policy doesn’t affect production, trust your team to work the schedule that best suits their lifestyle.
Another complaint many CSRs have about their jobs is that the environment is negative or uninspiring. Sometimes it comes down to management styles. They don’t feel like they’re given enough autonomy in their jobs and feel micromanaged. Sometimes it is the environment itself with sterile walls or no office culture to help motivate the team. These are positive changes you can make to improve performance.
Lastly, while you can’t pick up and move your office to accommodate each employee, a reasonable commute is a big draw for many people. This means you can draw from the surrounding area to find individuals who feel your location is a good spot for them. Another way to target the local community is to work with a staffing agency to help source and place individuals from the surrounding areas.
Do you want to know more ways you can motivate your team of customer service representatives? Contact Harvard Resource Solutions to learn more or find a new customer service candidate today.
March 24th, 2017
Some people just assume that a feeling of being overwhelmed comes with the territory in a professional job. But that doesn’t need to be the case. When you’re in the market for a new job, you can demonstrate one of the most valued but underrepresented skills in today’s workplace. If you are good at managing your workload and maintaining a sense of calm on the job, share this with a potential employer and show them the benefits of hiring someone who doesn’t work in a state of panic. Here are some ways to make the right impression.
Emphasize Your Organizational Skills.
The ability to maintain your cool and not get stressed on the job comes down to two types of organizational skills: Time and materials. If you can demonstrate your ability to stay organized, this will be a huge bonus to your potential employer. They would rather hire someone with proven skills in this department than risk hiring an individual who will quickly become overwhelmed. To do this, showcase your organizational skills in your resume’s accomplishments section.
Answer Behavioral Questions with Examples.
Many employers will utilize behavioral interview techniques. This will usually start with the phrase, “tell me about a time when…” The best ways to approach these questions is with a narrative. Tell the story of a time when your organizational skills helped you excel in the situation you’ve been presented. Storytelling helps engaged the listener and will make them better understand your experience and how you manage your workload.
Show How You Can Delegate Important Tasks.
Another skill to focus on when it comes to workload management strategies is delegation. So many people get caught up in the idea that if they don’t do something it either doesn’t get done right or they are not showing value to their employer. But the opposite is entirely true. By delegating important tasks to others, it shows that you know how to assign tasks based on individual talent and ability.
Demonstrate That You Keep Your Cool Under Stress.
Workload management really comes down to how you deal with stress in the workplace. That’s not to say you will never experience stress, but if you know how to manage it you will be better off. Tell your interviewer about a time where you felt stress in the workplace and what you did to alleviate it. You may take a break and come back to the problem with a fresh vision. Or you may find that sticking to a schedule helps you stay calm when you’re busy.
Are you ready to find your next opportunity? Talk to the recruiters at Harvard Resource Solutions and find a new job in Southeast Michigan.
March 17th, 2017
Every corporate ladder has a top rung. And most of the time a company is structured like a pyramid. There are more entry-level and mid-level positions available than executive opportunities. For this reason, many companies believe they won’t be able to retain their top employees as they grow in their careers and look for more high-level opportunities. But is this truly the case? There are a variety of ways to keep your top employees happy without needing to restructure your entire organization. Here are some ways to make that happen.
Offer What They Really Want
This isn’t to say that you have to accommodate every possible need your employees bring to the table. But you may want to investigate some of the most popular work incentives and implement them as a part of your corporate culture. When you provide benefits or added value that your competition cannot, you are likely to create an environment that is attractive to top talent.
Modernize Your Benefits
Just because something has always been done one way doesn’t mean that is always the best way. It might be time to look at your benefits package and bring it up to the 21st century. For example, remote working solutions wouldn’t have even been considered by employees of the past, but it is quickly becoming the top draw for talent in the workplace.
Pay Attention to Growth
The biggest challenge many companies have with retention is career growth. Your staff is ambitious. If they weren’t, they wouldn’t be the top performers in your organization. And while you might not be able to promote everyone to a C-level executive position, it is essential that you pay attention to their need for career development.
Encourage Career Loyalty
Finally, you want to create an environment and workplace that is so loved by your staff that the mere idea of transitioning to another company sounds ludicrous. Buy building employee loyalty, your staff won’t consider other opportunities when they are approached by headhunters or your competition. This can start with being loyal to them and having their back on the job.
Do you want to hire talent who will remain loyal to your company? Contact Harvard Resource Solutions to learn more!
March 10th, 2017
Human resources is a job that requires good interpersonal skills, great communications, and making the right first impression. If you’re looking for a new opportunity in HR but feel as though you’ve been passed up for dream jobs, it make be time to take another look at your own first impression. What could you be doing that will cause someone to take a pass? And what can you do to improve your chances of landing that opportunity?
While it may seem important to you, talking about why you disliked your last job or last boss will come across as extremely negative to a potential employer. Avoid badmouthing your past experience. Instead, focus on the positive. Even if you left because you were dissatisfied, turn that information into a positive reason. For example, rather than saying you were unhappy in your last job, tell them that you are looking for an opportunity that engages with the experience you have acquired over the years.
Trying to be Perfect
Perfection can also lead to problems for a future employer. If you’re trying too hard to make the most perfect decisions all the time, you may be limiting yourself and unable to come up with creative solutions to problems. Companies aren’t looking for perfection, they are looking for someone who can handle the job and make important decisions quickly.
It is also imperative that you are prepared before the interview. Not only do you need to research the company as much as possible, but make sure you can speak about your own experience as well. Not providing details to back up your claims can lead to a poor impression by the hiring manager. Be prepared for any question that comes your way. And if you don’t know the answer, don’t make something up. Tell them you want to research it and get back to them.
Troubling Body Language
You should also pay attention to your body language. Humans say so much more with eye contact or posture than is even possible with words. While you have to make sure that your statements are on point, you should also make sure that you’re not giving them the wrong impression with your body language. Make eye contact, but don’t stare. Practice a firm handshake. Don’t recline, spread your arms or legs, or appear too timid. Both arrogance and lack of confidence can be communicated in the way you carry yourself.
Do you want to find your next HR opportunity? Harvard Resource Solutions, now hiring for jobs in Southeast MI, can help so call today!
February 24th, 2017
If you’re in the job market, you know you need good references to get to the next step of the process. But how do you know who to ask and what to get when you’re in your search? Good references can help you find the right job and get hired.
Use these thoughts, tips, and suggestions to contact the right people, get the right information, and take the next step.
Think About Who to Ask
The first, and most important, step is to know who to contact. If you’ve had rocky relationships with past employers, they are obviously not a great choice. Choose former managers and coworkers who can speak to your expertise, reliability, and share positive information about your work experience. It doesn’t have to be the HR department of your last job or a manager that you didn’t get along with. This is also why it is important to avoid burning bridges and build your network both in person and online.
Determine Your Key Points
It is perfectly okay for you to request your reference to go over some key points. For something that you can use across the board, think of the top three traits that you want to communicate to a potential employer. These don’t just have to be hard skills pertaining to the specific job, they can be soft skills such as communications or teamwork that will be important to share. If you want something more targeted, use key information from the job post to inform your points.
Talk to Them About Their letter
Now you’ve determined who to ask and you’ve come up with three key points to cover, you should have a conversation with your reference. Ask to meet up for coffee and talk to them about what they can provide and what you need. This is a good practice to keep up with in general and can help you continue to build your network as you grow in your career. Don’t forget to be of service to them as well. No one wants to help someone who just takes and isn’t willing to give.
Provide Their Contact Information
Once you present your reference letter to a potential employer, what happens with it next? Most companies aren’t willing to accept only a letter as a reference, so they will want to contact the individual as well. Make sure to get the permission of your reference to provide their phone number or email address so they can verify everything they wrote in the letter when a potential employer contacts them.
Are you ready to take your job search to the next level? Contact Harvard Resource Solutions, now hiring for jobs in Michigan.
February 17th, 2017
Your marketing team is important for the success of your company. So, how can you be sure that they have all the tools they need to be top performers for your industry? Working with mentors can help improve overall performance, so could you consider creating a mentorship program within your organization. By allowing your seasoned employees to work with your newest team members, you can build their overall knowledge and boost their confidence to achieve success with your company. Here are some ideas to get you started creating new mentors.
Develop the Framework
The first step to creating a successful mentorship program within your organization is to put together a framework. Formalizing the program creates a process that everyone can follow without having to guess or make up steps. You can develop this program within your marketing department and provide access between new employees and their mentors.
Next, you want to make the program interesting enough that employees from all ends of the spectrum want to become involved. You shouldn’t make participation mandatory, but you can enhance the program that will encourage everyone to participate and benefit from the development of these mentorship relationships.
It is also helpful for a business to make connections between entry-level and experienced employees. Match similar personalities to create better situations for all of your employees. When you make or encourage the connection of like-minded people, you will have more success overall.
Guide the Relationships
It is okay for you to guide the mentor and mentee relationship to ensure that the program is benefiting your organization as well as the individual careers of your marketing professionals. Make sure they use the resources available to help them think through problems, learn new skills, and create new ideas that can help your marketing department succeed.
Measure the Success
Lastly, you want to measure the success of your mentorship program. Does it help your entry-level employees pick up the duties quicker? Does it help the experienced employees feel ownership over their jobs and the department more? Look at how this is affecting the overall success of your marketing department and adjust accordingly.
Are you thinking about establishing a mentor program in your marketing department? Or are you seeking motivated candidates to fill marketing and other roles in your workplace? Contact Harvard Resource Solutions to see how we can help you today!
February 10th, 2017
Before you make that job offer, how do you know this candidate is the right person for the job? A bad hire can cost your company time and money. Knowing how to look for warning signs that indicate an administrative assistant isn’t all they appear on the surface is important. Here are some red flags to look for to help you make better hiring decisions.
Resume Spelling and Grammar Mistakes
An administrative assistant job is one that relies on attention to detail. So their resume will tell you a lot about how they approach this. If they have multiple, easy to spot errors in spelling or grammar, they may not be a good fit for your organization.
Poor Body Language
Body language is also a tell-tale sign of their confidence and ability. This role will be in touch with a lot of people from all levels of your organization, so if they use timid body language, they may not be suited to your business. Overly arrogant body language can also be a red flag.
Important Information Missing
Are they lying by omission? Did they leave out an entire job from their resume or information that would be critical to helping you decide to hire them? If you spot glaring omissions in their information, ask them to clarify. If they can’t, or are unwilling to, this could be a bad sign.
Positivity is also a necessary trait for a competent administrative assistant. Do they lean more toward negative forms of communication? When asked why they left their last job, did they focus too much on their co-workers and management, and not enough on themselves?
Conventional wisdom tells job seekers to dress for the job they want. Erring on the side of professional dress for an interview is a sign that they are taking the process seriously. While you don’t have to see someone in a formal suit, did they go too casual? Is this in line with your office culture?
Unable to Provide References
If your candidate won’t provide references, this is a pretty big warning sign. They should be able to give you names and phone numbers of previous managers or co-workers, but if they can’t there may be a good reason for this.
Are you looking to hire a qualified administrative assistant? Contact Harvard Resource Solutions to learn more today!