Not Hearing Back After an Interview?

July 3rd, 2017

You put everything you had into your interview. You practiced beforehand, researched the company, chose your outfit carefully, and created a perfect elevator pitch. And on the day of your session, you did everything right, from your eye contact to your firm handshake to your thank you note sent within 24 hours after the meeting. But weeks have gone by and you still haven’t heard back from you interviewers. What should you do next? And how can you prevent this from happening again in the future? Keep these tips in mind.

Accept that the job wasn’t a fit.

If you brought your best game to the interview and your employers just weren’t interested, it doesn’t mean you did something wrong. But if weeks have passed and you haven’t heard a peep, it’s safe to say they weren’t impressed. So let them go. The lack of connection lies on their side of the table, not just yours, and when a spark isn’t there, it just isn’t there. Forget about these employers and focus on the next opportunity. Stay in motion.

If you see a pattern, change your strategy.

If this is your first interview and you’re being brushed off, it’s no big deal. But if this is your fifth interview session and you’ve receive the silent treatment five times in a row, something’s wrong. You may think your interview performance was above reproach, but after repeated responses that all fit the same pattern, it’s time to recognize that you’re saying something, sharing something, or doing something during your interviews that’s sending up a red flag. Try talking over your approach with a friend or mentor; maybe a second pair of eyes can help you see what you’re missing.

Boost your qualifications.

You can’t go back in time and switch your high school grades from C’s to A’s. But if you’re pursuing jobs that don’t align with your qualifications, you’ll face headwinds during the job market. Be patient. For example, if you majored in chemistry but you’re looking for marking jobs, you’ll find a match, but it may take a while. In the meantime, consider taking night courses or doing some volunteer work that can help you increase and show off your business skills.

Change your target.

While you work to boost your skills so they better align with the needs of your target employers, consider changing those target employers. Maybe you’re looking for jobs in the wrong places, or setting a bar that’s a little too low, and maybe you’re overqualified for the types of jobs you’re pursuing. To fix the disconnect, aim a little higher.

For more on how to speed up your job search and win over your interviewers, reach out to the Charlotte career management team at PSU.

How Much Does Turnover Really Cost?

June 16th, 2017

Turnover is an expensive, disappointing hassle; there are no secret there. Every experienced manager knows that an employee tenure of less than one year translates to high cost and limited returns for the company. If your selection process is flawed, your onboarding strategy is off-putting, or your job descriptions don’t match the reality that your new hires face in the workplace, you’re likely to turn your company into a giant revolving door. If you think you can afford a few reckless mistakes now and then, add up the actual cost and find out for sure. Don’t forget to factor in these considerations.

Training costs

When you bring on a new employee, that employee probably won’t serve as a financial asset to the company right away. In fact, almost every position in every industry requires a ramp up period, or a period in which the new hire can only be expected to learn, listen, pick up skills and make educational mistakes. This period may last three days or three years, but as long as it’s still underway, the employee’s presence in the workplace can been seen as a liability, not an asset. You invest in your new team member by providing the training, patience, and damage control that new employees almost always need… at least until they learn the ropes. If the employee leaves before the ramp-up period is over, their tenure can be considered a cost, not a source of revenue.


Morale and attitude are contagious. Positive or negative, they spread from one employee to the next. So when one person on your team isn’t happy, others may start to feel the same way (and vice versa). When an employee heads for the door in search of something better, others follow suit. By the same token, a happy and loyal employee lifts morale, which boosts productivity.

Opportunity costs

When an employee leaves, the replacement process begins, and everyone involved in the sourcing, resume review, interview, and selection process begins shifting their attention toward this project and away from other things. If you add up the hourly salaries of all of the people who contribute to this effort, the price tag starts to rise. Simultaneously, the work they would otherwise be doing must be shifted to someone else or left undone during this time.

Administrative costs

After you account for the advertising fees and the general costs of recruiting and screening candidates, you’ll need to factor in transportation to interviews, fees associated with background checks, and fees associated with adding and removing employees from benefit and insurance plans.

When you estimate the total combined cost of each of these elements, you’ll better understand the scope and the stakes of your hiring decision. For more on how to complete this calculation, contact the Charlotte staffing experts at PSU.

Think Reference Checks are Overrated? Think Again!

April 17th, 2017

As you source candidates for an open position, review resumes, and conduct interviews, you rarely doubt the value of you endeavors. You feel confident that the time you invest in these activities will pay off as you narrow your options and hone in on the most qualified candidates in the pool. But when it comes to reference checks, you may feel differently.

Too often, HR pros and hiring managers eliminate reference checks altogether, assuming that the payoff just isn’t worth the effort, time, and social awkwardness that reference checks entail. But if you’ve weighed the cost and benefits and decided to skip the reference check process, reconsider. Here are some benefits you may be overlooking.

Reference checks don’t take long if they’re done right.

You don’t have to set aside an hour for a long phone call; just correspond by email. And you don’t have to allow a rambling discussion to consume your afternoon; just ask a quick series of concrete questions with easy answers. If you read between the lines, even a five-minute exchange can provide insight into how others feel about your candidate and the general impression he leaves behind.

References DO provide meaningful information.

Managers often skip reference checks because most references provide bland, non-committal, unassailable answers that won’t get them into trouble. But if you don’t let this happen, it won’t happen. Instead of saying “Did you like the candidate?” (of course the answer will be yes), ask something more pointed. Try: “Was the candidate consistently on time? What did she do best? If you had to provide a coaching tip for me, what would it be?”

References catch red flags.

Just embarking on the process can provide meaningful information. For example, if you reach out to a reference and your call is ignored or avoided, you can consider this a successful data-gathering mission. You never exchanged a word, but this non-responsive reference has shared a data point that you can add to a growing picture of the candidate’s profile.

References might give more than you asked for.

An enthusiastic, full-hearted, hyperbolic testament to the candidate’s abilities can be a powerful statement. If even one of your candidate’s references shouts her praises to the heavens, you can consider this a plus. These enthusiastic supporters can also tell you about accomplishments or proud moments the candidate herself may have omitted due to oversight or modesty.

Reference provide a point of comparison.

You may have two candidates with apparently equal technical abilities, in which case a reference check might provide a quick and immediate tie breaker. Make the calls and see what happens.

For more on how to conduct reference checks in an efficient, appropriate, and meaningful way, reach out to the Cleveland County professional staffing team at PSU.

Networking in 2016: Top Strategies to Stay Connected

May 5th, 2016

Technology may change, and the methods and formats we use to communicate may evolve rapidly, but the basic principles that support effective networking tend to remain the same. More than anything else, most people seek out friendly, familiar faces and voices. They feel a sense of pleasure and reward when they learn something new, and feel an equally strong sense of pleasure and reward when they share new information, teach something new, or help someone else accomplish a goal.

So what do these essential facts mean for your 2016 networking strategy? Keep these tips in mind, whether you’re communicating by text, email, phone, social media or face-to-face conversation.

Focus on others

When you’re trying to spark a conversation or keep an active dialogue open and in motion, don’t emphasize your own issues. Turn the spotlight toward the other person, and turn statements about yourself into questions about your companion. If you can’t think of a way to start your message or a way to break the ice, think for a minute about your audience. What does she do? What’s been happening in her life recently? What topics in the local and national news have probably had an impact on her daily routine?

Every touch can resonate

If you’d like to follow up with a recruiter or touch base with a potential contact, be proactive, and recognize that a little goes a long way. A short, polite one-line message or question might be enough to accomplish your goal; and if so, there’s no need for a five-page message or a constant stream of pushy, repetitive texts.

Feelings come through

People have an uncanny ability to sense when we’re trying to make a meaningful connection and when we’re transparently networking. So be nice. Don’t think of your intended connection as a career-building move, think of it as an opportunity to learn more about someone you admire or respect. The best networkers, ironically, are those who don’t network at all. They just enjoy the company of others and genuinely like making new friends.

Remember everything

When people tell you something about themselves or their companies, remember what they say. Pay special attention to needs, pain points, goals and desires. If they’re struggling with something, they want something or they’re facing a challenge, remember this fact. Even if you have nothing to offer at that moment, you never know when this might change.

Be thankful

The two most powerful words in your network-building toolkit are these: Thank you. Whenever you have a reason to thank someone, even the flimsiest reason, do so. There’s never anything wrong with showing gratitude and appreciation.

For more on how to build your connections and strengthen your relationships during this year—or any year—reach out to the Charlotte career management experts at PSU.

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Want to Cut Your Hiring Costs? Streamline the Process with a Staffing Partner

March 18th, 2016

Hiring is expensive; there’s not much argument on this point. Even if your workflows are tightly streamlined and your sourcing and selection practices are lean and perfectly coordinated, and even if you never experience a single HR bottleneck, you still take on a certain degree of risk every time you staff an open position. Meeting with a pool of candidates can take time, and there are a few things more expensive and heartbreaking then finding the candidate of your dreams and watching them walk out the door a few months later.

But if you partner with a trusted staffing agency, you can reduce your risk and cut your hiring costs at the same time. Here’s how.


Here at PSU, our staffing experts have a long track record of hiring success and a wide network of contacts in your industry. So we know where to find the best candidates, and we know how to attract and recruit the highest level of talent. In fact, your ideal candidate may be sitting in our office right now. We go right to the source when we search for talented experts in IT, healthcare, finance, hospitality, retail, and manufacturing.


When we present you with a candidate for a full-time, part-time, or temporary position, you can trust that we’ve done some homework first. Our screening process allows us to narrow the focus and target only the most likely contenders with backgrounds that match your specifications.

Risk Management

When you launch a relationship with a temporary employee, you don’t have to worry about long term commitment; if the two of you form a thriving connection and decide to make things permanent, you can hire the employee as soon as his or her contract period ends. If the match doesn’t work, that’s fine. We’ll provide a replacement right away. We employ the candidate during the contract period, so we take on both the paperwork and the risk.

Listening Skills

Put your trust in our team and we’ll listen carefully to every detail regarding your needs, your business model, your target clients, your growth plans, and—most important—your staffing expectations. We’ll find the candidates you’re looking for and we’ll stay alert to your concerns and red flags. We’ll incorporate every detail into our sourcing and prescreening process.

Hiring Costs

When it comes to tax reporting, insurance, and HR details, we take care of the nuts and bolts so you don’t have to. This can help you cut costs and save time. Let us handle the staffing details while you keep your attention focused on running your business.

To find out more about the benefits of a staffing partnership, turn to the experts at PSU. Contact our experienced Charlotte recruiters today!

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