HR & Management Tips

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

What to Look for When Hiring Houston Temps

April 24th, 2018

Your seasonal hiring program is likely well underway. With a big increase in demand about to hit, you need Houston temps with the skills and flexibility to get orders out the door, take on new projects and manage a wide variety of customer needs. But whatever you do, don’t hire in a hurry. If you do, you could wind up bringing people on board who don’t meet your needs or worse yet, make big mistakes, impacting your company bottom line.

Instead, when you’re hiring for seasonal work, make sure you invest the time and effort during the hiring process to source and recruit high-quality employees. To do so, be on the lookout for the following key traits:

Dependability.

You need Houston temps who are going to show up on time and get the job done. If they can’t meet that basic qualification, then it’s going to cause headaches and hassles for you down the line. So if a candidate walks into an interview five minutes late, then cross them off the list. This is a good indication of what’s to come if they get hired.

Flexibility.

Another important trait to look out for when hiring seasonal workers is flexibility. You might need those who can work nights, weekends and day time shifts. Whatever the case for you, it’s important that you communicate those expectations during the hiring process so candidates are fully aware of them. Let them know too if they could possibly be called in on short notice, or if they have to work summer holidays. When you find those people who are willing to be flexible and offer you plenty of availability, it will make your life easier during the season ahead.

A good attitude.

Nothing sucks the energy out of the workplace quite like a bad attitude. So look for those people who are enthusiastic and seem like a positive asset to the team. If a particular candidate comes across as bored or disinterested during the hiring process, expect them to bring that same attitude onto the job.

Strong communication skills.

You need people who will come to you with questions and concerns, and also bring up issues as they arise. Likewise, they need to be able to get up to speed quickly and become a productive part of the team. This all requires good communication skills. A good indication that a candidates has them is one who asks a lot of questions and presents themselves as articulate and conscientious.

The right personality for the job.

It’s also important to take into account cultural fit when hiring. When you hire temporary workers who mesh well with the rest of your team, it’s going to have a more positive impact on your company overall. For instance, if you need someone who’s an extrovert and loves talking to customers, the candidate who comes across as shy and quiet likely won’t be the best fit for you.

While this is a busy period of the year, it’s important to take the time you need to invest in hiring the right Houston temps. When you do, you’ll gain more flexibility, get more done, and make customers happier.

Don’t have the time or resources to invest in temporary hiring this season?

The team at Murray Resources can help. We are experts at hiring Houston temps and can give you fast access to a network of talented temporary workers for a wide variety of positions. Simply contact us today to learn more or get started.

How to Make the Case for Your Company in the Interview

March 27th, 2018

In an interview, you expect candidates to sell themselves and why you should hire them. But you too have some persuading to do. In fact, as experienced Houston headhunters, Murray Resources knows that top talent has their pick of job offers and if you don’t make a solid case about what sets your organization apart from the competition, they could accept offers from other companies. To help ensure that doesn’t happen to you, here are 3 tips to follow:

Know the job.

If you don’t know the ins and outs of the particular position you’re hiring for, learn as much as you can about them. This way, you can talk authentically about the benefits and pitfalls that a candidate might face if hired, so they can get a clear picture of the opportunity. Not only that, but truly look objectively at the position. If you were looking for a similar job, would it be something that interests you? If not, then the best candidates aren’t going to want to accept it either. Think through how you can make it more attractive so you can recruit the quality people you need.

Know your brand.

Companies tend to talk about their brand with new hires, but not as much with candidates. But your brand is a big part of what sets you apart from other employers; it’s what differentiates you from everyone else. So, as you’re talking with candidates, weave in important points about your company, how it’s unique, and what your existing team likes most about working there. And don’t rely on clichés, like how you’re really one big family. The best candidates will see through this. Instead, dig deeper and offer them information about the experienced executive team, the kinds of innovative people they’d be working with, and how the company deals with issues, like market challenges.

Know what candidates want.

As Houston headhunters, we know that every candidate is different and motivated by varying factors. That said, there are a few that top everyone’s lists. For instance, talk about scheduling flexibility and telecommuting if you offer it to employees. Also discuss compensation and salary, as well as any perks that employees especially enjoy. Other areas to consider include your internal promotion policy, mentoring and continuing education opportunities, and your recognition and rewards program. These will help candidates get a bigger picture sense of what you can offer them and their careers, all so you can attract and hire the best people.

Interested in more recruiting and hiring help from Houston’s top headhunters?

Turn to the experts at Murray Resources. As Houston headhunters, our biggest priority is delivering exceptional job candidates to local companies just like yours. We make the sourcing, screening, interviewing, and evaluating process easier, so you can hire right, the first time. Contact us today to learn more about how we can help you and your team.

4 Attributes to Look for in Sales Candidates

March 13th, 2018

As leading sales recruiters in Houston, Murray Resources knows that not all salespeople are created equal. When you’re looking to add to your sales team, it’s up to you to find those who have the skills and track record you need to boost bottom line results. But that can be tough when you’re interviewing professionals who are trained at the art of persuasion. How can you get behind the candidate mask and spot those attributes you need in your next salesperson? Here are some top qualities to look for:

Listening skills.

If you’re interviewing a sales candidate and they’re all talk – and literally don’t stop talking – be wary. After all, how can they possible learn about your customers’ needs and pain points without asking good questions and truly listening to responses? Top professionals have a few traits in common; one of them includes the ability to listen.

Motivation.

A salesperson isn’t going to be able to meet their quotas or drive sales if they’re not self-motivated. That’s why it’s important to look for this trait and ask candidates about how they stay motivated in the face of regular rejection and difficult times. Also, find out where each candidate’s strengths lie. For instance, some are strong closers, while others are all about building long-term relationships. But you want to find the sales candidates who are driven by factors that align well with your position.

Curiosity.

As Houston sales recruiters, we know that people who are great at sales are naturally curious and want to learn all they can. It’s therefore important to ask those candidates you’re considering hiring how they prepare for meetings, what they do to learn about each customer, and how they go about assessing the competition. Once you know the answers to these questions, you’ll have a clearer sense of how intellectually curious each candidate is.

Passion.

Another important attribute to any successful salesperson is passion. If they’re not excited about what they’re selling, how can they possible expect a customer or prospect to get on board? It’s therefore vital to learn about what drives each candidate you’re interviewing, what makes them good at what they do, and why they chose a career in sales. This will give you more insight into whether you have a mediocre candidate on your hands, or someone who truly loves their job.

Need more help recruiting and hiring salespeople for your team?

Turn to Houston’s sales recruiters at Murray Resources. We can help your company locate top sales talent across a broad range of industries and job levels. In fact, we’ve helped many of Houston’s leading companies build their sales force. Contact us today to learn more or get st.

Tips from Houston Recruiters for Improving Your Hiring Process in the New Year

January 9th, 2018

As leading recruiters in Houston, Murray Resources knows your hiring process is critical to business success. So if yours isn’t running smoothly, here are a few key areas to focus on:

Improve your job descriptions.

Your job description is the first thing potential new hires will see about your company. Make the best impression possible with a clear and concise posting. It should succinctly explain the position, and also why a candidate should want to work for your company. It doesn’t need to be long-winded or complicated; in fact, if it is, it will turn off top talent.

Make applying easy.

When your application process is complicated and cumbersome, candidates are going to want to give up. That’s why you need to make it easy. If you have an online application process, make sure that it’s simple to get through without too many steps. Or you can simply ask candidates to email you their resume and a cover letter.

Strengthen your interviewing process.

When you’re interviewing candidates, make sure you’re well prepared ahead of time. This means defining the questions you should be asking, outlining the flow of the conversation, and reviewing their resume ahead of time so their background is fresh in your mind.

Focus on the candidate.

Too many times, the hiring process focuses strictly on the company and their needs. But this can be a big turn-off for many top candidates. Instead, when you take a more balanced approach, your chances of bringing a great new hire on board increase significantly. So during the interview and hiring process, make sure you’re selling the opportunity to candidates.

Go into detail about the perks and benefits of working for the company, as well as any other unique offerings you have. Also, provide a positive experience throughout the process. That means always treating them with respect, answering their questions, and being responsive when they follow up.

Keep your expectations realistic.

Don’t draw a hard line when it comes to job requirements. If, for instance, you’re requiring 10 years of experience and a candidate has nine years, plus an incredible background, call them in for an interview. In many cases, potential great hires will come your way that don’t always fit the mold of what you were expecting. So keep an open mind when they do.

Build a strong employer brand.

One of the best ways to attract top talent is to build a strong employer brand. You can do this in any number of ways. For instance, make sure you have a strong social media presence and effective website. Another way is to promote your company and the work it does giving back to the local community. Whatever you do, the better your employer brand, the more top quality professionals will want to work for you.

Need more help with your hiring process in 2018?

Call Murray Resources. As leading recruiters in Houston, we can handle the work for you, while you focus on other business priorities. From sourcing and screening to skills testing and background checks, we can ensure you get top-quality candidates, where and when you need them. Contact us today to get started.

13 Questions to Help You Set Goals in 2018

December 26th, 2017

Don’t want to make New Year’s resolutions for 2018? That’s understandable considering that the vast majority – something like 80% – go unfulfilled. But, as a leading provider of staffing in Houston, TX, Murray Resources knows if you’re a manager, you should be setting specific goals for your team in the New Yer. And there are some questions to ask ahead of time to ensure you’re setting the right goals; ones that are achievable too. Here’s a look at 13 of them:

  • What do you wish you would have done last year that you didn’t? How can you incorporate that into your new goals for the New Year?
  • What are your top three priorities in the New Year and how will you measure progress toward achieving them?
  • What are your biggest overall career goals and what steps can you take toward achieving them in 2018?
  • What skills are most important for you to learn in the year head?
  • What business or professional development books should you be reading in 2018?
  • What other professional development goals should you be setting? How do you plan to achieve them?
  • What are your biggest strengths? What are some ways you can put them to better use in 2018?
  • What are your biggest weaknesses? How can you overcome them in the New Year?
  • In what areas could you improve your own physical health? Sleep more, exercise consistently or eat better?
  • In what ways do you want to give back and help others in the year ahead?
  • What is the number one most important thing you’d like to accomplish in 2018?
  • How will you better nurture relationships with each individual employee in the coming year?
  • How can you better help your team succeed in the New Year? What’s the biggest problem they’re having? How can you work together to overcome it?

If one of the area’s you and your team are struggling in involves a lack of available manpower or a skill gap, let the team at Murray Resources help. As a leading provider of staffing in Houston, TX, we have the knowledge and experience – not to mention the expansive candidate network – to help you find and hire the people you need, where and when you need them. So if you’re looking for a better and easier way to hire in the year ahead, simply contact Murray Resources. We can help.

What Top Candidates Look for in Jobs

November 28th, 2017

Gearing up to hire for your company? It’s easy to focus on your wants and needs in a candidate. But are you also considering what today’s top talent wants in a job? As recruiters in Houston, Murray Resources knows if you’re not, then it’s going to be tough to communicate and market your opportunity in a way that’s most attractive to them.

If you’re not sure where to start, here are a few key attributes that local candidates look for in job opportunities:

Professional development.
Top candidates don’t want to stay stagnant in a position for the next 10 years. Instead, they always want to be learning and growing. And when you offer them opportunities where they can access professional training and development, they’re not only more likely to accept your job offer, but also to stay loyal to your company for the long-term.

Scheduling flexibility.
With technology today, it’s easier than ever to offer your employees some flexibility when it comes to scheduling. Whether you allow flex scheduling – where employees can start and leave either earlier or later in the day – or you opt for telecommuting, it’s up to you. But, as recruiters in Houston, we know that offering this benefit is an important one, especially when you’re striving to attract younger candidates.

Recognition.
Nobody wants to work at a place where they’re not recognized and rewarded for a job well done. This makes people feel like a valued part of the team and can enhance recruiting and retention efforts considerably. So create a culture of recognition and be sure to promote it during the hiring process.

An alignment of values.
Top quality candidates often look for companies that display a reputation and values that align with their own. They also want roles in which they can truly excel and make an important contribution. That’s why, when you’re in the middle of the recruiting and hiring process, you should always discuss and promote workplace values and culture. When you do, you’re more likely to attract those candidates who are the right fit for you.

A healthy culture.
In today’s world of social media, a company’s reputation can spread fast. And if yours has one for not treating employees well, or a stressful or toxic work culture, then you’re going to have a hard time sourcing and hiring the best candidates. On the other hand, a healthy culture – mixed with fun and a focus on work life balance – can go a long way in attracting quality talent.

Open communication.
As recruiters in Houston, we know that employees want to feel like a part of the team; not subordinates taking orders. That’s why it’s important to have an open communication policy with them, setting clear expectations and goals from the start. It’s also important to make sure they have an opportunity to have their voices heard and feel empowered to make a difference at your organization.

Need professional help recruiting and hiring talent for your company?
Call Houston’s trusted recruiters at Murray Resources. For over 30 years, we’ve helped high-performance organizations – including numerous Fortune 1000 companies – build their teams. And we can help you too. Contact us today to learn more.

How to Keep Employees On Staff & Happy

November 21st, 2017

As Houston headhunters, Murray Resources knows that at any given time, a majority of your employees are looking for a new job. That means if you’re not actively trying to retain them, the chance of losing them to another opportunity is high. So what can you do to keep top-quality people on board and happy at your company? Here are a few tips to help you:

Tip #1: Talk vision.

If your people don’t have a clear sense of where they’re going, they’ll eventually grow disillusioned. That’s why it’s important to talk vision on a regular basis. Not only that, but get into specifics about where they fit into the bigger picture and how their individual roles play an important part.

Tip #2: Set specific goals and measure performance.

For each employee, it’s important for them to know what’s expected of them and how their performance will be measured. So talk regularly on a one-on-one basis with your employees, checking in about their progress and any pain points or issues that are coming up. That way, you’ll have a better sense of where everyone stands, as well as better be able to nip problems in the bud before they escalate.

Tip #3: Offer skill development and training.

When it comes to the strongest employees, they always want to be moving ahead and advancing. That’s why it’s so important to offer them opportunities to acquire and develop new skills. Not only will they be more loyal to your company, but they can add more value in the process as they put their newfound knowledge to work.

Tip #4: Reward hard work.

When an employee goes above and beyond, reward them for their efforts. As top Houston headhunters, we know that even a few simple and specific words of praise can go a long way. You can also consider offering them perks in the form of extra vacation days or tangible items, like gift certificates.

Tip #5: Recruit for better fit employees.

When it comes to keeping employees engaged and motivated, one of the most important aspects is your recruitment process. If you’re not finding and hiring engaged and committed people in the first place – those who are a fit for your company’s culture – then you can’t possibly expect them to stick around for long.

Need more help hiring high quality workers and keeping them engaged?

Call Houston’s headhunters at Murray Resources. Our top priority is delivering exceptional job candidates to local companies just like yours. Contact us today to learn more.

How a Professional Houston Recruiter Can Help You Hire Easier, Smarter & Faster

October 17th, 2017

When it comes time to hire, many business owners and managers aim to handle the process themselves. But if you don’t have the time, resources or manpower to thoroughly promote your job opportunities and sift through a pile of resumes, consider instead bringing in the help of a professional Houston recruiter. When you do, your company can benefit in a variety of ways, including with:

Better quality talent.

A recruiter recruits. It’s what they do day in and out. So when you need to hire, a professional Houston recruiter is your best source for getting the job done and finding the qualified people you need. Reputable recruiters, like those at Murray Resources, have cultivated a robust network of candidates, both active and passive. They can therefore give you access to top talent for positions across a range of fields, even those that are hard to fill.

Faster hiring times.

Throughout any given day, you’re pulled in many different directions. Your recruiter, however, is focused on filling your job openings. As a result, they can often find high quality talent faster, as well as streamline the entire hiring process for you. They can move efficiently through screening, interviewing, skill testing and reference checking, all so you get a handful of top talent to interview and make a final hiring decision on – faster.

Advice and guidance.

Hiring is both hard work and tricky. It takes a lot of time to recruit good candidates, as well as thoroughly screen them. At the same time, there are many variables and unknowns throughout the process. That’s where a professional Houston recruiter can help. They can offer you expertise and guidance – every step of the way, from start to finish – so you make smart hiring decisions that will positively impact your company and its bottom line.

Avoiding hiring mistakes.

Hiring mistakes are expensive, whether they’re made at the entry or executive level. They can impact a broad range of areas at your company, from morale and productivity to innovation and customer satisfaction. That’s why, it’s so important to have a recruitment partner you can trust. They know all the common pitfalls and challenges to avoid, as well as the hiring red flags to look out for. You can therefore hire with confidence.

If you’re interested in partnering with a reputable and professional Houston recruiter, put Murray Resources on your list. We can help you find the talent you need, where and when you need them, for a vast array of positions. Contact us today to learn more or get started.

Tips for Finding Talented Engineers – from Houston’s Engineering Recruiters

October 3rd, 2017

As experienced engineering recruiters, Murray Resources knows that when it comes to hiring engineers, you have a tough job. Whether you work in oil and gas, construction or a different industry entirely, you need people with the technical competencies to get the job done. At the same time, they need the soft skills to blend well with the team. It’s a tall order to fill. How can you find the right engineering talent? Start with these tips:

Invest the time into recruiting.

Sometimes, you need to hire in a hurry. But that’s never a good strategy when it comes to sourcing and hiring quality talent. And considering that the average cost of a bad hire is 30% of the person’s salary, according to the U.S. Bureau of Labor Statistics, the stakes are high. So take your time to iron out the details of the job description, and in recruiting and qualifying potential candidates. When you do, you’ll have a better chance at sourcing those who are the right match for your needs.

Evaluate soft skills.

As leading engineering recruiters, Murray Resources knows the best engineers combine strong hard and soft skills. So when you’re screening and interviewing, make sure you look beyond technical capabilities. You want someone who’s going to be able to work well on your team and become an asset to it.

Move quickly once you identify a strong candidate.

Once you identify one or two good candidates, you need to move quickly. In today’s market, technical talent doesn’t stay on the job market for long. And your top pick candidates are likely talking to other companies like yours. So don’t let a long-winded interview process, with panel after panel, slow you down. Instead, once you identify a great candidate, try to move the process along as quickly as possible.

In addition to that, provide a positive experience for every candidate. If you leave a candidate alone in an interview room for 15 minutes – with no explanation – or are constantly checking your phone during an interview, you’re not going to make a good impression.

Partner with engineering recruiters.

If you don’t have the time or resources to source and screen engineering talent, then outsource the process to engineering recruiters who do. Here at Murray Resources, for instance, we have an engineering division with experienced recruiters and robust connections in the field of engineering. As a result, we can often help you find the talent you need, faster.

Ready to put our engineering recruiters to work for you?

Murray Resources’ professional recruiting consultants know where and how to find world-class engineering talent. For over 30 years, we have recruited professionals for leading companies in the energy industry, as well as for numerous local manufacturers and utilities. Contact us today to learn more or get started.

Ask Professional Recruiters in Houston: What Reference Check Mistakes to Avoid

September 19th, 2017

As professional recruiters in Houston, Murray Resources knows when it comes to the hiring process, reference checks play a critical role. The information you find out during them can help confirm the strength of a candidate, or uncover any weaknesses you’re not aware of. Whatever the case, they can provide insight and peace of mind next time you need to hire.

That said, there are some common mistakes hiring managers make that can negatively impact the process. Here’s a look at 4 of them:

Not checking references for all candidates.

Don’t make the mistake of checking references for some candidates and not others. If you do this, you won’t get a full sense of the candidates you’re considering for hiring. You can do less in-depth reference checks for lower level positions and more comprehensive ones for higher level roles. Just make sure whatever approach you take is consistent within positions.

Offering the job before checking references.

As professional recruiters in Houston, we know that some employers make a job offer contingent on reference checks. But what if a candidate ends up with weak references and you let your other top pick candidates go? It’s best to narrow your list of candidates down to two or three, and then check the references of each. You can then make a more informed hiring decision.

Not checking references.

You need to hire someone fast. That’s certainly understandable. But whatever you do, don’t skip the reference checking process. There are too many candidates who look great on paper and perform well during interviews, only to fall flat once on the job. But when you check their references ahead of time, you’re more likely to find out about any red flags or reasons to avoid hiring them.

Asking the wrong questions.

If you want to conduct effective reference checks, it’s important that you ask more than “yes” and “no” questions. For instance, instead of asking if Sally did a good job, ask the reference giver to offer some specific examples of how well Sally performed on the job. In addition, when details are vague or unclear, don’t be afraid to ask follow-up questions. This is your chance at getting behind the candidate mask.

Sometimes, employers simply don’t have the time or resources to conduct reference checks. If that’s the case for you, why not outsource some or all of your hiring process to the experts at Murray Resources. As professional recruiters in Houston, we can handle every aspect of your search – from sourcing and screening to interviews and reference checks – or simply the parts you don’t have time for. Whatever your needs, we’re here to help you making smart hiring decisions. Contact us today to learn more.

4 Tips for Recruiting Out-of-Area Candidate

August 15th, 2017

If you need to hire for a hard-to-fill role, or one that requires a highly specialized skill set, you might need to expand the areas you’re recruiting from. Looking outside your geographic location for talent can certainly open you up to new possibilities in terms of candidates. At the same time, it can open you up to a host of new challenges, as well. How can you effectively recruit candidates who don’t currently live and work in the area? The experienced Dallas headhunters at Murray Resources have the answers:

Use technology to your advantage.

When you’re hiring from outside the area, one of the biggest challenges is the interview process. For instance, requiring a candidate to travel to your location four times to interview can be a hassle, especially if they’re already working and have a family.

Instead, use technology to your advantage during the hiring process. For instance, when it comes to out-of-area candidates, connect with them as much as possible through live video interviews. You might want to use these as a first screen in the hiring process. That way, you can get to know a candidate and their background first, before you spend the money to fly them out to your location.

Compensation is key.

As leading Dallas headhunters, Murray Resources knows that many top professionals are open to the idea of relocating for the right opportunity. However, what can often kill the deal comes down to compensation. Either the compensation isn’t attractive enough to entice a candidate to move their entire family, or the company isn’t willing to pay for the cost of relocating. But understand that if a candidate is willing to move for the job, they expect to compensated generously for it.

Keep families in mind.

Oftentimes, a candidate’s family can be the ones with the biggest objections to a potential move. That’s why when you’re recruiting outside of the area, you should pay plenty of attention to a candidate’s family. During the hiring process, it’s important to engage their spouse and family, ensuring you’re answering their questions and giving them the information they need to make the right decision.

Provide help with the details.

Relocating is tough. So make it easy for your candidates. Offer to help with the particulars, from setting them up with a local real estate agent to scheduling tours at area schools. Also, once they accept and start the job, pair your candidate up with a buddy who can not only help them acclimate to your company, but the area, as well.

Sometimes, the best professional for the job simply doesn’t live nearby. When this happens – and you’re recruiting outside the area – follow the tips above to put your best foot forward and find the talent you need.

If you need help recruiting in our area – or outside of it – call in the Dallas headhunters companies from all over the city trust: Murray Resources. Since 1988, Murray Resources has worked with Dallas’ leading organizations to identify their human resource needs, locate top talent, and maximize employee productivity. And we can help you too. Simply contact us today to learn more.

 

4 Tips for Working with a Houston, TX Staffing Agency

August 1st, 2017

When it comes to running a business, staffing is one of the most important functions. However, sometimes there simply isn’t the time or resources necessary to devote to sourcing, screening and hiring the right people. Enter a staffing agency.

Whether you need short-term help for a busy season, or assistance finding your next full-time employee, a provider of staffing in Houston, TX has the capacity, expertise and connections to help you achieve your hiring goals – and build a stronger business.

If you’ve never worked with one before, here are a few tips for maximizing the relationship:

Tip #1: Choose the right agency.

Not all providers of staffing in Houston, TX are created equal. Some focus on temporary staffing; others on executive hires. Some firms specialize in technology or accounting, while other agencies hire mainly for administrative or industrial positions.

So whatever staffing agency you choose, make sure they have the industry experience you need to hire for your job openings. Not only will they have a better understanding of your company and the roles you’re trying to fill, but also more connections with candidates in your field.

Tip #2: Focus on communication.

Whether you have a new position opening up, demand is increasing, or you want to create a staffing strategy and long-term vision for hiring, keep your staffing agency in the loop. The clearer picture they have on where you are now – and where you want to go in the future when it comes to hiring – the better they’ll be able to serve you.

When it comes to recruiting for specific jobs, make sure you give your staffing agency recruiter plenty of detail on the role, tasks and expectations. Also, make sure the agency is fully informed on any company policies that impact the hiring process and new employees, such as dress code, working hours, and travel requirements.

Tip #3: Provide feedback.

During every step of the process, communicate feedback to your staffing agency recruiter. If there are any problems or issues, they should know about them immediately and work with you to resolve them promptly.

Tip #4: Evaluate the relationship.

When you partner with the right provider of staffing in Houston, TX, they’re going to be able to save you time and money in the hiring process. If, however, the opposite is true, then it’s time to re-evaluate the relationship.

The right staffing partner can benefit your company in tremendous ways. Just make sure you choose the best-fit one and keep those lines of communication open so you can maximize the working relationship.

Interested in learning more about how our staffing agency experts can help you?

Call Murray Resources. As a leading provider of staffing in Houston, TX, Murray Resources has worked with the city’s leading organizations since 1988 to identify their human resource needs, locate top talent, and maximize employee productivity. Contact us today to learn more and find out how we can help you.

How to Get the Most from Your Accounting Recruiter in Houston

June 20th, 2017

Your business is built on numbers. And you need reliable, skilled and ethical accounting professionals to stay competitive. But recruiting and hiring them can be a challenge. That’s where professional accounting recruiters in Houston can help you. To get the most from the relationship, keep these tips in mind:

Educate your recruiter on your business.

You understand your business hiring needs and challenges. And it’s vital that your accounting recruiter does too. That’s why it’s important to partner with a firm that will take the time to learn about your organization. During these initial conversations, talk about the big company picture, as well as its unique culture and the skills and traits that are most essential for your accountants. The more a recruiter understands about your company, the better job they can do in finding top-fit accounting talent for your team.

Be detailed.

Working with a recruiter is a two-way street. And you’ll only get out of the relationship what you put into it. That’s why when it comes time to fill a position, you have to provide as much detail as possible. Just because a recruiter is experienced in filling accounting positions, don’t assume anything. Provide a thorough description of your job and needs, talking not only about daily tasks, but also performance goals and expectations.

Keep your recruiter in the loop.

Do you know a position is opening up in a few months? Is your department or company expanding in the near future? Even if nothing is set in stone, keep your accounting recruiter in the loop about hiring plans for your Houston company so they can set the candidate search in motion. That way, once you’re ready to start the interview process, they can have a pipeline of high quality accounting talent ready for you to consider.

Be reachable.

Things can move quickly in the world of recruiting. So if your recruiter needs a question answered or is missing a key piece of information, get back to them in a timely manner. In some cases, they can’t continue their search until they have the details they need. Don’t hold them up by keeping them waiting.

Interested in partnering with client-focused accounting recruiters in Houston?

Call in the experts at Murray Resources. We can provide your business with game-changing talent that can drive bottom line results. From CFOs to staff accountants, we have the knowledge and experience to source the finest candidates for both full-time and contract job openings. Contact us today to learn more.

5 Secrets to Recruiting from a Top Headhunter in Houston

June 6th, 2017

As leading headhunters in Houston, Murray Resources knows that hiring the right candidate is both a challenge and an opportunity. You’ve got to weed through dozens or even hundreds of resumes and get behind the candidate mask during the interview. Plus, there’s all the legwork: scheduling phone screens, checking references, performing background checks, and more. At the same time, hiring also presents an important opportunity to help your company innovate and grow – which is why it’s such a critical function.

So how can you recruit and hire the absolute best for your team? As experienced headhunters in Houston, Murray Resources has you covered. Start with these 5 tips:

#1: Tell a story in your job posting.

Don’t post a lengthy job description full of company jargon. Keep in mind, the job posting is a candidate’s first interaction with you. And if you want to attract top talent you need to tell a story. What makes your company great? Why should a candidate want to work for you? What’s does the role entail and what’s unique, inspiring and challenging about it? Take your time in creating a job posting that’s going to make an impact and resonate with top talent.

#2: Be thoroughly prepared for interviews.

When interviewing and hiring candidates, the fundamentals still matter. That means being prepared with meaningful questions for the interview. Don’t simply wing it and expect to get the information you need. Also, before the interview, conduct some research on the candidate. Check them out on LinkedIn, review their resume again, and take a look at their online portfolio. That way, you’ll be able to delve deeper with questions that are specific to a candidate’s skills and experience.

#3: Provide a great candidate experience.

Throughout the recruiting and hiring process, make sure you treat every candidate with respect. You don’t owe them a job. But in today’s day and age of social media, one bad candidate experience can go viral or get Tweeted around the world – tarnishing your employer reputation in the process. Remember, even if you don’t extend a job offer, a little respect goes a long way.

#4: Nurture connections.

So you didn’t hire a particular candidate. But maybe they’d be a great fit for a future opportunity at your company. That’s why it’s important to stay in touch when you’ve identified those who could be a potential asset to your team down the line. Stay connected with them and nurture the relationship for future opportunities.

#5: Always be improving.

You might have a thorough recruiting and hiring process in place. But as top Houston headhunters, we recommend you should still always be improving and tweaking. Look to other organizations as to what they do during their hiring processes. Read about best practices and industry trends in hiring and recruiting. And always be on the lookout for ideas or tips that can help you boost your hiring success – and help your company grow.

Don’t have the time or resources to handle all your hiring needs in-house?

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.

5 Tips for Interviewing New Grads

May 23rd, 2017

As Houston staffing experts, Murray Resources knows that interviewing new graduates can be more challenging than veteran candidates. That’s because they’re light on experience, which can make them hard to evaluate. How can you pick out the strongest asset to add to your company roster? Here are a few tips to keep in mind during the process:

Tip #1: Use a checklist when hiring.

Before you begin the interview process, create a checklist of qualifications and traits that you’d most like to see in your new hire. Take a look at the job posting again and think through what it takes for success in that particular job. Once you have a checklist in place, it will be far easier to hone in on the candidates who make the cut and those who don’t.

Tip #2: Set the tone.

The candidates you interview will probably be more nervous than those with experience. After all, they’re most likely used to an academic setting, not a professional one. That’s why it’s important to set the right tone. You want to gain their trust so they open up. At the same time, you want to send the message that you’re a professional organization with high standards.

One good way to begin is with some ice breakers. Ask the candidate about their hobbies or why they chose a certain degree program. Try to find a common ground to keep the conversation flowing and natural. This is a good way to make them more comfortable and also gain more insight into their personalities.

Tip #3: Steer clear of industry jargon.

Remember, you’re not interviewing a candidate with 10 years of experience. So stay away from company or industry jargon they may not be familiar with. If you have to use it, then explain what it is. If you don’t, they’ll assume they should know what it is and will feel more nervous because they don’t. Keep in mind, the more comfortable you make the candidate, the more honest their answers are going to be.

Tip #4: Don’t make snap judgements.

The interviewing process is stressful for even the most experienced candidates. So expect those new to the workforce to be even more anxious. So don’t judge them too harshly over seemingly minor mistakes. Give new graduates a little more leeway than you would to those with years of experience.

Tip #5: Ask behavioral questions.

The candidate might not have work experience to relate. However, they can certainly use academic, volunteer and internship experience when answering behavioral questions. This will help ensure the candidate you ultimately do hire is a good fit for the position and the company.

Need more help with your interviewing and hiring process?

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

5 Biggest Hiring Mistakes – and How to Avoid Them

May 9th, 2017

As top Houston staffing experts, Murray Resources knows a hiring mistake isn’t just a drain on morale and productivity. It can actually cost you up to 30% of the first year’s potential earnings, according to the U.S. Department of Labor. That’s why it’s so important to avoid missteps in the first place. To help you in the process, here are some common pitfalls that can lead to hiring mistakes:

1. Vague details.

When it comes to the job description, it’s important to have a clear-cut sense of the duties and responsibilities. Not only that, but it’s also important to have a good understanding of the type of person who will be successful in the role. How many years of experience should they have? What skills and competencies are essential? Before you start searching for the perfect candidate, it’s vital to have these details ironed out first.

2. Skipping steps in the process.

From the phone screen to reference and background checks, every step of the process has a purpose. And if you skip steps during it, then you’re putting yourself at risk. So though it might take some extra time to perform phone screens and call references, it will produce better results in the form of higher quality candidates.

3. Not asking behavioral interview questions.

It’s important to ask the basics in an interview, including “why do you want to work here?” and “what do you know about the position?” But if you want to truly gauge a candidate’s skill level, it’s important to dig deeper with behavioral interview questions. This means asking candidates to give you specific examples of their behaviors, abilities and past accomplishments. When you do, you’ll get a much clearer picture of whether the candidate is right for the role.

4. Not evaluating for cultural fit.

Just because a candidate has the right skills and abilities doesn’t mean they’re a good fit for the job. Keep in mind, you’re hiring the whole person, not simply their hard skills. That’s why it’s so important to check for cultural fit. To do so, ask questions about the environment a candidate most likes working in and talk about what your company’s culture is like. A mismatch between culture and personality, on the other hand, will lead to disengagement and turnover.

5. Going it alone.

In today’s competitive marketplace, hiring the right people can be tough. That’s why it’s important to have a staffing partner that knows where to find talented, hard-working professionals. They can also reduce your time to hire, while improving the quality of those you do bring on board.

If you’re ready to outsource your hiring process to professionals, give Murray Resources a call.

As one of Houston’s top staffing experts, organizations all over the city rely on our expertise to source and retain top talent for hard-to-fill, key positions across a broad range of business disciplines. Contact us today to find out more.

How to Deal with a Job Candidate Who Lies

April 25th, 2017

You might think that resume or interview lies are few and far between. But according to Career Builder, 58% of hiring managers say they’ve caught a lie on a resume. Some of the most common areas that candidates lie about include:

  • Dates of past employment – making it seem like they were at a company longer than they really were.
  • Educational or career credentials – listing a college diploma when they didn’t graduate.
  • Salary history – inflating their most recent one in the hopes of getting a higher offer.
  • Job title – exaggerating past ones, such as adding “senior.”
  • Claiming credit – making it seem like they solely achieved something while it was really a team effort.

So if this just happened to you, you’re certainly not alone. Once you get over your shock and disappointment, how can you deal with the situation?

If the lie was a big one, then you can just put their resume in the recycling bin and move onto the next candidate. After all, if someone isn’t going to be honest during the hiring process, they certainly won’t be once on the job.

If, however, you’re not completely sure the candidate lied – and there seems to be a discrepancy – ask the candidate about it. If they’re honest, then they’ll have a good explanation or it simply could have been an error on their part.

If you’re not satisfied with their answer, though, then cut them loose. The last thing you need is to hire someone and be constantly questioning whether they’re being straightforward with you or not. Moving forward, make sure you:

  • Flag any possible falsifications or inconsistent details when reviewing candidates. Then question the candidate about them during the phone screen.
  • If it’s a question about skills or abilities, perform a skills test to verify the knowledge the candidate claims to have.
  • To check credentials, ask for official proof and documentation, for instance transcripts from college.
  • Also, don’t skip the all-important step of checking references. This is your opportunity to verify that what the candidate has told you about their skills and abilities, as well as their past positions, is really true.

Don’t have the time or resources to devote to hiring, and reference and background checks?

Call in the experts at Murray Resources. As one of the leading staffing services firms in Houston, TX, we can assist you with the entire search process – from sourcing and screening to hiring and retaining top talent. Contact us today to get started.

5 Tips for Problem-Free Temporary Hiring

April 11th, 2017

You need temporary workers for your summer rush or a seasonal demand. What you don’t need are potential problems that can come with a contingent workforce. As a leading provider of temp services in Houston, Texas, Murray Resources understands this. Below are some tips to keep in mind when you’re hiring on a temporary basis – so you get dependable workers, not difficult ones:

#1: Start early.

One of the biggest mistakes employers make when hiring temporary employers is waiting too long. But if you need seasonal staff for summer, now’s the time to start recruiting. The best candidates will get offers quickly. You also don’t want to have to making hiring decisions under pressure. Give yourself the time you need to find and hire top-notch temporary workers.

#2: Take a multi-generational approach to recruiting.

When looking to hire temporary workers, many companies will look for younger or college-age individuals to recruit. But keep in mind there are many other talent pools out there you should be tapping. For instance, moms returning to work who want a flexible schedule, as well as retired seniors. So when you’re recruiting, focus on a mix of different ages, so you can find the best workers among them.

#3: Train workers.

Letting temporary workers either sink or swim is not a good approach to managing them. Instead, make sure you train them thoroughly and that they understand your expectations for them. After all, if a customer receives poor service, they’re not going to care whether or not the person is a full-time employee or a temporary worker. Also, make sure you’re keeping the lines of communication open with temporary workers and follow up regularly to ensure you can nip any problems in the bud early on.

#4: Know the rules around temporary hiring.

If you’re not working with a professional provider of temp services in Houston, Texas – and hiring on your own, make sure you know all the rules and regulations surrounding the paperwork, from temporary employment agreements to tax forms. Remember, you want to ensure everything is legal and binding.

#5: Consider bonuses.

Ever had a temporary worker not show up or leave halfway through the engagement? This can leave you in a lurch. To avoid this happening, consider offering an incentive for meeting certain performance goals by the end of the engagement. Not only will temporary workers be motivated to stay on the job, but also to perform their best.

If you’d rather outsource temporary staffing to the experts, call the team at Murray Resources

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

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

6 Ways to Improve Your Corporate Career Website

March 28th, 2017

People are your most important asset and at the core of what you do. And yet, your biggest recruiting tool for them – your career website – hasn’t been updated in 10 years beyond new job postings. Sound familiar? If it does, there’s good news. Simply follow these tips for improving your career website and putting it back to work for you:

#1: Don’t hide job postings.

As one of the leading staffing services firms in Houston, TX, Murray Resources knows when a candidate goes to your career website, it’s most likely to look for job openings. Don’t make it hard for them to find listings. Put jobs front and center, not hidden under About Us or some other section. A good rule of thumb is that job seekers should be able to find your openings with one click.

#2: Use your career website to build a talent pipeline.

Your career website isn’t just a medium for broadcasting job openings. It’s also a tool you can put to use to build up a talent pipeline. That means if a job candidate doesn’t find an opening that’s a good fit, provide them with an option to submit their resume and a cover letter anyway. That way, you can create a bank of talent you can tap into as positions open up within your company.

#3: Make your site dynamic.

Beyond simply explaining your company’s corporate vision and mission, infuse some personality into your career site. Add a blog authored by employees with a focus on workplace culture. Upload videos that demonstrate your company’s innovation in the industry. And populate the site with images that give candidates a sense of what it’s really like to work at your company.

#4: Make it mobile friendly.

With many job candidates using their phones and tablets to search for openings, it’s vital that your site is mobile friendly. If it’s not, then you could be missing out on your next great hire.

#5: Add social sharing buttons.

Throughout your site – on job listings, videos and blog posts – add social and email sharing buttons so that candidates can spread the word about your company. Not only that, but these buttons make it easy for existing employees to share and refer their own network to job openings.

#6: Simplify your online application process.

If you have an online application system – versus just having candidates submit their resume via email or uploading it to the site – make sure it’s easy to use. You’re going to lose out on the best candidates if the system is long and convoluted, or if you make candidates register before they can apply.

Have a career website in place, but don’t have time to manage the screening, interviewing, and vetting?

If that’s the case, call Murray Resources. As one of the leading staffing services firms in Houston, TX, organizations all over the city rely on us for help with the hiring process, from start to finish. And we can help you too! Contact us today to get started.

The Best Interview Questions to Ask to Find Top Talent

February 28th, 2017

As one of the top staffing agencies in Houston, Murray Resources knows when it comes to successful interviews, it’s all about the questions you ask. The wrong ones can lead to a hiring mistake, while the right ones can help you uncover your next top performer. But with so many options out there – and limited time during an interview – which ones are an absolute ‘must’ for you to ask? Here’s a look:

Why did you apply for this job?

This is a good ice-breaker question to ask. It gives the job candidate a chance to explain what interested them about the opportunity and the company, without being too aggressive or hard-hitting. It will also give you a chance to learn a little bit about what makes them tick.

Why do you think you’re the best fit for the job?

It’s important to ask this question for multiple reasons. First, it will showcase whether or not the candidate has done their homework. If they don’t understand what your company does or who it serves, they’re not going to be able to demonstrate fit. Second, it gives them an opportunity to talk about their unique strengths and abilities in relation to your job opening. So, if a candidate tells you about specific skills or accomplishments that relate directly to the role and your needs, it’s a good sign of a strong, well-prepared candidate.

What job on your resume did you like the most? The least?

Asking these kinds of questions will help you get a sense of what drives an individual candidate and whether that aligns with your company’s unique needs and culture. If their favorite job or company has similar qualities as the position you’re offering, then that’s a sign they could be a good fit. But the reverse is also true. If the job they liked least sounds like the role you’re hiring for, then it’s a good indicator the candidate wouldn’t stick around for long if hired.

Show me how you would…(fill in the blank).

When you ask a candidate to explain to you how they would complete a certain task or fulfill a certain goal that’s in the job description, it will give you some serious insight into how they think. It will also help you understand how they’d perform if offered the job.

Why do you want to leave your current role?

Finding out why a candidate wants to leave their current job can tell you a lot about their expectations, how they see themselves, and what’s important to them. It will also give you a chance to evaluate whether you can offer them what they’re seeking in a new role.

Every interview and every interview question is important. That’s why, if you’re not comfortable with the process or don’t have much time to invest in it, you should consider outsourcing it to the experts.

As one of the top staffing agencies in Houston, Murray Resources has worked with the city’s leading organizations to identify their human resource needs, locate top talent, and maximize employee productivity. Let us help you too! Contact us today to learn more.

The #1 Secret to Better Hiring in 2017

February 14th, 2017

Hiring just got a whole lot harder. According to the Bureau of Labor Statistics, unemployment was at 4.8% in January 2017. That means it’s not a buyer’s market anymore and candidates have a lot more opportunities to consider. As a hiring manager or employer, what can you do? The answer’s easier than you might think: bring in the experts at a Houston staffing agency.

Here’s how a staffing agency can help you:

#1: They have in-depth knowledge of the candidate market.

While you might only hire a few times a year, recruiters at staffing agencies are constantly networking, sourcing candidates and hiring them – all year round. As a result, they know what kind of talent is available, how to best attract and recruit the best professionals, and what competitive compensation you should be offering them. This insight and information will help you recruit better candidates, faster.

#2: They can recruit hard-to-find or specialized talent.

Hiring today is challenging enough. But when it comes to a demanding position that requires hard-to-find skills, it can seem almost impossible to fill. But recruiters at a staffing agency know how to source active and passive candidates who are more selective about opportunities. They spend a lot of time recruiting top talent, including those with specialized skills, so you can leverage their network to find people with the background you need.

#3: They can speed up the hiring process.

When you’re inundated with resumes and cover letters, it can be hard to properly screen every candidate and also get your daily work done. But a recruiter at a staffing agency is trained to screen resumes and hone in on the skills you’re looking for. Not only that, but they can conduct phone screens and interviews to further qualify candidates. That way, the candidates you do end up seeing are those who are all a good fit for the job you’re offering.

#4: They can help you create a strong employer brand.

Your reputation in the candidate marketplace can have a big impact on the quality of talent you’re able to attract. A good staffing agency partner can help you develop an appealing employer brand. They’ll know where to advertise your company and openings, and how to position you as an employer of choice, including what it’s like to work at your organization, including culture, as well as perks and benefits.

If you need to hire – but are hard-pressed for time or resources – consider outsourcing the recruiting process to professionals who do it all day. You can benefit from the reach, network, and proven processes of a trusted staffing agency partner.

Interested in learning more? Let the experts at Murray Resources help you. As one of the top staffing agencies in Houston, we’ve worked with the city’s leading organizations to identify their human resource needs, locate top talent, and maximize employee productivity. Let us help you too! Contact us today to learn more.

Considering Hiring a Staffing Agency in Houston? Ask These Questions First

January 17th, 2017

You know the benefits of working with a Houston staffing agency. But, with more than 6,000 across the country – and dozens in Houston alone, it can be hard to find one that’s right for you. If you’re interested in a partnership, but don’t quite know where to start, here are some questions to ask to ensure you hire the right staffing agency:

What can I expect from the relationship?

You might think that all staffing agencies are the same. While it’s true the end goal might be similar – to recruit the best talent – how they get there isn’t identical. So if you’re researching agencies, make sure the one you choose comes to your location to get a feel for your corporate culture, meets with hiring managers across departments, and takes the time to learn about your hiring needs and challenges. Look for an agency that views the relationship as a strategic partnership, not simply as a way to fill empty seats.

What kind of experience do you have?

How long has the agency been around? What kinds of companies do they work with? Who specifically will be working on your account and how long have they been recruiting for? It’s important to ask these kinds of questions to ensure the staffing agency you do choose can back up their claims with proven experience.

How do you screen candidates?

When it comes to recruiting and screening candidates, it should be all about quality. That’s why you need to ask about the specific steps a potential staffing partner takes in screening and vetting candidates. You need a company you can trust to focus on high quality, not just on sending the most candidates your way. Also, ask about background and reference checks and make sure the staffing agency you work with offers them.

What services do you offer?

If you have a range of staffing needs, make sure the agency you choose has the services to meet them. For instance, if you need temporary employees, as well as full-time ones in a variety of positions, you should be able to rely on the same staffing partner to fulfill those needs.

What are your rates?

It’s important to ensure you’re on the same page in terms of the costs. So ask each agency what they charge and how they structure their fees prior to signing an agreement.

Interested in partnering with an experienced staffing agency in Houston? Call Murray Resources. For more than 30 years, we’ve been helping companies in the area source, recruit and screen top quality candidates – and we can help you too. Contact us today to learn more.

4 Questions to Ask Yourself Before Hiring More Employees in 2017

January 3rd, 2017

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

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

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

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

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

#3: Can you tap into outside help?

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

#4: What are the costs of not hiring?

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

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

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

How to Pick the Best Temp Services in Houston, Texas

December 20th, 2016

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

Enter temporary staffing services.

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

What are my needs?

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

Who should I consider?

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

What can each one offer me?

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

How did they treat me?

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

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

How to Hire the Best Temporary Workers During the Holidays

December 6th, 2016

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

Rule #1: Get referrals from employees.

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

Rule #2: Take time to interview each candidate.

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

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

Rule #3: Look for a positive attitude.

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

Rule #4: Undercut the competition.

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

Rule #5: Partner with a temporary staffing agency.

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

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

5 Signs an Employee is Job Searching

November 15th, 2016

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

#1: They’re not motivated.

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

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

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

#3: They’re not as productive.

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

#4: They’re updating their LinkedIn profile.

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

#5: They come into the office dressed up.

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

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

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

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

5 Biggest Hiring Regrets Managers Have

October 18th, 2016

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

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

1. Not checking references.

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

2. Not checking skills.

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

3. Not evaluating attitude.

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

4. Letting personal biases get in the way.

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

5. Not going with your gut.

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

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

3 Quick Tips for Finding the Best Houston Staffing Agency

October 4th, 2016

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

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

Here are 3 quick tips to help you:

Do your homework.

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

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

Make sure candidates don’t pay.

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

Put communication first.

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

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

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

September 20th, 2016

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

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

Here are three tips:

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

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

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

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

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

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

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

Why Your Newest Team Members are Either Failing or Quitting

September 6th, 2016

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

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

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

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

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

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

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

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

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

5 Secrets to Hiring Great Temp Employees

August 16th, 2016

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

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

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

#1: Create great job descriptions.

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

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

#2: Start small.

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

#3: Break the ice with employees.

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

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

#4: Make sure you’re protected.

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

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

#5: Partner with a temp staffing service.

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

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

Responses to Off The Wall Interview Questions

August 4th, 2016

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

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

Some examples…

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

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

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

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

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

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

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

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

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

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

 

4 Signs It’s Time to Fire an Employee

August 2nd, 2016

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

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

Sign #1: Not meeting expectations after repeated warnings.

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

Sign #2: Inability to handle change.

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

Sign #3: Zero drive or enthusiasm.

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

Sign #4: A lack of cultural fit.

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

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

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

Hiring Temps? Make Sure You Ask These Interview Questions

July 19th, 2016

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

July 12th, 2016

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

To keep or not to keep?

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

It depends…

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

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

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

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

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

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

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

4 Signs It’s Time to Hire a Temporary Agency

July 5th, 2016

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

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

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

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

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

#2: You require more flexibility.

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

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

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

#4: You’re trying to cut costs.

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

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

Dealing With a Passive Aggressive Employee

June 21st, 2016

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

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

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

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

Be clear.

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

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

Be calm.

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

Be practical.

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

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

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

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

June 7th, 2016

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

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

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

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

#2: Create a loose agenda.

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

#3: Create a distraction-free zone.

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

#4: Create a plan of action.

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

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

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

3 Pre-Interview Steps Every Employer Must Take

May 3rd, 2016

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

Create the team.

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

Develop the questions.

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

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

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

Train the interviewers.

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

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

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