Most employers do not spend time thinking about the interviewing process, which can be a strategic error in the long run. Far too often, the process is overly reactive. Interviewers and hiring managers jump to a quick decision and hire one of the first candidates available as opposed to hiring the right candidate. They end up with an unstructured interview process that may or may not net the best candidates.
There’s a real need to use the interview process to identify the best candidates. The cost of employee turnover ranges anywhere from 40 to 70 percent of the position’s annual salary for service sector jobs. For supervisory positions, the cost may be over 100 percent of the annual salary.
Setting up a proactive interview process should be a priority. Establishing a process will increase your success rate in hiring employees with the right fit. Here’s how.
1. Set a firm budget, in both time and money
Setting a firm budget of time and money sends your staff a message that hiring is important and they are expected to spend time on it. It triggers a perception shift.
Budgeting 10 hours per candidate (don’t worry, you’ll get more efficient) is about right for an entry level hire.
In your fiscal budget, be sure to include assessment for personality profiles. These can cost roughly $500 for front-line employees all the way up to $4,000 for some management positions. Simmons includes an interpretation and we have found the cost is well worth the results.
2. Pre-qualify candidates
You need to pre-qualify candidates – and set a plan for where you will look for them. Where will you find candidates consistently? There are companies that can help you with recruiting and staffing. Lead and referrals groups are also a great source.
Qualifying candidates online takes less time than an on-site interview. Initially, a good strategy is to ask candidates open-ended questions with job related scenarios via e-mail. Review how they write, including grammar, spelling, etiquette and tone. Did they think about the responses or cut and paste?
Next, use their resumes to increase the efficiency of the interview. Build interview questions around significant resume accomplishments. For example, a resume says “Increased revenue by 20 percent,” highlight those words and prepare interview questions to dig deep for detail to find how the interviewee took action to increase revenue.
3. Ask behavioral questions
Behavioral questions can help you size up candidates efficiently. Customize questions to your organization and how employees need to fit into your culture. Ensure the list of questions is consistent for every candidate.
4. Use case studies
Test candidates through case studies and scenarios specific to your company. Weave in relevant internal issues (edited for any revealing personal detail). We give candidates real live scenarios from our company and ask candidates to problem solve and present recommendations back to the interview group. Everyone has the same time to put their presentation together. Two days is a doable time frame.
5. Take control of the interview
The worst thing a company can do in an interview is have a candidate sit down and then have your management team ask each other, “Who is starting?” Take control. Show the candidate a unified front. Determine ahead of time which interviewer will start and then who will take charge of each interview step. Delegate who will be taking on the follow up after each interview step so nothing falls through the cracks.
If you are interviewing candidates who live in a different geographic area, you might think of bringing in an interviewer in the candidate’s area of expertise and utilizing video (or other technology) to do a remote interview.
The Importance of a Structured Process
Setting up a process with multiple steps, such as a prequalification interview, behavioral questions, case studies, personality assessment, and then a final interview with a team, provides multiple opportunities for the candidate (and your company) to shine. Your hiring team will also rich data to have a truly meaningful conversation about a candidate.
Note that the process needs to be fluid. Many factors can change the importance of steps in an interview, such as the local, regional and national economy, markets and industries, generational characteristics of candidates and rules and regulations about permissible questions during the interview itself.
Companies strategically plan for everything, and the interview process should not be any different. Planning around the most important action items like the interview process will yield better business results by reducing turnover costs, creating a consistent communications method, setting a good brand image and demonstrating a commitment to the company culture by hiring employees with the best fit.
Is your business looking for a trusted partner in the staffing and recruiting space? The Applied Companies can help your business grow across northern Nevada with our team of staffing, HR and executive search experts. Contact us today to learn more about how we can help your team find the right candidates quicker with a structured approach to interviewing.
How a Reno Staffing Agency Can Help You Find Top Talent
/in Hiring Advice /by The Applied CompaniesCompanies looking to find top talent in the current job market environment have their work cut out for them. The unemployment rate is at historic lows the United State has not seen in 50 years. As a result, skilled employees are in higher demand across all parts of the country, and northern Nevada is no different.
It can be more challenging to recruit in an environment in which employment is so robust, as there can be stiff competition for top candidates. Many may be already employed and content with their position.
A staffing agency in Reno can help employers find the best-qualified potential employees, not only in tight employment markets like the current one, but throughout the economic life cycle. Here are three reasons why they can help.
1. Connections with Talent Networks
Staffing agencies, especially those that work in a particular geographic area or employment niche, have deeper networks than many individual companies. They have past relationships with candidates, so they know the qualified candidate pool in the region. As a result, they can reach passive candidates (those who aren’t actively looking for new jobs) that companies may not know about.
They are also in a position to hear word-of-mouth about people who are potential candidates, such as friends or relatives of past candidates.
2. Deep Industry Insight
Staffing agencies know the industries they work in. They know where qualified candidates are, and where they come from. They understand if your business niche has seasonal needs. They understand if climate and geography play a role in whether candidates are likely to be top employees or not.
They understand the skills and qualifications needed in your industry. As a result, they can develop a customized staffing solution that benefits your business.
3. Save Your Business Time and Money
Recruiting issues can cost businesses both time and money. First, of course, the recruiting process can take months if a company does it on its own. Drafting a job description, sorting through applications, interviewing, and checking references all can take a considerable amount of time. Plus, it’s time that hiring managers often need to take from schedules packed with other crucial tasks.
Staffing agencies can remove the time burden. They can help with job description development, screening resumes and applications, pre-interviewing, and checking references. They can also move full speed ahead, in a way companies may not be able to because of the needs of their main business.
Ready to Start Working with a Staffing Agency in Reno?
Hiring always has costs, but delays in hiring can cost even more money. While a position remains unfilled, a company’s productivity can suffer. In addition, if a hire doesn’t work out, the company has to go back to the drawing board to hire someone, which can be an additional drain on productivity. A staffing agency in Reno can help you find the right candidates quicker!
The Applied Companies is ready to help your growing business tackle all of your staffing needs, giving you more time to focus on your core business goals in 2019. Learn more about our staffing services for Nevada businesses and how our expertise can benefit you.
It’s a Great Time to Find a Job in Reno!
/in Career Tips /by The Applied CompaniesThroughout the United States, unemployment is at record lows. The unemployment rate nationally stands at 3.7 percent, the lowest it has been in decades – and in Reno, unemployment is even lower than the national average at 3.5 percent.
With record-low unemployment in Reno, businesses are hard-pressed to find qualified candidates. If you’re thinking about finding a better job in Nevada, now is a great time to do so! Employers are eager to find high quality candidates.
If you’re looking for a job in Reno or throughout northern Nevada in the new year, here are four tips on how to get ready for the job search.
1. Think About What You Are Looking For
Looking for a new position in a time of robust employment has many advantages, but one of the best is that it’s a good time to transition, whether you’re seeking a higher position with a new company or looking to shift your career path. When job markets are hot, employers are more willing to take a chance.
With this in mind, take the time to think through what you really want. Do you want the perks and challenges of a higher-level opportunity? Or do you have a goal that’s a bit different than the path you’re currently on, and want to take a shot? The better you clarify your career goals for 2019, the more likely you’ll be able to articulate your goals to interviewers.
2. Communicate Your Strengths and Weaknesses
Interviewers frequently ask job applicants about what their biggest strengths and weaknesses are as a professional. It’s a very good idea to develop answers to these questions when you’re in the job market.
Think through your job-related strengths. Are you great at teamwork and internal communication? Do you work well in a challenging, fast-paced environment? Decide on two or three strengths to highlight above any others and prepare to discuss specific examples highlighting each one. Then, plan a way to tie your strengths and how you utilize them to the job you’re interviewing for.
Discussing weaknesses is a bit different. Part of what the interviewer may be assessing is how you handle the question! Interviewers want to see your self-awareness to identify what you need to work on, but you can also use this question in the interview to show how you’ve overcome and corrected past weaknesses.
It’s also wise to choose a weakness you can paint in a more positive light, either because it reveals good things about your work habits or because you have solved a previous weakness. In the first instance, you might say, “I was so dedicated to helping others on my team that I ended up stretching my limits to help team members who were underperforming. I ultimately realized, though, that underperforming members need to be actively brought up to speed, not have someone do their work.” For an issue you have worked to overcome in the past, you might say “I used to be very shy about speaking up in meetings, but by growing in my previous role and taking on leadership responsibilities over time, I realized how valuable everyone’s input is to the team, including my own. I now realize the value of my own insights, and no longer feel shy in meetings.”
3. Review Your Experiences and How You Can Highlight Accomplishments
Before any interview, review your experiences and qualifications with an eye on discussing them with an interviewer. Choose three or four that highlight your best accomplishments. It’s a very good idea to either emphasize any contribution to the bottom line, either by a job that increased revenues or cut costs, with specific numbers if you have them.
An example might be “At ABC Company, I was part of a team that was responsible for increasing production in the last six months of the year. We had to learn new management techniques and incorporate them into our workflow methods. Our rollout of these new processes was successful, boosting production 15 percent last year.”
4. Practice Your Interview Techniques
It’s common to feel some anxiety before and during interviews. Practicing your answers to the strengths and weaknesses questions and to discussing your experiences is a good idea. Ask family or friends to play the part of the interviewer, or use your smartphone to record yourself and watch for tendencies you may want to correct when asking questions.
This also gives you a chance to work on body language. Many people look down during an interview, or use negative body language, like crossing their arms in front of them. Practice looking at the interviewer in a friendly way and sitting in a relaxed but professional manner.
Get Out on the Job Hunt in Reno and Northern Nevada This Year!
Using these four strategies, you can conduct an effective job search and find the new opportunity that will help you reach your 2019 career goals! The Applied Companies’ staffing team is ready to help you find the jobs you’re looking for. Contact us today, or head right to our job board and apply for new opportunities in your area.
How Can You Effectively Fill Positions Through Employee Referrals?
/in Hiring Advice /by The Applied CompaniesIf you’re looking for people to hire, an employee referral program can have many benefits. That’s especially true in today’s environment, in which employment is at record levels. It can be difficult to find qualified people, and the search can be extensive.
If you have employees who go above and beyond in their work, and they know more people who could help your organization grow, having an established referral system makes those connections possible. What benefits could your organization gain from setting up a referral system?
1. They can find more qualified people
Friends and family members who your top employees already know are likely to be somewhat similar to those employees. They are likely to share a similar work ethic and set of values. Referrals from these employees are likely to fit into the company culture, which can be an important determinant of performance. A referral system provides a process and rewards for having your existing workforce specifically refer people who they know are qualified and are put to work.
An employee referral program can increase your reach throughout your geographic area. It can also reach into connections of your employees who are passive job seekers, who are content in their current jobs but might take the opportunity to work alongside someone they know closely.
2. They make the job search more efficient
A referral program can make your job search more efficient by finding candidates faster. In the weeks and months it takes to conduct a traditional search for active job seekers, company productivity may take a hit. Gaining referrals through employee word-of-mouth is likely to be quicker than sharing job postings online when it comes to finding candidates quickly.
In addition, the new employee’s existing connections will likely make their onboarding and introductions more efficient.
3. They reduce costs
The hiring process can cost a great deal in the long run. Some of the cost is the lost productivity of vacant positions. Some of it is the drain on productivity lost to interviewing multiple candidates and so forth. Referral candidates tend to be more streamlined. The more streamlined the hiring process and the onboarding, the less it costs your company.
Find a Referral System that Works for Your Business
It’s prudent to have a plan to determine the effectiveness of an employee referral program.
The most crucial part of the plan is determining the most important goal for the program. Is it to get more qualified employees? Are you looking to improve the cultural fit of the team? Do you need to reduce time-to-hire and decrease costs?
Then, you’ll need to compare referred hires versus hires who weren’t referred. You won’t have valid metrics unless there’s a comparator group. If your central goal was to reduce time to hire, for example, you’ll need to gather data on time to hire for referred candidates versus non-referred. If you wanted to reduce costs, you’ll need data on costs for referred candidates versus non-referred candidates.
Effectiveness in an employee referral program relies on both goal definition and comparisons, in short. Looking for more expert advice on the process of finding qualified candidates? The Applied Companies is here to help businesses across Reno and northern Nevada. Contact us today to connect with our team and learn how we can help your business grow.
What Can You Do When You “Don’t Have Time” for a Job Search?
/in Career Tips /by The Applied CompaniesIt can be tough to look for a job when you’re very busy. If you’re already working long days, you might not have time at the end of the day to find the new job you need. The very idea of tailoring resumes and spending hours searching job postings can get pushed down the list of priorities.
Working with recruiters in northern Nevada can help you find the right jobs that fit your goals and needs. Check out these four tips for maximizing your time and finding your next opportunity as easily as possible.
1. Streamline your search
It’s easy to spend hours searching for jobs online. In fact, you can spend days on end searching, finding one, and then developing the application materials and filling out online forms. But there are ways to be more productive.
First, decide the type of jobs you want. Make sure your resume is tailored so hiring managers in a certain industry see your background information which is most pertinent to this specific job. Then you can use your time to solely focus on jobs that fit your past experience and what you would like to do.
Use keywords in your search to narrow down opportunities on various job boards. For example, If you’re looking for an administrative assistant position, use “administrative assistant.” Bookmark or save every application you don’t finish while you’re focused on searching so you can come back to it the next day.
2. Focus on jobs that meet your goals and needs
Spend your time focusing on what meets your professional goals and needs rather than applying for any and all jobs available. If you want to move into clerical work, for example, you need to start in an office, not packing in a warehouse. If you need a full-time job for the salary, a part-time job may not be helpful.
When you look at job postings, try to focus only on the jobs and areas you’ve identified as meeting your goals and needs. Sometimes, job searching takes a long time because you’re letting the jobs that are currently available determine whether you respond. Instead, set a game plan and let it determine what you respond to out of the total jobs out there.
3. Tap into your professional network
As many as 70 percent of jobs in some industries are filled through networking and having connections help you through the hiring process. Let others assist you in your job search. Tell all your friends, past coworkers, and relatives you’re looking. You never know who will hear of an available job. Ask the people in your network if they know of anyone who is looking.
4. Work with a recruiter
It’s very smart to contact a recruiter when you begin your job search. Recruiters have large networks of contacts and companies who are looking for jobs to be filled. Many recruiters specialize in a certain industry, so choose one that has extensive experience in the area you are interested in. Recruiters will prioritize your interests and increase your reach in a job search.
While the job search can seem like a hassle, it doesn’t have to be. By using a focused approach and utilizing the resources available to you, you can maximize the time you have and find the new job you need.
The Applied Companies is here to help job seekers across northern Nevada find the new jobs they need in the new year. Apply today or contact our team to start your search. You can also text our staffing team at 775-303-2623 Monday through Friday from 9 a.m. to 4 p.m. to learn more about our open positions.
Five Steps for Setting Up an Interview Process
/in Hiring Advice /by The Applied CompaniesMost employers do not spend time thinking about the interviewing process, which can be a strategic error in the long run. Far too often, the process is overly reactive. Interviewers and hiring managers jump to a quick decision and hire one of the first candidates available as opposed to hiring the right candidate. They end up with an unstructured interview process that may or may not net the best candidates.
There’s a real need to use the interview process to identify the best candidates. The cost of employee turnover ranges anywhere from 40 to 70 percent of the position’s annual salary for service sector jobs. For supervisory positions, the cost may be over 100 percent of the annual salary.
Setting up a proactive interview process should be a priority. Establishing a process will increase your success rate in hiring employees with the right fit. Here’s how.
1. Set a firm budget, in both time and money
Setting a firm budget of time and money sends your staff a message that hiring is important and they are expected to spend time on it. It triggers a perception shift.
Budgeting 10 hours per candidate (don’t worry, you’ll get more efficient) is about right for an entry level hire.
In your fiscal budget, be sure to include assessment for personality profiles. These can cost roughly $500 for front-line employees all the way up to $4,000 for some management positions. Simmons includes an interpretation and we have found the cost is well worth the results.
2. Pre-qualify candidates
You need to pre-qualify candidates – and set a plan for where you will look for them. Where will you find candidates consistently? There are companies that can help you with recruiting and staffing. Lead and referrals groups are also a great source.
Qualifying candidates online takes less time than an on-site interview. Initially, a good strategy is to ask candidates open-ended questions with job related scenarios via e-mail. Review how they write, including grammar, spelling, etiquette and tone. Did they think about the responses or cut and paste?
Next, use their resumes to increase the efficiency of the interview. Build interview questions around significant resume accomplishments. For example, a resume says “Increased revenue by 20 percent,” highlight those words and prepare interview questions to dig deep for detail to find how the interviewee took action to increase revenue.
3. Ask behavioral questions
Behavioral questions can help you size up candidates efficiently. Customize questions to your organization and how employees need to fit into your culture. Ensure the list of questions is consistent for every candidate.
4. Use case studies
Test candidates through case studies and scenarios specific to your company. Weave in relevant internal issues (edited for any revealing personal detail). We give candidates real live scenarios from our company and ask candidates to problem solve and present recommendations back to the interview group. Everyone has the same time to put their presentation together. Two days is a doable time frame.
5. Take control of the interview
The worst thing a company can do in an interview is have a candidate sit down and then have your management team ask each other, “Who is starting?” Take control. Show the candidate a unified front. Determine ahead of time which interviewer will start and then who will take charge of each interview step. Delegate who will be taking on the follow up after each interview step so nothing falls through the cracks.
If you are interviewing candidates who live in a different geographic area, you might think of bringing in an interviewer in the candidate’s area of expertise and utilizing video (or other technology) to do a remote interview.
The Importance of a Structured Process
Setting up a process with multiple steps, such as a prequalification interview, behavioral questions, case studies, personality assessment, and then a final interview with a team, provides multiple opportunities for the candidate (and your company) to shine. Your hiring team will also rich data to have a truly meaningful conversation about a candidate.
Note that the process needs to be fluid. Many factors can change the importance of steps in an interview, such as the local, regional and national economy, markets and industries, generational characteristics of candidates and rules and regulations about permissible questions during the interview itself.
Companies strategically plan for everything, and the interview process should not be any different. Planning around the most important action items like the interview process will yield better business results by reducing turnover costs, creating a consistent communications method, setting a good brand image and demonstrating a commitment to the company culture by hiring employees with the best fit.
Is your business looking for a trusted partner in the staffing and recruiting space? The Applied Companies can help your business grow across northern Nevada with our team of staffing, HR and executive search experts. Contact us today to learn more about how we can help your team find the right candidates quicker with a structured approach to interviewing.
Five Simple Interview Tips That Will Help You Land the Job
/in Career Tips /by The Applied CompaniesEveryone approaches an interview with some level of anxiety and worry about whether they will get the job or not. Making a good first impression is key, so managing the start of the interview with confidence and carrying that throughout the hiring process goes a long way.
What can you do as an interviewee to prepare for success and land your next job?
Research the Company
Don’t go into the interview without knowing some specifics about the company. Many companies carry their history and mission on their website, along with recent news. Search for news from external sources about the company as well – events that have been announced recently are good interview fodder.
What you want to do is find some way current events or company news relates to the position you’re applying for and how you could make a positive impact. It shows interest both in your position and in the company. For example, if you’re applying as a warehouse supervisor and see a news item that the company is rolling out a new product next year, ask about whether that will impact logistics at the warehouse.
Take a Practice Interview
Only part of an interview is what is said. A large part of the interviewer’s perception of you is based on observing your body language and other tendencies. If you sit too close, for example, it could be interpreted as a sign that you have boundary issues. If you cross your arm over your chest, it could be viewed as hostile.
How you respond to interview questions is also part of the feedback. If you answer very briefly, or simply with a yes or no, the interviewer might be tempted to hire someone who is more forthcoming and prepared with detailed answers about their past experiences.
It’s a good idea to set up a practice interview with friends or family. Have them ask you questions, and then answer as if you were in an interview. They can observe your body language and interview tendencies and give you pointers. Don’t have anyone around to help? Set up the camera on your cell phone to record video and sit in front of a camera describing your past experiences. You can use that footage to review both what you say and what body language you use, and observe what needs to change.
Be Punctual
If an interview is scheduled for 10 a.m., walking into the company doors at 10 isn’t on time! It’s late by interview standards. Interviewees should arrive for an interview ahead of time. Cutting it close on time is an easy way to increase your anxiety, while arriving early is an easy way to show your potential boss how seriously you take your work.
It’s a good idea to map out your route before. Drive it at the same time you will need to for the interview, so you get a sense of any road construction or traffic delays. Then, be sure to allow for them on interview day.
Develop Rapport with the Interviewer
Try to develop a connection with the interviewer over a similar interest, experience or a mutual acquaintance. You want to seem friendly and relatable. Remember their name.
If you see any personal items in the office that you can honestly relate to, mention it. Do they have a sports team’s poster and it’s the same team you like? Mention their current performance. You want the interviewer to have a way to remember you that is positive.
Prepare Great Questions to Ask
Most interviews end with a question that invites more: “Do you have any questions?” Come prepared with questions to ask, and never say “no.” The questions should relate to the company or your specific job.
You might ask, for example, what the top quality is that people in the job should have. First, the answer gives you insight into the job. Second, once you know, you can make it clear that you have the quality. So if the top quality is “resilience,” come up with an anecdote about persevering through a hard time at work.
Ready to land your next interview? The Applied Companies is here to help job seekers across northern Nevada find new opportunities in their area. Contact us today to start your search!
Five Reasons to Utilize an Executive Search Firm in Reno
/in Executive Search /by The Applied CompaniesAttracting and hiring executive-level talent can be a complex process. If you find your current human resources team is stretched too thin, lacks the capability or is taking a very long time to fill key open positions, it’s time to consider using an executive search firm.
How exactly can an executive recruiter help your northern Nevada business make the right hire? Learn from The Applied Companies! Here’s when you can determine it’s time to work with an executive search firm in Reno.
1. When the role is either brand new or beyond internal expertise
New roles can be difficult to recruit for because your team might not know what they’re looking for. There are no established metrics or benchmarks. They may not be unanimity about what the role should encompass. Outreach into the community and established networks may be limited or nonexistent. All of these factors can come into play if the role you need filled is beyond internal expertise.
An executive search firm has the reach and expertise needed to define new roles and those beyond internal expertise. Executive search teams will have connections you need in the relevant community of professionals.
2. When there are limited internal resources to conduct a search
Many organizations do not have full human resources departments, but rely on hiring managers to recruit and hire needed positions. Others have human resources departments, but find the resources for recruitment and hiring limited. These departments play a number of roles, including onboard, benefits and compensation, and handling promotions and terminations. They will not always be able to devote full resources to executive recruiting.
An executive search firm will be able to devote the resources needed until the position is filled.
3. When you need to save time
Executive searches can take a good deal of time, especially if they are handled internally. All key members of an internal search team typically have other duties, which means that executive search activities are juggled, and may sometimes take a back seat.
Utilizing an executive search firm means you’ll be utilizing a resource that can expend all its time on the task. As a result, valuable time is saved.
4. When you need internal and external confidentiality
In some executive searches, maintaining internal confidentiality is crucial both to initial talks and ultimate decisions in addition to external confidentiality. Strict confidentiality levels can be difficult to maintain with an internal team. An executive search firm has multiple safeguards, ensuring the required confidentiality can be met.
Trust an Experienced Team with a High-Profile Hire
Candidates in an executive search must be handled with professionalism, tact and discretion. With an experienced executive search firm, you can be assured that all aspects of the search will be handled to your satisfaction.
Looking for executive search assistance in Reno and across northern Nevada? Contact The Applied Companies today to learn more about how our personal approach and expertise in executive search can benefit your team.
“Tell Me About Yourself.” Here’s How to Ace the First Interview Question
/in Career Tips /by The Applied CompaniesOne of the most common interview questions is “tell me about yourself.” In fact, the vast majority of interviews start with the exact same question.
Starting off the interview with a very open-ended question is popular with many interviewers. It can’t be answered with a yes or no, so it yields more information and helps the interviewee open up. More importantly, though, what a person chooses to answer with can be very revealing of their personality and how they think. It’s therefore more likely to give interviewers multiple layers of information.
How can you prepare a great answer and start your interview on a high note? Here’s are some tips to make you shine in the interview.
Share Some Personal Information – But Not Too Much
It’s fine to answer with a bit of information outside your professional experience, as the question seems to imply that it is wanted, but be careful. Don’t share too much personal information. Remember, this is a job interview.
Think through what you will share about yourself. If you choose to share your experience volunteering or detailing a passion outside of work, tie that back to how that makes you a strong professional in your industry with excellent character and work ethic. Make sure you’re completing the story of what makes you uniquely qualified for this position you’re applying for by bringing in information that might not have made your resume.
Highlight What Makes You a Great Professional
You should also include an overview of your professional accomplishments and skills learned in that first interview question. Before the interview, choose three or four factors to talk about. They could be past achievements, skills highly related to the job or certifications you’ve earned over time.
A good answer is related to your personal information. You might say, for example, “I’m passionate about everything I do in life, including providing excellent customer service. In my past position, I was part of a group that improved client satisfaction by 25 percent, and we received a company award as team of the year.”
The interviewer may respond by asking questions about that achievement. If that happens, respond in kind and detail what went into making the accomplishment happen.
Set the Stage for an Excellent Interview
In short, “tell me about yourself” is an invitation to talk about all aspects of yourself. Remember it is a job interview, but it’s okay to let employers know who you are as a total person. Your goal is always to convince interviewers that you can do the job at hand and that you’d be a wonderful employee to have around.
Looking for help finding new opportunities in northern Nevada? The Applied Companies can help you get in the door and tell employers about yourself. View our available jobs now or contact us today to start your search.
What Can You Be Doing to Attract Higher Quality Candidates?
/in Hiring Advice /by The Applied CompaniesWhat can you do if you’re not getting candidates who are highly qualified for the positions you need? With unemployment continuing to reach historic lows, it can be tough to find the right people for the right jobs, so you face stiff competitive for high-level candidates.
If you’re struggling to find qualified applicants in Reno and across northern Nevada, The Applied Companies’ staffing team can help you build a comprehensive solution. What strategic steps can you take to attract quality candidates to your job openings?
1. Write Targeted Job Descriptions
Hiring high-quality employees starts with giving them the right information. First, the job descriptions need to attract the right candidates. To do that, they must have a clear sense of the job requirements and the capabilities and skills needed to excel. If your job descriptions are vague and unexciting, you may be inadvertently pushing away top candidates or attracting candidates who can’t do the job you need.
An excellent job description will give a vivid sense of day-to-day work within the company, helping to get the attention of the people who will make a great fit in that culture. Give candidates a great sense of the job and the organization they will be joining, and you’ll be on your way to having the right candidates applying.
2. Provide Competitive Pay and Benefits
Among the very first thing candidates will be looking for from a new position: competitive pay and benefits. If you don’t offer salaries that at least match what similar companies in the area pay, you’re highly unlikely to attract top performers, especially with the current hot job market. If you aren’t aware of what competitors’ pay scales are, a staffing firm can help provide that information.
Benefits such as paid time off, health insurance and family leave are incredibly important to employees. You need to at least match what competing firms pay.
3. Increase the Distribution of Your Job Postings
What do you do if your job descriptions are clear and your salary and benefits are competitive, but high-quality candidates still aren’t appearing? Perhaps your jobs aren’t listed where your ideal candidates are looking. You need to increase the reach and distribution of your job postings.
Whether it’s social media, a job board or somewhere in your local community, the more places you have your jobs advertised, the more likely it is your top candidates will find them.
4. Target Passive Candidates
Top-notch performers are often happily employed. If you’re looking to attract them, they simply may not be looking. As a result, you need to recruit passive candidates – those who aren’t job-seeking, but content where they are.
Actively monitoring social media sites like LinkedIn for people with the skills and experience you’re looking for is one way to drive direct conversations with passive candidates. If you can offer a better position than the one they’re currently in, you may be able to land a best-fit candidate for your open position.
5. Work with a Staffing Company to Connect With Diverse Talent Pools
Staffing companies use a variety of strategies to attract high quality job candidates. They are great networks of talent pools in diverse niches and industries. They can search for passive candidates and tap into their networks to upgrade the candidates you’re seeing.
Working with a staffing team like The Applied Companies is a great way to find great candidates in northern Nevada! Contact us today to get started.
Check Out These Holiday Activities for the Whole Family in Nevada!
/in News /by The Applied CompaniesThe winter holidays are a great time to check out activities for the whole family. Nevada is full of special wintertime fun for all ages and all interests. Here are seven of our team’s top holiday activities around the Reno area and across northern Nevada!
1. Ice Skating Rink at Greater Nevada Field
Greater Nevada Field is the home of the Reno Aces, but shortly before Thanksgiving, it transforms into a winter wonderland, with a state-of-the-art ice-skating rink through the New Year. It’s at 250 Evans Avenue. Check out the website for times and special holiday-themed events during the season.
2. Watch the Nutcracker
The Pioneer Center for the Performing Arts will be presenting the holiday classic ballet The Nutcracker from December 7 to December 9. See the toys come to life and dance in a delight for all the family.
3. Hidden Valley Parade of Lights
Few things create memories like seeing the holiday lights on neighboring lawns and communities. The Hidden Valley Homeowners’ Association’s annual Parade of Lights begins on December 7 and will be active through New Year’s Eve. Homeowners will have their lights on from 6:00 p.m. to 9:30 p.m. every night. Load up the family and drive to the lights!
4. Christmas on the Comstock
The former mining town of Virginia City relives the old days with a Victorian-themed holiday festival that lasts throughout the month of December. Check out the Grinch Made Me Do It Saloon Crawl, featuring specialty holiday drinks at participating saloons. Cap off the evening with the annual Comstock Cowboys Christmas in the Sierra concert at Piper’s Opera House.
5. 39 North Pole Village in Sparks
The weekend of December 6-8 will also see a Victorian themed celebration, with 39 North Pole. This North Pole will feature Santa, reindeer, and handbell concerts, along with food and crafts for three days of winter fun. The whole family can also take a free fire engine ride on Engine 39.
6. Christmas in Genoa
The town of Genoa puts on a holiday celebration. Check out their breakfast with Santa, carol singing, and tree lighting. Toys for Tots and a cowboy concert are also on the calendar.
7. Reno Wind Symphony: Holiday Celebration
On Sunday, December 17, at 3 p.m., the Reno Wind Symphony will celebration the holidays with a concert full of holiday favorites, including a recital of “The Night Before Christmas” and “The Grinch that Stole Christmas.” The concert takes place at the University of Nevada, Reno’s Nightingale Concert Hall.
The whole team at The Applied Companies loves taking part in holiday events throughout the Reno area and across northern Nevada! If you are looking for a new job or need help hiring new employees during the holiday season, contact us today.