January 26th, 2017
Managing is about more than just being the boss. Your employees want a leader that inspires them and supports them. If you’re currently in a management position or looking to progress into one throughout your career, there are some personal traits or soft skills, you should consider cultivating. Be the leader your team wants. Here are several things to consider adding to your experience and skill set.
Positivity is the cornerstone of good management. Your employees will not want to work for someone who only complains or is negative all the time. When you project your emotions, you are asking for your team to emulate your behavior. That is why it is imperative that you act in a positive way to encourage positive work.
Adaptable to Change
The best-laid plans never go the way they’re intended. That is true for life and for individual small projects. If you want to ensure that your team is able to roll with the punches, you have to demonstrate your ability to adapt and change along the way. This means everything from embracing new ideas to utilizing new technology.
Down to Earth
Your team will also want someone who they consider down to earth. What is the opposite of down to earth? Often those people are described as “flighty” or “spacey.” You don’t want to be seen that way. Your staff deserves someone who is even tempered and has control over their emotions. Don’t allow yourself to fly off the handle.
Ethics and Integrity
Your team also wants you to be ethical and demonstrate integrity in the office. They want you to be fair to everyone rather than picking favorites and treating others poorly. Make sure that you adhere to your own values and support the overall values of the company.
Willingness to Pitch in
Finally, your staff wants to see that you don’t just manage the department, that you know what you’re talking about. They want to see you able to take action. If things get tough, don’t’ be afraid to roll up your sleeves and help out. Get your hands dirty to show that you still have what it takes to be a part of the team yourself.
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December 29th, 2016
Current standards indicate that most serious job seekers should have a basic LinkedIn profile. But what does that mean for employers? When you’re looking for a new candidate for your open position, and you turn to LinkedIn, what are you really looking for? You can use LinkedIn to get real information that can help inform your hiring decision. Here is what to look for and how to use the information when you’re setting up interviews and making offers.
Look for sincere recommendations.
The recommendation section of a LinkedIn profile shouldn’t replace good, old-fashioned references, but they can be helpful. It is easy to tell the difference between a sincere recommendation and one that just goes through the motions. Look for details, mentions of specific scenarios, and how closely the individuals worked together. Then see how many sincere recommendations a person has.
Review mutual connections.
LinkedIn is built on first, second, and third-tier connections. For every person you add to your network, you also add an exponential network. Review the individuals that you have in common with your candidate. Can you reach out to anyone to discuss the individual candidly? What can you learn from these connections about your candidate that can help inform your choice?
See how active they are.
It can also say something about a job applicant when you see how active they are. Not only that they are active, but how they interact with their networks and groups. Do they provide information that is positive and helpful? Do they only use the site to promote themselves or do they share other useful information? Are they positioning themselves as an expert or a thought leader?
Read their blog posts.
Speaking of thought leaders, does this candidate use the LinkedIn blogging platform to share important information about their experience? LinkedIn blogs make it easy for professionals to demonstrate their expertise in their field. Even if they don’t post often, check for the quality of blog posts they’ve made in the past. Are these posts items that can help your company grow or share how knowledgeable your candidate is?
Do you need any additional help in bringing the top talent to your company? Contact the team at CornerStone Staffing today to work with a top staffing agency in Texas.
March 24th, 2016
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!
September 11th, 2015
The old adage is true – you do get what you pay for. Since the recession ended, companies have had a hard time reconciling their budget against new-hire salaries. But when a company wants to save money and offers lower salaries, they often have issues with a poor talent pool and high turnover. Those problems become even more evident in a tight candidate market, which a lot of companies are currently experiencing. Here are some ways you can take a second look at your hiring budget and reconsider the salaries for your open positions.
Do your research
The very first place you should start is Salary.com. Look up your city along with the job title, and you will find both the average and median salary levels that would be best for these open positions. The site will also provide good ideas for a good benefits package to go along with the compensation. If you stay competitive in your market you’ll have a pick of the best candidates.
Be open minded in negotiations
Don’t automatically discount a candidate because they bring up a number that wasn’t on your radar screen. This may not be their final offer. Use their number as a jumping-off point to create an effective negotiation strategy that will give both of you what you’re looking for. If you aren’t able to meet their salary range, then look into other perks and attempt to make up the difference in a flexible work schedule or benefits.
Take a close look at turnover
Are you having problems keeping your staff happy? Are people leaving your organization frequently? One of the possible solutions is to start paying more for these roles. They may be leaving to take other positions with a higher salary. Or, you may simply be hiring less-qualified people because you aren’t willing to compensate at a higher rate.
Even in companies with a great culture, eventually employees want to feel as if they are being adequately compensated and not being taken advantage of.
Review each candidate individually
One thing you should never do (unless it’s mandated) is have an inflexible salary for the position. It is acceptable to have a range, but if you decide that your administrative assistant should make exactly $35,000 per year then you will rule out great candidates who may be looking for $37,500. You should always have some wiggle room and review each candidate and their requirements separately. Just hiring the person who has asked for the lowest amount may not get the quality you deserve or need in the role.
It’s personal service from our tenured recruiters that makes CornerStone Staffing stand out from the rest and allows us to offer clear, objective job search assistance that gets results. Contact our team to learn more about recruiting for DFW jobs today!
September 20th, 2013
Congratulations! Submitting your resume led to a phone call and an interview. Once the interview is complete it is up to the hiring manager to simply make a decision and contact you, right? Wrong. After the interview the ball is still in your court for just a few more moments. Use this time wisely to make an excellent post-interview impression and get the job. Here are three ways you should follow up after a job interview.
- Send a thank you note. There are two ways to send a thank you note and both are acceptable. Don’t be afraid to ask for their card at the end of the interview if they have not offered it to you. As soon as you get back from the meeting start the thank you note process. You can send an email or hand write a thank you note and mail it to their office. In either case take some time to craft your message. Recap the conversation and remind them why your experience is a good fit for the job. Offer some additional information that you didn’t think of in the interview. Finally, let them know that you are interested and look forward to their call.
- Wait a week. After you have sent the thank you note, give your interviewer a full week to review their notes, compare the other candidates, and make a decision. If you do not hear from them within a week it is acceptable to call to see if a decision has been made. It is best to call mid-morning before they get busy in the afternoon. Keep the inquiry simple and to the point by only asking if they have made a decision yet.
- Connect on LinkedIn. At some point in the week after your interview connect with the interviewer on LinkedIn. Don’t be alarmed if they don’t accept right away, people use the social networking site in different ways. However, even if this position doesn’t end up working out you now have a new first tier connection and have access to their network as well. You never know when an opportunity can come open again.
Are you looking for more ways to maximize your job search efforts? If you are looking for staffing agencies in Fort Worth, contact Cornerstone today.
January 25th, 2013
Generation Y, also called Millennials, are the next big wave to enter the workforce. They think very differently from Generation X and especially the Baby Boomers, so it is important to know how to connect with them. GenY has grown up with access to technology and media that our parents and grandparents could only imagine. It is time for companies to learn their language and embrace mobile recruiting. Here is more information on GenY and the boom of mobile recruiting.
- Numbers don’t lie. For people who didn’t grow up with computers and smart phones it is hard to grasp how important it is to reach out to GenY in this way. The statistics are pretty interesting. Studies have shown that 70% of multi task on their tablets while watching television. 47% of commuters admit to using their smart phones while in the car. Waiting is no longer a solitary activity; when people are waiting in line at the bank, at the store, for the bus, or for a friend they are plugged in to their devices. This kind of constant stimulation is normal for GenY so why not tap into that power.
- Grow a relationship. Look at a Facebook page for a successful product. You may see updates written in first person status. Millennials like to feel like they know the people behind a product. Consider the popularity of twitter. Celebrities have profiles that fans can interact with in real time and those fans are elated when they receive a personal response from the famous person, even if it might actually come from an assistant. Use this kind of social media conversation to really engage with your audience. A loyal brand follower could become a loyal employee.
- Go for immediate gratification. GenY is quite use to constant contact and stimulation, they don’t wait for many things. Instant gratification is easier than ever with access to technology. GenY also communicates this way, so when you present an opportunity on a mobile application they may respond to it right away, but they are also looking for an answer.
- Consider video. Some people think that YouTube is just for watching cats do silly things or for recording and sharing your home videos, but it is much more than that. Video is the best interactive media available, and YouTube is free to use. Make videos that reach out to your audience and share interview tips and other helpful ideas they can use in their real lives.
Are you considering starting a mobile recruiting program at your company? CornerStone Staffing can help you with the right creative solutions today!
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.
- 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.
- 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.
- 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.
- 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!
December 28th, 2012
It can be frustrating when you submit resume after resume to jobs that seem perfect and yet still receive no response back. While competition is fierce in a very one-sided job market today, there are things that may be imperfect on your resume causing recruiters and hiring managers to overlook you as a candidate. Here are the top 5 resume mistakes and how you can fix them.
- Failure to follow directions. Companies will often indicate how they want your resume. Some companies haven’t moved to the latest version of Office so they can’t read .docx format resumes. Or some companies may prefer that you send your resume as a PDF. Create several versions of your resume so you can send whichever the company requests. If nothing is specified it is recommended to send a PDF.
- Failure to customize. Companies don’t want to see generic resumes especially since the language you use might not be in line with the type of work they do. Always customize your resume to fit the job you for which you are applying. Yes, this is some additional work but it will pay off when you get those interviews.
- Failure to edit. Typos happen. However, when they do happen you really need to fix them as soon as you see them. Before you ever send out your resume have another pair of eyes or two look it over. Sometimes it is hard to spot typos when you are so close to the writing. When you finish your resume, set it aside for a day or two before looking at it again. If you spot an error down the road correct it and move on.
- Inappropriate use of personal information. There are times you want to include your personal interests or hobbies and there are times when you want to leave them off. If the hobby relates to the job, such as blogging for a company looking for marketing experts or gardening for a sustainability organization, you want to make sure you include them. You want to leave off anything that really is fluff and be sure that you do not include personal information like your date of birth, social security number, or family information.
- Exaggeration. Most people don’t realize that a little embellishment is actually lying. You would never say you have a PhD if you only have an associate’s degree so why would you think it is okay to call yourself a director of a department when you were an assistant manager? It will be embarrassing, or worse, by costing you the job if a reference at your old company tells the potential employer that this isn’t true. They will begin to wonder what else you weren’t honest about.
Are you looking for the best tips to enhance your resume for the coming year? If you are looking to work with one of the top staffing agencies in Dallas TX, contact Cornerstone today!
February 23rd, 2012
If you’re a regular visitor to the CornerStone Staffing blog, you know that social media should be an integral component of your recruiting plan. And the latest entry into the social media fray is known as Google+ (or Google Plus). A social media tool that is part of your Google account (which you may use for Gmail, Picasa or other Google tools), Google+ offers a new way to network, connect with peers and meet great new talent.
Google+ has already made a huge splash on the social media landscape. As of October 2011, there were more than 40 million users! And it’s inevitably becoming a game-changer for recruiting in social media. Let’s take a look at some of the ways Google+ is different than Facebook, and how that impacts you:
- You should already have a profile (and people will expect it to be up and running!). Google+ is past its infancy, and now that businesses can set up their own pages on Google+, top talent and potential clients expect you to have an active profile. Google+ is the latest tool, and it came out of the box with a clamoring for invites. Now that the floodgates are open, you had better have a profile. If you’re not sure how to set one up and use Google+, here’s an excellent online tutorial to help you get started.
- Google+ isn’t about “friends.” Ever have an awkward moment where you receive a Facebook friend request from someone who isn’t really a friend? Google+ circumvents this issue with “circles.” In your Google+ “circles,” you can organize all your connections. Each circle can have access to different pieces of information. Someone (including job seekers and clients) can add you to his or her circle without permission; however, you can control what these people see.
- Privacy still matters. Privacy settings come into play on all social media sites, most notably with Facebook and it’s frequent privacy updates. With Google+, your privacy settings allow you to set certain information as a public “share,” so even someone who isn’t in one of your circles can still keep tabs on relevant information. This can be a great way to include clients, job seekers or current employees, without having to give access to more personal information than you’d like. Google+ blurs the line in our online “worlds” more than any other social media site. Use your privacy settings to your advantage.
- Google+ is more about engaging conversation. Facebook and Twitter are excellent resources for sharing information, and the occasional short conversational exchange. Google+ is made for conversations – in other words: relationship-building. “Hangout,” a group video chat function, allows you to speak to multiple friends (coworkers, staff at clients, etc) using your webcam. Hangout doesn’t require additional software like Skype, and is an easy way to assemble multiple people (across different locations), quickly. “Sparks” is the Google+ news function (similar to your Facebook news feed). Use Sparks to share information and stories (and start conversations) with members of your various circles.
For more information about Google+, visit the official Google+ website.
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