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Boring Candidates? Boring Job Descriptions Might Be Why

May 11th, 2017

Do you find it hard to stifle a yawn when looking at new resumes or interviewing candidates for your open positions? It may not be a lack of energy in the local talent pool causing this to happen. Boring candidates can be a result of boring job descriptions attracting the wrong personality types to your jobs. But you have the power to spice things up, and here’s how. Before you put your next job opening out there to hope for a new batch of exciting candidates, consider these 4 ways you can improve your job descriptions to attract a better overall quality of potential employee.

Be excited.

Candidates can tell when you’re excited about your own business or opportunity. If you don’t convey this, they may not see what kind of a great job you have to offer. Use your own enthusiasm about working with your company to show some personality in your job description. Don’t just be exciting, be excited about the prospect of these great new candidates working for you.

Start with a bang.

Your job description needs to start with the most exciting part of your company. Use whatever it is to grab attention without being too over the top that you achieve the opposite effect. This needs to start with an attention grabbing headline to convince candidates to click on your job posting.

Include important info.

You also want to make sure that you share the most pertinent information to the job. Without providing a laundry list of duties, share the general responsibilities. Provide a salary range so you can focus on candidates who are qualified but realistic for the job opportunity.

Personalize it.

Finally, you want to personalize the job description. Make it inviting to apply. Some companies personalize a description by including a photo of the recruiter so candidates can get an idea of who they will be talking with when they submit their resume. This can humanize the process so they don’t feel like they are sending their resume into a black hole.

Work With a Top Staffing Agency in the DFW Area

Do you want to attract more exciting candidates to your open positions? Contact the team at CornerStone Staffing today to work with a top staffing agency in the DFW area!

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Hot Job in Fort Worth: Mail Clerks

May 19th, 2016

Our company is dedicated to providing the best possible partnerships between our candidates and our clients. This summer, we are working with a client in Fort Worth to source and hire the best representative for their organization in the mail room.

A premier automotive finance company located in North Fort Worth is looking for mail clerks in a number of departments. For individuals looking for an entry-level opportunity with an excellent company, this is a career opportunity that can’t be passed up. Successful mail clerks will be considered for advancement within the company as they continue to display their excellence.

The mail clerk positions require a dedicated and diligent work ethic, high energy and a positive attitude. The position is responsible for:

  • Maintenance for the flow of incoming and outgoing mail for your assigned department.
  • Delivery and pick up of mail items and documents from the department floor.

Requirements include:

  • The ability to work independently of others, have good time management skills, and comfortable with repetitive tasks. While self-starters are important, candidates must also be comfortable in team environments.
  • Interest and ability to learn to distinguish between different, commonly used documents.
  • Strong attention to detail.
  • Must be at least High School graduate, or GED holder, with 1 year of related experience.
  • A customer service mindset is critical.
  • Must have the ability to manage a schedule, good relationship building skills, and the ability to multi-task.

Mail clerks are responsible for ensuring that the right documents make it to the right hands both inside and outside the company. One of the most popular success narratives is the ability for someone in the mail room to work their way up to the boardroom. While we can’t guarantee that you’ll be the next CEO, an opportunity of this type can provide a variety of benefits including training within a company with an excellent reputation and building your network. The position starts at $12 per hour.

Apply for this position by clicking here!

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Are You Turning Away Potential Job Candidates?

April 28th, 2016

Are You Turning Away BlogOne of the biggest complaints that recruiters hear from client companies is that there just aren’t any good candidates available. The truth is, they may be turning away, or turning off, potential candidates with their application and hiring process alone. Here are some things you can do to improve your processes and attract the best potential new hires to your company.

Have a mobile presence.

The Internet has changed everything, and if you don’t embrace the positives of how these search strategies affect the job search process then you will be left behind. Job seekers are looking for quick access to jobs and application processes. If your competition has a mobile presence and you don’t, you will be overlooked by the top talent. Consult web specialists to learn how to optimize your site for mobile devices. Make the experience easier for web site visitors, not something that is frustrating and sends them to a competitor.

Keep it simple.

An online application also needs to be simple. Far too many employers feel like they need to create multiple hoops for their candidates to jump through so they can pre-screen the potential employees before they ever see a resume. While this sounds like it would save time, it also discourages qualified people from applying. A one-button system to submit a resume will get you a better pool of potential candidates. You are able to accumulate applications and contact information for potential job seekers. If they aren’t qualified for this job, which you can determine after they originally applied, you have their information for future communication of job postings more appropriate for their skills.

Provide a timeline.

When someone applies with your system, let them know how long each step of the process takes. Continuously remind them as they move on to the next step. For instance, you can have an auto reply that will let them know their resume will be reviewed and if they meet the qualifications they will be contacted within a week. If they want more information, provide an option to contact.

Follow up.

Professionals always encourage employees and job candidates to avoid burning bridges, but employers should take the advice as well. Always follow up with candidates even if you don’t plan to hire them. They could be a fit for a future job. Or, they could end up working with a vendor. Following up allows them to always know where they stand with your company.

CornerStone Staffing has been a locally-owned, leading staffing agency in the DFW area since 1991. In fact, more than half of our tenured recruiting staff have been with our company for more than 10 years. Contact our great team of recruiters today to get started on working with a leader in staffing in Dallas.

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Turn that Bad Hire Around

March 24th, 2016

Turn that Bad Hire Around It can be very frustrating when you realize your newest hire isn’t living up to your expectations. There are a number of reasons the seemingly perfect employee crashes and burns once they start working with you. But that doesn’t mean your first resort needs to be termination. There may be ways to rescue that bad hire and tap into the potential you saw when you met with them the first time. Here are some ideas to turn everything around.

Address the issue privately and create a plan.

Before you do anything drastic, talk with the employee about your concerns. Address some of the issues that have come up since they started working and any inconsistencies from their interview. Then, work with them to create a plan to make improvements in their performance, productivity, time management, team skills or whatever is hindering their success. Addressing these issues in public won’t help the situation. Your first instinct should be to sit down and create a plan that works for everyone in your department.

Focus on attitude.

The right attitude is important, but not just for the employee. Both of you may need to change your attitude about the situation. While you can’t always change someone else’s behavior, you can change your reaction to it. Maybe look at why you perceive that the new hire is not performing up to your standards and react appropriately by changing your own attitude. It may help improve the relationship. Everyone learns differently. What took most of your employees one duration of time make take this employee longer. Be patient.

Make them feel part of the team.

Sometimes a new employee doesn’t seem to gel with the team and that can cause misfires when they are attempting to acclimate to the business. Work with your existing team to make the new employee feel welcome. This can help them not only with an adjustment period but they may learn some better habits from your staff.

Do everything you can.

Before you decide to simply pull the plug, make sure that you, your staff and the new employee have done everything possible. If, at that time, things still aren’t working out the way both parties would like to see, you can move on to another option and terminate the employee. Be sure that you remain professional and help them with the transition as much as possible.

Finding qualified, experienced personnel can be a challenge. Work with a leader in staffing services in Dallas by contacting the great team of recruiters at CornerStone Staffing today!

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How to Use Behavior Interview Questions to Assess Cultural Fit

February 25th, 2016

Cultural FitBehavioral interviews have been a favorite technique in the recruiting world for many years. By asking questions that encourage candidates to explain how they might handle themselves in a given situation, an interviewer will be able to gauge their personality, reactions and overall fit with the company and position. How do you determine whether their answer will demonstrate their ability to fit in with your existing corporate culture? Here are some tricks to understanding what they are really saying.

Go beyond skills to accomplishments.

When you’re asking them about what they do, don’t just focus on the daily duties. Find out how they utilize what they know to benefit their employer. Ask them to tell you about a time when they felt particularly proud of a contribution to their organization. These responses will give you an idea of how they see themselves contributing to a company.

Listen to how they answer, not what they answer.

More importantly, you want to gauge their responses for tone and attitude. If they speak negatively about previous experiences there is no reason to assume they won’t feel the same way in this job. You want to understand their motivations and why they respond the way they do.

Ask them to describe the environment they thrive in.

Someone who prefers to work in a professional and conservative environment will not feel at home in a creative and loosely organized company. Their answer will also give you an idea of whether or not they’ve researched your company culture before the interview.

Ask what they liked most about their last job.

If someone can’t find a single appealing quality from their last position, they may have other issues in the workplace. Find out what they liked and, more importantly, why they liked it. Even if that position wasn’t a good fit for them, concentrating on their genuine interests will help them fit in better in a new environment. You can build off those passions and interests with the new position, allowing the potential employee to really thrive with your company.

Ask how they view their coworkers and supervisors.

Lastly, you want to know how they work with the people around them. They will be spending more time with their co-workers and supervisors than they spend at home with their families, so these relationships need to count. How they answer this question will tell you a lot about how they view the people they work with every day.

At CornerStone Staffing, we have unmatched staffing services in the DFW area for clients and job candidates. Contact our great team today to get started on meeting all of your employment needs!

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What Happens When You Don’t Like an Employee?

February 11th, 2016

Mad at Each Other

There is no written rule that you have to like everyone you work with, but as a manager it is critical that you are able to look past personality differences to get the best out of performance. What happens when you don’t actually like an employee? Your first reaction could be to remove the problem from the situation, and you aren’t going to be the first choice to leave the organization. Before you decide to fire them, consider the ways you can alter your perception and work with this disliked employee.

Find a solution.

While the workday is easier to get through if you like the people around you, there will be times when this isn’t possible. The first thing you can do is work on a finding a solution to the problem. Are they having productivity issues? Offer more training. Do they distract coworkers? Place them in another area of the building. Remove emotion from the situation and think how about you can help this employee enjoy their job more.

Utilize their strengths.

Even if you don’t like them, they must have some redeeming qualities. Maybe you haven’t tapped into their best work yet. What do they excel at in the office? What do they like to do? Find out how you can use your skills to your company’s advantage instead of just being frustrated by your interactions with them every day. Setting someone up to succeed by taking advantage of their strengths will work better for everyone and the company.

Talk to them.

Sometimes, when you dislike someone, it comes down to not completely understanding them as a person or their motivations. Make an extra effort to talk to and get to know the employee you don’t like. You may be surprised to find out interesting facts about them or realize that you may have a few things in common. There also could be personal issues affecting their daily behavior at work. While you need to tread lightly in these situations, it can be eye-opening to realize everyone’s personal life isn’t perfect.

Change your reactions.

If there is one universal truth in life it is that you can’t change someone else’s behavior, but you can change your reaction. Think about why this person rubs you the wrong way. What can you do on a daily basis to change how you respond to them? You may find that if you approach the situation differently things may start to even out. Altering behavior takes time, and you will regress at times, but working toward these changes can prove beneficial in the short term and long term.

A locally-owned, leading staffing agency in the DFW area since 1991, CornerStone features 25 years of experience in working with companies. Through constant communication with HR directors, managers and supervisors, we are constantly striving to meet our clients’ staffing and recruiting needs. Contact our great team today!
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Avoid These 5 Mistakes in Your Next Job Interview

February 4th, 2016

Bad Job InterviewAs a job candidate, the interview is your place to shine. The company is already interested in your skills or they wouldn’t have called you in. Now, they are looking to see if you are a personal match for the company environment and current team. It is critical at this time to put your best foot forward. Here are some mistakes that job seekers make that end up costing them a job offer.

They don’t do their homework.

You might be surprised how many job seekers enter an interview and ask, “What does your company do?” The single most important thing you can do when you schedule an interview is your homework. Research the company on their website, on LinkedIn and any stories in the news. This will give you a good base of knowledge before you talk with them, and it will allow you to customize your skills and accomplishments to their needs.

They come across as arrogant.

There is a huge difference between confidence and arrogance, but the line that separates the two is thin. It is okay to share your successes and accomplishments. In fact, that is highly desirable. But do not cross the line into arrogance. This will be an immediate deal breaker for the interviewer, and they won’t take you seriously as a candidate. Strike the right balance, and you’ll be on the right track.

They look at their phone.

Another mistake job seekers make in their interviews seems like such a common sense issue. They leave their phone on and, even worse, check it for texts or calls throughout the interview. Since the inception of cell phones, receiving communications on the go has really changed the way interact with one other. But you would do yourself a great disservice by interacting with your phone and not your interviewer at this crucial meeting.

They don’t ask questions.

In an interview, it is likely that the hiring manager will ask you if you have any questions. The worst thing you can say is no. In fact, if you’ve waited to be asked if you have any questions then you may have already missed your opportunity. Treat an interview like a conversation. Answer questions but also ask them as they pop into your head. Just don’t interrupt the interviewer.

They criticize others.

Finally, never use your interview as a personal soapbox to complain about your former employer, bosses or co-workers. Most importantly, don’t answer a question about why you left by criticizing your previous experience. This will give the potential employer a bad impression of you and they will, rightfully, believe that you may have the same attitude working for their organization.

It’s personal service from our tenured recruiters that makes CornerStone Staffing stand out from the rest of the staffing agencies in Texas. Take the next step in your career and contact CornerStone Staffing today to work with a leader in staffing and recruiting.

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What’s the Most Effective Way to Communicate in a Job Process?

September 18th, 2015

How to Communicate

While you’re searching for a job, there are plenty of instances when the communication needs to be initiated by the hiring company. But there are other times when it is up to you to communicate to the hiring manager. You need to be in control of your job search as much as possible. How do you know the right times and how much contact you should be having throughout this process? Here are three things to consider when communicating with a potential employer.

How often should you connect?

This largely depends on where you are in the process. If you have submitted a resume then it is fine to follow up once to make sure that your resume was received. If you have been contacted for a phone interview, make sure you ask what the next step is after the phone interview and when they expect to schedule face-to-face interviews. Finally, for a traditional interview follow up once within a week of the meeting or by the time the interviewer specified that they would be making a decision.

What is the best method?

The key here is to determine the best way to communicate with the specific hiring manager. Some people prefer phone calls and others prefer emails. Try to determine the best method for each individual. However, if it is unclear then an email is usually a good fallback plan. It gives them the time to review your message and respond when they are available. If you do use the phone, don’t call first thing in the morning, lunchtime, or right before the close of business. Around 10 a.m. is a good time because they’ve caught up from the previous night.

How to avoid being a nuisance.

The final piece of the communications puzzle for job seekers is to ensure that they don’t inadvertently sabotage their chances of being offered the job. Hiring managers have a big job to do. Not only do they have to fill this open position (and possibly other positions) but they also have to handle their own day-to-day tasks. If you follow up too often or become an inconvenience, they may become frustrated and place your application in the “No” pile. If a company doesn’t contact you after you’ve followed up once after the interview then it is time to move on and continue your search.

It’s personal service from our tenured recruiters that makes CornerStone Staffing stand out from the rest and allows us to offer you clear, objective job search assistance that gets results. CornerStone Staffing, now hiring for jobs in Arlington TX, can help so call today!

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Are These Unique Resume Formats Right for You?

August 7th, 2015

Is your skillset unique or not standard for your industry? If so, you may be finding that conventional resume formats don’t tell your story in the right way. You might benefit from some more creative resume solutions. Without going too far to the opposite extreme, considering an alternative resume format for your professional narrative might help you find the right job. In truth, there are no right or wrong answers when it comes to creating a resume that suits your personal style. Just stay cognizant of the impression it can make on the reviewer. Here are three unique resume formats that you can consider.

Creative Resume Design
If you simply Google “unique resumes,” you’ll find a variety of creative layouts. Many people who work in visual industries use design techniques to create graphic resumes that not only share their experience but demonstrates their skills. Many people are also incorporating an online resume, website, or portfolio as their primary resume information, especially when their job revolves around computers, information, or social media. Look at Pinterest to get some inspiration for a unique design that can sell you as a candidate.

Functional Resume
For someone who still wants something more practical but not the typical chronologically resume, the functional format is an excellent alternative. A chronological resume is the traditional style of resume since most people naturally think that way. It includes a list of jobs starting with the most recent. A functional resume, on the other hand, focuses on skills and accomplishments without a chronological order. It is particularly good for people looking to change careers or who haven’t had a lot of previous experience.

Hybrid Resume
A hybrid approach will take all of these features into account. You may still want the resume to be more traditional but you can add some flair with some design elements. You will also want to continue to focus on your long-term accomplishments, recognition, and talents. Depending on your ultimate goals, you should select a resume format that works best for you and your industry.

If you are looking for a change in your career, our talented recruiters are here for you. CornerStone Staffing features jobs in Fort Worth and throughout Texas. Contact our great team today!

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Learn How to Define Your Strengths

July 19th, 2013

Sometimes it is hard to recognize your own value in the workplace. Especially as a job seeker who may have been out of work for some time it is easy to become negative about your skills and abilities. Before you throw in the job search towel consider these simple questions you can ask yourself to reassess your strengths and reframe them for hiring managers.

  1. What activities do you enjoy? Think about your previous experience. What aspects of your job did you really love doing? It may have been specific projects or it may be customer contact or sales. Write them down as you think of them so you can review them later in the process.
  2. What makes you happy? It is one thing to enjoy certain aspects of your job, but it is another to know what really fulfills you in life? What are the things that truly make you feel happy? If there is a big difference between the things you’ve done in your previous jobs and the things that you are happy doing, you may wish to consider a career shift that can provide more engagement for you.
  3. What are your talents? What are you particularly good at? When have you felt particularly proud of the way you used your talents to help others? It is important to take a hard look at the things you are good at and know how to apply them to a career.
  4. What are your accomplishments? This may be the most difficult question to answer. People don’t like to feel as though they are bragging or being overly self-congratulatory so our accomplishments are downplayed. However, these are the things that can give you a real insight on what you want to do in your career.
  5. What are your best qualities? When a company hires a new employee it isn’t all about the skills match. It is important that you also blend with the existing company culture. Are you laid back and funny? Are you organized and detail oriented? Knowing what soft-skills you have can help you play up your best qualities when searching for companies who already match your core values.

Are you ready to change the way you think about your job search? If you are looking for jobs in Dallas TX, contact the team at CornerStone Staffing today!