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.

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.

(Houston, TX – May 7, 2012) – Murray Resources, a leading recruiting and staffing firm based in Houston, Texas, announced today that is has been recognized as a finalist in the Website and Newspaper Advertisement categories, as part of the 26^th Annual Crystal Awards.

The Crystal Awards, produced by the Houston Chapter of the American Marketing Association, recognizes the best marketing work in the Houston region as determined by market impact and measurable results.

“It’s a true honor to be recognized among some of the most innovative companies in Houston. While we’re certainly not a marketing organization, we take tremendous pride in every aspect of our company and are proud to be named a finalist in two extremely competitive categories,” said Marsha Murray, President, Murray Resources.

Crystal Award entries are reviewed by a panel of leading marketing professionals outside the Houston area. Winners will be announced at the Crystal Awards Gala to be held May 17, 2012 at the Hyatt Regency in downtown Houston.

Founded in 1988, Murray Resources serves a base of over 750 client companies, including numerous Fortune 1000 companies and high-growth small and medium-sized organizations throughout the greater Houston area. The firm places administrative and management talent in the accounting, engineering, finance, human resources, marketing, operations, and sales functions.

In a study commissioned by the firm, Murray Resources’ clients reported a 95 percent match satisfaction rate versus an industry rate of between 50 and 60 percent. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal.

About Murray Resources
Murray Resources is a leading recruiting firm and staffing agency based in Houston, Texas, providing quality professional-level placement services, as well as temporary, temp-to-hire, contract, payroll and direct hire administrative/clerical services. Over the past 23 years, Murray Resources has developed a unique placement process to match candidates based not only on experience and skill set, but also on how well a candidate can put that skill set to work within a particular corporate culture. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

(Houston, TX – May 2, 2012) – Murray Resources, a leading recruiting and staffing firm based in Houston, Texas, announced that it will be exhibiting at the upcoming Gulf Coast Symposium on HR Issues, May 9-10 at the Reliant Center.

The conference attracts over 1,200 HR professionals for two days of learning and networking, and is one of the largest human resources conferences in the nation.

“We’re excited to be a part of the Gulf Coast Symposium, as it’s an event that celebrates the latest thinking in the field, while bringing together many of the brightest minds in HR. We’re looking forward to participating and meeting with many of our own clients at the conference,” said Marsha Murray, President of Murray Resources.

Murray Resources will be exhibiting at booth #115.

Founded in 1988, Murray Resources serves a base of over 750 client companies, including numerous Fortune 1000 companies and high-growth small and medium-sized organizations throughout the greater Houston area. The firm places administrative and management talent in the accounting, engineering, finance, human resources, marketing, operations, and sales functions.

In a study commissioned by the firm, Murray Resources’ clients reported a 95 percent match satisfaction rate versus an industry rate of between 50 and 60 percent. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal.

About Murray Resources
Murray Resources is a leading recruiting firm and staffing agency based in Houston, Texas, providing quality professional-level placement services, as well as temporary, temp-to-hire, contract, payroll and direct hire administrative/clerical services. Over the past 23 years, Murray Resources has developed a unique placement process to match candidates based not only on experience and skill set, but also on how well a candidate can put that skill set to work within a particular corporate culture. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

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.

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.

#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.

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.

Whether you’re the CEO of a multinational firm or a middle manager on the rise, part of what has made you successful is your knack for making key business decisions despite having incomplete information. The reality for most professionals is that their jobs depend on their ability to thrive in an environment of vague data and gut calls.

So it makes perfect sense that when it comes to hiring new employees, most managers believe they can apply those same instincts that have served them well in other aspects of their business to the hiring process. Unfortunately, the data tells a …

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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.