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 under-represented skills in today’s workplace. If you are good at managing your work load 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. Literally tell the story of a time when your organizational skills helped you excel at 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, now hiring for jobs 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!
February 3rd, 2017
Once you get called into that face-to-face interview, it can feel like you’re already past the most important hurdle. They selected you from your resume, so you can feel pretty confident about your chances of getting the job. But, there are some challenges in the interview that, if you’re not prepared for them, may cause you to miss out on a great opportunity.
Here are four steps you have to take to prepare and ace your next interview.
1. Do Your Homework.
One of the biggest mistakes candidates make before stepping into their interview is not researching the company. You should never have to ask what a company does, and it will be looked at as a red flag. You should at least review the website to see some key information about who the company is and what they do. But you can also review sites like LinkedIn and Glassdoor to learn more.
2. Dress for the Job.
The advice is “dress for the job you want, not the job you have.” This means you need to put your best foot forward when it comes to selecting your interviewing wardrobe. Always err on the side of professional. Men, wear a suit and tie. Even if you skip the jacket, don’t skip the tie. Women should wear a suit with either a skirt or pants and keep accessories to a minimum.
3. Know Yourself.
You may think that recalling important information about yourself is easy in an interview, but it can be more difficult thank you think. Most importantly, review your own resume ahead of the meeting so you can make the connections between the key points of the job description and your experience. This will allow you to draw the interviewer’s attention to these items in your answers.
4. Be On Time.
Finally, make sure that you arrive on time to the interview. If you can, learn the directions ahead of time and even make the drive before your appointment to see what traffic and conditions are like. Arrive at the interview 10 minutes early so you can observe the office culture before your meeting. If you are going to be late, call immediately to let them know.
Are you ready for your interview? Contact Harvard Resource Solutions, now hiring for jobs in Southeast MI, to see how we can help you today!
January 27th, 2017
Interviewing, just like any other skill, is something you need to practice. No one starts out intuitively knowing how to interview or ask all the right questions of candidates for open positions. But learning how can be the difference between making the right hire and bringing on someone who is not a good fit for your business. Before your next interview, learn these five questions to ask candidates and better gauge whether or not they are right for your company.
1. How would your last boss describe you?
This question is designed to help prompt your potential employee to tell you more about themselves from another perspective. They will have to stop and think about the way their last boss communicated. They will be able to provide a vision of themselves as someone else would describe them.
2. Tell me about yourself.
Similarly, one of the most popular questions for interviews is not a question at all. Rather than focusing on the last boss and what they would say, here you want to know where the potential candidate starts their narrative. Do they begin at the beginning or do they just tell you the parts that are important for your open position.
3. If you could do anything, what is your dream job?
This answer will give you an idea of what it is the employee wants to do long term. Do their long term goals reflect the mission of your company? Are they just looking for any job to pay the bills right now or would they be invested in the opportunity that you’re offering specifically?
4. What 3 things motivate you?
Is it money, recognition, and work/life balance? Is it family, knowledge, and contributing to the greater good? Everyone who walks through your door has a different set of motivational factors. Your job is to make sure that the newest team member is motivated in a way that works with the rest of your team.
5. Why do you want this job?
Finally, you want to know that the potential candidate has done their homework and is prepared to work for you, not just for anyone. If they can’t tell you some specific reasons why this job speaks to them, they may not be ready for the opportunity that you have to offer. They need to be prepared as well.
Are you ready to conduct your next interview and hire a great employee? Contact the team at Harvard Resource Solutions Staffing Agencies in Troy MI to learn more.
January 20th, 2017
Confidence is important. Many recruiters and hiring managers will suggest that a confident candidate without the exact skills will still win a job over a competent candidate who doesn’t believe in themselves. Confidence in your job search is essential for landing the right opportunity. So how do you boost your job search confidence and make sure that you’re presenting yourself in the best way possible? Here are some inside tips:
- Have a confident posture.
You remember when your mom or your teachers told you to sit up straight? While good spine health was the primary motivation for this demand, there is a lot more to it. Straightening your back and pushing your shoulders not only makes you look more confident but also helps you feel more confident. Practice your posture before meeting with a potential employer.
- Repeat a positive mantra.
Positive affirmations may sound ridiculous, but they are psychologically sound. Before you go to the interview, look at yourself in the mirror and share some positive words of wisdom to help you. If you find yourself becoming negative or losing confidence in yourself, repeat the words back to you. A good, basic, mantra is “I can do this!” But you can be creative. Find an easy way to remember motivational quotes that speak to you.
- Review kind and nice things.
Your teachers and parents probably told you often to believe in yourself. Like your posture, this wasn’t just lip service. If you believe in the positive contributions you’ve made, you’re going to be more confident overall when talking to a potential employer. Before the interview, look at your references to read nice things others have said about you. Look at old letters or anything else you’ve kept that makes you feel warm and happy about yourself.
- Dress to impress.
Lastly, what you wear is as important as how you carry yourself in an interview. If your clothes don’t make you feel good, you won’t be confident. Like the style, the color, and the way it fits you. Feel comfortable in your own skin and you’ll radiate confidence in an interview. Keep your clothes simple with few accessories, but if you have a tie clip or a necklace that makes you feel happy, wear it.
Are you prepared for your next interview? Call Harvard Resource Solutions to find out how we can help you land a new job today!
January 13th, 2017
It has taken nearly 10 years, but the job market has finally switched focus. Since the recession, companies have been in the driver’s seat. With far more qualified candidates for open jobs, a hiring manager could afford to be picky with the choices available. The pendulum has swung the other direction, and now the shoe is on the other foot altogether.
2017 is expected to be a candidate-driven market, which will require a very different method of hiring than companies have been used to. Here are some ways your organization can succeed in the coming year:
- Pay Attention to Local Salary Ranges.
Sometimes when the market is heavily skewed in favor of the candidates, salary negotiations start higher than feasible. The most important thing you can do when negotiating salary with potential candidates is to know the current data surrounding money for your specific city and the job title. The best resource for this is still Salary.com or Glassdoor.
- Assess and Streamline Your Hiring Process.
Now is also a good time to assess and streamline your hiring process. Are there any steps that are unnecessary? On the flipside, are there any prescreening tools you can use to make the process easier and fairer for you and the candidate? Look into pre-employment skills testing or work with a staffing agency to help you in the process.
- Know What You Offer That the Competition Doesn’t.
Have you had a closer look at your benefits package lately? What are you able to offer a qualified candidate that your competitors cannot? Don’t just look at the salary or the health benefits, but consider the fringe perks that can help entice a qualified candidate to accept your offer. Your office environment and company culture also play a role in this aspect of hiring.
- Understand Personal Motivation.
Lastly, before you make a hiring decision, try to drill down to the personal motivation of the candidate. Do they present themselves in a way that demonstrates their worth to your company? Are they using the candidate-driven market to position themselves above their actual accomplishments and experience? Do they want to work for your company specifically?
Are you prepared to hire in a candidate-driven market? Contact the experts at Harvard Resource Solutions to learn more today!