Sweep Them Off Their Feet! Three Tips to Help You Woo Top Talent.

September 28th, 2011

Finding top talent for your organization can be a challenge. Hiring new employees can be a long process, and also a costly one. So, when you have spent the time and resources to find the right candidate, how can you make sure that candidate wants to join your team?

It’s time to sweep candidates off their feet!

That’s right, you may just have to do a little wooing to land the top-tier talent that your organization needs to succeed. The job market is competitive, but truly exemplary talent stands out from the pack, and they deserve your full attention. Here are three ways you can woo top talent and get them where they belong – on your team!

  1. Offer competitive salaries. Sure, this is a no-brainer. And no, it’s not all about the money. But we’d be lying if we said it didn’t matter. No one is saying you have to blow candidates away with an egregious salary offer (There aren’t too many businesses that can afford that anyway). But, you should research the positions for which you’re hiring and the average salaries in your area. That way, you’re prepared to offer a competitive salary, and not be out of the running.
  2. Add unique benefits. Do you have regular team excursions? Is your vending machine the best in town? Does your break room have a ping pong table? These may seem like minor details, but job satisfaction and having a little fun are tied awfully closely. Where would you rather work – a drab office with sterile cubicles, or a creative office with a great vending machine and people who know how to smile throughout their day? If you’re unique and your employees like working for you – let prospective candidates know it!
  3. Clearly define the job. If you go out of your way to woo a candidate, but neglect to give a realistic idea of what the job entails, you are setting yourself up for a quick tenure. Be realistic about the job duties, challenges, and potential. That way, new hires won’t be taken aback by unrealistic expectations or a deviation from what was discussed during the hiring process. Give them a clear idea of what your job and company are all about, and you’re setting yourself up for a great partnership.

Let Gage Do the Wooing For You!
We work with top talent across Reading, PA and beyond, and we’ll find you the professionals you need to take your business to the next level.

Re-Joining the Fray? Top 3 Tips for Re-Joining the Workforce.

September 23rd, 2011

Maybe you took some time away from your career, or perhaps the economy caused you to take a little break. But, if you’re thinking of re-joining the workforce, you may be in for a surprise.

It can be rough out there!

The job market is increasingly competitive, and it can be difficult to stand out from other candidates when applying to jobs. If you haven’t worked in awhile, it can seem even more difficult to get the attention of hiring managers.

If you’re considering re-joining the workforce – never fear! Here are three top tips to help you land on your feet – and land your next career opportunity:

  1. Don’t bring up your absence. On your resume, and in your interview, don’t bring attention to your absence from the workforce. Focus on your career accomplishments and, if applicable, education. Potential employers may not even notice that you have been away from the workforce – or they may be so impressed by your career to date that it simply isn’t a concern.
  2. Avoid stretching the truth. Don’t lie if you’re asked about your time from the workforce. US law protects information including marital and parental status, so refrain from bringing that information into the conversation. But, don’t try to fudge dates or your background on your resume. In all likelihood, you’ll be caught, and it really isn’t necessary (nor ethical) to stretch the truth.
  3. Try temporary employment. Ease your transition back into the workforce by partnering with an employment agency. They’ll help you work your resume to highlight your accomplishments, and put your best foot forward. And they’ll be your career ally as you head back into the fray. Plus, temporary employment could lead to permanent opportunities down the road!

Ready to jump back into the fray?
Search our currently available jobs or contact Gage Personnel today!

“I’m Outta Here in 6 Months” – How to Hire Reliable Employees

September 20th, 2011

While the job market continues to remain competitive, making smart hiring decisions is more critical than ever for businesses. Professionals who have been laid off, or have faced unemployment for extended periods of time, may resort to applying for jobs they’re uninterested in, simply to find a paycheck.

So, how can you find reliable, long-term employees?

To avoid bringing aboard transient employees ready to bolt at a moment’s notice, try asking a few additional questions in your next interview. The following questions can help you determine whether a candidate is in it for the long haul, or for the next few weeks:

  • What are your long-term goals (5 years? 10 years?)? Sure, candidates are applying for a specific job, but where do they want to end up? This question can be critical in determining whether a candidate is looking for a long-term opportunity. If responses to this question are a little too rehearsed or “canned,” consider probing more into the response to get concrete details and goals. The specificity and enthusiasm of this response can be a significant indicator for you in your hiring decision.
  • Tell me about a time you… Job hoppers are excellent at answering closed questions. Get candidates to open up by asking them to tell you a story about a specific set of circumstances. How they relate stories of their previous employers, and how they perceive those events in their professional development, can help you determine whether they’re truly serious about the position.
  • What do you love to do? Try to ignite some passion in the candidate. What is it that you truly want to do, that drives you to get up every morning? It’s hard to not sound excited and engaged when talking about something you truly love. If a candidate delivers a “canned” response to this question, it might be time to look elsewhere.

Searching for reliable employees?
Gage Personnel has them! We’ll source our extensive network of professionals across Berks County to find the right fit for your organization.

You’re perfect! But we didn’t hire you.

September 9th, 2011

At some point in your job search, you may come across what you believe is the “perfect” job, with the company of your dreams. You know, the corner office with the big Fortune 500 company that’s in the industry you’ve been dying to get in? Yeah, that’s the one!

You apply for a job that fits all your qualifications, and quickly get invited for an interview. This gives you the feeling that this could be the right opportunity. The interview goes without a hitch, you click with the people who you meet, and everyone seems to like what you have to say. You are sure you have the job aced.

After sending a prompt thank you letter, days go by, which quickly turn into weeks. Then comes the day when you get the dreaded rejection letter in the mailbox. Your heart sinks. You are perfect for the job, but for some reason you didn’t get hired by what could have been a great career. What went wrong?

Before you start taking this personally, which is what many job seekers do, let’s examine the true reasons why employers reject seemingly qualified candidates. These reasons may surprise you.

There’s no science to hiring. Despite what you may think about the actual hiring and interviewing process, human resources professionals do not have a strict method of choosing certain candidates. A lot of this occurs on a subconscious level, over time and experience of dealing with candidates. While HR people do their best to choose candidates who possess the right skills for each job type, something that happens during the screening stage, much of this has to do with their intuitive connection to each candidate during the interview. In other words, it’s not really about you, it’s about the recruiter.

Consider the actual competition. Job seekers today have a tough time finding work, thanks to the higher than average unemployment numbers in most regions. For many jobs, there are at least 200 or more applicants waiting to be called for an interview, but only about 10 will ever get called because HR managers don’t have time to talk to everyone, despite their qualifications. Consider yourself lucky that you got an interview in the first place, and keep the window of opportunity open by applying for new assignments at that same company. You may get a better job out of it, if you are persistent enough.

Internal corporate matters. One of the things that many candidates forget is that companies often have to switch gears, due to industry changes and budget allocations for human resources. While you may have been the right person for the job you interviewed for, the recruiter may have suddenly been notified that a hiring freeze has been instituted by the powers that be. You may get a rejection letter, but this doesn’t mean it’s the end for you. Keep in touch and you are likely to get called back at some future date when the company starts hiring again.

Fitting-in factors. When an HR person looks over your resume, he or she can only see certain aspects of your background and qualifications. During the face-to-face interview, you have a chance to really show what your personality and full capabilities are. Sometimes, despite your best efforts, the hiring manager may get the impression that you won’t be a good fit for the job because you are either over-qualified or won’t mesh well with current employee teams. Again, this is not about you, it’s more about the company’s overall culture and plans.

Remember that the best way to land a great job is to be a proactive job seeker with a thick skin.

The way in which you search for career opportunities must be adapted for the present circumstances. Instead of waiting for a response from the person who interviewed you, why not take the time to follow up with a nice “thank you” phone call a couple days after the fact?

If you get a rejection letter, instead of getting upset, call to thank the interviewer for taking the time to alert you to their decision and to please keep you in mind for future openings. Ask them to refer you to any one in their network who may be hiring currently. Be courteous and respect the HR department’s time, and you’ll likely get called for another opportunity very soon.

For more tips on finding work, interviewing skills, and locating full and part time career opportunities, please visit Gage Personnel’s job seeker portal today!