Interviewing

4 Interview Red Flags Candidates Need to Look For

February 19th, 2019

As job recruiters in Houston, TX, Murray Resources can tell you that employers are always on the lookout for red flags when they’re interviewing candidates. After all, hiring mistakes are expensive. However, making the wrong career move can be costly for you, too. That’s why it’s just as important for you to look for any warning signs when it comes to a particular job or company. To help you do that during your next interview, here are 4 to watch out for:

#1: Lack of preparation.

When you go to an interview, you expect the experience to unfold in a certain way. However, if you’re left stranded in the waiting room for 45 minutes without explanation or the interviewer keeps checking their phone and interrupting your interview answers, it spells trouble. Likewise, if it’s clear they haven’t reviewed your resume, or don’t know anything about your background, then pay close attention during the rest of the interview. It could simply be a busy day or signal a lack of leadership.

#2: Unclear answers.

You keep asking about details of the role and how success will be measured in it. But you’re not getting much information back. This is a problem since you can’t make a decision about whether you want a job – or if you’re even truly qualified – if you don’t have the facts. So ask the question “what will I be doing?” and expect a clear answer. If you don’t get one, it could be because the role hasn’t been defined or there’s a gap in communication between the interviewer and the hiring manager. Either way, it’s not a positive sign.

#3: A rushed process.

If the interview seems especially short and you’re given an offer the next day, be wary. The company could be looking for someone – anyone – to fill a role, rather than seeking the right person. In addition, the problem with a hurried interview process is that you’re often not given the time you need to assess the job, the organization, its culture and other key factors that are important to you.

#4: Gossiping or negativity.

The interviewer should be putting the company’s best foot forward during this conversation. So if they start talking negatively about the person who held the position previously, be leery. Similarly, if they gossip about leadership or can’t honestly answer why they like working there when you’re asking about culture, then it’s time to cut your losses and move onto the next opportunity.

Interested in getting expert support with your search?

If you’re tired of struggling to find the right-fit job and employer, reach out to some of the top job recruiters in Houston, TX for help: the team at Murray Resources. We’ve been working with talented candidates for over 30 years, connecting them with rewarding opportunities at leading companies. You can get started with our team by contacting us or searching our Houston jobs now.

Posted in: Interviewing

4 Easy Steps to a Great Mentoring Relationship with an Employee

February 12th, 2019

Being a good mentor means you’ve committed to helping someone else succeed in their career. It’s certainly a lot of responsibility. However, there’s much you can both learn from the relationship if you take the right approach. To ensure the experience is as fruitful as possible, here are four steps from Houston staffing industry experts, Murray Resources, to take during it:

Set clear goals.

This is the first and most important step. Having clear goals in place helps to define the process for everyone involved and it sets your employee up for success during the relationship as they have set objectives to work toward. So before your first meeting, make sure you ask yourself:

  • What do I want the mentee to gain through the experience?
  • How much time do I plan to spend with them?
  • How long will the process last?
  • How often will we meet?
  • Will it always be in person, or can we connect over the phone, Skype or other mediums?
  • What should the outcome look like?

Make them measurable.

When it comes to creating goals for your mentee, make sure they’re measurable, too. Otherwise, it’s difficult to verify they’re on the right track. For instance, if you’re in sales and your mentee is one of your associates, set the goal of increasing their sales by 10% over a certain time period. Then use that goal as the focal point to build the mentoring experience around.

Strive to get to know them on a personal level.

You don’t need to go out for drinks and try to be best friends. However, when you get to know the individual you’re mentoring more personally, you’ll learn how to best motivate them. You’ll also find out about what goes on in their life outside work, which can impact their effectiveness and performance in the office. These are all important details to know when you’re trying increase productivity and groom an employee for advancement.

Commit to regular meetings.

How often you meet is up to you. But it’s easy to blow off touch points when your calendar fills up and you get busy. However, regular meetings are a critical part of the mentoring relationship. These don’t always need to be formal; but there should be some where there’s an agenda and a longer conversation. They do need to be scheduled and adhered to consistently, though, for both you and your mentee to get the most from the program.

Looking for high potential talent to hire at your Houston company?

Murray Resources can help. We know staffing in Houston can be a challenge. However, our knowledge of the local job market runs deep and, as a result, we can give you unique access to talented individuals who are ready to step in and make an immediate impact at your organization. Contact us today to learn more.

Posted in: Interviewing

Why Should We Hire You? How to Answer This Hardball Interview Question

February 5th, 2019

During the job interview, you’re in the hot seat with the hiring manager or Houston headhunter and going to be hit with many questions. Some are expected and others are curveballs. However, a common one that’s often asked – and can be tricky to answer – is “Why should we hire you?”

This question tends to make candidates squirm for the simple reason it requires them to sell themselves. It’s much easier to talk about hard skills or project experience. And yet, in many interviews, some form of it is inevitable. So how can you best respond? Here are a few different approaches to consider:

Connect your qualifications to the job.

Before your interview, review the job description and make a list of your relevant skills and experience. After you select a few corresponding strengths, prepare answers for each. For instance, you can say something like:

“In your posting, it stated you need someone with strong interpersonal skills. In my last position, it was my job to respond to and resolve customer complaints. Through that experience, I learned a variety of communication and conflict resolution tactics that would be valuable in this role. For instance, I always approached each complaint by asking questions and listening first to ensure I fully understood the problem.”

Share stories.

Another way to answer this question is to share a story or anecdote that illustrates your abilities. This can often be more effective since stories are memorable. For instance, anyone can say that they have strong communication skills. However, if you talk about a time you used those communication skills to persuade your team about an idea or to negotiate a new contract with a vendor, you’ll be able to back up your claim. Not only that, but a Houston headhunter or hiring manager will be more likely to remember you and your answer.

Focus on your uniqueness.

Your interviewer wants to know what makes you different from the next candidate, whether you have a specialized skill, unusual background or experience that lends itself to the role, or hold certifications that required rigorous training to earn. These are all the kinds of qualifications that make you unique and can help you to stand out in a sea of other candidates. That’s why it’s important to place some focus on them in the interview.

Whatever approach you do take with this particular question, keep it brief, emphasizing one or two areas, not 10. Also, practice your answer ahead of time, so you can respond with confidence and clarity.

Get professional help with your job search from the Houston headhunters at Murray Resources. Our clients are always looking for talented individuals for a wide variety of permanent, temporary, temp-to-hire, and contract positions. Contact us today to learn more or search our Houston jobs now.

Posted in: Interviewing

Should I Remove a Short-term Job from My Resume?

February 4th, 2019

Your resume is your chance to persuade a hiring manager to call you for an interview. But what if you have a potential liability on it – namely, a short-term job? You want to be honest and transparent. At the same time, you don’t want to scare off a hiring manager and lose out on a great opportunity. What should you do?

 

It really depends on your unique situation. You have a limited amount of space, so it’s certainly a decision that’s important to weigh. To help you in the process, the resume writing service team at ResumeSpice offer a look at the pros and cons:

 

The case for removing the job:

 

If you only held the job for a few weeks or a couple months, then including it will make the hiring manager wonder whether or not you’re a job hopper. With hundreds of applicants for most openings, this can clearly be a threat to your candidacy. It’s therefore worth leaving off, especially if it’s not particularly relevant. Plus, if it won’t cause a big employment gap – and a red flag for potential employers – then removing it can actually be an advantage.

 

The case for keeping the job:

 

There are times when you can or must include the job. For instance, that’s the case when a posting asks for a complete list of every position or you’re applying for a role that would require some kind of security clearance. In addition, if you did gain any relevant skills or accomplish something important in the role, then you should consider keeping it. This can often offset the fact that your tenure was short-term, which is something you should be prepared to address in an interview.

 

Keep in mind: your resume is not a contract. You should always be honest and follow the instructions of the job posting precisely. However, that doesn’t necessarily mean you need to list every job.

 

Instead, with your resume, you’re marketing yourself to potential employers. To do that, you want to put your best foot forward. If keeping a short-term job on it sabotages that effort, then eliminate it and focus on the relevant information that does show just what you can do.

 

Interested in professional resume writing help?

 

Turn to the resume writing service specialists at ResumeSpice. Whether you need an entry-level resume or an executive one, we can assist with all levels, delivering quality work, quickly and affordably. Call us today at 832.930.7378 to learn more or get started.

Posted in: Interviewing

How to Benchmark Your Salary

January 24th, 2019

When you first start out in your career, you might be making the same amount as all those other entry-level employees. However, as the years accumulate and your experience grows, salaries can diverge wildly, even for those with similar backgrounds. So how can you ensure you’re being paid fairly?

 

It’s all about doing some legwork to benchmark your salary. Here are some tips from the career coaches at ResumeSpice on how to handle the job:

 

#1: Look for job openings similar to yours.

 

Check our job boards and employer career sites in search of openings that are similar to your position. Not all postings will offer salaries and some will give a range. However, you should be able to gather enough data – especially on industry-specific job boards – that you gain a better sense of whether or not your salary falls in line with current opportunities.

 

#2: Leverage online tools.

 

There are many different calculators you can use online to gauge your salary. Once you enter information, such as your job title, location, and current salary, you’ll be able to see where you stack up. Some examples of tools to use include Glassdoor’s Know Your Worth, Salary Wizard, Payscale’s What Am I Worth, and LinkedIn Salary. There are also industry-specific tools you can use, like Dice’s Salary Calculator if you’re an IT professional.

 

#3: Review general salary surveys.

 

Salary surveys offer an overview of the median or average compensation for employees in similar jobs. Data is typically collected through traditional mail, email, and online questionnaires. While often more broad in nature, these can give additional insight into whether your salary and the going rate are competitive.

 

#4: Ask a trusted co-worker.

 

You probably don’t want to go around asking all your co-workers what they’re earning. However, if you have a close friend at work in a role similar to yours, it’s worth having a conversation. If they don’t want to go into details, then offer them a range of what you’re paid and see if their salary is similar.

 

#5: Be sure to factor in benefits.

 

You might think you’re being underpaid. However, before you make that assumption, factor in the cost of your benefits and perks, too. For instance, you could be paid less salary than a counterpart at a competing company, but have a more generous health insurance package enabling you to actually take home more money.

 

#6: Talk with your boss.

 

If you, after your research, you find out your salary isn’t where it should be, schedule a conversation with your boss. Be prepared with all your findings, as well as a list of accomplishments and contributions you’ve made. Then make the case as to why you deserve a raise.

 

Looking for professional help with the process?

 

Get it from the career coaches at ResumeSpice. Whether you’re preparing for salary negotiations, asking for that big promotion or searching for a better-paying opportunity,

we can help you achieve your career goals. Call us today at 832.930.7378 to learn more or get started.

 

Posted in: Interviewing

Signs You Should Hire That Houston Temp Full-Time

January 22nd, 2019

Temporary hiring offers a host of benefits, from coverage for sick and maternity leave to access to increased manpower without boosting overhead. When the need is over, the worker moves onto their next assignment. It’s a win for you both. Sometimes, though, you’re left to wonder whether you should extend a full-time offer to your Houston temp. Some signs to look for include:

They learn quickly.

A top Houston temp approaches training seriously and learns quickly. They ask questions, take notes, and come to you when they need clarification. As a result, you have total confidence they can perform their assignment properly. When you find someone who showcases qualities like these, they’re worth considering hiring for the long haul.

They do great work.

Your employees drive performance and profits at your company. That’s why, when you find someone who offers exceptional work – delivers on tasks, meets expectations and hits every deadline – you want to hold onto them. A great temp will be the one who approaches their role as if it already were a full-time job. You’ll see it in the quality of their work and their willingness to go the extra mile.

They fit in.

One of the advantages of temporary staffing is that you can see someone in action, not only in terms of technical skills, but soft skills too. This is important if you’re thinking about hiring full-time. You need people who mesh well with your culture and can become an asset within it, not a liability due to a cultural mismatch.

They have a positive attitude.

They’re pleasant to be around. There are no complaints when you ask them to switch gears or take on a new assignment. They understand it’s part of their job to be flexible and they’re ready, willing and able to handle change. If you’re looking to hire full-time, these are the kinds of employees who will help ensure operations runs smoothly.

At the end of the day, hiring a new employee is an issue of practicality. It comes down to the numbers and whether you can, in fact, sustain a full-time hire. However, if you’re realizing more and more your team has to expand, look for the signs above to ensure you’re making the best hiring decision for your company’s needs.

Partner with Murray Resources for your Houston temps.

Our broad-ranging candidate network enables us to source and screen proven performers who can step in on temporary basis and make an immediate contribution to your team. When you need Houston temps for your company, contact our recruiters.

Posted in: Interviewing

How Long Should an Interview Thank You Letter Be?

January 17th, 2019

Once you’ve completed your resume and cover letter, you’re done putting pen to paper, right? Actually, if you’ve had an interview, then you have another document to write: the post-interview thank you letter.

 

You might be thinking it’s unnecessary. After all, in today’s day and age of texts and Tweets, who’s actually going to read it? The answer is: plenty of hiring managers. In fact, in a recent CareerBuilder study, 86% of hiring managers said NOT sending a thank you note demonstrated a lack of follow-through. That’s why it’s so important to make the effort and write the letter.

 

But when it comes to what you send, how long should it be? And what should be in it?

 

Your interview thank you letter should be short, no more than a few paragraphs. You’ll want to open thanking the hiring manager for their time and perhaps talking about a particularly memorable part of the interview that comes to mind.

 

Next up, reiterate why you’re a fit for the job. This should be around two paragraphs at most. You shouldn’t be regurgitating what’s on your resume in this section. Instead, highlight those one or two relevant strengths that make you the best-fit person for the job. If you forgot to mention an important fact about your background during the interview, this is also a good place to bring it up.

 

Finally, it’s time to close the letter. Here, you can restate your interest in the position and the company. Personalize it even further by talking about one key detail about the organization that really stands out and makes you want to work for them. While you don’t want to come off as desperate, hiring managers like to know you’re enthusiastic about the opportunity.

 

Once you’re done writing your letter, expect to rewrite it a few times until it’s pitch perfect. Before you send it, also proofread it and then ask a friend or family member to proofread it again. You don’t want a small grammar or spelling mistake to sabotage your efforts.

 

When it comes to sending your interview thank you letter, your best bet is email. The hiring manager could be making a quick decision, so you want to get the letter into their hands as soon as possible.

 

Need more help writing a compelling thank you letter that distinguishes you?

Turn to the career consultants at ResumeSpice. We can help you display your appreciation, showcase your strengths, and stand out from other candidates with a well-written thank you letter. Call us today at 832.930.7378 to learn more or get started.

Posted in: Interviewing

What to Ask When an Accounting Recruiter Calls

January 15th, 2019

When a Houston accounting recruiter calls about a job, what should you ask? Whether you’re looking to make a career change or not, it can be difficult to determine whether such a relationship is the right path for you. If it is, you’ll want to make the most of the opportunity to land an interview. Even if it’s not, it could be something you do want to pursue in the future. To help you get the information you need, here are some questions to ask:

What’s the job title and primary qualifications?

There might be a laundry list of qualifications. However, ask about the top few to see if it’s the type of position you’re interested in and if you think you can perform successfully in the role. If, at this point, it doesn’t sound like a good match, then you can let the recruiter know and politely thank them for their time.

What’s the salary range?

While a recruiter might not be able to give you exact figures, they should be able to offer a ballpark. You can also ask about other compensation and benefits, like healthcare and retirement.

Where’s the job located?

The position could sound like the perfect fit. But if it’s going to add 30 minutes to your commute, then it’s certainly going to have a daily impact. If the commute is longer, yet you’re still interested, ask about the possibility of telecommuting. Just be upfront from the start.

How long has the position been open?

This question will give you an idea of how long a search has been going on. If it’s been open for a year or more, it could mean the employer is too selective or there are some serious challenges that come with the job. Either way, it’s a red flag. 

Tell me about yourself.

You’ll often field this question during an interview. However, when you’re talking to a Houston accounting recruiter, you want to ensure they specialize in accounting and have the right subject matter expertise to connect you with the best-fit positions. Ask too how long they’ve been recruiting for and about their track record of successful placements in the industry.

What are the next steps?

If you’re interested in learning more about the job, then ask about next steps and the hiring company’s timetable. What information do you need to send over? When will interviews begin? How long does it usually take for a decision to be made? Finding this out will give you a sense of what to expect going forward.

A note: In some cases, the recruiter will be able to give you in-depth information about the hiring company. In many cases, though, it’s a name that needs to be kept confidential until a certain point in the hiring process. So expect discretion.

Even if you’re satisfied in your current job, a call from a Houston accounting recruiter can change everything and give you access to an exciting opportunity you didn’t know about. If it does, just be sure to vet the recruiter and evaluate the position before making any decisions.

If you’d like to learn more about working with a professional, contact the Houston accounting recruiters at Murray Resources. Through our specialized accounting and recruiting division, we can give you access to opportunities with some of the area’s most prominent organizations.

Posted in: Interviewing

Are You Active on LinkedIn? Here’s How the Right Action Can Help Your Career

January 9th, 2019

You might be busy. But if you’re interested in making a career move in the New Year, then you need to get active on LinkedIn. Not sure where to start? Here are a few quick actions from the LinkedIn profile writers at ResumeSpice you can easily take in the days and weeks ahead that can have a big impact on your career in 2019:

 

Keep your profile current.

 

It sounds like a no-brainer. And yet, many professionals have stagnant profiles that sit there year after year without so much as a word change. But if you want to stand out and make the best impression possible on recruiters and hiring managers, you need to ensure your profile is current and compelling.

 

Keep in mind, too, your profile doesn’t need to read like a resume. It should offer more unique insight into who you are and what you do in order to get your audience engaged. You can do that in any number of ways, from telling a story to promoting your portfolio to sharing a video of an important career highlight.

 

Post status updates.

 

Status updates help your connections learn about your skills and experience; they also keep you on their radar. Not only that, but according to LinkedIn, job seekers who updated their status weekly were 10 times more likely to be contacted by recruiters. Some different update ideas include asking questions, sharing quotes and information, talking about industry trends, or offering your take on a hot career-related topic.

 

Stay social.

 

If you want to make the most of LinkedIn, it’s important to stay social on it. That means regularly engaging with your contacts by liking, sharing and commenting on their activities. It also means taking the time to research and seek out new connections. When you do, though, don’t send a generic connection message. Take the time to craft a custom invitation to connect.

 

Join a group.

 

Being active in a Group on LinkedIn can offer many different benefits. It can help you expand your network within your field beyond those in your immediate circle. It can also help you increase your visibility among other industry professionals, as well as recruiters and hiring managers looking for professionals like you. Finally, it can give you a forum for posting your own questions and engaging in discussions that can enhance your knowledge base.

 

Search jobs.

 

At any given time, there are millions of different job opportunities being promoted on LinkedIn. So if you’re looking to make a career move, spend some time searching these and setting up email alerts so you’re notified when new opportunities get posted.

 

Interested in a new job in the New Year?

 

Connect with the LinkedIn profile writers at ResumeSpice for help with yours. We can help you build a powerful presence online, all so you can achieve your career goals. Call us today at 832.930.7378 to learn more or get started.

Posted in: Interviewing

5 Trends for Recruiting in 2019

January 8th, 2019

It’s no different today than it was decades ago. Finding the right people is still a big challenge for employers. It’s “how” companies are recruiting that has shifted dramatically in recent years. For instance, in 2019, some trends in Houston recruiting to take advantage of that can put you on the competitive edge include:

Targeted recruiting.

Thanks to the rise in mobile devices, recruiters and hiring managers can learn a lot about the interests and habits of job candidates. The data can then be used in postings to effectively target more relevant talent for option positions. This not only cuts down on the time it takes to find the right-fit people, but costs, too.

Social recruiting.

When it comes to recruiting in Houston on social networks, LinkedIn is often the first site that comes to mind. But recruiters and hiring managers who understand the types of candidates they’re searching for know that’s not the only route to take. For instance, if you’re looking to hire millennials, Instagram is an important place to promote jobs since about 59% are active on the site.

Artificial intelligence.

Artificial intelligence (AI) is expected to gain in popularity in the recruiting and HR industry in the next 10 years. It can be used to simplify a host of mundane tasks, from reviewing resumes to find better matches through predictive analytics to searching the Web to gain a sense of a candidate’s online presence. There are even companies out there using AI for portions of the interview process.

Offering remote work.

Fifteen years ago, working from home often meant at a minimum wage job. In today’s world, all kinds of professionals, from entry level to executive, call home base their office. In fact, according to statistics, salaried work-at-home employees have grown in number by 140% since 2005. As younger generations enter the workforce and expect more scheduling flexibility from employers, this trend is expected to grow in the years ahead.

Employer branding.

While not a new trend, it’s a critically important one when it comes to hiring. Candidates today are savvy and want to work for companies with good reputations. It’s why 75% seek out research online before they apply to a job at a particular organization. So make sure you’re investing the time and effort to build a strong employer brand that’s going to attract the best talent.

Need help hiring in 2019?

Call the Houston recruiting team at Murray Resources. Our in-depth knowledge and experience allows us to pinpoint even the most highly-specialized 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.

Posted in: Interviewing

Invest in Your Personal Brand: Why Career Marketing is So Crucial to Professional Advancement

January 3rd, 2019

Just 10 years ago, all you needed to apply for a new job was a cover letter and a resume. Things have changed dramatically since then. In today’s world, a personal brand is a must. But what exactly does that mean, and how can you create one to advance your career in 2019?

 

A personal brand is simply a way to differentiate yourself. It defines the unique value and experience you offer. It showcases your personality so you come across as authentic. And it positions you as a leading professional that employers want to hire. At its essence, it’s how people remember you.

 

That’s critically important in a competitive job market. For instance, when you have a polished and professional personal brand, you’ll benefit in many valuable ways, including:

 

Improving visibility in your industry.

 

This is vital, particularly when it comes to looking for a new job. The better known you are, the more recruiters and hiring managers you’ll get in front of. Not only that, but realistic or not, visibility equates to more familiarity. Companies want to hire people they know because they feel more comfortable with them.

 

Broadcasting more authority.

 

When you have a strong personal brand, it shows that you’re a trusted authority. Your opinion is, therefore, going to matter to more people. Recruiters and other professionals will seek you out and connect with you on an emotional level. This will help to build more trust among you and your network, which can play an invaluable part in your career.

 

Showcasing special skills.

 

You have a specialized combination of work and life experience that can set you apart from other candidates. When it comes to what makes you unique as a professional, a personal brand will help you show it off, whether it’s through your own website, blog posts, articles you author on LinkedIn, or speaking engagements.

 

Setting yourself apart from the competition.

 

At the end of the day, whether you’re looking for a new job, to expand your network, or the chance to take your career to a whole new level, a personal brand can play a key role. It will help to make you more memorable as you strive to achieve your career goals.

 

Ready for professional help creating a personal brand?

 

Turn to the team at ResumeSpice. We offer a variety of services, from professional bio writing to LinkedIn profile writing and more, we’ll help you develop your own compelling personal brand. To get started, call us today at 832.930.7378.

Posted in: Interviewing

Asking for a Promotion in the New Year? Don’t Make These Mistakes

January 2nd, 2019

It’s a New Year and you’re ready for that big promotion. The trouble is: you’re not sure how to ask. Sound familiar? If it does, you’re not alone. It’s a sensitive conversation to have, one full of potential pitfalls. In fact, making even small, subtle mistakes could harm your chances of winning the role.

Instead, if you’re asking for a promotion this year, position yourself for success by avoiding the following missteps:

#1: You assume your boss knows your value.

You know how hard you work and the contributions you’ve made. Your boss, however, is busy managing a large team of people and likely isn’t aware of all of your accomplishments. That’s why it’s up to you to promote them. Don’t simply sit back and assume your work speaks for itself. Rather, when you approach the conversation, have a list ready highlighting your key achievements, all backed by facts and figures wherever possible.

#2: Not taking into account your long-term goals.

You want more responsibility. You think you’ve earned it. However, does this particular promotion align with your long-term career goals? Just because a certain role seems like the logical next step doesn’t mean it’s right for your unique career progression. Instead, it’s important to take a step back and evaluate where you want to go to ensure the opportunity supports those goals.

#3: Focusing too much on yourself.

You want the promotion, the raise, the new perks and responsibilities, all at once. It’s a lot to ask for and can overwhelm your boss. Instead, determine your key priority and focus on that. When you do, position it in a way that’s a win for your boss, too. When they see that your argument make sense not just for your career, but for their business bottom line, then they’re going to be far more open to your request.

#4: Assuming tenure matters most.

You might have years in with the company. But, as Houston recruiting experts, Murray Resources knows that in today’s world, that doesn’t guarantee a promotion or raise. In fact, it’s a common misperception that longevity at an organization equates to earning a promotion.

Your boss wants more than just somebody who shows up day in and out. They want those who create value and contribute in tangible ways to the overall success of the company. So while bringing up your tenure with the company is reasonable, don’t let it be your sole focus as to why you deserve a promotion.

#5: Not finding out the reason for the “no.”

If you do get passed over for a promotion, then it’s in your best interest to find out why. Don’t simply walk away from the conversation. Ask your boss why and what you can do going forward to achieve your goals. When you do, don’t get defensive. Instead, simply focus on learning what you can to move your career forward in the future.

Ready to get promoted to a new job in 2019 with a new employer?

Murray Resources can help. As Houston recruiting experts, we have a handle on who’s hiring in the city in the New Year and can connect you with today’s top opportunities. Contact us today to learn more or get started.

Posted in: Interviewing

5 Techniques for Creating a More Positive Candidate Experience

December 26th, 2018

Every hiring process is unique. Sometimes, it’s even different within the same company. However, as Houston headhunters, Murray Resources recommends that one feature they should all have in common is creating a positive experience for the candidate. When candidates are welcomed and respected, it not only helps attract better-quality talent, but also boosts the company’s employer reputation overall. So if yours could use some improvement, here are 5 techniques to incorporate now:

#1: Be open about the process.

Communication – or lack of – is often the most frustrating part of the hiring process for candidates. So commit to making it better for those you recruit and interview. From the start, be clear about what the hiring process looks like and then make sure you follow through. Talk about what to expect, how many interviews there will be, what candidates need to bring, how soon you’ll follow up and any other important details to share.

#2: Ask insightful questions.

Top candidates are assessing you just as much as you’re evaluating them. That’s why the quality of the questions you ask is key. Avoid the off-the-wall or irrelevant ones that aim to put candidates in the hot seat. Instead, stick to time-tested questions, such as behavioral ones, as well as those that enable you to dig deeper into each candidate’s background and expertise.

#3: Promote the opportunity.

When it comes to hiring, it’s a two-way street. Beyond candidates selling themselves and persuading you as to why they’re the best fit, it’s important for you to promote the opportunity, as well. As Houston headhunters, we know that today’s top candidates have their choice in offers, so discuss what makes your company and the position different. Focus on areas such as perks and benefits, culture and leadership, innovation and stewardship, or continuing education and advancement.

#4: Ask for feedback.

If your top-pick candidates are consistently turning you down, there’s a reason. It’s important to find out why so you can identify areas that need improvement in your hiring process. You can even create online anonymous surveys so candidates feel more comfortable being honest.

#5: Turn to Houston headhunters.

If you’re still in need of assistance interviewing candidates, turn to a professional team of Houston headhunters. Whether you want them to take on the job of interviewing fully, or you simply need some tips and advice on creating a better experience, they’re experts in the process. In the end, their goal is to help you bring on board the best possible candidate, while minimizing your risk of a hiring mistake.

Interested in learning more from some of Houston’s top headhunters?

Call Murray Resources. We can help you identify talent quickly and place the right people in the right positions, at the right time.

Posted in: Interviewing

Breaking Resume Myths: Limiting to One Page May Limit Your Potential

December 26th, 2018

Writing a resume is a delicate balance. When it comes to how long yours should actually be, you’ve probably heard the “one-page” rule. However, it’s not necessarily true and can actually wind up hurting your job search if you stick to it. Here’s why:

 

You cram too much information in.

If you’re desperately trying to stick to one-page during the resume writing process, chances are, your margins are going to be too narrow and fonts too small. As a result, hiring managers aren’t going to read your resume. They’re busy and need to be able to quickly and easily scan each one. If they require a magnifying glass to read yours, they’re likely going to skip it.

 

You leave out vital information.

In an effort to pare down your resume to a page, you could be leaving out critical information; the kinds of details that would distinguish you from other candidates. That’s why you shouldn’t be solely focused on length. Instead, concentrate on highlighting what’s important and most relevant for the hiring manager to know about you. You might still need to edit; however, you have a lot more flexibility with two pages instead of one.

 

It makes you look inexperienced.

Hiring managers expect experienced professionals to have a resume that’s more than one page. They also expect it to be polished and professional, with plenty of white space and proper formatting. So if your resume is jam-packed and messy-looking on a single page, it’s not going to reflect well on you or your background.

Of course, there are exceptions to every rule. For instance, if you just launched your career or only have a couple of years of experience, your resume should be one-page long. Anything more than that will make you look presumptuous, or like you’re unwilling or unable to edit. Stick to a single page and use appropriate margins and a font size that’s reasonably easy to read. That means one-inch margins and at least an 11-point font. Hiring managers will notice and thank you for it.

 

Writing a compelling resume takes a lot of work. On top of content, you need to think about other details, like length. If you’d like professional help and advice with the process, turn to the experienced resume writers at ResumeSpice. Whether you need some quick feedback or a total overhaul, we can help. To learn more, call us today at 832.930.7378.

Posted in: Interviewing

Have a Dream Company in Mind? Here Are 6 Tips on Getting Hired

December 18th, 2018

If you’re like most professionals, you have at least one of them: the dream company where you desperately want to work. You’ve been a fan for years, know you’d be a great fit for the culture, and are just looking for the right opportunity to come your way. But instead of sitting around and waiting, you can take action now to speed up the process and get noticed. Here are 6 ways to do that:

#1: Evaluate your social media presence.

Before you make a move and connect with or follow your dream company on social media, you want to ensure the impression you’re making online is a positive one. So go ahead and Google yourself. Review the results to ensure they’re professional and appropriate. If, in the process, you realize they’re not, take some time for cleaning up your online reputation.

#2: Follow their social media accounts.

Whether they’re on Facebook, Twitter, LinkedIn or Instagram, connect and follow them and then pay attention to their updates. When you do, you can find out about new job openings, as well as gain more insight into their culture and what it takes to get hired there.

#3: Find your connections.

As one of Houston’s top employment agencies, Murray Resources knows that LinkedIn offers an easy way to find out if you have any connections with the company. Even if a connection you have doesn’t work directly in the department you’re interested in, they can serve as an invaluable source of insight and guidance. They can keep you informed on if and when the company is hiring, as well as how to increase your odds of landing a job there.

#4: Set up Google alerts.

When it comes to your job search, you can use Google alerts in a number of ways, including to learn about new opportunities at the organization, where and how to network with hiring managers, and to monitor news about them. If you do land an interview, the information you find out through these alerts can be especially useful as you’re preparing.

#5: Look for career fairs.

Many top Houston employment agencies and companies rely on career fairs as a source for new candidates and to promote their open positions. Since these are totally focused on recruiting and hiring, they offer you an excellent opportunity to get your foot in the door with your dream company. So do a little leg work online to find out about upcoming career fairs. Their websites typically list participating organizations.

#6: Don’t step over the line.

In your excitement to get hired, it’s easy to go from eager to overboard. Make sure you don’t. If a company has a preferred way of applying for a job, for instance, follow it. Don’t try any wacky tactics or stunts to get noticed; stick to the tried-and-true so you can make the best impression possible.

Want more assistance finding a great new job in Houston in 2019?

Murray Resources can help. As one of Houston’s top employment agencies, we’ll take the time to get to know you and your background, all to connect you with the right job at the best-fit company. Contact us now or search our Houston jobs.

Posted in: Interviewing

How to Customize Your Cover Letter for the Job – Without Forcing It!

December 18th, 2018

You’ve spent hours on your resume. When it comes to your cover letter, it’s tempting to cut corners. But as expert cover letter writers, the team at ResumeSpice knows doing so can sabotage your job search efforts. Hiring managers actually do read these and they offer you another valuable opportunity to set yourself apart as a candidate.

 

So when it comes to crafting a compelling one, how can you go about customizing it for each position in a way that seems authentic, not forced? Start with these simple tips:

 

1: Read through the job posting again.

What skills and abilities do you have that seem most important to this particular employer? Make a list then be sure you’re highlighting them in your cover letter. You don’t need to cover each one. Just one or two where your background is the strongest. This will enable hiring managers to quickly see you’re a fit for the position.

 

2: Open with a compelling statement.

Instead of just stating you’re applying for “XYZ job,” write something that grabs the attention of the hiring manager. They’re going to be seeing many boilerplate letters that all start off the same. So when you take this approach, you’re going to entice them to keep reading.

 

Some ideas about what to lead with include:

 

  • Highlighting someone who referred you to the job or a mutual connection.
  • Bringing up an industry trend to demonstrate your knowledge and experience.
  • Talking about why you entered your career field and expressing passion for what you do.

 

3: Tell a story.

Is there a particular project you worked on that’s highly relevant to the position? Did you recently win an award that speaks to your unique skills and abilities and the value you can offer in this role? Are you genuinely attracted to this company’s products or services? If so, why?

 

Whatever the case, when you tell a story, you’re going to bring your background to life in a way that’s more personal to the hiring manager. This will further enable you to distinguish yourself among other candidates.

 

4: Skip the superficial.

When it comes to your cover letter, don’t litter it with superlatives and unsubstantiated claims. Instead, clear and simple language is your best approach. Calling yourself a “guru” or a “star” candidate will undermine your credibility and make it seem like you’re more fluff and less substance.

 

5: Proofread, proofread, proofread.

Just as with your resume, it’s important to proofread your cover letter carefully to check for mistakes in grammar and spelling. It’s also critical to ensure that you’ve addressed the letter to the right person and that their name and job title are spelled correctly.

 

If you’d like professional help creating a well-written cover letter, turn to the cover letter writers at ResumeSpice. Not only do we know what hiring managers are looking for, but how to set your background apart so you get noticed and get called for an interview. To learn more, call us today at 832.930.7378.

Posted in: Interviewing

6 Sure-Fire Ways for Spotting the Strongest Candidates

December 11th, 2018

When you’re hiring, you want top-quality candidates and the right-fit new hire. Sometimes, though, it can feel like searching for a needle in a haystack. Everyone either feels like they could be a potential fit or no one even comes close. Plus, the clock’s ticking and you need to hire. How can you spot the strongest candidates and keep your hiring process moving along? With these 6 sure-fire tips from Houston’s professional recruiters at Murray Resources:

#1: Make sure they followed directions when applying.

It might sound nit-picky, but if you asked candidates to include a certain subject line when applying and some don’t, it’s an indication they lack attention to detail. If they can’t follow directions when applying for a job, what can you expect from them once in the role?

#2: Evaluate the kinds of questions they’re asking.

Is a candidate asking run-of-the-mill, generic questions they found online? Or are they truly trying to dig deep to understand the role, get to know your company, and discern whether it’s all the right fit for them? The quality of their questions will also give you insight into how they think and what’s important to them.

#3: Talk about past mistakes.

Everyone hates the weaknesses question. But when a candidate can be open and honest about it, explaining what they learned from their biggest failure, it demonstrates accountability and transparency. People make mistakes; even the strongest candidates. It’s how they handle the crisis that can come after, what they learn from it, and how they apply it all that truly sets one apart over another.

#4: Create a mock scenario.

There’s nothing like seeing a candidate in action to help you evaluate whether or not they’re going to be a good fit for you. So, for instance, if you’re hiring a front desk receptionist, create a scenario where they have to answer a call and handle a client. It doesn’t need to be anything complex. However, it’s a simple way for you to ensure they have the skills and abilities to perform well in the role. That way, you can avoid surprises.

#5: Take them to lunch.

If you have a short list of candidates you’re considering, take each one to lunch with a few of your department members. Let them get to know your staff, ask questions and interact, all so you can evaluate how well they mesh. This can go a long way in ensuring they have more than just the technical aptitude to do the job, but the personality to complement the team.

#6: Don’t forget about references.

As professional recruiters in Houston, we know that reference checking is a time-consuming step. However, it’s a necessary one if you want to make sure a candidate that seems like a great fit is really going to be. So don’t skip it.

Also, when you call, ask more than just about job titles and tasks. Dig deeper to find out details like what work environment the candidate operates best in, how well they handle stress, what their biggest strength is and what past employers miss most about them.

If you’d like help sourcing the strongest candidates for your organization, call Houston’s professional recruiters at Murray Resources. We can help you locate and attract today’s top talent, all so you can build the most cohesive team possible. Contact us today to learn more or get started.

Posted in: Interviewing

2019 Recruiting Conferences Event Calendar

December 10th, 2018

Below is a Human Resources / HR conference calendar for professionals looking to network and stay up to date on the latest news, regulations, and technologies affecting the HR world. To suggest a conference for this list, please email info@murrayresources.com

(Last updated December 2018. Dates and locations subject to change – please verify)

 

Social Recruiting Strategies Conference

January 30 – February 1, 2019

Hyatt Centric Fisherman’s Wharf San Francisco, 555 North Point St, San Francisco, CA 94133

https://socialrecruitingstrategies.com/

 

ATD TechKnowledge

February 6 – 8, 2019

West Palm Beach, Florida

https://techknowledge.td.org/?_ga=2.121072651.2040264694.1538535094-246727068.1538535094

 

Recruiting Trends & Talent Tech

February 20 – 22, 2019

Caesars Palace, 3570 S Las Vegas Blvd, Las Vegas, NV 89109

http://recruitingtrendsconf.com/

 

HIRE19

February 26 – 27, 2019

Pier 27, The Embarcadero, San Francisco, CA 94111

https://www.smartrecruiters.com/

 

2019 People Analytics & Workforce Planning Conference

March 5 – 7, 2019

InterContinental Miami, 100 Chopin Plaza, Miami, FL

http://www.hci.org/pawp-conference/2019

 

Center for Workplace Compliance – 2019 Policy Conference

March 6 – 8, 2019

Capital Hilton, 1001 16th Street NW, Washington, DC 20036

https://www.cwc.org/CWC/Conferences/Policy_Conference/CWC/Conferences/Policy_Conference___Landing.aspx

 

i4cp 2019 Annual Conference

March 11 – 14, 2019

Fairmont Scottsdale Princess, Scottsdale, AZ

https://www.i4cp.com/conference

 

WorkHuman 2019 Conference

March 18 – 21, 2019

Gaylord Opryland Resort & Convention Center, 2800 Opryland Dr, Nashville, TN

https://www.workhuman.com/

 

HR Transform

March 26 – 28, 2019

MGM Grand, 3799 S Las Vegas Blvd, Las Vegas, NV 89109

https://transform.us/

 

New York City SHRM Annual Conference

April 5, 2019

Convene, 101 Greenwich Street, New York, NY 10006

https://www.nycshrm.org/events/EventDetails.aspx?id=1123424&group=

 

Health & Benefits Leadership Conference

April 24 – 26, 2019

ARIA Resort & Casino, 3730 Las Vegas Boulevard South, Las Vegas, NV 89158

http://www.benefitsconf.com/

 

2019 Inclusive Diversity Conference

May 6 – 7 2019

Hilton San Francisco Union Square, San Francisco, CA 94102

http://www.hci.org/id-conference/2019

 

2019 Oklahoma Human Resources Conference & Expo

May 8 – 10, 2019

Embassy Suites by Hilton Norman Hotel & Conference Center, 2501 Conference Dr, Norman, OK 73069

https://www.okhrconference.com/

 

Talent Acquisition Compliance Summit

May 9 – 10 2019

Charlotte Marriott City Center, 100 W Trade St, Charlotte, NC 28202

https://www.cwc.org/CWC/Conferences/Talent_Acquisition_Compliance_Summit/CWC/Conferences/Talent_Conference___Landing.aspx

 

RECRUITCON 2019 Talent Aquisition Event

May 9 – 10 2019

Hyatt Regency Austin, 208 Barton Springs Rd, Austin, TX 78704

https://www.eventbrite.com/e/recruitcon-2019-the-nations-most-popular-talent-acquisition-event-for-employers-blr-s-tickets-46308445808

 

Indeed Interactive

May 13 – 15 2019

Austin Convention Center, 500 E Cesar Chavez St, Austin, TX 78701

http://indeedinteractive.com/?utm_source=vivahr-hr-conferences

 

UNLEASH America 2019

May 14 – 15 2019

Las Vegas Aria Resort & Casino, 3730 S Las Vegas Blvd, Las Vegas, NV 89158

https://www.unleashgroup.io/america

 

American Payroll Association’s 37th Annual Congress

May 14 – 18, 2019

Long Beach, CA (no specific venue yet)

https://apacongress.com/

 

2019 Strategic Talent Acquisition Conference

June 10 – 12, 2019

Sheraton Denver Downtown, Denver, CO 80202

http://www.hci.org/sta-conference/2019

 

2019 SHRM Annual Conference & Exposition

June 23 – 26, 2019

Las Vegas Convention Center, 3150 Paradise Rd., Las Vegas, NV

http://annual.shrm.org/?_ga=2.86944784.980074553.1532142198-1440021468.1532142198

 

2019 Employee Engagement Conference

July 29 – 31 2019

Sheraton Denver Downtown, Denver, CO 80202

http://www.hci.org/ee-conference/2019

 

HR Florida State Conference & Expo

August 25 – 28, 2019

Gaylord Palms Resort & Convention Center, 6000 W Osceola Pkwy, Kissimmee, FL 34746

http://hrfloridaconference.org/

 

California HR Conference 2019

August 25 – 28, 2019

Long Beach Convention & Entertainment Center, Long Beach

https://cahrconference.org/

 

Texas SHRM Global HR Conference

September 11, 2019

Norris Conference Center, 816 Town & Country Blvd., Houston, TX

http://texasshrmglobalconference.org/

 

2019 IPMA-HR International Training Conference & Expo

September 21 – 25, 2019

Hyatt Regency Miami, 400 SE 2nd Ave., Miami, FL 33131

https://www.ipma-hr.org/events/detail/2019/09/21/default-calendar/2019-ipma-hr-international-training-conference-expo

 

HR Technology Conference & Exposition

October 1 – 4, 2019

The Venetian, 3355 S Las Vegas Blvd, Las Vegas, NV

http://www.hrtechnologyconference.com/future.html

 

 

Posted in: Interviewing

6 Red Flags to Look Out for in Job Postings

December 4th, 2018

Launching a new job search? When you’re reading through endless postings, it can be hard to tell whether a position is truly a fit for you. Language can be unclear, the requirements list long, and qualifications cumbersome to read through. So how can you evaluate a role to ensure you’re only applying to those that are a good match for you? Murray Resources, one of Houston’s top employment agencies, has the answers you need. Start by looking out for these six red flags:

#1: The position sounds vague.

If you’re reading through a job ad and can’t quite discern what the employer wants, then it’s time to move on. Sometimes, the goal of these kinds of postings is to create a pipeline of candidates for future opportunities. Or it could be that the company hasn’t done a thorough job of defining the role. Whatever the case, you want a job with concrete details not unclear expectations.

#2: The job title doesn’t seem to match the description.

It sounds like a no-brainer, but make sure the job title and the description match up. Inconsistencies are a warning sign. For instance, if the title is managerial in nature, yet the description of the role has nothing to do with management, it could be an indication the company is trying to make an opportunity sound more attractive than it actually is.

#3: The job keeps getting reposted.

A company may be having a hard time filling a role and there’s often a reason why there’s high turnover and a lack of interest. So if you keep seeing the same job over and over, think twice before applying.

#4: It offers an astronomical salary.

If an entry level job is offering to pay $100k per year, then it’s likely not legitimate. Likewise, be wary when a posting lists earning potential and not actual salary.

#5: It asks you to work for free.

When applying to jobs, you might have to perform a small assignment or project so hiring managers can better evaluate your skill set. But if they ask you to work for free or spend hours or days on a task, then look elsewhere for opportunities.

#6: It asks for sensitive information.

Whether it’s a personal photo or a Social Security number, legitimate job postings should not be requesting this kind of information. It’s irrelevant to the job and certain kinds of details can actually be illegal to ask for.

Ready to put your career in the hands of the experts and find the best new job for you?

Call one of Houston’s leading employment agencies: Murray Resources. Our clients are always looking for talented individuals for a wide variety of permanent, temporary, temp-to-hire, and contract positions. Let us help you find the role and company that’s right for you, all so you can achieve your career goals. Contact us today or search our Houston jobs now.

Posted in: Interviewing

4 Tips for Taking the Pain Out of Year-End Performance Reviews

November 27th, 2018

That time of the year is upon us: performance reviews. It’s certainly not everyone’s favorite obligation, but when approached right, can be extremely valuable. The trick is, how do you make them easy and painless – and derive value from them? It’s simpler than you might think. Here are a few steps to take from the Houston, Texas headhunters at Murray Resources to help with your next round:

Don’t pass on preparing.

The more you and your employees put into preparing for performance reviews, the more you’ll both get out of them. As the boss, that’s a lot of work depending on the size of your team. However, if you walk into a review without a lot of thought as to goals and expectations, you’re simply wasting everyone’s time. Instead, you owe it to your staff members to make the effort and truly review past performance, thinking through strengths, weaknesses and goals for the future.

Be clear about your expectations.

There’s no need for high and lofty objectives and big-picture strategies when it comes to this conversation. Keep it simple and clear. Let your employees know where they stand. Don’t be vague or sugar coat. Just have a conversation in plain language that outlines what’s working, what’s not and what you need going forward. If your employees leave their reviews uncertain about your expectations, they’re not going to hit your targets.

Keep development top of mind.

Remember, as the manager, it’s your job to ensure your people are learning and growing. That’s why a performance review is a good time to talk about career advancement, general goals and development. Ask your employees what they like about their jobs and what they’d give up. Also talk about where they see themselves in the company in the future. When you take a sincere interest in the careers of your employees, not only will they be stronger for it, but they’ll feel more valued.

Don’t blindside.

If an employee is having major performance issues, don’t wait until a review to bring it up. Instead, this should be dealt with in a timely manner as it’s occurring. If it’s already a known problem, you might bring it up to discuss progress. However, your employee shouldn’t be hearing about it for the first time in a review. This will throw the conversation completely off track and away from overall performance.

As Houston, Texas headhunters, Murray Resources knows that organizations take all different kinds of approaches when it comes to conducting performance reviews. Whatever your’s looks like, incorporate the tips above and you’ll be well on your way to a less painful and more productive review process.

Need help finding top-quality performers for your team in 2019?

Call the Houston, Texas headhunters at Murray Resources. We’re the local source for high-quality talent, quickly. We’ll learn about your goals and needs, source top-fit talent, and help you make the best hiring decisions possible for your team. Contact us today to learn more or get started.

Posted in: Interviewing

How to Interview and Hire Top People Each and Every Time

November 20th, 2018

A Guide to Hiring the Best Talent

The most important aspect of any business is recruiting, selecting, and retaining top people. Research shows that those organizations that spend more time recruiting high-caliber people earn 22% higher return to shareholders than their industry peers. However, most employers do a miserable job selecting people, having little knowledge of how to interview and hire top people each and every time. Many companies rely on outdated and ineffective interviewing and hiring techniques. This critical responsibility sometimes gets the least emphasis.

Below are several reasons why traditional hiring and interviewing techniques are inadequate:

  • The majority of applicants “exaggerate” to get a job
  • Most hiring decisions are made by intuition during the first few minutes of the interview
  • Two out of three hires prove to be a bad fit within the first year on the job
  • Most interviewers are not properly trained, nor do they like to interview applicants
  • Excellent employees are misplaced and grow frustrated in jobs where they are unable to utilize their strengths

A Five-Step Interviewing Process

Cisco CEO John Chambers said, “A world-class engineer with five peers can outproduce 200 regular engineers.” Instead of waiting for people to apply for jobs, top organizations spend more time looking for high-caliber people. An effective selection and interviewing process follow these five steps:

Step 1 | Prepare – Prior to the interview make sure you understand the key elements of the job. Develop a simple outline that covers the job duties. Possibly work with the incumbent or people familiar with the various responsibilities to understand what the job is about. Screen the resumes and applications to gain information for the interview. Standardize and prepare the questions you will ask each applicant.

Step 2 | Purpose – Skilled and talented people have more choices and job opportunities from which to choose. The interviewer forms the applicant’s first impression of the company. Not only are you trying to determine the best applicant, but you also have to convince the applicant this is the best place for them to work.

Step 3 | Performance – Identify the knowledge, attributes, and skills the applicant needs for success. If the job requires special education or licensing, be sure to include it on your list. Identify the top seven attributes or competencies the job requires and structure the interview accordingly. Some of these attributes might include:

  • What authority the person has to discipline, hire, and/or fire others and establish performance objectives
  • What financial responsibility, authority, and control the person has
  • What decision-making authority the person has
  • How this person is held accountable for performance objectives for their team, business unit, or organization
  • The consequences they are responsible for when mistakes are made.

Step 4 | People Skills – The most difficult to determine, as well as the most important part of the process, is identifying the people skills a person brings to the job. Each applicant wears a “mask.” A good interviewing and selecting process discovers who is behind that mask and determines if a match exists between the individual and the job. By understanding the applicant’s personality style, values, and motivations, you are guaranteed to improve your hiring and selecting process.

Pre-employment profiles are an important aspect of the hiring process for a growing number of employers. By using behavioral assessments and personality profiles, organizations can quickly learn how the person will interact with their co-workers, customers, and direct reports. They provide an accurate analysis of an applicant’s behaviors and attitudes, otherwise left to subjective judgment.

Step 5 | Process – The best interviews follow a structured process. This doesn’t mean the entire process is inflexible without spontaneity. Rather, each applicant is asked the same questions and is scored with a consistent rating process. A structured approach helps to avoid bias and gives all applicants a fair chance. The best way to accomplish this is by using behavioral-based questions and situational questions.

Posted in: Interviewing

6 Habits of Highly Successful Job Seekers

November 20th, 2018

Launching a job search is a daunting task. There’s so much as stake, plus plenty of work to do. In fact, it can almost feel like a full-time role. However, the good news is that there are certain habits you can develop today, so that your job search pays off faster tomorrow. Murray Resources, leading job recruiters in Houston, TX, has the answers you need. Here’s a look:

#1: Identify what makes you different.

For every job opening, there are hundreds of candidates that apply. How are you going to set yourself apart in the sea of them? To do that, it’s important that you understand the unique value you can offer an employer and where you can contribute the most. Then communicate this on your resume, in your cover letter, during interviews and throughout the hiring process.

#2: Enhance your credentials.

Look for ways to improve your credentials, so they’re more attractive to potential employers. There are any number of ways to do this, from attending career seminars and participating in professional development opportunities to reading career and industry books and staying on top of the latest trends and technologies in your field.

#3: Spread the word.

When it comes to finding a new job faster, it’s important to network and let people know you’re looking. While you might take a cautious approach to this if you’re currently employed, it’s still important to step out and inform people you’re on the hunt. With so many jobs filled through word of mouth, this is an easy and effective way to find out about leads you might not otherwise know about.

#4: Explore social media.

You might be more comfortable sticking to the online job boards. But in today’s world, so many opportunities are listed and broadcast on social media. That’s why it’s important to develop a firm presence, whether on LinkedIn, Twitter or industry-specific sites.

When you do, you can interact with job recruiters in Houston, TX and hiring managers and better sell yourself to them directly. Not only that, but you’ll gain a better sense of what it’s like to work at each company, so you can assess whether it’s the right environment for you.

#5: Practice interviewing skills.

The interview is your opportunity to set yourself apart among other candidates. But you can’t walk into one unprepared and expect to perform well. It’s important to practice your skills. To do so, ask a friend or family member to conduct a mock interview with you. Record it and review your answers and performance after. Once you do, you’ll have a more insight into the area’s where you need to improve.

#6: Get help from a professional.

Job recruiters in Houston, TX can help your job search in many ways. Not only will they be able to assist when it comes to polishing your resume and interview skills, but they’ll also be able to connect you with the best-fit opportunities for you. Along the way, they can give you plenty of feedback and advice, so you stay on track toward finding that right job for you.

Ready to learn more about how a professional job recruiter in Houston, TX can help you?

Contact Murray Resources. We work with companies to fill a wide variety of permanent, temporary, temp-to-hire, and contract positions. Many of these are not available through other recruiting firms, so we’re able to provide you with access to jobs you won’t find elsewhere. Search our jobs in Houston now or connect with our team today.

Posted in: Interviewing

50 Best Behavior-Based Interview Questions To Ask

November 17th, 2018

Behavioral-based interviews emphasize past performance as a predictor of future performance. While the questions and characteristics listed below are by no means comprehensive, they should provide a great starting point for your next behavioral interview.

If You’re Looking For Behaviors that Revolve Around Leadership:

  • Tell me about a time when you accomplished something significant that wouldn’t have happened if you had not been there to make it happen.
  • Tell me about a time when you were able to step into a situation, take charge, muster support and achieve good results.
  • Describe for me a time when you may have been disappointed in your behavior.
  • Tell me about a time when you had to discipline or fire a friend.
  • Tell me about a time when you’ve had to develop leaders under you.

If You’re Looking For Behaviors that Revolve Around Initiative and Follow-through:

  • Give me an example of a situation where you had to overcome major obstacles to achieve your objectives.
  • Tell me about a goal that you set that took a long time to achieve or that you are still working towards.
  • Tell me about a time when you won (or lost) an important contract.
  • Tell me about a time when you used your political savvy to push a program through that you really believed in.
  • Tell me about a situation that you had a significant impact on because of your follow-through.

If You’re Looking For Behaviors that Revolve Around Thinking and Problem Solving:

  • Tell me about a time when you had to analyze facts quickly, define key issues, and respond immediately or develop a plan that produced good results.
  • If you had to do that activity over again, how would you do it differently?
  • Describe for me a situation where you may have missed an obvious solution to a problem.
  • Tell me about a time when you anticipated potential problems and developed preventative measures.
  • Tell me about a time when you surmounted a major obstacle.

If You’re Looking For Behaviors that Revolve Around Communication:

  • Tell me about a time when you had to present a proposal to a person in authority and were able to do this successfully.
  • Tell me about a situation where you had to be persuasive and sell your idea to someone else.
  • Describe for me a situation where you persuaded team members to do things your way. What was the effect?
  • Tell me about a time when you were tolerant of an opinion that was different from yours.

If You’re Looking For Behaviors that Revolve Around Working Effectively with Others:

  • Give me an example that would show that you’ve been able to develop and maintain productive relations with others, though there were differing points of view.
  • Tell me about a time when you were able to motivate others to get the desired results.
  • Tell me about a difficult situation with a co-worker, and how you handled it.
  • Tell me about a time when you played an integral role in getting a team (or work group) back on track.

If You’re Looking For Behaviors that Revolve Around Work Quality:

  • Tell me about a time when you wrote a report that was well received. What do you attribute that to?
  • Tell me about a time when you wrote a report that was not well received. What do you attribute that to?
  • Tell me about a specific project or program that you were involved with that resulted in improvement in a major work area.
  • Tell me about a time when you set your sights too high (or too low).

If You’re Looking For Behaviors that Revolve Around Creativity and Innovation:

  • Tell me about a situation in which you were able to find a new and better way of doing something significant.
  • Tell me about a time when you were creative in solving a problem.
  • Describe a time when you were able to come up with new ideas that were key to the success of some activity or project.
  • Tell me about a time when you had to bring out the creativity in others.

If You’re Looking For Behaviors that Revolve Around Priority Setting:

  • Tell me about a time when you had to balance competing priorities and did so successfully.
  • Tell me about a time when you had to pick out the most important things in some activity and make sure those got done.
  • Tell me about a time that you prioritized the elements of a complicated project.
  • Tell me about a time when you got bogged down in the details of a project.

If You’re Looking For Behaviors that Revolve Around Decision Making:

  • Describe for me a time when you had to make an important decision with limited facts.
  • Tell me about a time when you were forced to make an unpopular decision.
  • Describe for me a time when you had to adapt to a difficult situation. What did you do?
  • Tell me about a time when you made a bad decision.
  • Tell me about a time when you hired (or fired) the wrong person.

If You’re Looking For Behaviors that Revolve Around Ability to Work in Varying Work Conditions (stress, changing deadlines, etc.):

  • Tell me about a time when you worked effectively under pressure.
  • Tell me about a time when you were unable to complete a project on time.
  • Tell me about a time when you had to change work mid-stream because of changing organizational priorities.
  • Describe for me what you do to handle stressful situations.

If You’re Looking For Behaviors that Revolve Around Delegation

  • Tell me about a time when you delegated a project effectively.
  • Tell me about a time when you did a poor job of delegating.
  • Describe for me a time when you had to delegate to a person with a full workload, and how you went about doing it.

If You’re Looking For Behaviors that Revolve Around Customer Service

  • Tell me about a time when you had to deal with an irate customer.
  • Tell me about one or two customer-service related programs that you’ve done that you’re particularly proud of.
  • Tell me about a time when you made a lasting, positive impression on a customer.

Every temporary or contract candidate we present for a position has been through rigorous skill and assessment testing to ensure they have both the skills and behavioral work style to match the job requirements and your company’s culture.

Our MASTR (Murray Assessment, Screening, Testing and Referencing) recruiting and candidate assessment process assures the highest quality matches between job seeker and employer, so your firm will receive candidates who not only have the right qualifications but who also have the appropriate personality and cultural fit for your organization. Learn more about our process.

Posted in: Interviewing

Looking for Your Next Company Leader? Here’s What to Ask in an Interview

November 13th, 2018

Great leaders add value to your company in the form of innovation, collaboration, and higher productivity and profits. Poor leaders, on the other hand, can truly drag a team down, eating away at the bottom line.

But when it comes time to hire your next company leader, how do you get behind the candidate mask and tell whether the person you’re evaluating really has what you’re looking for or if they just sound great in an interview? The Houston recruiters at Murray Resources can help. Start with these questions related to the following key areas:

Opportunities

  • Explain a time when you identified a business opportunity you wanted your company to take advantage of?
  • How did you recognize it? Why did you think it was important?
  • How did you make the case for it? What kind of support did you ask for and get?
  • What challenges did you face long the way?
  • What was the overall outcome?

Successes

  • Tell me about a project you’re most proud of. What was the outcome?
  • Explain a time when your idea improved your company in some way?
  • Talk about a time when a project didn’t work out the way you hoped.
  • How do you go about persuading people when they don’t agree with or share your vision?

Employee Relationships

  • What would you do if you had an employee quit at the last minute and you were under pressure due to a tight deadline?
  • What’s your strategy for monitoring the performance of individuals on your team?
  • How do you go about keeping your people motivated? What do you do when you see someone getting off track?
  • How would you describe your individual leadership style?

As candidates are answering these questions, look for those who can get as specific as possible with examples, statistics, percentages, timelines and dollar amounts. As Houston recruiters, we know vague answers are often a red flag. A few other warning signs to be on the lookout for include:

  • Negativity and arrogance. This isn’t the kind of attitude that will motivate a team to succeed.
  • Discrepancies. If something doesn’t align with what a candidate wrote on their resume, make sure you ask plenty of follow up questions to find out the truth.
  • Rigidness. Good leaders are flexible and need to be able to adjust. If there’s any sense of inflexibility, this could be a sign of how they manage their team, which is a challenge even under the best of circumstances.
  • Defensiveness. If you ask questions and get defensiveness in return, you’re going to wonder why. It could be a sign that a candidate isn’t willing to take on accountability when issues arise.

Get professional help hiring your next company leaders.

With Murray Resources we make it easy. In fact, as award-winning Houston recruiters, we’ve helped high-performance organizations – including numerous Fortune 1000 companies – build their teams for over 30 years. Contact us today to learn more about what makes us different.

Posted in: Interviewing

Ask Houston’s Accounting Recruiters: How Do I Get Promoted?

November 6th, 2018

Happy in your current job in accounting? You should still be mapping out your future. In fact, if you want to advance your career – even if it’s down the line – there are some important steps to be taking now. Your career is and should always be a work in progress. To help you make the most of it, Houston’s accounting recruiters at Murray Resources offer some tips for setting yourself up for success:

#1: Identify advancement opportunities at your company.

Depending on the organization you work for, there are likely many different pathways to promotion. It’s up to you to determine which works best for your career and interests. For instance, if you’re in general accounting, do you want to get on the audit track or into tax accounting? While it’s always a good idea to be open to different possibilities, knowing where you want to go will make it easier to identify and plan out the best pathway for getting there.

#2: Find out what education you need.

In the field of accounting, there are many different degrees and certifications you could earn. Which is best for the type of accounting you want to do in the future? As Houston’s accounting recruiters, Murray Resources knows if you’re interested in the world of public accounting, then earning a CPA is critical. Or, if you’re focused on auditing, then obtaining a certification as a CIA is important. Other certifications that could be valuable to your accounting career include CISA, CPP and CCEP. Also, if the management track piques your interest – and you want to become a comptroller or CFO someday – then you’re likely going to need an MBA, as well.

#3: Focus on soft skills.

In the world of accounting, technical skills are king. But that doesn’t mean soft skills should completely fall to the wayside. In order to advance your career, especially into a leadership position, you need to ensure skills like communication are top-notch. In addition, make sure you’re coming to work each day with a positive and professional attitude. Your manager likely won’t want to promote you if you have a reputation as a naysayer or constant complainer.

#4: Volunteer for challenging assignments.

You’re not going to get ahead by staying in your comfort zone. That’s why it’s important to put yourself out there and volunteer for the tough assignments no one else wants to take on or those that you find especially challenging. For instance, if you need to hone your public speaking skills, go after those assignments that require presentations and verbal reports, so you can focus on improving those skills.

#5: Communicate your ambitions to your boss.

Your boss will often be the one who will refer you for promotions, so tell them about your career ambitions. They can be a source of valuable information and advice, including what specific steps you need to take to get ahead in your career with your company. They can suggest continuing education courses, stretch assignments, or even a mentoring program you could get involved in. But you won’t know what’s available until you ask.

Ready for a promotion to a new accounting job outside your company?

Houston’s accounting recruiters at Murray Resources can help. Whether you work in banking, billing, credit, taxes, or another accounting- or finance-related area, we can connect you with top opportunities and leading employers across Houston, TX. Contact us today to learn more.

Posted in: Interviewing

2019 Human Resources (HR) Conferences Event Calendar

October 23rd, 2018

Below are the top Human Resources / HR conferences U.S. HR professionals looking to network and stay up to date on the latest news, regulations, and technologies affecting the HR world. To suggest a conference for this list, please email info@murrayresources.com

(Last updated October 2018. Dates and locations subject to change – please verify)

 

Social Recruiting Strategies Conference

January 30 – February 1, 2019

Hyatt Centric Fisherman’s Wharf San Francisco, 555 North Point St, San Francisco, CA 94133

https://socialrecruitingstrategies.com/

 

ATD TechKnowledge

February 6 – 8, 2019

West Palm Beach, Florida

https://techknowledge.td.org/?_ga=2.121072651.2040264694.1538535094-246727068.1538535094

 

Recruiting Trends & Talent Tech

February 20 – 22, 2019

Caesars Palace, 3570 S Las Vegas Blvd, Las Vegas, NV 89109

http://recruitingtrendsconf.com/

 

Hiring Success Conference 2019

February 26 – 27, 2019

Pier 27, The Embarcadero, San Francisco, CA 94111

https://www.smartrecruiters.com/hiring-success/americas/

 

2019 People Analytics & Workforce Planning Conference

March 5 – 7, 2019

InterContinental Miami, 100 Chopin Plaza, Miami, FL

http://www.hci.org/pawp-conference/2019

 

Center for Workplace Compliance – 2019 Policy Conference

March 6 – 8, 2019

Capital Hilton, 1001 16th Street NW, Washington, DC 20036

https://www.cwc.org/CWC/Conferences/Policy_Conference/CWC/Conferences/Policy_Conference___Landing.aspx

 

i4cp 2019 Annual Conference

March 11 – 14, 2019

Fairmont Scottsdale Princess, Scottsdale, AZ

https://www.i4cp.com/conference

 

HR West 2019 Conference

March 11 – 13, 2019

Oakland Convention Center, 550 10th St, Oakland, CA 94607

http://www.hrwest.org/

 

WorkHuman 2019 Conference

March 18 – 21, 2019

Gaylord Opryland Resort & Convention Center, 2800 Opryland Dr, Nashville, TN

https://www.workhuman.com/

 

HR Transform

March 26 – 28, 2019

MGM Grand, 3799 S Las Vegas Blvd, Las Vegas, NV 89109

https://transform.us/

 

New York City SHRM Annual Conference

April 5, 2019

Convene, 101 Greenwich Street, New York, NY 10006

https://www.nycshrm.org/events/EventDetails.aspx?id=1123424&group=

 

2019 SHRM Talent Conference & Exposition

April 8 – 10, 2019

Gaylord Opryland Resort & Convention Center, 2800 Opryland Drive, Nashville, TN 37214

https://conferences.shrm.org/talent-conference?_ga=2.225416216.349283778.1550105309-1733726600.1550105309

 

Health & Benefits Leadership Conference

April 24 – 26, 2019

ARIA Resort & Casino, 3730 Las Vegas Boulevard South, Las Vegas, NV 89158

http://www.benefitsconf.com/

 

2019 Inclusive Diversity Conference

May 6 – 7 2019

Hilton San Francisco Union Square, San Francisco, CA 94102

http://www.hci.org/id-conference/2019

 

2019 Oklahoma Human Resources Conference & Expo

May 8 – 10, 2019

Embassy Suites by Hilton Norman Hotel & Conference Center, 2501 Conference Dr, Norman, OK 73069

https://www.okhrconference.com/

 

Indeed Interactive

May 13 – 15, 2019

Austin Convention Center, St. Entrance, 500 E Cesar Chavez St #4th, Austin, TX 78701

https://indeedinteractive.com/?utm_source=vivahr-hr-conferences#travel-accommodations

 

Talent Acquisition Compliance Summit

May 9 – 10 2019

Charlotte Marriott City Center, 100 W Trade St, Charlotte, NC 28202

https://www.cwc.org/CWC/Conferences/Talent_Acquisition_Compliance_Summit/CWC/Conferences/Talent_Conference___Landing.aspx

 

UNLEASH America 2019

May 14 – 15 2019

Las Vegas Aria Resort & Casino, 3730 S Las Vegas Blvd, Las Vegas, NV 89158

https://www.unleashgroup.io/america

 

American Payroll Association’s 37th Annual Congress

May 14 – 18, 2019

Long Beach, CA (no specific venue yet)

https://apacongress.com/

 

ATD International Conference & Exposition

May 19 – 22, 2019

Walter E. Washington Convention Center, 801 Mt Vernon Place NW, Washington, DC 20001

https://atdconference.td.org/about

 

2019 Strategic Talent Acquisition Conference

June 10 – 12, 2019

Sheraton Denver Downtown, Denver, CO 80202

http://www.hci.org/sta-conference/2019

 

Greenhouse Open

June 12 – 13, 2019

Jacob Javits Convention Center, 655 W 34th St., New York, NY 10001

https://greenhouseopen.com/

 

2019 SHRM Annual Conference & Exposition

June 23 – 26, 2019

Las Vegas Convention Center, 3150 Paradise Rd., Las Vegas, NV

http://annual.shrm.org/?_ga=2.86944784.980074553.1532142198-1440021468.1532142198

 

Culture Summit

June 25 – 27, 2019

City View at Metreon, 135 4th St #4000, San Francisco, CA 94103

https://www.culturesummit.co/

 

2019 Employee Engagement Conference

July 29 – 31 2019

Sheraton Denver Downtown, Denver, CO 80202

http://www.hci.org/ee-conference/2019

 

HR Florida State Conference & Expo

August 25 – 28, 2019

Gaylord Palms Resort & Convention Center, 6000 W Osceola Pkwy, Kissimmee, FL 34746

http://hrfloridaconference.org/

 

California HR Conference 2019

August 25 – 28, 2019

Long Beach Convention & Entertainment Center, Long Beach

https://cahrconference.org/

 

Texas SHRM Global HR Conference

September 11, 2019

Norris Conference Center, 816 Town & Country Blvd., Houston, TX

http://texasshrmglobalconference.org/

 

2019 IPMA-HR International Training Conference & Expo

September 21 – 25, 2019

Hyatt Regency Miami, 400 SE 2nd Ave., Miami, FL 33131

https://www.ipma-hr.org/events/detail/2019/09/21/default-calendar/2019-ipma-hr-international-training-conference-expo

 

HR Technology Conference & Exposition

October 1 – 4, 2019

The Venetian, 3355 S Las Vegas Blvd, Las Vegas, NV

http://www.hrtechnologyconference.com/future.html

 

 

Posted in: Interviewing

Want to Attract Top Talent? Create Opportunities, Not Just Openings

October 23rd, 2018

When it comes to attracting and hiring the best, it’s important to move beyond salary and benefits. In fact, according to a recent survey by Indeed, only 12% of employees cited salary as an important factor in their job. Not only that, but 55% said they’d consider turning down a pay raise if it meant a work environment or co-workers they didn’t like.

Clearly, it’s more about the opportunity and less just about the money. So how can you focus on those offerings that will attract high-quality people to your company? Here are some tips from Murray Resources – one of Houston, TX’s top staffing agencies – to get you started:

Flexibility.

For a huge number of job candidates, flexibility is one of the top factors they consider when making career decisions, whether it’s through flex scheduling, telecommuting daily, or working from home one day a week.

Reputation.

Top candidates want to work for those companies that offer great products, innovative technology and have a strong reputation for stability in their industry.

Educational opportunities.

The smartest workers don’t want to stay where they are. Instead, they want to be able to access educational opportunities that help them acquire new skills and put them to use, adding more value to their employer’s bottom line.

Opportunities to advance.

In addition to educational opportunities, quality candidates want to work for companies where they know they can get ahead. So if you have a policy for internal promotions, play it up during the interview and hiring process.

Supportive culture.

Self-aware candidates will understand how they’re wired and look for those companies that have a culture that’s a fit for them. So during the interview and hiring process, make sure you educate candidates about your culture and what it’s like to be a part of the team.

Strong leadership.

The best candidates don’t want to put their careers into the hands of companies without great leaders. They’re looking for those organizations that have an executive team with a solid strategic vision and a passion for achieving the company’s mission.

Fairness, respect and integrity.

How you treat candidates during the interview process will send a loud and clear message as to how employees are treated on the job. So make sure you’re always respectful, communicating openly and honestly with all those you’re considering hiring.

Get help promoting the advantages of your employer brand and hiring the top candidates you need.

Hiring and promoting your employer brand to candidates takes a lot of work. If you don’t have enough time for the task in your busy schedule, consider handing it off to the team who can help: Murray Resources. As one of Houston, TX’s top staffing agencies, we have the experienced recruiters and expert process, all to deliver exceptional results in the form of high caliber employees.

Contact our Houston, TX staffing agency today to learn more or get started.

Posted in: Interviewing

What Candidates Expect from the Hiring Process

October 9th, 2018

During the hiring process, you’re focused on trying to source and screen top candidates. But are you also investing some time and effort into what the experience is like for applicants? As leading Houston recruiters, Murray Resources knows if you’re not, you could unintentionally be sending the wrong message and, as a result, harming your employer brand.

To ensure that’s not happening, here’s a look at what candidates expect:

Respect.

Candidates aren’t simply potential new hires. They’re also potential customers who can sway other prospective customers about how your company is run. So if they have a poor candidate experience – for instance, you promise to call them back after an interview and never do – then they’ll have a negative impression of your company. Thanks to social media, that’s an opinion they can broadcast to hundreds or even thousands of people.

A smooth process.

If hiring is taking months instead of weeks, then you’re going to lose out on your top candidates. Either they’re going to get frustrated and drop out of the running, or another company is going to extend them an offer before you do.

Sometimes, your hands are tied and there’s not a lot you can do about a lengthy process. When that’s the case, make sure you keep candidates in the loop. Send them regular emails informing them about progress and letting them know that the hiring process is still rolling along, albeit slowly.

Communication.

Speaking of communication, as Houston recruiters, we know that candidates expect a good amount of it. Unfortunately, though, many times they’re left in the dark. But even if they’re not right for a particular position, they could be the perfect fit for another job down the line. It’s therefore always important to communicate quickly with candidates and let them know where they stand. Even if it’s bad news, they’ll appreciate the feedback so they can move on.

Keep in mind, in today’s world filled with Tweets and social media rants, a positive employer brand is more important than ever. While you might think you’d never hire someone who complained about your company on social media, they could still impact many people’s perception of your organization and how well it’s run. That’s why it’s important to be considerate of candidates and communicate with them regularly throughout the hiring process.

Interested in outsourcing hiring to local experts?

Give Murray Resources a call. Our top priority is delivering exceptional job candidates, not good candidates who may have the adequate skills. But people who are truly top performers. If you’re ready to take advantage of all our Houston recruiters can offer your team, contact us today.

Posted in: Interviewing

6 Killer Mistakes to Avoid When Writing Your LinkedIn Profile

October 2nd, 2018

When it comes to your LinkedIn profile, it can make or break your job search efforts. When you have a strong one in place, it will further convince a hiring manager you’re the right person for the job. A weak one, on the other hand, will do the opposite, sabotaging all that hard work you’ve put into your search.

To ensure that doesn’t happen to you, here’s a look at a few LinkedIn mistakes candidates make and how to avoid them:

An unprofessional photo.

As professional Houston recruiters, Murray Resources knows this is the first part of your profile a hiring manager will see. It’s therefore critically important. It doesn’t have to be highly formal or even taken by a professional photographer for that matter. However, it should make you look capable and confident. So avoid posting anything that’s blurry, fuzzy or grainy in any way. Also, skip the group shots where you’ve cropped others out.

A confusing headline.

Your LinkedIn headline is usually the second feature a hiring manager will see since it’s right after your name. The one you use will say a lot about you. When writing it, keep in mind it doesn’t necessarily have to be your job title, which might be relevant only in your company. Instead, it should give recruiters an understanding of your skills and abilities without any fluff (e.g. skip statements like “Strategic, Results-Driven Project Manager”).

Skipping the summary.

Summaries are undoubtedly hard to write. After all, how do you sum up your entire professional career in a few lines. However, don’t skip this part just because it’s a challenge. Instead, invest the time to write (and often rewrite and edit many times) a summary that’s going to showcase your strengths and why Houston companies should consider you.

A career history that doesn’t match your resume.

Whether you’re sending in your resume to HR, a hiring manager or a professional Houston recruiter, they’ll likely look you up on LinkedIn. If your profile is dated or doesn’t match what you sent in on your resume, it will leave them confused over the accuracy of your background information. Avoid this by updating your resume and LinkedIn profile and ensuring the two align with each other. They don’t need to be an exact match; there just shouldn’t be any major discrepancies between them.

No Skills, Recommendations or Activities listed.

The beauty of LinkedIn is that it can offer hiring managers a more well-rounded view of you not just as a candidate, but as a person too. This can help you to stand out in a sea of other candidates that they must screen on a daily basis. But to do so, you need to make sure sections like Skills, Recommendations and Activities are filled in with content that sets you apart.

Vague language.

If you’re stuck when it comes to writing your LinkedIn profile, you’re not alone. Many strong candidates experience writer’s block when it comes to this task. But don’t simply use vague language or copy and paste a generic or boilerplate profile from online. Instead, try to write the way you’d speak to a hiring manager. That means skipping statements, such as “I’m a detail-oriented team player,” and instead striving to come across as authentic, experienced and friendly.

Need help with your LinkedIn profile, resume or finding your next job?

Call the professional Houston recruiters at Murray Resources. We can assist with every aspect of your job search, so you find and secure the position that’s an excellent fit for you. Contact us today to learn more or get started.

Posted in: Interviewing

Own a Small Business? Here’s How to Hire Smarter

September 25th, 2018

Hiring is one of the most important aspects of your business. But it can also be one of the hardest. After all, it’s tough to really tell what a candidate is like on paper. Even when they’re in your office for an interview, they’re typically only showcasing their strengths and skills, all while offering you the right answers.

On top of that, as a small business in Houston, you don’t have the robust HR department that a large corporation does. You’re on your own when it comes to hiring and if you’re not well-trained in interview and evaluation techniques, it can be tough to find and recruit the best quality candidates.

To help make the process easier for you – so you can focus on running your business and increasing profitability – here are some tips from Houston staffing firm, Murray Resources, to put to use:

Source candidates from the right places.

General job boards are a good place to start. But don’t focus solely on them. Make sure you’re targeting those avenues that reach the specific talent you need. For instance, if you’re looking to hire an IT person, attend a hack-a-thon or network at an industry event.

Get references from employees.

Another great place to find out about top talent is to ask your current team of employees. Find out from them whether they know anyone who’d be a good fit for the position. You might want to even implement a rewards policy if you hire someone an employee referred.

Be clear about the position.

It’s difficult for a candidate to know whether a job is the right fit for them if they only have vague details. Both in the job posting, as well as during the interview and hiring process, it’s therefore critical that you’re clear about what the job entails, including day-to-day tasks, as well as any challenges a new hire might encounter.

Promote your strengths.

As a small business in Houston, there are plenty of good reasons why candidates should want to work for you. Make sure they know what they are. Whether it’s your flexible work policy, easy-going atmosphere, or great pay and benefits, it’s important to not only focus on your needs during the hiring process, but a candidate’s as well.

Don’t move too quickly or settle for less than what you need.

When you need to hire, it’s often under the gun. As a leading staffing firm in Houston, we get that. But don’t let that lead to a hasty hiring decision or hiring someone you’re not sure about. If you do, then the chances of a mistake are far greater.

Don’t forget about training and onboarding.

Once you hire your new employee, the work doesn’t end there. It’s just as important for you to offer an onboarding and training program to welcome them and get them up to speed faster.

Ready for help with hiring for your small business?

Murray Resources is here for your team. As a leading provider of staffing in Houston, we can help you find the qualified people you need, where and when you need them, for a vast array of positions. Contact us today to learn more or get started.

Posted in: Interviewing

5 Cover Letter Mistakes to Avoid

September 18th, 2018

When it comes to your job search, the cover letter plays an important part of it. But getting it right can be a challenge, especially if you struggle with writing. The good news is that you don’t have to be the next Ernest Hemingway if you want to craft a cover letter that gets positive results. Instead, Murray Resources, one of Houston, TX’s top employment agencies, has the information you need to avoid some common cover letter mistakes:

Reusing information that’s on your resume.

Your cover letter should complement your resume. It shouldn’t be an exact replica of it. So don’t regurgitate all that’s on your resume in your cover letter. Instead, highlight new areas, talk about why a company should hire you, and discuss why you’re so interested in the position. It should be more of a story and less of an overview of your career history like your resume.

Sending in the same resume for every job.

When hiring managers receive a resume, they expect it to talk specifically about their company, their job opening and what makes you a fit for it. You can’t do that if every cover letter you submit is the same for all employers. That’s why tailoring your cover letter to each opening is so important. When you do, you can dig into the most relevant details about your background and abilities that make you an excellent match for the job.

Touching on soft skills, not technical ones.

Sure, you might be an excellent communicator or collaborator, a reliable employee and a diligent worker. But don’t just focus on your soft skills when you’re writing a cover letter. Hiring managers want to know whether you can do the job and the hard skills you have will give them an indication. Go a step further and give specific examples of how your skills have added value to or benefited past employers.

Sending in a long cover letter.

Hiring managers don’t want to read a three-page cover letter. So keep yours down to a page and edit it if you need to pare it down. Keep in mind that hiring managers are busy and only have a short amount of time to scan resumes and cover letters. You want to ensure your letter clearly and succinctly sets you apart from other candidates.

Writing about unrelated information.

Your cover letter needs to convey to the hiring manager that you have the right abilities for the job and you’d be a good fit. There’s limited space to do that in, which is why it’s so important to focus on these points and not talk about unrelated ones. So don’t ramble or include unnecessary information. Keep it tight and targeted, highlighting only those details that are your best assets and strengths.

Need more help with your cover letter, resume or job search?

Call in Murray Resources, one of Houston, TX’s top employment agencies. We can work with you to learn about your skills, accomplishments and career goals, all so we can connect with rewarding opportunities with today’s top employers. Contact us today to learn more.

Posted in: Interviewing

Tips for Communicating with Candidates During the Hiring Process

September 11th, 2018

When you’re in the middle of hiring, you’re focused on sourcing and screening talent. But did you know that how you communicate with candidates is just as critical during the process? When you keep them in the loop, they’ll appreciate it, building goodwill and a strong employer brand in the process – even if they don’t get hired.

On the other hand, when they’re in the dark or never hear back, they’ll become frustrated and disgruntled with your company. They might even lash out on social media.

To avoid this happening to you, here are a few tips from Murray Resources, top Houston headhunters, for communicating with candidates:

Create an auto response for resumes.

Don’t leave candidates wondering whether you received their resume. Instead, set up an auto response so they know their application materials are under review. These are easy to create and will not only notify candidates that you received their resume, but help keep them informed about the process and the next steps going forward.

Stay connected with those you interview.

For those candidates you’re actively interviewing, stay in touch with them regularly. An occasional touchpoint email is an easy and effective way to let them know the progress of hiring and when to expect a decision. It’s also important to thank them for their patience and tell them you appreciate their time interviewing with you.

Communicate with candidates you don’t hire.

For those who don’t make the cut, inform them as soon as possible. You want to create a positive experience for them and possibly continue the relationship if they were a strong candidate. Communicating with them openly – and in a timely manner – is a good way to do that.

Make hiring decisions quickly.

One of the top ways to lose out on talented candidates and to increase their frustration with your hiring process is to drag your feet when it comes to making a decision. Instead, keep the process moving along swiftly. If there’s a hang up, keep candidates informed throughout it so they don’t feel ignored.

Need more help with your hiring process?

Call the team at Murray Resources. As top Houston headhunters, we’ve been working with leading organizations to identify their human resource needs, locate top talent, and maximize employee productivity. Simply contact us today to get started or learn more about how we can help your company.

Posted in: Interviewing

4 Common Interview Questions You’ll Be Asked – and How to Answer Each

September 4th, 2018

When you have a job interview on the horizon, it’s important that you prepare ahead of time. But how can you do that if you don’t know the questions you’ll be asked? As one of Houston’s top employment agencies, Murray Resources has the answers you need. Whatever field you work in and whatever your experience level, there are several questions that most hiring managers ask. Here’s a look at them and how to respond to each one:

Why do you want to leave your current job?

Don’t just say you’re looking for more responsibility or a new challenge. Instead, get specific about what it is you’re seeking out in a new role and with a different employer. Whatever you say, just don’t badmouth your previous employer, even if you’re leaving due to an issue with your boss or company management.

Why are you interested in this job?

Hiring managers ask this question for a few different reasons. They’re wondering if you’re prepared enough to talk in detail about what it is that most interests you about the position and their company. They also want to gain a sense of what’s important to you in a job. When you’re answering this question, focus on the opportunity, not on the short commute or amazing benefits you would have.

What areas does your boss say you need to improve on? Which areas do you get the most praise for?

These are the kinds of questions where you’ll be talking about strengths and weaknesses. In terms of strengths, focus on those that are most relevant to the employer and the opportunity. For weaknesses, answer this question authentically, not with “I work too hard” or “I’m a perfectionist.” Hiring managers have heard these lines before and won’t be impressed by them.

What are your salary expectations?

Candidates dread this question and for good reason: You don’t want to leave money on the table. That’s why it’s up to you to conduct some research before your interview and find out what your skills and experience are worth on Houston’s employment market. That way, you can answer this question intelligently, based on facts and numbers, not just an amount you pull from the sky.

Interested in professional help preparing for interviews or any other aspect of your job search?

Connect with Murray Resources, one of Houston’s top employment agencies. We can help you polish your resume and improve your interview skills, all so you secure the position that best matches your skills and interests. Contact us today to learn more.

Posted in: Interviewing

4 Tips for Improving Engagement

August 28th, 2018

When it comes to peak performance and productivity, employee engagement plays a big part. You need your people to do more than just show up and perform the bare minimum to get by. You need workers who are truly passionate about what they do and motivated to succeed.

So how can you boost engagement and bring out the best in your team members? With these tips from Murray Resources, a leading staffing agency in Houston TX:

Focus on cultural fit when hiring.

One of the best ways to build engagement is during the hiring process, before you even bring an employee on board. Finding those people who are going to be a fit not simply for the role, but also for your company at large is vital. You need to ensure values, beliefs, behaviors and backgrounds align with your organization. When they do, you’ll have employees who are happier at work, along with being more engaged and productive, as a result.

Offer skills training.

When it comes to the workplace, it’s moving ahead at a rapid pace with new advancements and technologies around every corner. If you want your team to take advantage of these, you need to offer training and support. Otherwise, skills will become stagnant, impacting performance, productivity and engagement.

Define goals and expectations.

When your team knows what you expect from them today and your vision for the future tomorrow, they’re going to become more efficient and productive. But it’s up to you to communicate all this to your employees. Beyond discussing specific goals, it’s also important to give your employees a big-picture perspective so they understand how their work and performance impact the organization as a whole.

Provide feedback and support.

Don’t wait until an employee gets completely off track before you offer feedback. Instead, you should be meeting regularly and informally with your staff members to offer them insight into areas where their performance needs to be improved, as well as to praise and recognize them for work well done. If they need to acquire new skills or knowledge, provide the support and resources necessary to help them along the way.

When employees are engaged, not only are they more productive, but more loyal too. In the long run, a solid employee engagement program can therefore increase retention rates, as well.

Need help finding the right workers to engage on your team?

Call the experts at Murray Resources. As a leading staffing agency in Houston TX, we can help you find the qualified people you need, where and when you need them, whether on a temporary or full-time basis. Contact us today to learn more or get started.

Posted in: Interviewing

13 Easy Questions to Ask to Find Out About a Company’s Culture

August 21st, 2018

When you’re interviewing for a job, you know it’s important to ask about the details of the position and what would be expected of you if hired. But are you also asking about the company’s culture and what day-to-day life is like at the organization? If not, then you’re missing out on an important opportunity to truly assess whether the role is right for you.

At Murray Resources, we can help. As experienced Houston recruiters, here are a few questions you should be asking to give you more insight into whether a culture is a fit for you:

#1: What do you like most about working here? What do you like least?

#2: Do employees spend time socializing outside of work? If so, how?

#3: Does the company offer training and development opportunities to its employees?

#4: Are employees recognized for results? If so, how?

#5: How does the company celebrate achievements and successes?

#6: How would my manager share feedback with me about performance? How often?

#7: How much collaboration is there across teams and departments? Is it done primarily in person or electronically?

#8: Is there room for growth with the company and opportunities to advance?

#9: Do employees generally work a lot together or more independently?

#10: Does the company invest in team-building activities? If so, what kind and how often?

#11: Does the company give back to the local community or to any charitable causes?

#12: What types of personalities seem to thrive most within this organization?

#13: Is there a focus on work-life balance at the company?

Some of these questions might be more relevant than others depending on the position you’re interviewing for, as well as your particular wants and needs. So you can certainly pick and choose among them. In addition, come up with your own list to address topics and issues related to culture that are especially important to you. That way, if you are offered the position, you can accept or decline it based on an accurate sense of what it truly entails and what it’s like to work at the organization.

Need more help with your job search or evaluating offers?

Call the experts at Murray Resources. As Houston recruiters, we can assist you with all aspects of your job search from start to finish. Not only that, but we can connect you with rewarding opportunities at some of the city’s leading employers, all so you can get the job that’s a great fit for you.

Contact our Houston recruiters today to learn more – or get started.

Posted in: Interviewing

Skills vs. Attitude: Which is More Important to Hire for?

August 14th, 2018

When it comes to the hiring process, you know you need to evaluate for both skills and attitude. But is one more important than the other? If, for instance, you have two strong candidates – one with a better attitude and potential and the other with a stronger skill set – which should you choose?

It can definitely be tough to tell and with so much on the line, you don’t want to make a mistake. Murray Resources, leading Houston headhunters, has the answers you need. Here are some tips to help you during the decision-making process:

Consider the job.

For some jobs, it makes sense to focus more on attitude; for others, technical skills are of prime importance. That’s why you should first and foremost consider the job you’re hiring for.

If, for instance, you need a highly analytical accountant, then the best attitude in the world won’t matter much if their mathematical skills aren’t up to par. That’s not to say you’d hire someone with a poor attitude; it just might not take center stage during the hiring process.

If, however, you need a customer service representative who can handle problem situations with tact and empathy, then attitude is going to outweigh technical skills that can be taught.

Consider your company and its culture.

You might get resumes from candidates with tons of experience and plenty of enthusiasm. However, once on the job, you could find out they’re a complete dud. What gives? After all, they seemed to have both the right technical skills and a good attitude.

As Houston headhunters, we know it often comes down to poor fit. For example, if your culture is fast-paced and collaborative, and your new hire is more the laid back, lone wolf type, then they’re not going to thrive, even with the right skills and a positive attitude. So cultural fit is critically important to assess, as well, beyond skills and attitude.

Consider the candidate.

When you’re trying to decide between a candidate with a better attitude and one with more skill consider the strengths and weaknesses of each. Does one candidate seem more focused on learning and skill development than another? Is there a clear winner when it comes to communication skills? How do they work best and which is a better fit for your particular company and culture? In the end, your goal is to ensure whomever you do hire will be with you for the long-term.

Need help hiring candidates with the right skills and a great attitude?

Call in the the experienced Houston headhunters at Murray Resources. For over 30 years, we’ve been providing world-class recruiting services to leading companies in and around Houston. Contact us today to learn more or get started with our firm.

Posted in: Interviewing

Why You Need to Practice Before a Job Interview & How to Do It

August 7th, 2018

Congratulations! You just got a call for an interview. Now comes the hard part: preparing for it. If you want to make the best impression possible, it’s important to practice your interview skills. Not only will you feel more confident walking into the interview, but you’ll also stand out among other candidates in the process. Murray Resources, leading job recruiters in Houston, TX, explains what you need to know:

Research common interview questions.

Go online and start researching common interview questions. There are some that you might be more likely to get asked than others. However, most hiring managers typically inquire in a general way about your background, strengths and weaknesses, why you’d be a good fit for the job, and why you’re leaving your current position.

Think of other industry-related questions you might get asked.

In addition to general interview questions, there will be those that are specifically related to your industry or the role you’re interviewing for. You can go online to research some of these, as well, or simply list a few you think you might get asked.

Write down your answers.

Rather than speaking them out loud, write them down first. This will help you to think through your responses and expand on them so you can offer the most detailed information possible. Once you’ve completed this process, then create condensed versions of your answers on flash cards. Shuffle them up so they’re in a random order and then start practicing them out loud. The more you practice, the more prepared you’ll be.

Record yourself practicing.

Use your phone or your computer’s web cam to record yourself. Don’t simply assess what you’re saying, but look too at your body language and the tone of your voice. This will help you gain more insight into the impression you’ll be giving to hiring managers.

Ask a friend to perform a mock interview.

You can also ask a friend or family member to interview you. Give them your list of questions and ask them for feedback on how well you answered them. This will help you hone your interview skills in an environment that feels safer and more comfortable than an actual interview.

Walk through what you’ll wear and how you’ll get there.

As job recruiters in Houston, TX, we know that another important part of the preparation process is to figure out what you’re going to wear ahead of time. Whatever you choose should be business formal attire. You’re also going to want to ensure your suit is cleaned and pressed ahead of time and that you have shoes to match.

Likewise, if you’re not sure where the company’s location is, do a test run before the interview day so you can determine which route to take and the amount of time it takes to get there.

Preparing for an interview certainly takes a lot of time and effort. However, the more you put in, the more you’ll get out in the form of a possible job offer.

Need more help with your job search?

Call the experts at Murray Resources. As job recruiters in Houston, TX, we can assist you with all aspects of your job search, from resumes and cover letters to connecting you with top jobs throughout the city. Contact us today to learn more.

Posted in: Interviewing

Estimating the Cost of Employee Turnover

July 30th, 2018

Have you ever stopped to figure out exactly how much time you have to invest in hiring an employee? Activities, like screening phone calls, reviewing resumes and arranging interviews, can really be time-consuming. This exercise will help you develop an accurate estimate of how much time you spend locating a suitable individual.

For the following recruiting and hiring activities, estimate how long each would take to complete. Once you’ve done that, total the number of hours. You may be surprised at what you find.

Recruiting and Hiring ActivitiesEstimated Time Required
Developing position specifications (job description, compensation package, etc.)
Writing, laying out and placing ad
Screening phone calls (how many phone calls might you receive to an ad?)
Receiving and scanning resumes (how many resumes would you wade through to find a few good ones?)
Reviewing resumes
Developing a short list of possible candidates
Arranging interviews (how many first interviews would you need to schedule?)
Conducting first interviews
Developing a second shortlist based on interviews
Arranging second interviews
Conducting reference checks
Extending an offer
Sending rejection letters
Other recruiting and hiring activities:
Grand Total:

This analysis makes several assumptions:

  • You get a great response to your first advertisement
  • The first person offered the job accepts and starts
  • The first person hired works out for the long-term

If any of these assumptions turns out not to be true, the figure you just calculated could easily skyrocket.

How can permanent placement services help?

Reclaim Time – A staffing service will handle the majority of the administrative burden associated with hiring a new employee. For any job opening, you’ll only hire one person out of all those you see. Most of the time you spend is completely wasted. What more productive activities could you engage in, if you didn’t have to spend time advertising, recruiting, screening and reference checking?

Better Quality Applicants – Often, the best people are already working. The perfect person for a position with your company may not have time to look for another job or may be concerned about confidentiality issues. People in this situation often turn to staffing services to help search for new employment. As a result, staffing services have access to candidates who may not otherwise be available to your company.

Guarantees – If a candidate proves to be unsuitable within a specified frame of time, most staffing services will replace that candidate free of charge (each service’s guarantees vary). This saves you all the time and hassle of replacing a bad hire on your own.

Shorten the Placement Cycle – Placement services leverage their recruiting and advertising expense across multiple clients, and are constantly searching for skilled individuals. They employ multiple recruiting tactics like advertising, direct recruiting, networking and computerized databases to maintain a large pool of applicants. Access to vast applicant resources may enable a staffing service to locate a candidate for you more quickly.

Confidentiality – Recruiters provide strict confidentiality, which can keep competitors from being tipped off to company changes, new product releases, and can protect against employee and supplier apprehension. Recruiters value the sensitive information they are trusted with during the search process and respect their client’s vulnerability.

Estimating the cost of a bad hire:

In many cases, staffing services offer less expensive alternatives to getting your work done. For example, do you know what it really costs you to employ your staff? The “hidden” expenses associated with being an employer are often underestimated. Things like recruiting, interviewing, training, benefits administration, management, and turnover really add up. Consider the following expenses for an administrative employee at $20,000 who terminates after one month:

Cost AreaExampleYour Estimated Cost
HR Time
Specification of position
Prepare classified ad
Review resumes from 100 ad responses
Telephone screen 10 candidates
Schedule, prepare for, and conduct 5 interviews
Assessment testing for 3 candidates
Reference checking for 3 candidates
Total HR time ($ per hour x hours)$40 x 30 = $1,200
Other Recruitment / Interviewing Costs
Management interview time ($ per hour x hours)$50 x 6 = $300
Other interviewers’ time ($ per hour x hours)$50 x 9 = $450
Cost of advertising (15 line ad run for 3 Sundays)$450
Salary and Related Costs
Salary (for one month)$1,666
Benefits (based on national average of 31%*)$516
Overhead, administrative expense, etc. (20%*)$333
Training / Orientation / Answering Questions
Trainer’s time ($ per hour x hours)$15 x 16 = $240
Manager’s time ($ per hour x hours)$50 x 8 = $400
Productivity Losses
Compensating for sub-standard performance (co-workers doing or re-doing bad hire’s work: assumes bad hire is working at 5% capacity)$10 x 40 = $400
Grand total:$5,955

 

Additional Expenses to Consider:

 This estimate of the real cost of a bad hire doesn’t even take into account costs which are extremely difficult to calculate, such as:

  • the negative effect on co-workers’ productivity and morale
  • lost business and opportunities due to mishandling by the employee
  • unemployment compensation, severance pay or legal fees
  • recruitment and training costs which you must incur again to replace the employee.

Imagine what the cost would be for a mid-level manager who terminated after three months.

The Bottom Line:

Although the examples provided in this exercise are quite conservative, they effectively demonstrate the real value staffing services provide: lowering costs, improving focus, reducing the risk of not finding qualified candidates through traditional resources. If you are interested in increasing your organization’s profitability, staffing services can play a major role.

To learn how Murray Resources can help you with your recruiting/staffing needs, contact us today at 713) 935-0009

Posted in: Interviewing

Hiring? Find Out What Really Attracts Top Talent

July 24th, 2018

When it comes to hiring, talented professionals have a lot of choices these days. So what can you do to make your company more attractive to them? As one of the top staffing agencies in Houston, TX, Murray Resources has the answers you need. Here’s a look at a few key factors that come into play when candidates are weighing offers:

Pay & Benefits

Of course, compensation is a big part of the equation when it comes to deciding where to work. Not only do candidates need to be fairly compensated in order to maintain their quality of life, but also to demonstrate that you value them and the skills they bring to the table.

Culture

Every company is unique with different cultures. Your culture might be more casual and laid back, or more formal. Just make sure that it offers an environment that’s a healthy place to work for all individuals. They should feel respected, recognized for hard work, and encouraged to voice their opinions on issues that matter to them.

Flexibility

Today’s employees want more flexibility in terms of where and when they work. Companies that can meet those needs through telecommuting have a leg up when it comes to recruiting top talent. Offering the ability to telecommute two to three days each week seems to offer employers and employees the balance they both need when it comes to collaborating in the office and working from home.

Clear Expectations

If the job description seems vague, or if questions go unanswered during the hiring process, then the most qualified candidates will look elsewhere for opportunities. Instead, be clear about the role, responsibilities and qualifications. Also discuss growth opportunities, as well as challenges that come with the position.

Development Opportunities

Highly skilled individuals want to work for those companies that offer room for growth and opportunities to advance. To attract this level of talent, you need to offer incentives such as mentoring programs, training resources, stretch assignments and room for autonomy.

Authenticity

At the end of the day, employees want to work at places where they’re excited to come to work each day. That’s why long-winded job postings that are cumbersome to read don’t attract the right kind of people. Instead, show candidates what it’s really like to work at your company. For instance, post videos that offer tours of your office. Or ask employees to author posts about the culture and what they like most about it.

Interested in handing off parts of your hiring function to our experts?

Let Murray Resources know. As one of the top staffing agencies in Houston, TX, we’ve helped high-performance organizations build their teams for over 30 years – and we can help you too. Contact us today to learn more or get started.

Posted in: Interviewing

2018 Human Resources & HR Conferences Event Calendar

July 22nd, 2018

Below is a Human Resources / HR conference calendar for professionals looking to network and stay up to date on the latest news, regulations, and technologies affecting the HR world. To suggest a conference for this list, please email info@murrayresources.com

(Last updated October 2018. Dates and locations subject to change – please verify)

HCI 2018 Employee Engagement Conference

July 30 – August 1, 2018

Sheraton Denver Downtown,1550 Court Place, Denver, CO

http://www.hci.org/ee-conference/2018

 

Social Recruiting Strategies Conference

August 8 – 10, 2018

Westin Austin Downtown, 310 East 5th Street, Austin, TX

https://socialrecruitingstrategies.com/austin-2018/conference/venue

 

HR TechXpo

August 28, 2018

Hilton Union Square, 333 O’Farrell St, San Francisco, CA

http://hrtechxpo.com/

 

HR Technology Conference

September 11 – 14, 2018

The Venetian, 3355 S Las Vegas Blvd, Las Vegas, NV

http://www.hrtechconference.com/

 

IPMA-HR International Training Conference

September 22 – 26, 2018

Hyatt Regency Phoenix, 122 N 2nd St, Phoenix, AZ

https://www.ipma-hr.org/annual-conference/2018/2018-international-training-conference

 

HCInnovation@Work Conference

October 3-5

The Scottsdale Resort at McCormick Ranch, Scottsdale, AZ

http://www.hci.org/iw-conference/2018

 

LinkedIn Talent Connect 2018

October 9 – 11, 2018

Anaheim Convention Center, 800 W. Katella Avenue, Anaheim, CA

https://business.linkedin.com/events/talent-connect#

 

Strategic HR Forum

October 14 – 16, 2018

The Ritz-Carlton, Chicago, 160 East Pearson Street at, Water Tower Place, Chicago, IL

https://www.hrps.org/executive-events/strategic-hr-forum/pages/default.aspx

 

The HRSouthwest Conference

October 14 – 17, 2018

Forth Worth Convention Center, 1201 Houston St., Fort Worth, TX

https://hrsouthwest.com/

 

RemagineHR

October 28-30

Orlando, FL

https://www.gartner.com/en/conferences/na/human-resource-us

 

HIREconf: The Intersection of Talent Acquisition and Technology

November 7 – 8, 2018

230 5th Avenue, 230 5th Avenue, New York, NY

https://hireconf.com/

 

HR Comply 2018 | Limit Liability & Drive Success

November 14 – 16, 2018

Paris Las Vegas Hotel and Casino, 3655 S Las Vegas Blvd., Las Vegas, NV

http://live.blr.com/event/hr-comply/

Posted in: Interviewing

Speed Up Your Job Search with These 5 Simple Strategies

July 17th, 2018

It’s easy to get into a rut when you’re searching for a new job. Once you do, the process can slow down, which is a frustrating experience. But don’t panic. There are steps you can take to speed up your hunt and find a new job faster. Here are a few tips from our Houston headhunters to consider:

Expand your network.

Most job opportunities come by way of networking. While it’s a good idea to search the job boards for positions, it’s also vital that you schedule regular networking events into your week. These can be online, in-person, or a mix of both. Also, make sure you notify friends and family of your job search. When you do, you’ll increase your odds of finding out about new opportunities.

Review your resume.

If your resume isn’t aligned with the positions you’re applying for or if it’s full of vague language like “team player,” then you’re not going to get a lot of calls for interviews. Instead, read through each job posting first and make a list of your skills and qualifications that are most pertinent. Then, before you apply, modify your resume so it’s as relevant as possible. The less generic your resume, the more you’ll stand out to a hiring manager.

Polish your interviewing skills.

Interviews are stressful for even the most experienced candidate. One way to offset the associated nerves is through practicing your answers. As Houston headhunters, we recommend making a list of common interview questions and then respond to them one by one. You can even record yourself so you can evaluate your body language, tone of voice, and interview effectiveness. To further polish your skills, ask a friend or family member to conduct a mock interview with you.

Evaluate your online presence.

What happens when a recruiter or hiring manager Googles you? Do the search results reflect positively on you? If not, then you’ll need to take some steps to clean things up. In addition, make sure your LinkedIn profile is updated and that it matches the resume you’re sending in.

Rethink your approach.

If you followed the steps above and still aren’t getting calls for an interview, it’s time to take a step back and consider the positions you’re applying for. Are you truly qualified for them? Or are you under- or over-qualified? If you want the best results from your search, then it’s important to make sure you’re applying to the jobs you’re best-suited for.

Need more help finding a new job in the Houston area?

Connect with the Houston headhunters at Murray Resources. We offer talented, highly-motivated candidates opportunities across a broad range of industries and job functions. Contact us today to learn more or get started.

Posted in: Interviewing

Are Negative Online Reviews Hurting Your Employer Brand? Here’s What to Do

July 10th, 2018

Your online reviews play a big part in your reputation among your customers. But did you know they also impact your ability to recruit, as well? As a leading staffing agency in Houston, TX, Murray Resources knows that just like customers, candidates too look to these to judge whether or not they’d like to apply for an opportunity with your company.

So what if someone, like a disgruntled former employee, posts something negative about your workplace? What should you do?

First and foremost, it’s always important to track online comments and know what people are saying about your company. That doesn’t mean you should respond to every negative comment out there. However, if something that’s stated is clearly false and it’s especially damaging to your brand, then it is important to consider responding. Here’s how to do it in a productive manner:

Take anger out of the equation.

Don’t respond in anger or hurl insults at the person that’s posting. Instead, be diplomatic and simply respond with an honest answer. If their criticism is a fair one, then acknowledge it and talk about the steps you’re taking to fix the issue. If it’s not, then give specific examples as to why. Keep in mind that everything you post will be seen by the general public, so you want to keep your comments professional.

Keep it short and clear.

Don’t go into a 2,000 word diatribe about your company and why the negative comments aren’t true. Instead, you simply want to get your point across in a clear and concise manner, always being polite with whatever you’re communicating.

Don’t demand a reviewer take down their comment.

If you do, then you’ll come off as overly sensitive and even like you’re trying to hide something. People might even believe there’s truth to the comments even when there isn’t.

In today’s world, having a positive employer brand is a valuable asset that can help boost your recruitment efforts and your business bottom line. Follow the tips above to make sure these don’t take a hit because of a few negative comments online.

Need help creating a strong employer brand and attracting top talent?

Call the experts at Murray Resources. As a leading staffing agency in Houston, TX, we can give you tips and advice on crafting an employer brand that will stand out to today’s best talent, as well as get to work sourcing, screening and vetting quality candidates. Contact us today to learn more.

Posted in: Interviewing

Can Old Posts on Social Media Hurt Your Job Hunt?

July 3rd, 2018

Your personal social media profile and job search are two separate aspects of your life, right? Wrong. As Houston headhunters, Murray Resources knows that in today’s world of recruiting, social media plays a big part in hiring. In fact, according to a Jobvite survey, 92% of recruiters use social media to find high-quality candidates.

What’s more is that even when you have accounts set to private, nothing really is ever so on the Internet. A friend could share your comments or an image, and it could easily wind up in the hands of a hiring manager.

So if you have some concern about past social media posts, what should you do? Here are some tips to put to use:

Google yourself.

This is the first step many recruiters will take, so it’s important for you to see what they will find. Once you know what comes up, you’ll better be able to assess where you need to focus your efforts.

Take down inappropriate content.

If you have some incriminating photos online or mean-spirited or offensive comments on your profiles, take them down. Make sure that whatever you leave on your profile is saying something positive about you.

Ask friends to un-tag you.

If there’s content that reflects poorly on you, but a friend posted it and tagged you in it, ask them to take it down or to un-tag you. In most cases, they’ll comply, so it’s worth the effort.

Be mindful about what you post.

In the future, be careful about what you post. It’s tempting to go on a rant about someone you don’t like, but this simply makes you look immature. So post wisely. Also, don’t ever post any content that could be construed as offensive or profane.

As leading Houston headhunters, we know the last thing you want is to be rejected for your dream job based on something silly you posted three years ago. But it happens every day since so many recruiters and hiring managers vet candidates online and in their social media profiles. Follow the tips above to help ensure it doesn’t happen to you.

Need more help with your job hunt?

Let the Houston headhunters at Murray Resources assist you. We can become your go-to partner in your job search success, whether you need help with your resume and interviews or connecting with great-fit opportunities in a broad range of industries. Contact us today to learn more or get started.

Posted in: Interviewing

Stop Employee Burnout with a Staffing Agency in Houston TX

June 26th, 2018

Keeping employees later, requesting that they take on added responsibility, and contacting them after hours with specific needs might get the job finished and out the door. But your staff is going to get stressed in the process. Not only that, but over time, being overworked impacts morale, job satisfaction and retention rates.

The good news is that working with a reputable staffing agency in Houston TX can help. In fact, when you partner with one, they can prevent this scenario from happening in the first place. They can work with you to identify your busy times of year and future staffing needs, and plan well in advance to ensure you have the right people in the right positions when you need them.

Just a few specific ways a staffing agency in Houston TX can ensure your company avoids employee burnout – and all of its consequences – include by:

Enabling employees to take time off without worry.

Your employees should be able to take personal days and vacation time without being inundated with requests and needs. Working with a staffing agency will facilitate the process. You can get qualified temporary employees to fill a variety of roles and cover vacations, or sick or maternity leave. That way, work can still get done while your full-time employee take off the time needed.

Helping your people focus on their priorities.

Employees don’t want to have to take on tasks and duties that aren’t a part of their job description for an extended period of time. But when this is happening out of necessity – because you don’t have anyone else to handle the work – it’s time to consider adding to your team, whether in the form of full-time staff or temporary workers. When you do, your employees can then focus on their priorities and playing to their strengths.

Letting you take on new projects and initiatives without adding stress to your staff.

If you don’t have the manpower to take on new projects and have to turn them down, your bottom line can suffer. If you accept anyway, it can take a toll on your team in the form of tight deadlines, longer workdays and lots of stress. That’s where a staffing agency can help and give you access to skilled workers on a temporary or temporary-to-hire basis.

Whether you need seasonal workers to get through a busy period or you’re ready to bring aboard full-time team members, a staffing agency can meet a wide variety of needs. You can gain access to extra hands or those with a specialized skill set, all while focusing on running your business or managing your department.

Interested in learning more about avoiding burnout with a staffing agency?

Call the team at Murray Resources. As a leading staffing agency in Houston TX, we can help you find the qualified people you need, where and when you need them, whether on a temporary or full-time basis. Contact us today to learn more or get started.

Posted in: Interviewing

5 Tips for Acing a Sales Interview

June 19th, 2018

You sell for a living. But when it comes to promoting your background and skills during a job interview, it can be a struggle. Sound familiar? As leading sales recruiters in Houston, Murray Resources knows there’s certainly an art behind effective self-promotion.

The good news is that if it isn’t your strong suit, there are steps you can take to improve your approach and increase your odds of landing the job. Here’s a look at 5 of them:

Do your homework.

Research is imperative before meeting with a prospect. The same holds true for hiring managers. Look up the company online, read through their website – learning about their mission, vision, services and customers  – search for news articles pertaining to the company, and talk to anyone you know who already works there. Not only will you be able to answer questions more intelligently but also walk into the interview more confidently.

Know your strengths.

Beyond simply selling, what specific areas are you strongest in? Do you love building relationships with clients, are you great at closing, or do you thrive on putting data and analytics to use during the sales process? Whatever the case for you, be prepared to discuss these key strengths and tie them into the position you’re interviewing for.

Talk about results.

Clients want to see tangible results and a proven track record. Hiring managers are no different. They want to know about your accomplishments complete with facts, figures, dollar amounts and other numbers to back them up. It’s therefore important to be prepared to talk about a few specific achievements and the impact they’ve made financially for past employers.

Prepare answers.

Before meeting with a potential customer, you’d think ahead about their objections and pain points, as well as how to respond to each. The same goes for the interview process. Before your next interview, research and think through the different kinds of questions you’ll be asked so you’re well prepared to provide the strongest answers possible. You don’t want to walk in sounding scripted. But when you’ve taken some time to think about how you’d answer questions, you can ensure you don’t stumble over your responses.

Ask your own questions.

So much of good selling is about asking questions and listening. The same goes for interviewing. If you want to make the best impression and learn what you need to know about the specifics of a particular job, then asking thoughtful questions – about the company, the sales department, the challenges and performance goals and metrics – is key.

Interested in professional help finding your next sales job?

Call the experts at Murray Resources. As leading sales recruiters in Houston, we can give you access to the top local employers along with positions not always advertised, from account executive to sales associate to national sales manager. Find out more by contacting our Houston sales recruiting team today.

Posted in: Interviewing

Staffing Solutions: What Are the Different Options & Which is Right for You?

June 12th, 2018

Today’s economy is rapidly changing. To stay at the forefront of your industry, you need the right people in the right positions, and also enough flexibility to limit overhead and take advantage of new opportunities. Working with a staffing agency in Houston, TX can help you achieve all this and more.

That said, there are many different solutions available. If you’re not an expert, it can be difficult to know which is right for you and your team. To help you make the best decision – and partner with the right staffing agency in Houston, TX – here’s an overview of some common services available:

Direct hire / permanent staffing.

This staffing service is designed to fill roles that are full-time, permanent in nature, and typically offer benefits. With this service, your staffing agency will source talent from both passive and active pools, as well as screen, interview, and vet candidates through a strict hiring process.

Contract / temporary staffing.

This provides for an employment situation where an individual is hired for a specified period of time, at a specified rate. They are typically on the payroll of the staffing agency, not the company. Contract and temporary staffing are both ideal when you have busy seasons where you need extra manpower, or if you have a short-term project that requires a specialized skill set.

Temporary-to-hire staffing.

When you know you need to hire, but aren’t sure whether it’s on a full-time or temporary basis, this service can provide you with more insight before making a permanent decision. With it, you can bring an individual on board for a specified period of time. If you’re satisfied with their performance and can continue to sustain demand, then you can choose whether or not to make a full-time offer.

Payrolling.

An arrangement where your staffing agency serves as the employer of record and handles the administrative burdens associated with payroll. This offers a range of benefits, including helping your company to reduce HR-related overhead costs, as well as eliminating administration time, so you can focus on other business priorities.

Onsite recruiting management.

Recruiting services, provided right onsite at your company’s location, to better assist with recruitment efforts when you have a regular need for employees. Services include sourcing candidates, interviewing them, conducting background and reference checks, and facilitating the hiring process.

Ready to take advantage of one or more of these staffing services?

Connect with the choice for staffing in Houston, TX: Murray Resources. We can get to know your company, your culture and your hiring needs, all to create a strategic plan with the right blend of services to keep you optimally staffed at all times. Contact us today to learn more or get started.

Posted in: Interviewing

What to Do After a Poor Performance Review

June 5th, 2018

Being on the receiving end of a poor performance review can be an upsetting experience. However, that doesn’t mean the situation will totally sabotage your career progression if you take the right approach. Instead, take negative feedback and turn it into a positive for your career with these steps from Murray Resources, one of the leading employment agencies in Houston:

Don’t get defensive.

When you’re being criticized, it’s only natural to feel defensive. But don’t let your emotions get the best of you. Rather than arguing with your boss, instead accept their feedback and take the time to think about it. In the moment, you might feel attacked. After some time, though, you could realize your boss is right and there are areas that need change.

Circle back to your boss.

As one of the top employment agencies in Houston, Murray Resources understands that getting negative feedback about your performance can be devastating, especially if you were expecting a positive review. As a result, you might have felt blind-sided during the experience and unable to process what was being said.

Once you’ve had some time to think the conversation through, get back together with your boss. If you have any questions or are looking for clarification, now’s the time to bring up those concerns. In addition, there may be areas where you feel you need extra training or help, or other issues your boss should know about, all of which you should bring up at this point.

Discuss next steps.

Negative feedback is never fun, but it is a learning experience. To get the most from it, make sure you’re clear on the situation and the expectations your boss has going forward. Also, prioritize goals and discuss the timeline for achieving them. Another area to talk about with your boss involves communication and monitoring the progress of improvements.

Ask for more feedback.

The last thing you want might want to do at this point is to ask for more feedback. But in the future, it’s the best way to ensure you’re staying on track toward your performance goals and making progress where you need to. It will also demonstrate to your boss your desire to improve.

When it comes to negative feedback, whatever you do, don’t get discouraged. Instead, look at it as an opportunity to improve and grow today, all so you can advance your career tomorrow.

Don’t want to wait? Ready to advance your career in a new position right now?

Murray Resources – one of the leading employment agencies in Houston – can help. We are your source for information and advice on career next steps, job leads, and how to get hired at the area’s top employers. Simply contact our team to learn more or search our jobs today.

Posted in: Interviewing

Hiring? Get Strategies for Improving the Interview Process

May 22nd, 2018

The job interview is your ticket to finding the best candidates to hire. The more effective it is, the better your hiring decisions will be.

Sounds simple enough, right? And yet, according to statistics, nearly half of new hires fail on the job within the first 18 months. All of those might not be due to weak interviews. However, as one of Houston’s seasoned staffing firms, we know that many hiring mistakes can be avoided by a sound process that helps you interview more consistently and effectively. To help improve yours, here are a few strategies to put to use:

Make sure interviewers are trained

If the people conducting interviews aren’t on the HR staff – and are managers in their departments instead – make sure they’re thoroughly trained on interview best practices. For instance, you want to instruct them to evaluate candidates more on facts, not on hunches or impressions. Likewise, you can provide behavioral based interview training so they have the tools and tactics needed to take a deeper dive into a candidate’s background and experience.

Be transparent about the opportunity

Talk to every candidate about what the position entails and what it’s like to work at the company. When they ask about challenges that come with the role, be honest. Don’t try to sidestep these kinds of questions. Also, don’t make claims that aren’t true. If a candidate does accept the job based on inaccurate information, they probably won’t stick around for long.

Offer a positive candidate experience

The interviewer isn’t the only doing the evaluating. Candidates too are sizing up your organization and the opportunity. It’s important not to lose sight of that in the interview process and to create a positive candidate experience as a result.

When candidates are left in the dark after an interview, are treated rudely by a staff member, or aren’t given the time to ask questions during an interview, it’s going to impact their impression of your company. Even if you don’t end up hiring them for the current position, they could be the right fit for one down the line. So you want to put your best foot forward with each one.

Ask candidates why they want to work for you

There are plenty of candidates out there looking for just any job. You want the ones who have a strong desire to work at your company and land this opportunity. To find them, ask why they want the job. If they don’t have an answer, then they’re probably not the right fit.

Schedule two rounds of interviews

It can be tough to tell whether a candidate is right for the job after just one interview. That’s why it’s important to schedule a second one. Interviewers can take the time needed to regroup and reflect on candidates. In addition, a second interview offers an opportunity to get behind the candidate mask and dig deeper into each one’s background.

Get better hires with Murray Resources

Don’t have the time or resources to devote to the hiring process? Let Murray Resources help. As one of Houston’s top staffing firms, we can deliver the talent you need through a rigorous sourcing, interviewing and hiring process. We can even conduct skills testing and background checks, all to ensure you get the high-quality people you need. Contact us today to learn more or get started.

Posted in: Interviewing

4 Tips for Dealing with Job Search Fatigue

May 15th, 2018

You’ve been at it for months, sending in resumes, interviewing and following up. And still, you haven’t had any luck with your job search. You’re growing frustrated and more stressed out by the day. Should you just give up and stay where you are?

As one of Houston’s trusted employment agencies, Murray Resources knows if you’re really not happy in your current role, it’s important to keep up your hunt. The good news is that there are some steps you can take to push through job search fatigue and find the right opportunity for you. Here’s a look at 4 of them:

Tip #1: Expand your search.

If you’re simply looking for Houston jobs online, then you need to broaden your horizons. While there are many great opportunities posted every day, you need to search beyond the major job boards if you want to find a position faster. This includes looking to other niche or specialty sites, networking both online and offline, and getting help from professional employment agencies in Houston.

Tip #2: Invest in yourself.

If you’re not finding the job you want because you don’t have the right skills or certifications, then now’s the time to invest in yourself professionally. Take some time out from your search and sign up for the development courses you need. Read books about the skills you’re looking to acquire or get started earning that advanced degree if that’s what you need to take your career to the next level.

Tip #3: Have some fun.

If all you’re doing is working and searching for a new job, you’re going to burn out. Instead, make sure you balance your day. If you’re unemployed, then structure it like you would a work day, where you take breaks, have lunch and end the day at 5. If you’re employed, set aside a certain number of hours each day or week devoted to your job hunt. When time’s up, walk away and focus on something you enjoy.

Tip #4: Take time out.

If you’ve been searching for a new job for months without any success, there’s a reason. Take a step back and evaluate your efforts. Are you applying for jobs in Houston you’re truly well-suited for? Are you getting interviews? Are you interviewing and not hearing back?

Asking these kinds of questions will help you gain a sense of where things are going wrong and also what it is you want out of your next career move. After all, you don’t want to get a new job just to make a switch. You want to find something you truly love that’s a great fit for you.

Ready for professional help with the process?

Call Houston’s leading choice for employment agencies: Murray Resources. For over 30 years, we’ve been working with many of Houston’s top employers, including leaders in the energy industry, Fortune 500 firms, financial services firms, and more. We know who’s hiring and what local employers want from candidates. To learn more about how we can help you, please contact our team today.

Posted in: Interviewing

What to Do When a Candidate Seems Too Good to Be True

May 8th, 2018

You know there’s no such thing as the perfect candidate. Each one has their own weaknesses or drawbacks. It’s up to you to determine the issues you can live with and the deal breakers you can’t.

However, what if you stumble across a candidate that seems too good to be true? They check all the right boxes and then some. You’re worried they’re pulling the wool over your eyes. And yet, you’re tempted to offer them the job today, right now. What should you do to ensure you make a smart hiring decision? Here are a few tips from Murray Resources – leading Houston recruiters – to help you:

Invite them back for a second interview.

Not sure about a candidate? Bring them back for a second interview. When you do, dig deep, get specific and ask detailed questions. Also, if they offer any vague answers,  follow up and encourage them to elaborate. Listen for signs that they’re simply repeating a practiced answer that sounds good, or if they’re really showing their authentic self. The more detail they can offer, the more confident you can be in their responses.

Give them a homework assignment.

As Houston recruiters, we know that sometimes candidates look great on paper and ace the interview, only to fall apart once on the job. To ensure that doesn’t happen to you, give the candidate a small assignment similar to the work they’d do if hired. This will give you a good indication of their ability to follow directions, get tasks done in a timely manner, and how well they’d perform if offered the job.

Check their references carefully.

Get at least three references total from the candidate with two of them being from past managers or bosses. When you call references, talk to them specifically about attitude and work quality. These are the two areas that will have the biggest impact on the candidate’s success in the job, so any insight a past manager can offer will be extremely valuable.

If, after following these steps, you feel uncomfortable with the prospect of hiring a seemingly perfect candidate, then go with your gut. There’s a red flag or something holding you back, even if it’s on a subconscious level. When you hire, you want to have total peace of mind that the person you’re bringing on board is right for the job and your company. So don’t make a move until you’re sure.

Would you like professional help with the hiring process?

With the Houston recruiters at Murray Resources, not only do you get expert assistance sourcing, screening, and hiring great candidates, but we can also serve as your go-to source for tips, information and advice on hiring. With our team, you get a true partner in your company’s staffing success. Learn more today by contacting our Houston recruiters.

Posted in: Interviewing
<
Hire Now!