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!
January 6th, 2017
Are you looking for a new job in 2017? Searching for work can be difficult and frustrating, especially if you’ve been doing it for longer than you hoped or planned. And when that job posting comes along that looks like it was custom-written for you, but you never hear back about the opportunity, it can be downright disheartening.
What do you do when you know you’re the perfect candidate for a job? Here’s how to show it and get a call back.
You want this job. You really want this job. So when you submit your resume and cover letter, demonstrate your excitement. Companies don’t want to hire people who just want any job, they want to hire someone who is excited about the prospect of working for them specifically. Show this in your communication with them.
At the same time, you should also be showing your enthusiasm for yourself as an applicant. Don’t second-guess yourself. Don’t be hesitant to answer questions over the phone or in the interview. Don’t be afraid to be wrong, but be able to defend yourself confidently. Confidence is very important in the hiring process. But, be cautious not to let your confidence cross the line to arrogance.
Do Your Homework.
Before you send a cover letter, speak with a company representative, or attend an interview, make sure you know as much as you can about the company. Far too often, candidates don’t research what makes a company tick and this can be the extra push to get you consideration. The website is easy, but also look into LinkedIn and any other social media. See if they’ve been mentioned in traditional media as well, like press releases or newspaper articles.
Be Self Aware.
You will be asked about your strengths. You will also be asked about your weaknesses. It is important that you’re able to come up with something, and not just a strength disguised as a weakness. Tell them what you struggle with, but also your plan to deal with it positively.
Ask for the Job.
Finally, don’t be afraid to ask for what you want. At the end of an interview for your perfect job, tell them you want to be hired. Don’t sound desperate or controlling. Simply recap the interview, your skills, your interests, and how you can benefit the company. Ask them to give you the opportunity to demonstrate these aspects for them by offering you the job.
Are you ready to apply for the perfect job? Harvard Resource Solutions is now hiring for jobs in Troy MI, so contact us today!
December 30th, 2016
The winter blues may be more serious than we always thought. It is easy to understand why the cold days of January and February can get us down, but that also means we have to be diligent about mental health during this time. When your employees are down this time of year, do you have a responsibility to ensure that they have a happy and healthy workplace to come to each day? Here are some ways you can help your team beat the winter blues this year.
Create Mental Health Education Programs.
The best way to know how to solve seasonal depression is to be armed with information. If you create a mental health education program for your staff, you can help them better understand what they are experiencing. Partner with a local clinic or mental health professional who can come in and present on the topic and help individuals find the right solutions for themselves.
Provide Resources for Managing Mental Health.
Another solution is to provide resources that can help your staff manage their mental health. Provide flex time for therapy and doctor’s appointments so they can attend these sessions during regular work hours. Provide spaces in your office that can help promote positive mental health, such as sun lamps or break spaces. Allow your staff to provide suggestions that will help them better cope with seasonal blues.
Ensure That Your Workplace is Stress Free.
Workplace stress is a big factor for unhealthy living regardless of the season. But stress can impact someone more if they are already suffering from seasonal depression. Make sure that you are creating an environment that will alleviate stress, rather than pile it on. Help them maintain a stronger work-life balance so they can be fresh and ready to work while in the office.
Encourage Positivity in Your Environment.
Finally, make sure that your office space is positive. This can be as simple as transitioning the wall color from gray to a more sunny yellow. Utilize spaces that have exposure to natural light. Provide healthy snacks rather than vending machines with candy or soda. Bring in a yoga teacher or a meditation practitioner to help teach positive techniques to your team.
Do you want to help your staff avoid the winter blues this year? Contact Harvard Resource Solutions to learn more today!
December 23rd, 2016
Many people assume customer service skills are a dime a dozen. But that is entirely false. To properly sell yourself for your next CSR job, it is imperative that you create a resume that can stand out from your competition. But how do you do that when customer service skills can appear generic?
Before you apply, consider these ways you can effectively showcase your customer skills on your resume and land that perfect job.
- Use the Job Description to Help.
You should always personalize each resume you send. Why? Because this will allow the decision maker to see your skills in terms of their job opening. Use the job description as a guide for ways to describe your experience. Even unconsciously, this will draw the hiring manager into your story and entice them to contact you to learn more.
- Research Other CSR Professionals.
You don’t have to reinvent the wheel every time. Before you craft your resume, look at what other customer service professionals are including. The best place to research this is LinkedIn. While a LinkedIn profile is more robust than a resume, it will give you some ideas. Take them and make them your own.
- Mention Value-Added Skills.
It is important that you showcase the skills the employer is looking for specifically, but you should also add other skills as a selling point. What else do you bring to the table? What can you do that your competition can’t? These added value skills will go a long way to encouraging a second look at your resume.
- Add Hard Data to Sell Yourself.
Another important aspect of resume writing is data. Wherever you can, include numbers that will help the hiring manager understand how you can contribute to their company. Did you save your last company money? Estimate how much, and include that in your resume. Did you develop time-saving procedures? That data will help, too.
- Include the Right Keywords.
Lastly, you should understand that your resume won’t always be read by a human being first. Many companies are using Applicant Tracking Systems (ATS) to help them narrow down the best candidates for their open jobs. To make sure your resume is selected, use keywords that will help. You can pull these from the job description as well.
Do you want to wow the hiring managers in your customer service job search? Contact Harvard Resource Solutions, now hiring for customer service jobs in Detroit MI, now to see how we can help!
December 16th, 2016
You probably have a formula for attracting top talent to your company. Good incentives and pay ranges will make them happy, right? While there is a lot to be said for those categories, one area where management often fails to make an impression is in the office environment.
Unless they work remotely, your employees will spend more time at the office during the day than they do at home with their families. It is extremely important that they feel comfortable in their workspace and value your environment. So, when you’re searching for the best candidates, be sure that your office environment is front and center to attract the right team to your door.
Design an Environment that Makes Good Decisions for You.
Anthropologically, it is easy to see how environment shaped the development of human behavior. Growing certain crops was only possible in certain climates, so those areas became centers for specific food sources. The same thing can happen in your office. For example, if you want to encourage positive and productive behavior, use software that blocks social media or limits access so your staff doesn’t fall back on negative habits.
Make Good Habits the Normal Flow of Behaviors.
To do this, you want to create an environment that allows good habits to flow in the normal course of behaviors. Put the items you want your staff to work with regularly in prominent places within the office to encourage their use. For example, if you want your staff to engage with innovation, place collaborative workspaces in the center of the office to encourage teamwork.
Reduce Any Negative Influences on the Environment.
To that end, it is important to remove items that impact your team negatively. For instance, if you want to encourage a healthy work environment, replace your vending machines with access to healthy snacks. Take out the soda machines and provide bottled water to your team. Create desk spaces that help your staff remain comfortable and stress free.
Remember to Make the Environment a Priority at All Times.
Above all else, make sure that you’re keeping up with the office environment. Continuously reevaluate technologies that could be upgraded or introduced to improve workflow or productivity. If something is in disrepair, make it a priority to have it fixes so no one is negatively impacted by the inconvenience of the issue. And be sure to use your office environment as a selling tool to attract the best candidates available.
Do you want to hire the best candidates for your business? Harvard Resource Solutions can help, so call us today!