5 Tips to Boost Your Interview Confidence

February 21st, 2017

Few of us enjoy going on job interview, which is a shame in a way because interviews are a great way to learn more about ourselves, various companies, different ways of doing things, making new acquaintances – possibly new colleagues – and so on.

In fact, learning more about different companies and people (potential managers and even colleagues) perhaps is the best thing about going to a job interview: we’re rather like a sleuth, digging down and trying to find out how we might fit into a company’s business paradigm.

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What’s more, looking at yourself as something of an undercover agent also is a great way to help you boost your own confidence at the interview. After all, never forget that you are interviewing the hiring manager and company, too: just as your possible future manager is trying to see if you’ll be a good fit on her team, you need to find out if the company and opportunity is a good fit for you.

Four Additional Job Interview Confidence Boosters

  1. Research the company as much as possible before your interview: information is power.

The more you know about a company before you meet a recruiter or hiring manager, the more confident you’ll be. You’ll know how your particular skills and background will help the firm move forward and you’ll be able to speak to the hiring manager’s needs right away:

“I saw on your website that you are opening a new location soon. Will you be performing billing services at the new office? If so, I believe my experience with a former employer when I was the only medical biller in the department, helping to train new people in my office as they came on, would be a great help.”

  1. Remember the VALUE you bring.

Noting the fictional medical biller’s statement above, do you see what she just did there? She took note of the company’s plans and she talked about how her experience and expertise will help the hiring manager: she can help train new people in a new office and get the office up to speed quickly. Who wouldn’t want to hire her!? She’s a problem-solver! 

Knowing how you can help a business overcome challenges and/or reach its goals not only helps you feel confident when you interview (you’re certain of your skills and talents), it also makes you the type of candidate hiring managers hire.

  1. As hard as it may be, don’t wonder to yourself about how you’re doing.

Instead, simply aim to connect with the interviewer. This point echoes the first one: you’re on a mission to learn as much as you can about the needs of the interviewer (you’re an investigator), so don’t focus so much on yourself and instead try to listen to, engage with – on an equal level – and connect with the  hiring manager.

In other words, don’t think about your performance aim to put the other person at ease. Taking the focus off yourself can do wonders for alleviating your anxiety.

  1. Picture the moment you hear “I’d like to bring you on board.”

You know your strengths. You know how your skills benefit the employer. You know you’re a great fit. Remember that. Ruminate on it before the interview and then relax. You’ve got this!

Need some help landing job interviews in Orange or Los Angeles counties? Helpmates is here for you. Take a look at our current job opportunities and if you feel one or more is right for you, either apply online or visit the branch that posted the job. We look forward hearing from you!

 

Helpmates Staffing Services Wins Two of Inavero’s 2017 Best of Staffing® Diamond Awards

February 17th, 2017

Once again, our Southern California provider of finance, healthcare, human resources, distribution & manufacturing, and office staffing services has been named to the “Best of Staffing” list.  For the 8th straight year! We are beyond thrilled! And honored!!

Helpmates Staffing Services has earned two of Inavero’s highest awards: the Best of Staffing® Talent Diamond Awards and  Best of Staffing® Client Diamond Award after winning the best “Best of Staffing” award in each category at least five years in a row.

Only 2 percent of all staffing firms in the U.S. and Canada win the Best of Staffing award and only 23 percent of the Best of Staffing Award winners also earn a Diamond distinction. (We won two!)

More than 1.2 million people across the country provided feedback on many of the nation’s staffing firms. Award winners are determined by the percentage of satisfaction scores of 9 or 10 (out of a possible 10) given to them by their placed job candidates and clients.

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Helpmates won in four areas (in every one that was possible):

  • Client Satisfaction Award (8th year in a row)
  • Talent Satisfaction Award (6th year in a row)
  • The Best of Staffing Client Diamond Award
  • The Best of Staffing Talent Diamond Award

We are extremely grateful that our clients and associates chose to recognize us with this difficult-to-reach distinction in the highly competitive staffing industry. We plan to continue to serve you with the highest of service now and far into the future.

We couldn’t be prouder of the hard work our internal team members do on behalf of our clients and associates. They are incredibly committed to helping Los Angeles and Orange County companies find the best talent possible for their staffing needs as well as matching talented and hard-working people with terrific job and career opportunities.

Most of all, thank you to all of our clients and associates: we are extremely grateful for your continued partnership/hard work and belief in us. It’s our honor to work with you!

4 Reasons You’re Not Getting the Job

February 14th, 2017

You’ve applied for many positions. You’ve networked your way into other job opportunities. You’ve even landed some interviews.

But as for second interviews? Let alone job offers? Nothing. Zilch. The sound of crickets fills your e-mail inbox (if sounds could fill your inbox).

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What’s Going On?

You’re getting interviews and that’s a good sign because hiring managers and recruiters don’t contact you for a meeting (even if it’s “just” a phone interview) unless they feel you have most of the skills, background and education they seek. (In fact, the average job opening receives 118 applicants, with only about 20 percent of them receiving interviews.)

So that’s good. But no call backs? That’s bad and chances are it is you (and not them).

And while you don’t want to hear it’s your fault you’re not getting second interviews and/or job offers, it’s actually good news: it means it’s something you’re doing – or not doing – and you can fix that.

4 Things You’re Doing (or Not) That Are Costing You

The mistakes you’re making generally boil down to four things. Take a look below.

  1. You don’t understand the real reason companies hire people.

Businesses hire employees because they need problems solved. They need someone to fix the problem of answering the phone. They need someone to take care of the marketing issue. They need someone to fix the no sales conundrum. They need someone to run the computer, balance the checkbook, make the widget, and so on.

But most of us tend to think “Hey, I’m a nice person and I can do the things you need. So hire me!” And then we wonder why we didn’t get the job.

And the reason we didn’t get the job is because another candidate understood why companies hire employees and made sure the hiring manager knew that she could fix that hiring manager’s problems.

Employees cost money – up to 80 percent of a company’s gross revenues. That’s a big chunk of change. So to be hired, you need to bring more to the company than what it costs to keep you there. You may say, “Well, I’m not in sales, so I don’t bring in anything.” But you do: if you save a company money, that’s making money (shorten a process; retain more customers, keep the computers running so the company doesn’t have to get new ones, etc.).

So you need to know and articulate what value you bring to a company: how what you know and what you do and how you do it will save/make the company money.

  1. You didn’t understand what the company does and how your skills could help it.

This is a very easy fix: before ever applying to a company, do some research. Check the company’s website, Google it and read articles about it. Find out is mission, if it has one; its goals.

The absolute worst thing you can do is arrive at an interview and say something along the lines of: “What is it you guys do?”

  1. Not saying – and showing – that you want the job.

Before you say “Well, I’m there to interview; of course I want the job!” understand that actually asking for the job as you shake the interviewer’s hand is extremely powerful: “Tenisha, my five years in accounts payable will help you ramp up your A/P needs the day I arrive. I would love to work with you and I hope to hear from you soon.”

What’s more, if you sit in the interview slumped in your seat, grunting your answers, looking at your watch, not asking questions, and so on, you’ve just shown the hiring manager that you could care less about the job. Instead, be interested in learning about the company; ask questions as to its future; do that research we mentioned and talk about something you read about the company’s goals, and so on. In other words, show enthusiasm.

Remember, the person who wants the job the most– and shows it – tends to get the job.

  1. Not following up properly.

Sure, you no doubt know that you need to send a thank you note to your interviewer. But most people don’t, to their detriment. And of those who do, the thank you is….a “thank you for meeting with me.” And while that’s nice, remember what your job is as a candidate: show your value.

Your thank you (handwritten or sent in an e-mail) after an interview is another chance for you to showcase how hiring you benefits the company. It also can help you clarify a point, or make a suggestion. It also allows you to, once again, ask for the job!

Need some help in getting second interviews? How nice it will be to tweet #IGotTheJob! Let the talented recruiters here at Helpmates help you get the interview…and the job offer! Call or visit a Helpmates branch near you today.

Consider the Resume: Time to Say Goodbye?

February 7th, 2017

As much as technology has changed the way we look for work and look for new employees, one thing has remained pretty much the same: the resume.

Sure, many automated tools allow us to create out resume, scan resumes, search to see if a resume contains the skills, education, etc. (keywords) that are needed for a candidate to be able to do the job if hired, post jobs online, apply online, and on and on and on.

And the one constant in this constant change? We still require that applicants create and send resumes!

Should the Resume Stay or Go?

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There’s been some talk over the past few years about “doing away” with the resume. Yet before we get into why this may be a good idea, let’s talk about the benefits resumes offer both the candidate and the employer.

Resumes:

  • Provide a snapchat of a candidate’s skills, education and accomplishments in a one- or two-page document. Easy to read and scan; not too hard to create.
  • Can be tailored for each job opening, highlighting a candidate’s specific skills, etc. that fit a particular job. (Benefit to job seeker.)
  • Are easily scannable into an employer’s database, allowing recruiters the chance to automatically sort through resumes, looking for the specific skills, education and background they feel a candidate should possess. (Employer benefit.)

The Argument for Saying Goodbye

Here is where resumes fall short – extremely short: they are inefficient, inaccurate and provide absolutely no true indication as to whether an applicant can actually do the job, if he will fit in with his colleagues and if he will enjoy the job, all extremely important things to know when looking for work or hiring.

Resumes also  act as a barrier to people who would be good fits and technically able to do the job because their very nature has them acting as filters and roadblocks: unless a resume has the exact skills, background and education “needed” for the job, both human and automated screeners tend to say “no.”

This, plainly, is nuts. After all, just about every hiring manager has at least once said “you’ve got the job” to someone who wasn’t a great “match on paper” who then turned out to be wonderful. And wonderfully happy and successful.

Resumes also are potent “lie machines”: they require that hiring managers and recruiters rely on what a candidate says on them. Some falsifications are relatively easy to spot with a little digging (education, certificates, job history), but how does a manager know if a person really is outgoing and a team player? The candidate truly may feel he is such, but different degrees of “plays well with others” definitely exist.

Possible Resume Alternatives

So if a job hunter or even a hiring manager and/or recruiter decides to “just say no” to a resume, what are some possible substitutes? Here are just a few (with two of them described below):

  • LinkedIn profiles: Recruiters/managers can take a look at different candidates, comparing the same elements. What’s more, because LinkedIn is a public platform, some believe they “encourage” information that’s more truthful than what could be on a resume. The bad side – for candidates – is a LinkedIn profile isn’t very flexible as to what can and can’t be included.
  • Personal websites: Obviously, these can be very candidate-focused (and candidate-subjective). It can be harder for a hiring manager to figure out what is real, what is exaggerated and what is just plain false. But websites could be exceptionally powerful – and even accurate – for candidates looking for creative work: writers, graphic artists, website designers, marketers, etc.

While we understand that the “get rid of the resume” fight will continue – and possibly grow stronger – we still accept and want them here at Helpmates. Just as we always welcome candidates who visit our offices in order to apply for work, we also ask that applicants include their resumes when applying for specific openings. Contact the office nearest you today.

5 Ways Contractors Can Help Maximize Your Talent ROI

January 24th, 2017

Today’s organizations are looking for ways to maximize their talent investment while simultaneously attracting and retaining exceptional professionals. No small task, right?

The pressure is on!

Are you maximizing your talent investment?

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In today’s ever-changing economy, the most resilient of organizations are maximizing their talent investment by getting creative. Balancing full-time and part-time employees with contractors offers unique benefits to keep your organization agile and successful. In fact, here are five ways contractors can help you maximize your talent ROI:

  1. They help you stay flexible. Flexibility in staff and staffing costs allows organizations of all sizes to remain profitable. The ability to scale up or down your staff to meet increasing (or decreasing) workflow removes unnecessary stress and planning for handling permanent staff.
  2. Contractors can help you reduce talent costs. It’s one of the oldest benefits of working with contractors and it still rings true – augmenting your staff with contractors often can reduce your talent costs significantly. Besides saving you time and cost by outsourcing your recruiting function, you’ll also save on benefits and onboarding costs. And when the contract ends, the salary comes off your payroll (unless/until you need more talent).
  3. They help you better allocate resources. When you work with a staffing partner (such as Helpmates), the administrative burden of paperwork and oversight, as noted above, falls on the staffing partner instead of the employer. This can free your managers or HR department to focus on more mission-critical tasks.
  4. Contractors bring some fresh perspective. Contractors can serve as a breath of fresh air for many employers. Maybe you’re struggling with a specific challenge or your organization is suffering from stagnating innovation. Or maybe you’re not suffering or searching at all! Regardless, contractors bring a fresh perspective and voice that can help illuminate problems or call attention to hidden strengths within your team or organization. A “fresh set of eyes” can help you see things differently and can often help you gain a critical competitive edge.
  5. They can help increase performance across the board. Many professionals thrive in contract roles and seek out short-term opportunities with organizations such as yours. The most successful contractors enjoy the constantly-evolving challenges and opportunities presented by new organizations and projects, and tackle them with enthusiasm. The very nature of contract employment also demands consistently high performance – contract employees can’t just sit back. They’re constantly improving their skills and gaining new ones. Their ability to land future contracts depends on it. That means better results for your team and ultimately, your organization.

We work with some of the most talented professionals across Southern California. Our network of contractors is ready to jump in and start getting results for your organization. Contact your nearest Helpmates office today to talk about your specific needs and to learn more about how we can help your organization achieve its goals.

Image courtesy of Ambro at FreeDigitalPhotos.net.

4 Ways to Maximize Value From Performance Reviews

January 17th, 2017

For many organizations, performance reviews are an item to check off the to-do list. But the most successful enterprises use annual reviews as a strategic leadership and planning tool. Research shows that more than 2/3 of employees would work harder if they felt their efforts were better recognized, and organizations who implement regular employee feedback have turnover rates that are nearly 15 percent lower.

It’s time to start getting value from your performance reviews

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Make 2017 the year your organization gets real value out of performance reviews. Keep these four tips in mind:

  1. Ensure performance reviews are a two-way street. Employee input and feedback are critical components of successful performance reviews. Your meeting should include much more than reading scores off of a sheet! At least a few days in advance of your meetings, send an email (or mention to your team individually) explaining that, while you’ll be delivering feedback in performance reviews, you will be expecting some input and feedback from your team as well. That includes feedback on the organization, or input on where employees would like to take their careers. Set expectations ahead of time, so that you really maximize your time reviewing performance reviews and demonstrating clear value for everyone involved.
  2. Be prepared to get specific. Avoid generalities such as “You’re doing much better,” or “You’re doing a great job” during performance reviews. Everyone appreciates compliments, but when you provide specific examples of great work or offer measurable differences that demonstrate how your employee is doing “much better,” you’ll not only boost the esteem of your team, you’ll help illustrate just how your team has improved. Research shows that more than half of employers don’t track improved performance — tracking performance helps your employees feel valued and ultimately to contribute more! To get even more value from your performance reviews, consider offering suggestions for ways to take results even higher for next year as well.
  3. Go beyond delivering feedback. Specific feedback is important, but you should go beyond feedback to ensure you’re setting the stage for continued success. Prior to scheduling your employee meetings, meet with HR or executive leadership to ensure you have outlined specific next steps for each employee. To start, use some of those tips build on the suggestions found in the third suggestion above.
  4. Realize you’re just getting started. Research shows that nearly 2/3 of employees don’t ever see changes based on feedback they give during reviews. So while you may be relieved to have finished your performance reviews, simply delivering feedback and setting expectations isn’t enough to get real change or results. The end of the review is where the real work begins! As their leader, it’s your responsibility to ensure your team members have the tools, support and accountability needed to reach their goals. Many of us have left a meeting or workshop feeling excited about what we can accomplish…but it’s very easy to fall right back into our old patterns. As their leader, you can help bring it all together and keep everyone on track toward reaching their individual and team goals. Consistent follow up meetings can help you stay on track, even just a few minutes every week.

Performance reviews are a valuable tool to help you assess and retain your top talent. But when you need help finding talent, call your nearest Helpmates office. Our network includes thousands of professionals across Southern California. We can help you find the best employees to reach your organizational goals.

Time Management 101: Tips for Recruiters

January 10th, 2017

Ever feel like your day just flies by? From reading resumes to posting jobs and interviewing candidates, the 8 to 5 can evaporate quickly for recruiters. But while fast days can be a good thing, it can sometimes leave you feeling stressed or worse, behind.

Rescue your time with these tips for recruiters.

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It’s not impossible to balance daily recruiting responsibilities and maximize your time while finding the best talent. Try these four tips to reclaim your time and focus on your most mission-critical tasks:

  1. Avoid last-minute meetings. The ‘pop in’ is a notorious time waster in every office, but for recruiters they can prove costly. One or two minutes here and there may not seem like a big deal, but when you have three, four or even five people popping in to your office for a few minutes every day, they can quickly turn into hours wasted. Not only do you lose the actual time speaking with colleagues, but you lose time and focus on the tasks at hand. In other words, you have to break away from what you’re doing then get yourself back on task. Often times, this time doubles (or even triples) those ‘few minutes’ you were initially going to lose! When you are heads down on mission-critical work, let your coworkers know that you’ll be unavailable. If you have a ‘chat’ or ‘email’ program that allows you to set your status, be sure to set your status to ‘busy’ or ‘unavailable’ when you’re working on your most important tasks. Then, be sure to stick to your guns. If an unexpected pop in stops by, smile and politely let your colleague know that you’re unavailable now, but stop by at XX time and you’re happy to help (or, ask if it’s something that can be handled via email).
  2. Turn off email notifications. While some issues may be better relegated to email, the most productive recruiters manage email effectively. ‘Inbox zero’ is a nice goal, but it can seem intimidating or even impossible for many. As a result, many recruiters receive constant email notifications, dealing with emails as they come in throughout the day in order to prevent a backlogged inbox. While this may seem like a good idea, constantly checking your email means that you’re not actually working on work! Instead of being constantly on call for email, set certain times throughout the day to check and handle your messages. This way, you can stay focused on tasks as they land in front of you and can avoid distractions provided by emails throughout the 9 to 5. (Hint: This also works well for voicemail messages).
  3. Set a plan for your day (but know it likely won’t be exact). Take a few minutes at the end of each work day to outline your goals and set expectations for the following day. While pop-up meetings, client calls and last-minute interviews will come up from time to time, having an idea of your must-dos and scheduled calls or meetings ahead of time can allow you to prioritize your time effectively and more efficiently handle interruptions or disruptions to your day.
  4. Partner with a staffing firm. One of the best ways to eliminate unnecessary time wasters and allow you to focus on mission critical steps is to partner with a staffing firm (such as Helpmates!). We take on the most time-intensive tasks of recruiting and only present you with the most qualified candidates for your job openings, freeing you to focus your interviewing efforts on top tier candidates who are ready to step in and make an immediate impact. Rather than sifting through thousands of resumes, you’ll only see the most highly qualified few at the top of the pack. Whether you need help vetting candidates at the onset or would like someone to take on a bulk of the process, your staffing partner can help eliminate unnecessary steps and burden on your organization.

We can help your organization better maximize its talent investment. Our network of talent includes top professionals in a range of disciplines across Southern California. Contact your nearest Helpmates office to learn more about how we can help your organization.

4 FREE Career Resources to Kick Off the New Year

December 27th, 2016

Did you reach all your career goals in 2016? Here on the Helpmates blog, we are proud to have provided many career tips and resources to help you advance your career. We hope you found them valuable!

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These career resources can help you get to the next level.

But as you set your sites and reaching even greater heights in 2017, there are a range of unexplored tools and resources to help you gain a career boost. And while there are many paid services and tools that can help, there are a tremendous number of high-quality resources that are available for FREE. Here are four (4) of our favorites:

  1. LinkedIn Educational Webinars. LinkedIn is the most valuable social network for professionals and anyone looking for career opportunities. Your LinkedIn profile offers recruiters and employers insights into who you are as a professional, and the value you can add to their company. But maximizing your LinkedIn profiles and staying active on the site are critical to putting your best foot forward. LinkedIn’s educational webinars offer you insights into the essentials of a strong profile, and how to get the most value out of the tool.
  2. When it comes to online education, Udemy is at the forefront. With valuable courses in areas such as productivity, leadership, personal brand building, creativity, and career development, along with a range of technical and specific career-oriented courses, you will absolutely find a wealth of information to help you reach your career goals in the new year. While some courses are paid and require an investment, many are free and easy to find on the site (just do a search and select “free” to show those courses that don’t require purchase.
  3. After making a big splash in the early 2000s then disappearing for a while, podcasts have made a major comeback. Experts across a range of industries and disciplines are creating thousands of hours of content to help you reach your career goals. The “business” and “education” categories are a great place to start for career resources. Whether you’re searching for high-level career and job search advice or targeted, industry- or skill-specific insights, there’s something for you. And the best part is, all podcasts available through iTunes (or on your iPhone) are free and can be listened to during your morning commute, on a run or on the go!
  4. Your Helpmates Talent Relationship Specialist. We couldn’t resist talking about career resources without talking about our own services! Here at Helpmates, we work with you to identify your career goals, review your skills and experience, build your resume and cover letter and ultimately impress employers to help advance your career and meet those goals. Our Talent Relationship Specialists are experienced, passionate professionals who understand the marketplace in Southern California, and know what it takes to thrive in a variety of roles with some of the regions most exciting employers.

Ready to get ahead in 2017? Search our available jobs or contact your nearest Helpmates office to take the next step.

Image courtesy of Stuart Miles at FreeDigitalPhotos.net

Top 6 Skills Employers Are Seeking in 2017

December 20th, 2016

Thinking about a job change in the New Year? Here at Helpmates and across the country, dynamic, innovative companies are looking for talent to help them reach new heights in 2017.

But do you have the skills they’re seeking?

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With more options than ever, today’s employers are looking for certain skill sets in talent, regardless of position. The following list includes 5 of the top skills employers are seeking in the New Year:

  • Customer service. Strong customer service skills will never go out of style. And in today’s businesses, every role is essentially a customer service role. PRO TIP: Be prepared to answer questions about delivering exceptional service in your next job interview. Even better? Step it up a notch and be proactive about your focus and abilities on delivering exceptional service (to customers, or even other employees!).
  • Have a knack for building websites or helping your family through their technical challenges? It could be time to put those skills to use in your career! Many employers are now looking for tech-savvy employees in a variety of non-technical roles.
  • From inter-office memos to emails and other internal documents, you might not realize just how much writing you do in a work day! The ability to clearly and concisely convey meaning and drive action is highly desirable in just about every role — bring samples or be prepared to discuss why your business communications are effective to make a positive impression on interviewers.
  • Problem-solving. We all hit the occasional road block at work. But how we work through those challenges helps determine our strength and success as an employee. Many employers request employees who have strong problem-solving skills, for a variety of roles. To help prepare for your next interview, start thinking now about times where you were presented with a challenge and worked your way through it (and lessons you learned along the way).
  • Sure, most of us have to, well, talk, during the work day, but have you thought about your verbal skills from the perspective of an employer? Probably not, but it’s likely time to start working on your verbal skills. One of the most critical times you’ll need those skills is when you’re in an interview! Practice answering interview questions so you can accurately convey your message during interviews. But also think about how your verbal interactions affect your colleagues and bosses once you’ve landed the job. Are you accurately and clearly conveying the right message? Are you getting great results when you ask for assistance or when you deliver feedback? These are critical components of a successful career, and employers will be listening carefully to see whether your skills measure up.
  • Okay, this isn’t a skill per se, but it’s still extremely important to employers today. If you walk into an interview brimming with enthusiasm for the role and company, you will make a positive impression on interviewers. Keep the enthusiasm going in your thank you notes, second interviews and when you start the job — your new career adventure will most definitely be off to a great start!

Here at Helpmates, we work with a wide range of top employers across Southern California. We connect you with great jobs to help you advance your career and reach your goals! Search our available jobs or contact your nearest Helpmates office to find YOUR next great career opportunity.

Image courtesy of stockimages at FreeDigitalPhotos.net.

5 Outdated Recruiter Habits (and What to Focus on Instead)

December 16th, 2016

The employer/job seeker relationship today is vastly different than 15, 10 or even five years ago. Today’s candidates expect more from employers after they hit “send” on their resumes. Those organizations whose recruiters understand and embrace the new recruiting reality are winning the battles for top talent. Those who are standing by their outdated recruiter habits are struggling. recruiter habits

Are you winning great talent or struggling to find them due to outdated recruiter habits?

It’s time to look honestly at your recruiter habits to determine whether they are helping or hindering your recruiting efforts. Here are five outdated recruiter habits that make the biggest negative impact:

  1. Form, template or mass messages. Today’s job seekers are more savvy and discerning than ever. They want to be “wooed” by employers. At a minimum, they want to be treated like an individual instead of a number. With the number of tools and technologies available to reach candidates quickly and easily, it can be tempting to continue “following a script” in your communications.

    This is one of the fastest ways to burn bridges and turn candidates OFF of your organization.

    It’s fine to start off with a general message you use for a certain role or specialty, but take the time to customize it for specific candidates (just as you expect them to customize their resumes for your job openings!). Review their LinkedIn profiles and look for commonalities or information you can include that shows you are truly sending a one-on-one message. You’ll stand out to candidates for the right reason.

  2. Sticking to an interview script. Ten or twenty years ago, many recruiters and interviewers would print out a sheet of questions and diligently work their way down the list during each interview. Providing a neat and tidy recap of the conversation, it was often the “go to” resource during job interviews.

    Both employers and candidates today are much more savvy than 20 or even 10 years ago. Candidates expect to have conversations instead of rigid interviews – and the strongest candidates are ones who navigate those conversations with ease. Successful employers understand that top talent can address expectations and requirements during an interview without having to fit into a “mold.”

    If you’re still sticking to a script, you’re not only behind the times, you’re potentially hurting your organization. Asking every candidate the same questions almost completely ensures you’re hiring “the same person” for every role. For innovative, growing companies, this mistake could literally kill their businesses.

    Using an interview script also sends a message to candidates that your organization is outdated. Today’s top talent is looking for the cream of the crop among employers. They want employers who are innovative, looking ahead and who are invested in the right technology and tools to help them do their jobs effectively. If your recruiters aren’t using the best tools to do their jobs, why would candidates expect the best tools to do theirs?

  3. Taking their time to make a hiring decision. Strong hiring decisions are critical to the short- and long-term success of your organization. But, if your hiring process takes a long time, requires multiple visits and interviews and generally is, well, bloated, your organization needs to catch up.

    Top talent today is often contacted by recruiters within days of posting their resumes. Many don’t post their resumes at all! Finding and reaching passive candidates is essential to landing top talent for your organization. When talent is already employed and not actively seeking a job, do you really think they are going to welcome a weeks-long hiring process? Or multiple visits and interviews?

    We recently shared tips for speeding up your hiring process. Implement this advice to speed up your hiring process and move past one of the most outdated recruiter habits.

  4. Posting the same generic job descriptions. We’ve been discussing job descriptions here on the Helpmates blog quite a bit lately, and with good reason. Strong job descriptions can help you land better talent that is enthusiastic for your jobs. They can also save you time and money.

    Yet some recruiters are still using the same, generic job descriptions their organization has posted for years. If your organization is often hiring for the same positions, it’s acceptable to post the same description.

    Cutting and pasting a job description from five or two years ago is not acceptable and is one of the most outdated recruiter habits.

    Your organization is constantly changing. Chances are your roles are evolving too. Your job descriptions should be evolving with them. Instead of using your descriptions as a checklist of requirements, use them to inform candidates about the role and your company. Your job descriptions should be selling your company!

    Check out these quick tips for job descriptions that deliver – toss out your old descriptions and start using this critical tool to attract top talent.

  5. Disregarding overqualified candidates. Today’s professionals may have two or even three different careers by the time they hit 40. That’s a lot of skills and experience! But along with those skills and experience can come the stereotype that overqualified candidates are a poor choice.

    What a mistake!

    Candidates whose skills exceed the requirements of the position are often leaders who can help mentor younger employees. They bring enthusiasm and skills that can add dimension and productivity to the role that you never imagined. Although a strong resume can help top talent stand apart, candidates are often much more than you see on paper. Discounting candidates simply because they appear overqualified could mean losing out on significant opportunity for your organization – both immediately and down the road.

Here at Helpmates, our team is at the forefront of the latest recruiting trends, tools and technologies. We’ve built strong relationships with an extensive network of talent across Southern California, and we can find the best talent for your organization and needs. Contact your nearest Helpmates office today to learn more.

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