Raza Rauf - The Advance Group

Have a “Quirky” Company Culture? How to Find the Perfect Candidate Fit For You!

Raza Rauf on April 16, 2015

Is your company highly creative when it comes to the recruitment process? In today’s world, it’s becoming increasingly more popular for companies to come up with unique and sometimes even hilarious ways of recruiting people. Weird and unusual interview questions, activities, and quirky corporate cultures often come into play.

However, in some cases an unusual hiring process or corporate culture can create challenges when it comes to identifying candidates who are the right fit for the organization. The quirky company culture that you love can backfire. Some candidates may be taken aback by the process that you use to select and interview them. They may even refuse to apply for jobs out of fear that they won’t fit in well with the set of values and ideas your corporate culture embraces.

Your company may be quirky if:

You have an elaborate application process that uses humor in many places
You use odd or silly interview questions and tasks for candidates
The work environment is highly creative and filled with lots of playful features

So, if you identified your company as unusual or different in terms of the type of culture you embrace, it’s possible that it’s becoming difficult to find the right candidates. Here are some ways that you can get around this and hire the best talent with the right candidate fit.

Be upfront about your corporate culture

When thinking recruitment, the last thing you want to do is spring a surprise on a candidate – not the least of which should be your corporate culture. Have access to some marketing materials that highlight your corporate culture with visuals and audio tools. Slowly introduce candidates to your corporate culture. Watch for their reaction. If a candidate reels back suddenly upon learning about your corporate culture, there’s a good chance they will not be a good fit

Focus on the candidate experience

There is a lot of research around the impact the candidate experience has on the long-term success of an employee. This should be your ultimate focus when you are interviewing prospective employees. Try to put yourself into the candidate shoes for a moment. Is the application process intuitive? Is the candidate exposed to a positive impression of your company? Is the recruitment team proactively reaching out and then following up with each candidate? Make sure to zip up all of these things in order to improve the candidate experience.

Assess candidate skills with industry testing

It can be very difficult to determine if a candidate is right for the job within the span of just a few moments of reviewing a resume and meeting with them in an interview. Do not expect some quirky or challenging project assigned during an interview to accurately define a candidate’s suitability for your company. Instead, work with your staffing agency to use candidate assessment testing to validate their work-related skills, personality, and corporate culture fit.

Use a multi-layer interview process

Sometimes, creative companies do not spend enough time evaluating the behavioral aspects of candidate interviews. This is why a multiple interview process that includes several layers of team member participation is often a great way to determine a candidate’s fit for the company. People often have different perspectives when meeting someone, therefore, take the time to have at least a few of the team members present during initial interviews. Gather objective feedback and use this for making your hiring decision.

Hire temps first, employees second

Perhaps one of the best ways to recruit for a quirky company is to start everyone out as a temporary employee. This gives your company a chance to benefit from pre-screened candidates who will then have to prove themselves within the first few months on the job. Most staffing agencies have very strict pre-screening requirements and will only send candidates who they believe will be a good fit. If you have a problem with a candidate you can then easily replace them with someone more suitable. This reduces the risk of hiring the wrong person.

Want to learn more about how your company culture could affect your hiring process, or find temps to fit in with your quirky company? Contact Advance Staffing Solutions today!

Leaving Your Job? Know Your Rights!

Raza Rauf on April 13, 2015

It’s not uncommon for working adults to decide to switch careers or quit one job for another opportunity. Turnover is a hard fact in the working world, but it is a fact all employers have to come to terms with. The problem with an employee leaving their job, however, can stem from leaving suddenly, and without an understanding of the repercussions they could face – on things like paychecks, benefits, project results, credentials, and other aspects of employment.

Before you leave your job, here’s what you need to know so that this can be a smooth transition.

Your Work

When you leave a job behind, you also leave behind all projects you completed while holding that position. You were in a work-for-hire role, and that means all your work is the property of the company. This also includes the relationships you developed with clients of the company during that employment. Don’t even think about stealing an idea, a process, or a client from your former employer. Also, be sure to note any non-compete agreements you may have signed as part of the terms of your employment, because you may be limited in what types of jobs you can take on for up to two years after you leave your job.

Your Benefits

When leaving a job, you are generally entitled to retain many of your employment benefits. COBRA is a law that allows you to continue your health benefits for up to 18 months following your departure from a job, however you must pay the group rate out of your own pocket. Additionally, if you were eligible and paid into a Health Savings Account, you can take this money with you when you leave a job. If you are leaving a job because of a work-related injury or illness, then you could also be eligible for workers’ compensation benefits or disability benefits.

Your Paycheck

In most cases, you will be getting a final paycheck sometime in the two weeks after you leave your position. If you owe the company any money, such as for equipment, uniforms, or paid tuition, you could end up having to write a check to the company when you leave. Be sure to settle up with the company and talk with the payroll department before you leave the job. Your final paycheck may include all final hours worked, including overtime, and remaining paid-time-off not used. If you are being laid off or fired from your job, you may also be eligible for unemployment insurance benefits.

Your References

It is within your rights to ask for a professional letter of reference when leaving a job. Ask for this as soon as possible and request that it be put on company letterhead. Also, future employers have the right to check your work references and they can only ask for your dates of employment, your job title, and if you are eligible for rehire. Anything else is considered illegal when checking work references.

If you have questions about what your legal rights are when leaving a job on your own accord, you are welcome to speak with an employment attorney or head for your local workforce development office. For any and all help with your job search needs, contact Advance Staffing Solutions today!

Can You Tell if a Candidate Will be Reliable?

Raza Rauf on April 7, 2015

As a hiring manager, much of your responsibility stems from having a large hand in the success of the company and its employees. Hiring managers must perform due diligence prior to making any decisions on who to add to the payroll, which is why they must vet and screen candidates extremely thoroughly. There will be some who slip through the cracks, but the less this happens, the stronger the company will become.

One thing all hiring managers must look for is whether or not candidates will be reliable. Is there a surefire way to predict a candidate’s future success? Let’s talk about ways to evaluate reliability.

Advertise Open Jobs Wisely

It goes without saying that if you advertise open jobs on industry-specific websites, you should have no problem finding reliable candidates. If you post your job ads on random websites and in forums, however, you will likely attract a lot of undesirables to the post. You want to avoid attracting candidates who are simply seeking out any open job. This is a recipe for disaster.

Dig Deep Into Candidates’ Job History

All hiring managers should be looking into the job history of their top candidates. This helps the hiring manager know what type of worker the candidate has been in the past, which is an indicator of how they will operate in the future. Take a look at how long the candidate remained at previous jobs. Did they jump around often or did they stay for at least two years? If the answer is the latter, you should have a reliable candidate on your hands.

Choose the Right Interview Questions

Just because you bring a candidate in for an interview, it does not mean you must offer the job to them. The same can be said if you bring a candidate in for a second- or third-round of interviews. The interview is the best time to determine if the candidate will be reliable or not, but you must choose the right questions to ask. Ask the candidate where he sees himself in the next five or 10 years. Ask the candidate why they want this job. Also, have them tell you what their view is of an ideal work situation. You should be able to garner their reliability based on the answers to these questions.

Use a Staffing Agency

Another great way to tell if a candidate will be reliable is to work with a staffing agency to fill your open jobs. The staffing agency will have a pool of candidates who have already been screened and can do all of the legwork for you in the hiring process. When you work with a staffing firm, you are more likely to secure a top-notch candidate who will be reliable because of the extensive screening performed by the firm.

Determining the reliability of a candidate prior to offering employment can be difficult, but it does not have to be impossible if you follow the tips discussed here today. Contact Advance Staffing Solutions today if you have more questions on gauging employee reliability.

Gap in Your Resume? How to Make it No Big Deal!

Raza Rauf on April 3, 2015

Trying to find a new job can be difficult, but it can be even more stressful if you have a glaring gap in employment appearing on your resume. This gap could have occurred due to a period of unemployment, the choice of returning to school, taking time off to raise a family, dealing with an illness, or any number of other reasons.

In the recruitment world, a large gap on a resume is defined as anything that is six months to one year or longer. So, how do you turn the gap in your resume into a nonissue? Read this post to find out what to do about it.

Explain the Gap Briefly

Instead of putting a sentence or two at the top or bottom of your resume, put them right where the gap actually occurs. This will ensure that the employer sees it. You do not have to go into too much detail, but make sure you tell the employer the reason why there is a gap.

Utilize a Powerful Cover Letter

Avoid going into too much detail, but make sure there is some sort of understandable explanation provided for why you have the gap in employment. Then, if the employer calls you to schedule an interview, or ask questions, you can tell them more if it warrants.

Edit the Dates on Your Resume

You can edit all of the dates of employment on your resume so that they do not show the months employed, only the years. For example, change all of your jobs listed so they look like the following:

Customer Service Attendant: 2010-2012
Sales Rep: 2012-2015

There might have been a large gap of unemployment between the two jobs, but potential employers won’t notice it because everything flows. When being interviewed, you can explain that there was a tiny gap and then give the reason for it.

Include Temporary Employment

Even if you work in communications, but have to work in retail to pay the bills between career jobs, make sure you put temporary employment on your resume. It shows the employer that you worked hard to make ends meet while searching for a new job within your field of expertise.

Gaps in a resume do not have to hinder your job search. Use one or more of the tips outlined above and you can downplay those gaps easily.

How to Manage a Team of Diverse (or Conflicting) Personalities

Raza Rauf on March 31, 2015

Working in management can be difficult for some, especially those who do not have experience managing a team of diverse, or conflicting, personalities. Managing a team of diverse personalities does not have to be difficult, especially since it is important to the success of the company. Here, we will provide you with a variety of tips on how to successfully manage a team of diverse or conflicting personalities.

Determine Personality Types of Employees

The first thing you need to do when successfully managing a team of diverse personalities is to determine the personality type of each employee. You must figure out which employees are thinkers and which employees are feelers. A thinking employee will make a decision based on logic, while a feeling employee will use relationships in order to make a decision on the job. The best way to determine which type of personality your employees have is to watch how they react the next time someone disagrees with them.

Set the Bar High for Expectations

The next step in learning how to manage a team of diverse or conflicting personalities is to set the bar high when it comes to expectations of employees. Some employees will become bored with their work if they know their boss has set the bar low. When you set the bar high for expectations, you will get the best out of all your employees, even those who tend not to like being managed. Do your best to use the skills they have to your advantage as a manager.

Never Take Things Personally

Do everything in your power to not take things personally at work. It is understandable that working as a manager is difficult, especially since a lot of responsibility falls on you when things go wrong. Many times, employees will have trouble accepting your leadership style and requirements at the office. Do not take this personally. Instead, accept that your employees will need time to adjust to your style and that each employee responds differently based on their background.

Understand What is Important to Others

If all else fails in trying to manage a team of diverse personalities effectively, try to understand what is important to them. Find out what your employees value the most at the office and in their personal lives. Many workers want freedom at the office, trust with management and flexibility in their schedules. Each employee will want something different, so you must learn what each member of your team wants. When you do this, it makes it much easier to manage a team of diverse personalities.

Management for Diversity can be a challenge for even some of the most experienced managers. Take the time to get to know your employees, their wants, and how they have been managed in the past. It will help you put together a strong management plan.

Using a Career Mentor to Get Ahead at Work

Raza Rauf on March 27, 2015

An excellent way to get ahead at work is by identifying a career mentor early on in your career development. A career mentor is someone who works in the same or similar profession as you and who has years of experience in the industry. This person either works at your company or within your industry. They can be a co-worker, a former supervisor, a former professor, a hired career coach, or even a family friend who works the same type of career as you. In this week’s focus, we will discuss how to effectively use a career mentor to get ahead at work.

Create Your Definition of Success

One of the first steps in using a career mentor to get ahead at work is to create your definition of success. You will only succeed at work when you have your own definition of success and do not follow someone else’s definition. Your definition will include ideas about money, work-life balance, company culture, recognition for work performed and control over your creative juices. You need to decide which of these areas are most important to you because not everyone will succeed in all of them.

Identify the Mentor’s Problems

The second step after choosing a mentor and creating a definition of success is to identify the mentor’s problems. No one is perfect and this goes for your mentor too. You need to figure out what your mentor’s shortfalls are by befriending their critics. When you befriend their critics, you will be able to learn what it is they need to work on in order to be more successful in their careers. If you can learn their shortfalls early in your career, you can do your best to avoid them at all costs.

Strive to Be as Good as Your Mentor

Another important tip to using a career mentor to get ahead at work is to strive to be as good as they are, but not identical to them. Do not try to become this person in all aspects of life. Only work your hardest to be as good as the mentor while on the job. This will help you perform well and impress your employer so your career can catapult to a new level.

Switch Activities You and Your Mentor Perform

Make sure the activities you and your mentor take part in vary as much as possible. You do not want to get into a set routine with a mentor because this will not benefit your career at all. Consider having discussions with your mentor about past experiences, issues at work, how to impress clients and much more. You can also review resumes, cover letters and articles written about the job.

Do your best to find a mentor who is truly dedicated to helping you succeed in your career. When you do so, be sure to express your gratitude towards them and never take advantage of their time.

Nobody Likes Your Performance Review!

Raza Rauf on March 24, 2015

Whether you believe so or not, employees generally do not like the performance reviews conducted by their employers, no matter how interesting or ‘fun’ the company thinks they are. No one within a company wants to hear how they performed below expectations on an annual basis, even if they actually performed well. On the other side of the desk, many managers dread dealing with the backlash, arguments and lessened morale that are a result of these reviews.

Read on to learn some way to make performance reviews more productive and likeable.

Name Expectations Off the Bat

One of the best ways to make performance reviews more productive is to name expectations right off the bat. This means that you should tell the employee what the agenda will be for the duration of the review. Also, make sure you talk about how well things have been going. Then, move into what needs to improve in the coming year. When you begin the performance review by discussing the agenda, it shows the employee that there will not be any surprises.

Offer Specific Feedback

Make it a point to offer the employee specific feedback that can be put to good use once they return to their desk. Begin the conversation by mentioning specific work-related skills the employee is excellent at performing. This shows the employee that you have noticed how well they are performing and that their work has not gone unnoticed. Opening the discussion on such a positive note helps to lessen the blow of constructive criticism that comes later in the meeting.

Ask the Employee Questions Too

Another good way to start the performance review is to ask the employee how they are doing at work. This is perfect if you want the employee to open up and offer any areas where they are struggling. It can also help you understand or learn of any issues occurring at the office you might have been unaware of at the time.

There is Always Room for Improvement

You must understand that even your strongest employees have room for improvement. Even though they might not think so, this is a fact that you must keep in the back of your mind. You cannot coast through a performance review with a stellar employee because others will find out and begin to resent you for it. You also provide a disservice to your employee by coasting through a review without offering any constructive criticism.

Outline Future Expectations

As the performance review begins to close, be sure to outline the expectations you have for the employee in the future. Do not come up with any that will overwhelm the employee, but ones that can definitely be attained with a little bit of hard work and dedication.

The bottom line here is that no one likes the performance review at work, even if they know it is going to be a good one. Try to make the discussion as stress-free as possible by putting some of the tips above to good use.

Should You Ever Ask if You Got the Job?

Raza Rauf on March 20, 2015

A job search is stressful enough, but the anxiety can be unbearable when you interview for a position and then wait weeks to hear back from the hiring manager. Some candidates will take matters into their own hands and simply ask the interviewer if they got the job or not. Others will wait as long as it takes to find out because they feel that asking is a desperate move that paints them in an ugly light. We will discuss both sides of the argument here, with some tips for getting an answer about a job you really want.

During the Interview, Ask About the Hiring Process

One of the best ways to handle such a difficult situation is to ask about the process during the interview itself. At the end of the interview, ask the interviewer what their hiring process is. Find out how long it takes to hear back, and with whom you can follow up for more information. Asking about the process is not out of the ordinary. It also shows the interviewer how interested you are in the position and the company.

Make Contact Soon After the Interview

If you ask the interviewer what their process is and how long it takes to hear back, be sure to make contact with the interviewer if the timeframe has expired. For example, if you are told that you will hear about the job in two weeks and have yet to hear, make a call or send an email to the interviewer asking where they are in the process. Even though you think it could come across as desperate, you waited for the duration of what the company said was the timeframe. So long as you do not reach out prior to the time frame ending, you will be fine.

Always Express Gratitude for Being Considered

As you prepare to contact the interviewer or human resources manager, make sure you think about being grateful for the interview in the first place. Always express gratitude for the interviewer taking time out of their day to interview you and to take your call. You should also express your excitement for the job and the company so they know you are truly still interested. Thank them again for the interview and taking your call and let them know you are looking forward to speaking with them in the future.

Analyze the Response Carefully

When speaking to the interviewer during a follow-up call, try to analyze their response or conversation with you. If you are not getting a warm reception, it is possible you are no longer in the running for the job. If this is the case, continue your job search so you do not miss out on any other opportunities. For example, when an interviewer does not answer your phone calls or return your emails, it is a strong sign you have not been chosen for the job.

It is imperative that you never ask if you got the job during an interview. It’s not clever nor will it be received well. Instead, find out what each company’s hiring process is and how you can follow up in the weeks ahead.

What You Need to Know Before an Internal Interview

Raza Rauf on March 17, 2015

Internal interviews are an excellent way for employers to screen already-employed members of their company for possible promotions. In many cases, an employee scheduled for an internal interview might be under the impression that he or she has already gotten the promotion and that the interview is more of a formality. You should never have this attitude because it can cause you to provide poor answers and cost you the promotion.

Here’s what you need to know before an internal interview.

Know Your Reputation Prior to Walking Into the Room

One of the first things you must prepare prior to an internal interview is knowledge of what your reputation is. The top benefit of interviewing for a job as an outsider is that the company does not know the reputation of the candidate. Employees interviewing for promotions within their company are known by interviewers and human resources professionals. This means that their reputation will be known by all those taking part in the interview.

Inform Your Current Boss of the Interview Beforehand

Make sure you tell your current boss that you will be interviewing for another job within the company. Telling your boss before they find out from someone else will make it easier if you are offered the new job. Even though you would be staying with the company, you do not want to burn bridges while still employed. This can only hurt your standing with the company and with former superiors.

Conduct Deep Research About the Job

Just because you are interviewing for a new job within your current company, it does not mean you should not perform research into the job. You still need to know what a typical day is like, how your responsibilities will change, what the challenges of the job will be and what the performance expectations are in the new job. Research is still necessary for an internal interview because it will help you ace the interview and perform well in front of co-workers and other department heads.

Never Badmouth a Current Boss

Make it a point to say nice things about your current boss and co-workers. This cannot be stressed enough, especially since you will be staying with the company whether or not you are offered the new job. The interviewer might ask you a question such as “What would you change about your current position” or “What is the most difficult part of your current job?” Make sure you never say that it is your superior or a co-worker.

Determine the Interview Tone

Prior to the internal interview, contact the interviewer to find out what the tone of the interview will be. Even though you might know the person conducting the interview, it could be awkward to sit through the interview with that particular person. Determine if the interview will be formal or informal ahead of time. This can help you better prepare your answers.

The internal interview is important for companies when filling open jobs. Candidates interviewing for open jobs at their current employer need to know what to expect going into such an interview. Any of the items outlined in this post could come into play during your next internal interview.

Is Your Salary History Killing Your Shot at a New Job?

Raza Rauf on March 13, 2015

One of the biggest discussions, and arguments, in the job search world today is whether or not a job seeker should disclose their salary history during a job interview with a potential employer. On one side of the argument, some experts say you should never disclose your salary history when speaking with a potential employer. The other side of the argument says that if you do not disclose the information, it could cause your resume to be thrown in the trash. We will debate this issue here.

Disclose for Screening Purposes

The side of the argument that says you should tell a potential employer your salary history believe in this method because it is used as a screening purpose. For example, if your previous salary is more than the company is willing to pay, then the employer might come to the conclusion that you will not accept anything less than what you earned in the past.

Reasons to Worry about Disclosing Salary History

There are two major reasons why job seekers do not want to disclose their salary history to a potential employer. The first of the two reasons is that the salary history might be lower than what the employer has budgeted for, and the job seeker is worried they will be lowballed by the employer during negotiations. The second of the two reasons is that the job seeker might not be able to negotiate a higher salary because the employer knows what the job seeker made in the past.

Disclose Full Compensation

As you search for a new job and decide that you will disclose your salary history to the potential employer, make sure you disclose your full compensation. This includes salary, benefits, 401(k), commissions, bonuses and insurance provided by former employers. Have your salary numbers from all prior jobs at the ready to divulge so you can be completely honest with the employer. Also, when you ask about the compensation, make sure you ask about more than just the salary.

Never Lie About Salary History

Make sure you never lie about salary history, especially if you do not want to disclose the numbers. If you have it in your head you will not disclose salary history, do not provide fake numbers to a potential employer. The employer will be able to find out what your work is worth and even find out the actual numbers when calling former employers to ask about you.

The bottom line here is that your salary history might hurt your chances at landing a new job even though it is not fair to you as a job seeker. Think carefully before disclosing salary history, especially if you have the slightest idea that it could cost you a job. Always err on the side of caution and provide salary ranges when asked.

Should You Offer Paid Internships?

Raza Rauf on March 10, 2015

Internships are a staple of the college experience. Some colleges require that their students complete an internship prior to graduating, while others strongly suggest that students gain valuable real-world experience. Students can choose whether they want to earn college credits for their internship, or receive payment for the work performed. It also depends on what the company prefers to offer its interns. Below, we will discuss whether or not your company should offer paid internships.

The Case for Unpaid Interns

The most common internship compensation tends to be college credit. Whether it is required by the academic institution the student attends, or because the student would prefer to earn credits, many internships are worked for course credit. These credits typically allow students to take one or two fewer courses at their school depending on how many hours the student works during the internship.

Then, there are some internships that do not provide the student with credit or payment of any kind, simply real-world experience and the possibility of securing a full-time job when it is complete. There are students who will work these internships because they value the experience more than the money or the credits that could be earned.

The Case for Paid Interns

The other type of internship out there offers students who work them payment instead of college credit. Most colleges and universities will tell their students that if they are paid for an internship, they will not be issued course credit, so they must choose one or the other.

Paid interns are very common today and many companies offer paid internships in an effort to attract students who might not consider working there under any other circumstances. There is a major drawback to offering paid internships for companies. That drawback is the fact that companies might attract unworthy candidates for their internships simply because it is paid.

Hire Temps as an Alternative

There are some companies out there that will forgo the internship altogether and instead hire temp workers as an alternative to interns. This is especially important for companies that are going to pay their interns for a three-month period on the job.

Instead of hiring inexperienced college students, consider hiring temporary employees to fill any open jobs or help with an unexpected volume of work. You will be hiring someone who has real-world experience, has worked with various companies, and understands what it takes to be successful in the professional world.

When a company hires temp employees instead of unpaid or paid interns, they are putting themselves into a better position for succeeding within their industry. The company will also not have to constantly watch the employee while on the job like they might have to should they hire an intern.

Job Seeker Tips – Who Should You Use as References?

Raza Rauf on March 5, 2015

As a serious job seeker, you may have encountered plenty of job applications that ask you to provide a few references. This often stumps some job seekers, because they are not entirely sure whom they should list here. On the one hand, not providing a reference could cause you to not get considered for the job; on the other hand, providing the wrong references could cause you to not look favorable to a recruiter. How do you decide whom to use as career references?

There are a few ways to determine the best people to include as references, when searching for work. Read on to learn how to pick the right references that will impress a potential employer.

Think About Your Career History

Before you start listing all your best college buddies as references, consider if any of these people have ever actually been part of your work history. If not, then they don’t belong on your reference list. Instead, your references should be people you’ve worked with in the past. They can be former co-workers, clients, and mentors.

Choose Credible References

Another factor to consider when providing references as a job seeker is how credible they are. Think about courtrooms and when lawyers pick a witness they go for people who are viewed as believable. Former college professors, members of public office, religious leaders, doctors, and business owners are often great references because what they say about you holds more weight.

Make Sure References are Reliable

The last thing you need are references who are difficult to get in touch with, or whom do not care about your career success by responding to an inquiry. You also don’t want a reference who says odd things about you to a recruiter. Instead, choose people who are reliable and care about you enough to be good references.

Get Those Reference Letters

While you still may need to have a few people listed as references, you can save yourself the time and worry about waiting for the recruiter to call everyone by providing written reference letters. If you can get the letters before you leave a job, that’s good, or you can simply reach out by phone and ask for one later on.

Use Your Recommendations on LinkedIn

A more modern way to determine who would be good to list as a reference is to choose some people on your LinkedIn profile who have recommended you with written testimonials. Reach out to some former colleagues or your professional networks and get some if you don’t already have a few recommendations.

If you are still struggling with knowing whom to use as a job reference, consider anyone who you know that works at the company you are applying to now. Then put them down as a reference.