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.

Screening
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.

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

Interviewing
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.

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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