Want to Hire Better Next Year? Start Understanding Your Candidates Better

HMG Success on December 15, 2017

Hiring managers often wish they could get a glimpse into a candidate’s head instead of having to second-guess their every move and answer. While mindreading still isn’t an option, a recent survey provided a substantial amount of insight into how job seekers think. And that can help you hire better in the future.

Here’s what you need to know.

Professionals Want to Hear About New Opportunities

While low unemployment rates can make it seem as though there aren’t enough viable candidates available, the vast majority of professionals are interested in new opportunities, even if they are currently employed. That means there is a large potential talent pool that isn’t showing in the unemployment statistics, so don’t be afraid to target these workers when posting about a vacancy.

Additionally, nearly two-thirds of professionals who recently changed jobs who were surveyed admitted they knew either nothing or very little about their newest employer before the found out about the position. This means you don’t necessarily have to have a prior connection to the potential candidate for them to be interested in your opportunities.

They Want Information About You

One of the biggest pet peeves for candidates is when they look for information that would give them a better idea of what it’s like to work for you, and it just isn’t there. In some cases, this means that they are finding the information on your website too vague to give them a solid concept of what you are like as an employer or they have trouble finding details in other common resources, like Glassdoor or even the job announcement itself.

Since candidates are more focused on company culture and work environments than ever before, giving them access to additional details can make you a more attractive potential employer. This can include providing insights on your website about what the company is like from an insider’s perspective, adding points about the company culture and employee perks to the job announcement, or even creating a blog that makes sharing this information more natural.

They Have Priorities

While money is still a significant factor in whether a person applies to a new position, it is a detail that is often not provided in a job announcement. Many companies try to keep this information private for a variety of reason, but not making either a salary minimum or standard range accessible in the vacancy posting means some top talent may make assumptions that affect whether they would either apply or accept the opportunity. Being forward about salary makes you seem more transparent and ensures that those who apply are open to working at or near that rate.

Company culture, as mentioned above, also plays a substantial role, making it crucial that you share insights that can help job seekers determine if your workplace might be a good fit. Additionally, work-life balance is more desirable than ever, so showing that your company supports initiatives designed to make this achievable can help you connect with higher-quality talent.

If you are looking to hire better staff members during the upcoming year, the team at The Advance Group can connect you with top talent in the area. Contact us today to see how our services can help you hire better in 2018.

New Year, New Industrial Resume!

HMG Success on December 11, 2017

With the new year just around the corner, many people have their eyes set on the future. If you’re looking for a new industrial position, now is the perfect time to polish your resume, giving it a fresh look and ensuring it will entice prospective employers into calling you for an interview.

One of the biggest points job seekers struggle with when it comes to their resume is the length, especially if you’ve been working in the field for some time. Some people are hesitant to cut down the information, fearing they’ll remove a detail that will make the difference between moving forward and having their application discarded.

But, if your industrial resume is too long, it may be a turn off to the hiring manager, especially if they are pressed for time. To help you get your industrial resume into tip-top shape, here are some tips for cutting down to length.

Aim for One-to-Two Pages

While there is no hard-and-fast rule regarding the length of your resume, generally it shouldn’t be more than one-to-two pages, even for jobs that require a substantial amount of experience.

Some research suggests that hiring managers only spend a handful of seconds reviewing your resume, so you want to make sure they see the most important information quickly. And anything beyond the second page is almost certain to be ignored.

In fact, for an entry-level position, even going beyond a one-page resume can hurt your chances, so try to be as concise as possible.

Target Your Content

Often, a resume ends up longer than necessary because it isn’t targeted for the position. If you’re trying to add every detail about your career, you can be sure that at least a portion of that information isn’t actually relevant to the role, or to the hiring manager.

Instead of listing every skill and activity, choose those that best speak to the job posting. You can do this by reviewing the vacancy announcement, identifying the employer’s priorities, and selecting content that discusses those points specifically.

Ultimately, you want to make things simple and concise, so remove any superfluous words and work to get to the point as quickly as possible.

Adjust Your Formatting

Sometimes a resume ends up being more than two pages because of formatting choices. For example, some fonts take up more room than others, even when the same size is used, and wide margins give you less space for content.

Review your document to make sure you are using the ideal format and font. Often, fonts like Calibri and Times New Roman are preferable, and make sure to set whichever you choose to 11 point. Then, check your margins to ensure they are all set to one inch.

If you have extra formatting, such as horizontal lines dividing sections, consider removing it if it isn’t absolutely necessary, as they take up space and can artificially inflate the length of your resume.

By following the tips above, you can get your industrial resume shortened to the right length. If you are looking for a new industrial position, the professionals at The Advance Group can connect you with some of the leading employers in the area. Contact us today to see what job openings may be available to you.

Do You Have the Background for a Marketing Position?

HMG Success on December 8, 2017

Many people are intrigued by the possibility of a marketing position. It’s a diverse field that contains a wide range of job opportunities in almost every industry, encompassing work in mediums as varied as television, print, and social media. The idea that your vision could be experienced by others is also incredibly enticing, especially if you get to work with highly recognizable brands.

To enter the exciting field of marketing, you need the right background. Here’s what you need to know.

Education

Most marketing professionals have at least a bachelor’s degree in the field. This helps you acquire foundational skills as well as an understanding of crucial principles that govern many decisions about how to create and manage campaigns, what platforms will yield the best results, and how to target the content to a specific demographic. You’ll also learn about reputation management, or how to make sure that customers see the brand in a positive fashion, which is critical for overall success.

Additionally, many marketing students pursue internships to help them gain real-world experience while they work towards their degree. While these may not be a graduation requirement, they can help you get a leg up on the competition and allow you to refine your skills with an actual company.

Some people choose to pursue an advanced degree, which can be helpful if you want to eventually reach the upper echelons of the marketing profession. However, this isn’t necessarily a requirement to begin working in the field.

Skills

Aside from relevant hard skills, a broad range of soft skills are especially beneficial to a marketing position. First and foremost, you need to be an exceptional communicator, both in-person and in writing. You’ll often be responsible for creating potential ad content (typically done in writing) as well as presenting ideas to co-workers, managers, and even clients. Usually, the process of creating campaigns and generating ideas is collaborative, so strong teamwork skills are also highly useful.

At its core, marketing is a creative profession, so being able to think creatively is a necessity. This includes coming up with unique ideas and approaches. Further, you’ll need to create visual presentations to coincide with your plans, which often combines artistic prowess with aesthetic vision.

You’ll also conduct a lot of research to assist in identifying target markets, customer preferences, and ideal mediums based on the client’s goals. Plus, you’ll need to get to know the ins and outs of the product being advertised, making it easier to create a campaign that shows it off in the best light possible.

Marketing is also all about having a solid strategy, so strategic thinkers with long-term vision are also prized by companies and marketing firms.

Other skills may be required depending on the preferences of the company that’s hiring, so consider investigating your dream marketing position to see what it takes to land them, and use that information to guide your efforts as you begin working in the field.

If you are looking for a new marketing position, the professionals at The Advance Group can help you locate your ideal opportunity. Contact us today to see how our services can benefit you.

Is the Labor Market Going to Help or Hurt Your Recruiting Process?

HMG Success on December 4, 2017

Even though the Great Recession is becoming more of a forgotten memory with every passing day, the aftereffects of the downturn are still impacting the labor market today. While the number of available jobs has risen significantly over the past few years, there are still millions of unemployed Americans looking for work. And, of those, nearly two million have been unemployed for six months or more, having them qualify as long-term unemployed.

Here’s what you need to know about the current labor market and how it can help or hurt your recruiting process.

Data Makes Things More Competitive

Many companies have turned to data to help them find top candidates in their field. While this sounds like it would help businesses locate the talent they need, the sheer volume of opportunities to capitalize on the information has more organizations using the same processes to try and get ahead.

Social media and other public data sources have made information highly accessible. So, while you may find a great candidate on these platforms, it’s unlikely you’re the only one who’s taken notice. This means you need to focus on creating value for job seekers to help attract them to your vacancies, and that isn’t necessarily a small feat.

Long-Term Unemployed May Come With Risks

It would seem as though long-term unemployed job seekers are the ideal area to focus on, but it can actually be a challenging route depending on the position. For example, tech professionals who’ve been out of work for a significant period of time, and haven’t been working to maintain their skills on their own, may be falling behind the curve. The tech sector changes rapidly, and it’s easy for those who aren’t currently working in the field to miss out on recent developments, making their skill set less valuable.

However, not all long-term unemployed job seekers neglect their skills when they are out of work. This means, by seeking out those who have maintained their level of competency on their own may be particularly valuable.

Broad Candidate Pools Are Required

Companies can’t afford just to sit back and wait for candidates to find them. Instead, they need to be proactive when it comes to filling vacancies. This can include targeting passive job seekers who are currently employed but open to making a switch as well as enlisting the support of a reputable staffing firm to help you access talent you may otherwise miss.

By focusing on broadening your candidate pool, you can find more people who might be a great fit for your vacancies. If you are looking to hire a skilled professional, the team at The Advance Group can connect you with top talent looking for opportunities just like yours. Contact us today to see how our services can make today’s labor market work in your favor, allowing you to recruit the high-quality candidates you need to succeed.

Want to Get Your Resume in Front of Decision Makers? Read This

HMG Success on November 27, 2017

When you send off your resume, it can feel like you’re tossing it into a black hole. Many job seekers aren’t sure if their application is actually being seen by a person, especially if you don’t receive any communication back regarding the submission.

In fact, when you apply for a job at a large company, it is possible that it never ends up in front of the eyes of a decision maker. Why is that? Because many of these organizations rely on applicant tracking systems (ATS) to prescreen resumes, and those that don’t appear to fit are immediately discarded without being sent to the hiring manager or anyone in HR.

An ATS works by scanning applications for specific content, like designated keywords and phrases. Each resume is scored for relevance, and only those that are deemed to be the most qualified get forwarded to a decision maker.

While this approach is understandably a time saver for hiring managers, as it ensures they won’t be bombarded with ill-fitting resumes, it also means that some qualified applicants can fall through the cracks. And, if that does happen, no one is aware of it.

To help ensure your resume makes it past the ATS, here’s what you need to do.

Use Simple Formatting

While a stylized resume might look great to a person, it can spell doom for your application if an ATS is involved. These systems can’t read images, and creative formatting or fancy fonts can also cause trouble. So, applications that contain a bit of flare may be discarded because the system can’t decipher what is actually on the page.

If you want to make sure the ATS can review your resume, you need to keep it simple. Use classic fonts like Arial, Calibri, or Times New Roman, and remove any pictures, logos, or other images. You also want to use traditional section headers, like Professional Experience and Education, and avoid those that the system might not recognize, like Affiliations and Memberships.

Once your resume is complete, save it as a Word document or in the rich text format for readability, as some ATS systems can’t read PDFs effectively.

Add the Right Keywords

When an ATS scans an application, it is typically programmed to look for specific keywords or phrases and certain contextual information. If you want to be scored well by the system, you need to make sure you include the correct language based on what it has likely been told to find.

One easy way to start is to use some of the exact verbiage that is listed in the vacancy announcement. This can include anything from required or preferred skills, desired education, and even job titles. Use the same words used to describe the applicable point that is in the posting, as these were most likely added to the ATS.

When describing job titles, certifications, or organizations that have a spelled-out version of their name as well as an acronym, use both in your resume to ensure you include the verbiage that ATS is programmed to find. For example, a quality control inspector should use the long-form description as well as the phrase “QC inspector” in another spot to make sure both are covered, while a certified public accountant can simply list acronym in parenthesis after the job credential, so it reads “Certified Public Accountant (CPA).”

However, you do want to avoid keyword stuffing, as many ATS systems can detect this and may lower your score.

Use Spellcheck

While a person may be able to determine what you meant to say when they see a typo, an ATS can’t. If they don’t see the right keywords based on proper spelling, the system will assume they aren’t there and could discard your resume.

Before you submit your application, double and triple check it for spelling errors. Ideally, you should have someone else review your resume too, as fresh eyes can sometimes catch things you might overlook.

By following the tips above, you have a stronger chance of making it through the ATS and actually having your resume seen by a decision maker. If you are looking for more information or are seeking a new position, the professionals at The Advance Group can help. Contact us today.

What Your Interviewers Say Behind Closed Doors

HMG Success on November 23, 2017

Many job seekers would love to know what their interviewers were saying about them after they leave the room. While you may never know precisely what is said, there are certain conversation points that are surprisingly common. And, no, they don’t involve trash-talking the applicant.

Typically, these discussions focus on the merits and weakness of each particular candidate and are used to help decide which job seekers are moving forward or being offered a position. But understanding some of what is usually said can help you become a stronger candidate in the future. With that in mind, here are some common talking points your interviewers may be covering.

They Were Okay

The most common statement that is likely made after the applicant has left is that they were fine, but not necessarily a great fit. Typically, this happens when the candidate meets the basic qualifications for the position but doesn’t quite reach the bar the hiring manager was hoping to hit.

Interviewers usually want to find a candidate that truly shines and not every job seeker is going to hit that mark. Sometimes this can happen when a job seeker isn’t great at describing the breadth of their knowledge in person, leaving the hiring manager to believe they don’t have what the company is hoping to find. In others, it just becomes apparent that the person isn’t as good of a fit as they were searching for, and there’s little to be done about that.

Pros and Cons

Another common discussion will usually take place when an applicant does stand out in some areas but is lacking in others. For example, they may have exactly what the hiring manager wants to find for skill A, but not have enough experience in skill B.

Often, it can be hard to discern someone’s actual skill level from a resume alone (hence the need for interviews) and hiring managers will many times discover a candidate that appeared to have it all on paper doesn’t quite measure up in one specific area or another.

While it can be frustrating to be rejected for this reason, it doesn’t mean the candidate did anything wrong. However, the employer may share which areas would need to be advanced so that the job seeker can qualify in the future, and that can be very helpful for shaping one’s career.

Incomplete Picture

Sometimes an interviewer will have trouble getting a strong picture of what the candidate has to offer in a particular area. Generally, if there is time permitting, the hiring manager may try to ask additional questions on the subject during the interview, but sometimes the meeting ends before that can be accomplished. However, it can also happen where the interviewer wasn’t fully aware that they didn’t have all of the information they needed until the interview was over.

When hiring managers have trouble getting a sense of a particular skill or trait, they’ll choose to have a follow-up conversation with the candidate. But, if there is a pool of qualified applicants, they’ll normally just move on.

Luckily, there are things you can do to help avoid this situation. Practice your responses to frequently used interview questions so that your answer is both concise and thorough, and touches on the major requirements as listed in the job posting. If an interviewer begins asking additional questions about your answer, assume they are having trouble getting a complete picture of what you have to offer and work to elaborate on your response to provide them with additional clarity.

In the end, once your meeting is over, interviewers are just trying to determine if you are the right person for the job, so they discuss your skills and traits to see if you are the ideal person for the role. They are working hard to find the right candidate, so make sure you prepare for your interview so that you can make the best impression possible, and increase the odds that the post-interview discussion will be a definitive, “that’s the one.”

If you’re looking for a new position, the team at The Advance Group can help. Contact us today.

What Does It Take to Work in Customer Service?

HMG Success on November 20, 2017

Customer service professionals are often considered the lifeblood of any company. They are directly responsible for interacting with customers and ensuring they are satisfied with their experience. Usually, the idea of helping people drives a lot of job seekers to consider customer service positions, but that doesn’t paint the full picture of what working in the role is like. Certain skills are incredibly vital for those working in the field, and they aren’t always the ones you would expect.

If you’re wondering if you have what it takes to work in customer service, here’s what you need to know.

Patience is a Must-Have

One of the most critical traits a customer service professional needs to have is patience. It isn’t uncommon for these workers to deal with angry, confused, or disappointed patrons, and being able to weather the storm and find a solution to their problem isn’t always easy. It requires a calm demeanor and the ability to ask the right questions. At times, you may even need to diffuse their frustration before you can begin to solve their problem.

Without patience, anyone would have a hard time making it in customer service, as it really is one of the most valuable traits you’ll need to succeed.

Listening Skills

While many job seekers assume that being able to talk to customers effectively is one of the most important skills you must have (and it is certainly a necessity), the ability to listen should actually take precedence. You need to be able to truly hear what the customer is saying so you can identify the problem and formulate an ideal resolution.

Customers aren’t always straightforward about their needs, so it can take some time to get to the heart of the matter. You may need to read between the lines, and that’s hard to do if you aren’t attentive. If you don’t make the time to really listen, and instead rush to take your turn to talk, you may miss a critical point in the conversation. In the end, that can lead to more frustration for you and the customer, as it becomes harder to get to the root of the issue and find a solution.

Extensive Product Knowledge

To be in the best position to help customers, you need to have a thorough knowledge of how the product works and what it is supposed to accomplish. If you don’t have a strong understanding of how the product operates, it will be incredibly challenging to help others work through issues.

Now, this isn’t to say that you need to know how to construct every item from scratch. Instead, make sure you know how it fits into the typical customer’s life as well as any common issues they may experience.

Customer service can be an excellent field upon which to build a career, especially if you have what it takes to offer every customer an exceptional experience. If you are interested in a customer service position, the team at The Advance Group can connect you with some of the area’s top employers. Contact us to see how our services can help you move your career forward today.

Is Overtime Killing Your Profits?

HMG Success on November 17, 2017

Most companies are acutely aware of the financial costs of employee overtime. Paying a minimum of time-and-a-half to have workers on-site adds up fast, but this isn’t the only aspect of these extra hours that is affecting your bottom line.

Overtime has numerous drawbacks that can significantly harm your profitability, and they aren’t all easy to spot. Here are just a few of the other ways overtime is costing you.

Falling Productivity

When used sparingly, overtime can actually bump your productivity levels up, helping you meet tight deadlines and maintain production standards in extreme circumstances. But, if having employees work overtime becomes common practice, productivity can actually stagnate, or even fall.

Once overtime becomes commonplace, some employees compensate for the extra hours by lowering their peak production levels. This can be a method for taking advantage of the additional pay or for helping them save energy, making the extended work hours feel more manageable.

If mandatory overtime ends up being the new standard, you’ll also see employees burn out. After some time passes, it becomes challenging to keep up with the extra demands and your staff may become resentful or frustrated with the additional pressure, leading them to not perform at their best. And, if there is no end in sight, some of your top talents may even look for new employment opportunities, giving them a chance to escape the longer hours and mitigate their rising stress levels. This ultimately leaves you shorthanded and can worsen the cycle of overtime for the rest of your employees.

Health Implications

There are numerous studies that suggest that prolonged stress has negative consequences for a person’s health including damage to the immune system. This can cause workers to become ill more easily, increasing the number of missed work days. And, in extreme cases, you may even see the average duration of their absences rise, as it takes longer for them to recover when they do become sick.

Employee illnesses don’t just affect the amount of total output; it can increase healthcare costs too. This means you lose money based on lost productivity while having to spend more to compensate for rising insurance costs.

More Workplace Safety Incidents

As employees put in more hours on the job, their level of awareness often decreases, and they may struggle to maintain their regular level of focus. These shifts can increase the odds that a mistake will occur and can cause the number of on-the-job injuries to rise. And, should a serious injury take place, you aren’t just faced with costly workers’ compensation claims but will also see production decrease, both of which reduce your profitability.

While the infrequent use of overtime may be necessary, making an effort to keep it a rarity helps you save money in the long run. If you anticipate that overtime will be required over the long-term, then bolstering your workforce with temporary employees may be the ideal solution, ensuring you can maintain your production targets will minimizing cost.

If you are interested in acquiring some short-term staff, the team at The Advance Group can connect you with skilled workers who are interested in temporary assignments. Contact us today to see how our flexible services can help you avoid many of the costs associated with employee overtime.

Your Key to a Winning Job Offer: Persuasion

HMG Success on November 13, 2017

When you are on the hunt for a new job, your primary goal is to convince a prospective employer that you are the best person for the role. Typically, this means that you need to be highly persuasive, so you can shape the hiring manager’s perception of you as a candidate.

There are people out there who seem to be naturally persuasive individuals, often having a relatively easy time getting other people to see things from their perspective. But that isn’t the case for everyone.

Luckily, for the rest of use, persuasion is a skill that can be improved, especially when you know the trick that can make you more persuasive. And what is that trick? It’s being a skilled storyteller.

So, if you want to score a winning job offer, here’s what you need to know about persuasion and storytelling.

Why Being a Great Storyteller Helps

If your goal is to be persuasive, you need to be able to get others (in this case, hiring managers) to see a scenario from your perspective, and storytelling can help you do that. By telling a story, you engage the interviewer on a deeper level and make it easier for them to connect with what you’re sharing. It makes hard data, like quantifiable information about your accomplishments, more relatable while simultaneously providing valuable context and adding an inherent sense of emotion.

Now, during an interview, your stories still need to rely heavily on facts. But, by changing how you share the information, you can craft more interesting and memorable responses, allowing you to stand out from the sea of other applicants with greater ease.

How to Tell Stories When You Interview

In the vast majority of cases, hiring managers rely on open-ended questions as they allow them to learn more about what a candidate has to offer and assist them in gauging your personality. Luckily, these prompts are ideal for storytelling, as they give you some space regarding how you shape your response. But, to be the most effective, you’ll often need to craft these answers in advance, which isn’t as hard as it may sound on the surface.

First, review common interview questions (you can usually find a wealth of them online) and practicing responding with stories. All this entails is remembering a specific example from your previous experiences and creating a response that speaks about that situation while ensuring it relates to the question.

Then, you need to work on keeping your answers concise, as a rambling or overly lengthy response isn’t going to be as persuasive, but make sure that you provide enough context so that you can take the hiring manager on a journey as you reply. Sprinkle in quantifiable details whenever possible, and chose your words carefully so that you can convince the hiring manager to see you from your desired perspective.

With practice, being a persuasive storyteller does become easier and more natural, and can often be applied to other areas of your life. But, by focusing on interview questions initially, you can more easily accomplish your goal of winning that coveted job offer.

If you are looking for a new position, the professionals at The Advance Group can help. Contact us to see how our services can help you use persuasion to land your ideal job.

Eliminate Hiring Bias with These Steps

HMG Success on November 10, 2017

The vast majority of companies know that biased hiring practices aren’t acceptable. There are numerous laws and regulations that dictate what can and cannot be taken into consideration when evaluating candidates, and most businesses do a good job of adhering to these standards.

But, unconscious bias can be harder to control, as many people aren’t fully aware their initial judgments are affecting their decisions. And this can spell trouble for companies that don’t take an active role in eliminating the impact of these snap judgments.

Luckily, there are ways to eliminate hiring bias, whether conscious or unconscious, from your business. Here are some steps to get you started.

Recognize the Different Kinds of Bias

Bias can take multiple forms and be based on a variety of points. A hiring manager may make an assumption about a person’s capabilities due to their race, gender, age, and other protected statuses as well as superficial factors, such as a candidate’s height or weight. Understanding what may trigger a quick judgment is the first step in eliminating such bias from the hiring process, as we can only correct an issue if we know it is potentially present.

It’s also important to know the different kinds of thinking that can accompany a bias. For example, confirmation bias is a process where a person seeks out evidence to confirm that their initial judgment was justified, while an expectation anchor involves adjusting expectations (such as skill requirements) so that a favored candidate can be selected.

Again, knowing how bias can impact thinking is another critical step in eliminating bias from hiring decisions, and has even led some companies to turn to blind applications, where all personally identifiable information has been removed, to ensure biases don’t affect initial screenings.

Look Beyond the First Impression

While first impressions get a lot of attention since they affect how the rest of the interview is perceived, learning to set these initial thoughts aside can go a long way to combatting bias. Instead of letting the first moments of the meeting determine whether someone is a strong candidate, take time to review all of the facts and other relevant details to make sure that it isn’t just a poor first impression that is leading you to discard someone’s application.

Use Interview Panels

Sometimes the easiest way to limit bias is by having multiple people involved in the hiring process. This creates a team of interviewers who make decisions jointly, ensuring the opinion (or potential bias) of just one hiring manager isn’t swaying the outcome unfairly.

Create a Standardized Process

Another simple way to help limit the effect of bias is by using a scoring rubric for every interview. Key skills and traits can be identified in advance and added to the rubric. Then, it serves as a guide for the process and ensures every candidate is evaluated based on a single standard.

You can also use a reputable staffing firm, like The Advance Group, to help eliminate hiring bias. Our process ensures every candidate is treated fairly and that those who possess the right combination of skills and experience are referred for your open positions. Contact us today to see how our approach to hiring can be an ideal method for eliminating hiring bias from your company.

The 5 Biggest Industrial Interview Mistakes

HMG Success on November 6, 2017

Interviewing can be a nerve-wracking experience. Often, there is a significant amount of anxiety that comes with sitting down across from a hiring manager, especially if you really want the job. And, from time to time, your nerves are going to get you, and you end up leaving that light industrial interview wondering if you made a mistake.

While a small misstep here or there likely won’t hurt your chances too much, as the majority of hiring managers recognize how stressful the experience can be, there are some faux pas that can seriously harm your odds of being selected. To help you avoid these potentially dooming situations, here are the five biggest light industrial interview mistakes.

1. Saying You’ve Never Made a Mistake

During an interview, you’ll typically be asked to recount a situation where you failed or simply made a mistake. While admitting to your errors in judgment isn’t easy, acting as if it has never happened is actually going to leave a worse impression than owning it.

At some point, essentially everyone has either taken a risk that didn’t pan out, made an error that had to be corrected, or missed a deadline for various reasons, so saying it never happened to you makes it seem like you’re hiding something.

Hiring managers ask this question not to put you on the spot, but to ascertain how you move forward when a mistake happens and to assess your level of self-awareness. So, instead of trying to bypass the question, let them know about a prior misstep and follow it up with a description of how you remedied the situation.

2. Making an Inappropriate Comment

Referring to a segment of the population in a negative, derogatory, or offensive manner, or using vulgar language during an interview are surefire ways to be disqualified for the position, even if it was meant as a joke. Ultimately, if you were hired, you’d be a representative of the company, and they aren’t going to choose someone who would reflect poorly on the business.

Whether the hiring manager was personally offended is inconsequential, so it is wise to think carefully before you speak and avoid any comments that might be considered offensive or inappropriate in a light industrial interview.

3. A Superiority Complex

While being confident in your abilities is great and should shine through during your interview, being cocky about your capabilities isn’t going to do you any favors. Arrogance is rarely well received, so it’s best to avoid coming across as such at all costs.

Often, this means avoiding talking down about other people’s abilities, especially when comparing them to yourself, including your current or former co-workers, bosses, or companies. Instead, discuss how your skills would help you excel in the role without making comparisons to others, and use facts and metrics to back it up.

4. Being Ill-Prepared

Sure, you might not know everything the hiring manager is going to ask during an interview, but there are certain tried-and-true questions that are almost guaranteed to come up. And not having suitable answers for these won’t help show the interviewer why you are the right person for the job.

Even though a small stumble in a response isn’t likely a problem, sitting across from the hiring manager like a deer in headlights or rambling through an answer hoping you’ll stumble on the right things to say isn’t going to help your chances. Instead of winging it, take the time to review common questions and prepare your responses. Ideally, you should practice them as well, with a trusted friend or professional associate who can help you craft an ideal answer based on their feedback.

5. Being Late

Hiring managers want to know that, if they offer you the position, they can count on you, and being late is a guaranteed way to put that into question. Arriving on time (and fully prepared) shows that you can manage your schedule and plan appropriately. It is also a sign of respect for the hiring manager, as being late means you are wasting their time.

When you plan for your interview, make sure you provide yourself with ample time to get to the site. That way, should an unexpected traffic jam or other issues occur, you can still be ready when it’s your turn to be interviewed.

If you are interested in learning more or are looking for a new light industrial job opportunity, the professionals at The Advance Group can help. Contact us today to see what may be available in your area.

Can Your Millennials Manage Other Millennials?

HMG Success on November 3, 2017

Millennials are officially the largest generation in the workforce today, and many of them have begun to push towards the rank of manager as their careers move forward. But many of them aren’t fully aware of how to oversee co-workers their own age, and this leaves them vulnerable as they step into these supervisory roles.

Luckily, there are techniques that can help your millennial managers lead other millennials. Here are a few traits and approaches that they can get the job done.

Be Observant

When a millennial (or anyone) transitions into their first management role, it is critical they pay attention to what is happening around them. No, this doesn’t mean they need to start micromanaging everyone, just that they need to be prepared to listen to the concerns of others and be open to feedback whenever the need arises.

By taking a proactive approach and ensuring they are regularly available to those they supervise, they can be more effective in their positions. And, by remaining observant, they can also spot issues before they are formally presented by a member of their team.

Learn When to Step Back

It’s common to associate age as a prerequisite for leadership roles, even if that isn’t necessarily the case. However, certain team members may have a harder time adapting to a manager that is in their age group.

While your millennial managers should understand their strengths and how their capabilities provide value to their team and the company, they also need to learn when their input isn’t going to be as helpful. Understanding when to take a step back and rely on the capabilities of your team is a critical part of being a strong leader, especially when supervising one’s peers.

Take a Proactive Role in Team Growth

In some cases, millennial workers have a hard time visualizing how to move forward in their career if there isn’t a formal plan in place. While being supportive of their growth is great, it isn’t always enough when an employee doesn’t truly know where they want to go next or aren’t entirely sure of how to get there.

As a fellow millennial, these managers are uniquely positioned to take a proactive role in the growth of their team, as they likely understand the concerns and confusion they are experiencing. Encouraging millennial managers to assume the role of mentor can be especially helpful as it shows they are invested in the success for their workers. This not only boosts team morale but can also improve retention rates and overall job satisfaction, all of which lead to higher productivity and a more successful relationship.

Define Expectations

Typically, employees want to know where they stand in the eyes of their manager, and that often requires clear expectations. New millennial managers may hesitate when it comes to defining what they expect to see, especially with their peers. But, by doing so, they keep their team aligned around the core mission and current priorities, removing some of the mystery that employees may perceive around their duties. Overall, the definitive approach is actually helpful for everyone involved and makes it easier for workers to meet the needs of their manager and the organization.

If you are looking for more information or are looking for someone to join your team, the professionals at The Advance Group can connect you with some of today’s top talent. Contact us to discuss your needs today.