What Your Interviewers Say Behind Closed Doors

Raza Rauf 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?

Raza Rauf 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?

Raza Rauf 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

Raza Rauf 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

Raza Rauf 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

Raza Rauf 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?

Raza Rauf 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.

Now Is the Perfect Time to Work on Your Corporate Culture

Raza Rauf on October 30, 2017

Sometimes, an employee with all the right skills ends up not working out. It often has nothing to do with their capabilities; it’s due to the company’s culture and a general sense that they don’t fit in.

While corporate culture is hard to define, it generally represents the overall working atmosphere. Everything from the physical environment to dress code to the presence (or lack) of training opportunities all play a role in the culture of a business.

There is no such thing as a perfect corporate culture that will work for everyone. Different people have varying needs, so creating a one-size-fits-all environment isn’t possible. However, if you find you aren’t attracting the kind of candidates you need or are struggling with retention issues, now is the perfect time to review how your culture may be impacting these metrics. Here’s how to begin.

Start at the Top

The overall tone for a company’s culture is typically sent by the CEO or other members of upper management. They are often responsible for defining the missions and values of a business, and their actions and guidance directly impact everyone below them on the leadership ladder.

The intention here isn’t to automatically start making changes. Instead, review how your policies, procedures, and values are shaping how the company operates to gain insight into your culture as it stands today.

Talk to People

If you’re having issues with hiring or retention, your current workforce is a great source of information. Communicate with employees and managers at all levels and find out what is working for them, and what isn’t. Cover topics like opportunities for advancement, the perceived level of trust and transparency, and the current policies regarding work hours and locations. Have workers rank their priorities as well, as this lets you know what they value above all else.

Again, this is a fact-finding mission designed to help you identify points for improvement based on what your workforce actually says it needs. Once you have the details, you can begin planning for changes that help craft the culture you’re hoping to have.

Be Patient

Once you identify the changes you would like to make, create a plan to institute the improvements. Often, major cultural shifts take time, so patience is critical as you move forward. Keep employees informed of your efforts and solicit feedback at regular intervals. Be adaptable to their needs and try to strike a balance between their preferred culture and what your organization’s operations can support.

Ultimately, the creation of a company’s culture is ongoing, so the cycle is never complete. Once you begin making progress, ensure your hiring efforts focus on finding job seekers who don’t just have the right skills, but also fit in to what your culture is becoming. By doing so, you are bringing in people who are more likely to be successful over the long-term, improving retention rates and building a happier workforce.

If you would like to learn more about hiring for your corporate culture, the team at The Advance Group can help you find the right candidates for your positions. Contact us to see how our services can help you meet your workplace culture goals.

How Long Do You Have to Stay at Your First Real Job?

Raza Rauf on October 27, 2017

Sometimes you start your first real job only to quickly realize it doesn’t meet your expectations. Maybe the work was misrepresented in some way, and you didn’t discover the discrepancy until you were in the position, or you thought the job was something you wanted to do, and later figured out it wasn’t.

While no job is perfect, and they all come with tasks you would probably prefer to avoid, sometimes the idea of sticking around is too much to bear. But, even with that, you don’t want to jump ship too soon only to face unintended penalties for that decision. So, before you kiss your first real job goodbye, here’s what you need to know.

Understand the Standard

Often, the unwritten rule regarding how long you should stay in a position is one year. This allows the company to recoup the cost of hiring you and demonstrates you are willing to stick with a job for a respectable period of time.

If you are working in your first real job, and have already crossed your one year anniversary with the business, you’re typically in the clear to look for a new position. Most employers won’t perceive you as a job hopper at this point, so the risk of repercussion is minimal.

However, there are situations where the standard doesn’t apply, such as those covered below.

You Haven’t Ended a Job “Early” Before

In most cases, a person can leave a job in less than a year if they haven’t done so previously. Since this is your first real job, it’s possible this applies to you.

A single instance of a quick exit isn’t necessarily a cause for alarm in the eyes of employers. At some point, almost everyone ends up in a position that isn’t the right fit, so finding a new opportunity before the year is up can be a smart move that many hiring managers will understand.

However, you will likely need to explain why you are looking for a way out so soon, so make sure you have a solid reason that doesn’t require you to badmouth your current employer. That way, you can answer questions with ease.

Mitigating Circumstances

There are also numerous situations where a short stint with an employer may be necessary. For example, if you have to move to another city unexpectedly, you might not have another choice. The same can be true when certain health issues arise for you or a family member.

Additionally, if your current position is putting your health or safety at risk, leaving may be necessary as a method for protecting yourself. Similarly, if you’re so miserable you can barely get through the day, getting out might be a requirement to protect your mental health.

In the end, trying to stay for a year is generally a smart move, but you can seek a new opportunity sooner at least once in your career without it necessarily being a big black mark on your resume.

If you’re interested in finding a new position, the professionals at The Advance Group can connect you with some of the leading employers in the area. Contact us to see what jobs are available in your field today.

Start Attracting a More Diverse Talent Pool

Raza Rauf on October 23, 2017

When it comes to attracting candidates, your job ads are a powerful tool in your recruitment arsenal. But, depending on how you structure them, you might not be bringing in the diverse group of professionals you’re hoping to find. Everything from the language you choose to the job boards you use can impact who decides to apply. If you want to start attracting a more diverse talent pool, here’s what you need to do.

Watch Your Words

When the goal is to increase the diversity among the candidates who choose to apply, the language you use can make all the difference. Choosing an approach that focuses on inclusion can ensure a wider range of people are comfortable with submitting an application. However, words that suggest a preference, such as relying on masculine terms in the posting or subtle choices that suggest a stance on disabilities or particular age groups, can be a turn off to certain job seekers.

Whenever possible, choose gender-neutral language when crafting a description of the vacancy, and avoid terms like “ninja” or “guru” that can lean masculine and may even be seen as culturally insensitive to some.

Consider Different Job Boards

While diverse candidates use some of the larger job boards to find positions, these aren’t always the fastest method for increasing diversity. Instead of sticking to the standard, explore niche job boards that are either generally inclusive or target specific minority segments of the population. By examining different places to post your ads, you may find the number of diverse candidates applying increases.

Select Images Wisely

Company websites and job postings often feature images that show employees on the job and, as the saying goes, a picture’s worth a thousand words. If your images don’t show a diverse workforce, certain individuals may doubt your commitment to diversity and might choose not to apply.

Instead of defaulting to a standard picture, select an option that features people similar to those you are trying to attract. You may also want to choose different images for each job board, especially if they target a specific demographic. Also, make sure your website includes pictures showing diverse groups of employees. This can make your company seem more welcoming and open to workers from a wider variety of backgrounds.

Keep Requirements Lists Short

Some managers are surprised to hear that while men are willing to apply for a position as long as they meet the majority of the requirements, women aren’t normally inclined to submit an application unless they meet 100 percent of the requirements. That means, if your list includes a lot of points, women are more likely to have a reason to screen themselves out before they’ve even thrown their hat in the ring.

While having some requirements may be necessary, try to limit the number of items to the true necessities. You can also reframe the list by focusing on what the person will be accomplishing on the job instead of the list of hard skills they need to bring to the table.

Attracting a more diverse talent pool doesn’t have to be difficult, and a few small adjustments can go a long way. If you’re interested in increasing the level of diversity in your workplace, the recruitment specialists at The Advance Group can connect you with the top talent you need to succeed. Contact us to see how our services can help you reach your hiring goals.

Need Time Off for the Holidays? Here’s How to Get It

Raza Rauf on October 20, 2017

Fall is upon us, and the holiday season is right around the corner. During this time of year, it isn’t uncommon to start planning for family gatherings and that typically involves time off from work.

Asking to use vacation time can feel awkward, especially if you’re afraid of looking as though you are putting off your duties or aren’t a team player. But using your vacation time is healthy, so requesting a little time away isn’t a bad thing.

If you want to increase your odds of being allowed to take some time off, here is what you need to do.

Understand the Rules

Almost every company has basic policies and procedures regarding vacation time, and making sure your request aligns with those guidelines is critical if you want it to be approved. To make sure everything follows the rules, take some time to review the employee handbook and check to see how many vacation days you have available before you ask for time off. Also, consider whether there are any informal standards if your department, especially if you are trying to take a vacation that lasts for a week or more.

By understanding the rules, you can ensure your request is reasonable before you approach your manager.

Consider Your Workload

Once you have reviewed the policies and procedures, it’s time to examine your workload. Determine whether there are any deadlines, events, or major project milestones that fall during the same period as when you want to take off (or immediately upon your return). If so, you ought to adjust your vacation plans to make sure you can meet your workplace obligations.

You also want to consider how your absence will be covered by other members of your team, especially if someone else is going to have to pick up a few major tasks while you’re gone. In some cases, you may be able to adjust your schedule or speed up certain processes, so you don’t burden co-workers. If that isn’t possible, you’ll need to create a plan to make sure whoever is covering your duties can do so with ease.

Ask as Soon as Possible

Now that you’ve settled on some dates, you want to turn your request in as quickly as you reasonably can. The more notice you give your manager, the better, as this allows them to make adjustments in advance and increases the odds everything will be approved.

You do need to remember that you are “requesting” time off, so your manager doesn’t have to approve it regardless of the amount of notice. Don’t cement your plans (such as by booking plane tickets and hotel rooms) until you know for certain that you can use your vacation time. However, having a plan in place for the coverage of your duties can make it easier to say “yes,” so be prepared before you submit the request.

Pick the Right Time

Everyone has good days and bad days, and asking for an extended vacation when your manager is stressed isn’t as likely to be approved as when they are in a positive place. Be considerate of their schedule and try to find a moment when things are peaceful to have the conversation.

Accept Their Decision

Even when you do everything right, they could still deny your request. Issues with project timelines and busy seasons could play a role as well, as if someone else on your team is already approved to be absent during that period. If they say “no,” accept their decision. You can see if another time would be acceptable and adjust your plans accordingly, but arguing (or simply leaving for vacation, anyway) won’t play in your favor.

If you would like to learn more or are hoping to land a new job this holiday season, the professionals at The Advance Group can help. Contact us to discuss your needs today.

You May Have Made a Bad Hire…

Raza Rauf on October 16, 2017

Having the right employees is critical to a company’s success. It ensures that the right skill sets are present and that everyone works well together. But hiring isn’t a simple process, and you often have to select a candidate with limited information regarding how they will likely perform. At times, you’ll choose a job seeker who will support your business objectives and help the company flourish, and sometimes you won’t.

Spotting a bad hire isn’t always easy, but there are signs that someone may not work out in the long run. Here are four indications you might not have the right person for the job.

They Don’t Fit In

Company culture is becoming a more prominent factor in many workplaces as it can help promote success and team cohesion. However, even if your culture is great, that doesn’t mean it works for everyone. And a single person can disrupt the harmony of the environment.

If you notice your new hire isn’t fitting in with everyone else or isn’t integrating into the atmosphere, it’s possible they aren’t the best person to have in the position. While being a bit of an outsider, in the beginning, is normal, it should dissipate quickly if they are a good fit. If not, they could drag down productivity and bring in negativity that affects others, especially if they have a penchant for complaining.

Additionally, if they continually bring up how they did things in “my old job” and aren’t willing to adapt to your processes, there is a strong chance they won’t work out.

They Won’t Go Outside the Original Job Description

Most jobs grow and change over time, and almost all come with tasks that aren’t specifically listed in the job description (often falling into the category of “other duties as assigned”). In general, successful employees roll with these requests as they understand the need to be flexible at work. But, if a new hire won’t drift from what is explicitly spelled out on paper, you may have a problem.

Granted, asking an accountant to troubleshoot a computer isn’t reasonable, and shouldn’t be considered a sign that someone is a bad hire, asking a receptionist to help out with a filing project isn’t really out of line. Typically, if it falls in their skill set or job category, and makes sense for the level of their position, deviating from the description just comes with the territory. So, if someone isn’t willing to step just outside of their box, it might be wise to find someone else for the position.

Finding the right person for the job can feel like a challenge, but it is possible. If you want assistance selecting the best candidate for the position the first time, the recruitment specialists at The Advance Group are here to help. Contact us to see how our customized approach to hiring can make it easier to locate ideal job seekers and rid you of any bad hire today.