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Can You Prepare for Pre-Employment Screening?

March 23rd, 2017

Many employers conduct pre-employment screening to determine if the candidates they’re considering are truly qualified for the job. These types of skills tests are a benefit for both employees and employers. It keeps employees from feeling they’re in over their head when they’re placed in a situation they’re unfamiliar with. And it ensures the employer is objectively hiring the most qualified person for the job. But how can you prepare ahead of time for any pre-employment screening or testing the employer conducts? Here are some things to consider.

1. Ask the company if they test skills.

There is nothing wrong with asking the company if they use pre-employment testing as part of their hiring process. The real trick is ensuring that you don’t sound concerned by the prospect. For instance, if you just ask “do you test on skills,” it may send up a red flag that you’re not comfortable with the skills you’ve presented on your resume. When you ask, position it as your preparation process.

2. Determine the type of testing.

If they do provide testing, ask them what type they do. This can give you an idea of what to review before taking the test or how to approach the test in general. If the test is written, online or in the office you can prepare for that. Each will have its own set of processes, and you can find yourself better suited to one or the other. The more you know the more relaxed you can be.

3. Brush up on your skills.

You should be pretty confident in the skills you bring to the table, but that doesn’t mean you shouldn’t practice. Especially with a skill that you haven’t used for a little while, make sure you remember some of the basics. For example, if you have experience in Microsoft Excel, but haven’t used it since your last position, spend some time at home with the program to refresh memory on some of the tools.

4. Don’t worry, you’ve got this.

Finally, it is critical that you don’t stress yourself out too much by overthinking the test process. The most important thing is that you are talented and you are skilled for this position, so relax. Be confident and trust your skills. Before the test make sure to get plenty of rest, eat a proper meal, and try not to get too stuck in the minutia of the process.

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Your Company’s Social Presence Has an Impact on Recruiting

April 14th, 2016

Social MediaSocial media has completely altered the way we communicate with candidates applying for open positions. Job candidates are constantly reviewing company websites and social media accounts to inquire about jobs available, or just connect in general. Your company brand, and what your employees say about your company, are integral to landing, or pushing away, top talent. Here are some industry insights for using social media to attract the best candidates.

Take advantage of the built-in audience

The most important first step for companies on social media is to know where potential candidates already are. Look at your typical target audience and create a presence on the social tools they use the most. Twitter and Facebook are the most common, but there may be other options (LinkedIn, Instagram, Pinterest) depending on who you’re trying to attract.

Set goals, track, and monitor results

Most people approach social media with a casual attitude. This is not a surprise considering the overall casual quality of most social media platforms. However, as a company looking to better understand the metrics of your recruiting program, set goals to help to determine if your efforts are productive. The casual attitude might be good for personal profiles, but taking a professional and measured approach to social media can be a great benefit for your company.

Empower your employees as brand ambassadors

You may be surprised to find out that potential employees aren’t only looking at the company Facebook and Twitter pages for information. They may also look for the opinions of your employees through these public platforms. Give your team the permission they need to share positive information about the company. Your best brand ambassadors are your current employees. Explain to them the impact they can make.

Create powerful engagement tools

Giving your staff permission to use social media is just the first step. The next is to give them a voice. Allow them to blog about important industry ideas. Use these platforms as a way to draw in potential employees and engage with them. Respond to comments, invite them to participate in a Twitter chat or contribute to a board on Pinterest. Sharing the company’s press releases or blogs on their personal pages increases the reach of your content organically.

Engage with your audience

Some companies believe that simply by putting information out there, they’ll attract the right candidate. But it does take a little more than that. When people respond to your blog comments Facebook posts, reply. You may simply say thank you for commenting or you can engage them in a more in-depth conversation about the topic. Taking your social media posting to the next level involves creating content that engages the reader and asks for more feedback in a way that’s not in their face.

Finding qualified, experienced personnel can be a challenge in today’s job market. Partner with CornerStone Staffing  today to work with a top staffing agency in Dallas and throughout the state of Texas.


Act Quickly in a Candidate Driven Market in Texas

September 27th, 2013

The economic downturn that we faced for several years created an interesting problem for employers. For years they were in the driver’s seat when it came to employment negotiations. A market that was saturated with unemployed professionals allows for businesses to pay less for specific skills. However, as the tide has begun to turn the so-called “skills gap” is proving to be a new problem for employers. Many are finding fewer qualified candidates for their jobs and are once again competing for top talent. Moving fast is important in today’s market. Here are some ways you can make the right decision quickly.

  • Act fast. While you don’t want to make irrational decisions on the spot you also don’t want to take too long to make a final decision. Respect for the candidate’s time is as important as their respect for yours. Be responsive and set up interviews in a timely fashion and follow up with candidates regularly. If you hear that the candidate has another offer on the table, talk to them about your options and ask when they need to make a decision. If you don’t feel as though this employee would be a good choice for your company provide any constructive feedback and allow them to continue their search.
  • Show value. Employers are not one size fits all and some candidates will have a better personality match with your office environment than others. It is your job to demonstrate the reasons that candidates want to work for you. Take candidates on office tours during their interview and show them the company culture. Tell them about benefits including office amenities. You need to offer incentives that your competition does not.
  • Pay for experience. The economic crisis that caused companies to downsize their workforce also enabled them to offer smaller salaries once hiring began to pick up. However, many experts blame this salary inequality for the so-called “skills gap.” There is not a lack of qualified candidates but rather a disproportionate pay scale for professional skills. Candidates are likely to accept a job with slightly higher pay even if the other company is not a good fit for them long term. Research what their skills are worth and make a solid offer. Remember, benefits, personal time off, and flexible schedules can also be added to the bargain.

Do you need more tips for hiring top talent?  If you are looking for staffing agencies in Arlington TX, contact us today.