Should You Stay or Should You Go? Recognize When it’s Time to Find a New Job

July 27th, 2012

The decision to leave your workplace and head into the unknown in search of a new job will always be highly personal. You’re the only one who understands the complex fabric of your own life, and only you know how to find a comfortable balance between risk and reward, or between the dull security of your current job versus the possibility of something better waiting beyond the horizon.

Most of us envision our careers as an upward climb. As our experience grows, our skills increase, and our salary should increase as well. Rising money and prestige come with rising responsibility, and most of us stop climbing and level off when we’re no longer interested in taking on more responsibilities. At that point, our salary and titles are satisfactory and we usually enjoy our jobs, or at least find them tolerable. There are two common ways this smooth progression can become derailed.
If you encounter either of these, you’ll know the time has come to get moving.

1.    You may want to continue increasing your salary and level of responsibly, but your current company may be unable to help you. If there are no higher positions available in your firm, or if you’ve requested a justified promotion and been denied or passed over more than once, it’s time to leave. You have nothing to lose by reaching out for positions elsewhere, and if you stay, you’ll waste valuable time. Your skills may also stagnate and you may find yourself becoming resentful, which can be hard on your mental health and your workplace relationships.

2.    You need to leave if you’re unhappy. The measure of your happiness is entirely personal, but here’s a rule of thumb: Have you ever had an inner monologue in which you convince yourself that you’re happy and list every one of the reasons, point by point? Have you ever told yourself “I don’t love doing this every day, but I’m sure it’s good for my character. Plus, it’s better than no job at all. Plus, I should be grateful because I’m better off than I was ten years ago…etc.” If you have this conversation more than twice every day for a period of at least two weeks, then it’s time to apply for positions elsewhere. It may even be time for a completely new career. Change may seem daunting at first, but people do it every day. No matter where you decide to go or how you decide to get there, you need to leave. Better things are waiting.

If you are ready to take the next step contact Personnel Services Unlimited to make that decision rewarding.

I Have Plenty of Applicants. Why Do I Need a Staffing Firm?

July 20th, 2012

If recruiting represents your only hiring challenge, and you have a long line of applicants winding out the door for every available position in your company, than you may not need a staffing firm at all. But for most companies, recruiting represents only one small component of the hiring process.

Even after you’ve gathered a pile of applications, you still need to make sure that the right candidates are matched to the right positions. Hiring can be expensive, and every new employee represents a significant investment in terms of financial capital, time, and opportunity costs. Choosing the wrong candidate can be a damaging mistake, especially if it means letting a great one get away.

Expert staffing firms will screen, test, interview and conduct background checks on each of your applicants, which can save resources and provide you with peace of mind. When you outsource these tasks to professionals, you know they’ll be completed correctly and thoroughly.

A good staffing firm can help you narrow your applicant pool by screening inappropriate candidates through phone interviews or in-person meetings. A great staffing firm hires experienced pros who can make decisions based on subtle indicators, targeted questions, and behavioral cues.

The right staffing firm can generate testing material to measure your applicants’ existing skill sets and other indicators of success.

Staffing firms can perform your first round of interviews, simplifying your final selection process and leaving you to decide among only the best matches and most highly qualified finalists.

Background Checks
The background check is an often overlooked, but vital component of the staffing process. Candidates who seem pleasant and highly educated often step through the door without a background check when hiring managers are too busy for thorough due diligence. A stitch in time saves nine, and a comprehensive background check can prevent expensive problems down the road.

Ensure your investment lives up to your standards! Contact Personnel Services Unlimited for help in making the right choice.

Creating an Online Recruitment Ad that Works

July 13th, 2012

During periods of high unemployment, almost any advertisement for an open position will draw responses from dozens, if not hundreds of applicants. Generating interest in your ad is easy, no matter what it says or where you decide to post it. The challenge of recruiting doesn’t lie in collecting applications. It lies in finding the right person for the job in the fastest and most cost-effective way. A hundred resumes may seem like a positive response, but are you collecting the right kind of resumes? Or do these resumes just represent hours of review and guess-work as you try to identify appropriate matches in a huge, generic pile?

A carefully targeted ad may lead to fewer applications, but in the long run it can help you save time, effort, and money. If you choose your words correctly, your ad can make the first two or three rounds of cuts so you don’t have to. By the time you’re ready to review your applications, you’ll know that most of them come from candidates who have a basic understanding of your business model, the job requirements, your company culture, and your expectations.

The least helpful ads offer only the broadest information. They use phrases like “Must have experience”, and provide a straightforward list of the tasks the employee will face each day. If your ad looks like this, tighten your message by taking the following steps:

  1. Envision your target audience. Imagine the candidates you’d like to interview. Are these people friendly, serious, quirky individuals, corporate robots? Are they young and fresh-faced, or mid-career professionals? What approach will they take to this work? What will they think of your workplace culture?
  2. Adjust the tone and language of your post. Imagine you’re speaking to an ideal candidate. If your perfect candidate is warm and enthusiastic, your post should be too.
  3. Finally, include as much detail as you can about what your company does and what you’ll expect from the person in this position. Provide a sense of the big picture surrounding this role and be clear about your expectations regarding education and years of specific experience. Don’t draw applications from people you know you can’t accept. If the employee needs to speak French, have an outgoing personality, enjoy repetitive tasks, or live in the local area, now is the time to say so.

For more information on creating an online recruitment ad that really works, contact Personnel Services Unlimited for more details.

Top Five Most Effective Interview Questions

July 6th, 2012

You have an available position and a long list of candidates you’ve decided to call in for initial interviews. Each meeting will go on for about thirty minutes, and during that time, you’ll need to gather sufficient detail about each applicant to fairly and accurately assess their readiness for the job. You’ll need to make sure your questions are open-ended so the candidates can elaborate on their answers, and you’ll need to make sure each question is as useful as possible. What should you ask? What exactly do you need to know? Here are five questions that can keep the conversation interesting, revealing and relevant.

1.    “Tell me about your most recent position.”
This one is indispensible. The best way to find out what a candidate can do is to ask what she’s doing already. Glean how she feels about this work, how she got into it, and what she thinks of the business model in general.

2.    “Why did you choose to apply for a job with us?”
Ask this one only after you’ve outlined the role and given a basic explanation of what your company/department does every day. If you ask before explaining, she’ll just look for a way around the obvious answer: She needs work. You posted the ad. Voila.

3.    “Where would you like to be in five years?”
This is a vital question that will reveal how ambitious she is, but more important, it will help you find out if your company will be able to give her what she wants. If not, this may be a bad match.

4.    “In this position, you’ll probably need to… How comfortable are you with that?”
Fill in the blank with the most challenging, icky, controversial, demeaning, or boring daily aspect of this position. The candidate should know about it upfront, and you’ll need to gauge his reaction. Does he enthusiastically embrace this aspect? Does he haltingly claim he’ll be okay with it? Is he surprised to hear about it?

5.    “I’ve noticed that in your “additional information” section, you say that you’re (well-traveled/ a violinist/ a black belt in karate/ fluent in four languages). That’s neat! Tell me more.”
This is the best way to wrap up the interview and let the candidate talk about his life and his personality. Listen for any cues that indicate how well he’ll adapt to your company culture.

Make sure that you screen candidates effectively for a precise fit. [Personnel Services Unlimited] can help save you time by hiring the right applicant.

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