What is the true cost of hiring?
Hiring people is expensive. Too often companies look at the cost of running an ad and equate that to their total cost of hiring. The true cost can be astonishing. The following are the categories to consider when evaluating the true cost of hiring:
- Develop job description
- Prepare and place a classified ad
- Review resumes
- Telephone screen candidates
- Schedule, prepare for and conduct interviews
- Assessment/skills testing
- Reference checks
- Processing paperwork (application, I-9, W-4)
Other Recruitment/ Interviewing Costs:
- Cost of advertising (classified, job board, other online costs)
- Legal cost
- Management interview time
- Unemployment cost
- Lost productivity of HR and hiring manager
- Cost of vacancy in the position
Cost Comparison Worksheet
The following is a cost comparison worksheet that will help you determine the cost of direct tire versus using a staffing firm:
On Your Own
Develop Job specs …$___
Internet Job Posting…$___
Other Advertising… $___
# hrs __ x rate___ =…$___
Resume and Application Revies
#hrs___ x rate___ = …$___
Scheduling and Interviewing
- #hrs___ x rate___ = …$___
- #hrs___ x rate___ = …$___
#hrs___ x rate___ = …$___
Skills Testing …$___
The cost to Repeat Process:
(if your hire does not work out)…$___
Cost Of Hire …$___
All the above are included in our service fees or provide at no additional charge.
Contact Murray Resources to learn more about the true cost of hiring and how to reduce that cost through using a recruiting firm, or call us at (713) 935-0009
Staffing Practices For Increasing Profit
Think about it – staffing expenses are probably the biggest line item on your P&L. The more actively manage that expense, the more profitable you can become.
But, managing staffing is not just about cutting costs. It’s about effectively matching your staffing resources to the challenges and opportunities your business faces. Here are a few ideas to get you started on the path to staffing for profit…
Six Ways To Increase Revenue:
1) Eliminate process bottlenecks
Most often, the biggest barrier to growth is a shortage of qualified people. To reduce process bottlenecks you can:
- Hire additional staff in areas that are creating the bottlenecks
- Train your staff to improve their productivity
- Outsource specific process steps to firms that would be more productive in those activities
- Bring in temporaries to supplement your current staff.
- Bring in administrative support to free your staff to focus on more critical activities
2) Capitalize on new opportunities
Have you ever had a to table a great idea simply because you didn’t have the resources to work on it? For those times, consider supplementing your team with temporary and contract employees. From support staff to senior executives, highly qualified temporary employees can be brought in to either manage the execution of new ideas and/or support your internal team while they work on the new opportunities.
3) Shorten learning curves and reduce time to market for new products
Whether you’re looking to implement a new technology or expand into a new market, nothing beats learning from someone with experience. Well, you can hire expensive consultants, a more cost-effective solution is to bring in temporary employees who already have the experience you seek.
4) Turn temporaries into revenue generators
There are many ways to use temporary employees to enhance your business development activities.
- Telemarketers for data collection, market research, and appointment setting
- Graphic artist for the development of marketing materials
- Marketing professionals to create new promotional campaigns. Additional clerical, professional or industrial staff to take advantage of unexpected surges and business activity which your direct staff could not manage on their own.
5) Keep employees working at peak efficiency
When you find your key people getting bogged down with “C” and “D” level tasks, consider bringing in clerical or other support personnel to help them stay focused on their most important duties.
6) Avoid gaps in your workforce
Supplemental employees can fill in for illness, vacation, maternity or other leaves of absence that can impede your productive capacity.
And Six Ideas For Decreasing Expenses:
1) Reduce overtime expenses
Use temporary employees in place of paying overtime to reduce labor expenses by as much as 25%.
2) Lower unemployment and workers’ compensation expenses
To avoid exposure for comp and unemployment claims, hire short-term and project staff through a temporary staffing service or professional employee organization.
3) Limit benefits expenses
Benefits typically at 30 to 35% on top of payroll cost – and for some companies, they can total more than 50%! To limit benefits expenses, maintain a smaller core staff and add short-term capacity to your team with payrolled and temporary employees. Most temporary employees receive only limited benefits which are paid by the staffing service.
4) Eliminate over-staffing
If your workload the various seasons or other cycles, considering scaling down your direct staff to meet demand at the low-end of your business cycle. Then bring in supplemental staff during your busier times. This approach to staffing will reduce or illuminate the need to lay off employees during slow periods and it will decrease your unemployment claims.
5) Outsource time-consuming or mundane tasks
Consider outsourcing non-critical departments or functions that are areas of little or no competitive advantage. The outsourcing services should be able to reduce your total expenses and improve performance while freeing your Donovan to go focus in its core competencies.
6) Reduce turnover and hiring expenses
Turnover can devastate an organization-from the direct cost of replacing employees to the soft (but significant) expenses associated with project delays, quality issues, customer service problems, and reduced workplace morale. When it comes to managing turnover, there are several steps you can take in your staffing approach:
- Employee behavioral– based hiring techniques to assure the best hiring fit
- Use external recruiters to improve your access to talent in the job market
- Bring in support staff during crunch times to avoid “burnout”
- Outsource the hiring process to firms that specialize in the types of people you need to hire
- Take advantage of the temp to hire services and direct hire guarantees offered by staffing vendors
It’s Not Rocket Science
To increase profits, you have just three choices: increase revenues, decreased expenses, or so both. That’s it. The trick is to get your strategies – and your people– aligned on this formula:
(Revenue) – (Expenses) = Profit
To improve your bottom line, take a strategic approach to staffing – matching your staffing plans to your business plans. By simply anticipating your future staffing needs, and then evaluating the most cost-effective ways to get work done, you can dramatically enhance revenues and reduce costs!
Contact Murray Resources to learn more about staffing practices that will increase company profit, or call us at (713) 935-0009
Help Wanted: The High Cost of Job Vacancies
It’s Monday morning. One of your operations managers walks in and announces that he’s leaving for the competition. Tough loss, you think.
You review your financials and decide to forgo hiring a replacement. You know you can count on your remaining two operations managers to pick up the slack. Besides, your bottom line needs to boost.
Good decision, right? Before you Pat yourself on the back, consider the story of Looks Good, a small, direct merchant of women’s clothing.
An Expensive Decision.
Pat Hammond, owner of Looks Good, recently lost three customer service representatives (CSRs), one of which has been the supervisor. Instead of replacing these employees immediately, she decided to take her time finding new CSRs. By juggling some schedules and paying some overtime, Pat figured she could cut down on her personnel costs. But problems arose immediately:
- Clothing Steed, a retail store planning to offer the Looks Good line, canceled the deal in frustration. They had been working with the departed supervisor, and his fill in knee nothing about the discussions. Lost revenue was estimated at $10,000 per month.
- Remaining CSRs became overworked, and the percentage of errors increased dramatically. The resulting returns and exchanges for the month cost Looks Good in additional $900.
- Emma King, Looks Good’s head buyer, resigned to join another company that she believed was more stable. Because Looks Good no longer had access to Emma’s overseas contacts, their costs increased by 10% for the current month, they spent and additional $8.500.
- As troubles in the workplace mounted, employee frustration increased. Two additional CSRs resigned to take positions with other companies.
- Because Pat Hammond was forced to help answer the phones during busy periods, she put all employee evaluations on hold, which further upset her staff.
For Looks Good, the cost of open positions turned out to be incredibly high. In one month, they lost almost $20,000 of potential revenue. What’s the worst, employee morale suffered tremendously, and turnover skyrocketed. If Pat Hammond doesn’t right the ship immediately she could be out of business.
The Real Costs
Looks Good’s story may be fictitious, but the high costs of job vacancies are real. Don’t be fooled into believing that open positions cost you only some overtime. The truth is, vacancies can expose your organization to unforeseen and unacceptable expense, including the following:
Loss of revenue is the most obvious in most quantifiable cost associated with open positions:
- Delayed revenue resulting from longer Time To Marker (TTM)
- Lost revenue resulting from products/services that could never be introduced
- Underutilized equipment
- Decreased output because employees are performing unfamiliar jobs
Employees who remain in your organization are hurt by vacancies. The added workload cause higher stress levels, which can result in a number of problems:
- Sending a message that the company isn’t performing well
- Greater incidences of illness, absenteeism, and tardiness
- Increased frustration
- Increased scrap and rework/-error rates
- No opportunity to receive needed training
- Less chance of employees reaching individual goals
- Higher turnover
To Hire or Not to Hire?
Not sure whether to fill an open position, use the following worksheet to help you decide. For Example:
Probability: 25% (or.25)
Estimated Cost: $25,000
Probability: 60% (or .60)
Estimated Cost: $6,000
Total your estimated losses. If they exceed your total estimated savings, it’s time to fill the open position.
Open positions can also cost your work teams:
- Lost experience
- Increased chance that other members will leave
- Lost leader ship
- Disruption in team cohesiveness
- Increased likelihood that poor performing team members will be retained
- More difficult to generate new ideas
Managers in charge departments with open positions must contend with a number of headaches:
- Less time to manage remaining employees
- Increased frustration over a lack of corporate support
- Higher turnover in middle management (and often in senior management)
- Increased opportunity costs because managers have to spend valuable time performing fill-in duties
Vacancies in critical areas can affect customer satisfaction levels, sometimes with serious consequences:
- Loss of sales volume because of an of inability to fill orders
- Loss of sales volume because of reduced service quality
- Increase the chance that customers will conclude you are getting weak or you don’t care about them
- Customer attrition
Competitive Advantage Costs
Open positions can affect your ability to remain competitive in the marketplace:
- Sends a message to analysts that you are weak
- Sends a message to competitors that you are vulnerable
- Sends a message to prospective employees that the company is in trouble (this problem can be especially acute for high demand positions)
- Erodes your corporate culture
An Ounce of Prevention
Don’t let your organization fall victim to the, “we’ll just make do” attitude. Take the time to evaluate the risks and consequences of vacancies in your work force. Then, if appropriate, design a plan to eliminate these vacancies. Start by hiring people with the skills and temperament to succeed in your organization. Then make sure you keep these valuable employees satisfied and happy to be working for you. Yes, there are costs involved in developing well functioning hiring and retention procedures. But the time and money you spend will be far less than the alternative.
Need Help Reducing Costs?
When it comes to minimizing the cost of job vacancies, your staffing service provider can be a vital resource for any or all of the following services:
Direct Placement Services
- Search our extensive candidate database for people with needed skills
- Screen candidates thoroughly and quickly to determine those who are qualified
- Administer personality test to discern whether a candidate can thrive in your corporate culture
- Develop orientation programs to introduce new hires to the company and help them become productive
Temporary Staffing Services
- Supply temporary personnel for openings caused by seasonal workload fluctuations or special projects
- Supply temporary personnel to fill open positions while you search for the right person to direct tire
- Temp to hire services
- Supply a potential employee on a temporary basis so you can decide whether to hire him or her directly
- Supply a potential employee on a temporary basis so you can determine whether the workload warrants a full-time employee
Contact Murray Resources to learn more about the high cost of job vacancies and how to reduce that cost by using a recruiting firm to fill those positions, or call us at (713) 935-0009
Murray Resources Podcast: Tips for Working With a Recruiter
On the latest episode of the Murray Resources Podcast:
Murray Resources Senior Search Director, Elizabeth Orea, shares her tips for working with a recruiter. Elizabeth and podcast host, Scott White, explore how to make a career transition and what the typical recruiting process timeline looks like. The show dives into the recruiting process and what it’s actually like working with a recruiting firm.
Our favorite moments from this week’s episode:
- (01:19) Scott introduces Elizabeth, who was recently featured in a Houston Chronicle article about staffing agencies helping job seekers.
- (01:50) Elizabeth and Scott discuss how recruiting firms can be a key resource for job seekers.
- (2:25) Elizabeth talks about how recruiters can add color to a candidate beyond their resume.
- (03:07) Scott and Elizabeth explore the difficulty of career transitions and how recruiters may not be the best resource or tool for helping with this.
- (04:53) Elizabeth and Scott review the typical timeline for the recruiting process.
- (07:35) Elizabeth reviews how recruiting firms help job seekers find a job.
- (09:52) Scott and Elizabeth talk about how to stay motivated when hunting for that dream job.
- (10:46) Elizabeth explains her recommended strategy for networking on LinkedIn.
To listen to the latest Murray Resources Podcast episodes, click the links below:
Contact Murray Resources to learn more about the high cost of job vacancies and how to reduce that cost by using a recruiting firm to fill those positions, or call us at (713) 935-0009
5 Health Checks for Your Hiring Process
When it comes to the local job market, it’s highly competitive with an unemployment rate of 4.1%. So how can you contend for the best candidates and hire the top talent you need? It comes down to a healthy hiring process. To ensure yours is in great shape, here are five checks from Houston, TX staffing firm, Murray Resources, to be on the lookout for:
#1: Offers are accepted.
When you routinely extend offers that are accepted, it’s a sign your hiring process is in good working order and what your company is offering is competitive in areas such as compensation and benefits. A low offer-to-acceptance ratio, on the other hand, signals something’s off either with the candidate experience or the specifics of the offer.
#2: A reasonable cost-per-hire.
Whether you hire on your own or work with a local Houston, TX staffing agency, your cost-per-hire should be one that makes sense for the size of your organization and the volume of hiring you do. According to the Society for Human Resources, the average for US companies is $4,129. However, yours may be more or less depending on the position you’re filling.
#3: Time-to-hire doesn’t deter candidates.
This metric helps you keep track of the speed through which candidates move through the hiring process. Look to industry averages to assess yours. If it’s is too slow, then you’re going to lose out on top candidates who accept offers at companies moving faster. That’s why it’s important to identify bottlenecks and inefficiencies.
For instance, once you know your time-to-hire, it might become clear it’s taking too long to source and recruit candidates. Taking steps like building a talent pipeline ahead of time can offset this.
#4: Positive online reviews.
Most candidates research the companies they’re applying to. As a result, if you have negative reviews from employees or applicants on sites like Glassdoor and others, it can impact the quality of those you’re attracting. Creating a positive candidate experience and maintaining a solid employer brand are therefore essential for organizations that want to compete for the best professionals.
#5: High retention rate of new hires.
An effective training and onboarding process translates into new employees who are happier, adjust faster and perform better. If, however, you’re experiencing a lot of turnover with your most recent hires, it’s time to take a step back and evaluate how you onboard them.
Would you like to outsource your hiring process to local Houston staffing experts?
For over 30 years, Murray Resources has helped high-performance organizations – including numerous Fortune 1000 companies – build better teams through custom staffing services, available to companies across Houston. And we have the awards to prove it. Contact us today to learn more.
4 Easy Steps to a Great Mentoring Relationship with an Employee
Being a good mentor means you’ve committed to helping someone else succeed in their career. It’s certainly a lot of responsibility. However, there’s much you can both learn from the relationship if you take the right approach. To ensure the experience is as fruitful as possible, here are four steps from Houston staffing industry experts, Murray Resources, to take during it:
Set clear goals.
This is the first and most important step. Having clear goals in place helps to define the process for everyone involved and it sets your employee up for success during the relationship as they have set objectives to work toward. So before your first meeting, make sure you ask yourself:
- What do I want the mentee to gain through the experience?
- How much time do I plan to spend with them?
- How long will the process last?
- How often will we meet?
- Will it always be in person, or can we connect over the phone, Skype or other mediums?
- What should the outcome look like?
Make them measurable.
When it comes to creating goals for your mentee, make sure they’re measurable, too. Otherwise, it’s difficult to verify they’re on the right track. For instance, if you’re in sales and your mentee is one of your associates, set the goal of increasing their sales by 10% over a certain time period. Then use that goal as the focal point to build the mentoring experience around.
Strive to get to know them on a personal level.
You don’t need to go out for drinks and try to be best friends. However, when you get to know the individual you’re mentoring more personally, you’ll learn how to best motivate them. You’ll also find out about what goes on in their life outside work, which can impact their effectiveness and performance in the office. These are all important details to know when you’re trying increase productivity and groom an employee for advancement.
Commit to regular meetings.
How often you meet is up to you. But it’s easy to blow off touch points when your calendar fills up and you get busy. However, regular meetings are a critical part of the mentoring relationship. These don’t always need to be formal; but there should be some where there’s an agenda and a longer conversation. They do need to be scheduled and adhered to consistently, though, for both you and your mentee to get the most from the program.
Looking for high potential talent to hire at your Houston company?
Murray Resources can help. We know staffing in Houston can be a challenge. However, our knowledge of the local job market runs deep and, as a result, we can give you unique access to talented individuals who are ready to step in and make an immediate impact at your organization. Contact us today to learn more.
Signs You Should Hire That Houston Temp Full-Time
Temporary hiring offers a host of benefits, from coverage for sick and maternity leave to access to increased manpower without boosting overhead. When the need is over, the worker moves onto their next assignment. It’s a win for you both. Sometimes, though, you’re left to wonder whether you should extend a full-time offer to your Houston temp. Some signs to look for include:
They learn quickly.
A top Houston temp approaches training seriously and learns quickly. They ask questions, take notes, and come to you when they need clarification. As a result, you have total confidence they can perform their assignment properly. When you find someone who showcases qualities like these, they’re worth considering hiring for the long haul.
They do great work.
Your employees drive performance and profits at your company. That’s why, when you find someone who offers exceptional work – delivers on tasks, meets expectations and hits every deadline – you want to hold onto them. A great temp will be the one who approaches their role as if it already were a full-time job. You’ll see it in the quality of their work and their willingness to go the extra mile.
They fit in.
One of the advantages of temporary staffing is that you can see someone in action, not only in terms of technical skills, but soft skills too. This is important if you’re thinking about hiring full-time. You need people who mesh well with your culture and can become an asset within it, not a liability due to a cultural mismatch.
They have a positive attitude.
They’re pleasant to be around. There are no complaints when you ask them to switch gears or take on a new assignment. They understand it’s part of their job to be flexible and they’re ready, willing and able to handle change. If you’re looking to hire full-time, these are the kinds of employees who will help ensure operations runs smoothly.
At the end of the day, hiring a new employee is an issue of practicality. It comes down to the numbers and whether you can, in fact, sustain a full-time hire. However, if you’re realizing more and more your team has to expand, look for the signs above to ensure you’re making the best hiring decision for your company’s needs.
Partner with Murray Resources for your Houston temps.
Our broad-ranging candidate network enables us to source and screen proven performers who can step in on temporary basis and make an immediate contribution to your team. When you need Houston temps for your company, contact our recruiters.
5 Trends for Recruiting in 2019
It’s no different today than it was decades ago. Finding the right people is still a big challenge for employers. It’s “how” companies are recruiting that has shifted dramatically in recent years. For instance, in 2019, some trends in Houston recruiting to take advantage of that can put you on the competitive edge include:
Thanks to the rise in mobile devices, recruiters and hiring managers can learn a lot about the interests and habits of job candidates. The data can then be used in postings to effectively target more relevant talent for option positions. This not only cuts down on the time it takes to find the right-fit people, but costs, too.
When it comes to recruiting in Houston on social networks, LinkedIn is often the first site that comes to mind. But recruiters and hiring managers who understand the types of candidates they’re searching for know that’s not the only route to take. For instance, if you’re looking to hire millennials, Instagram is an important place to promote jobs since about 59% are active on the site.
Artificial intelligence (AI) is expected to gain in popularity in the recruiting and HR industry in the next 10 years. It can be used to simplify a host of mundane tasks, from reviewing resumes to find better matches through predictive analytics to searching the Web to gain a sense of a candidate’s online presence. There are even companies out there using AI for portions of the interview process.
Offering remote work.
Fifteen years ago, working from home often meant at a minimum wage job. In today’s world, all kinds of professionals, from entry level to executive, call home base their office. In fact, according to statistics, salaried work-at-home employees have grown in number by 140% since 2005. As younger generations enter the workforce and expect more scheduling flexibility from employers, this trend is expected to grow in the years ahead.
While not a new trend, it’s a critically important one when it comes to hiring. Candidates today are savvy and want to work for companies with good reputations. It’s why 75% seek out research online before they apply to a job at a particular organization. So make sure you’re investing the time and effort to build a strong employer brand that’s going to attract the best talent.
Need help hiring in 2019?
Call the Houston recruiting team at Murray Resources. Our in-depth knowledge and experience allows us to pinpoint even the most highly-specialized professionals for a wide range of companies and projects throughout Houston. Whether your needs are full-time / direct hire or temporary / contract, we can help.
5 Techniques for Creating a More Positive Candidate Experience
Every hiring process is unique. Sometimes, it’s even different within the same company. However, as Houston headhunters, Murray Resources recommends that one feature they should all have in common is creating a positive experience for the candidate. When candidates are welcomed and respected, it not only helps attract better-quality talent, but also boosts the company’s employer reputation overall. So if yours could use some improvement, here are 5 techniques to incorporate now:
#1: Be open about the process.
Communication – or lack of – is often the most frustrating part of the hiring process for candidates. So commit to making it better for those you recruit and interview. From the start, be clear about what the hiring process looks like and then make sure you follow through. Talk about what to expect, how many interviews there will be, what candidates need to bring, how soon you’ll follow up and any other important details to share.
#2: Ask insightful questions.
Top candidates are assessing you just as much as you’re evaluating them. That’s why the quality of the questions you ask is key. Avoid the off-the-wall or irrelevant ones that aim to put candidates in the hot seat. Instead, stick to time-tested questions, such as behavioral ones, as well as those that enable you to dig deeper into each candidate’s background and expertise.
#3: Promote the opportunity.
When it comes to hiring, it’s a two-way street. Beyond candidates selling themselves and persuading you as to why they’re the best fit, it’s important for you to promote the opportunity, as well. As Houston headhunters, we know that today’s top candidates have their choice in offers, so discuss what makes your company and the position different. Focus on areas such as perks and benefits, culture and leadership, innovation and stewardship, or continuing education and advancement.
#4: Ask for feedback.
If your top-pick candidates are consistently turning you down, there’s a reason. It’s important to find out why so you can identify areas that need improvement in your hiring process. You can even create online anonymous surveys so candidates feel more comfortable being honest.
#5: Turn to Houston headhunters.
If you’re still in need of assistance interviewing candidates, turn to a professional team of Houston headhunters. Whether you want them to take on the job of interviewing fully, or you simply need some tips and advice on creating a better experience, they’re experts in the process. In the end, their goal is to help you bring on board the best possible candidate, while minimizing your risk of a hiring mistake.
Interested in learning more from some of Houston’s top headhunters?
Call Murray Resources. We can help you identify talent quickly and place the right people in the right positions, at the right time.
6 Sure-Fire Ways for Spotting the Strongest Candidates
When you’re hiring, you want top-quality candidates and the right-fit new hire. Sometimes, though, it can feel like searching for a needle in a haystack. Everyone either feels like they could be a potential fit or no one even comes close. Plus, the clock’s ticking and you need to hire. How can you spot the strongest candidates and keep your hiring process moving along? With these 6 sure-fire tips from Houston’s professional recruiters at Murray Resources:
#1: Make sure they followed directions when applying.
It might sound nit-picky, but if you asked candidates to include a certain subject line when applying and some don’t, it’s an indication they lack attention to detail. If they can’t follow directions when applying for a job, what can you expect from them once in the role?
#2: Evaluate the kinds of questions they’re asking.
Is a candidate asking run-of-the-mill, generic questions they found online? Or are they truly trying to dig deep to understand the role, get to know your company, and discern whether it’s all the right fit for them? The quality of their questions will also give you insight into how they think and what’s important to them.
#3: Talk about past mistakes.
Everyone hates the weaknesses question. But when a candidate can be open and honest about it, explaining what they learned from their biggest failure, it demonstrates accountability and transparency. People make mistakes; even the strongest candidates. It’s how they handle the crisis that can come after, what they learn from it, and how they apply it all that truly sets one apart over another.
#4: Create a mock scenario.
There’s nothing like seeing a candidate in action to help you evaluate whether or not they’re going to be a good fit for you. So, for instance, if you’re hiring a front desk receptionist, create a scenario where they have to answer a call and handle a client. It doesn’t need to be anything complex. However, it’s a simple way for you to ensure they have the skills and abilities to perform well in the role. That way, you can avoid surprises.
#5: Take them to lunch.
If you have a short list of candidates you’re considering, take each one to lunch with a few of your department members. Let them get to know your staff, ask questions and interact, all so you can evaluate how well they mesh. This can go a long way in ensuring they have more than just the technical aptitude to do the job, but the personality to complement the team.
#6: Don’t forget about references.
As professional recruiters in Houston, we know that reference checking is a time-consuming step. However, it’s a necessary one if you want to make sure a candidate that seems like a great fit is really going to be. So don’t skip it.
Also, when you call, ask more than just about job titles and tasks. Dig deeper to find out details like what work environment the candidate operates best in, how well they handle stress, what their biggest strength is and what past employers miss most about them.
If you’d like help sourcing the strongest candidates for your organization, call Houston’s professional recruiters at Murray Resources. We can help you locate and attract today’s top talent, all so you can build the most cohesive team possible. Contact us today to learn more or get started.
4 Tips for Taking the Pain Out of Year-End Performance Reviews
That time of the year is upon us: performance reviews. It’s certainly not everyone’s favorite obligation, but when approached right, can be extremely valuable. The trick is, how do you make them easy and painless – and derive value from them? It’s simpler than you might think. Here are a few steps to take from the Houston, Texas headhunters at Murray Resources to help with your next round:
Don’t pass on preparing.
The more you and your employees put into preparing for performance reviews, the more you’ll both get out of them. As the boss, that’s a lot of work depending on the size of your team. However, if you walk into a review without a lot of thought as to goals and expectations, you’re simply wasting everyone’s time. Instead, you owe it to your staff members to make the effort and truly review past performance, thinking through strengths, weaknesses and goals for the future.
Be clear about your expectations.
There’s no need for high and lofty objectives and big-picture strategies when it comes to this conversation. Keep it simple and clear. Let your employees know where they stand. Don’t be vague or sugar coat. Just have a conversation in plain language that outlines what’s working, what’s not and what you need going forward. If your employees leave their reviews uncertain about your expectations, they’re not going to hit your targets.
Keep development top of mind.
Remember, as the manager, it’s your job to ensure your people are learning and growing. That’s why a performance review is a good time to talk about career advancement, general goals and development. Ask your employees what they like about their jobs and what they’d give up. Also talk about where they see themselves in the company in the future. When you take a sincere interest in the careers of your employees, not only will they be stronger for it, but they’ll feel more valued.
If an employee is having major performance issues, don’t wait until a review to bring it up. Instead, this should be dealt with in a timely manner as it’s occurring. If it’s already a known problem, you might bring it up to discuss progress. However, your employee shouldn’t be hearing about it for the first time in a review. This will throw the conversation completely off track and away from overall performance.
As Houston, Texas headhunters, Murray Resources knows that organizations take all different kinds of approaches when it comes to conducting performance reviews. Whatever your’s looks like, incorporate the tips above and you’ll be well on your way to a less painful and more productive review process.
Need help finding top-quality performers for your team in 2019?
Call the Houston, Texas headhunters at Murray Resources. We’re the local source for high-quality talent, quickly. We’ll learn about your goals and needs, source top-fit talent, and help you make the best hiring decisions possible for your team. Contact us today to learn more or get started.
Looking for Your Next Company Leader? Here’s What to Ask in an Interview
Great leaders add value to your company in the form of innovation, collaboration, and higher productivity and profits. Poor leaders, on the other hand, can truly drag a team down, eating away at the bottom line.
But when it comes time to hire your next company leader, how do you get behind the candidate mask and tell whether the person you’re evaluating really has what you’re looking for or if they just sound great in an interview? The Houston recruiters at Murray Resources can help. Start with these questions related to the following key areas:
- Explain a time when you identified a business opportunity you wanted your company to take advantage of?
- How did you recognize it? Why did you think it was important?
- How did you make the case for it? What kind of support did you ask for and get?
- What challenges did you face long the way?
- What was the overall outcome?
- Tell me about a project you’re most proud of. What was the outcome?
- Explain a time when your idea improved your company in some way?
- Talk about a time when a project didn’t work out the way you hoped.
- How do you go about persuading people when they don’t agree with or share your vision?
- What would you do if you had an employee quit at the last minute and you were under pressure due to a tight deadline?
- What’s your strategy for monitoring the performance of individuals on your team?
- How do you go about keeping your people motivated? What do you do when you see someone getting off track?
- How would you describe your individual leadership style?
As candidates are answering these questions, look for those who can get as specific as possible with examples, statistics, percentages, timelines and dollar amounts. As Houston recruiters, we know vague answers are often a red flag. A few other warning signs to be on the lookout for include:
- Negativity and arrogance. This isn’t the kind of attitude that will motivate a team to succeed.
- Discrepancies. If something doesn’t align with what a candidate wrote on their resume, make sure you ask plenty of follow up questions to find out the truth.
- Rigidness. Good leaders are flexible and need to be able to adjust. If there’s any sense of inflexibility, this could be a sign of how they manage their team, which is a challenge even under the best of circumstances.
- Defensiveness. If you ask questions and get defensiveness in return, you’re going to wonder why. It could be a sign that a candidate isn’t willing to take on accountability when issues arise.
Get professional help hiring your next company leaders.
With Murray Resources we make it easy. In fact, as award-winning Houston recruiters, we’ve helped high-performance organizations – including numerous Fortune 1000 companies – build their teams for over 30 years. Contact us today to learn more about what makes us different.
Want to Attract Top Talent? Create Opportunities, Not Just Openings
When it comes to attracting and hiring the best, it’s important to move beyond salary and benefits. In fact, according to a recent survey by Indeed, only 12% of employees cited salary as an important factor in their job. Not only that, but 55% said they’d consider turning down a pay raise if it meant a work environment or co-workers they didn’t like.
Clearly, it’s more about the opportunity and less just about the money. So how can you focus on those offerings that will attract high-quality people to your company? Here are some tips from Murray Resources – one of Houston, TX’s top staffing agencies – to get you started:
For a huge number of job candidates, flexibility is one of the top factors they consider when making career decisions, whether it’s through flex scheduling, telecommuting daily, or working from home one day a week.
Top candidates want to work for those companies that offer great products, innovative technology and have a strong reputation for stability in their industry.
The smartest workers don’t want to stay where they are. Instead, they want to be able to access educational opportunities that help them acquire new skills and put them to use, adding more value to their employer’s bottom line.
Opportunities to advance.
In addition to educational opportunities, quality candidates want to work for companies where they know they can get ahead. So if you have a policy for internal promotions, play it up during the interview and hiring process.
Self-aware candidates will understand how they’re wired and look for those companies that have a culture that’s a fit for them. So during the interview and hiring process, make sure you educate candidates about your culture and what it’s like to be a part of the team.
The best candidates don’t want to put their careers into the hands of companies without great leaders. They’re looking for those organizations that have an executive team with a solid strategic vision and a passion for achieving the company’s mission.
Fairness, respect and integrity.
How you treat candidates during the interview process will send a loud and clear message as to how employees are treated on the job. So make sure you’re always respectful, communicating openly and honestly with all those you’re considering hiring.
Get help promoting the advantages of your employer brand and hiring the top candidates you need.
Hiring and promoting your employer brand to candidates takes a lot of work. If you don’t have enough time for the task in your busy schedule, consider handing it off to the team who can help: Murray Resources. As one of Houston, TX’s top staffing agencies, we have the experienced recruiters and expert process, all to deliver exceptional results in the form of high caliber employees.
Contact our Houston, TX staffing agency today to learn more or get started.
What Candidates Expect from the Hiring Process
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:
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.
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
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
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
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?
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
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.
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.
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.
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.
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.
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
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
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?
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.
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.
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
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
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
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:
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.
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
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
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:
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.
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.
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.
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
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
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
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:
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.
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.
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.
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
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?
How a Professional Houston Recruiter Can Help You Hire Easier, Smarter & Faster
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
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
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
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
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
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.
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.
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
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
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
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
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
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
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
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
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
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
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
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
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
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.