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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.

Work with the Top Staffing Agency in Dallas

Are you looking for a new job? Contact CornerStone Staffing today to work with the best staffing agency in Dallas!

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Hot Jobs In Texas This Spring

March 18th, 2015

Spring is finally here. The chill has left the air, the days are starting to get longer, and the first flowers are blooming. This is the perfect time of year to recharge your batteries and get back to the job search. Are you looking for a job in Texas this spring? Here are some hot jobs available right now through CornerStone Staffing.

Staffing Coordinator in Fort Worth

Have you been interested in pursuing a career in staffing and employee coordination? We are partnering with a major healthcare provider in the Fort Worth area to find a qualified staffing coordinator for its office. This role works closely with the department managers to assist in managing, scheduling, and coordinating staff. Qualified candidates will have good communication and customer service skills. They must be able to apply critical thinking skills to manage tasks and their schedule. Must be good at organization, a fast learner, proficient in computers, and able to take direction well. This is a temporary to hire position.

Implementation Data Specialist in Dallas

Is your experience and interest in information technology? Our professional division is seeking an experienced Implementation Data Specialist to lead the data efforts and analysis of clients who provide data for the Affordable Care Act. This is a direct hire position. This position includes regular conference calls, verbal and written communication, and development of data files for testing, analysis, and processing. Must have strong analytical skills and the ability to make decisions. Will be developing tools to streamline the process of uploading data files. Will be reviewing all data and determining the usability.

Requirements of the job include a bachelor’s degree or two years of related work experience. Must know MS Office and have the ability to train others on XML file transfer methods. Must have strong analytical, organizational, and communications skills.

Mortgage Tax Specialist in Coppell

If you’re looking for temporary work during tax season, this could be a great opportunity for you. Candidates will be required to coordinate and prepare franchise member accounts receivable invoices as well as review and code the real estate accounts payable for payment processing. Must be able to provide research assistance to staff accountants. Will need at least 2 years of mortgage tax experience including general ledger reconciliation and A/P coding.

Are you ready for your next job?

For more information on these jobs and more, including the salary, contact the team at CornerStone Staffing today!

5 Questions To NOT Ask Hiring Managers In An Interview

March 6th, 2015

All job search experts advise to be prepared with questions for an interview. While this is a great way to determine if the job is right for you, it can also backfire if you ask the wrong questions. When you’re preparing for your interview, here are some things you should specifically avoid when it comes to your conversation. Never asking these five questions will save a lot of embarrassment and trouble.

1. Don’t ask what the company does.

Before you ever set foot in the interview, you need to learn as much as you can about the company and what they do. If you ask this question, it is an immediate red flag that you aren’t prepared for the job interview and won’t pay attention to detail once you’re working on the job.

2. Don’t ask to change details of the job.

The job is the job. You can’t go into the interview and ask to make major changes in the very description of what the company needs. They are looking for a new person because of a pain point in their business, so this is non-negotiable. If you do want the job and get hired, you can always offer your other experience to them as a benefit but not as a different position.

3. Don’t ask about promotions.

While most companies encourage employee career growth, there is an appropriate time and place for it. The interview is not that place. They will believe that you are only looking for their job as a stepping stone to another position. The company isn’t going to risk hiring you if you might jump ship before a year is out if you get another offer.

4. Don’t ask about salary or benefits.

A first interview is a bad time to ask about money in any way. Even if they ask you about it, then you can tell them that you want to put together some numbers after the interview and get back to them for negotiations. If you ask the question first, it tells them that you’re only interested in the job for the money and not for the company or the work you do.

5. Don’t ask about background checks.

Asking whether or not a company performs background checks is practically admitting you’re concerned about the results. Always assume a company runs a background check. They are also required to provide the results to you, so if there is something that you can explain, be prepared with the information and hope for the best.

Are you prepared with great questions for your next interview? Contact CornerStone Staffing, now hiring for jobs in Addison TX, today!

Tips for Driving Employee Engagement | Texas Business

March 5th, 2013

What exactly is “Employee Engagement” and what does it mean for your business? Engaging employees is about keeping them interested not only in their job but also the company. This will keep them productive and happy. For example; have you noticed employees spending more time than they should on Facebook? This is because they feel as though a quick, or not so quick, Facebook break is more interesting than their jobs. This time on social media can cost employers quite a bit of money. The solution is not to ban Facebook in the office but rather turn your attention to what can make your employees feel more engaged. Here are three tips for focusing on your employment in engagement strategy.

  1. Employees and their direct supervisors. The relationship your employees have with their immediate boss is the most important one to cultivate. If individuals do not get along or feel comfortable with one another the downward spiral of disengagement will be difficult to overcome. One primary issue comes from the generation gap. The great divide between the work ethic of Generation Y and Baby Boomers is vast and even the differences between Gen Y and Gen X can seem extreme. However, Generation Y is a looking for deeper relationships with bosses. They want mentors who can help them reach their greatest potential. The first step, rather than talking to the employees, is to talk with your management team. Find out what is working and what isn’t and consider ideas for improvement, including additional management training.
  2. Communication. Effective management has superior communication skills. Much of the breakdown in employee engagement comes from the inability to understand what is expected of them. If you want your employees to trust you and your management team it is imperative that communication be clear and thorough. Keep your employees aware not only of the processes and procedures but also the goals and even the financial requirements of any project. This will make them understand exactly why they should spend their time focused on the project. Also be sure to reward employees who do an exceptional job. Employees like to feel appreciated and everyone on the team will see that the company has a culture of gratitude.
  3. Develop values for your organization. In a globally conscious world more and more employees are looking to work for a company that cares for the environment and people. In fact, in several recent HR surveys suggest candidates would work for less money if the company that employed them were focused on sustainability and social responsibility. When interviewing new candidates for your open jobs make the culture fit a priority. If the employee fits your company values and is excited to work for you they are likely to be more engaged at the start and stay that way.

Are you looking for ideas to boost your employee engagement? Contact the professional staffing team at CornerStone staffing for ways we can help you.

The Follow Up That Landed You The Job

January 18th, 2013

You made it through the initial phone screen. You printed out copies of your resume, filed them in your portfolio, and dressed up in your most professional suit. You found your way to the office in spite of questionable directions and you aced the interview. So what happens next? Following up with the hiring manager or recruiter is as important a skill to learn as resume writing and interviewing. Here is some practical advice to help you follow up and get an offer.

  1. Ask in the interview. Before you even need to do any additional follow up ask about their process while you’re still in the interview. Ask them when they plan to make a decision or if additional interviews will be necessary. Ask them when would be the best time to follow up. Find out if there is anything else you might be able to do for them. This kind of initiative is desirable in an applicant.
  2. Send a “Thank You.” At one time it was not only proper but expected to send a hand written thank you note after an interview. This is still an accepted practice but it is also completely suitable to send a thank you email. The same day as your interview or first thing the next business day craft an email that thanks the interviewer for their time. Also include some specifics from your conversation. Remind them about points you made or add anything you didn’t say in the interview. For instance, if you discussed how important it was to be on time every day remind them that you had an excellent attendance record from your previous employer that can be verified with a reference phone call.
  3. Ask for an update. If you were told they would be making a decision by a certain date it is completely fine to follow up with them at that time to see where they are in their process. Call them or email them and ask if they have made a decision or if there is anything else you can do for them. Remind them that you enjoyed your meeting and you are very interested in their organization.
  4. Back off. There is a fine line between persistent and pushy; don’t cross it. If you have sent a thank you note the next day and a follow up email a week later don’t contact them a third time. Use your best judgment whether or not you should follow up with them additionally. Once you’ve done your part of the process you can only hope they make an offer or it is time to move on to the next opportunity.

Are you looking for the best way to get your next job interview? The professional recruiters at CornerStone staffing can help you today!

Employee Motivation is Important. Period.

January 11th, 2013

Every business owner wants their business to succeed. In order for that to happen production needs to be maintained at the highest possible level. Employees need to stay engaged in the work they do. There is no magic formula to make this happen nor is there such thing as the perfect employee who never has issues with job fatigue. The only way to keep employees happy on the job is to make sure they stay motivated in the first place. This responsibility rests firmly on the heads of the management team. So how do you keep your employees motivated on the job? Here are three questions you need to be asking your employees to find out the answer for yourself.

  1. Why are you here? Money is always the primary reason for taking a job but if it is the only answer they’ve already resigned themselves to be unhappy with the job. The real question is why did they take a job in your company rather than someone else’s? What do they want to gain from working at your office with your management team?
  2. What can I give you? As a business owner you have access to resources and benefits that you are able to provide to your employees. This might be as simple as recognition or it might be something more industry related. Talk to your employees about the kind of non-standard benefits that you might be able to provide. Do they want access to trade shows? Would they like to see a prominent author speak the next time they are in town? Would they like a little more flexibility in their schedules? These are things you can assess and determine if you can provide.
  3. Can you own this project? When an individual has ownership of a project they are more engage with the final result. If they feel like their input is only negligible they may not care about the ultimate result. Allow your team to take full projects from start to finish based on their interest and expertise.

Are you looking for more advice on how to keep your employees engaged? Contact CornerStone, the leading staffing agency in Fort Worth, today to see how we can help.

Ask These Three Questoins Before Accepting a Job

January 4th, 2013

You’ve been looking for a job for a long time and you finally get that phone call. They want to hire you. What do you need to do to ensure that you have the best possible situation if you take this job? While some of these may have been mentioned in passing during the interview process, once you’ve received an offer you are in a better position to get the answers. Here are three questions to ask the potential employer before accepting the job.

  1. How long did the previous employee in the role take to complete their daily and weekly tasks? This will give you the big picture of what the manager is expecting out of the role and what you are capable of contributing. You want to know that the tasks and the time allotted to them are realistic. You also want to make sure that you are interested in doing what it takes to get the job done to the manager’s satisfaction.
  2. How long should I expect to stay in this position before being considered for a promotion? Companies do like to invest in individuals who are interested in growth within the company but they also have a job that needs to get done right now. They don’t want to hire someone whose mind is on the next possible step rather than the position for which they were hired. Manage your own expectations by understanding the typical way promotions are handled within the company. This will allow you to focus on doing a good job up front so you will be considered for future opportunities.
  3. Why did the last employee in this position leave the job? There are countless reasons an employee leaves a position. On the positive side, they may have received a promotion themselves which led to the job vacancy. They may have moved away. They may have accepted a position with another company. On the other hand, they may have not been performing satisfactorily or they may have had behavior issues on the job. Knowing these things will give you a good sense of how to approach the job once you accept it.

Are you looking for a great opportunity in 2013? Contact CornerStone staffing, one of the top staffing agencies in Dallas, TX.

Win the Talent War – 5 Tips for Employee Retention

August 1st, 2011

There is a talent war going on in today’s marketplace. As the economy shows some signs of improvement, organizations are seeing the value in keeping their top employees – and recruiting the top employees of their competitors (that means you!). Keep your best talent from poachers by following these five employee retention tips:

  1. Hire the right people. Believe it or not, the best way to keep your employees is to hire the right ones in the first place. When you take the time and effort to ensure a good fit with your organization, you are much more likely to hire employees who are engaged and invested in your business.
  2. Provide opportunity to balance work and personal lives. Employee burnout is a leading contributor to dissatisfaction and turnover. Provide opportunities for your employees to take a break and live their lives outside of the office. You’ll have happier employees – and employees who are more rested and focused when they are in the office.
  3. Ensure opportunity for advancement. Devise clear ascension plans for key roles within your organization. Then, share those plans with your employees. If your team knows that there are defined steps and ways for them to achieve their goals and rise through the ranks of your company, they are much more likely to be focused and driven to perform – and to stay with a company that is invested in them.
  4. Define expectations. It is extremely difficult – and can be very frustrating – to work for a company where the rules and expectations are constantly changing. Set clear goals and expectations for your employees, and provide feedback when they do or don’t meet those expectations.
  5. Offer competitive compensation. You may provide a wonderful workplace, with vending machines and a ping pong table, but at the end of the day, compensation matters. Review your compensation plans – and those of your competitors. Make sure your compensation is on target with others in your area.

Searching for more top talent?
Contact CornerStone Staffing. We will source our extensive network of talented professionals to find your next employee superstar.

 

From Personnel Management to Business Strategy: The Evolution of Human Resources

July 25th, 2011

From Personnel Management to Business Strategy: The Evolution of Human Resources

Going back to the days of the American Industrial Revolution, HR professionals have played an essential role in the success of businesses across the country. Over the past 100 years; however, the role has seen some changes.

The role of human resources continues to expand and evolve.

Hiring and managing employees is an essential part of the typical HR professional’s role. Yet, as time marches forward and businesses continue to grow, the role of human resources has become much more in-depth and strategic.  Today’s HR professionals:

Impact Organizational Effectiveness.

HR professionals must understand the history, current situation, and future goals of an organization. With a profound understanding of the organization, your HR team can assist you with strategic planning and workforce management, helping to increase productivity and reduce cost.

An effective HR team will help devise succession plans, formalize organizational structure and define training plans designed to maximize efficiency and decrease transition time.

Perform Essential Business Functions.

At its core, HR encompasses essential business functions, including: managing employee information, processing payroll, recording time and attendance and establishment of company policies.

Hire and Manage Personnel to Maximize Productivity and Profit.

Your HR team will define skills and experience necessary for employees to thrive within the organization, and will use various resources to recruit and hire the best employees.

Are technology and media experts (well, sort of).

Today’s human resources professionals typically use an application tracking system (ATS) for recruitment, employee portals for internal communication and testing software,  among others. HR professionals also understand and use social media sites, including Facebook, Twitter and LinkedIn – many HR pros use the sites nearly every day.

Help ensure your top employees stay where they belong.

Today’s HR professionals do more than hire new employees, they are responsible for designing and implementing employee retention plans. An effective employee retention plan is an essential component to continued success in today’s economy.

Need an HR plan for your organization?

Contact CornerStone Staffing. At CornerStone, our customized human resources solutions and proprietary technology help keep your organization running smoothly – maximizing productivity and reducing cost.