August 19th, 2016
Office managers are often the glue holding everyone in an office together. You will deal with individuals at a variety of levels within the company, as well as clients and customers. If you’re looking for an office manager position, it is not only critical to demonstrate your professional experience but to showcase your soft skills. Here are the most important soft skills you must include on your office manager resume.
It may go without saying that you should highlight your ability to communicate, but the real art is in exactly how you do it. You want to demonstrate that you have not only a grasp on interpersonal, verbal communication but also strong written skills. The resume itself becomes your tool, as well as a well-crafted cover letter.
Some companies also refer this as a “self-starter.” What you want to show is that you take initiative without being asked. You can demonstrate this in your descriptions of your previous accomplishments. For example, if you created an organizational system make sure you pointed out that you assessed a need before it became a large concern.
Office managers will have a lot of responsibilities, but the same hours in the day as everyone else. Time management skills are critical. Can you do the work that is necessary within established time frames? Can you work with tight deadlines? Can you reduce the time to complete some tasks allowing you and your staff to be able to accomplish more in less time? Have you done this before?
Speaking of your staff, an office manager also has to work with a number of people from every level of the company. That means collaboration is far more important than competition. Learning how to work with others is critical, and encouraging others to participate in team activities is also important. Showcase team activities from your past.
An office manager is also the person responsible for any and all problems within the office. In fact, it may be a good idea to learn how to solve problems before they even happen. Show on your resume that you have been a problem solver. Don’t just suggest that you can solve problems, but give specific examples. Remember, the first problem you would solve for an employer is filling an open position that needs an experienced office manager. Be the solution to their problem.
Are you looking for your next office manager position? Harvard Resource Solutions is now hiring for jobs in Troy MI, so contact us today!
August 12th, 2016
Temporary workers can be the very lifeblood of certain industries. When you have surges of production that need additional help or a backlog of work that must be completed, hiring a temp is a great way to ensure success. But temporary workers do have needs, just like your permanent staff. So how can you create a better working environment for these short-term employees? Here are some ways you can help your temps stay happy and engaged while on assignment.
- Communicate with them and their recruiter.
The first essential step of establishing a good working relationship with a temp employee is communication. While they have arrived with the basic skills you need, don’t assume they know how to do exactly what you want how you want it. Communicate your needs effectively, and provide constructive feedback. Don’t forget to include praise when they do a great job. Also, keep your contact at the agency informed about their performance.
- Be prepared on their first day.
Another challenge for many temporary workers is a lack of resources from the start. Many companies aren’t prepared for their new short-term employee and waste a whole day trying to track down workspaces and technology in their working environment. Take a day or two before their first day to prepare for them to arrive. They will know they are valued and will be more willing to do a good job for your company.
- Establish the expectations early on.
Before your temporary employee arrives on the first day, establish the expectations with them and the agency recruiter. Let them know what you need to have happen, the goals of the assignment, and how their performance will be measured. When they arrive, reiterate these expectations. Ask them what they hope to achieve by working there as well, so you can have a mutually beneficial relationship.
- Reinforce that their contribution matters.
Lastly, make sure they understand that their role in your company, even for a short period of time, is essential to your success. Value their performance. You may not be able to provide bonuses or incentives since they are not your permanent employee, but continuously reinforce that they are valued, and provide this feedback to the agency.
Are you looking for temp staff to fill a short-term need? Contact Harvard Resource Solutions to learn more today!
August 5th, 2016
When you’re applying for opportunities, it is your job to demonstrate your skills and abilities to a potential employer. Your role as a job seeker is to prove to the hiring manager that they want to hire you over your competition. Giving them something to recognize as a stand-out skill will help them make that decision.
So, how can you be completely prepared to ace your interview and land that next job? Use the following tips to enhance your chance of being hired, and prove yourself to be a good choice for the company.
- Know your job.
It sounds reductive, but it is important that you know your own job backwards and forwards, so you can communicate your experience to a hiring manager. When a company is looking for a new employee, they have a problem to solve. You need to demonstrate how you can solve that problem.
- Understand the market.
It is also important to know how the market works in relation to your specific job. Look up information on the salary for your job title in your area, and learn about what other people doing your job do. Find out what is expected in that position at most companies, so you can provide those skills, as well as added value.
- Develop your skills.
To further these skills, never stop learning. Read books about your job and continuously expand your experience. But also talk to the hiring manager about ways you can continue to grow within their position.
- Practice communication skills.
When you’re looking for a new job, you also need to demonstrate your skills communicating with people of all levels of business. You should also show your skills when writing emails. Make sure that everything is correct in spelling and grammar and edited before you send a cover letter or thank-you note.
- Network within your industry.
Between jobs, it is a good idea to continuously expand your network. When you do, you can also expand the network for your future employer. Be a connector. Introduce them to people who can be potential resources or even customers.
Are you ready for your next job interview? Contact Harvard Resource Solutions, now hiring for jobs in South East MI, to learn more!
July 29th, 2016
It has always felt like the temporary staffing industry was concrete. Employers simply contact an agency to help them source and hire talent each time an open position becomes available. But even staffing is facing an evolution in the midst of our technology- and internet-driven culture. If you’re a manager, it is a good idea to find out more about the current staffing trends so you can stay on top of the game for your own industry.
Consider the following temporary staffing trends that employers need to know about.
- The on-demand workforce.
Freelancing and the online access to short-term jobs has changes the employment landscape. After the recession, when many Americans were facing layoffs without any prospects for the future, the Gig Economy was born. Some people find short-term jobs online to make extra money, while others decided they like the flexibility of these opportunities. Staffing agencies have taken note, and many are making changes to their service offerings to accommodate these working relationships between clients and candidates.
- Understanding big data.
Along with internet access and the sharing economy, the current world is run by data. Big data to be specific. Over the last decades, the tech community has created so many efficient ways to collect data that the ability to analyze it hasn’t kept up. Staffing agencies are relying on big data to determine trends, and your company is affected by this information whether you’re actively engaged or not. This opens up avenues of discovery, as well as a new job market for tech professionals and analysts.
- Online communications systems.
With all of these changes in technology and the way we use it to communicate, it isn’t a wonder that more agencies are turning to social media, emailing, and text messaging to communicate with clients. Face-to-face contact isn’t going away any time soon, and neither are phone calls, but many companies are supplementing this with forms of online communication. There are a few reasons for this, but the immediacy of connection is the primary motivator.
- Seasonal hiring.
Finally, a staple of the staffing industry is seeing positive growth. Many employers are making use of true temporary staffing by working with agencies to help them bring on additional employees for their busy seasons. Different organizations will have different needs, but temp jobs are still one of the most cost effective ways to handle short-term hires. The agency handles the prescreening, placement, payroll, and management of the team while the employer benefits from their labor.
How can you work with a staffing agency to help your company succeed? Contact Harvard Resource Solutions, a Staffing Agency in Detroit MI, to learn more!
July 22nd, 2016
Conventional wisdom reinforces the idea that being unemployed is inherently bad. New college graduates are expected to find a job before they even leave school. And individuals looking to make a change in their career path are encouraged to have a new job before they turn in their two weeks’ notice. But not having a job right away isn’t always the worst thing you can do for your career. If you’re still looking for a new opportunity, don’t get too worried. Here are some positive things to keep in mind while searching for a new job.
- Take time for yourself.
Whether you’re fresh out of school or between jobs, it isn’t a bad idea to take some time for yourself. You’ve been focused on one thing for so long, a moment of self-discovery could be worth the rest of your life. Don’t put off your job search, but while you’re looking, do something you’ve always wanted to do. Write that novel. Travel. Start a blog. Take up a new hobby. Do whatever makes you happiest.
- Don’t rush into something not right.
A big mistake job seekers make when they have been out of the job market for a little time is to take the first offer that comes along. While financial concerns are quite real and important, taking a job that is a bad fit could be just as damaging to your long-term financial and mental health. Spending a little extra time could mean the difference between quitting again and finding a career.
- Work on your networking.
While you’re not working, spend time on your networking. If you’re more introverted, start with your social media presence. Build your LinkedIn profile. Create a website that can be a portfolio or online resume. Then, branch out to face-to-face networking. Go to a local industry meeting. Challenge yourself to talk to at least three people. Connect with others in your community.
- Create a career plan.
This is also a good time to make a map of where you see yourself in six months, a year, five years, and 10 years. What skills do you have? What do you really want to do? What can you match up? This can give you an idea of the types of jobs to start looking for now and how to fit them into what you want to do in the future.
Are you looking for your next career opportunity? Contact the team at Harvard Resources Solutions, now hiring for jobs in South East Michigan!
July 15th, 2016
Finding the right person for your open position can be a challenging process. With so many potential candidates applying for your jobs, how do you determine which are the best fit? Every company needs to make tough decisions when choosing one candidate out of hundreds. Some companies like to hire recent college graduates for their entry level positions. There are a variety of benefits to doing this. If you’re considering the perks of hiring new grads this year, here are some factors to keep in mind.
- They’re eager to learn.
Most recent college graduates have not had an opportunity to gain experience in their field. They may have held summer jobs, but most likely they are looking for an entry-level opportunity to get their foot in the door. Hiring new grads will allow you to tap into this enthusiasm and harness it for your own company.
- They offer a new perspective.
When the same group of people is making a decision every time, you run the risk of your brand or product getting stale. Adding a fresh perspective into the mix can help you change things up just enough to target newer audiences. You’ll find that these new ideas can be incorporated seamlessly into your existing business just by having someone to help you bounce around ideas.
- They’re more flexible.
A younger employee does not have a lot of the same considerations for time or learned behaviors as their more experienced counterparts. They aren’t as likely to have excessive commitments that negatively affect how they can spend their time. While it is absolutely appropriate to allow for your employees to have a positive work-life balance, you can take advantage of the schedules of your younger employees while they’re still flexible.
- They know technology.
There is no denying that technology is changing the way business works. Companies unwilling to embrace new ideas and enter the technological age are quickly being left behind. But you don’t have to do a complete overhaul to gain some basic advantages. When you hire millennial new grads, they bring with them a lifetime of tech experience and can help you make small changes to improve your company’s processes.
- They expect starting salaries.
We would be remiss if we didn’t mention the financial benefits of hiring young college graduates. Because they do not have extensive experience in their field, they are more likely to accept a lower salary than their more experienced counterparts. While you shouldn’t exploit young workers, you can pay them a lower living wage as they are gaining valuable experience working for your company.
Are you ready to make some new hiring decisions? Contact the team at Harvard Resource Solutions today to learn more!
July 8th, 2016
Going out for that next marketing job can be a harrowing experience. There is a lot of stressed involved when it comes to knowing if your resume is on point, your references are in check, and you can demonstrate the necessary skills to the potential employer. Preparing for the interview may be the most important step. You’ve already cleared the application hurdle, so the hiring manager sees something in your background that will help their company. Now it is your job to prove it to them.
Use these common questions to ace your next marketing assistant interview.
- “Why do you like working here?”
Get into the interviewer’s head a little. You probably already looked them up on LinkedIn, but what you can’t learn on social media is how someone is motivated. When you ask them about why they like what they do, they recognize that you are interested in learning more. It also shows them you want to know why they are successful in the industry.
- “What is your company culture?”
Everyone knows that they need to ask more detailed questions about the job duties and the expectations of the role. What few people consider is asking about the overall company culture. Ask about the environment, the dress code, the general attitude of people in the office. Ask where people go to lunch or what they do outside of the office for team-building experiences. All of these things will demonstrate that you’re a team player.
- “How do you see this role developing?”
A job seeker never wants to seem too eager to skip over this job to the next level, but it doesn’t hurt to be prepared. You will likely be asked about your own expectations in five-to-ten years, so why not ask about theirs? You want to know how they see this position evolving over time. What can you bring to the table to help it grow and continue to benefit the organization?
- “What makes other people successful here?”
Lastly, you want to know what makes other new hires successful in the company. Ask about the people who have been there the longest and find out what makes them motivated. Find out how they are rewarded for their work. Find out the ways in which they contribute. The more you know about what makes a successful employee in their environment, the better you can adjust your own expectations to fit the job requirements.
Are you looking for an interviewing opportunity in marketing? Harvard Resource Solutions is current hiring for marketing jobs in MI, so call now!
June 24th, 2016
Have you considered working with a recruiter to enhance your company’s hiring process? If so, you may have some questions about whether or not it will be cost effective or time saving. If you have never worked with a staffing agency in the past, it is important that you learn what services they can provide before you hire them as your business partner. Here are some of the benefits of working with a recruiter and how they can improve your processes and success.
- Save your business time and money.
There are a lot of hidden costs in the hiring process. And hiring the wrong person can be even more destructive to your bottom line. You must consider the cost of advertising and pre-employment screening as well as the onboarding process. And what kind of money do you lose while the job remains unfilled. A recruiter is an expert in this process and can handle all of the sourcing and prescreening. They will conduct initial interviews and only submit the most qualified candidates for your review. They will also be able to advise you in the decision-making process and as you train the new employee.
- Expand the candidate pool.
Recruiters work hard to build extensive networks in the community and industry. They have access to individual candidates as well as their own extended connections as they recruit for your open position. They also know their own database and may have candidates in mind who would be a perfect fit. By allowing a recruiter to focus on their job, which is sourcing qualified professionals, you can concentrate on your job.
- Specializations provided.
We all know that you can’t fit a round peg into a square hole. Asking an administrative staffing agency to fill a medical position isn’t a good business decision. Different industries their own requirements. Some may simply need more time and attention while others need additional background checks and certifications. As a recruiter develops their career, they begin to specialize. Healthcare, accounting, and legal services are just some examples that require specialized skills. Trained recruiters know how to find qualified candidates in these areas.
- Long-term employment support.
And if you think you’re just paying for resumes and scheduling interviews, you would be wrong. Recruiters are part of the entire employment procedure. They help both you and your new employee transition into a full-time relationship by counseling both parties throughout the hiring process. If a candidate isn’t meeting expectations, the recruiter can help you out with the termination, transition, and replacement as well.
Do you want to work with a local recruiter to help hire the best people in Metro Detroit? Contact Harvard Resource Solutions Staffing Agencies in Troy MI today!
June 17th, 2016
When interviewers ask difficult questions, they aren’t specifically trying to stump job seekers. But it can be a good dividing line between who they will hire and who they won’t. There are a variety of questions that interviewers will ask with the intention of weeding out the individuals that they don’t think would be a good fit for their open position. If you want to make a good impression, look out for these common questions and learn how to answer appropriately and impressively.
- What is your process for solving the problem?
The most common behavioral interview question starts with “tell me about a time,” so most applicants are aware of how to handle this process. You describe your narrative in a way that you hope will be on track with the company’s own mission. But that is where some interviewers will throw out a curve ball. Sometimes, after the problem you solved they will ask you about the process. Most people don’t consciously think about their decision-making process, but thinking about this before you interview will be a good step to creating an answer that will impress the hiring manager and make them think seriously about bringing you on their team.
- Is there anything you wish you had done differently?
Our culture convinces us that we don’t have the luxury of second-guessing our decisions. When we do, we chalk it up to regret. Many job seekers will have a knee-jerk reaction to this question that will tell them not to admit to faults, but the interviewer isn’t trying to find flaws with you. They want to know that you can critically think about the decisions you’ve made in the past. And that you are willing to learn from your mistakes. Before your interview, think about the things you might have done differently in your career. Demonstrate that you’re willing to accept that your decisions are imperfect and that you could have done it differently to achieve a better outcome.
- What do you like to do in your free time?
Most candidates breathe a sigh of relief when they hear this question. The problem is that most candidates overthink their answers. They want to impress the manager by sharing some of the same interests, so they may look at LinkedIn to determine what they have in common. While managers do sometimes like to make personal connections with potential employees, what they really want to know is what makes you tick. What is your motivation? You can simply be honest with this answer, but do it in a way that expresses who you are as a person and not just a list of your hobbies.
Are you ready for your next job interview? Contact Harvard Resource Solutions, now hiring for jobs in Troy MI, to see how we can help today!
June 10th, 2016
In the 21st century, branding means something very different than it did just 20 or 30 years ago. Today, it isn’t enough to buy an ad in the newspaper or have a listing in the yellow pages. Today, the right company brand will depend almost entirely on internet presence, social media, and word of mouth. And what you do will not only attract customers, but it will also attract better candidates to your door when you have an open position. So how does this work? Use the following advice.
- You will attract similar personality styles.
You know that personality fit in your organization is as important, if not more, than the skills that someone brings to the table. Someone can have the perfect professional background, but if they are not comfortable in your office environment it won’t be a good match. When you have a good company brand and reputation, you will attract like-minded people to your organization. Consider companies like Google that have cultivated a very specific corporate personality and seek out others who believe in their mission to work for them. You can do the same thing on any scale with well-planned company branding.
- You’ll base your value on more than money.
When employees accept jobs solely based on the amount of money they make, they are then very likely to use this as the criteria for leaving your company as well. If you provide more value than just a strong salary, you’ll encourage employee loyalty. Once again, look at Google as an example. While you may not be able to replicate their personality, you can recognize it and immediately understand why people are drawn to work there. You can do something similar on any scale with your business by looking at the office environment and the additional perks and benefits you can offer.
- Improved overall retention.
Long term, building a better company brand and having the recognition and positive reputation will help you not only attract better candidates but keep the star players in your court. When employees are happy and engaged they aren’t likely to look toward the greener grass on the other side. In fact, they may find that the grass simply isn’t any greener anywhere else. Employees will not only want to work with your company but they will stay and they will become strong brand ambassador and company advocates for you to continue making good hiring decisions.
Do you want to improve your employer brand and attract top candidates? Harvard Resource Solutions Staffing Agency in South East Michigan can help, so call now!