Blog

7 Tips for Calming Down Before an Interview

April 23rd, 2019

One of the greatest challenges job seekers have is staying calm before an interview. An interview can make them anxious, even if they’re confident in their abilities and have prepared for weeks. If you can relate to this, check out seven tips for calming down before an interview from the Houston recruiters at Murray Resources:

Tip #1: Go for a Walk

Some fresh air and sunshine are sure to ease any anxiety you may be facing. If your interview is over the phone, take a walk around your neighborhood. If it’s in person, walk around the building for a few minutes before you go in.

Tip #2: Plan a Fun Activity After the Interview

Interviewing is no walk in the park. Reward yourself for going through the process by planning something fun to do for after the interview. The thought of a relaxing massage, trip to your favorite store, or nice dinner out may give you something exciting to focus on and look forward to.

Tip #3: Eat a Good Meal

Refrain from going into an interview with an empty stomach. Food is fuel and you need it to perform your very best. You can enjoy a nice salad or a hearty casserole, anything to prevent your stomach from grumbling while you’re in your interview.

Tip #4: Call a Positive Person

Right before an interview, call a friend or family member who can give you a good pep talk and reassure you that you’ll do great. Sometimes, a hint of positivity from someone who loves you is all you need to succeed.

Tip #5: Listen to Music

Prior to an interview, listen to your favorite tunes. Music can distract you from any anxious thoughts you may have and get you excited for the interview. You can listen to music in the car while you’re on your way to the interview or at home on your phone or computer before a phone interview.

Tip #6: Arrive Early

Give yourself plenty of time to get to an in-person interview. You may even consider arriving a half hour to an hour early so you can go to a nearby coffee shop and relax before it’s time for the interview.

Tip #7: Have a Good Laugh

Laughter is truly the best medicine before a job interview. Watch a funny video on YouTube, call a friend who makes you laugh, or read some jokes online. Doing these things are sure to reduce any feelings of stress and anxiety.

Learn About Interview Prep at Murray Resources

In addition to these tips, professional interview prep from our Houston recruiters may ease your nerves before an interview. Contact us today to find out about how we can help you better prepare for interviews, along with connecting with great job leads. We look forward to hearing from you!

Posted in: Blog

Seeing Co-Workers More Than Family? Here’s How to Come to Grips

April 16th, 2019

The average U.S. employee spends about eight hours at work each day. This adds up to over 90,000 hours during a lifetime. On the flip side, according to research, individuals spend around 37 minutes of quality time with their families. That’s a big gap, one that can be difficult to deal with.

So how do you come to grips with the fact you’re with co-workers far more than your own family? And what do you do if you want to make a change? Here are some tips from the Houston recruiters at Murray Resources:

Make the decision.

Attaining a better work-life balance sounds great in theory. Achieving it, however, takes work. It might seem like maintaining the status quo is simpler. However, in the long run, your family can suffer. That’s why you have to make an effort each day to commit to your decision. Otherwise, it will be too easy to place your focus back on work or other areas in your life. It’s all about small steps and wise choices. Make a conscious choice to live a more balanced life and you will make progress in this area, little by little.

Make time for talk.

When you’re running out the door or coming home after a hard day, you might not want to make time to talk. But really, if you’re not communicating, your relationships with your family will take a hit. So schedule regular date nights, have dinner with your kids throughout the week, or, if everyone is an early riser in your household, have breakfast together instead. It doesn’t matter where you are or what you do, just that you’re communicating more.

Make a move.

If you’re in a job that’s becoming overly stressful – and you’re missing out on important family events or having trouble balancing work and life – it could be time for a move. Having it all is hard to do and something has to give. So if your job is taking a toll on your family and your physical health too, then a switch to a different company or opportunity could be right for you.

Interested in professional job search help from leading Houston recruiters?

Contact Murray Resources. We’ll work with you to clarify your goals, identify opportunities, and advance your career in the direction that’s best for you. Find out how by contacting our Houston recruiters today.

Posted in: Blog

5 Tips for Staying Healthy on the Job

April 9th, 2019

Staying healthy at work is a challenge. From the constant stream of snacks in the lunchroom to sitting in front of a computer all day, the office environment takes a toll on your body. However, the good news is that there are small steps you can easily implement today to achieve better health over time on the job. Here’s a look at five of them from the Houston headhunters at Murray Resources:

Be more mindful about what you eat.

Offices are notorious for bagel Fridays, birthday parties for co-workers, ice cream socials and leftover subs from that big corporate meeting. These can add to your daily enjoyment, as well as to your waistline.

Instead, be more mindful about what you eat. For instance, before a company event, have a piece of fruit to fill you up so you can more easily say “no thanks.” This will help you stay strong in the face of temptation.

Drink more water.

Staying hydrated offers loads of benefits. It makes you feel fuller for longer and gives you more energy. What’s more is that it can actually improve brain function, as well, positively impacting performance. To make it easy, bring a large water bottle to work with you each day and simply keep filling it up. You should aim to drink around eight to 10 eight-ounce glasses.

Take breaks.

Even if you love your job, it gets stressful. This, in turn, can lead to sickness and burn out. That’s why taking breaks and using your vacation time is so important. Not only will you be able to rest your body, but your mind, too.

Get enough exercise.

When you’re busy, it’s tricky to fit workouts and activity into your day. However, you’ll feel better and actually be able to get more done. So commit to regular exercising, even if it’s just for 20 minutes a few days a week.

You can go for a walk during lunch or hit the gym after work; whatever fits best into your lifestyle. One way to stay motivated is to ask a friend or co-worker to join you. Even small steps, like taking the stairs instead of the elevator and parking further away from the office, can lead to improvements over time.

Keep it clean.

A few major sources of germs and illness are right in front of you, on your computer keyboard, mouse and office phone. Viruses, for instance, can survive for days, putting you at risk. So break out the disinfectant and wipe down these objects on a daily basis.

Working without good health would be a lot harder. That’s why you should put some effort, like the tips above, into getting into better shape. When you do, you’ll not only enhance your career performance, but your quality of life, too.

Ready for a job that’s a healthier fit for you?

If you’re burned out or overworked, you might be looking for a position that offers more of a balance. The Houston headhunters at Murray Resources can help. We can assist you in defining your game plan, accelerating your job search with effective strategies, and ultimately helping you land a healthier role that makes you happier. Contact us today to learn more or get started.

Posted in: Blog

3 Learning Apps to Keep Your Mind Active

April 2nd, 2019

Thanks to today’s technologically advanced world, you can download a variety of apps to keep your mind active. These apps can boost your brain power and ensure you are ready for your next career endeavor. As leading Houston recruiters, Murray Resources recommends the following three apps to job seekers who would like to learn new skills and succeed in their professional lives.

Lynda

Lynda was created by Microsoft and offers a variety of courses that can help you take your career to the next level. With Lynda, you can enhance your knowledge in subjects like business, design, photography, web development, and software development. Each course is taught by an experienced instructor and industry expert, so you can ensure the information you’re learning is accurate and relevant. You can take Lynda courses on any device and complete them at your own pace.

Udemy

Udemy features over 80,000 video courses on a plethora of subjects that are taught by 35,000 instructors in over 50 different languages. You can take programming courses and become an expert on Python or Java, or personal development courses and enhance your knowledge of writing, drawing and design. Udemy also offers courses on today’s most popular topics: artificial intelligence, blockchain, and machine learning.

Duolingo

Duolingo makes learning a new language easy. Once you download Duolingo, you’ll set up your profile, select your target language and set your weekly goals. The app uses video clips, audio, and pictures to help you learn words, recite them, and write them out. You’ll find that Duolingo feels like a game because you’ll be able to earn points for correct answers.

In today’s competitive job market, you have to find a way to make yourself stand out. Learning a new skill or becoming an expert on a particular subject through a learning app can allow you to do just that.

Contact Murray Resources for More Information

If you’d like more information on learning apps and how they may be able to help you in your career, we encourage you to contact our Houston recruiters today! Call us at 713.935.0009 or fill out our online contact form. We look forward to hearing from you.

Posted in: Blog

What is the true cost of hiring?

April 2nd, 2019

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:

HR Time:

  • Develop job description
  • Prepare and place a classified ad
  • Review resumes
  • Telephone screen candidates
  • Schedule, prepare for and conduct interviews
  • Assessment/skills testing
  • Drug
  • 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

Other Costs:

  • 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 …$___

Recruiting

Newspaper Ad…$___

Internet Job Posting…$___

Other Advertising… $___

Direct Recruiting

# hrs __ x rate___ =…$___

Resume and Application Revies

#hrs___ x rate___ = …$___

Scheduling and Interviewing

  1. #hrs___ x rate___ = …$___
  2. #hrs___ x rate___ = …$___

Reference Checks

#hrs___ x rate___ = …$___

Skills Testing …$___

Background Check

(criminal/drug/credit)…$___

Subtotal…$___

The cost to Repeat Process:

(if your hire does not work out)…$___

Total Potential

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

Posted in: Blog

Staffing Practices For Increasing Profit

March 21st, 2019

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.

For example:

  • 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

Posted in: Blog

Help Wanted: The High Cost of Job Vacancies

March 18th, 2019

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:

Revenue Costs

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

Personnel Costs

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:

Customer Loses

Amount: $100,000

Probability: 25% (or.25)

Estimated Cost: $25,000

Rework/Error Costs

Amount: $10,000

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.

Team Costs

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

Management Costs

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

Customer Costs

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

Posted in: Blog

Murray Resources Podcast: Tips for Working With a Recruiter

March 18th, 2019

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:

*Listen on Spotify*

*Listen on Apple Podcasts*

 

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

 

Posted in: Blog

5 Tips for Working with a Houston Recruiter

March 5th, 2019

A Houston recruiter can have a big impact on your job search efforts. Not only can they give you access to leads that aren’t always advertised, but they can help you put your best foot forward when interviewing and negotiating. However, to get the most from the relationship, there are a few important steps job seekers must take. Here’s a look at five of them:

#1: Be honest.

A recruiter wants to make the best match possible between you and an employer. They therefore need a solid understanding of your background and experience. So don’t ever exaggerate about these areas, even if there’s a position you’re interested in that’s a little out of reach. Simply be upfront and ask them if you’d be able to get a chance at an interview.

In addition, if there are certain deal breakers, inform your recruiter right away. For example, if you’re not willing to travel or can’t work weekend shifts, don’t give the impression that you can. Remember, you want to find a new job that’s a great fit for you, too and you’re just sabotaging yourself if you’re less than upfront.

#2: Be professional.

The services a recruiting firm offers are free to you, but paid for by the hiring company. So your recruiter is counting on you to represent them well. If you’re not able to do that in an initial interview with them, they’re not going to pass you along to their client company and potential opportunities. So always show up on time to interviews, be prepared, and dress professionally.

#3: Be accessible.

If a recruiter gets a call about a job in Houston they think you’re a fit for and can’t reach you, then it could go to another candidate. Employers want to fill positions quickly, so if you’re not easily reached it can impact your job search success. That’s why it’s so important to be accessible and to establish with your recruiter ahead of time the best way to stay in contact with you.

#4: Be mindful.

Don’t start talking about issues like money and perks during your first meeting with a recruiter. This conversation is more about the chance to get to know you and what you’re looking to accomplish in your career. Bringing up these areas first will simply make you look pushy and presumptuous. But take heart. A recruiter wants to find the right-fit position for you and this includes one with a competitive compensation package. So this will come up early in the relationship.

#5: Be open.

Part of a recruiter’s job is to give you feedback, from your resume and cover letter to your interview performance. This can sometimes be hard to hear. However, it’s in your best interest to listen to it and implement their advice, all so you can increase your chances of landing a new job.

Ready to work with a team of expert Houston recruiters?

Call Murray Resources. We offer talented, highly-motivated candidates opportunities across a broad range of industries and job functions. Contact us today or view our current job openings.

Posted in: Blog

5 Health Checks for Your Hiring Process

February 26th, 2019

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.

Posted in: Blog

4 Interview Red Flags Candidates Need to Look For

February 19th, 2019

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

#1: Lack of preparation.

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

#2: Unclear answers.

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

#3: A rushed process.

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

#4: Gossiping or negativity.

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

Interested in getting expert support with your search?

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

Posted in: Blog

4 Easy Steps to a Great Mentoring Relationship with an Employee

February 12th, 2019

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

Set clear goals.

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

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

Make them measurable.

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

Strive to get to know them on a personal level.

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

Commit to regular meetings.

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

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

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

Posted in: Blog

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

February 5th, 2019

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

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

Connect your qualifications to the job.

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

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

Share stories.

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

Focus on your uniqueness.

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

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

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

Posted in: Blog

Signs You Should Hire That Houston Temp Full-Time

January 22nd, 2019

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

They learn quickly.

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

They do great work.

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

They fit in.

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

They have a positive attitude.

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

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

Partner with Murray Resources for your Houston temps.

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

Posted in: Blog

What to Ask When an Accounting Recruiter Calls

January 15th, 2019

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

What’s the job title and primary qualifications?

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

What’s the salary range?

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

Where’s the job located?

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

How long has the position been open?

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

Tell me about yourself.

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

What are the next steps?

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

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

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

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

Posted in: Blog

5 Trends for Recruiting in 2019

January 8th, 2019

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

Targeted recruiting.

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

Social recruiting.

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

Artificial intelligence.

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

Offering remote work.

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

Employer branding.

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

Need help hiring in 2019?

Call the Houston recruiting team at Murray Resources. Our in-depth knowledge and experience allows us to pinpoint even the most highly-specialized professionals for a wide range of companies and projects throughout Houston. Whether your needs are full-time / direct hire or temporary / contract, we can help.

Posted in: Blog

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

January 2nd, 2019

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

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

#1: You assume your boss knows your value.

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

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

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

#3: Focusing too much on yourself.

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

#4: Assuming tenure matters most.

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

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

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

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

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

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

Posted in: Blog

5 Techniques for Creating a More Positive Candidate Experience

December 26th, 2018

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

#1: Be open about the process.

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

#2: Ask insightful questions.

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

#3: Promote the opportunity.

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

#4: Ask for feedback.

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

#5: Turn to Houston headhunters.

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

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

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

Posted in: Blog

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

December 18th, 2018

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

#1: Evaluate your social media presence.

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

#2: Follow their social media accounts.

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

#3: Find your connections.

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

#4: Set up Google alerts.

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

#5: Look for career fairs.

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

#6: Don’t step over the line.

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

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

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

Posted in: Blog

6 Sure-Fire Ways for Spotting the Strongest Candidates

December 11th, 2018

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

#1: Make sure they followed directions when applying.

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

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

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

#3: Talk about past mistakes.

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

#4: Create a mock scenario.

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

#5: Take them to lunch.

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

#6: Don’t forget about references.

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

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

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

Posted in: Blog

6 Red Flags to Look Out for in Job Postings

December 4th, 2018

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

#1: The position sounds vague.

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

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

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

#3: The job keeps getting reposted.

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

#4: It offers an astronomical salary.

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

#5: It asks you to work for free.

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

#6: It asks for sensitive information.

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

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

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

Posted in: Blog

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

November 27th, 2018

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

Don’t pass on preparing.

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

Be clear about your expectations.

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

Keep development top of mind.

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

Don’t blindside.

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

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

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

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

Posted in: Blog

6 Habits of Highly Successful Job Seekers

November 20th, 2018

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

#1: Identify what makes you different.

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

#2: Enhance your credentials.

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

#3: Spread the word.

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

#4: Explore social media.

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

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

#5: Practice interviewing skills.

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

#6: Get help from a professional.

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

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

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

Posted in: Blog

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

November 13th, 2018

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

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

Opportunities

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

Successes

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

Employee Relationships

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

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

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

Get professional help hiring your next company leaders.

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

Posted in: Blog

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

November 6th, 2018

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

#1: Identify advancement opportunities at your company.

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

#2: Find out what education you need.

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

#3: Focus on soft skills.

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

#4: Volunteer for challenging assignments.

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

#5: Communicate your ambitions to your boss.

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

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

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

Posted in: Blog

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

October 23rd, 2018

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

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

Flexibility.

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

Reputation.

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

Educational opportunities.

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

Opportunities to advance.

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

Supportive culture.

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

Strong leadership.

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

Fairness, respect and integrity.

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

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

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

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

Posted in: Blog

What Candidates Expect from the Hiring Process

October 9th, 2018

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

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

Respect.

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

A smooth process.

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

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

Communication.

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

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

Interested in outsourcing hiring to local experts?

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

Posted in: Blog

6 Killer Mistakes to Avoid When Writing Your LinkedIn Profile

October 2nd, 2018

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

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

An unprofessional photo.

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

A confusing headline.

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

Skipping the summary.

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

A career history that doesn’t match your resume.

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

No Skills, Recommendations or Activities listed.

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

Vague language.

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

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

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

Posted in: Blog

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

September 25th, 2018

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

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

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

Source candidates from the right places.

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

Get references from employees.

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

Be clear about the position.

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

Promote your strengths.

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

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

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

Don’t forget about training and onboarding.

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

Ready for help with hiring for your small business?

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

Posted in: Blog

5 Cover Letter Mistakes to Avoid

September 18th, 2018

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

Reusing information that’s on your resume.

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

Sending in the same resume for every job.

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

Touching on soft skills, not technical ones.

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

Sending in a long cover letter.

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

Writing about unrelated information.

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

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

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

Posted in: Blog

Tips for Communicating with Candidates During the Hiring Process

September 11th, 2018

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

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

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

Create an auto response for resumes.

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

Stay connected with those you interview.

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

Communicate with candidates you don’t hire.

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

Make hiring decisions quickly.

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

Need more help with your hiring process?

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

Posted in: Blog

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

September 4th, 2018

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

Why do you want to leave your current job?

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

Why are you interested in this job?

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

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

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

What are your salary expectations?

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

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

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

Posted in: Blog

4 Tips for Improving Engagement

August 28th, 2018

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

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

Focus on cultural fit when hiring.

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

Offer skills training.

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

Define goals and expectations.

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

Provide feedback and support.

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

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

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

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

Posted in: Blog

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

August 21st, 2018

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Need more help with your job search or evaluating offers?

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

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

Posted in: Blog

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

August 14th, 2018

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

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

Consider the job.

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

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

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

Consider your company and its culture.

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

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

Consider the candidate.

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

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

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

Posted in: Blog

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

August 7th, 2018

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

Research common interview questions.

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

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

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

Write down your answers.

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

Record yourself practicing.

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

Ask a friend to perform a mock interview.

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

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

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

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

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

Need more help with your job search?

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

Posted in: Blog

Hiring? Find Out What Really Attracts Top Talent

July 24th, 2018

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

Pay & Benefits

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

Culture

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

Flexibility

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

Clear Expectations

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

Development Opportunities

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

Authenticity

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

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

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

Posted in: Blog

Speed Up Your Job Search with These 5 Simple Strategies

July 17th, 2018

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

Expand your network.

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

Review your resume.

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

Polish your interviewing skills.

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

Evaluate your online presence.

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

Rethink your approach.

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

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

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

Posted in: Blog

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

July 10th, 2018

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

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

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

Take anger out of the equation.

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

Keep it short and clear.

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

Don’t demand a reviewer take down their comment.

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

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

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

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

Posted in: Blog

Can Old Posts on Social Media Hurt Your Job Hunt?

July 3rd, 2018

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

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

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

Google yourself.

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

Take down inappropriate content.

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

Ask friends to un-tag you.

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

Be mindful about what you post.

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

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

Need more help with your job hunt?

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

Posted in: Blog

Stop Employee Burnout with a Staffing Agency in Houston TX

June 26th, 2018

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

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

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

Enabling employees to take time off without worry.

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

Helping your people focus on their priorities.

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

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

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

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

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

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

Posted in: Blog

5 Tips for Acing a Sales Interview

June 19th, 2018

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

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

Do your homework.

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

Know your strengths.

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

Talk about results.

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

Prepare answers.

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

Ask your own questions.

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

Interested in professional help finding your next sales job?

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

Posted in: Blog

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

June 12th, 2018

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

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

Direct hire / permanent staffing.

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

Contract / temporary staffing.

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

Temporary-to-hire staffing.

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

Payrolling.

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

Onsite recruiting management.

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

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

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

Posted in: Blog

What to Do After a Poor Performance Review

June 5th, 2018

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

Don’t get defensive.

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

Circle back to your boss.

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

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

Discuss next steps.

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

Ask for more feedback.

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

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

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

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

Posted in: Blog

Hiring? Get Strategies for Improving the Interview Process

May 22nd, 2018

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

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

Make sure interviewers are trained

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

Be transparent about the opportunity

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

Offer a positive candidate experience

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

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

Ask candidates why they want to work for you

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

Schedule two rounds of interviews

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

Get better hires with Murray Resources

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

Posted in: Blog

4 Tips for Dealing with Job Search Fatigue

May 15th, 2018

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

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

Tip #1: Expand your search.

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

Tip #2: Invest in yourself.

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

Tip #3: Have some fun.

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

Tip #4: Take time out.

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

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

Ready for professional help with the process?

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

Posted in: Blog

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

May 8th, 2018

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

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

Invite them back for a second interview.

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

Give them a homework assignment.

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

Check their references carefully.

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

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

Would you like professional help with the hiring process?

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

Posted in: Blog

Ask the Houston TX Headhunters: What to Do When the Job Offer Isn’t Your First Choice

May 1st, 2018

When you’re searching for a new job, the end goal is an offer. But what should you do when one comes in, yet it’s not your first choice? It’s a good opportunity with a reputable employer. At the same time, you’re hoping to get the offer from the dream company you’re interviewing with next week. Should you take a risk and turn it down? Or should you err on the side of caution and accept a solid opportunity?

As Houston, TX headhunters, Murray Resources can help. Here are some questions you should ask yourself so you can make the best decision going forward:

Do the job responsibilities interest you?

Think through the tasks you’d have to handle on a daily basis. If you’re going to be put into a role that doesn’t excite you in any way, then the job isn’t right for you. If, however, you think you’d be interested in and challenged by the responsibilities that come with it, then it’s certainly worth considering.

How does the compensation stack up?

If you’ve done your homework and know your worth on Houston’s employment market, then you should have a good sense of whether the compensation is fair, or if you’re being undercut. When evaluating the offer, don’t forget to weigh the benefits, like health insurance, flex scheduling, retirement options, and all the other perks and rewards.

What’s your financial situation?

If you’re crunched and feeling the pressure, then you might need to bite the bullet and accept the job offer. You don’t want to put yourself and your family at risk for a position that might not come through, even if it is your dream role.

Do you want to work there?

If you ask yourself this question and your gut says “no,” then you have your answer. If, however, you’re not sure, then make a list of the pros and cons of accepting the offer. Consider aspects of the opportunity like work culture, commute and who your manager would be. Once your list is complete, see which side is longer. It should be pretty clear about whether or not you think the opportunity is a good fit for you.

Will this position help you achieve your career goals?

If the job offers you the opportunity to gain the skills and experience you need to reach a higher goal, then consider taking it. This is true too if the company has an internal promotion policy and advancement opportunities. With it, you’ll be one step closer to your goals, plus you’ll have the chance to move up and take on even more responsibility in the future.

Are you confident you can succeed in the role?

If you’re not, then the job might not be right for you. Every role comes with its fair share of challenges and learning curves. But if you’re hesitant about whether you’re going to be successful in the role and able to meet performance expectations, it might be time to reject it.

How likely is it you’ll get your dream job?

If there’s a good possibility, then you might want to hold out and wait to see if another offer comes in. But if it’s a stretch with little chance of you getting the job, then the offer you have on the table is certainly worth considering.

Are there any deal breakers?

In other words, is there any aspect of the job that you really don’t like, such as a long commute? If there is, these must enter into your decision-making process, so you make the right choice going forward.

Interested in job search help from Houston, TX headhunters?

Connect with the team at Murray Resources. If you’re not getting the offers you want, we can work with you to learn about your background, career goals, and skill set, all so we can connect you with rewarding jobs that are a great fit for you. Contact our Houston, TX headhunters today to learn more or get started.

Posted in: Blog

What to Look for When Hiring Houston Temps

April 24th, 2018

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

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

Dependability.

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

Flexibility.

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

A good attitude.

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

Strong communication skills.

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

The right personality for the job.

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

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

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

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

Posted in: Blog

5 Common Mistakes Job Seekers Make That Scare Employers

April 17th, 2018

Spring is here and a great time for new beginnings. For many professionals, that means starting up a job search. But, as top headhunters in Houston, TX, Murray Resources knows if you’re making certain mistakes during the process, you could actually be scaring off employers. What are they – and how can you avoid them? Here’s a look:

#1: Sending in a boilerplate resume.

Resume writing is tedious task. However, your resume is your ticket into the interview process. So it’s vitally important you submit one that’s polished and professional. If, however, yours sounds like you copied and pasted from the Internet, you won’t stand out or get a call for an interview.

What to do: To avoid this, make sure you read through the job posting and tailor your resume so it highlights your most relevant skills and experiences.

#2: Submitting a long resume.

As leading headhunters in Houston, TX, we know when a hiring manager gets a resume, they spend a few seconds looking it over. If yours is long-winded and hard to follow, you’re sabotaging your job search efforts. Keep in mind, your resume should offer a snapshot of your career, abilities and track record. It doesn’t need to delve into every detail of your background.

What to do: Keep it short and simple when writing your resume. Focus on using clear and concise language, bullet points, and bold-faced fonts to call out your job titles and past employers. Make your resume easy-to-scan with the pertinent information first.

#3: Showing up late to an interview.

The interview is the first in-person impression a hiring manager will have of you. If you show up late, you’re starting the process with points against you.

What to do: Know how to get to the interview location ahead of time and give yourself plenty of drive time in case of an accident, construction or heavy traffic. If you’re unfamiliar with the location, you might even want to take a test drive there before the day of your interview.

#4: Not being prepared.

If you get to the interview and it’s clear you don’t really know anything about the company, then the hiring manager will see it as a lack of enthusiasm or interest in the job. Noy asking questions can also make you seem unprepared.

What to do: Do your homework ahead of time and learn all you can about the company, their hiring needs, the people they serve and the solutions they offer. You’ll not only be able to answer questions more intelligently, but you’ll feel more confident walking into the interview.

#5: Offering vague interview answers.

The interview is your opportunity to show employers the value you can offer and why you’d be a good fit for their team. But if you offer answers that are lacking in detail or inconsistent with your resume, it’s a red flag for hiring managers.

What to do: Read through some common interview questions and think about how’d you answer them. Also, come up with a list of your accomplishments you think would most interest the hiring manager and be prepared to weave those into your interview answers.

If you’re making any of these mistakes, now’s the time to correct course, so you can put your best foot forward. If you need help with the process, call the experts at Murray Resources. As top headhunters in Houston, TX, we can help you locate the position that best matches your skills and interests, whether you are looking to move up the corporate ladder, re-enter the workforce, get more experience, or just gain more control over your schedule. Contact us today to learn more.

Posted in: Blog
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