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

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

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

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

 

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.

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

January 9th, 2018

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

Improve your job descriptions.

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

Make applying easy.

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

Strengthen your interviewing process.

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

Focus on the candidate.

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

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

Keep your expectations realistic.

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

Build a strong employer brand.

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

Need more help with your hiring process in 2018?

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

The #1 Secret to Better Hiring in 2017

February 14th, 2017

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

Here’s how a staffing agency can help you:

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

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

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

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

#3: They can speed up the hiring process.

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

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

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

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

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

4 Lessons for Avoiding Hiring Mistakes

April 8th, 2014

Technical skills can be taught; attitude, on the other hand, is not something easily changed. And when you hire a new employee with an attitude that doesn’t mesh with your company culture or their role, either they wind up quitting after a few months, or you end up having to let them go.

As one of the leading recruiting agencies in Houston, TX, Murray Resources can tell you that the good news is both scenarios are avoidable when you screen for attitude during the hiring process. To help you, here are a few tips to follow:

Lesson #1: Identify the Types of People Who Thrive at Your Company

There’s not going to be one certain kind of personality that fits in well at your organization or even in any one department. However, there will definitely be certain types of people who seem to thrive there. So ask yourself:

• What kinds of personalities and work styles currently exist in the organization?

• What adjectives best describe the people who have been successful?

• What makes them tick and how are they different from the average employee?

• What types of personalities work well with other stakeholders in the organization that the new hire will interact with?

Lesson #2: Ask the Right Questions

Rather than the typical “what are your weaknesses?” type questions, ask behavior-based questions that can elicit more telling information, not canned answers. For example “tell me about a time you failed on the job.” When you ask these kinds of questions, candidates are forced to give real-world examples, offering you genuine information and experiences you can base your hiring decision on.

When you ask these questions, resist the urge to lead candidates – e.g. “tell me about a time you failed on the job…and what you learned from it.” If you don’t, you’re tipping your hand and signaling to candidates the kind of information you want.

Lesson #3: Inquire About Work Environment

You know what your company’s work environment is like; most candidates will not. So one way to identify those that will fit is to inquire about what their ideal work environment looks like. Some examples of questions you can ask include:

• How do you get your work done most productively? Collaboratively? Independently? A combination?

• How do you prefer to communicate? Verbally or in written form? In person or via email?

• What type of office space do you prefer? Open? Private?

Lesson #4: Dig for More

Many candidates will prepare ahead of time for the interview, which typically involves rehearsing answers to commonly asked interview questions. That’s why it’s important to prod candidates a bit. Don’t let them get away with artificial answers like “my biggest weakness is that I’m a workaholic.” The best way to do that is to ask follow up questions:

• Why?

• How?

• Tell me more?

• What happened next?

Hiring for attitude can be challenging. It demands that you spend more time evaluating your company’s culture and the people who work there. However, by doing so, you can gain greater confidence that you’ll hire a candidate that’s the right person for the job and for your company.

If you’d like more help from the hiring experts, let Murray Resources know. As one of the leading recruiting agencies in Houston, TX, companies all over the city rely on our expertise to source and retain top talent for hard-to-fill, key positions across a broad range of business disciplines. Contact us today if you’d like to learn more.

 

7 Skills to Look for in Your Next Great Hire

September 11th, 2012

It’s always important to hire employees who are smart and hard-working. But, as a top Houston recruiter, Murray Resources can tell you that to really stay competitive in today’s challenging marketplace, you’ve got to dig a little deeper in the hiring process so you can uncover those valuable workers who think on their feet, bring innovative ideas to the table, and who are passionate about what they do and driven to succeed.

So what are some of the top skills you should be looking for during the hiring process to ensure you recruit the right person?

Here’s a look:

#1: Communication Skills.

There aren’t very many jobs out there in which good communication skills aren’t vital. Being able to represent your company well and present ideas articulately, whether in speaking or writing, should be something you look for in almost any hire. While this is a skill commonly sought after, it’s also one that many otherwise qualified candidates may not demonstrate.

#2: Interpersonal Skills.

People want to work and do business with people they like, making it critically important that you hire someone with strong interpersonal skills. This includes being a good listener and being able to build relationships, whether with co-workers, supervisors, subordinates, or customers.

#3: Flexibility.

Today’s business environment is highly unpredictable. Therefore, you need to hire people who can handle the unexpected by thinking on their feet and improvising new solutions, rather than complaining about the challenges they face on the job.

#4: Ability to Work as Part of a Team.

Any manager loves a top performing employee, but it’s also important that they serve well on a team.

#5: Resilience.

Showing resilience in the face of challenges and turning them into advantages is a highly valuable skill. During the hiring process, look for candidates who have demonstrated an ability to turn stumbling blocks into stepping stones.

#6: Creative Thinking.

In a climate where employees must do more with less, being able to hire imaginative employees who can deliver better results with fewer resources can have a hugely positive impact.

#7: Organization.

You need to hire employees who can adhere to some basic time management rules to ensure customers or appointments don’t fall between the cracks or deadlines aren’t missed. While this doesn’t mean your next hire needs a Type A personality, it does mean that having the ability to stay organized – and on track – is important.

So how can you go about hiring people with these skills?

When conducting interviews, be sure to build questions around these critical skills so that you can evaluate each candidate effectively. For instance, you may want to ask a series of behavior based questions that force a candidate to offer specific, real-world examples of how they’ve demonstrated the skills above.

And if you’d like some help with the process, let Murray Resources know. As one of Houston’s leading recruitment firms, we provide our clients with unparalleled market knowledge and access to the highest caliber candidates. So when you need to hire, turn to the recruitment firm you can trust…turn to Murray Resources. Contact us today to learn more.

 

6 Key Traits of Exceptional Employees

March 6th, 2012

As one of the top staffing agencies in Houston, Texas, we know that stellar employees – regardless of the industry in which they work – have a few key traits in common. These are the kinds of qualities you should be searching for whether you’re engaged in the hiring process, or you want to promote from within. Here’s a look:

1. They do whatever it takes.

Ever ask an employee to perform a task or take on a project, only to receive an eye roll and a response along the lines of “that’s not in my job description”? Stellar employees are just the opposite. They thrive under pressure and do whatever it takes – whether it’s in their job description or not – to get the job done. They don’t whine, they don’t complain. They just do it.

2. They pick their battles and handle them diplomatically.

That’s not to say they don’t ever voice dissenting opinions; they just choose to do so in a tactful way. They also understand that some opinions regarding sensitive issues are best voiced in private, not in a group meeting in front of everyone.

3. They recognize others.

Exceptional employees are not glory hogs. They understand that accomplishments are a team effort and as such, they are generous with their praise, whether they are a manager offering it to subordinates or an employee offering it to a co-worker.

4. They’re never satisfied with the status quo.

While everyone else thinks a project is moving along smoothly, these exceptional employees are rarely satisfied. They are constantly thinking of ways to make things better, whether it’s streamlining processes, re-organizing teams, or adjusting the timeline.

5. They have a burning desire to succeed.

Perhaps they were told they would never amount to anything, or they didn’t have the skills to succeed. But rather than cowering away, they want to prove their detractors wrong. They are driven by something deeper that goes beyond just wanting to do a good job.

6. They respect the fundamentals.

All of these traits would mean nothing if an employee were disloyal and untrustworthy. Rather, an exceptional employee not only brings unique value to the table, but you also know that you can count on them.

If you’re ready to hire, and good just isn’t good enough, let us know. As one of the top staffing agencies in Houston, Texas, we have access to an extensive network of exceptional candidates who are skilled, motivated, and ready to go to work. Contact us today to learn more.

Posted in: Blog, Tips

Don’t Make These 5 Hiring Mistakes at Your Houston Company

October 12th, 2010

As recruiters in Houston, Texas, we hear about hiring mistakes all too often. A candidate looks great on paper, performs well during an interview, and then is a major bust once they’re actually on the job. While some turnover is a fact of life for all employers, you can increase your chances of a successful hire by avoiding these five mistakes:

#1: Not getting referrals.

Many employers rely on job postings to develop a pool of candidates. But when you’re looking to fill a job opening, one of the best places to start is referrals from your existing employees. You may even want to consider offering a referral bonus for a successful hire.

#2. Not testing candidates.

Questionnaires and interviews can only get you so far when it comes to evaluating the skills of a candidate. Pre-employment testing can give you a much better indication of how a candidate will perform on the job. The kind of test you use depends on the type of position you are trying to fill. But there are many options out there – including general skills tests, specific skills tests, personality tests, and job simulations. When it comes to testing, you may also want to administer the tests to some of your top employees first to get a good benchmark by which you can measure candidates.

#3. Not checking references.

There are many candidates out there who present false or misleading information on their resume or during their interview. Therefore, it’s critically important that you require at least three references and you follow through and check each one thoroughly. This might seem like a no brainer. But many employers skip this step – and pay for it in the end.

#4: Not giving candidates a realistic preview of the job and the company.

When a new hire is unpleasantly surprised by a certain aspect of their new job, they may perform below expectations – or quit altogether. Therefore, it’s important that you give candidates a realistic preview of the tasks and responsibilities the position entails. That means the good, the bad, AND the ugly. Also, it’s important not to over-promise on things you can’t deliver. Be honest about what you can and cannot offer to a potential employee.

#5: Being influenced by advanced degrees.

Don’t overlook real world experience just because a candidate doesn’t have a lot of letters after their name. For some positions, an advanced degree is a requirement. But for many, a successful track record is a better indication of job performance.

And if you need help recruiting, evaluating, testing, or hiring at your Houston company, contact Murray Resources. As experienced recruiters in Houston, Texas, we know how to identify, attract, evaluate and hire top notch talent.

Don’t Make These 5 Hiring Mistakes at Your Houston Company

October 12th, 2010

As recruiters in Houston, Texas, we hear about hiring mistakes all too often. A candidate looks great on paper, performs well during an interview, and then is a major bust once they’re actually on the job. While some turnover is a fact of life for all employers, you can increase your chances of a successful hire by avoiding these five mistakes:

#1: Not getting referrals.

Many employers rely on job postings to develop a pool of candidates. But when you’re looking to fill a job opening, one of the best places to start is referrals from your existing employees. You may even want to consider offering a referral bonus for a successful hire.

#2. Not testing candidates.

Questionnaires and interviews can only get you so far when it comes to evaluating the skills of a candidate. Pre-employment testing can give you a much better indication of how a candidate will perform on the job. The kind of test you use depends on the type of position you are trying to fill. But there are many options out there – including general skills tests, specific skills tests, personality tests, and job simulations. When it comes to testing, you may also want to administer the tests to some of your top employees first to get a good benchmark by which you can measure candidates.

#3. Not checking references.

There are many candidates out there who present false or misleading information on their resume or during their interview. Therefore, it’s critically important that you require at least three references and you follow through and check each one thoroughly. This might seem like a no brainer. But many employers skip this step – and pay for it in the end.

#4: Not giving candidates a realistic preview of the job and the company.

When a new hire is unpleasantly surprised by a certain aspect of their new job, they may perform below expectations – or quit altogether. Therefore, it’s important that you give candidates a realistic preview of the tasks and responsibilities the position entails. That means the good, the bad, AND the ugly. Also, it’s important not to over-promise on things you can’t deliver. Be honest about what you can and cannot offer to a potential employee.

#5: Being influenced by advanced degrees.

Don’t overlook real world experience just because a candidate doesn’t have a lot of letters after their name. For some positions, an advanced degree is a requirement. But for many, a successful track record is a better indication of job performance.

And if you need help recruiting, evaluating, testing, or hiring at your Houston company, contact Murray Resources. As experienced recruiters in Houston, Texas, we know how to identify, attract, evaluate and hire top notch talent.

<
Hire Now!