Worst Interview Mistakes (and How You Can Recover!)

HMG Success on April 9, 2018

Let’s face facts; everyone makes a mistake from time to time. But, when that misstep happens in an interview, it can be particularly disheartening, sending your confidence through the floor and firmly putting you on the defensive.

But, even the worst interview mistakes can be recoverable, as long as you know what to do to mitigate any damage. To help you do just that, here are some of the most common interview missteps and what you can do to fix them.

Coming Up Blank

Interviews are high-pressure situations. And, when you’re under stress, instead of the answer to a question quickly popping to mind, you might draw a blank.

Brain freezes happen, so this isn’t inherently a problem if you react quickly. Start by asking the interview to clarify the question, if a particular part had you stumped, or even request a second to consider your response. Asking for a little time doesn’t necessarily signal a problem as some hiring managers interpret is as you simply wanting to think before you speak.

If you have a partial answer, share it. If that doesn’t get your thoughts moving, be honest that you’re coming up short. Then, ask if you can return to the question later or provide an overview of how you would go use your relevant skills to find the answer if the question is related to an on-the-job task or procedure.

Not Silencing Your Phone

Having your phone ring during an interview is jarring, and isn’t going to go over well with the interviewer. If this happens, you need to act fast. Silence the incoming call, then quickly power off your phone. Apologize for the interruption and then refocus on the task at hand.

Not Preparing Any Questions

While asking questions at the end of an interview may seem optional from your perspective, in the eyes of the hiring manager, it isn’t.

Ideally, you want always to have well-researched questions ready that relate specifically to the position or the company, showing the interviewer you are genuinely interested in the opportunity. But, if you don’t have any ready, you shouldn’t default to bypassing this crucial step.

Instead, have a few basic questions in your back pocket that work for nearly any interview. For example, ask the hiring manager, “Do you have any concerns that would prevent me from being seen as a top candidate for the position?” works for almost any scenario and gives you a chance to respond to points that could keep them from extending an offer.

“What do you like most about working here?” gives you information about the company’s culture, and it isn’t a topic usually covered in the bulk of the interview.

Having a few questions available that always work can save your interview, so consider adding the two above to your repertoire, just in case.

By following the tips above, you can recover from some of the worst interview mistakes, giving you a chance to move forward and potentially secure the job.

If you would like to learn more about avoiding interview mistakes or are seeking new opportunities, the team at The Advance Group can help. Contact us to speak with one of our professional recruiters today and see how our services can benefit you.

5 Top Jobs for Forklift Drivers in Michigan

HMG Success on April 6, 2018

For some, nothing beats the feeling of operating a forklift. It takes a significant amount of skill to run this piece of machinery and, once you have it down, it’s typically an enjoyable work activity.

As a forklift driver, finding a position that lets you do one of the things you appreciate most is key. If you’re seeking an opportunity in Michigan that allows you to drive a forklift, here are five top jobs that are available today.

1. Machine Operator

If you have experience in manufacturing and forklift operation, then you may be qualified for a machine operator position.

The opportunity is full-time, Monday through Friday, and openings are available on multiple shifts. Since a range of duties is involved, you’ll have the chance to mix up your daily activities.

2. Forklift Driver

For those who are passionate about operating a forklift, then a dedicated forklift driver position might be right up your alley.

The role involves pulling orders, loading and unloading trucks, and organizing the warehouse. The position is full-time, with the opportunity to become a permanent member of the team. Plus, it has a Monday through Friday dayshift schedule, making it an exceptional opportunity.

3. Shipping/Receiving

Experienced shipping and receiving professionals who have strong forklift skills may enjoy this temp-to-hire opportunity. The position is long-term, and offers opportunities for growth and advancement, making it a strong option for career-minded forklift drivers interested in moving up in an established company.

4. Material Handler

If you enjoy jobs that help you stay in shape while giving you a chance to drive a forklift, then you may be well-suited for a material handler position.

These roles can involve some heavy lifting as well as forklift operation in a fast-paced environment. The opportunity is long-term, with the option to be hired on permanently on the swing shift.

5. Warehouse

Without forklift drivers, most warehouses would struggle to maintain daily operations. If you have previous warehousing or logistics experience and can operate a forklift, this day-shift opportunity might be right for you.

While the schedule is predominately Monday through Friday, occasional weekends or overtime may be required when its busy, potentially giving you a chance to earn a bigger paycheck by helping out the team.

Michigan is full of opportunities for forklift drivers, so, if that is where your passion lies, you can almost certainly find a position that lets you do what you enjoy most.

If you are interested in finding a forklift position, the skilled team at The Advance Group can connect you with employers who are looking for an experienced professional just like you. Contact us to speak with one of our knowledgeable recruiters to learn more about our current openings and see how our services can benefit you.

Why Grammar Matters in Your Job Search

HMG Success on March 26, 2018

During a job search, your first impression on the hiring manager is usually made in writing, as most employers are introduced to candidates through their resumes and cover letters. Since these initial impressions are so important, using proper grammar and punctuation are a necessity, particularly since incorrect usage can change the meaning of your writing.

Writing effective business communications, including resumes, isn’t always easy, especially since there are so many rules to follow. To help you make the best impression possible, here are some common mistakes job seekers make on their applications and how to avoid them.

It’s vs. Its

A surprising number of people struggle when it comes to properly using “it’s” and “its.” Much of the confusion revolves around how most possessive pronouns are structured as “it” doesn’t follow the common pattern.

“It’s” is intended to be used as a contraction only, reflecting a shortened version of the phrase “it is” or “it has.” The possessive form is “its.”

There, They’re, and Their

One of the most confusing homophone sets is “there,” “they’re,” and “their,” and many job seekers chose the wrong one.

“They’re” is a contraction, representing “they are,” while “their” is the possessive, reflecting ownership. “There” is traditionally used when referring to a location, serving as an introductory pronoun or an adverb.

Comma Splices

A comma splice occurs when two independent clauses (phrases that could stand on their own as sentences, with each clause containing both a subject and a verb) are separated by a comma but are not linked by a coordinating conjunction, such as “and” or “but.”

While a comma splice may not seem too severe initially, it does represent a grammar error involving improper punctuation. Generally, the easiest way to resolve the issue is to either create two separate sentences, separated by a period, or use a semicolon instead of a comma between the clauses.

Apostrophes

Generally, an apostrophe is only necessary when forming a contraction, such as “aren’t,” or when showing possession (except for with the pronoun “it”). In the vast majority of cases, an apostrophe is not required when making plurals

The only major exception most job seekers will encounter, in regards to plurals, is when referring to letters. For example, “I received straight A’s throughout my college career,” is an appropriate time to use an apostrophe for a plural.

Affect vs. Effect

When choosing between “affect” and “effect,” it is important to think of “affect” as a verb, or action word, and “effect” as a noun, representing an event or thing. For example, the quality of your resume affects your success rate, and the effect of a great resume is that you could be hired.

For those who tend to struggle with grammar rules, it’s wise to use software to review your writing and have it reviewed by someone you trust. Grammar checks are not foolproof, so having someone else take a look can help you catch more mistakes before you submit your application.

If you are looking for a new position this year, the professionals at The Advance Group can help make sure your resume is in order while connecting you with top employers in the area. Contact us today to see how our services can help you during your job search.

This Huge Mistake Is Why You’re Unhappy at Work

HMG Success on March 23, 2018

When most professionals burn the candle at both ends, they often muse about taking a vacation. The problem is, even if we know some time away from the workplace will do us some good, many people hesitate to schedule the time, causing them to feel unhappy at work.

In fact, one recent survey showed only about half of all employees actually use all of the vacation leave they earned, and the number of workers choosing to forgo time away is on the rise. But not taking time off has consequences, like feeling unhappy at work. Here’s what you need to know.

Why We Skip Vacations

In most cases, employees don’t use their leave for one reason: Fear. Usually, this revolves around concerns about falling behind at work, or that they won’t be perceived as a team player since they chose to take some time for themselves.

But having some downtime is important for both morale and long-term productivity, as feeling trapped at work can easily become disheartening. Plus, never stepping away from your duties can lead to burnout, affecting the quality of your work and your overall wellbeing.

How to Get Over Your Fear

If you’ve fallen into the habit of not using all your vacation days, there are things you can do to make yourself more comfortable with the idea. First, try to schedule a short vacation instead of one that lasts for a week or more. Start with a long weekend and see how it goes, then consider a longer vacation once you are more confident in your ability to be away.

Another approach that can alleviate many of the anxieties associated with being away is to team up with another co-worker, or a few, and create plans for covering each other’s duties. This can include pre-vacation meetings, giving you an opportunity to discuss critical projects and must-dos, as well as training one another to provide the needed coverage.

You also need to control any urges to check in at work by preparing in advance. For example, informing customers in advance about your absence, as well as who they can reach out to should they need assistance, is a great start. Also, if you absolutely must touch base at work, limit these communications to specific times, unless an actual emergency occurs.

Finally, make sure your workspace is clean and organized before you leave on vacation. This step reduces the amount of stress you may feel when you return to work, essentially giving you a fresh start.

By using the tips above, you can make the most of your vacation while feeling confident that everything is being handled properly while you are away. That way, you can relax and recharge during your time off, making you a better employee upon your return.

If you are interested in learning more or are seeking a new position, the professionals at The Advance Group can help. Contact us today to see how our expertise can benefit you and stop you from feeling unhappy at work.

Ready to Hire for These Big Tech Jobs?

HMG Success on March 19, 2018

As technology becomes more ingrained into nearly every business, many companies are preparing to hire a variety of IT workers to fill critical roles. But, to do so successfully, you need to understand what coveted candidates will expect, particularly for some of the most in-demand skill sets, as well as what to look for when you move forward with your hiring process.

If you don’t meet expectations, especially in the area of salary, you’ll quickly find yourself struggling to secure top talent. With that in mind, here’s what you need to know to make sure you are ready to hire for these big tech jobs.

Business Intelligence Analyst

A business intelligence analyst typically has a broad skill set encompassing key areas like databases, analytics, and various reporting tools. Generally, these professionals will hold at least a bachelor’s degree in a related field, such as computer science or engineering, and will need to have a reasonable amount of experience.

Generally, a qualified entry-level business analyst can secure a salary of around $83,000, depending on your location, while the most skilled professionals may require more than $175,000 for these tech jobs.

Data Scientist

Data scientists are crucial for companies that need to organize, process and analyze their data. Often, required skills include specific programming languages, based on the systems being used, as well as analytical and math skills. Additionally, it isn’t uncommon for these roles to require advanced degrees, like a master’s or Ph.D.

Since data scientists are in high demand, even an entry-level employee can expect a six-figure salary. Those with significant experience, however, may need upwards of $168,000.

Database Developer

Database developers also need strong analytical and problem-solving skills, as well as experience with database development and management. A bachelor’s degree is a common educational requirement, as well as familiarity with the SQL language and database programs like IBM DB2, Microsoft SQL Servicer, or Oracle. In some cases, you’ll also want to find a professional who is certified in a particular system, such as some who has a Microsoft Certified Database Administrator credential.

Since maintaining a solid database is vital to many operations, an entry-level database developer could reach a salary of nearly $98,000, while highly skilled professionals can see their pay exceed $175,000.

Network Administrator

Essentially, a network is the backbone of your computerized operations, so having a talented network administrator on staff is a must. Top candidates will have experience in troubleshooting, diagnostics, and even network design. While a bachelor’s degree is a common base requirement, it can be valuable to look for job seekers who possess additional certifications, especially if your network is relatively complex.

Entry-level network administrators can easily secure salaries near $55,000, while highly experienced professionals often earn just above six figures.

If you would like help hiring for some of today’s biggest tech jobs, the professionals at The Advance Group can connect you with skilled candidates throughout the area. Contact us to see how our unique approach to hiring can work for you.

The Thank-You Note You Need to Send After an Interview

HMG Success on March 16, 2018

When you know you have nailed an interview, the feeling you get is hard to beat. But, even if you have a strong inclination to believe they are going to offer you the position, that doesn’t mean your work is done.

While it’s perfectly fine to take a moment and revel in the excitement, or even contact a friend, family member, or member of your network to let them know how it went, you also need to prepare for your next critical step in the hiring process: The thank-you note.

Even if it isn’t a formal requirement for getting a job, sending a well-crafted thank-you note allows you to express your appreciation to the hiring manager while ensuring you leave a great final impression before they make a decision. If you aren’t sure where to begin, here are some tips for writing an exceptional thank-you note.

Address the Hiring Manager by Name

Since you met with the person directly, you should know their name, so make sure to include it in the salutation. If you interviewed with a panel, it is wise to create a separate email for each person, giving you a chance to address them specifically instead of as part of a group.

Show Appreciation

Once the greeting is in place, it’s time for the opening paragraph. Here, you should show your gratitude for meeting with you, taking the time to answer your questions, and letting you discuss the company and position.

To make this paragraph pop, start by saying it was nice to meet them, thank them for their time, and express your excitement about the role or workplace, such as “This seems like a great role/company.” Then close with a sentence that mentions something you appreciated specifically. For example, you could say, “I particularly loved learning about [an interesting point about the role or company].” This adds a small level of detail that many other thank-you notes lack, helping to set you apart from other candidates.

Assert Your Interest in Learning More

The second, and final, paragraph should reiterate your interest in not just the job, but the company as a whole. For example, you can begin by saying, “I look forward to hearing from you about this exciting opportunity or any other openings [in the department/with the company] that match my skills and experience.”

Use the Write Closing

As you prepare to sign off, make sure you close the email properly. You can choose to write “thank you” before adding your name, or a simple “sincerely” will do the trick. Alternatively, “best regards” may be appropriate, as well as “gratefully.”

The point is to keep it professional and appropriate, so choose an option that most accurately coincides with the nature of the relationship.

Send It Quickly

In most cases, it only takes a few minutes to craft a great thank-you email, so make sure to send one off within a few hours of your interview ending. That way, you won’t have to worry about forgetting, and the hiring manager can receive a quick reminder as to why you are such a great candidate.

If you want to learn more or are looking for a new position, the professionals at The Advance Group can help. Contact us today to see how our services can work for you.

Why It Pays to Really Find the RIGHT Employees

HMG Success on March 12, 2018

A company’s employees are the lifeblood of the organization. They are the ones in the trenches, handling the daily tasks that must be addressed to ensure smooth operations and profitability. But, when you have a vacancy, you may be tempted to fill it as quickly as possible, even if you have to sacrifice quality along the way.

However, failing to find the right employees for the role can come with a range of consequences, some of which may cost you dearly. Before you decide to hire the first warm body that comes along, here’s why it pays to really find the right employees instead.

Financial Investment

When you bring on a new worker, you are making a financial investment in the hopes of them being successful. One estimate states that the real cost associated with onboarding a new hire is $240,000 each, which is certainly no small sum. And this expense happens regardless of whether the person works out, which means, if you end up terminating them quickly, you’ve essentially tossed that money down the drain. Plus, you’ll have to pay it again when you find someone to replace them.

Many of the financial costs aren’t obvious on the surface, making the above figure somewhat of a shock. However, when you factor in training, the work other employees must do to get the new hire into the system, compensation, and lost productivity that leads you to discover they aren’t actually suited for the job, the numbers really do add up.

However, when you work to hire the right person, these investments become worthwhile. After they have acclimated to the environment, the employee begins contributing to the success of the business and bolstering the success of their team. Additionally, a competent employee also lowers the stress levels of other workers, as they aren’t shouldering the burden of that position’s workload.

Morale and Productivity

Typically, a bad hire is going to harm morale and productivity, and not just for themselves. While a struggling worker will likely experience the negative effects of stress, so do the teammates that have to make up for their shortcomings. Further, productivity is harmed when the new employee isn’t meeting expectations. Not only may their daily tasks go unfinished, but others who rely on their work will also fall behind.

But, by hiring the right employee, the opposite becomes true. Morale can improve as stress levels are lowered, and productivity rises thanks to the extra set of capable hands. Cumulatively, this can make the work environment more pleasant, as everyone is working as part of a well-oiled machine.

Ultimately, taking the time to select the best candidate for the role is worth it, as the benefits of having more than just a warm body in the seat are clear. If you are looking to add the right employees to your team, the professionals at The Advance Group can connect you with top talent, making it easier to find the right employees for the role. Contact us today to see how our services can work for you.

Fine-Tune Your Candidate Experience with This Advice

HMG Success on March 5, 2018

Often, the candidate experience serves as a strong first impression for job seekers exploring opportunities at your company, especially if they haven’t interacted with your organization before. Ensuring the experience is positive helps make you a more attractive employer, making it easier to locate and secure top talent for your vacancies.

If you want to fine-tune your candidate experience, you’ll need to evaluate every step in the process. Here is some advice on how to begin.

Personalize the Initial Contact

Most companies resort to canned correspondence when communicating with candidates about the status of their application. But an autogenerated response isn’t going to garner positive attention, and may not be read at all.

If you want to engage job seekers earlier, make sure to personalize these early communications. Use information about the candidate to help make the message unique, particularly the subject line of any emails. You can also add details about the responsibilities associated with the role, drawing the candidate in further and opening the door to additional questions that could be relevant to them.

Simplify, Simplify, Simplify

While a long or complex job application may serve your needs, it’s unlikely job seekers will take kindly to the amount of time required just to apply. In fact, one study suggested 60 percent of applicants will abandon an application part way through if it takes too long to finish, meaning a cumbersome process is likely costing you top talent.

To avoid these issues, it is best to evaluate your process from the perspective of job seekers. Then, work to simplify it as much as possible, removing extraneous steps whenever possible.

Prep Them for the Interview

Many hiring managers avoid sharing details about what candidates should expect for the interview, possibly in hopes of catching them off guard with particular questions. While you don’t need to tell job seekers everything about what they will encounter, offering them some guidance is a wise move.

This could include basics like the names of all participants (if there will be a panel), what materials to bring, and a general overview of what will be discussed or if a technical interview is part of the experience. The purpose isn’t to give them every question so they can prepare an answer in advance. Instead, you want to remove some of the mystery surrounding the meetings, helping them feel more at ease and well informed at the same time.

Communicate Consistently

One of the most common issues candidates have with hiring processes is a lack of communication. Often, they receive an automated message after their application is submitted, another regarding their interview, and then possibly a response regarding whether they got the job. Depending on the length of the process, these communications could be spread out over weeks, or even months, which is incredibly frustrating for job seekers.

To make a great impression, check-in with candidates regularly and let them know the current status of their application. Also, don’t shy away from questions, as this will help the applicant feel more secure in the process.

If you are looking to improve your candidate experience, the team at The Advance Group can help. Contact us to see how our services can improve your hiring process today.

Yes, You Can Negotiate Your Temp Job Salary

HMG Success on February 26, 2018

Some job seekers figure their options are limited when it comes to the salary associated with a temp job, thinking they don’t have the ability to negotiate their temp job salary. But, that simply isn’t the case.

While some companies may have a particular pay rate in mind, others are open to paying a higher wage than is originally offered, especially if your request is justified. If you want to negotiate your temp job salary, here’s what you need to know.

Learn the Going Rate

Before you approach the subject, it’s wise to do a little research to determine what salary is typically achievable for similar kinds of work. You can begin by performing internet searches related to the job title, required skills, or even the company and its competitors.

Knowing what is usually offered for similar work in your area lets you discover whether the pay rate being proposed is within the norms, a point which may make negotiating unwise. However, if it is clear they are below the average, then use your research as justification for your request.

Highlight What You Have to Offer

Even if the position typically comes with a higher salary, you need to demonstrate the skills and experience you have acquired are worth the extra money. Generally, this means being able to clearly articulate how you bring additional value to the role and how that will benefit the company for which you will be working.

Ideally, you want to be able to quantify this information, presenting hard data as to how and why you are worth the additional money. This helps solidify your case, making the company more likely to consider making a higher offer.

Work With Your Recruiter

While it may be tempting to speak to the company directly, often, when you’re in a temp position, you are an employee of the recruitment agency, and not the business itself. This means that all of your initial contact should be with your recruiter when you want to negotiate your temp job salary.

Bypassing the recruiter can have negative repercussions, including a retraction of the offer, so don’t give in to temptation and only speak with a representative of the company if the recruiter makes the introduction or receives explicit permission for you to proceed.

Additionally, the recruiter may have further information regarding why that specific pay rate was offered, providing you with valuable insight. They can also let you know if an attempt to renegotiate may be successful, as they often have a strong relationship with the companies they associate with and might have knowledge about how previous attempts were received.

Ultimately, you do have the option to negotiate your salary for a temp job, so don’t automatically assume it is off the table just because the position is long-term. You can also choose not to accept the position if the pay rate doesn’t meet your needs, and continue your search for a role that is more in line with your salary requirements.

Negotiate Your Temp Salary with the Leading Employment Agency in Toledo

Considering a temp job? The Advance Group is a proven leader among temporary employment agencies in Toledo, OH. Our recruiters can connect you with the top manufacturing, warehouse, and general labor employers in Ohio. Connect with The Advance Group to see how our temp services in Toledo can work for you and how we can help you negotiate your temp job salary.

Browse our Toledo temp jobs and apply today!

Working with Difficult People? Make the Situation Easier with This Advice

HMG Success on February 23, 2018

Typically, one of the most challenging parts of any job is working with other, potentially difficult people, even if you all generally get along. But, when a co-worker is particularly difficult, the situation quickly becomes more stressful, making it hard to get tasks completed or simply remain in a good mood.

While you can’t necessarily escape the situation entirely, you do have options to make it more manageable. With that in mind, here are some tips for working with difficult people you can start using today.

Make Validating Their Feelings the First Thing You Do

Most of us have encountered a scenario where a co-worker is frustratingly passive-aggressive or generally takes out their anger on those around them, regardless of whether you were responsible for their current situation. While it is easy to react to them in kind, allowing your own stress levels to escalate with theirs, a better approach is empathy.

For example, instead of reacting to their frustration, consider why they may be feeling this way and try to see things from their perspective. Then, instead of pushing back immediately, offer them some validation by letting them know that you understand their feelings.

Often, this helps you shift your attitude, moving to a place of empathy instead of anger. Plus, by feeling understood, your co-worker may also begin to calm, allowing them to change their attitude as well.

Make Your Needs Clear

If a co-worker is being combative instead of constructive during a conversation, it’s easy for tensions to mount, leaving everyone angry. However, you can prevent this from occurring by succinctly expressing your needs in relation to the situation.

For example, if your co-worker says they hate your idea, feel free to let them know a statement like that doesn’t help you improve and that you would prefer specific feedback regarding the idea so that you can reach a resolution that suits everyone.

Ultimately, this involves letting others know what does or doesn’t work for you while being assertive as you discuss your point. It also includes an explanation as to why the approaching isn’t effective, as well as a simple resolution that allows everyone to get back on the right track.

Learn to Say “No”

Some people have a tendency toward being people-pleasers and, if someone takes advantage of that, it can quickly breed resentment and frustration. However, the person who needs to act in these situations is you, by learning to say no and setting reasonable boundaries when a request is simply more than you can handle.

Ideally, you want to say now, provide a concise explanation as to why it doesn’t work for you, and potentially offer an alternative, but only if one exists that meets your needs as well. It can take time to get comfortable with saying “no,” but it is definitely worth the effort.

If you are interested in learning more or are hoping to find a new position with less difficult people, the professionals at The Advance Group can help. Contact us today to see how our services and expertise can work for you.

Here’s What Your Minority Employees Need from You

HMG Success on February 19, 2018

Minority employees may face challenges in the workplace that other portions of your staff don’t encounter. Even as more companies work to be inclusive and put forth the effort to increase their level of diversity, certain issues for your underrepresented workers can still arise, particularly if they don’t have an ally within the management team.

There are things you can do as a manager to help your minority employees thrive. To help you get started, here are a few tips to try.

Be Available

One of the most important things you can do is to simply be available to hear their concerns. Often, it’s hard to identify the challenges your minority workers may be facing unless they discuss them with you personally.

While you don’t have to be overly forward about your availability, ensuring you are always open and receptive when they come to you with a problem can go a long way. Remind your staff, in its entirety, that any and all concerns can be presented, then use active listening to ensure you learn about the full scope of the problem before proposing a solution.

Be an Advocate

At times, minority workers are reluctant to directly discuss issues they may face in the workplace, often due to the fear of repercussion. However, that doesn’t mean that, if you see or hear something that could be creating a challenge for them, you can’t step up and be an advocate for change.

Exactly how you need to act, when functioning as an ally, may vary depending on the situation. However, if a clear-cut issue, like harassment or discrimination, occurs, review the company policy and take the recommended steps. If it happens in front of you, don’t hesitate to intervene, particularly if it’s within your purview to do so.

Support Inclusion and Diversity Initiatives

In cases where your company has initiatives related to diversity and inclusion, make sure to actively support them. Review the details of the programs and policies, and work to implement any changes that need to occur within your team or department. If such guidance doesn’t exist, then consider bringing up the topic to see if such activities can benefit your minority workforce or promote diversity objectives.

Many companies don’t have specific initiatives related to inclusion and diversity, so you can become an ally by just promoting the idea and working with upper management to begin instituting lasting change in your organization.

Ultimately, supporting your minority employees isn’t challenging, and making an effort can improve your companies culture, creating a happier and more productive environment. If you would like to learn more or are looking for a new worker to join your team, the knowledgeable staff at The Advance Group can help. Contact us today to learn more about our services can see how our expertise can work for you.

These “Dumb” Interview Questions Are Pretty Intelligent

HMG Success on February 16, 2018

Sometimes, when given the opportunity at the end of an interview, job seekers are reluctant to ask certain interview questions. They fear that they are “dumb,” making them worry that the hiring manager will form a negative perception of them simply by bringing them up.

Many of them focus on clichés, something that most people work hard to avoid. But, these questions can actually provide candidates with important information, making them wise choices in the end. If you are concerned about which questions to ask, here are some “dumb” interview questions that are actually pretty intelligent.

“What Do You Like Most About Working Here?”

Yes, this question can seem trite and commonplace, but it actually gives you a great opportunity to learn more about the company’s culture or their most exciting projects. When responding to this question, hiring managers may discuss their staff, co-workers, or the leadership team. They might bring up the work environment. In some cases, they’ll talk about an innovation that is in the works.

Regardless of their response, you’ll likely learn something along the way. And, if the hiring manager struggles to provide an answer, or resorts to a short, canned response, it could be an indication of trouble in the department or the company as a whole, giving you details about a potential red flag you may have otherwise missed.

“What’s a Typical Day Like in This Position?”

It may seem banal, asking about how a day usually proceeds, but it is actually an incredibly helpful thing to asks and suggests you are eager to envision yourself in the role. Aside from expressing a level of excitement, you get a chance to learn about common expectations and tasks, which may not be as enticing as the big projects the hiring manager used to sell you on the role. It also gives you insight into daily operations, like how many meetings may occur or which mundane tasks fall under your purview.

Generally, a realistic answer to this question isn’t going to increase your level of enthusiasm, but understanding the day-to-day makes it easier for you to ascertain whether the job is actually right for you.

“Do You Have Any Concerns About My Qualifications?”

Many job seekers shy away from this question because it seems to open the door to criticism, which is something no one typically wants to hear. But, it also creates an outstanding opportunity, allowing you to both listen to their concerns and address them.

It does require a level of vulnerability, and a willingness to discuss your weakness, but you also get the chance to address points that could potentially prevent you from receiving an offer head-on.

Ultimately, any interview questions that give you a chance to learn more about the company shouldn’t be considered “dumb,” particularly if the information isn’t available on the organization’s website and the specific point wasn’t discussed during the interview. That means you shouldn’t be afraid to ask the question if it is truly something you want to know. It may be a smarter move than you think.

If you are looking for a new position, the professionals at The Advance Group can help. Contact us today to learn more about how our services can benefit you.