7598

Unemployed? Here are 4 Things You Should Be Doing

January 10th, 2017

You’re unemployed. So obviously, you should be looking for a job. But beyond that, what can you do to make this scary and frustrating time a little more manageable – and increase your odds of finding a new opportunity? Here are 4 tips:

#1: Network.

As one Houston’s most experienced job agencies, Murray Resources knows there’s almost always a collective groan when the topic of networking comes up. However, it really is one of the best ways to uncover potential opportunities. To effectively network when you’re unemployed, make sure you:

  • Connect with existing contacts. Reach out to old and existing contacts, including former co-workers, fellow alumni, friends, family, former professors and college advisors, and old bosses. Ask them to lunch. Get together over coffee. And inquire about job opportunities opening up in their companies and organizations.
  • Make new contacts. Attend networking events and industry conferences and seminars. Network online, network in person. Go to a lecture. Sign up for a class. Or join the local chamber of commerce. Not only can you significantly expand your network, but you can have some fun in the process.

#2: Develop a routine.

Your job gave your days and weeks structure. Without it, it can feel like you’re floating aimlessly in a giant abyss. That’s why it’s so important to develop a regular routine.

For instance, get up and dressed at the same time each day. Spend the first half of the day job searching and the second half networking. Designate certain days – such as every Tuesday – as days to follow up on job leads. Be sure to make time for getting out of the house, as well. For instance, a couple mornings a week, bring your laptop to the local coffee shop and work on your resume and job search there.

#3: Volunteer.

According to the Corporation for National and Community Service, a U.S. federal agency that promotes volunteerism, those who volunteer have a 27% better chance of finding a new job when compared with those who don’t. Not only is volunteering a productive way to spend your time, but you can acquire new skills and meet new people along the way. In addition, it makes a positive impression on hiring managers when they see it on your resume.

#4: Get a temporary job.

Worried about income or long employment gaps on your resume? Then consider temporary work through a job agency. That way, you can earn money, gain new skills, expand your network – and perhaps even find your next full-time job.

Interested in learning more about the possibilities available with temporary work? Contact Murray Resources. As one of Houston’s most experienced job agencies, we can connect you with top employers in the city, as well as rewarding temporary jobs in a variety of fields. Contact us today to learn more.

7593

4 Questions to Ask Yourself Before Hiring More Employees in 2017

January 3rd, 2017

It’s a New Year – and that might mean you have to add to your team. But how can you be sure that hiring more staff is really the right move? As a leading temp services provider in Houston, Texas, Murray Resources knows that either way, it’s a big decision to make. Here are 4 questions to ask yourself to help you determine whether or not to bring more people on board in 2017:

#1: Do you have enough cash flow to pay for new hires?

You might be anticipating an uptick in orders. But if you’re hiring in advance of sales, you could end up with a strained cash flow if those orders don’t come in as planned. When you hire, you need to ensure your sales and revenue can support a new employee. If they can’t, but you truly need the extra help – so you can devote more time to selling – consider bringing in temporary or contract workers.

#2: Are you prepared for all the costs of hiring?

When you hire a new employee, it’s going to cost your company more than the salary you pay them. For instance, there’s payroll tax, health insurance, and HR laws you have to comply with when bringing new people on board. That’s why, before you make a decision, you have to ensure you’re prepared to handle both the financial and practical implications of new full-time employees.

#3: Can you tap into outside help?

You might find that it makes more sense to outsource business processes to a third party company, rather than hiring people in-house to perform certain functions – such as staffing and HR, accounting, and IT. That way, your company can remain more flexible, while still being able to respond to market demands. It can also free up your core staff to focus on other priorities.

#4: What are the costs of not hiring?

In other words, could you miss out on a lucrative opportunity or impair your business in some way if you don’t bring on more staff? Are existing employees going to be spread too thin and fall behind as a result? Will the quality of your service drop if you don’t hire more people? While it’s vital to consider the short- and long-term costs of hiring more employees, it’s also important to think about what can happen if you don’t hire more people.

If your cost benefit analysis is telling you that now’s not the time to hire more full-time people, but you need to add to your team to stay ahead of the competition, consider the use of temporary staffing. That way, you can hire people on a per project basis, or for a short-term period to get an important task off your plate, all without adding to your permanent overhead.

Interested in learning more about how your business can benefit from temporary staffing? Call the experts at Murray Resources. As a leading temp services provider in Houston, Texas, we can give you fast access to the skilled, qualified, and dependable temporary employees you need for a variety of positions. Contact us today to learn more.

7586

3 Quick Tips for Listing Accomplishments on Your Resume

December 27th, 2016

As one of Houston, Texas’s top staffing agencies, Murray Resources knows that hiring managers spend, on average, six seconds scanning resumes. That means you need to grab their attention and make an impact…quickly. How can you do it? By focusing on accomplishments. Hiring managers want strong performers who deliver results. Highlighting your achievements is the best way to prove that you have a track record of success. Here’s how:

Brainstorm your accomplishments.

Accomplishments don’t necessarily mean industry awards or big recognitions. They’re simple ways you’ve contributed to past employers. For instance, did you complete an important project ahead of time? Turn angry customers into happy, loyal ones? Improve a process that ended up saving a past employer time or money? These are all ways you’ve contributed and added value.

So take a few minutes and write down a list of accomplishments – big and small – for your most recent position. Once you’re done, move onto past positions and list accomplishments for those as well. Don’t filter anything out in the process. If you’re having trouble coming up with examples, ask yourself some of these questions:

  • What are you known for in the company or department?
  • Did you serve on any special committees or receive any commendations from past bosses or customers?
  • What accomplishments or projects are you most proud of? Why?

Focus on the best examples.

Now that you have a full list of accomplishments, consider the ones that are most relevant to the job. Take a look back at the job description and read through it again if you’re not sure. Then decide on which accomplishments from your current and past positions best showcase the skills and abilities the employer is most interested in.

Use action verbs to describe your accomplishments.

Finally, on your resume, when you’re describing your accomplishments, use high impact, action statements, such as “re-engineered account reconciliation process to provide a more systematic and efficient process.” Whatever industry you work in, or jobs you’re applying for, use action verbs like executed, spearheaded, led, and initiated when explaining your accomplishments.

If you’re still having a hard time coming up with good examples, ask a trusted colleague or co-worker. They may be able to offer you some perspective on what an employer will value most about you.

If you need more help with your resume – or any aspect of the job search process – contact Murray Resources. As one of Houston, Texas’s top staffing agencies, we’re able to provide you with access to jobs that you will not find anywhere else. Contact us today to learn more or search our Houston jobs now.

7576

How to Pick the Best Temp Services in Houston, Texas

December 20th, 2016

Whether your company operates in oil and gas, or IT, you need people with strong skills and a strong work ethic to ensure it runs smoothly. But with fluctuating demands, it can be hard to stay optimally staffed at all times.

Enter temporary staffing services.

Temp staffing services in Houston, Texas can give you fast access to a rich network of talented and skilled professionals – where and when you need them, whether on a temporary, contract, part-time or full-time basis. The question is: How do you find one that’s right for you? Here are a few questions to ask yourself before you make a move:

What are my needs?

Make sure you have a full understanding of what your staffing needs are. Do you need access to a full team of temporary workers during specific peak periods? Do you need a contractor on a per project basis? Do you have full-time hiring needs, as well? Some temp staffing services in Houston, Texas – like Murray Resources – have the experienced recruiters and proven processes to meet all those needs and more.

Who should I consider?

Not all staffing services firms are created equal. And you want to work with one that not only has the right skills and experience, but the right service team to meet your needs. The best way to find great options is to ask for referrals from your business contacts. They will be able to give you the real scoop on what it’s like to work with a particular firm so you can ensure they’re the right fit for you.

What can each one offer me?

When you’re interviewing options, make sure you ask questions about their candidate database, how they recruit and attract strong applicants, and how they evaluate them. Do they conduct skills testing? What about reference and background checks, as well as drug testing? And what happens if you’re not satisfied with a particular candidate? You need to know the ins and outs of each temp services firm before you make a decision on one.

How did they treat me?

Beyond services and guarantees, it’s also important to assess how you were treated in your talks with each firm. Were they knowledgeable and responsive? Did you feel respected and well taken care of? Or were they rude and abrasive? A firm can look like an ideal match for you on paper, but it’s important to ensure they will truly work hard to meet your expectations.

The good news is that with the right temp services firm, you’ll have a valuable partner in place who can help your business grow. If you’re interested in learning more about how your Houston, Texas company can benefit from temp services, contact Murray Resources today.

7568

Answering Interview Questions When You Don’t Know the Answer

December 13th, 2016

Have you ever been in a job interview and asked a question you didn’t know how to respond to? It can be an embarrassing and awkward situation. As the candidate, you want to have all the right answers for the hiring manager who’s interviewing you. But when you don’t, what should you do? Here’s some advice to help you:

When You Can’t Answer a Behavioral Based Interview Question

Behavioral based interview questions are simply those that ask you to give an example; for instance, “explain a time when you handled a conflict with a customer.” As one of Houston’s leading job placement agencies, Murray Resources knows the purpose is to get away from the “what-if” scenarios in an interview and talk about real world situations. Employers want to know how you handle conflict, communicate with others, and deal with change. These kinds of questions help them delve deeper into how you respond and operate – so they can understand how you might perform in the future.

Behavioral questions should be easy to answer when you have a specific example. But if you don’t, then just be truthful. It’s ok to say something along the lines of:

“Honestly, I can’t think of a time when that happened. I haven’t encountered a situation like that in the workplace. I can tell you how I would approach it if I had, though.”

When You Can’t Answer a More Traditional Interview Question

When you can’t answer a behavior based question it’s because you’ve never faced a certain situation before. But what about when you’re asked a more traditional interview question – and you’re stumped? Here are some tips to help you handle the situation:

Take a deep breath and calm down.

Getting asked a question you don’t know the answer to can make you look like a deer caught in headlights. But don’t let your nervousness get the best of you. Otherwise, you won’t be able to think clearly and work through an answer in your head.

Ask a follow up question.

The reason you don’t know how to answer may be that the hiring manager didn’t ask a clear question to start with. So follow up with your own question to ensure you fully understand what they’re asking you. It’s better to ask for clarification then try to make something up.

Explain what you do know.

If there’s a part of the question you do have a good answer to, then start there. You might be able to work through the rest of the answer as you’re talking.

Be honest.

Don’t fake your interview answer. A hiring manager will be able to see right through it. So if you can’t come up with an articulate answer, then be honest. Tell them:

“That’s a great question, but I don’t know the answer off the top of my head. Can I follow up with you on that after the interview?”

Remember too, it’s not always the details of an actual response a hiring manager is interested in. They want to know how you think on your feet and respond under pressure. And when you follow the tips above and you’ll be able to handle any interview question that comes your way.

Need more help with resumes, interviews, and finding a new job in Houston? Call Murray Resources. As one of Houston’s leading job placement agencies, we work with employers all over the city to fill positions in a variety of fields on a contract and full-time basis. If you’re ready to put our expertise to work for you, contact us today.

7562

How to Hire the Best Temporary Workers During the Holidays

December 6th, 2016

The holidays are here – and if your business is like many, it’s a hectic time. You have an increase in demand and projects that need to be wrapped up before year’s end, while employees are requesting vacation time off. It’s certainly a balancing act, one made easier with the help of temporary workers. To help ensure you hire the best ones – and can get the most from them – here are a few rules to keep in mind:

Rule #1: Get referrals from employees.

As a leading provider of temp services in Houston, Texas, Murray Resources knows the best temporary workers will come from employee referrals. Not only can referrals give you a quick source of talent, but it’s also a great way to find candidates who will likely be a better cultural and performance fit. After all, who knows better what it takes to succeed at your company than existing staff members? You can even consider rewarding your employees for successful referrals through bonuses or other incentives.

Rule #2: Take time to interview each candidate.

Don’t hire temporary workers on the fly. Take the time to properly screen and interview candidates to ensure the person you hire is the best fit. Keep in mind, too, you need people who can get up and running quickly. You don’t have the luxury of weeks of training and onboarding like you do with full-time employees. That means, during the interview, you have to ask good questions so you can rest easy that you’re hiring those who can truly thrive. Some questions include:

  • Tell me about your related experience.
  • Give me an example of how you handled a difficult customer in the past.
  • What makes you a great fit for this job?
  • Why do you want this job?

Rule #3: Look for a positive attitude.

A positive attitude can make a huge difference when you’re hiring workers. Someone who’s happy to show up at work and driven to deliver will infuse energy into your workplace. On the other hand, someone who’s bored or unenthusiastic will do barely enough to get by. So look for those candidates who seem excited about the opportunity.

Rule #4: Undercut the competition.

If your competitors are offering a certain hourly wage for temporary workers, offer a dollar or two more, if you can. The extra money will be well worth it in the form of better temporary workers and higher productivity.

Rule #5: Partner with a temporary staffing agency.

As a leading provider of temp services in Houston, Texas, we know hiring temporary or contract workers can sometimes be a struggle. But we’re here to help. We have the expertise, proven processes, and network of candidates to help ensure you have the right people, in the right place, at the right time. We can do all the legwork and minimize hiring missteps and risks, all so you get the skilled, dependable, enthusiastic people you need.

If you need help hiring temporary workers for your company during the holidays – or any time of year, call us today. We can help.

7558

Job Search Stuck? Here’s What to Do

November 22nd, 2016

You’ve been searching for a job for several months now. You’ve had some good leads, but nothing that’s actually panned out into an offer. You’re spending hours each day sending out resumes. But more and more, you’re feeling like you’re just spinning your wheels.

Sound familiar? If your job search isn’t yielding the results you want, here are a few tips for jump-starting it:

Take a break.

As one of the top job placement agencies in Houston, Murray Resources knows when you’re spending hours each day searching for a job online and submitting resumes – with no results – it means something isn’t working. It could be your resume or your cover letter. Or it might the kinds of jobs you’re applying for.

Whatever the case, it’s time to turn off your computer and take a break to gain some perspective. When you give yourself some needed time off from your search, you’ll come back with fresh eyes – and hopefully be able to spot what needs fixing.

Make sure you sound like a human.

Sometimes candidates can take a too-formal approach to writing cover letters and resumes. The end result is that they sound more robot than human. So avoid boring and overly corporate language. Instead, strive to infuse some personality into your cover letter and resume.

Get out into the world.

Rather than spending your entire job search online, go to an event and network. Check out your local chamber of commerce or attend industry seminars or conferences. Whatever you do, just aim to meet new people, make connections and expand your network. It will energize you and can open the door to exciting new possibilities.

Set small goals.

Your goal is to get a job. But sometimes that can seem overwhelming. Instead, divide that larger focus up into smaller daily goals – for instance, to send out three resumes a day. Not only will this help you prioritize and structure your day, but it will make you feel more productive, as well.

Market yourself to hiring managers.

If you’re not getting call-backs for interviews, then revamp your resume and cover letter. When you do, keep in mind that hiring managers are more interested in relevant accomplishments and results then a list of job duties. So the next time you apply for a job, make sure you focus on outcomes rather than responsibilities.

Do you need more help igniting your job search? Call the experts at Murray Resources. As one of the top job placement agencies in Houston, it’s our mission to connect great people with great jobs. Contact us today to learn more or search our jobs in Houston now.

7548

5 Signs an Employee is Job Searching

November 15th, 2016

Your employees’ days may be numbered. Just consider a few of these recent statistics: 51% of U.S adults are regularly searching for new jobs, even though they’re currently employed, according to Gallup. Indeed put that number closer to 58%. Either way you look at it, that’s still potentially half of your employees who could be looking for new jobs…today, right now. So how can you tell for sure if an employee has one foot out the door? Here are a few signs:

#1: They’re not motivated.

An employee used to be engaged and excited. They got involved in heated discussions and debates and always showed great initiative. Now they’re doing just enough to get by. They’ve lost that inner drive and they don’t seem happy at work.

#2: They’re taking a lot of sick days.

When you have an employee on staff for a long time, you get a general sense of their attendance. So when an employee starts taking a lot of half days off, or full sick days, it could be a sign they’re interviewing with another company.

#3: They’re not as productive.

As Houston staffing experts, Murray Resources knows a decline in productivity is a clear sign that an employee has lost focus. It could be an indication they have something going on at home – or that they’ve started a job search. When an employee is looking for a new position, or has already found another one and just hasn’t informed you yet, then they might not be putting in as much effort as you’re used to.

#4: They’re updating their LinkedIn profile.

You’re connected on LinkedIn and all of a sudden, you’ve noticed regular updates to an employee’s profile. For instance, they’re adding new skills and accomplishments, along with a portfolio of their work. It could be that they’re polishing it for potential employers.

#5: They come into the office dressed up.

When your culture is casual or business casual, and an employee shows up wearing a business suit for no apparent reason, it could be a sign they’re interviewing. This is even more likely true if they’re taking long lunches, leaving early, or arriving late to the office.

Now you know the signs. But what should you do?

If your employee is already job searching, then it might be too late. However, it’s still worth having a conversation if it’s someone you truly want to retain. During your conversation do more listening then talking to try and get to the bottom of their behavior. It may be due to an issue that you can help overcome, like more flex hours or training and support. Or, you may determine that it is, in fact, time to part ways. Either way, you should gain insight as to how to strengthen your company culture and boost retention in the future.

Do you need more help hiring and retaining top people for your team? Call the experts at Murray Resources. As Houston’s top staffing experts, organizations all over the city rely on our expertise to source and retain top talent for hard-to-fill, key positions across a broad range of business disciplines. Contact us today to find out more.

7542

Found Your Dream Employer? Here’s How to Get Your Foot in the Door

November 8th, 2016

It’s a sad reality. But so many people aren’t happy in their jobs. In fact, according to a Gallup poll, only around 13% of employees report being engaged and feeling a sense of passion for their work. Don’t be one of them!

When you come across an employer who checks all your boxes, you have to do what it takes to get your foot in the door. As one of the top job placement agencies in Houston, TX, Murray Resources is here to help. Below are several tips to keep in mind when you’re trying to get a job at your dream company:

Leverage your network.

The best way to get an interview is through people you already know. From former colleagues to past classmates, reach out to anyone you know and trust who already works there or who has a connection at the company. Ask if they’d be willing to put in a good word for you or walk your resume over to the hiring manager. Having a contact in the company is the best – and fastest – way to get noticed.

Ask for an introduction on LinkedIn.

Do some online digging to find out who heads the department you’re interested in. Ideally, they’ll be on LinkedIn, so you can see if you share any connections. If you do, ask your mutual connection for an introduction. If the hiring manager is not on LinkedIn, try to find out their email address and then reach out to them directly with your resume. When you do, you have to make a strong case for why you’d be an asset to the company.

Connect on social media.

Whether the company has a blog on LinkedIn, or an active Twitter presence, find out where they are on social media…and follow them. If they post a tip on their blog that inspires you, comment on it. Re-tweet posts you want to share with your network. And ‘like’ their Facebook page if they have one.

Not only can this potentially raise your visibility and send the message that you’re interested in the company, but you’ll also gain insight and understanding about the organization that can help get you hired. While it may take some time, you can get your foot in the door at your dream company with some persistence and creativity.

If you’re interested in a new job, but don’t know where you’d like to work, we can help. As one of the top job placement agencies in Houston, TX, Murray Resources can give you access to a wide variety of rewarding temporary, temporary-to-hire, and direct hire opportunities at dream employers across the area.

Contact us today or search our Houston jobs now.

7518

Why Your Job Postings Aren’t Working – and What to Do About It

November 1st, 2016

As one of the leading staffing services firms in Houston, TX, Murray Resources knows that job postings are a critically important component of the hiring process. And yet, too often they’re treated as an afterthought…or worse, a legal document chock full of corporate jargon.

Just consider job posting phrases like “coordinate with key stakeholders in applicable departments” and “improve overall operation and compliance with appropriate program compliance requirements.” These don’t do anything to sell the opportunity and get top talent to want to work for you.

Instead, think of your job posting as an advertisement. In other words, it’s a marketing tool that should:

  1. Broadcast your opportunity;
  2. Appeal to your target audience; and
  3. Get them to act by submitting their resume.

So if your job postings could use some work, how can you take them from dry and formal to friendly and effective? Here are a few tips to keep in mind:

1. Talk about a day in the life.

Whether you’re hiring a receptionist or an engineer, one easy way to appeal to candidates is to talk about what a typical day is like in the role. Give them a glimpse as to what it’s really like to work in the position – and in your company. When you do, they’ll either get excited about it, or determine it’s not the right fit for them. Either way, it’s a win for you.

2. Be straightforward in your text.

Just because you work in a large corporation doesn’t mean you need to talk in corporate speak or internal acronyms. Instead, strive for clear and concise language that’s easy to understand. A candidate shouldn’t have to read your posting three times just to get a sense of what the job is about.

3. Focus on the candidate.

Don’t solely focus on your needs as an employer. Talk about why a potential candidate would want to work for your company. What would get them excited about the job? What’s unique or special about your company? Why do your existing employees like their jobs so much? You need to tell candidates what’s in it for them.

4. Get expert help if you don’t have the time.

Don’t let a weak job posting get in the way of recruiting today’s top talent. If you don’t have the time or resources to invest in creating job postings that get the results you’re after, then work with a staffing agency that can help you.

Interested in learning more? Call Murray Resources. As one of the leading staffing services firms in Houston, TX, organizations all over the city rely on us for help with the hiring process, from start to finish. Ready to get started? Contact us today.

7277

Working With a Job Placement Agency? Here’s How to Succeed

October 25th, 2016

As one of the top job placement agencies in Houston, TX, Murray Resources knows that partnering with a recruiter is a great way to find a new job. However, if you want to enjoy successful results, you have to take the right approach from the start. To help you in the process, here are 6 tips to keep in mind:

Always be honest.

If you’ve been looking for a job for a while, it’s tempting to exaggerate to make your background look better. But whatever you do, don’t lie or overstate your background or experience to your job placement agency or recruiter. After all, how can they truly help you find a new job that’s a good fit if you’re not giving them accurate information? Plus, if they find out you lied, you’ll look unprofessional and burn bridges.

Be clear about expectations.

When you’re meeting with a recruiter from a job placement agency – and they ask about salary and travel – be completely upfront with them about your goals, needs and expectations. If you absolutely cannot travel, don’t say you’re open to some light traveling. If you expect a certain salary, communicate the amount to your recruiter. There’s nothing more frustrating then telling a recruiter you’re open to a certain salary, when really you’re not.

Keep your recruiter in the loop.

If you have an interview or anything changes with your situation, contact your recruiter as soon as possible. It’s their goal to help you find a new job – and they can’t do that if you don’t communicate with them openly and often. That doesn’t mean you need to call them daily. But if you haven’t touched base in a while, then it’s important to reach out.

Take their advice to heart.

If a recruiter has suggestions about improving your resume, or interview skills, then take it to heart. It’s never fun to get constructive feedback. But keep in mind, your recruiter simply you wants you to find a job that’s a great fit – and the advice they’re giving you can improve the odds of that happening. So take it!

Help them out.

If your recruiter calls you about a position – and you’re not interested, but know of someone who’d be a good fit – pass along their name and information. Your recruiter will be grateful and won’t forget the favor.

Maintain confidentiality.

Keep confidential any sensitive information you learn about a potential employer or that a recruiter shares with you about a company.

Are you interested in working with a professional recruiter to find a new job in Houston? Call Murray Resources. As one of the top job placement agencies in Houston, TX, we can help you locate the position that best matches your skills and interests. Contact us today or search our Houston jobs now.

Posted in: Job Search Tips, Tips
7268

5 Biggest Hiring Regrets Managers Have

October 18th, 2016

Have you ever made a big hiring mistake? As one of the top staffing agencies in Houston, TX, Murray Resources knows if you’re like most experienced managers, the answer is “yes.” And you’re certainly not alone. In fact, according to one study by CEB Global, hiring managers admitted that 20% of their employees shouldn’t have been hired in the first place. That’s one in five new hires! That’s also a lot of time and money wasted.

So how can you avoid making expensive hiring mistakes? Start by avoiding these 5 regrets:

1. Not checking references.

Just because the candidate is your best friend’s cousin doesn’t mean you should skip the reference checking process. This is your chance to ensure everything they told you aligns with reality. It’s also an opportunity to gain deeper insight into their background, skills and results. It’s a step you don’t want to miss out on.

2. Not checking skills.

For positions where skill checking or employment testing is appropriate, do it. You won’t regret it. Plus there are literally hundreds of different types of tests available online that don’t cost a lot. Requiring these kinds of tests will not only help ensure you hire the best person for the position, but it will also give you more peace of mind about your decision and the process.

3. Not evaluating attitude.

Sure, the person you hire needs the right technical skills to do the job. But don’t focus solely on hard skills and forget to evaluate soft ones. These includes skills such as communication, collaboration, conflict resolution and organizational abilities. Even when a candidate has the strongest skills, they won’t thrive at your organization of they don’t have the right personality and attitude.

4. Letting personal biases get in the way.

Maybe the candidate is from the same hometown as you, or they went to the same college. This can make you feel more of affinity for them then you typically would. But don’t let these personal feelings get in the way of your hiring decisions. Remember, you need to hire the person who’s the strongest fit and most likely to succeed; not the one you like best.

5. Not going with your gut.

Something a candidate’s reference said caught you off-guard. Or a candidate said all the right things, but their body language communicated a different message. Whatever the case, your gut is telling you not to hire this person. Don’t ignore the warning bells. Reach out to others on the hiring committee and talk to them about your reservations before making a move. Perhaps there’s a good explanation, or maybe the candidate just isn’t the right fit for you.

Would you like expert help avoiding hiring mistakes in the future? Call Murray Resources. As one of the top staffing agencies in Houston, TX, Murray Resources has worked with Houston’s leading organizations since 1988 to identify their human resource needs, locate top talent, and maximize employee productivity. Contact us today to learn more and find out how we can help you.

7261

How to Deliver a Great Performance in a Phone Interview

October 11th, 2016

Phone interviews seem like just something to get through on your way to the main event – the in-person interview. However, as one of Houston’s top placement firms, Murray Resources knows if you don’t take these screens seriously, you’re not going to get very far in the hiring process.

How can you deliver a great performance and move onto the next step? Here are 6 tips:

Tip #1: Be prepared.

Just like you would for an interview at an employer’s office, you need to prepare for your phone screen. That means reading through the job description again and researching the company and the position. It also means developing a list of questions you’d like to ask, as well as bullet points of your own relevant experience to highlight.

Also, be sure to have a hard copy of your resume and cover letter by your side. The beauty of a phone screen is that you can reference these documents as needed throughout the interview. In addition, you can take notes while the interviewer is talking and jot down any important questions or points that come to mind so you can bring them up later in the conversation.

Tip #2: Have a quiet time and place set aside.

Scheduling a phone interview at 3 pm, when your kids get off the bus at 3:30 isn’t a good idea. Even if the interview is only supposed to last 20 minutes, what happens if the interviewer is running late or the conversation goes over? Nor is it wise to have the interviewer call you when you’re at work, or at a place where there’s loud noise or the potential for disruption. Instead, ask the interviewer to call you at home during a time when you know you won’t get interrupted.

Tip #3: Smile when you’re answering questions.

The interviewer can’t read your body language. But when you smile during some of your responses, it infuses more energy and life into your answers. Also, be mindful of the pace you’re speaking at during a phone interview. Don’t talk so quickly that the interviewer has a hard time understanding you.

Tip #4: Use the mute button as needed.

If you need to take a drink of water, or you want to type in the company’s web address into your browser, take advantage of the mute button. Your interviewer will never know you hit it – and you can minimize any potential noises or distractions. Just make sure you remember to un-mute your call once you start answering questions.

Tip #5: Promote yourself.

It’s up to you to convince the hiring manager that you deserve an interview. So take every advantage you can to promote your experience, skills and successful accomplishments throughout the conversation. Show your enthusiasm and be prepared to explain why you’d be a good fit for the job.

Tip #6: Follow up with a thank you note.

A few hours after the interview, send a follow up thank you email. Reiterate your interest in the job and why they should consider hiring you.

Need more help preparing for interviews and finding your next job? Call Murray Resources. As one of Houston’s top placement firms, we can learn about your background and career goals, then get to work matching you with great new opportunities. Contact us today to get started.

7252

3 Quick Tips for Finding the Best Houston Staffing Agency

October 4th, 2016

In the past, companies turned to Houston staffing agencies to fill administrative and light industrial roles. Today, though, those same agencies are filling positions ranging from IT and engineering to accounting, legal, healthcare and beyond on a full-time, part-time, contract or temporary basis.

So if your company is facing staffing challenges, you may want to consider partnering with a staffing agency. That way, you can hand off to the experts the task of recruiting, screening, interviewing, and reference checking, while you focus on other core business responsibilities. But with so many staffing agencies to choose from, how can you find one that’s right for you?

Here are 3 quick tips to help you:

Do your homework.

You wouldn’t hire an employee without interviewing and checking references. Likewise, don’t hire a staffing agency without doing the same. You want to ensure the firm you partner with has the experience and proven processes in place to help you, as well as a strong reputation in the recruiting field.

So ask your network for referrals and request references from each staffing agency you’re considering. Also, when you’re evaluating various agencies, keep your eyes and ears open. Visit their offices, assess how you’re treated on the phone when you call, and ask questions that help ensure they’re a good fit for you.

Make sure candidates don’t pay.

Most reputable staffing agencies require the employer pays the fee for the hiring process, not the candidate. Why does this matter? Because if a candidate is required to pay for staffing services, then the top talent is likely going to look elsewhere. After all, who would want to pay in order to apply for jobs? Working with such an agency can therefore limit your ability to attract the highest quality talent.

Put communication first.

Just like any business relationship, communication is key. If you’re not clear with a staffing agency about your needs, challenges and the role you’re trying to fill, they’re not going to be able to provide you with the best candidates. So always make communication a priority. If your recruiter reaches out to you with questions or concerns, get back to them with answers in a timely manner. That way, they can do their job efficiently and effectively – which benefits you in the long run.

Interested in learning more about how partnering with a staffing agency can help you? Call Murray Resources. As one of Houston’s top staffing agencies, we’re committed to providing the best recruiting services to both companies and job seekers, while delivering the highest quality experience for everyone we work with. Contact us to learn more.

7247

How to Respond to Job Interview Questions (When You Don’t Know the Answer)

September 27th, 2016

As one of the leading job agencies in Houston, Murray Resources knows interview questions aren’t necessarily hard. Yet, they can sometimes be hard to answer. For instance, when a hiring manager asks about your weaknesses, why you’re leaving your current job, and where you see yourself in 10 years, it can stump even the best candidates.

For starters, you’re afraid to talk about weaknesses that could impact your chances of landing the job. As for why you’re leaving, you really don’t like your current boss, but you know not to bash an employer in a job interview. And when it comes to your career aspirations, you have no idea where you’ll be in 10 years, let alone next year.

But obviously, you don’t want to say all this in an interview. So what should you say? Here are a few tips to keep in mind.

Tip #1: Be honest.

Sure, it’s tempting to gloss over weaknesses that could impact your ability to get the job. But be honest with both the hiring manager and yourself about challenges, weaknesses, skills and strengths. For instance, if you’re really bad at numbers and you’re interviewing for a bookkeeping job, then there’s an extremely good chance you’ll end up in a position you hate or struggle in. And if you don’t perform well, this can impact your reputation, as well as your ability to find a new job in the future.

Tip #2: Don’t rush your answer.

When a hiring manager asks you a question that you’re not really sure about, don’t immediately start talking just to fill empty space. It’s ok to take your time to articulate your answer. Buy yourself a few extra moments by saying something like “That’s a great question, let me think about that for a second.” It’s better to take a beat to gather your thoughts than to blurt out a half-baked response.

Tip #3: It’s ok to say “I don’t know.”

The hiring manager just asked you a question about your experience with Excel, which you don’t have any in. You know the software isn’t critical to the role, just a skill that’s nice to have. And you know you can get up to speed quickly if you’re offered the job. So what do you say?

Be honest, but sell yourself too. For instance: “Honestly, that’s not really an area I have a lot of experience. But in my last job, I learned a new project management and timekeeping software system within a matter of weeks. So I’m confident if I get the job, I can get up and running with Excel quickly. Actually, I’m excited for the opportunity to learn it.”

Sometimes it’s hard to walk the line between being candid – and not throwing yourself under the bus during a job interview. But follow the tips above to ensure you respond gracefully to every question you’re asked.

Need more help with your interview or job search process? Call Murray Resources. As one of the leading job agencies in Houston, Murray Resources can help you craft a great resume and cover letter, prepare for interviews, and locate the opportunities that best match your skills and interests. Contact us today to learn more, or search our Houston jobs now.

7240

How to Get Full-Time & Temp Employees To Work Together…Seamlessly

September 20th, 2016

There are so many benefits to bringing on temporary workers. They can help you get more done, without adding to your overhead. They can keep you flexible, agile, and staffed at an optimal level year-round. And they can help you avoid expensive overtime and employment costs…while still giving you access to the right-size workforce.

But, as a leading Houston temporary staffing agency, Murray Resources knows that one stumbling block that you might come across is with your current staff. In some cases, not everyone will be as welcoming as you’d like. And this can impact morale and productivity. So how can you prepare your core staff, so they can work effectively hand-in-hand with your temporaries?

Here are three tips:

The Why: Be clear about why you’re bringing temporary workers on board.

With layoffs and downsizing the norm in today’s economy, it’s no wonder your employees are worried when you bring temporaries on board. It’s up to you to play up the benefits and explain why it’s necessary. Be clear about your reasons – such as the ability to take on a lucrative new client or project – so they can stop wondering about job security.

The What: Talk about what role the temporary workers will fulfill.

Before your temporary team starts, talk to your existing staff about the work they’ll be doing. Keep in mind, if your staff understands the situation, then they’re likely going to be more comfortable with it. At this point, you can ask whether there are any questions and talk about issues or concerns they may have. This way you can diffuse any awkward situations before they start.

The Who: Connect each temporary worker to a buddy on your team.

When you assign a full-time employee to a temporary worker, you are essentially giving your temps a lifeline to fast answers and information…without having to come to you. Both temporaries and full-time workers will also have a chance to get to know each other better. In addition, assigning a buddy will help your temporary team members get situated faster and up and running quicker – which will benefit your company in the long run.

Do you need temporary employees for a big project or to cover an employee on leave? Call Murray Resources. As a leading Houston temporary staffing agency, our extensive database of over 8,000 candidates allows us to identity proven performers who can step in and make an immediate contribution to your growth and productivity goals. Contact us today to learn more.

7498

6 Cover Letter Rules to Follow When Searching For Houston Jobs

September 13th, 2016

Are you spinning your wheels trying to write a cover letter that’s going to stand out? You’re certainly not alone. In fact, as one of Houston’s top job placement agencies, Murray Resources knows most job candidates struggle with composing the perfect cover letter. It’s one of the most dreaded parts of the job search process – right up there with an interview.

So if you’re having trouble, what can you do? Start by following these tips – and increasing your odds of landing an interview:

Tip #1: Don’t repeat yourself.

This is one of the biggest mistakes job candidates make – simply repeating what’s already on your resume. But your cover letter is an opportunity to provide new information to a hiring manager. And it can be the difference between winning an interview and getting passed over. So focus on something fresh, or expand upon a point you made in your resume.

Tip #2: Don’t focus too much on education.

Sure, you might hold a pricey degree from a fancy institution of higher education. But what hiring managers really want to know is: What can you do for them. So don’t focus too much on your education credentials. Instead, talk about your work experience and how you can make an impact at the company. Even if you have limited work experience, highlight volunteer or internship positions you’ve held.

Tip #3: Do focus on relevant experience.

You might have worked on a big project in your last job. But if it has nothing to do with the position you’re applying for, don’t write about it. Instead, think about the accomplishments that are most relevant to the job – and highlight those in your cover letter instead.

Tip #4: Start with a story.

Having a hard time getting the creative juices flowing? Start your letter with a story. For instance, why are you applying to the company? Have you been a fan of it for years? Do you dream about one day working there? Stories are a great way to stand out and bring your background to life.

Tip #5: Throw in a few numbers.

Hiring managers love numbers. So if you can quantify an accomplishment, all the better. For example, rather than just saying you managed a team, talk about how you managed a team of 10 people and were responsible for a $100k departmental budget.

Tip #6: Be mindful of your tone.

Don’t write in a way that’s too formal, or robotic. You want to come across as a human being. So be engaging, approachable, and friendly – but still professional.

Need more help with your cover letter or job search? Call Murray Resources. As one of Houston’s top job placement agencies, we can help you create a stellar resume and cover letter, as well as locate positions that best match your skills and interests – whether you’re looking to move up the corporate ladder, re-enter the workforce, get more experience, or just gain more control over your schedule. Contact us today to learn more.

7210

Why Your Newest Team Members are Either Failing or Quitting

September 6th, 2016

It’s your worst nightmare come true. You spent months recruiting qualified candidates; weeks screening and interviewing them; and hours on the phone conducting background and reference checks. And while your new hire starts off enthusiastic and engaged, you realize after just a short time that you’ve made a terrible hiring mistake.

How could this have happened – and what can you do to avoid a repeat going forward?

First, as one of the top staffing agencies in Houston, Murray Resources can tell you that you’re not alone. In fact, according to a study by Leadership IQ, around 46% of new hires fail on the job. That’s nearly half!

Second, in order to fix the problem, you need to know why new hires fail in the first place. According to that same study – based on 5,247 interviews, here are a few reasons:

  • Lack of coachability. Twenty-six percent of new hires failed because they couldn’t accept and positively implement feedback on their performance.
  • Lack of emotional intelligence. Twenty-three percent were unable to understand and manage their own emotions, as well as accurately assess the emotions of others.
  • Lack of drive. Seventeen percent failed because they didn’t have the necessary motivation to excel and achieve their potential on the job.
  • Wrong temperament. Fifteem percent of new hires failed because their attitude or personality weren’t well suited for their work environment or position.
  • Technical incompetence. Only 11% failed due to a lack of the necessary technical skills.

Based on this study, clearly attitude, personality and cultural fit all play a pretty big role in determining whether or not a new hire will succeed on the job. That means, next time you’re hiring, don’t simply focus on technical competence and skill set. It’s not the best predictor of job success.

Instead, look at the issues above – coachability, emotional intelligence, drive/motivation and temperament/personality. When you assess these areas during the hiring process – in addition to skill set – you’re far more likely to find and hire those people who are a good fit and truly have what it takes to succeed on the job.

Another area to focus on if you want to retain your new hires is onboarding. It’s vital you have an effective and well-designed onboarding process in place to welcome new employees and educate them about their place within the larger culture.

Don’t have the time or resources to devote to recruiting or onboarding new employees? Let the experts at Murray Resources help you. As one of the top staffing agencies in Houston, we’ve worked with the city’s leading organizations to identify their human resource needs, locate top talent, and maximize employee productivity. Let us help you too! Contact us today to learn more.

7197

6 Tips for Surviving Your First Day as a Temporary Worker

August 23rd, 2016

So you just landed your first temporary assignment. Congratulations! To help you survive your first week – and beyond, here are 6 tips to follow:

Tip #1: Know your stuff.

Before the first day, make sure you know important details, such as where you have to report to and when, who you supervisor will be and what time your shift will begin. Also, make sure you find out about the proper work attire and how you’re supposed to track your hours.

Tip #2: Be prepared on your first day.

If you interviewed with a temporary job agency in Houston – rather than the actual employer, make sure you know the location and how to get to the company you’re assigned to. Also, give yourself some extra time to get there in case of traffic or construction, so you’re not late. Finally, bring a pen and notebook with you in case you’re not given these items so you can take notes throughout the day. Bring a lunch, as well, in case there aren’t nearby restaurants or a company cafeteria.

Tip #3: Don’t be afraid to ask questions.

Before your first day, take some time to read through the company website so you can learn about their mission, vision, services and executive leadership team. Formulate questions you have about the company and your assignment. Don’t just ask a question for the sake of it. But do ask insightful questions that will help you perform your job better. When you do, you’ll get up and running faster.

Tip #4: Be friendly and strive to connect with others.

It’s easy to feel shy and awkward during your first days on the job. But make an effort to put yourself out there and try to meet and get to know your new colleagues. Always be friendly, polite and helpful to everyone you encounter and participate in social activities when you’re invited.

Tip #5: Work hard.

Even though this is a temporary assignment, work just as hard as if it was a permanent, full-time job. Complete tasks to the best of your ability and don’t be afraid to ask questions if you need extra help. Be positive and demonstrate a good attitude through your words and behaviors. And go the extra mile so you make a great impression.

Tip #6: Follow up with your temporary job agency.

Stay in touch with your temporary job agency so you can ask about any performance feedback they’ve received about you. Also, if you have any questions or concerns, bring them up to your agency immediately.

Working as a temp can be a great experience. Just be sure to follow the tips above so you put your best foot forward when you start your new assignment.

Interested in learning more about temporary jobs in Houston? Contact Murray Resources. As one of the leading temporary job agencies in Houston, TX, we can assist you with the entire search process – from crafting a strong resume and preparing for interviews to giving you access to job openings that are a great fit for your skills and background.

Ready to get started? Contact us today.

7163

5 Secrets to Hiring Great Temp Employees

August 16th, 2016

Permanent is better than temporary, right? Not so for the millions of companies looking to ramp up their temporary hiring efforts. They, like you, know that temp workers can offer some very real benefits – along with a competitive advantage.

But, just like your full-time positions, you can’t just hire anyone for your temporary job openings. You need to ensure you bring the right people on board from the start. How can you do that?

Here are the 5 secrets you need to help you succeed:

#1: Create great job descriptions.

You need skilled, reliable workers. But, as a provider of temp services in the Houston, Texas area, Murray Resources knows if your job descriptions are vague, too long, or poorly worded, you’re not going to attract the best applicants.

Instead, you need to make sure your descriptions are short, sweet and crystal clear. Also, for the sake of brevity, avoid any descriptions or language that a temporary worker doesn’t really need to know.

#2: Start small.

Before you bring on a team of 10 temporary workers for a mission critical project, start off smaller. Bring on a couple workers for a specific project and see how it works out. That way, you can assess their skills and abilities – as well as your need for them – without having a huge impact on your company if it doesn’t work out.

#3: Break the ice with employees.

One of the biggest obstacles to temporary hiring can be your full-time staff. If you bring in temp workers, they may feel threatened and worry that their job security is in jeopardy.

That’s why it’s important to talk with your people ahead of time to explain why you’re bringing in temporary workers and what you expect from your full-time staff (a welcoming attitude, cooperation, etc.) during the process.

#4: Make sure you’re protected.

If you’re not working with a temp staffing service in Houston – one who would handle all the legal documents and paperwork for you – then you need to ensure you have a contract in place with any workers before you bring them on board.

Your contract should include the scope of the work you’re going to have them do, agreed upon start and end dates, payment, and how they’ll be paid. Before you have them sign anything, be sure to consult with your business attorney to ensure key points are covered.

#5: Partner with a temp staffing service.

That said, it’s much easier to partner with a staffing service right here in Houston, Texas, when you want to bring temporary workers on board – especially if it’s on a regular basis. They can handle all the recruiting, screening, interviewing, testing and training – so you can focus on running your business.

Interested in learning more about how a temp staffing agency can help you? Call Murray Resources. As a provider of temp services to Houston, Texas businesses, our extensive database of over 8,000 candidates allows us to identity proven performers who can step in and make an immediate contribution to your growth and productivity goals. Contact us today to learn more or get started.

7497

How to Answer – Why Are You Leaving Your Current Employer?

August 9th, 2016

As one of the leading job agencies in Houston, Murray Resources knows that when it comes to the interview, there are a lot questions that might make you squirm. “Why are you leaving your current employer?” is probably top on your list. After all, you aren’t leaving because you’re happy, engaged and motivated. So how can you be honest and authentic, without sounding bitter or resentful?

Here are a few tips to keep in mind when answering this tough interview question:

Tip #1: Don’t badmouth your current employer…

If your instincts are telling you not to talk badly about your current employer – even if you’re leaving because of weak leadership or a toxic work environment – then they’re definitely right. Even if you’re miserable at work, save the negativity for your spouse or best friend.

Tip #2: …But be honest.

It may sound contradictory to be honest without being negative. But that’s exactly what you need to do. Start by considering what you’ve learned from the experience. Even if it wasn’t a good one, it probably taught you about the kind of leadership or work environment you should be looking for in your next job.

You can say something along the lines of:

“I appreciate the opportunities I’ve been given at my current employer. However, it’s a small business environment and I’ve learned that I work better in a larger work culture with more room for growth. So I’m really looking for an opportunity where I can continue to learn different things and acquire new skills.”

Also, if you were fired from your last employer, it’s important to be honest about that situation, as well. If you’re not – and the hiring manager calls the company – they will quickly find out you lied. Instead, give an answer to show what you learned from the experience and how it will benefit you in this new position.

Tip #3: Practice your answer.

It’s important you know what you’re going to say and how you’re going to say it ahead of time. Your goal is to come off as self-aware and open. You don’t want a hiring manager to have any questions or red flags in their minds as to why you’re leaving your current employer. So assume this question will be asked and be well prepared to answer it in a positive way.

Whatever you do say, don’t talk about how you simply want to make more money or are looking for a more senior job title. These kinds of statements will sound shallow and self-serving to a hiring manager.

Need more help finding great job opportunities and preparing for interviews? Call Murray Resources. As one of the leading job agencies in Houston, we can assist you with the entire job search process – from writing a strong resume to preparing for interviews to finding job opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

7142

Responses to Off The Wall Interview Questions

August 4th, 2016

We’ve all heard stories about interview questions ranging from the mundane (“What do you know about our company?”) to the ridiculous (“Tell me five things you can do with a pencil besides write or erase”). And as one of the leading placement firms in Houston, TX, Murray Resources has seen our fair share of off the wall interview questions.

(For the most part) Interviewers don’t ask these questions for their own amusement. They’re trying to get to the heart of who you are and if – and how well – you might fit into their organization. Some questions are simply to understand how you deal with unexpected situations. Almost all jobs require the ability to think on your feet and to act when you don’t have all the information you would like. An atypical interview question might help the interview understand how you may react in such a situation.

Some examples…

Antonella Pisani, a former executive with JCPenney and the founder and CEO of Official Coupon Code, likes to ask  ‘What’s a common misconception about you?’”

This question allows you, the interviewee, to explain yourself and it also demonstrates your level of self-awareness. For example, if you understand that you come off to people you first meet in a certain way, it’s a great opportunity to clarify your true nature.

Just bear in mind that you want to reinforce the reasons why you’re a great fit for the role, so if you’re applying for a role that requires significant social interaction and / or networking, you probably don’t want to go with an answer like “I come off as stern, but I’m really just a quiet person.”

Gene Caballero, co-founder of GreenPal, says his best interview question is, “Tell me something you’re passionate about.” Caballero isn’t looking for a stock or “perfect” answer; rather, he’s looking for a genuine response, “whether it’s [the candidate’s] Sunday night bowling league or his son’s Boy Scout group.”

Caballero’s approach with this question focuses on you, the person, rather than specifically on the professional you. You’ll still want to give an appropriate and professional response, and we always recommend tying your answer to the job, whenever possible. If you have volunteer experience that relates to the job, that would be the perfect opportunity to mention it.

Marsha Murray, president of Murray Resources, likes to ask, “If I could create the perfect career opportunity for you what would it look like?” Marsha uses that question to make sure the person is committed to the position they’re interviewing for.

Another question Marsha asks is, “Everyone in their life has personal adversity and challenges. Give me an example of an adversity you’ve been faced with and how you overcame that.” Marsha explains, “With this question I’m looking for someone who faces adversity and challenges head on. I’m looking more for an attitude. How they look at it, relate to it and changed their life as a result.”

“Of all the positions you’ve had, what is your favorite and why?” Marsha likes to ask this question because in her firm, culture is critical to success and you’ve got to be sure you’re making a good fit.

So how do you prepare for non-traditional questions – or can you? Believe it or not, you can. Ask a friend to come up with 2-3 off the wall interview questions and then practice giving your answers. Like anything else, once you’ve practiced, the actual game (the interview) will seem much easier. You’ll be amazed by how well you can respond to even the most out of the box questions.

The bottom line is that sometimes it’s hard to know what to expect in interviews, but it all boils down to a few basic tenets: be honest, be professional, and be yourself. Oh, and what are five things you can do with a pencil besides write and erase? The interviewer is looking for creativity more than the right answer. So get creative and you’ll do fine!

 

7126

4 Signs It’s Time to Fire an Employee

August 2nd, 2016

As one of the leading placement firms in Houston, TX, Murray Resources knows that not every person is a good fit with your company. Sometimes you don’t realize it until after they’ve been working with you for a period of time.

While firing an employee is never fun, keeping someone on staff who isn’t contributing positively can seriously hurt your bottom line. So if an employee is demonstrating the following signs, it’s time to say good-bye.

Sign #1: Not meeting expectations after repeated warnings.

Sometimes when an employee isn’t performing well, it’s due to a miscommunication, a lack of training, or unclear expectations. However, when you’ve communicated your expectations, set clear goals and repeatedly provided training opportunities – and the employee is still underperforming – then it’s clear they’re not a fit for the role they’re in. Not only is this situation wasting time and money, but it’s also causing tension within your company.

Sign #2: Inability to handle change.

Times are changing fast – and when an employee can’t or won’t do what it takes to keep up, it’s going to slow your company down. To stay competitive, your organization needs to be continuously improving and evolving – as do your employees. If an employee isn’t comfortable with change or improving their abilities, then it may be time to move on.

Sign #3: Zero drive or enthusiasm.

When an employee first gets hired, they’re full of excitement and enthusiasm about the opportunities that lie ahead. As time goes on, those who aren’t committed to the company’s values and mission can easily lose their drive. While this might be a temporary situation due to a challenging project or a difficult client, it becomes a big problem when it’s an ongoing issue.

Sign #4: A lack of cultural fit.

Oftentimes during the hiring process, companies focus on the hard skills of each candidate they interview. However, the soft skills – the ones that will determine whether or not a candidate will blend with the culture – are just as important. And if you’ve got someone on staff who isn’t a fit culturally speaking, then it will become clear very quickly. The faster you cut ties, the better.

Firing an employee can be a difficult prospect. However, keeping someone on staff who isn’t doing a good job, or isn’t the right fit, can cause serious damage to their career and your company in the long run.

Do you need help finding great candidates – ones who are the right fit – for your job openings? Call Murray Resources. As one of the leading placement firms in Houston, TX, we can assist you with the entire search process – from sourcing and screening to hiring and retaining the best people for your positions. Contact us today to get started.

7087

4 Red Flags When You’re Searching for a New Job in Houston

July 26th, 2016

If you’re searching for a new job, you’re likely focused on cover letters, resumes, and preparing for interviews. But don’t get so absorbed in these details that you lose sight of a potential employer’s red flags. If you do, you could wind up accepting a position you’re not a good fit for. To help ensure that doesn’t happen, here are 4 red flags to be aware of:

You’re not sure you can do the job.

You’ve heard about the details of the job – now you’re not sure you have the abilities to perform well in the role. You may be desperate for work, buts as one of the leading job placement agencies in Houston, Murray Resources knows accepting an opportunity that you won’t thrive in can only result in frustration and misery. So if you’re concerned you don’t have the skills and experience to get the job done, then it’s probably best to keep up your search.

You only get vague job details.

You’re asking questions about tasks and responsibilities, short- and long-term goals and how your success will be measured. All you’re getting in response are vague answers. If the hiring manager can’t or won’t get into specifics about the job, then take it as a big warning sign that things could change significantly after you’re hired.

You had a poor interview experience.

You met with the hiring manager – who would be your boss if you accept the job – and the experience wasn’t great. They were rude, judgmental, critical, or just didn’t seem to understand the value you could offer. Keep in mind, if you walked away from the interview feeling badly, just imagine having to work there each day. Your boss is going to make a big impact on your job satisfaction and ability to get ahead. So if you’re not comfortable with them, then it’s not the right job for you.

It just doesn’t feel right.

Whenever you think about the job, you get an uneasy feeling. You can’t exactly put your finger on it, but something about it just doesn’t sit right. If this sounds familiar, it’s your intuition kicking in and you should listen to it.

If you’ve been unemployed for a while, it’s tempting to take the first job offer that comes your way. But before you make a move, make sure the employer isn’t showcasing any of these big red flags.

Need more help finding a job – and an employer – who’s right for you? Call Murray Resources. As one of the leading job placement agencies in Houston, Murray Resources can help you locate the position that best matches your skills and interests – whether you’re looking to move up the corporate ladder, re-enter the workforce, get more experience, or just gain more control over your schedule. Contact us today to learn more.

7067

Hiring Temps? Make Sure You Ask These Interview Questions

July 19th, 2016

Temporary staffing is on the rise in companies across the country, as well as right here in Houston. In fact, the number of jobs in the temporary help services industry reached an all-time high of 2.9 million in May 2015, accounting for 2.4% of all private sector jobs in the U.S. That’s according to the Bureau of Labor Statistics.

If your business is one of the many hiring on a temporary basis, how do you go about finding the best candidates?

Just like you would for a full-time, permanent employee, it’s important you properly vet each person you’re considering. Keep in mind, a customer isn’t going to care if someone was full-time or temporary if they aren’t treated well. As one of Houston’s top temporary staffing agencies, Murray Resources knows part of finding the right temporary workers includes asking the right questions during the interview process.

To help you make the best temp hiring decisions, here are several questions to ask in the interview:

Can you tell me why you want to work in a temporary job? Are you looking for a long-term or short-term assignment? If a full-time job opened up, would you be interested in applying?

Why ask: These questions are important to ask because they help you gauge the candidate’s career goals – and whether they align with your needs. For instance, say your company is increasing a big increase in sales and subsequent orders. But you’re not sure you can sustain it, so you want to bring in temporary workers to handle the demand without increasing overhead. It’s important to hire those who may be interested in full-time work should it become available. Asking these kinds of questions can give you a better sense of whether the candidate is open to such an opportunity.

What hours would you like to work? Are there certain days of the week you can’t work? Are you able to work different shifts?

Why ask: A candidate may have all the skills you need. But if they can’t work around your schedule and be available when you need them to be, then it’s a no-win situation. It’s important, instead, to find those candidates who can meet your scheduling needs and who can also be flexible should those needs change.

Tell me about a time when you had to adjust to a new workplace situation.

Why ask: When it comes to temporary work, a lot of adjustment is involved. Every time a worker starts a new assignment, it’s with a different company, a different culture and a different set of rules. That’s why, to be successful, a temporary worker has to be able to quickly assimilate.

If I called your last boss, what would they say about you?

Why ask: You’re likely going to call references and asking this question gives you the chance to see if what a candidate tells you matches the information the references give.

Just because you’re hiring a worker on a temporary basis doesn’t mean you shouldn’t thoroughly interview each candidate you’re considering. The questions above are a good place to start – so you can make the best hiring decision.

Do you need expert help hiring temp workers – and taking your company to the next level? Call the team at Murray Resources. As one of Houston’s top temporary staffing agencies, our extensive database of over 8,000 candidates allows us to identity proven performers who can step in and make an immediate contribution to our clients’ growth and productivity goals. Contact us today to learn more.

7056

4 Tips for Working With Houston Job Agencies

July 12th, 2016

Sometimes, when it comes to job hunting, it’s not what you know – but who you know. Enter job agencies.

Job agencies can be especially helpfully if you’re looking for a new position in or around Houston and want some professional help with the process. Not only do recruiters within these agencies have long-standing relationships with many top employers in the city, but they can also assist you with creating a great resume and cover letter, and polishing your interview skills – all so you can make the best impression possible.

That said, not all job agencies are created equal. So how can you find one that’s a good fit for you? Here are 4 tips:

Tip #1: Research.

Before you sign on the dotted line with any job agencies in Houston, make sure you do your homework. You want to ensure the one you do select is a good fit for the kinds of jobs and companies you’re after. For instance, some job agencies specialize in certain industries, or types of employment – like temporary or full-time. It’s important you find an agency with experience placing candidates like you – so you can get the most out of the relationship.

Tip #2: Prepare.

You’ll have a much better chance of finding a great job through a search agency if you’re well prepared. That means going into your first meeting with an understanding of the types of jobs you’re looking for, and also being able to explain your skill set and experience. Also, make sure you’re familiar with the salary expectations for the types of positions you’re qualified for so you can properly evaluate any job offers.

Tip #3: Listen.

When you work with a job agency, expect for your recruiter to offer you advice on your resume, cover letter and interview skills. Don’t get defensive. Remember, they want to connect you with great job opportunities in Houston. But to do so, you need to know how to position yourself in the best possible light. So listen to and follow their guidance and recommendations.

Tip #4: Be patient.

Don’t worry if you don’t hear back immediately from your recruiter about job opportunities. It can take some time to find the right assignment for you. So be patient and stay in contact with your job agency so you can find out about any new developments.

Also, if you come across any jobs that interest you in the meantime, let your recruiter know. They may be able to offer you advice on how you can make the best possible impression when you apply.

Interested in learning more about working with a job search agency? Call Murray Resources. As one of the leading job agencies in Houston, we can assist you with the entire search process – from crafting a strong resume and preparing for interviews to giving you access to job openings that are a great fit for your skills and background.

Ready to get started? Contact us today.

7050

Difficult Star Performers – Work With Them or Let Them Go?

July 12th, 2016

Most leaders face this dilemma at some point in time: they have a star performer who’s smashing goals, and on paper they’re clear keepers. But in person they’re disruptive or entitled…or maybe even a jerk.

To keep or not to keep?

Is it better to retain, and work with these disruptive star-performers – or are we and our companies better served wishing them well and letting them go? The answer to this may not be as simple as you’d think. Companies need to make money to survive and grow, so keeping the rainmakers may mean they sometimes have to overlook a little bad behavior. It can often boil down to what a company or manager is willing to accept and how far they’ll let certain behaviors go.

It depends…

Marc Prosser, Co-Founder at Fit Small Business asks himself this question when faced with this dilemma: “Should the rules be rewritten to accommodate one person?” To Prosser, the answer “really depends on the situation.”

Prosser’s biggest concern is ensuring that accommodating one individual won’t affect his company’s ability to manage others. He continues, “We don’t want to create a double standard that will cause animosity. We also don’t want to accommodate a jerk, which is different from star performer.”

Ultimately, your employee may be a star performer with a few bad behaviors, and you may be okay with that. But if they get to a point where they are a liability – legally or otherwise – it may be time to reevaluate the need for them.

Let them go…
Sometimes, even after you run the numbers, it’s more valuable to your team and your company as a whole to let high achievers with bad attitudes go. For Ian Wright, founder of British Business Energy, an energy comparison service, “it’s often best to let star performers go rather than bending over backwards to accommodate them.” From Wright’s experience, letting his star go ended up improving the morale of remaining employees and, in turn, they began performing better and bringing in more business. It was a win-win for Wright. He was able to keep bringing in a lot of sales while also retaining an effective and happier sales team.

But I don’t want to say good-bye
Max Robinson of Aims Glasgow Media
has found a way to have his star performer but keep peace in the office, too. “Rather than forcing them to stick to our rules, I’ll generally deal with them on a freelance basis.” Robinson provides the ‘talented-but-hard-to-work-with’ stars with a company phone and allows them to work remotely. This is a viable option if your company is open to working with a team member on a freelance or contract basis.

Sometimes the benefit of a star performer’s skills far outweigh the hassle of putting up with them. And sometimes bad behaviors are non-negotiable. As a manager, only you can decide how much you’ll put up with and how much bad behavior is acceptable within the policies of the company.

Need to find your next Superstar – who doesn’t behave badly? Murray Resources can help. As one of Houston’s top staffing agencies, we can connect you with the best talent in the market. Contact us today to get started or learn more.

7044

4 Signs It’s Time to Hire a Temporary Agency

July 5th, 2016

There are a lot of myths out there about working with temporary agencies. Many companies think all they do is fill empty seats with admin or light industrial workers. But really, the right temp agency can provide your Houston company with a strategic staffing partner – one that can ensure your business is optimally staffed at all times.

Still not convinced? Here are 4 signs you need to hire a temporary agency now – and how you can benefit from the relationship:

#1: You regularly require more people in a hurry.

You need extra hands on deck now. The trouble is, you’re not sure you can sustain demand for long. Or you don’t know where to look to find and hire five to 10 people with the skills and experience you need for a short-term assignment.

Whether for a big project or a seasonal uptick in business, temporary staffing is the perfect solution to access the people you need, only for as long as you need them. As a result, you don’t have to worry about being understaffed during a critical time. In addition, your core staff doesn’t get overworked, even when you have more work then they can handle.

#2: You require more flexibility.

Temporary agencies are a great way to give your Houston company more flexibility. You can bring in workers where and when you need them – for a week, a month, or longer. They don’t add to your fixed overhead, but they do enable you to take on new initiatives and more work. Temp workers are also ideal if you have an employee going on leave for an extended period of time, such as maternity or sick leave.

#3: There’s uncertainty in your company or industry.

Is your company dealing with market fluctuations or some other kind of uncertainty? Perhaps it’s not the best time to make full-time hiring decisions. That said, you still need to complete projects and get orders out the door. Working with a temporary agency in Houston can help your company get the manpower it needs, without having to make any potentially costly full-time hiring decisions.

#4: You’re trying to cut costs.

Employees are expensive, especially if they work a lot of overtime. However, you can manage overtime expenses by hiring temporary employees, who are often less expensive hour-to-hour than paying full-time employees time and a half. Even better, the temporary agency you work with handles other costs, such as benefits, unemployment and workers’ compensation insurance.

Need more people but don’t have the budget to hire full time? Murray Resources can help. As one of Houston’s top temporary agencies, we can connect you with the skilled and dependable workers you need across a variety of positions on a part-time, hourly, seasonal, contract, or full time basis. Contact us today to get started or learn more.

7038

4 Tips for Covering Vacations for Co-Workers

June 28th, 2016

As one of the leading recruiting agencies in Houston, Murray Resources knows vacation is a lot more fun when you’re the one going on it. However, sometimes, you have stay behind and man the office while your co-workers are taking time off. What can you do to ensure that everything goes smoothly – so they can rest easy while away?

Here are some tips to help you:

Tip #1: Plan.

Don’t schedule important meetings or deadlines during the time your co-worker is away. If that’s not possible, make sure you’re well prepared to fill in for your co-worker during a big meeting, or take a project over the finish line if they’re going to be gone when it’s due.

Tip #2: Connect.

Your co-worker will no doubt be busy in the weeks before their trip. However, it’s important for you to meet with them before they leave to talk about what tasks you need to take on and discuss any details you don’t understand. You want to ensure you feel confident covering while they’re away, so don’t be afraid to ask questions. Keep in mind, you don’t want to be sending them an emergency email smack in the middle of their vacation because you didn’t ask about something you don’t understand.

Also, set limits on what you’re supposed to do. For instance, don’t finish a project and submit it to your boss. Just agree to get a draft going.

Tip #3: Discuss.

Speaking of, there may be a time or two when you do, in fact, need to reach out to your employee while on vacation. But only when there’s a serious issue and only they have the answer or can make the decision. Before they leave, talk about what would constitute such an emergency and how you can reach them best. Find out where they’ll be staying and what time zone they’ll be in.

Tip #4: Create.

Make sure they create an “I’m away” message for email and voicemail. If you’re the point person while they’re away, also make sure they direct co-workers, clients and prospects to you in their away messages.

Extra work can feel annoying. But think of it this way: Filling in for someone else is actually a great work opportunity. You get the chance to learn new skills, make new connections, and gain a deeper understanding of your company, all while helping a co-worker out. It’s a win-win.

Are you ready for a permanent vacation from your existing job? Call the experts at Murray Resources. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong cover letter to preparing for interviews – all so you can find job opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

 

7008

Dealing With a Passive Aggressive Employee

June 21st, 2016

Have an employee who’s hostile and hard to work with? They may be passive aggressive.

According to Merriam Webster, passive aggression is defined as: “Being, marked by, or displaying behavior characterized by the expression of negative feelings, resentment, and aggression in an unassertive passive way (as through procrastination and stubbornness).”

People who are passive aggressive tend to act out in covert ways to sabotage others. That’s why, when you have someone on your team who is passive aggressive in nature, you need to deal with it head on. As one of the leading staffing services firms in Houston, TX, Murray Resources knows if you don’t, it could seriously impact your culture, productivity and bottom line.

So how can you properly handle a passive aggressive person at work? Here are a few tips:

Be clear.

Dealing with this type of behavior can be challenging. After all, the reason someone is passive aggressive is because they aren’t confrontational in the first place. They might instead mumble comments under their breath or purposely miss a deadline to hurt another team member.

That’s why, when you’re confronting a passive aggressive employee, you have to be clear about the behavior you’re seeing. Document specific examples of the issue so you can talk to your employee about them.

Be calm.

It can be easy to get angry at a passive aggressive employee. However, you need to stay calm and collected when dealing with the situation. If you over-react or attack the person, it’s going to make the situation worse. A passive aggressive personality does not respond well to attacks. They’ll simply shut down and become more problematic going forward.

Be practical.

This is someone’s personality you’re dealing with – which can be difficult to change. Oftentimes, these types of behavioral patterns are deeply rooted in a person and it’s their way of coping with stress and insecurities. However, if you create a company culture that encourages communication, support and openness, it can quiet down negative behaviors like passive aggressiveness before they take root.

A passive-aggressive employee can cause a great deal of stress for you and your other employees. So if you have a passive aggressive team member, it’s important to confront them about their behavior. But it’s just as important to ensure you have a culture built on trust and communication to prevent feelings of passive aggressiveness in the first place.

Do you need help hiring people with a positive attitude and great work experience for your team? Call the recruiting experts at Murray Resources. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire search process – from sourcing and screening to hiring and retaining top talent. Contact us today to get started.

7003

4 Tips for Accepting a Job Offer

June 14th, 2016

As one of the leading recruiting agencies in Houston, Murray Resources knows when you get a job offer, you probably want to shout about it from the rooftops. After all, you’ve probably spent the last few months polishing your resume, searching, interviewing and searching some more. So it feels great when someone says “we want you.”

But before you say yes, you need to take a step back and analyze the opportunity. Even if you’re sure you want the job, it’s never a good idea to agree immediately. You want to give yourself enough time to think through position, the compensation and all the perks through before you agree.

So rather than offering an immediate acceptance of the job, here’s what to do next:

Tip #1: Say thanks.

Your first step should be to express appreciation for the job offer. Whether you plan to accept the offer “as is,” or you’re going to negotiate, it’s important to demonstrate your excitement and appreciation for the opportunity. It sets a positive tone for conversations going forward.

Tip #2: Ask for the offer in writing.

You don’t want to be making major life decisions based on a conversation. Ask them for the job offer in writing, which should include the job title, start date and salary at the very least. This makes the offer official.

Tip #3: Take some time to think about it.

Ask when they want a decision by. If they say immediately, then this should be a red flag. Pressuring doesn’t leave a great impression. Most companies expect you to take at least a couple days to think about it.

That said, you don’t want to put them off for too long. If they don’t give you a deadline, promise to get back to them within a couple of business days. However, if you want to negotiate the terms, ask to set up a meeting in person to talk over the details.

Tip #4: Say yes.

If you do negotiate with the company and they agree to your terms, then make sure you ask for the revised offer in writing, as well. You want to ensure everyone’s on the same page and there aren’t any unwelcome surprises down the road.

Are you ready to negotiate yourself into a new job opportunity? Call the experts at Murray Resources. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews – all so you can find job opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

 

6988

4 Steps to Creating Effective One-on-Ones With Your Staff

June 7th, 2016

You know you should be spending one-on-one time with each staff member to ensure they’re on track. The trouble is, your schedule is already filled and you don’t see it clearing up anytime soon.

It’s true these meetings can be time-consuming. But as one of the leading staffing agencies in Houston, TX, Murray Resources knows if you don’t check in periodically with your people, you’ll miss out on an opportunity to provide timely feedback, while also motivating and encouraging them. To help you conduct effective one-on-ones with your staff, here are 4 steps to follow:

#1: Create a schedule…and stick to it.

Don’t expect to conduct meetings on the fly. Something will always get in the way. Instead, create a schedule for your one-on-ones and stick to it. You can create a weekly schedule, or a monthly or quarterly one – whatever works for you. Just put it on the schedule so both you and your employee can prepare for it. If you don’t, or if you regularly cancel, your employee won’t take the process seriously.

#2: Create a loose agenda.

There might be certain issues you want to bring up during a meeting. Make sure you create a loose agenda so you don’t forget about these important points. However, also schedule in time for you and your employee to speak freely. Remember, this isn’t a one-way conversation; your employees should feel comfortable bringing up their own issues, concerns and ideas.

#3: Create a distraction-free zone.

Don’t schedule a meeting, but then check your phone or email every five minutes. Or leave your door open so anyone can interrupt. It’s distracting to your employee and also rude. Instead, be mentally present so you can spend the time necessary with each employee and demonstrate your commitment to them. When you’re not distracted, you and your employee will both get more out of each meeting.

#4: Create a plan of action.

Before you wrap up the meeting, talk about next steps. For the best results, you should also follow up with your employee via email restating these action steps. That way, everyone is on the same page and clear about what they’re supposed to do and by when.

The bottom line? One-on-ones are a great tool for managers. They can help keep your employees engaged, while also demonstrating how much you value them.

Do you need help recruiting and hiring engaged employees for your team? Call the experts at Murray Resources. As one of the leading staffing agencies in Houston, TX, organizations all over the city rely on our expertise to source and retain top talent for hard-to-fill, key positions across a broad range of business disciplines. Contact us today to find out more.

6940

5 Job Search Mistakes That Will Cost You the Job

May 24th, 2016

As one of the leading recruiting agencies in Houston, Murray Resources knows the job market can be fierce. One false move and you could knock yourself out of the running for a great opportunity. What are some mistakes even the best job seekers have made in the past? Here’s a look:

Mistake #1: Not following instructions when applying.

You may not want to give a list of referrals or your salary history. However, if you don’t follow the instructions of the job postings, don’t be surprised when you’re not called in for an interview.

Mistake #2: Submitting a five-page resume when you have three years of experience.

Even for those with 10+ years of experience, two pages typically suffice when it comes to submitting a resume. If you do send in an excessively long resume, then the hiring manager will view you as self important or think you can’t edit and focus on your strengths.

Mistake #3: Following up…in person.

You had an interview with the hiring manager and they told you to expect to hear back in a week. It’s now been two. It’s perfectly acceptable to send a quick email asking about the status of the position. However, if you just applied for the job and show up on the company’s door step two days later inquiring about the position, you’re going to look unprofessional.

Mistake #4: Arriving to an interview too early.

Sure, you want to show the hiring manager you’re eager for the job. However, showing up 30 minutes early – or more – for an interview will simply make you look desperate. Ten minutes early is fine. If you arrive sooner than that, then wait in your car or go to the coffee shop around the corner.

Mistake #5: Asking about perks and benefits too soon.

Of course, you want to know about benefits and perks of a particular opportunity. But ask too early – for instance,  your first question during the phone screen – and it could look like that’s all you’re after. Instead, you want to show the hiring manager that you’re interested in the opportunity and that you’re a good fit for it. Ask about the benefits once you’re deeper into the hiring process.

Would you like more advice and help finding your next Houston job? Call the experts at Murray Resources. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews – all so you can find opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

6931

6 Tips for Conducting Phone Screens

May 17th, 2016

As a leading Houston staffing agency, Murray Resources knows that today phone screens are the norm in the interview process – and for good reason. How many times in the past have you invited a candidate in for an interview and realized two minutes in that they’re not the right fit? It’s a waste of time for both you and the candidate. On the other hand, a phone screen can help you avoid this scenario and filter out weak candidates.

With that said, how can you best conduct a phone screen so you can focus on top talent? Here are 6 tips to help you:

Tip #1: Create a short list.

You received 100 resumes. But you don’t want to conduct that many phone screens. Instead, narrow your list to your top 10 candidates.

Tip #2: Prepare your questions.

Don’t wing a phone interview. You need to prepare in advance. Keep in mind, you shouldn’t be asking dozens of questions at this point. However, you should have a list of five or six questions you ask each candidate. These questions should cover topics essential to the job and that will help you make a decision about whether or not to move a candidate forward in the process.

Tip #3: Follow a consistent format.

Every phone screen you conduct should follow a similar format. Begin with a quick introduction about the company and the job. Then move onto your questions. Take notes while the candidate is answering questions so you can remember key details and better compare all candidates once your phone screens are complete. Also, be sure to answer any questions the candidate may have about the position and what it entails.

Tip #4: Promote the opportunity.

If the candidate seems like they could be a good fit, sell the opportunity. Explain why they’d want to work for the company and give a quick overview of the key benefits and perks they can enjoy. Remember, top talent has their pick of positions – and won’t stay on the market for long.

Tip #5: Talk about next steps.

At the end of the conversation, talk to the candidates about the next steps in the hiring process. How and when will they hear from you next? If you don’t think they’re the right fit for the job, then let them know, while also being polite and thanking them for their time.

Tip #6: Rate your candidates.

Once all your phone screens are complete, rate your candidates to decide who to ask to come in for an interview. You should end up with several possibilities – not just one.

Do you need more help with phone screens – or any other part of the hiring process? Call the team at Murray Resources. As a leading Houston staffing agency, organizations all over the city rely on our expertise to source, hire and retain top talent for permanent, temporary, part-time and contract opportunities.

Ready to get started? Contact us today.

6924

Can You Over-prepare for a Job Interview?

May 10th, 2016

You’re searching for a new job. So you know how important it is for you to prepare for an upcoming interview. But can you prepare too much? To the point where you actually hurt your chances of landing the offer?

In a word: Yes.

As one of the leading recruiting agencies in Houston, Murray Resources knows if you’re spending days researching interview questions, studying your “lines” before an interview, and practicing your answers in front of the mirror again and again, then you’re preparing too much. Rather than coming off like an authentic human being, you’re going to sound like a robot full of canned answers. And great companies don’t hire robots.

Instead, next time you need to get ready for a big interview, follow these tips:

  • Don’t write a script. It’s tempting to research “top interview questions” on Google and then write out and practice your answers to every single one. But this is how you end up sounding rehearsed. Instead, look up common questions and simply jot down a few bullet points you’d like to get across about each one. That way, you can deliver a great answer without sounded scripted.
  • Know what makes you different. Rather than simply trying to rehearse the right answers to questions, spend time thinking about your experience and background – and what unique strengths you bring to the table. Really think through the job and why you’re a great fit for it. Have relevant accomplishments in mind that you’re ready to talk about that showcase your skills and abilities. Be ready to demonstrate what makes you different or unique and what lessons you’ve learned along the way.
  • Show some personality. Sure, you might look great on paper. But if the hiring manager sees a nervous candidate giving canned answers, you’re not going to get hired. Employers want to hire people who have positive attitudes and are enthusiastic about the job. So don’t focus on delivering stiff answers, even if you think they’re the “right” ones. Instead, let your personality shine through and show the hiring manager why you’re interested in the job.

Remember, there’s a line between being well prepared and sounding rehearsed. You need to think about why you’re a great fit for the job and be ready to get specific with examples. But you don’t need to script exactly what you’re going to say ahead of time.

Do you need more help finding great jobs and preparing for interviews? Call the team at Murray Resources. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews – all so you can find opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

6917

3 Pre-Interview Steps Every Employer Must Take

May 3rd, 2016

As leading Houston recruiters, Murray Resources knows that conducting effective interviews is part art, part science. The right approach can help you screen out weak candidates and focus on top talent. But the wrong approach can lead you into a world of trouble – in the form of a hiring mistake. To help you in the process, here’s are 3 pre-interview steps you should take before you even schedule your first interview:

Create the team.

Set up a planning meeting to develop the interview teams for both first and second round interviews. The first round interviews might simply be conducted by an HR representative and the hiring manager. The second round of interviews, though, can include other company leaders who would work with the new hire, potential co-workers, internal customers and any other important stakeholders. At this point, you should also plan out the interview and follow-up process with the team.

Develop the questions.

Work with the interview team to develop the first round of screening questions they should ask. These should include more basic questions about each candidates’ background and expertise, such as “Tell us about yourself,” and “Why are you interested in working for this company?”

Also, work out behavior-based questions that interviewers in the second round should ask, like “Tell me about a time you had to handle an angry customer.” In addition, you can include scenarios, role plays, and ask the candidate how they would solve a certain problem or overcome a particular obstacle.

Whatever questions you do come up with, just be sure to ask all candidates the same basic ones so it’s easy to make comparisons later on about each individual.

Train the interviewers.

Each member of the interviewing team should be assessing different aspects of the employee, such as experience, technical skills, cultural fit, communication skills, etc. When you take this approach, the team will be more likely to notice and assess the full spectrum of a candidate’s strengths and weaknesses.

When assessing a candidate, team members should also be trained to be as specific as possible. For instance, rather than noting a candidate has “weak communication skills,” they should be note the candidate’s lack of eye contact or vague answers. This will make the process of evaluating each candidate and making a final hiring decision far easier.

Would you like to outsource interviewing – or the entire hiring process to the staffing experts? Call Murray Resources. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to high quality talent. Contact us today to learn more.

6912

Don’t Make These 4 Common Mistakes After the Job Interview

April 26th, 2016

You applied for a job you know is perfect for you. You aced the interview and left feeling great. The hiring manager said he’d get back to you soon. But it’s been a few days and you haven’t heard a thing. What do you do? To start, avoid making these costly mistakes that could you impact your chances of landing a second interview – or the job:

Mistake #1: Stopping your job search.

Just because one interview went well doesn’t mean you should call off the rest of your search and wait in hopeful anticipation for an offer. It’s ok to be optimistic. But you need to be practical too. That means continuing with your search – and applying and interviewing for other jobs – no matter how enthusiastic you are about a particular position. You don’t want to miss out on another potentially terrific opportunity just because you stopped looking. Only quit your job search once you have an offer you plan to accept.

Mistake #2: Following up with the hiring manager before the deadline.

If a hiring manager said they’d get back to you in a week and it’s only been three days, don’t check in. It’s stressful waiting to hear, but you don’t want to undermine the positive impression that you made by coming off as desperate. Even if the deadline has passed and you still haven’t heard anything, it’s not ok to email or call the hiring manager repeatedly. Once is enough. The reality is that for most companies, the hiring process can take longer than anticipated. So sit tight and keep busy with your job search.

Mistake #3: Tell the hiring manager you have another job offer, though you don’t.

You want a decision made so you can accept or move on. How can you make the process move faster? You can’t – even if you call the hiring manager and bluff by saying you have another offer. This can end up ugly for you. Most hiring managers will tell you there’s nothing they can do to speed up the hiring process on their end, so they’ll remove you from consideration. That said, if you truly do have another job offer, then you should reach out to the hiring manager to communicate your time restraints.

Mistake #4: Becoming inaccessible.

Don’t put your life on hold while you’re waiting to hear back about a job. But don’t become totally inaccessible either. If you have a vacation planned, or will be out of town for a while, still check your email and voicemail once a day. If a hiring manager can’t get a hold of you, they’ll assume you’re no longer interested in the job.

Waiting to hear about a job you really want can be agonizing. But don’t obsess over the situation. Instead, stay busy and optimistic and know that if you truly are the best fit, then you’ll likely receive an offer.

Do you need more help finding a new job in Houston? Call Murray Resources. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews – all so you can find opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

6898

Contractor or Employee? What’s the Difference – and Why It Matters

April 19th, 2016

You know you need to hire. But should you bring a contractor or employee on board? As leading Houston recruiters, Murray Resources knows there are pros and cons to both.

For instance, with a contractor, you can save on labor costs and overhead, reduce your liability as an employer, and enjoy more flexibility. In fact, according to some reports, companies can save as much as 30% by avoiding payroll taxes, unemployment insurance, worker’s compensation coverage, and benefits normally provided to full-time employees.

On the other hand, sometimes you need a long-term solution and a regular, full-time employee is the answer. Employees are also likely going to be more loyal to your company than a contractor, helping you to achieve and sustain long-term business objectives.

Regardless of what you do decide, it’s important to ensure that you’re classifying these workers correctly – or you can end up in legal hot water.

Misclassification of an employee as a contractor can lead to costly back taxes (income, Social Security and Medicare) along with penalties. In addition, you might also have to reimburse them for the wages that should have been paid to them under the Fair Labor Standards Act, such as overtime and minimum wage.

It’s much easier to classify employees and contractors correctly from the start. And it doesn’t matter what your contract or written agreement with a worker says. Even if you both agree on the terms of the relationship, a worker’s status as an independent contractor rather than an employee is actually determined by several other factors.

According to the U.S. Small Business Administration, here’s a look at them:

An Independent Contractor:
• Operates under a business name
• Has his/her own employees
• Maintains a separate business checking account
• Advertises his/her business’ services
• Invoices for work completed
• Has more than one client
• Has own tools and sets own hours
• Keeps business records

An Employee:
• Performs duties dictated or controlled by others
• Is given training for work to be done
• Works for only one employer

The IRS currently estimates that approximately 15% of U.S. workers aren’t classified correctly. And, more and more, they’re conducting surprise audits to go after companies for misclassification. It’s up to you to ensure you’re on firm legal ground and properly classify and document each and every person who works for you – whether on a full-time or contract basis.

Do you need help hiring contractors and employees – and ensuring you’re classifying them correctly? Call the experts at Murray Resources. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to top quality talent. Contact us today if you’d like to learn more.

6890

Collaboration Mistakes Managers Make…& How to Avoid Them

March 15th, 2016

As one of the leading staffing services firms in Houston, TX, Murray Resources knows that getting your team together to solve a problem or work toward a goal is a powerful solution. In fact, according to research by Queens University of Charlotte in North Carolina, 75% of employees rate team work and collaboration as very important.

However, collaboration isn’t always easy. And if you’re not approaching the process right, you could walk away from a collaboration meeting without a lot to show for it. What are a few mistakes to avoid making? Here’s a look at four:

Mistake #1: People don’t understand their roles.

When you have several people involved in a project, it’s important to know who is responsible for what. Otherwise, when you don’t have clear roles defined, then your people won’t be on the same page, work can get duplicated and communication issues will ensue. Also, with clear roles defined, work is less likely to stagnate and everyone can keep pushing forward toward their individual and group milestones.

Mistake #2: Too much input.

When a team is collaborating, they need the space and time in order to develop the best solutions. However, if you’re constantly trying to tell them how to accomplish team goals, then it’s going to hinder productivity and results. This is a case when some ambiguity is a good for the team. It gets the creative juices flowing and encourages them to invest the time and energy to develop great solutions on their own.

Mistake #3: No goals.

While you don’t want to tell your team how to do the work, you must define clear outcomes from the start. In other words, what is the end goal or goals the team must achieve? If your people don’t have a clearly defined outcome in mind, then they’re going to waste a lot of time spinning their wheels. It’s up to you to start each project and each meting with specific goals in mind to make sure the team is on track toward them.

Mistake #4: Implementing technology all wrong.

There are plenty of apps and programs out there that can help boost team collaboration. However, if you don’t get buy in from your people first and also train them thoroughly on how to use the tool, then it’s going to fall by the wayside. Employees will embrace technology, but only if they see value in it and understand how to use it.

Do you need help hiring your next team player? Call Murray Resources. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire process – from sourcing and screening to hiring and retaining top talent. Contact us today to get started.

 

6882

6 Career-Killing Mistakes People Make on LinkedIn

March 8th, 2016

If you’re like most professionals, you’re on LinkedIn. That’s great. However, did you know that you could be making some common mistakes that could be hurting your reputation and professional brand? To help ensure you put your best foot forward on LinkedIn and other career social media sites, here are a few blunders to avoid:

Mistake #1: Posting an unprofessional image.

You don’t need to spend hundreds on a professional headshot. However, that doesn’t mean the picture taken of you at a backyard barbecue will be appropriate either. Make sure whatever photo of yourself you do post, it’s professional looking and only of you…not you and your three kids.

Mistake #2: Using too much hyperbole.

Skip the adjectives and stick to the facts, just as you would on a resume. That means avoiding words like “expert,” “guru” and “charismatic leader.” Even if those statements are true about you, you should demonstrate it through your accomplishments and testimonials. Let other people do the praising.

Mistake #3: Exaggerating your experience.

If you put information on your LinkedIn profile that simply isn’t true, your boss and co-workers will be able to see it easily enough. They will know you’re lying, which will destroy your credibility and chances of getting promoted. Stay honest instead.

Mistake #4: Sending out generic connection requests.

If you’re looking to connect with someone on LinkedIn, don’t send them a generic request. Instead, it’s smarter to personalize your message and remind them of how you two know each other. You’ll make a better impression and increase your odds of a successful connection.

Mistake #5: Asking for recommendations from those you barely know.

With LinkedIn, you might have a lot of connections – especially 2nd and 3rd degree ones – that you don’t know very well. When that’s the case, don’t ask them to refer you for a job opening or write a recommendation. Asking for a recommendation is equivalent to saying that have direct experience with you and can vouch for your abilities. So when you ask for recommendations from those you barely know, it places them in an awkward spot.

Mistake #6: Overdoing the endorsements.

Anyone can endorse you for anything at anytime. As a result, endorsements via LinkedIn don’t carry much weight with a lot of people. So don’t let your profile get crowded by these “endorsements” for skill sets you may not even have.

Do you need help sharpening your LinkedIn profile so you get noticed by hiring managers? Murray Resources can help. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews to finding Houston job opportunities that are a great fit for your skills and background. Contact us today to get started.

6864

How Your Houston Company Can Hire Top Employees (Hint: It’s All About Sourcing)

March 1st, 2016

Your interviewing and skills-testing abilities might be top-notch. But if your sourcing process is less-than-stellar, recruiting top people to your team is going to be a challenge. Why? Because if your candidate pool is weak, it will impact your ultimate hiring decision. You need to ensure you’re sourcing the strongest candidates from the start, so you can interview, test and eventually hire the very best. Here’s how:

Consider what the job entails.

As one of the leading staffing agencies in Houston, TX, Murray Resources knows that sourcing the best candidates needs to start with a vision of what the job entails. So ask yourself this: What will a candidate need to do in order to be successful on the job? What are your goals and expectations for them within 90 days and six months of being hired? What will their specific tasks and responsibilities be?

Don’t just rely on what you think you know about the position. Talk the department head, as well as the people who will be working alongside the new hire so you can gain a clear sense of what this person will need to accomplish.

Focus on what makes your job better.

In other words, why should someone want to work for your company? In order for a candidate to want to make a move, you need to offer a compelling pitch. Most traditional job ads only focus on what the employer is looking for. Make yours stand out and advertise what you can offer to the candidate.

Sharpen your marketing skills.

Broadcast this message in your online job posts, as well as when you’re communicating directly with candidates. Make sure they understand not only what they will be doing, but what they also can be learning and becoming if they accept your offer.

Leverage your resume database.

Don’t forget about the resumes you keep on file. When you’re looking for your next great hire, now’s the time to tap into your resume database. You may have the ideal candidate right at your fingertips. Reach out to the strongest contenders with an email describing the opportunity and why they should consider making a move.

Tap into your network.

Candidates aren’t the only ones who should be networking during the job search process. When you’re sourcing potential employees, networking is one of the most effective tools in your arsenal. When someone refers a contact to you, call them immediately to find out whether they’d be open to a discussion.

Do you need more help sourcing and hiring Houston’s top talent? Call Murray Resources. As one of the leading staffing agencies in Houston, TX, companies all over the city rely on our expertise to source and retain talent for a variety of positions, ranging from entry level to C-level. Contact us today if you’d like to learn more.

6855

5 Tips for Climbing the Career Ladder

February 23rd, 2016

If you’re ready to make a career move, you may be wondering what you can do to speed up the process. While you can’t jump into a new position and get promoted within a month, there are some steps you can take that – over time – will increase your odds of getting ahead. To help you in your quest for success, here are a few tips to keep in mind that will help you climb the career ladder:

1. Get to know your boss.

As one of the leading staffing services firms in Houston, TX, Murray Resources knows that bosses want to promote those they know and like to work with. So learn how your boss prefers to communicate. Figure out how to make his or her job easier. Try to anticipate any potential problems or pitfalls and make suggestions for avoiding them. Show your boss that you’re on their side and work hard to gain their respect.

2. Keep tabs on your accomplishments.

Your boss is busy and likely doesn’t monitor everything you’ve accomplished throughout the year. It’s up to you to keep tabs on your achievements and promote them to your boss when the time is right. For instance, if you receive a positive email from a happy customer, forward it to your boss along with a short note. A win for you is also a win for your boss.

3. Step up.

You can’t expect to do the bare minimum and get promoted at work. You have to step up – and step beyond your role in order to get noticed. That means getting to work early, arriving to meetings on time and well prepared, and volunteering for extra work during peak periods, all while getting your work done on time or ahead of schedule.

4. Stay in the know.

Today’s workplace is evolving rapidly. To be successful, you have to remain flexible. That means staying abreast of the latest industry trends and technology so you’re not blindsided by upcoming issues. It also means becoming a resource and the go-to person at your company for a hot topic. You should also strive to grow your expert status and credibility within your field, not just within your job.

5. Show your gratitude.

Show your gratitude and appreciation for any guidance or opportunities from higher ups at your company. Also, be generous with the praise and credit you give to others. Showing gratitude and sharing credit will truly make you stand out in the workplace.

If you’re seeking a promotion, then the steps above will help you get there. Even if you get passed over once, if you keep working at it, your manager will eventually take notice – and reward you as a result.

If you’re ready to get promoted into a new job with a different company, call Murray Resources. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews to finding Houston job opportunities that are a great fit for your skills and background. Contact us today to get started.

6849

5 Steps to Retaining Your Best Employees

February 16th, 2016

You finally have the right mix of personalities and skill sets on your team to deliver great results. But then, it happens: One of your top performers hands in their resignation. You didn’t see it coming. Where did you go wrong?

First, as a manager, you’re certainly not alone. In fact, according to some reports, approximately half of U.S. workers are actively seeking new job opportunities. That means even if your people seem happy and engaged, that doesn’t mean they’re going to stick around if a better opportunity comes their way.

The good news is that there are some steps you can take to keep your top performing employees on staff. Here’s a look at five of them:

Step #1: Find out what’s important to them.

As one of the leading staffing agencies in Houston, TX, Murray Resources knows competitive compensation is just the tip of the iceberg when it comes to retaining top employees. Today’s workers want flexibility, challenging assignments, and a healthy work life balance. However, when it comes to your unique situation and your top employees, they may want something different altogether – and it’s up to you to find out what that is, whether it’s a bigger paycheck, or the ability to work from home.

Step #2: Help them grow.

Many times, employers eliminate or avoid offering training and development programs because they cost money. However, these kinds of programs will benefit your company in the long run not only through a more skilled workforce, but a more loyal one, as well. Also, these programs don’t have to break your budget. It may be a matter of finding the right mix of free and paid training opportunities, or getting creative, such as developing a mentoring program at work.

Step #3: Give them opportunities to get ahead.

If there aren’t opportunities to move up the ranks at a company, then your top performers aren’t going to stick around. It’s important to offer them new opportunities, stretch assignments, and a shot at getting promoted.

Step #4: Offer advice.

Take top performers under your wing. Offer them advice and guidance. Become a sounding board for their ideas and visions. Don’t be afraid to give them constructive criticism. In most cases, these are the types of people who want to know what they’re doing right and areas that could use improvement.

Step #5: Manage well.

When an employee resigns, it’s often because they didn’t get along with their manager. So when you’re leading your team, strive to offer clear goals and expectations, recognize and praise good performance, nip problems and conflict in the bud, and model the kind of behavior you expect from your employees. When you’re a great manager who’s honest, hard working and who has a strong vision, the best people will want to work for you.

Would you like help finding and hiring top people for your team? Call Murray Resources. As one of the leading staffing agencies in Houston, TX, organizations all over the city rely on our expertise to source and retain top talent for hard-to-fill, key positions across a broad range of business disciplines. Contact us today to find out more.

6841

Why People Lie on Their Resume (and Why You Should Never Be One of Them!)

February 9th, 2016

As one of the leading recruiting agencies in Houston, Murray Resources knows most people are tempted to stretch the truth on their resume at one time or another. In fact, estimates report that over half of all resumes contain some fibs. However, if you lie on your resume and get caught, two scenarios could play out:

1) If the untruth is uncovered during hiring, you will be quickly dismissed from the hiring process, which would be truly unfortunate if you were a great fit for the job.

2) If you’re hired and then the lie is discovered, you could get fired. You also might forfeit certain legal rights because you lied during the application process.

Either way, it’s not a pretty picture. So it’s best to avoid lying altogether. But what are some areas that candidates commonly exaggerate, invent, and flat out lie about altogether on their resumes? Here’s a look:

1. Employment dates.

If you were at a company for 11.5 months and say you worked there for a year, that’s close enough. However, if you worked somewhere for six months, don’t try to stretch your employment dates to make it look longer…or worse, lie about gaps in employment. It’s easy enough for hiring managers to verify this information.

2. Job titles.

Job titles are one of the most common areas candidates lie about. They might exaggerate their title by adding a “senior” in front of it, or invent a position they never held. In any case, most hiring managers will verify your work history before they offer you the job. So your lie will likely be uncovered.

3. Education.

If you don’t have the educational requirements to get the job, don’t lie about it on your resume. All it takes is one quick phone call or email to your “alma mater” for a hiring manager to verify your educational background.

4. References.

Reference checking is one of the last steps in the hiring process. So if you’ve made it to this point, don’t sabotage all your efforts by providing the potential employer with fake references (for instance, by coaching family and friends to lie on your behalf).

5. Skill level.

When you lie about your skill level on your resume, you could really be setting yourself up for failure. Should you get hired, you may not have the knowledge and experience to actually perform on the job.

Hiring managers typically don’t expect perfection. What they do expect, though, is for candidates to be honest about their background and experience. If you’re not, and you do get hired, you’ll constantly be looking over your shoulder. It’s just not worth it.

Are you trying to create a clear, compelling, and accurate resume, but need some help? Call the employment experts at Murray Resources. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews – all so you can find opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

6831

What Day of the Week Should I Fire an Employee?

February 2nd, 2016

You have an employee with serious performance issue. You’ve offered plenty of warnings. You’ve tried to help them get back on track and improve their performance. But the fact of the matter is this: It’s not working out. You know you have to fire them.

So when should you do it?

As one of the leading staffing services firms in Houston, TX, Murray Resources knows there are actually a lot of theories surrounding the best day of the week to fire someone. Here’s a look at them:

  • Generally speaking, it’s thought you should terminate an employee in the beginning or middle of the week, later in the day. That gives the employee time to take action to handle their situation, such as filing for unemployment, and submitting their resume to a staffing company or to other job openings.
  • In addition, by waiting until the end of the day, it gives the employee the chance to leave the office at their regular time, so they don’t call attention to the matter. They can even wait until colleagues are gone for the day to pack up their personal items so they don’t have to engage in any uncomfortable conversations.
  • If, however, you fire them at the end of the day on a Friday, they basically have two whole days where their hands are tied. They can’t make any forward progress and all they can do is worry and wait…and potentially get angry.
  • That said, there are some who do believe the end of the day Friday is a good time to fire someone because it gives them the weekend to digest the news and to make a plan for their job search.

In the end, the decision is completely up to you. Nobody likes to be fired. And whether someone is fired on a Monday vs. a Friday won’t make a huge impact on their reaction. They are going to be upset and emotional.

However you do decide to deal with the situation, always be respectful and kind. You’re delivering a major blow here and so it’s important you handle the circumstances very carefully. People may not remember exactly what you said, but they will remember how you made them feel – good or bad.

Also, once you decide to terminate an employee, take action quickly. Don’t let the situation linger on. You’re not only doing your company a disservice, but the employee, as well.

Do you have a job opening you’d like help filling? Call the experts at Murray Resources. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire search process – from sourcing and screening to hiring and retaining top talent. Contact us today to get started.

6822

How to Search for Your Next Job…In Secret

January 26th, 2016

Looking for a new job? Then you probably don’t want your existing employer to find out. However, as experienced Houston recruiters, Murray Resources knows that in today’s world of social media and online connections, that can certainly be a challenge, especially if you work in a smaller industry. So how can you keep your job search a secret, until you get offered your next great position? Here are 3 quick tips you can put into action:

Quick tip #1: Take care with your LinkedIn profile.

One red flag to your employer that you’re searching for a new job is if all of a sudden you make dramatic changes to your LinkedIn profile. If they’re connected to you via LinkedIn – and get emails about changes to their network’s profiles – then they might assume you’re searching for a new job. The good news is that you can change your settings on your profile to avoid this scenario. Simply visit “Settings” and then select the “Turn on/off your activity broadcasts” under Privacy Controls. That way, you can fly under the radar of your boss and co-workers.

Quick tip #2: Take a planned approach to network.

You probably know that networking is the fastest way to find a new job. But it can be tricky when you’re already employed and don’t want to broadcast your search. That’s why you need to take a more strategic approach to networking. For instance, if you work with someone who knows the hiring manager at the company you want to work for, don’t automatically ask them to connect you. You need to assess your relationship with that person to ensure they are someone you can trust not to leak your job search news.

In general, when you’re in this position, you need to evaluate each situation on a case-by-case basis and network only with those you know you can trust to keep your search in the strictest of confidence.

Quick tip #3: Take aim at the right opportunities.

If you don’t like your current job, it’s tempting to apply to any position that sounds ok or to take the first offer that comes your way. But this is a recipe for disaster. Instead, take the time to research opportunities and the employers to ensure the ones you’re applying to are the best fit for you. It’s better to search for job for six months to a year and land the one that’s a great fit and a terrific next step in your career, then get a new job in a month and find out you dislike it soon after.

Unfortunately, there are no guarantees when it comes to keeping your search a secret. No matter how careful you are, your boss still might find out about your hunt. That said, you can greatly reduce the odds of that happening by following the tips above.

Would like you expert help with your Houston job search? Call the Houston recruiters at Murray Resources. When you work with us, you can rest assured that your job search will always be kept completely confidential. At the same time, we can offer you access to a variety of rewarding opportunities that may not be always be advertised. Contact us today to learn more or get started!

6816

5 Steps for Successful Technical Recruiting

January 19th, 2016

If you’re hiring for technical roles, then you know there’s a serious demand for talent. There are far more openings than there are candidates to fill them. However, your company doesn’t need to get lost in the gap. As experienced technical recruiters in Houston, Murray Resources knows you can get – and stay – ahead of your competition by following a few key steps during the recruiting process.

Step #1: Speak their language.

HTML, CSS, JavaScript, PHP, Mysql, CGI, Android, iOs. Technical candidates understand these terms, but do you? If you’re recruiting technical professionals to your company, it’s important to be familiar with these types of terms. In addition, depending on the specific position you’re looking to hire for, it’s vital you know the applications and programs candidates should be versed in. If you can’t speak their language, you can’t effectively recruit and vet candidates.

Step #2: Know what motivates them.

For tech candidates, choosing a position and a company that’s right for them goes beyond the one offering the biggest paycheck. While compensation is clearly important, so are offering perks and benefits that satisfy their values and personal interests. In addition, it’s also important to understand your audience. If you’re targeting and recruiting from a younger generation, then offering flexibility and a healthy work life balance are keys to attracting them.

Step #3: Know where the talent pools are – and dive in.

There are plenty of hot spots for tech talent. For instance, according to an article on the official LinkedIn blog, nearly 1 out of every 3 new residents who moved to San Francisco in 2013 had technology skills. In addition to recruiting in different locales, use a variety of industry specific websites, like Dice.com, to help you recruit tech candidates.

Step #4: Tap your current talent.

The person you need could be right under your nose. When you’re looking to recruit, don’t forget about considering existing staff. When you’re open to promoting from within, you don’t have to work so hard to sell the company and there will be far less of a learning curve for your employee.

Step #5: Move quickly.

While you shouldn’t move so fast you don’t have enough time to thoroughly assess each candidate, you can’t spend months trying to make a decision. Your top pick will be long gone by then. The companies that are recruiting the best talent are also those who are moving quickly.

If you’d like more help finding and hiring the top IT talent, turn to Houston’s IT recruiting experts – Murray Resources. Our Houston technical recruiters are highly experienced at identifying and placing world-class information technology (IT) talent. Our in-depth technical knowledge allows us to pinpoint even the most highly-specialized IT professionals for a wide range of companies and projects throughout Houston. Whether your needs are full-time / direct hire or temporary / contract, we can help. Contact us today.

6804

Create a Great Resume for Your 2016 Job Search

January 12th, 2016

Is one of your 2016 career resolutions to find a new job? Then, as one of the leading recruiting agencies in Houston, Murray Resources knows your resume is a critical tool in the process. But if you haven’t looked at your resume in a while, then it can be difficult to know where to start. To help you create a great resume so you can land your dream job in 2016, here are 5 tips to help:

Tip #1: Brainstorm about your background.

When you’re first starting out, don’t filter yourself. Instead, write down everything you can think of regarding your career, including past jobs, accomplishments, awards, new skills, certifications earned, continuing education, and any other relevant facts. You can edit all this information and tailor it later.

Tip #2: Concentrate on the wins.

For each position you’ve held, don’t just define your tasks and responsibilities. Hiring managers want to know more than you just “Ordered office supplies.” Instead focus on the positive impact your work had on the company, as well as any important accomplishments. For example, state that you “managed the office budget and office supply contracts, re-negotiating with vendors and saving 15% on supplies in the process.” Hiring managers want to see a track record of success backed up by facts and figures.

Tip #3: Look for help from other sources.

Writing a great resume isn’t easy. Instead, look for inspiration from other sources around the web to jumpstart your thought process. For instance, a site like LinkedIn could be helpful when you look for other professionals with a background similar to yours to see how they market themselves. That’s not to say you should be copying and pasting from the web; but it’s a great place to go as a guide.

Tip #4: Take a look at past evaluations.

You can also look at your past performance evaluations as another source of inspiration when you’re writing your resume. If you have copies of yours, look for your areas of strengths and positive comments from your past bosses. It will also help ensure you don’t overlook any important areas in your background.

Tip #5: Tailor your resume every time you apply.

Don’t send the same resume to every job you’re applying to. Instead, tailor and tweak it for each unique position. For one position, knowing a certain computer program could be critically important. If that’s the case – and you’re literate in that program – then tout that detail at the top of your resume in a “Summary of Expertise” section. Remember, you’re trying to not only give hiring managers an overview of your background, but also stand out in a sea of other candidates.

Your resume is your ticket into the interview process. By following the tips above, you can ensure you create a great one that gets results.

If you’d like more help creating your resume, or finding job leads, call Murray Resources. As one of the top recruiting agencies in Houston, we can assist you with the entire job search process – from writing a strong resume to preparing for interviews to finding job opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

 

6797

Are You Setting Clear Expectations for Your Staff?

January 5th, 2016

One of your people isn’t getting the job done. They keep missing deadlines. They constantly come to you with questions. Goals are falling by the wayside and work quality is slipping.

Sound familiar? While a weak employee may be the culprit, another possibility is that your staff member is operating on unclear expectations. As a leading Houston staffing agency, Murray Resources knows when your people don’t fully understand what they’re supposed to be doing and when, they’re never going to be able to perform well.

So how can you go about setting crystal clear expectations – so your employees can deliver? Here are some steps to take:

Step #1: Assess the job.

Are the right people in the right roles? Do their job descriptions actually align with their day-to-day tasks and responsibilities? While a job description won’t define every aspect of a job, it does set forth an outline as well as basic expectations. So if you hire someone to perform a certain job, but that position doesn’t match at all what they’re currently doing, then that lack of alignment could be the cause of weak performance.

Step #2: Define goals.

As a manager, an important part of your job is to define goals for yourself and for your employees. In addition, you need to ensure the goals you do set match up with larger, organizational strategies and objectives. But before you assign certain objectives to your staff, work with each one in the goal setting and strategizing process. When they have a voice in it, they’ll be more vested and motivated to succeed.

Step #3: Set the tone.

Your people look to you to set the tone. So if you expect your employees to arrive at work by a certain time, or dress in a certain way, then you should live by those same rules.

Step #4: Talk often.

Don’t wait until year-end performance reviews to talk with your employees. You should be checking in with them regularly, even if it’s on an informal basis. It’s also much easier to touch base throughout the year to learn about issues, concerns, or questions they may have and deal with them before they become emergency situations. During these talks, you can let your staff members know too where they stand – areas in which they’re performing well and those that could use some improvement.

Step #5: Get new hires on board.

When you hire a new employee, make sure you define clear expectations from the start. You’ll reduce the chance of performance issues down the line if you explain what you expect, when you expect it by and how success will be measured.

When you don’t set clear expectations, it can result in a dysfunctional team that gets little done. Instead, take the steps above to define goals and expectations so your employees produce the best results.

Do you need help hiring for your team? Call the experts at Murray Resources. As a leading Houston staffing agency, organizations all over the city rely on our expertise to source, hire and retain top talent for permanent, temporary, part-time and contract opportunities.

Ready to get started? Contact us today.

6791

Are You Making These Career Resolutions for 2016?

December 22nd, 2015

When it comes to resolutions, everyone who makes them has the best of intentions. Unfortunately, they typically fall by the wayside just a few weeks into the New Year. So whether you’re happy in your current job, or are looking to make a leap in 2016, what are some realistic career resolutions you can make for the New Year – ones you’ll actually keep? Here’s a look:

#1: Evaluate where you are.

As one of the leading recruiting agencies in Houston, Murray Resources knows it’s important to take a step back and think about where you are in your career – and where you want to go. Ask yourself: What do you like about your job? What don’t you like? How can you improve those areas? Is it time to make a move to a new job? If so, what does the ideal position look like? Based on your answers to these questions, set career goals and create a timeline for achieving them.

#2: Strengthen your resume.

You never know when the ideal job opportunity is going to come along. When it does, you want to be ready for it. Also, it’s much easier to keep your resume updated regularly, when important accomplishments are fresh in your mind.

#3: Increase your visibility.

Yes, you need to refine your paper resume. But it’s also important to have a solid online presence, as well. So don’t forget to update your LinkedIn profile – as well as any other social media profiles you may have – with accomplishments and skills you’ve acquired in 2015.

#4: Expand your network.

Network whether you’re looking for a new job or not. Having a solid network in place will not only help you when you’re looking for a new opportunity, but it’s a great source to tap into when you need career advice or inspiration.

Despite what you might think, networking doesn’t simply involve going to events and handing out business cards. It can be reaching out to old colleagues to set up a lunch date or go for drinks after work.

#5: Enhance your skill set.

Whether you’re content in your current job, or looking for something new, you should be regularly investing in yourself and your skills. For example, sign up for a class to learn about new technology impacting your field or industry. If you don’t have the time to take a class, read books and magazines about your industry and issues pertaining to it so you can stay in the know.

If one of your career resolutions for 2016 is to find a new job, Murray Resources can help. As one of the leading recruiting agencies in Houston, we can assist you with the entire job search process – from crafting a strong resume to preparing for interviews – all so you can find job opportunities that are a great fit for your skills and background.

Ready to get started? Contact us today.

 

<