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.

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