How to Answer the “Why Should I Hire You?” Interview Question

If you’re answering this interview question with something along the lines of “I’m experienced and hardworking,” then you could be in trouble. Hiring managers expect candidates to be experienced and hard-working. They’ve already screened out all the candidates who seemed inexperienced or unqualified via their resumes. What they want to know is what you can do for them. In other words, what value you bring to the table that will help them:

• Save money
• Save time
• Make money
• Solve problems

So before every interview you go on, think carefully about your answer to this inevitable question. Here are some suggestions to help you along the way:

Review the job description.

This should give you a sense of the goals an employer is trying to accomplish with the new hire.

Create a list of your accomplishments.

Write down three to five past accomplishments that align with the employer’s goals. Think in terms of categories – i.e., were you able to impact productivity, cost reduction, client retention, employee retention, company growth, regulatory compliance, and/or financial stability? Also, keep your examples brief, yet relevant.

Demonstrate results.

How did your accomplishments impact your employer? Use numbers, percentages or dollar amounts whenever possible. For example, if you’re a marketing professional, you might say something like: “I developed and managed an advertising campaign that improved company revenues by 5% over the course of a year.”

Showcase special skills.

For instance, if the employer is a global company and you speak Spanish, be sure to let them know. Even if the position you’re interviewing for doesn’t require fluency in a foreign language, your skills will set you apart from other candidates. That said, don’t go too far outside the box when it comes to special skills. The employer doesn’t need to know that you’re a video game whiz (unless, of course, you’re interviewing for a position with a video game company).

Practice your answer.

Once you’ve written down your accomplishments, results, and special skills, practice you answer aloud multiple times to familiarize yourself with it.

You’d be surprised by how many candidates fumble this question. As a Houston, Texas employment agency, we see it all the time. But if you follow the tips above, the next time you get this question from an employer, you should have a stand out answer. Good luck!

The #1 Way to Recruit & Retain Top Talent

The Bureau of Labor Statistics (BLS) recently released numbers showing that more employees voluntarily left their jobs than were laid off in November 2010. While 1.657 million were laid off, 1.849 million people actually quit their jobs. Moreover, these numbers aren’t an anomaly. November was the fourth month in a row to see more people quitting jobs than being laid off, according to the BLS.

What gives?

While salary is important to employees, more important are the intangibles, such as strong leadership and opportunities for advancement. And if your Houston, Texas company doesn’t offer those all-important intangibles, then star performers are quick to jump ship to bigger and better opportunities as soon as the economy starts showing some signs of life.

So how can you avoid this scenario, and recruit and retain top talent?

The answer lies in creating a strong employment brand. A strong employment brand can help you:

• Improve the quality of candidates;
• Lower costs associated with recruiting because candidates are more likely to seek your company out;
• Reduce turnover by delivering on employees’ expectations;
• And produce happier, more engaged employees who become ambassadors of your company’s brand.

What does a strong employment brand consist of?

According to Gallup, which has been studying the psychology of brand relationships for over 60 years, a strong employment brand must be authentic and connect emotionally with your potential hires. And it must follow through on its promises once a person is hired. For instance, if you differentiate yourself from other employers by touting a strong mentoring program that helps new hires hit the ground running and advance their careers, you must deliver on that expectation. Otherwise, you’ll create disappointment and mistrust among your employees.

So where do you begin when creating an employment brand?

Schedule a brainstorming meeting with key staff members and ask the following questions:

• What is our current employment brand? What are the internal and external forces driving it?
• What is our current company culture like?
• What are the most attractive aspects of our company’s culture for existing employees and for potential hires? What are the least attractive?
• Overall, what traits best describe the company?
• Are we consistent in how we communicate and implement our employment brand internally and externally?
• What are the key factors driving our current recruiting and retention efforts? What could we do better?

Hopefully, these questions should allow you and your staff to evaluate your company as an employer and get on the road to building a successful employment brand. And if you need some help recruiting top talent, please contact Murray Resources. As a leading recruitment firm in Houston, Texas, we can ensure the highest quality matches between job seeker and employer, so you will get people who not only have the right qualifications, but who also have the appropriate personality fit for your organization. Contact us today to learn more.

7 Possible Reasons Why Your Resume Got Rejected

As executive recruiters in Houston, Texas, we’ve seen our share of resumes over the years. So why do some make it to the top, while others get tossed in the trash? Here are 7 possible reasons:

1. Not following directions.

Hiring managers get annoyed when you don’t follow simple directions, whether they asked you to include both a cover letter AND resume, put certain keywords in an email subject line, or name your email attachments in a specific way. Whatever the case, not following directions is a red flag to hiring managers that you’re not detail-oriented.

2. Mistakes.

From misspelling the hiring manager’s last name to not knowing the difference between “it’s” and “its,” these kinds of mistakes are another red flag because they signal that you don’t check your work.

3. Too much fluff.

A hiring manager would much rather see cold, hart facts (i.e. accomplishments and results you’ve achieved), not a bunch of adjectives (i.e. driven, dynamic, hard-working, etc…) describing who you are – or who you think you are – as an employee.

4. Under-qualified.

With today’s technology and job boards, it’s easier than ever to apply for positions. However, just because you can doesn’t mean you should. If, after reading a job description, you realize you’re grossly under-qualified, don’t apply anyway because “hey, you never know.” You’ll simply annoy the hiring manager who could be looking for someone with your qualifications for their next job opening.

5. Over-qualified.

Don’t apply for positions for which you’re clearly over-qualified. The hiring manager will be concerned that you’ll jump ship at the first opportunity and won’t give your resume a second glance.

6. Poor layout.

Hiring managers only spend about 10 seconds looking at each resume. So if your resume is too verbose or if it’s poorly laid out, it can wind up in the “rejected” pile. You want the hiring manager to be able find pertinent information about your skills and background quickly, so use subheads, bullet points, and include plenty of white space.

7. Too long or too short.

There’s no hard, fast rule about resume length. If you’re a manager with 20 years of experience, then chances are you’re going to have a longer resume than a receptionist with five years of experience. That said, don’t send a resume that’s six pages long. But also don’t cut out the meat of your skills and experience because you’re afraid of going over one page.

If you’re guilty of any of the above mistakes on your resume, stop submitting and start re-writing. And if you’d like help creating your resume or finding a rewarding job opportunity, please contact Murray Resources. As executive recruiters in Houston, Texas, we can help you craft a strong resume, prepare for interviews, and access jobs you won’t find anywhere else.

How to Deal With a Difficult Co-Worker at Your Houston Job

When it comes to difficult co-workers, we’ve all been there at one time or another, whether it’s the diva personality, the two-faced liar, or the know-it-all. While dealing with a difficult co-worker at your Houston job can be challenging, it’s a situation you must face. Otherwise, it will simply get worse and you, not the difficult co-worker, will suffer as a result. Here are some suggestions to keep in mind:

Take a step back from your Houston job.

Sometimes when we’re embroiled in a tense situation it can be easy to lose perspective. So take a step back and ask yourself if you’re over-reacting, or if there’s really a problem. You need to be honest with yourself, especially if you’ve experienced issues with other co-workers in the past. Examine the situation as objectively as you can to ensure the problem doesn’t stem, at least partly, from you or your actions.

Talk to a colleague.

Is there a colleague at work that you know and trust? Then ask them their opinion. Explain the situation and ask for some insight. A fresh perspective can be helpful in emotional situations.

Confront the difficult co-worker privately.

Email your co-worker and ask if you can speak with them privately. Though it can be tempting to go on the offensive, try to be calm and diplomatic when you meet. Cite specific examples of the person’s behavior and how it offended you. In many cases, people don’t even realize they’re upsetting others with their behavior and will apologize immediately. That said, there are those few who will get defensive or deny any wrongdoing.

Speak with your manager.

If you are unable to resolve the conflict on your own, then it’s time to bring in your boss. Set up and time to meet with him or her privately and explain the situation. Again, be as diplomatic as possible. Your boss doesn’t want to get involved in petty fights or office politics. But if there’s a real problem, then it’s your boss’s responsibility to help rectify it, particularly if it’s having a negative impact on company productivity.

Find a new job in Houston.

If your boss isn’t willing to intervene and you’re still having problems with the co-worker, then your best bet may be to find another Houston job that offers a healthier work environment.

If that’s the case and you’re ready to make the leap, please contact Murray Resources. As a leading employment agency, we work with many of Houston’s top employers, including leaders in the energy industry, Fortune 500 firms, financial services firms, legal and medical practices, as well as dozens of other small to mid-sized employers. Contact us today. We can help!

How to Exit Your Houston Job Gracefully

Whether you’re looking for a new job in Houston or you’ve already landed one, it’s important that you leave your old position gracefully. You never know who you will cross paths with again during the course of your career and you don’t want to burn any bridges. With that said, here are some tips for a smooth exit:

Think of a brief explanation.

People will want to know why you’re leaving, so you’ll want to think of a brief, yet positive, explanation. For instance, you got a new job in Houston that’s a great opportunity to advance your career or learn something new. The trick is to be honest, without being brutal.

Write a resignation letter.

In your letter, thank your employer for the opportunities you’ve had during your tenure there. Also, be clear about the fact that you are leaving and give the date of your final day at work.

Give at least 2 weeks notice.

Two weeks is the standard amount; however, your company may require additional time, so you’ll want to consult with your employee handbook first.

Complete your work.

Just because you’re leaving doesn’t mean you get to slack off in your last days on the job. To ensure a smooth transition for your boss and co-workers, make sure you finish up outstanding projects and leave detailed instructions about any tasks you handle.

Help with the hiring process.

Nobody knows your position better than you do. So offer to help your boss find a replacement and train that person once he or she is hired.

Leave a positive trail.

You know the saying “If you don’t have anything nice to say…”? This is especially true when it comes to your career. Whether there is a co-worker you don’t get along with or a boss you’ve butted heads with, keep your mouth shut. Otherwise, your words could come back to haunt you.

Keep in touch.

It’s a small world and you never know who could play a role in your career in the future. So be sure to give your new contact information to key relationships at your company before you leave. You may even want to send a note or email to those you developed a good relationship with, telling them how much you enjoyed working with them. Even after you’ve left, try to maintain a positive and professional relationship.

And if you’d like to exit your Houston job, but first need help finding a new one, please contact Murray Resources. As an experienced employment agency, we work with many of Houston’s top employers and can place you in a position that’s a great match for your skills and personality.

Do’s and Don’ts for Rejecting a Job Candidate

As a Houston staffing services firm, we know that there probably isn’t a manager in the world that enjoys rejecting job candidates. Unfortunately, that task comes with the territory, so you have to get used to it when you’re hiring. And since how you handle candidate rejection is a reflection of how you treat your employees and customers, it’s important that you manage the process with care and respect. Here are some suggestions:

DO pick up the phone.

As unpleasant a task as it is for you, candidates appreciate the effort made to notify them by phone that they didn’t get the job. On the call, thank them for their time and clearly state that you have offered the position to another candidate. After the call, follow-up with an official letter.

DO personalize a rejection letter.

Even though you’re likely to send out a form rejection letter, personalize it with the candidate’s name and the position for which they applied. You may also want to add a personal remark, such as “I enjoyed meeting you and think you have a bright future ahead.” Just remember to be authentic. Don’t say something you don’t mean.

DO thank the candidate.

From creating a resume to preparing for the interview, most candidates have a lot of time invested in each job prospect. Acknowledge this fact by thanking them for their time and effort.

DON’T mislead.

If you think a candidate would be a good fit for the company’s culture, let them know to re-apply again in the future. If they’re not a fit, though, don’t try to soften the blow by encouraging them to re-apply.

DON’T procrastinate.

It’s not fair to the candidate to make them wonder for weeks on end about whether they got the job or not. So be sure to make your phone calls or send out your rejection letters as soon as you’ve made the hiring decision.

DON’T avoid rejection.

What’s worse than procrastinating is not informing job candidates at all that they didn’t get the job. Not only will they be left to wonder what happened, but they’ll also harbor a negative impression of your company, which could harm your reputation in the long run.

And if you need help with the hiring process at your company, please contact Murray Resources. As an experienced Houston staffing services firm, we can handle the hiring process for you – including rejection calls and letters – so you can focus on other priorities. Contact us today to learn more.

How to Cope With Stress At Work

Workplace stress is a very real issue. In fact, according to a study by the American Psychological Association on workplace stress:

• 54% of Americans are concerned about the level of stress in their everyday lives;
• 30% consider their stress levels as “extreme”;
• 62% of Americans hold work as having a significant impact on stress levels;
• And almost 50% percent consider their stress levels as having increased between 2007 and 2008.

In addition, according to the American Institute of Stress, 75-90% of physician visits are related to stress and cost an estimated $200-$300 billion a year. And with the roller coaster that is our economy, stress levels will likely rise. Therefore, it’s important to learn effective ways of coping with workplace stress. The better you manage your stress, the more positively you will impact those around you and the less other people’s stress will impact you.

Here are some tips for managing stress at work:

Don’t over-commit.

Over-scheduling yourself is one of the fastest ways to getting stressed out. If you can, avoid scheduling meetings or appointments back to back. Give yourself some time in between each and also plan for meetings running over in time.

Prioritize your tasks.

If you have too much on your plate, then it’s time to prioritize between the mission critical tasks and those things you can put off. Create a list of all the tasks you have to do and then order them in importance. Get the high-priority stuff done first and then focus on the less pressing issues.

Give yourself more time.

Arriving to work just in the nick of time or being late causes stress. So commit to leaving your house 10-15 minutes earlier each morning. That way, you’ll have some time to ease into your day, rather than rushing around frantically if you’re running late.

Take breaks.

Schedule regular, short breaks to clear your mind. Get away from your desk for lunch or step away briefly and take some time to re-charge. By taking regular breaks, you’ll actually be more productive.

Create balance in your life.

Don’t commit all your time and energy to work stuff – that’s a recipe for burnout. Instead, make sure you strike a good balance between work and home life by scheduling time for family, hobbies, social activities, and downtime.

And if part of your stress is due to a job search, please contact Murray Resources. As a Houston recruitment firm, we can help you locate the jobs that best match your skills and interests. Contact us today to learn more.

A Million Thanks from Murray Resources

As 2010 comes to a close this week, we’d like to take the time to thank our many clients and candidates. We have a million reasons to be grateful to you, but most importantly, we’d like to thank you for your continued loyalty and support. We appre­ci­ate the trust you have placed in us and we promise to con­tinue working hard and working smart to help you find people and find work.

We’d also like to thank you for letting us share our ideas and knowledge about staffing, human resources, and job searches through this blog. We think it’s a privilege that you look to our Houston staffing agency as a source of information for your business or your career. So again, thank you!

We’d also like to thank you for all the great feedback we’ve gotten from you in 2010. Hearing about your success stories is such a pleasure – whether it’s in finding people or finding work – and it reminds us why we got into this business in the first place.

And finally, we’d also like to send you and your family our best wishes for a joy-filled holiday season and a happy, healthy, and prosperous New Year! We’ll see you in 2011!

5 Things to Avoid Saying at Your Office Holiday Party

Your office holiday party is a great opportunity to let loose (a little!), get to know your co-workers on a more personal level, and network with company leaders. But, it can also provide an opportunity to say and do some pretty dumb stuff. Trust us, as a Houston employment agency, we’ve heard it all. And unfortunately, making a serious blunder at a work party can have significant consequences – it could harm your credibility, upset your boss, and, worst-case scenario, you could be out of a job. So here are some things to avoid saying at your office holiday party:

1. Talking about bonuses.

Avoid any talk about year-end bonuses. First of all, you don’t know if the guy you’re talking to got a bonus and if he didn’t, you’ll look like a jerk. Secondly, you can get into rough waters when you start talking about bonus amounts with a co-worker, particularly of you received significantly more or less than that person. So avoid any talk of monetary compensation.

2. Announcing that you’re going to get wasted.

An open bar is not an invitation to get completely drunk. In a work/social situation, you should limit yourself to one or two drinks, or avoid drinking altogether. Most serious office party blunders are booze fueled and the results can be disastrous to your career. So if you’re at your office party and you’re starting to feel a bit tipsy, then it’s time to excuse yourself. You’ll thank us in the morning.

3. Complaining about the venue, the food, or the party in general.

Even if you’re thinking about all the things you could be getting done instead of attending the office party, don’t vocalize your thoughts. Likewise, if you don’t like the venue or the food or some other aspect of the party, keep your thoughts to yourself. You don’t want to be known as the office whiner and, worse yet, you don’t want your comments getting back to your boss.

4. Gossiping about your boss or co-workers.

It’s true – most people can’t get enough juicy office gossip. But don’t go there, especially at a work function. At parties, you typically have to speak louder to be heard and you never know who could be standing right behind you – listening.

5. Commenting about a person’s appearance.

If you’ve reached the point where you’re discussing a co-worker’s appearance and weighing in on whether you think they’re good-looking or not, it’s time to leave the party. Likewise, if you feel compelled to tell a co-worker you find them attractive, then it’s time to run, not walk, to the nearest exit.

The bottom line is that you should view the office holiday party as an extension of your workday. If you wouldn’t do something at a company staff meeting, then don’t do it at your holiday party!

What about you? What are some of the biggest blunders you’ve seen people make at office holiday parties in the past?

5 Things to Avoid Saying at Your Office Holiday Party

Your office holiday party is a great opportunity to let loose (a little!), get to know your co-workers on a more personal level, and network with company leaders. But, it can also provide an opportunity to say and do some pretty dumb stuff. Trust us, as a Houston employment agency, we’ve heard it all. And unfortunately, making a serious blunder at a work party can have significant consequences – it could harm your credibility, upset your boss, and, worst-case scenario, you could be out of a job. So here are some things to avoid saying at your office holiday party:

1. Talking about bonuses.

Avoid any talk about year-end bonuses. First of all, you don’t know if the guy you’re talking to got a bonus and if he didn’t, you’ll look like a jerk. Secondly, you can get into rough waters when you start talking about bonus amounts with a co-worker, particularly of you received significantly more or less than that person. So avoid any talk of monetary compensation.

2. Announcing that you’re going to get wasted.

An open bar is not an invitation to get completely drunk. In a work/social situation, you should limit yourself to one or two drinks, or avoid drinking altogether. Most serious office party blunders are booze fueled and the results can be disastrous to your career. So if you’re at your office party and you’re starting to feel a bit tipsy, then it’s time to excuse yourself. You’ll thank us in the morning.

3. Complaining about the venue, the food, or the party in general.

Even if you’re thinking about all the things you could be getting done instead of attending the office party, don’t vocalize your thoughts. Likewise, if you don’t like the venue or the food or some other aspect of the party, keep your thoughts to yourself. You don’t want to be known as the office whiner and, worse yet, you don’t want your comments getting back to your boss.

4. Gossiping about your boss or co-workers.

It’s true – most people can’t get enough juicy office gossip. But don’t go there, especially at a work function. At parties, you typically have to speak louder to be heard and you never know who could be standing right behind you – listening.

5. Commenting about a person’s appearance.

If you’ve reached the point where you’re discussing a co-worker’s appearance and weighing in on whether you think they’re good-looking or not, it’s time to leave the party. Likewise, if you feel compelled to tell a co-worker you find them attractive, then it’s time to run, not walk, to the nearest exit.

The bottom line is that you should view the office holiday party as an extension of your workday. If you wouldn’t do something at a company staff meeting, then don’t do it at your holiday party!

What about you? What are some of the biggest blunders you’ve seen people make at office holiday parties in the past?