What Hiring Managers Look For When They Google You

If you’re searching for a job in Houston, Texas, you probably already know that many hiring managers are going to Google you.

But do you know what they’re looking for?

According to new research by CareerBuilder, the majority of hiring managers – 65% – look to social networking sites to see how job candidates are presenting themselves online; 51% checked to determine if the candidate seemed like a good fit for the organization.

In the study, Facebook and LinkedIn were cited as the social networking sites most turned to by hiring managers. And some of the details they saw online that proved positive for candidates included:

• Demonstrating professionalism
• Demonstrating strong communication skills
• Showcasing their personality and a variety of interests
• Creativity
• References and recommendations posted by other people

On the other hand, some of the negatives that impacted a hiring decision included:

• Posting provocative or crude pictures
• Posting comments or pictures that indicated heavy alcohol or drug use
• Making discriminatory comments
• Demonstrating poor communication skills
• Badmouthing a former employer

And in fact, a full 34% of hiring managers reported not hiring a candidate because of something negative – like the examples above – they saw online.

So the bottom line is to think before you post.

In other words, be mindful of how you present yourself online, particularly on websites like Facebook and LinkedIn, since that’s where most hiring managers look. And no matter what you do, don’t post inappropriate images or content that will make a possible employer think twice about hiring you.

Need Some Help With Your Houston, Texas Job Search?

Give Murray Resources a call. As one of the top employment firms in the area, Murray Resources can give you access to a variety of rewarding jobs in Houston, Texas that many times aren’t advertised. Contact Murray Resources today to learn more.

What are Retaliation Claims – And How Can You Avoid Them?

As if your company wasn’t facing enough challenges and risks, there’s a new one to worry about – employee retaliation claims. As one of the leading staffing services firms in Houston, Texas, Murray Resources knows these claims are on the rise and, in fact, have increased nearly 70% from 2000 to 2010. What’s worse is that they can have a major impact on workplace morale and productivity.

So what are they – and how can you avoid facing one?

Retaliation is essentially an adverse or vindictive action an employer takes against an employee who’s engaged in a protected activity. For example, firing an employee who is a whistle-blower or who is requesting workers compensation.

Furthermore, a number of court decisions over the past few years have broadened the definition of retaliation. For instance, in one case, an engaged couple worked for the same firm. When the woman filed a discrimination charge against the company, her fiancé was subsequently fired. The Supreme Court ruled it was unlawful for the employer to take adverse action against the fiancé because of his relationship with the woman who filed the discrimination charge.

To help you avoid a retaliation claim, here are 4 tips to keep in mind:

1. Train Your Managers.

Create a written policy prohibiting retaliation, and train your managers on it. Discuss what retaliation is and how they can avoid it.

Also, make sure your managers know how to react if they receive a claim of discrimination or harassment from an employee. Since managers are usually going to be the first person to receive such a claim, it’s critical they know how to properly respond to and resolve the situation…so a retaliation claim doesn’t shortly follow suit.

2. Don’t Make Decisions Based on Emotion.

Anger should not dictate decisions you make about a worker’s employment status. So take a step back, cool down, and think things through before moving forward.

3. Be Consistent With Enforcement.

Once you’ve put rules in place, enforce them. Otherwise, selective enforcement can actually support a claim of retaliation, particularly if enforcement efforts are increased right after a retaliation claim has been filed.

4. Offer Multiple Avenues for Filing Complaints.

If a manager is the source of alleged harassment, an employee is not going to want to turn to him or her to file a complaint. So be sure to offer more than one avenue for filing a complaint. Once the complaint has been received, follow up with the employee to ensure there’s been no adverse actions taken.

Want to Learn More About This & Other HR-Related Topics?

As one of the leading staffing services firms in Houston, Texas, Murray Resources has delivered extraordinary recruiting and staffing solutions to Houston’s leading employers for over 23 years. Contact Murray Resources today to learn more about how we can help you.

Just How Important is I-9 Compliance?

According to the American Staffing Association, more and more companies around the country are reporting being audited by U.S. Immigration and Customs Enforcement (ICE). This increase in employee audits is primarily due to the Obama Administration’s targeting employers that commit immigration-related employment authorization violations, which is a reversal in direction from the Bush Administration, which focused on the undocumented workers themselves.

Locally speaking, ICE recently reported that two Houston-area businesses each agreed to pay $2 million in fines in order to settle allegations that they knowingly hired workers who were undocumented.

After reviewing their Forms I-9, ICE found that both companies had a “pattern and practice” of ICE violations, including a high percentage of undocumented workers on their payrolls who were hired based on “egregiously suspect” ID and related eligibility documents.

So how can you ensure this doesn’t happen to your company?

As one of the leading staffing agencies in Houston, Texas, we know it’s vitally important that you have a strict process in place for complying with Form I-9 regulations. Under the regulations, you must ensure the I-9 has been completed correctly and also verify a worker’s identity and work authorization. Non-compliance, even if it’s simply an honest mistake, can lead to big fines and disruptions in productivity.

Besides making sure the form is completed correctly and identification verified, you are also required to keep I-9s for either three years after the date of a worker’s hire or one year after the date in which employment was terminated (whichever date comes later). You can store the I-9s in paper form, electronically, or on microfilm or microfiche. Regardless of where or how they are stored, if you do receive a Notice of Inspection from ICE, you need to be able produce these forms within three days of the request.

Some other guidelines to keep in mind include:

• Employers must have an I-9 for all employees hired after November 6, 1986.
• This form is not meant for temporary workers or contractors.
• When you hire a new employee, that employee has three days to complete the Form I-9. But try to get it done on the first day. To facilitate the process, make sure to tell the new hire to bring an appropriate form of identification (an original, not a photocopy) on their first day.
• While you don’t have to photocopy a new employee’s documentation, if you do it for one employee, then you have to do it for all employees. In other words, you have to have a consistent policy in place regarding photocopying.
• Occasionally review your Form I-9 files and destroy those that you are no longer required by law to keep. This will not only make record-keeping easier, but it also reduces your potential for liability in case of an ICE audit.

The #1 Issue for Remote Employees

You might think that what remote employees worry about most is how to stay motivated while working from home. But really, their issue of biggest concern is how working remotely will impact their careers. In other words, if they’re out of sight, will they also be out of mind for a big promotion or for the opportunity to take on an exciting project?

So if it’s your job to manage remote employees, what can you do to ensure they stay in the loop – and still feel like part of the team?

As a Houston, Texas recruitment firm, we know that it really all comes down to one thing: Communication.

Communication is important no matter where employees work, whether off-site, on-site, or a mix of the two. However, when employees work entirely remotely, good communication becomes more than just important…it becomes vital for success.

To help you communicate effectively with your remote employees, keep these tips in mind:

Talk everyday.

Whether by phone, text, email, or video conference, be sure to have at least one point of contact each day with all of your remote employees. Even if you just check in to ask for a status update, having this regular line of communication ensures your remote employees feel engaged and motivated.

Provide tools for online collaboration.

Just because an employee works off-site doesn’t mean team collaboration has to go out the window. To ensure they can collaborate with peers and managers, offer web-based collaboration tools to keep them as connected and productive as possible.

Offer feedback.

Be sure to communicate positive and constructive feedback on a regular basis, as well. You can do so by having mini-performance evaluations each month (over the phone or via video conference) in which you discuss what things the remote employee needs to improve on, which areas they’ve already improved on, and accomplishments and professional highlights, as well as low lights of the month.

Don’t rely only on email.

Much of communication involves interpreting body language and non-verbal cues. But when you rely solely on email, those messages get lost. So don’t just rely on email to communicate; use the wonders of technology – like video conferencing – along with old-fashioned modes of communication – like actual in-person meetings – to make sure your message is heard loud and clear.

And if you need some help recruiting skilled professionals for your virtual team, let us know. As a top recruitment firm in Houston, Texas, we have the knowledge, experience, and network to connect you with Houston’s top talent! Learn more now.

5 Attributes Top Leaders Share

Some people are natural born leaders. But, as executive recruiters in Houston, Texas, we know that for most managers, strong leadership skills usually come about the old-fashioned way – through many years of experience and lots of trial and error. And while no leader is perfect, there are some traits and tendencies that many (though, certainly not all) of the most effective ones share. Here’s a look at 5 of them.

#1. They surround themselves with the best people.

Leaders can’t do it all or know it all. But one thing a strong leader knows is that it’s imperative they hire people who excel in areas in which they don’t. They also know to hire people who are flexible, smart, loyal, and who can execute their vision.

#2. They invest in their people.

Even if you hire the best, they’re not going to stay the best if they’re not always learning and growing. Strong leaders know this – and that’s why they invest substantial resources in their people in order to hone existing skills and develop new ones.

#3. They listen to their people.

Strong leaders are known for their willingness to listen to new ideas. As a result, employees feel more comfortable voicing opinions and concerns, which can have a hugely positive impact on morale, not to mention the company bottom line.

#4. They’re excellent communicators.

Not only do strong leaders have a clear-cut vision for the future of their companies and organizations, but they also know how to communicate that vision to their employees, create a plan of action, and motivate employees to achieve it.

#5. They set the tone.

Strong leaders don’t expect their employees to work 10-hour days without doing it themselves. They practice what they preach, from meeting deadlines, to coming to work on time, to communicating in an open manner.

At the end of the day, as a company leader, you’re so much more than just the boss. You’re a cheerleader, a mentor, a visionary, an innovator, and, at times, a disciplinarian. But being as effective as possible in this role requires commitment and constant improvement. And while there are endless things you can do to become a better leader – from workshops to reading books – the points above are a great place to start.

Also, if you’re ready to surround yourself with the best team possible, but need some help finding the right people, give us a call. As executive recruiters in Houston, Texas, we know where to look to recruit true top performers. And we have a 95% candidate success rating to prove it. Learn more now.

What to Do When a Co-worker Steals the Credit

There’s nothing more maddening, more infuriating, more irritating then when a co-worker steals credit for a job they didn’t do or an idea they didn’t produce. What makes this is even worse, though, is when they steal the credit from YOU. So should you let sleeping dogs lie, or set the record straight?

As one of Houston’s top employment agencies, we can tell you that it depends on the situation.

For instance, if this is the first time it’s happened, then take a deep breath and let it go…in public. In private, pull your co-worker aside and let him or her know that you don’t appreciate the fact that they stole credit for your work and not to do it again. Then turn and walk away. Don’t be rude; just be assertive and diplomatic and don’t give them an opportunity to explain it away as “not a big deal.”

However, if it’s happened repeatedly, then it’s time to get your boss involved. It’s crucial that you have evidence, though, otherwise your boss might not believe you, especially if they have a good relationship with the co-worker in question.

So why should you make such a big deal about this?

Because, at the end of the work day, if a co-worker is stealing your ideas or taking credit for your work, it could have a big impact on your career. That’s why it’s important to stand up for yourself and your ideas. After all, if you don’t, who else will?

Hopefully, your boss will let your co-worker know that this kind of behavior is unacceptable. If they don’t, though, then maybe it’s time for a new co-worker…and a new boss. If that’s the case, give us a call. As one of Houston’s top employment agencies, we can give you access to rewarding jobs at leading companies in and around the Houston area. Get started now.

5 Helpful Tips for Employee Training

As a Houston, Texas recruitment firm, we know you can have the smartest, most personable employees around – but if they’re not well trained, then your bottom line can be adversely impacted. And in fact, according to studies, those employees who are most successful at work are those that receive the best training.

In addition, having a robust training program demonstrates to your employees that the company is committed to their success, which keeps them motivated and engaged. So it really is in your company’s best interest to ensure your training program is on target, arming employees with the right professional and technical skills.

But when it comes to actually launching a training program, where do you begin? To help you, here are some tips to keep in mind:

1. Think of training as an investment.

As a Houston, Texas recruitment firm, we know that too many employers look at training as an added expense that is the first on the chopping block when budget constraints arise. But while training isn’t always cheap and easy, it’s also well worth it in the form of improved growth and development of your employees.

2. Evaluate your needs.

When it comes to training, you likely don’t have an unlimited budget. So it’s important to evaluate your needs first and focus on the priorities. To do this, determine which skills are most pertinent in terms of company needs or which ones will offer the biggest ROI. This is going to be an ongoing process that will change as your needs change.

3. Create a culture of learning.

To stay ahead of the competition, you must always be learning. So don’t just limit training to new hires. Give your existing employees access to the resources they need to hone their skills and stay on the leading edge in their fields.

4. Start small.

Rather than rolling out an extensive training program to your entire employee roster, start off small with a group of employees to gain feedback and shore up any weaknesses. This will help you fine-tune your training program and ensure it’s as effective as possible.

5. Measure the results.

Once you’ve implemented a training program, the work has just begun. It’s important that you evaluate the program on a regular basis and make sure it’s offering an acceptable return on investment. In addition, as a Houston, Texas recruitment firm, we can tell you that it will be easier in the future to budget for training expenditures when you have positive concrete results to point to.

How to Exit Your Job With Care

Got a new job in Houston that you’re excited to start? Congratulations! But before you move onto that next opportunity, you’ve got to exit out of your old position. You might think all you have to do is coast for the next couple of weeks, until your two weeks notice is up. But be careful; even if the change is a positive one, it is still emotional, as most changes are. And when emotions become involved, sometimes people can do things they live to regret.

To help ensure a smooth transition for you, here are some tips to keep in mind:

Protect your online brand.
Strong emotions connected to a job transition can lower your inhibitions online and cause you to post things you might regret in the future. But be sure to always put your best foot forward, even if you are secretly thrilled to be leaving your Houston job for greener pastures.

Tie up loose ends before leaving your old job.
When it comes to getting a referral letter or tying up any other loose ends, it’s much easier to do it while you’re still employed at the company. So ask your supervisor and anyone else you’ve worked with to write up letters of recommendation. Even if you’ve already secured a new job in Houston, these could prove invaluable in the future.

Preserve relationships.
Before you leave, seek out each of your colleagues and thank them for times when they helped you or taught you important lessons, or simply to say that you will miss them. Leave a lasting positive impression with each one of them. After all, you never know when you might run into them again in the future.

Once you do officially leave, decide which colleagues you’d like to keep in contact with. After you get settled into your new Houston job, send them an email to check in and to give them your new contact information. Always be professional in these kinds of emails (i.e. don’t bad mouth your former employer or any colleagues) because your email might be forwarded, either accidentally or intentionally.

And if you’d like to transition to a new job in Houston, but are still searching for the right opportunity, let us now. As an employment firm with more than two decades of experience in Houston, Texas, we can give you access to rewarding opportunities in a variety of fields. Search Houston jobs now.

The Power of Praise in the Workplace

Praise. It’s one of those small things that can offer huge rewards. And in fact, one of the basic tenets of psychology is that by rewarding a specific behavior, you are increasing the likelihood that that behavior will be repeated. It works in parenting; it works in managing too.

So what are some of the other benefits of offering praise to your employees?

As executive recruiters in Houston, Texas, we know besides being a strong motivator and reward for good work, praise can also make your employees more open to receiving constructive feedback, as well. If they only hear the negative, then eventually they will begin to shut out your comments. But a mixture of positive and negative is more effective in keeping employees on track because they are more open to hearing about how they can improve.

In addition, praise also helps enhance an employee’s loyalty to a company. If they feel like their boss cares about them, is paying attention to what they are doing, and rewards hard work and a job well done, they are more likely to remain engaged.

Unfortunately, as executive recruiters in Houston, Texas, we know many managers don’t praise often enough…or at all. This is for a variety of reasons, such as a lack of time (i.e. with so much to do, it falls to the bottom of the “to do” list), a tone set from the top (i.e. many managers don’t receive praise from their managers and therefore don’t give any in return), and a total focus on employees’ failure to deliver expected results (i.e. only offering feedback about the negative).

So if you’re one of those managers who doesn’t praise often enough, but wants to, here are some tips to keep in mind:

Be genuine.

Don’t give praise just to give praise; be genuine in your efforts.

Be timely.

Don’t wait until annual performance reviews to offer your employees praise. Continuously observe performance and when you see a job well done, offer positive comments to your employee immediately.

Be specific.

Describe the specific behavior or result that is the focus of your appreciation. Not only does specific praise motivate employees more, but it also shows them that you’re paying attention to what they do.

Be open.

Don’t just praise in private; be open with your praise. Acknowledge hard-working employees publicly serves two purposes: 1) It obviously motivates the employee being praised and 2) it demonstrates to your other employees the kinds of behaviors that are praise-worthy.

The bottom line is that while praise only takes a few seconds to deliver, its impact can be long-term in your office environment.

The Zen Approach to Job Interviews

As one of Houston’s top employment agencies, we know that even the most experienced and skilled people get nervous before job interviews. It’s only natural, after all…especially considering some interviews can feel more like interrogations.

But if you’ve got a lot on the line (as most job candidates do), how can you get over your job interview jitters and knock it out of the park? Here are some tips to consider:

Do your homework.

The more prepared you are, the more confident you will feel. So do plenty of homework ahead of time. Research the company. Check out their website. Learn about who they are, what they do, and who their target audience is. Read about their mission and vision and try to evaluate where you could fit in and what unique value you bring to the table. Find out who the key players are at the company and what each one does.

Practice your answers.

As one of Houston’s top employment agencies, we can tell you that you never really know what an interviewer is going to ask you. Questions could range from the boilerplate (“Tell me about yourself”) to the off-the-wall (“If you were a car, what kind of car would you be?”). But there are certain questions, or variations of questions, you will almost always be asked – such as “Why should we hire you?” and “Why do you want to work here?” So prepare your answers to these inevitable questions.

Do a dry run.

One of the easiest ways to lose your cool before a big interview is if you feel rushed or are running late. To avoid this stressful scenario, do a dry run to the location of your interview to ensure you know how to get there and that there aren’t any construction detours along your route. You’ll feel much more calm on your way to the interview as a result.

Take a break.

Once you’ve done all your prep work, then take a break and relax. There’s no use stressing about your interview the night before. So enjoy a quiet dinner or go workout. Also be sure to go to bed early and get a good night sleep.

Think right.

On your way to the interview, don’t think about everything that could possibly go wrong. Just think positively and take deep breaths. The worst thing that could happen is you don’t get the job, which could actually be a good thing if it’s not right for you anyway.

And if you’d like some extra help finding job leads and preparing for interviews, let us know. As one of Houston’s top employment agencies, Murray Resources can help you locate the position that best matches your skills and interests, whether you are 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.