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

The Top 4 Job Seeking Podcasts You Need to Listen to

March 19th, 2019

When you’re searching for a new opportunity, you might turn to family and friends for advice. But this can be dangerous since they’re not Houston job recruiters. And one wrong move can sabotage your best efforts, whether you’re in the beginning stages of your hunt or into the negotiation phase.

Rather than listening to your well-meaning network, seek out assistance from experts instead. To help you, here are a few podcasts you should be listening to for advice on areas ranging from planning your search strategy to polishing your resume and more:

The Murray Resources Podcast

The Murray Resources Podcast dives into common job search and career-related topics and questions. They use their firm’s 30-year history to give job-seekers a peek behind the curtain into the recruiting industry and—more specifically—to offer tips and techniques that can help them land the perfect job.

Their content includes starting your job search the right way, working with a recruiter, and how to build the perfect resume. The  Murray Resources podcast regularly releases new and interesting content, so be on the look for what they have next!

Find Your Dream Job

Looking for more than just another job, but something that adds meaning to your life? Find Your Dream Job can help you get there. This podcast offers a new episode each week with host Mac Prichard interviewing different, nationally renowned job search experts.

You’ll learn about inside secrets of the recruiting trade, so you have more insight into what employers want out of candidates. You’ll also find out how to deal with tricky issues, like employment gaps, tough interview questions and career changes.

Some recent episodes include: How to Choose the Right Career for You, Why You Need to Network When You Don’t Need Help, and Why Interviewing is a Two-Way Street. When you listen, you’ll be able to get into the mind of the hiring manager and find out how you can position yourself in the best possible light with them.

Get Hired with Molly Mapes 

Ready for a career move or total change, but don’t know how to make the transition? This podcast is for you. Host Molly Mapes assists listeners by offering the best of both worlds; she’s a career coach and a recruiter. Thanks to experience on both sides of hiring, she understands the challenges job seekers face, as well as what recruiters are looking for in potential new hires, covering both perspectives.

In terms of format, this podcast offers a casual approach with Molly answering questions she hears most often from her many clients. Some recent episodes have covered topics such as: Career Indecision – Part 1, Why is Job Searching So Hard?, and Why LinkedIn is Your Job Searching BFF.

Career Cloud Radio 

Hosted by Chris Russell, this show is downloaded more than 2,500 times each day for a reason. It offers insight and tips on the most basic – and most important – fundamentals of a job search.

For instance, you’ll hear from experts in resume writing, interviewing, using social media in your search, career coaching and job resources. Not only does it offer straightforward, practical advice, but it’s geared toward job seekers with all levels of experience, from industry veterans to entry-level employees.

Another way to get the help you need with your job search is by reaching out to local Houston job recruiters, like those at Murray Resources. With more than 30 years of experience, we know what employers want and how to best position your skills and background, all so you can secure your next great job. Find out more today by connecting with our team.

Posted in: & Advice Columns

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

 

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.

Keep Your Best Employees by Being a Better Communicator

February 18th, 2019

It’s up to you to inspire, motivate and lead. To do that, you need to be an excellent communicator. But what if you’re more of a visionary and less of a talker? How can you improve your skills in this area so you can retain the best people on your team? Here are some tips:

Listen more.


Being a good communicator is as much about listening as it is about talking. If you don’t know what’s on the minds of your staff members, then you’re not going to be able to address their concerns and challenges.

 

Stay in touch.


Don’t be the kind of boss who remains behind closed doors each day. Instead, check in regularly with your people. For instance, schedule weekly touchpoints and ask about issues they’re facing on the job. This not only gives them a sense that you truly care about their satisfaction at work, but that you value their insight and feedback too.

 

Be mindful of the mediums you’re using.


When you’re communicating, use the mediums that make the most sense for your team. For instance, if you have telecommuters, then conduct regular video conferences. Or, if you have employees who fall into many different age ranges, connect with them in the way they’re most comfortable with.

 

Communicate often.


There’s nothing worse than being left in the dark, especially if there are big changes or important decisions going on at your company. So strive to communicate openly and often. Employees want transparency, which actually builds trust and loyalty. What they don’t want is to be blindsided by bad news at the last minute.

 

Pay attention to your body language.


It’s not only important to think about what you say, but how you say it. When you’re talking to your staff, try to assess your body language and the message it’s communicating. If, for instance, you’re sitting in a meeting with your arms crossed tightly over your chest, it can come across as a barrier between you and your team.

 

Show your interest.


You have a diverse mix of employees motivated by different factors. That’s why it’s important to spend time with each and aim to get to know them on a more personal level. When you do, you’ll find out about challenges they’re facing that can impact workplace productivity. Likewise, you’ll have a better sense of what drives them internally. Finally, they’ll feel more comfortable and confident coming to you with areas of concern or to discuss career goals.

 

Need more help improving your leadership communication skills?


Turn to the management coaching specialists at ResumeSpice. We’ll not only work with you to boost your communication skills, but also help you gain more self-awareness, clarify goals, and ultimately unlock your potential as a leader. Call us today at 832.930.7378 to learn more or get started.

 

Posted in: News

Murray Resources: Named One of Houston’s Top 5 Recruitment Firms!

February 11th, 2019

We’d like to give ourselves a pat on the back! Murray Resources is proud to announce that we’ve been ranked one of the top five recruitment firms in Houston by the Houston Business Journal.

 

“Being named one of Houston’s top recruitment firms is a wonderful accomplishment for our team because it recognizes the tremendous job they do for our employers and candidates every day,” said our company president, Marsha Murray. “While our focus has always been on offering the highest quality recruiting services and not necessarily on being the largest firm, our company’s growth is a welcome by-product of our team’s hard work and dedication.”

 

So how did our firm come so far?


Back in 1988, Marsha founded Murray Resources after working in the staffing industry for a number of years. She secured a $2,000 loan and used it to buy a typewriter and get business cards and brochures printed. While her beginnings were humble, she had a big vision in mind. She wanted to create a Houston recruitment firm that focused more on respect for both clients and candidates than what she’d seen in her past industry experience.

 

Always staying true to that vision, Murray Resources has since seen phenomenal growth over the past three decades, going from a one-woman operation to employing dozens of knowledgeable recruiters and support staff. Our team counts more than 800 companies in and around the Houston area as clients, including 11 that are Fortune™ 500. We’ve also placed thousands of job seekers over the years, matching them with opportunities where they can achieve their career goals and boost their overall quality of life in the process.

 

And our numbers speak for themselves. For instance, we have a 95% client satisfaction rate, the majority of our clients have worked with us for more than 11 years, and referrals are our biggest source of new business. In fact, they account for 43% of new accounts! We even boast an A+ rating from the Better Business Bureau.

 

So, whether you’re an employer seeking to partner with a reputable recruitment firm in Houston or a candidate who wants help with your job search, Murray Resources is your go-to source. We have experience across a range of industries – from manufacturing and marketing to administration, finance, HR and more – as well as in temporary, contract, and temp-to-hire staffing; payrolling; onsite recruiting management; and testing/assessment services. In addition, for candidates, we offer our stand-alone resume writing and career coaching services through ResumeSpice. However you work with us, you can always count on us for honesty, integrity, and transparency every step of the way.

 

Posted in: News

Should I Remove a Short-term Job from My Resume?

February 4th, 2019

Your resume is your chance to persuade a hiring manager to call you for an interview. But what if you have a potential liability on it – namely, a short-term job? You want to be honest and transparent. At the same time, you don’t want to scare off a hiring manager and lose out on a great opportunity. What should you do?

It really depends on your unique situation. You have a limited amount of space, so it’s certainly a decision that’s important to weigh. To help you in the process, the resume writing service team at ResumeSpice offer a look at the pros and cons:

The case for removing the job:

If you only held the job for a few weeks or a couple months, then including it will make the hiring manager wonder whether or not you’re a job hopper. With hundreds of applicants for most openings, this can clearly be a threat to your candidacy. It’s therefore worth leaving off, especially if it’s not particularly relevant. Plus, if it won’t cause a big employment gap – and a red flag for potential employers – then removing it can actually be an advantage.

The case for keeping the job:

There are times when you can or must include the job. For instance, that’s the case when a posting asks for a complete list of every position or you’re applying for a role that would require some kind of security clearance. In addition, if you did gain any relevant skills or accomplish something important in the role, then you should consider keeping it. This can often offset the fact that your tenure was short-term, which is something you should be prepared to address in an interview.

Keep in mind: your resume is not a contract. You should always be honest and follow the instructions of the job posting precisely. However, that doesn’t necessarily mean you need to list every job.

Instead, with your resume, you’re marketing yourself to potential employers. To do that, you want to put your best foot forward. If keeping a short-term job on it sabotages that effort, then eliminate it and focus on the relevant information that does show just what you can do.

 

Interested in professional resume writing help?
Turn to the resume writing service specialists at ResumeSpice. Whether you need an entry-level resume or an executive one, we can assist with all levels, delivering quality work, quickly and affordably. Call us today at 832.930.7378 to learn more or get started.

Posted in: Blog

How to Benchmark Your Salary

January 24th, 2019

When you first start out in your career, you might be making the same amount as all those other entry-level employees. However, as the years accumulate and your experience grows, salaries can diverge wildly, even for those with similar backgrounds. So how can you ensure you’re being paid fairly?

 

It’s all about doing some legwork to benchmark your salary. Here are some tips from the career coaches at ResumeSpice on how to handle the job:

 

#1: Look for job openings similar to yours.

 

Check our job boards and employer career sites in search of openings that are similar to your position. Not all postings will offer salaries and some will give a range. However, you should be able to gather enough data – especially on industry-specific job boards – that you gain a better sense of whether or not your salary falls in line with current opportunities.

 

#2: Leverage online tools.

 

There are many different calculators you can use online to gauge your salary. Once you enter information, such as your job title, location, and current salary, you’ll be able to see where you stack up. Some examples of tools to use include Glassdoor’s Know Your Worth, Salary Wizard, Payscale’s What Am I Worth, and LinkedIn Salary. There are also industry-specific tools you can use, like Dice’s Salary Calculator if you’re an IT professional.

 

#3: Review general salary surveys.

 

Salary surveys offer an overview of the median or average compensation for employees in similar jobs. Data is typically collected through traditional mail, email, and online questionnaires. While often more broad in nature, these can give additional insight into whether your salary and the going rate are competitive.

 

#4: Ask a trusted co-worker.

 

You probably don’t want to go around asking all your co-workers what they’re earning. However, if you have a close friend at work in a role similar to yours, it’s worth having a conversation. If they don’t want to go into details, then offer them a range of what you’re paid and see if their salary is similar.

 

#5: Be sure to factor in benefits.

 

You might think you’re being underpaid. However, before you make that assumption, factor in the cost of your benefits and perks, too. For instance, you could be paid less salary than a counterpart at a competing company, but have a more generous health insurance package enabling you to actually take home more money.

 

#6: Talk with your boss.

 

If you, after your research, you find out your salary isn’t where it should be, schedule a conversation with your boss. Be prepared with all your findings, as well as a list of accomplishments and contributions you’ve made. Then make the case as to why you deserve a raise.

 

Looking for professional help with the process?

 

Get it from the career coaches at ResumeSpice. Whether you’re preparing for salary negotiations, asking for that big promotion or searching for a better-paying opportunity,

we can help you achieve your career goals. Call us today at 832.930.7378 to learn more or get started.

 

How Long Should an Interview Thank You Letter Be?

January 17th, 2019

Once you’ve completed your resume and cover letter, you’re done putting pen to paper, right? Actually, if you’ve had an interview, then you have another document to write: the post-interview thank you letter.

 

You might be thinking it’s unnecessary. After all, in today’s day and age of texts and Tweets, who’s actually going to read it? The answer is: plenty of hiring managers. In fact, in a recent CareerBuilder study, 86% of hiring managers said NOT sending a thank you note demonstrated a lack of follow-through. That’s why it’s so important to make the effort and write the letter.

 

But when it comes to what you send, how long should it be? And what should be in it?

 

Your interview thank you letter should be short, no more than a few paragraphs. You’ll want to open thanking the hiring manager for their time and perhaps talking about a particularly memorable part of the interview that comes to mind.

 

Next up, reiterate why you’re a fit for the job. This should be around two paragraphs at most. You shouldn’t be regurgitating what’s on your resume in this section. Instead, highlight those one or two relevant strengths that make you the best-fit person for the job. If you forgot to mention an important fact about your background during the interview, this is also a good place to bring it up.

 

Finally, it’s time to close the letter. Here, you can restate your interest in the position and the company. Personalize it even further by talking about one key detail about the organization that really stands out and makes you want to work for them. While you don’t want to come off as desperate, hiring managers like to know you’re enthusiastic about the opportunity.

 

Once you’re done writing your letter, expect to rewrite it a few times until it’s pitch perfect. Before you send it, also proofread it and then ask a friend or family member to proofread it again. You don’t want a small grammar or spelling mistake to sabotage your efforts.

 

When it comes to sending your interview thank you letter, your best bet is email. The hiring manager could be making a quick decision, so you want to get the letter into their hands as soon as possible.

 

Need more help writing a compelling thank you letter that distinguishes you?

Turn to the career consultants at ResumeSpice. We can help you display your appreciation, showcase your strengths, and stand out from other candidates with a well-written thank you letter. Call us today at 832.930.7378 to learn more or get started.

Posted in: & Advice Columns

What Type of Thank You Works Best: Note, Letter or Email?

January 10th, 2019

When it comes to your job search, sending an interview thank you letter is a must. However, when you do, what’s the best approach to take? Do you mail a type-written letter or send in a hand-written notecard? Or should you simply submit an email for the sake of time?

 

It can certainly be an overwhelming decision to make in circumstances that are already stressful. To help you make the right move, here’s a look at the pros and cons of each and which tactic to take in your unique situation:

 

Interview Thank You Email

 

There are many benefits to writing an interview thank you email. Email is how most people correspond in business today. Plus, if you know the hiring manager is going to be making a fast decision, then it’s the quickest way to get your letter into their hands. In addition to timeliness, if you interviewed with a panel and have many thank you’s to send out, email can offer you the easiest, most convenient option.

 

One tip if you are emailing a note? Use your desktop computer or laptop. Your phone screen is small and it’s much easier to make a spelling or grammar mistake on it, as a result.

 

Interview Thank You Note

 

The downside of email is that it’s impersonal. So if you know you have a little bit of time, it can go a long way to send in a hand-written interview thank you note. A well-crafted one, written neatly, can help you stand out among other candidates who don’t make the same effort.

 

However, before you take this approach, keep in mind the type of position and company. If you’re after a high-tech job in a fast-paced environment, then a hand-written note might actually make you look dated. If, though, you’re applying for a creative positive at a medium size organization, it can help you stand out as unique.

 

Interview Thank You Letter

 

For many types of jobs, typing a letter is a standard reply. This will showcase your business etiquette and also demonstrate to the hiring manager that you’re adept at writing a formal letter. This is important if the type of job you’re interviewing for is related to office work, such as an administrative assistant or executive secretary, especially if letter writing is a part of the job.

 

At the end of the day, there are advantages and disadvantages to the different types of interview thank you letters, notes and emails you can write. First and foremost, timing is key. If the hiring manager is making a quick decision, email is best. Beyond that, it’s important to reflect on the kind of company you’re interviewing with to ensure you take the approach that will appeal to them most.

 

Need assistance in writing a compelling thank you response after the interview?

 

ResumeSpice is here for you. We can help you write a letter that distinguishes you from other candidates, so you can increase your odds of getting the job. Call us today at 832.930.7378 to learn more or get started.

Are You Active on LinkedIn? Here’s How the Right Action Can Help Your Career

January 9th, 2019

You might be busy. But if you’re interested in making a career move in the New Year, then you need to get active on LinkedIn. Not sure where to start? Here are a few quick actions from the LinkedIn profile writers at ResumeSpice you can easily take in the days and weeks ahead that can have a big impact on your career in 2019:

 

Keep your profile current.

 

It sounds like a no-brainer. And yet, many professionals have stagnant profiles that sit there year after year without so much as a word change. But if you want to stand out and make the best impression possible on recruiters and hiring managers, you need to ensure your profile is current and compelling.

 

Keep in mind, too, your profile doesn’t need to read like a resume. It should offer more unique insight into who you are and what you do in order to get your audience engaged. You can do that in any number of ways, from telling a story to promoting your portfolio to sharing a video of an important career highlight.

 

Post status updates.

 

Status updates help your connections learn about your skills and experience; they also keep you on their radar. Not only that, but according to LinkedIn, job seekers who updated their status weekly were 10 times more likely to be contacted by recruiters. Some different update ideas include asking questions, sharing quotes and information, talking about industry trends, or offering your take on a hot career-related topic.

 

Stay social.

 

If you want to make the most of LinkedIn, it’s important to stay social on it. That means regularly engaging with your contacts by liking, sharing and commenting on their activities. It also means taking the time to research and seek out new connections. When you do, though, don’t send a generic connection message. Take the time to craft a custom invitation to connect.

 

Join a group.

 

Being active in a Group on LinkedIn can offer many different benefits. It can help you expand your network within your field beyond those in your immediate circle. It can also help you increase your visibility among other industry professionals, as well as recruiters and hiring managers looking for professionals like you. Finally, it can give you a forum for posting your own questions and engaging in discussions that can enhance your knowledge base.

 

Search jobs.

 

At any given time, there are millions of different job opportunities being promoted on LinkedIn. So if you’re looking to make a career move, spend some time searching these and setting up email alerts so you’re notified when new opportunities get posted.

 

Interested in a new job in the New Year?

 

Connect with the LinkedIn profile writers at ResumeSpice for help with yours. We can help you build a powerful presence online, all so you can achieve your career goals. Call us today at 832.930.7378 to learn more or get started.

Invest in Your Personal Brand: Why Career Marketing is So Crucial to Professional Advancement

January 3rd, 2019

Just 10 years ago, all you needed to apply for a new job was a cover letter and a resume. Things have changed dramatically since then. In today’s world, a personal brand is a must. But what exactly does that mean, and how can you create one to advance your career in 2019?

 

A personal brand is simply a way to differentiate yourself. It defines the unique value and experience you offer. It showcases your personality so you come across as authentic. And it positions you as a leading professional that employers want to hire. At its essence, it’s how people remember you.

 

That’s critically important in a competitive job market. For instance, when you have a polished and professional personal brand, you’ll benefit in many valuable ways, including:

 

Improving visibility in your industry.

 

This is vital, particularly when it comes to looking for a new job. The better known you are, the more recruiters and hiring managers you’ll get in front of. Not only that, but realistic or not, visibility equates to more familiarity. Companies want to hire people they know because they feel more comfortable with them.

 

Broadcasting more authority.

 

When you have a strong personal brand, it shows that you’re a trusted authority. Your opinion is, therefore, going to matter to more people. Recruiters and other professionals will seek you out and connect with you on an emotional level. This will help to build more trust among you and your network, which can play an invaluable part in your career.

 

Showcasing special skills.

 

You have a specialized combination of work and life experience that can set you apart from other candidates. When it comes to what makes you unique as a professional, a personal brand will help you show it off, whether it’s through your own website, blog posts, articles you author on LinkedIn, or speaking engagements.

 

Setting yourself apart from the competition.

 

At the end of the day, whether you’re looking for a new job, to expand your network, or the chance to take your career to a whole new level, a personal brand can play a key role. It will help to make you more memorable as you strive to achieve your career goals.

 

Ready for professional help creating a personal brand?

 

Turn to the team at ResumeSpice. We offer a variety of services, from professional bio writing to LinkedIn profile writing and more, we’ll help you develop your own compelling personal brand. To get started, call us today at 832.930.7378.

Posted in: & Advice Columns

Breaking Resume Myths: Limiting to One Page May Limit Your Potential

December 26th, 2018

Writing a resume is a delicate balance. When it comes to how long yours should actually be, you’ve probably heard the “one-page” rule. However, it’s not necessarily true and can actually wind up hurting your job search if you stick to it. Here’s why:

 

You cram too much information in.

If you’re desperately trying to stick to one-page during the resume writing process, chances are, your margins are going to be too narrow and fonts too small. As a result, hiring managers aren’t going to read your resume. They’re busy and need to be able to quickly and easily scan each one. If they require a magnifying glass to read yours, they’re likely going to skip it.

 

You leave out vital information.

In an effort to pare down your resume to a page, you could be leaving out critical information; the kinds of details that would distinguish you from other candidates. That’s why you shouldn’t be solely focused on length. Instead, concentrate on highlighting what’s important and most relevant for the hiring manager to know about you. You might still need to edit; however, you have a lot more flexibility with two pages instead of one.

 

It makes you look inexperienced.

Hiring managers expect experienced professionals to have a resume that’s more than one page. They also expect it to be polished and professional, with plenty of white space and proper formatting. So if your resume is jam-packed and messy-looking on a single page, it’s not going to reflect well on you or your background.

Of course, there are exceptions to every rule. For instance, if you just launched your career or only have a couple of years of experience, your resume should be one-page long. Anything more than that will make you look presumptuous, or like you’re unwilling or unable to edit. Stick to a single page and use appropriate margins and a font size that’s reasonably easy to read. That means one-inch margins and at least an 11-point font. Hiring managers will notice and thank you for it.

 

Writing a compelling resume takes a lot of work. On top of content, you need to think about other details, like length. If you’d like professional help and advice with the process, turn to the experienced resume writers at ResumeSpice. Whether you need some quick feedback or a total overhaul, we can help. To learn more, call us today at 832.930.7378.

Posted in: & Advice Columns

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.

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.

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.

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.

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.

4 Career Mistakes to Avoid When You Want to Get Ahead

December 5th, 2017

It’s almost a New Year – and if you’re ready to get ahead in your career, then there are some important steps you should take. At the same time, there are several common mistakes you should avoid. For instance, here’s a look at a four:

#1: Being too ambitious…or not ambitious enough.

As leading recruiters in Houston, Murray Resources knows that a desire to get ahead in your career is healthy. However, if you’re willing to do anything to climb the corporate ladder – from stretching yourself too thin to accepting a promotion you know you’re not qualified for – then it’s going to catch up with you eventually. At the same time, a lack of ambition or staying in your comfort zone for too long can also negatively impact your career, as well. Instead, try to strike the right balance by aiming higher, but also being willing to work on your shortcoming and skills gaps before you make a big move.

#2: Not acquiring new skills.

Years ago, people learned on the job with minimal training. Today, however, workers are expected to be proactive about acquiring new skills and expanding their knowledge base. This is especially true if you want to get ahead in your career. So if there’s a certain specialized skill set that would help you advance in your current position, or a new one, do all you can to learn it. Read a book, take an online course, ask your boss for stretch assignments and enroll in a certificate program.

#3: Not taking feedback seriously.

It’s the end of the year, which means it’s time for performance reviews. If you receive some constructive criticism during yours, take it seriously. If you don’t, then you’re not going to be able to work on your weaknesses and get ahead in your career. It’s understandable if you don’t like negative feedback; nobody does. However, do make sure you take it to heart and put it to good use so you can learn and grow from it.

#4: Burning bridges.

Whether you resigned without two weeks notice or got caught talking about a co-worker behind their back, these kinds of actions constitute burning a bridge – and they’re tough to recover from. Instead, aim to be ethical and professional in all your workplace dealings. Don’t engage in gossip. Always try to do the right thing. And never point the finger of blame at others. Chances are, it will come back to haunt you.

Looking to advance your career in a new job with a new employer?
The trusted recruiters in Houston – Murray Resources – can help. We can assist you with your resume, interviews and connecting you with top positions – at top employers. 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, give Murray Resources a call today.

What Top Candidates Look for in Jobs

November 28th, 2017

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

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

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

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

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

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

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

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

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

Murray Resources Named to List of Fastest Growing UH-Owned Companies

November 6th, 2017

Cougar 100 Recognizes Fastest Growing Houston University of Houston-Owned or Managed Companies in the World

Houston, Texas (November 6, 2017) – The University of Houston has recognized Murray Resources, a leading Houston recruiting firm, as a member of the 2017 Cougar 100, honoring the fastest-growing companies in the world, owned or operated by University of Houston alumni. 2017 marks the fourth consecutive year Murray Resources has made the list.

There are over 4,000 companies worldwide owned and/or led by UH alumni. Murray Resources was named the 36th fastest growing company – the highest ranking for the company to date.

“We are excited to once again be included in the Cougar 100 list. To be recognized among so many great companies is truly humbling, particularly with so many talented UH alumni starting successful businesses and contributing to their communities, both here in Houston and throughout the world. We thank the University of Houston for this incredible honor,” said Marsha Murray, president of Murray Resources.

Cougar 100 was launched in 2014 by the University of Houston Alumni Association to identify the 100 fastest growing companies that are Cougar-owned or-led. Honorees were recognized at an Awards Lunch  at the Bayou City Event Center.

About Murray Resources

Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT / technology, light industrial, management / leadership, manufacturing, marketing, operations, and sales. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal.

For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

6 Tips for Having Serious Conversations with Your Boss

October 10th, 2017

You’re thinking of leaving. You want to respond to criticism you think is unfair. Or you’re interested in getting promoted – and getting a raise. Whatever the case for you, as leading Houston recruiters, Murray Resources knows these kinds of conversations are often awkward for employees. How can you approach them and get the results you want?

#1. Be prepared.

Before you walk into your boss’s office, be prepared for the conversation. For instance, if you’re asking for a raise, make sure you have hard facts and numbers to back up why you deserve a bump in salary. If, however, you think you’ve been criticized unfairly by your boss, be prepared with evidence that proves your point.

#2. Structure the conversation.

When it comes to difficult conversations, don’t wing it. It’s easier if you think through how the meeting should flow and also write down key points you want to get across. That way, you’ll be more effective and thorough when you’re communicating.

#3. Stay calm.

As Houston recruiters, Murray Resources knows if you’re upset or nervous about the conversation, it’s easy to get flustered and lose your confidence. Likewise, if you’re angry about a situation at work, you might be tempted to barge into your boss’s office and confront them. But this isn’t effective. Even if your boss was in the wrong, you need to approach the conversation in a way that’s both calm and diplomatic.

#4. Maintain eye contact and sit up straight.

Don’t let your body language give you away. Instead, it’s important to appear confident, maintaining eye contact and sitting straight. When you do, your boss will have more confidence in what you’re saying.

#5. Be honest.

Don’t exaggerate or make things up to get your point across. Instead, simply be factual and honest when talking to your boss.

#6. Don’t let them blow you off.

If you have something important to say to your boss, you’re probably desperate to get it out and put it behind you. But boss’s are busy and the chance of a reschedule are high. While if this happens one time, it’s not a big deal, do insist on a meeting if it keeps happening. Your boss owes it to you to hear you out.

When it comes to having a difficult conversation, focus on preparing, staying calm and being upfront. Your boss might not agree with you, but they’ll respect you for it.

Interested in advancing your career with a new position?

Call the experts at Murray Resources. As leading Houston recruiters, we can give you the inside scoop on getting hired at some of the city’s top employers. Contact us today to learn more – or get started.

4 Tips for Recruiting in Houston on Social Media

September 5th, 2017

Sourcing talent used to be a matter of networking, or posting a job ad and screening resumes. But with the growth of different social media channels, recruiting has a different look in 2017. In fact, it’s dramatically changed the way many Houston companies recruit. How can you leverage its power to source the talent you need? Here are 4 tips to help you.

Find the right channels.

As top Houston recruiters, Murray Resources knows that with so many social media sites available, it can be tough to know where to start. In most industries, LinkedIn is a good first place. However, beyond that, it depends on your unique hiring needs. For instance, if you’re looking for seasonal workers and millenials, Facebook can be a good option. Likewise, there are many niche recruiting sites in the Houston area and beyond focused on specific industries. So, depending on the position you’re hiring for, do your homework and find the right channels.

Leverage the power of current employees.

Your employees can be your best brand advocates online. And everyone on the team can have a hand in supporting recruiting efforts. Beyond providing you with referrals to possible new hires, they can also help to share job postings on their social media profile pages, automatically expanding your reach.

Post more than job openings.

Obviously, job openings are important to post. However, beyond that, make sure you’re creating a strong brand presence online. Post articles of interest, share photos of employees and what your workplace looks like, and talk about core values and why people like working there. You can attract more candidates and they can also get a better sense of whether your company is the right fit for them.

Aim for quality connections.

When it comes to recruiting in Houston on social media, you don’t need to find hundreds of candidates for a job opening. A handful to interview will do. That’s why when you’re focusing on your social media efforts, you should always aim for quality and relationship-building, not quantity.

With traditional recruiting, you’re often posting a job and waiting for the flood of resumes. However, social media recruiting, offers a different avenue. It’s about forging relationships, expanding your network and building a steady supply of candidates to consider when you have job openings.

Interested in getting help recruiting Houston candidates online and off?

Call the trusted Houston recruiters at Murray Resources. For over 30 years, we’ve been providing world-class recruiting services to high-performance professionals and leading companies in Houston. Contact us today to learn more.

Murray Resources Named to 2017 Inc. 5000 List of Fastest-Growing Companies in the U.S.

August 2nd, 2017

Murray Resources, a leading Houston recruiting firm, has been named to the Inc. 5000 list of fastest-growing, privately held companies in the United States.

HOUSTON, Aug. 2, 2017 /PRNewswire/ — Murray Resources, a leading Houston recruiting firm, announced today that it has been named to the Inc. 5000 list of the fastest-growing, privately-held companies in the United States. The company has made the list four of the last five years.

The Inc. 5000 list ranks private companies according to percentage revenue growth, with the 2017 list based on the % increase in revenue between 2013 and 2016. Past Inc. 5000 companies have included Intuit, LinkedIn, Zappos, FitBit, Under Armour, Microsoft, Patagonia, Jamba Juice, Timberland, Dell, Oracle, and hundreds of other notable alumni.

“Being named to the Inc. 5000 list for the fourth time in five years is a wonderful accomplishment for our team and a direct reflection of the exceptional work they do for our employers and candidates every day. When I started Murray Resources I had a vision of creating a recruiting firm based on respect—respect for clients who trust us to help them build their teams, and respect for candidates who turn to us at critical points in their careers and lives. It’s particularly satisfying that the original vision has translated into significant growth and long-term success for our candidates, employers, and employees,” said Marsha Murray, the company’s founder and president.

“The Inc. 5000 recognition is a wonderful accomplishment for our team, but we also know we’re just getting started. In the last 18 months, we’ve added light industrial to our recruiting product mix, launched a career coaching service www.resumespice.com that is now working with candidates across the U.S., Canada, and Europe, and opened our 3rdbrick and mortar location in the Houston market. We anticipate the next 18-24 months to be a period of continued high-growth for the company,” said Keith Wolf, Murray Resources’ managing director.

Marsha Murray started Murray Resources in January 1988 with a $2,000 loan, which she used to purchase a typewriter, business cards, and a brochure. Almost 30 years later, the firm has grown to count over 800 companies as clients, including twelve Fortune™ 1000 organizations. To date, Murray Resources has placed thousands of job seekers in roles ranging from administrative assistants to c-level executives.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, executive / leadership, finance, human resources, IT / technology, light industrial, manufacturing, marketing, operations, and sales. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

5 Simple Steps for Working with Houston Job Recruiters

June 13th, 2017

Are you spinning your wheels with your job search? Are you applying for endless openings without getting a call for an interview? Or are interviews coming in, but no offers? Then it may be time to call in professional Houston job recruiters. But if you’ve never worked with a recruiter before, how can you get the most from the relationship? By following these 5 steps:

#1: Be honest.

First and foremost, it’s important to always be honest with your recruiter. Tell them what you’re looking for in your next job, what your salary expectations are, and whether you’re willing to travel. If you lie, exaggerate, or say you’re open to traveling or accepting a certain salary – when really you’re not – then it’s only going to sabotage the relationship from the start.

#2: Keep it confidential.

Throughout the job search process, you’ll be meeting with various employers and hiring managers. Just as you would expect your recruiter to keep your job search quiet, you should likewise make confidentiality a priority. Your family may ask about certain details, but if it involves a sensitive matter, stay quiet about it.

#3: Talk about communication.

Every recruiter is different. Some might call you as opportunities arise; others will email you each week to check in. Just make sure you understand how your specific recruiter plans to communicate with you and when you should follow up with them. Throughout the process, be open and polite, but not pushy. Also be sure to respond to their messages and emails as quickly as possible.

#4: Be open to feedback.

If your recruiter tells you your resume needs polishing or that you need to sharpen your interview skills, don’t take offense. Take their advice to heart. At the end of the day, they want to connect you with a great job. However, if you have questionable interviewing skills or a weak resume, then they’re not going to give you access to the companies they represent.

#5: Take advantage of any resources offered.

Some recruiters in Houston offer training and education for their candidates in areas ranging from software to job interview etiquette. Take advantage of these opportunities. You can learn something new, connect and network with others both inside and outside your field, and also make yourself a stronger candidate in the process.

Interested in learning more about how a professional recruiter in Houston can help you?

Give Murray Resources a call. As a leading job recruiters in Houston, 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.

Murray Resources Honored as University of Houston Cougar 100 Company for 3rd Consecutive Year

September 14th, 2016

 

Recognizing the Fastest Growing Houston University of Houston-Owned or Managed Companies in the World

Houston, Texas (September, September 14, 2016) – The University of Houston has recognized Murray Resources, a leading Houston recruiting firm, as a member of the 2016 Cougar 100, honoring the fastest-growing companies in the world, owned or operated by University of Houston alumni. 2016 marks the third consecutive year Murray Resources has made the list.

Cougar 100 was launched in 2014 by the University of Houston Alumni Association to identify the 100 fastest growing companies that are Cougar-owned or-led. Honorees will be recognized at an Awards Lunch on October 26th at the Bayou City Event Center. The Cougar 100 list will be printed in a special section of the Houston Business Journal on October 28th and will be distributed to the Houston, Dallas, San Antonio, and Austin markets.

“We are thrilled to once again be recognized as one of the fastest growing University of Houston-led businesses in the world. And to receive the award three years in a row is a testament to the amazing employer and candidates who place their trust in us every day – and the consistent work our team does to match top companies with the very best talent. We thank the University of Houston for this incredible honor,” said Marsha Murray, president of Murray Resources.

About Murray Resources

Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT / technology, light industrial, management / leadership, manufacturing, marketing, operations, and sales. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal.

For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

Murray Resources Named to Inc. 5000 List for Third Time

August 17th, 2016

Murray Resources, a leading Houston recruiting firm, has been recognized by Inc. Magazine and Inc.com as one of the fastest-growing, privately held companies in the United States.

(Houston, TX – August 17, 2016) – Murray Resources, a leading Houston recruiting firm, announced today that it has been recognized by Inc. Magazine as one of the fastest-growing, privately-held companies in the United States. A three-time Inc. 5000 honoree, Murray Resources has achieved a 40 percent growth rate since 2012.

The Inc. 5000 list ranks private companies according to percentage revenue growth, with the 2016 list based on the % increase in revenue between 2012 and 2015. Past Inc. 5000 companies have included Intuit, LinkedIn, Zappos, Under Armour, Microsoft, Jamba Juice, Timberland, Dell, Oracle, and hundreds of other notable alumni.

“Being named to the Inc. list for the third time is a true honor, as well as a testament to our team’s unwavering dedication to the dynamic companies and talented candidates with whom they work every day. This recognition would not be possible without our incredible team and the clients and job seekers who trust us to help them make some of the most important decisions in their lives. ” said Marsha Murray, the company’s founder and president.

Ms. Murray started Murray Resources in January 1988 with a $2,000 loan, which she used to purchase a typewriter, business cards, and a brochure. Almost 30 years later, the firm has grown to count over 800 companies as clients, including twelve Fortune™ 1000 organizations. Murray Resources has placed thousands of job seekers in roles ranging from administrative assistants to c-level executives.

“I’m extremely proud of the growth we’ve been able to achieve over the past three years, but I’m even more excited about what the future holds. We’re continuing to enter new geographic markets and staffing verticals, while adding complementary services such as our new career coaching service www.resumespice.com. Our growth translates into more opportunities to achieve our mission of matching dynamic employers with talented candidates.” said Keith Wolf, Murray Resources’ managing director.

Over the last three years, Murray Resources has expanded to The Woodlands, Sugarland, Downtown, Galleria, and Pearland by opening ‘by appointment only’ offices. Austin and Dallas ‘by appointment only’ offices were added in 2015 and later that year Murray Resources completed its first acquisition in the company’s history by purchasing Kingwood Personnel. The acquisition also marked Murray Resources’ first brick and mortar expansion outside of the firm’s main office in West Houston’s Energy Corridor.

The 35th Annual Inc. 5000 Conference and Gala will be held October 18-20, 2016, at the JW Marriott Hill Country in San Antonio. Featured keynote speakers include Tony Robbins, Marvell Technology’s Weili Dai and New Belgium Brewing’s Kim Jordan.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT / technology, management / leadership, manufacturing, marketing, operations, and sales. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

 

Posted in: Press Releases

3 Pre-Interview Steps Every Employer Must Take

May 3rd, 2016

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

Create the team.

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

Develop the questions.

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

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

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

Train the interviewers.

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

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

Would you like to outsource interviewing – or the entire hiring process to the staffing experts? Call Murray Resources. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to high quality talent. Contact us today to learn more.

Contractor or Employee? What’s the Difference – and Why It Matters

April 19th, 2016

You know you need to hire. But should you bring a contractor or employee on board? As leading Houston recruiters, Murray Resources knows there are pros and cons to both.

For instance, with a contractor, you can save on labor costs and overhead, reduce your liability as an employer, and enjoy more flexibility. In fact, according to some reports, companies can save as much as 30% by avoiding payroll taxes, unemployment insurance, worker’s compensation coverage, and benefits normally provided to full-time employees.

On the other hand, sometimes you need a long-term solution and a regular, full-time employee is the answer. Employees are also likely going to be more loyal to your company than a contractor, helping you to achieve and sustain long-term business objectives.

Regardless of what you do decide, it’s important to ensure that you’re classifying these workers correctly – or you can end up in legal hot water.

Misclassification of an employee as a contractor can lead to costly back taxes (income, Social Security and Medicare) along with penalties. In addition, you might also have to reimburse them for the wages that should have been paid to them under the Fair Labor Standards Act, such as overtime and minimum wage.

It’s much easier to classify employees and contractors correctly from the start. And it doesn’t matter what your contract or written agreement with a worker says. Even if you both agree on the terms of the relationship, a worker’s status as an independent contractor rather than an employee is actually determined by several other factors.

According to the U.S. Small Business Administration, here’s a look at them:

An Independent Contractor:
• Operates under a business name
• Has his/her own employees
• Maintains a separate business checking account
• Advertises his/her business’ services
• Invoices for work completed
• Has more than one client
• Has own tools and sets own hours
• Keeps business records

An Employee:
• Performs duties dictated or controlled by others
• Is given training for work to be done
• Works for only one employer

The IRS currently estimates that approximately 15% of U.S. workers aren’t classified correctly. And, more and more, they’re conducting surprise audits to go after companies for misclassification. It’s up to you to ensure you’re on firm legal ground and properly classify and document each and every person who works for you – whether on a full-time or contract basis.

Do you need help hiring contractors and employees – and ensuring you’re classifying them correctly? Call the experts at Murray Resources. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to top quality talent. Contact us today if you’d like to learn more.

How to Search for Your Next Job…In Secret

January 26th, 2016

Looking for a new job? Then you probably don’t want your existing employer to find out. However, as experienced Houston recruiters, Murray Resources knows that in today’s world of social media and online connections, that can certainly be a challenge, especially if you work in a smaller industry. So how can you keep your job search a secret, until you get offered your next great position? Here are 3 quick tips you can put into action:

Quick tip #1: Take care with your LinkedIn profile.

One red flag to your employer that you’re searching for a new job is if all of a sudden you make dramatic changes to your LinkedIn profile. If they’re connected to you via LinkedIn – and get emails about changes to their network’s profiles – then they might assume you’re searching for a new job. The good news is that you can change your settings on your profile to avoid this scenario. Simply visit “Settings” and then select the “Turn on/off your activity broadcasts” under Privacy Controls. That way, you can fly under the radar of your boss and co-workers.

Quick tip #2: Take a planned approach to network.

You probably know that networking is the fastest way to find a new job. But it can be tricky when you’re already employed and don’t want to broadcast your search. That’s why you need to take a more strategic approach to networking. For instance, if you work with someone who knows the hiring manager at the company you want to work for, don’t automatically ask them to connect you. You need to assess your relationship with that person to ensure they are someone you can trust not to leak your job search news.

In general, when you’re in this position, you need to evaluate each situation on a case-by-case basis and network only with those you know you can trust to keep your search in the strictest of confidence.

Quick tip #3: Take aim at the right opportunities.

If you don’t like your current job, it’s tempting to apply to any position that sounds ok or to take the first offer that comes your way. But this is a recipe for disaster. Instead, take the time to research opportunities and the employers to ensure the ones you’re applying to are the best fit for you. It’s better to search for job for six months to a year and land the one that’s a great fit and a terrific next step in your career, then get a new job in a month and find out you dislike it soon after.

Unfortunately, there are no guarantees when it comes to keeping your search a secret. No matter how careful you are, your boss still might find out about your hunt. That said, you can greatly reduce the odds of that happening by following the tips above.

Would like you expert help with your Houston job search? Call the Houston recruiters at Murray Resources. When you work with us, you can rest assured that your job search will always be kept completely confidential. At the same time, we can offer you access to a variety of rewarding opportunities that may not be always be advertised. Contact us today to learn more or get started!

Why Outsourcing to Technical Recruiters in Houston Can Save You Money

November 10th, 2015

The economy has changed dramatically in recent years, making recruiting the right technical candidates more challenging than ever. From fierce competition due to skills shortages to ever-evolving business conditions, finding and hiring the right people in this new recruiting environment requires a different approach.

However, when you outsource the task to an expert – in other words, technical recruiters in Houston – you can find the best technical candidates, avoid the risk of hiring mistakes, and save time and money in the process. Here’s how:

Less Time-to-Hire

When you work with technical recruiters in Houston, they have a proven process in place based on years of industry experience and insight. So when you need to fill a position – whether on a contract or full-time basis – they immediately know where to look and may even already have relationships with candidates who would be a good fit. Rather than spending your valuable time searching for strong candidates, you can focus on other priorities and leave the task to the technical recruiting experts.

Increased Access to Candidates With Specialized Skill

Finding technical candidates can be a challenge, but sourcing those with a specialized skill set can be downright impossible…unless, of course, you’ve partnered with reputable technical recruiters in Houston. Recruiters are always doing just that…recruiting. So they come across a wide array of technical talent with various competencies across all levels, including those who may suit your unique needs.

A More Efficient Process

Between advertising fees and time to interview candidates, there are many direct and indirect costs to hiring. And they can add up quickly. But when you work with technical recruiters in Houston, you pay one fixed fee, so you know the expenses walking into the partnership. An experienced recruiter is also far more efficient with the process in terms of both cost and time.

Top Technical Candidates

In many cases, a new hire will quit after just a few months on the job, oftentimes due to lack of fit. However, when you work with a technical recruiter who understands the industry, you can gain access to better fit candidates, make a better hiring decision and avoid the costly risk of a hiring mistake.

Finding the right technical talent for your job opening be both challenging and expensive. But when you outsource the task to a technical recruiter, you can lower costs, gain access to top talent, and reduce the hassles of hiring.

If you’d like to learn more about the benefits of working with a technical recruiter in Houston, call Murray Resources. As top Houston technical recruiters, we can give you access to the highest quality talent, whether you need a programmer, project manager, or desktop support personnel. Contact us today to learn more or get started.

How to Hire the Right Personalities For Your Team

November 3rd, 2015

When you’re hiring – regardless of whether it’s for a big corporation or a small family business – you need people who are a fit for your company. As leading Houston recruiters, Murray Resources knows the best employees go beyond having strong hard skills. They have the soft skills that enable them to adapt well to the company culture and their positions, and are therefore able to perform at their best.

So if you’re ready to hire, or are considering doing so, how can you make sure you recruit those who have the right personality for your team? Before you start, ask these questions:

#1: What kind of personality are you looking for?

For instance, if you’re hiring a receptionist, being friendly and outgoing are significant traits for the job. However, if you’re hiring a bookkeeper, being detail oriented is far more important. So think about the position you’re hiring for – as well as the types of personalities that thrive within your company culture – and make a list of the key traits that you should be looking for in candidates.

#2: What questions will you ask to screen for the traits most important to you?

Once you’ve defined the traits most important to the position, make sure that the hiring and interview process will effectively screen for them. For instance, if you need someone who can think on their feet, ask a curveball question – such as “If Americans were the tallest people in the world, how would you go about proving it?” – when you’re interviewing them.

#3: How will you demonstrate the company’s personality during the interview?

Another way to find candidates with the right fit personality is to make sure you educate each individual about the company’s culture. If you communicate that your culture is laid back and informal, for instance, and a candidate knows they work better in a more structured environment, it’s likely they’ll filter themselves out of the running for the job, or not accept an offer should you extend one.

#4: How will you approach the interview?

It’s important to approach the interview like a conversation, not an interrogation. The more comfortable a candidate feels, the more likely it will be that they will open up and share more details about themselves. As a result, you’ll better be able to assess whether or not they’re a good fit for your opportunity.

Do you need more help hiring candidates that are the fit your organization? Call Murray Resource. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to quality talent. Contact us today if you’d like to learn more.

Think You Made a Hiring Mistake? Here’s How to Fix It

October 20th, 2015

You’ve screened hundreds of candidates, interviewed dozens and made your final decision. However, now that the employee is on the job, you’re second guessing your choice to hire them. If this sounds familiar, you’re certainly not alone. Every employer has made a hiring mistake at one time or another. The question is – what should you do about it? First, you need to be able to spot a few red flags. They are:

Red flag #1: An inability to learn from mistakes.

Expect new hires to make mistakes. It’s going to happen. However, if your new hire is making the same mistake again and again, there’s a problem. Either they aren’t listening, don’t understand what they’re supposed to be doing, or they simply don’t care.

What to do: When this happens, schedule a casual sit down chat with them. Don’t be harsh or overly critical. Simply state the problem and ask the employee what’s going on. Maybe they’re not clear on their role, or perhaps they need some extra training and support. Whatever the case, it’s important to find out what’s causing the issue so you can properly rectify it.

Red flag #2: There’s an attitude problem.

Your new hire was charming during the hiring process, but now they’re crabby and negative on the job. It could be that you made a hiring mistake, or they simply might be under extreme stress and acting out because of it.

What to do: If this is happening at your company, you need to fix the situation as soon as possible. As leading Houston recruiters, Murray Resources knows that a toxic attitude can quickly spread like a virus to other employees, negatively impacting morale and your company as a whole. Schedule some time with your new hire to find out what’s going on. Be prepared with specific examples of their attitude and explain the impact it’s having on the team. In many cases, the person may not even realize they are being overly negative.

Red flag #3: They’re acting like a lone wolf.

Some positions require people who can act more independently. However, they still need to collaborate and be a part of the team. If your new hire isn’t making any effort to get to know others or join forces on projects, it could be a sign of a poor cultural fit.

What to do: When this happens, make an effort to get the new hire more involved in activities at the company and with their co-workers. They may simply need a little nudge, as well as more time to adjust. Another option is to pair them up with a company veteran who can act as a buddy and make them feel more comfortable and welcome.

Just because a new hire isn’t producing within the first few weeks on the job doesn’t mean you made a bad hiring decision. However, if you spot the red flags above, it’s a sign that the situation could deteriorate – and it’s up to you to act.

Do you need help replacing a bad hire? If you do, call Murray Resources. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to top quality talent. Contact us today if you’d like to learn more.

Murray Resources Announces the Launch of its Murray Technical Division

December 26th, 2014

New Business Unit will House the Firm’s Engineering, Information Technology (IT), and Technical Sales Recruiting Services

(Houston, TX – December 26, 2014) – Murray Resources, a leading Houston staffing agency and recruiting firm, today announced it has launched the Murray Technical business unit to house the firm’s Engineering, Information Technology (IT), and Technical Sales Recruiting Services. The company will continue to fill roles on a temporary, contract, contract to hire, and direct hire basis in all three areas.

“While Murray Resources has been successively placing Engineering, IT, and Technical Sales professionals for almost fifteen years, we felt that our firm’s substantial growth in those areas over the last 36 months necessitated the launch of a standalone business unit that focuses specifically on those lines of business,” said Keith Wolf, Managing Director of Murray Resources.

The launch of Murray Technical coincides with the hiring of Jeremy Tyler, who joined the firm’s business development team in October, and who will lead the Murray Technical sales team. Jeremy brings over fifteen years of technical recruiting industry experience to Murray Resources, with a specific focus on IT / Technical staffing for Fortune 1000 and mid-market clients.

Murray Resources will continue to place Accounting/Finance, Manufacturing/Operations, Sales/Marketing, Human Resources, Customer Service, and Administrative professionals from within its Murray Professional division. The Murray Technical and Murray Professional divisions will both have distinct teams of recruiters who focus on matching talent within their specializations.

“The launch of Murray Technical is an exciting and significant milestone in our firm’s evolution. Fifteen years ago several of our longtime clients requested that we help them find technical talent. That piece of our business has continued to grow and today, Engineering, IT, and Technical Sales is a significant portion of our firm’s business. It was the right time to officially launch the Murray Technical brand,” said Marsha Murray, President of Murray Resources.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. In 2014 the company was named by the Houston Business Journal as one of Houston’s top 25 largest direct hire firms. In 2013 the firm was named to the Inc. 500/5000 list of fastest growing private companies in America. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

5 Quick Tips for Making a Great Job Offer

November 18th, 2014

You’ve found the perfect candidate. Your job is done, right? Wrong. As leading Houston recruiters, Murray Resources knows if you haven’t made the offer yet, then you’ve still got some work to do. After all, how you present it could be the difference between an exceptional candidate accepting your offer – and rejecting it for something better.

To ensure you get the candidate you want, follow these tips:

Tip #1: Move Quickly

When it comes to making an offer, don’t drag your feet. The best candidates are in demand – and you don’t want to lose one to your competition simply because you waited a few days too long. If you know you want to extend an offer, then don’t wait.

Tip #2: Do Your Homework

Hiring is expensive. But low-balling candidates will cost you in the long run. The best candidates know what they’re worth. And if you’re not offering fair market value for their skill set, then they’re going to look elsewhere for a better opportunity. Before you make the offer, make sure you conduct enough research to ensure it’s on target – or better than your competition’s.

Tip #3: Present Your Offer Verbally First

Either call the candidate or get them into the office to present your offer. When you’re going over it with them, make sure you promote the perks and benefits, such as health insurance, retirement matching programs, flex schedules, and tuition reimbursement. You want to get the candidate excited about the opportunity so it’s their first choice when making a decision.

Tip #4: Get It in Writing

Even when a candidate verbally accepts the job offer your presented, it’s critical that you get everything in writing in an offer letter or contract. You’ll also want your company’s legal counsel to review the documents to ensure you’ve got your bases covered. Don’t forget to include details such as job title, start date, agreed upon salary and benefits, and full or part-time status.

Also, it’s vital that you include any contingencies, such as signing a confidentiality agreement or passing a background check.

Tip #5: Give the Candidate Some Time

Be glad that a candidate asks for a little time to review the document. One that signs on the dotted line without asking questions or thinking about it may be a little desperate. On the flip side, the best candidates will want some time to weigh the pros and cons of the offer before accepting it. Simply let them know a date by which you need a decision.

If you need more help with the hiring process, call Murray Resources. As leading Houston recruiters, we can take the hassle out of hiring  – all so you can focus on other priorities while still gaining access to quality talent. Contact us today if you’d like to learn more.

Houston Recruiting Firm – Murray Resources – Announces Key Addition to IT Staffing Team

November 12th, 2014

(Houston, TX – November 12, 2014) – Murray Resources, a leading Houston staffing agency and recruiting firm, today announced that Jeremy Tyler has joined the firm’s business development team as Senior Business Development Manager.

Jeremy brings over ten years of recruiting industry experience to Murray Resources, with a specific focus on IT / technical staffing for Fortune 1000 and mid-market clients. With an extensive IT recruiting, sales, and sales management background, Jeremy offers a unique and well-rounded perspective to his client’s businesses, helping them fill some of their company’s most critical and time-sensitive positions.

In his most recent role, Jeremy served as the Business Development Director at Itsa Energy, an oilfield services company. Before joining Itsa, Jeremy held Director of Client Development and Manager of Strategic Sourcing positions at Triad Resources, an IT staffing firm.

“We are thrilled to have Jeremy join the Murray Resources team. His deep IT staffing experience will be an asset to our clients and his consultative, high-touch approach fits perfectly with our firm’s dedication to providing the very best employer and candidate hiring experience,” said Marsha Murray, President of Murray Resources.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. In 2013 the firm was named to the Inc. 500/5000 list of fastest growing private companies in America. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

Murray Resources Honored as a Cougar 100 Company

November 6th, 2014

Recognizing the Fastest Growing Houston Cougar-Owned or Managed Companies in the World

Houston, Texas (Monday, November 6, 2014) – The University of Houston has recognized Murray Resources, a leading Houston recruiting firm, as a member of the 2014 Cougar 100, honoring the fastest-growing companies in the world, owned or operated by University of Houston alumni.

Cougar 100 was launched this year by the University of Houston Alumni Association to identify and rank the top 100 fastest growing companies that are Cougar-owned or-led. The idea behind the Cougar 100 is to not only celebrate alumni success, but to also provide a forum to pass lessons to the next generation of Cougar entrepreneurs.

The Cougar 100 list will be printed in a special section of the Houston Business Journal on Nov. 7. Honorees will also be recognized at an Awards Lunch during the university’s homecoming week at the Bayou City Event Center.

“It’s a true honor to be recognized as one the fastest growing University of Houston-led businesses in the world. I started Murray Resources here in Houston over 26 years ago – and both the University and the city of Houston have been instrumental in our growth and success. We thank the University for this incredible honor, as well as our amazing and dedicated team, clients, and the Houston community,” said Marsha Murray, president of Murray Resources.

Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. The firm was also recently named to the Inc. 500/5000 list of fastest growing private companies in America.

For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com

Posted in: Press Releases

Murray Resources President Marsha Murray Named to Who’s Who in Energy For Fourth Consecutive Year

October 3rd, 2014

(Houston, TX – October 3, 2014) – Today, Marsha Murray, President of Murray Resources, a leading Houston recruiting firm, was named to the Houston Business Journal’s “Who’s Who in Energy” for the fourth consecutive year.

The list recognizes the top 100 leaders in the world’s energy capital and includes energy leaders in eight different markets, including Austin, Columbus, Dallas, Denver, Houston, St. Louis, San Antonio, and Pittsburgh. Selections are based on a combination of open nominations, industry outreach, and internal research by the business journals in each market.

“It’s an incredible honor to have our firm’s work in the energy industry recognized with such a prestigious award. This honor is particularly special because we’ve been at this for over 26 years and I know how much pride our team takes in placing talent at many of Houston’s leading energy companies,” said Ms. Murray.

Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. The firm was also recently named to the Inc. 500/5000 list of fastest growing private companies in America.

Ms. Murray and the other Who’s Who in Energy honorees will be recognized at a VIP reception hosted by the Houston Business Journal.

For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com

Posted in: Press Releases

Surviving a Killer Houston Commute

September 23rd, 2014

According to the U.S. Census Bureau, the average daily commute one way for U.S. employees is 25.5 minutes. However, for many Houstonians, a 25-minute commute would be a dream.

In fact, according to a study from Texas A&M Transportation Institute, Houston ranks 6th among the 10 most congested cities in the nation. In addition, the average Houstonian wastes 23 gallons of gas sitting in traffic. The study also found that drivers in our area waste more than two days a year on average in traffic congestion, costing nearly $1,100 in lost time and gas.

If you’re one of those workers trying to survive Houston traffic each day, here are some tips for making your commute a little less painful:

Think about timing.

As Houston recruiters, Murray Resources knows that timing is everything, especially when it comes to morning and afternoon traffic. If you were to leave 15 minutes earlier, or later in the morning, would you be able to head off some of the traffic? Traffic tends to go in waves, so leaving just a few minutes earlier can seriously cut down on your commute time. Try leaving your house at different times of the day and check out the traffic patterns so you can optimize your commute.

Use public transportation.

If public transportation is available to you, consider using it. That way you can read, check email or get work done on your commute – making the time you spend traveling to and from work at least somewhat productive. If public transportation isn’t an option, check whether other co-workers live nearby so you can take turns carpooling.

Telecommute one or two days a week.

If you truly have a killer commute – and you’re not willing to or can’t afford to move, find out if you can telecommute one or two days a week. While you’ll certainly want some face time in the office, there may be certain days of the week you know are slower or quieter, and therefore ideal for you to be working from home. You’ll also cut down on your commuting expenses and stress level in the process.

Ask for support.

If you’re married, have kids and pets all vying for your attention the second you walk through the door after a miserable commute, it can be especially stressful. Communicate with your family about how you’d like to be greeted – whether you want immediate hugs or need two minutes to decompress.

Find a job closer to home.

Of course, if your commute is truly onerous – and you really don’t love your job anyway – then it may be the perfect time to polish your resume and start your job search. Now that you know what a long commute is like, you can add “shorter commute” to your list of non-negotiables in a new job.

Need more help in your job search? Contact Murray Resources. As Houston recruiters, we will work to get to know you, your background, skills and personality – all so we can match you with job opportunities that are a terrific fit for you. Contact us today to learn more.

Houston Recruiting Firm – Murray Resources – Announces Key Addition

March 5th, 2014

(Houston, TX – March 5, 2014) – Murray Resources, a leading Houston staffing agency and recruiting firm, today announced that Kara DiCarlo has joined the firm’s business development team.

Kara brings over seven years of recruiting industry experience from her previous roles with Brooke Staffing, where she worked in both recruiting and sales positions. In her most recent role, Kara led a team of salespeople, recruiters, and account managers to meet the recruiting needs of a wide range of Houston-area clients. Kara will work with Murray Resources’ recruiting team to ensure that the firm continues to provide “best in class” recruiting services to its clients.

“We are thrilled to have Kara join our team. She brings with her a stellar reputation in the industry and her high-touch approach fits perfectly with our firm’s mission of providing the very best employer and candidate hiring experience,” said Marsha Murray, President of Murray Resources.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. In 2013 the firm was named to the Inc. 500/5000 list of fastest growing private companies in America. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

 

Posted in: Press Releases

Houston Recruiting Firm – Murray Resources – Announces Two Key Additions

December 23rd, 2013

(Houston, TX – December 23, 2013) – Murray Resources, a leading Houston staffing agency and recruiting firm, today announced that it has made two key additions to the company’s recruiting and business development teams.

The company announced that John Konis has joined the firm as a recruiter in the firm’s professional division, with a focus on placing engineering and IT talent in the greater Houston market. John brings an extensive background in technical recruiting from Randstad in Columbus, Ohio, where he worked with such clients as McGraw Hill, Emerson Power, Limited Brands, JP Morgan Chase, and Safe Auto Insurance.

Brooke Lindsey has joined the firm as senior business development manager, bringing extensive sales experience from her previous roles with ProStaff and Employer Flexible. Brooke will work with Murray Resources’ recruiting team to ensure that the firm continues to provide “best in class” recruiting services to its clients.

“Our team is thrilled to have John and Brooke aboard. This year was a watermark year for the company, as we added a record number of client accounts and were named to Inc.’s list of the fastest growing private companies in America for the first time in our company’s 25 year history. Adding two industry veterans of John’s and Brooke’s caliber ensures that we’re going to be able to continue to offer our clients and candidates the highest-quality of service they’ve come to expect from Murray Resources,” said Marsha Murray, President of Murray Resources.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. In 2013 the firm was named to the Inc. 500/5000 list of fastest growing private companies in America. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, IT, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

 

Posted in: Press Releases

Murray Resources President Marsha Murray Named to Who’s Who in Energy For Third Consecutive Year

November 15th, 2013

(Houston, TX – November 15, 2013) – Today, Marsha Murray, President of Murray Resources, a leading Houston recruiting firm, was named to the Houston Business Journal’s “Who’s Who in Energy” for the third consecutive year.

The list recognizes the top 100 leaders in the world’s energy capital and was expanded this year to include energy leaders in eight different markets, including Austin, Columbus, Dallas, Denver, Houston, St. Louis, San Antonio, and Pittsburgh. Selections are based on a combination of open nominations, industry outreach, and internal research by the business journals in each market.

“There are so many talented executives in Houston’s energy market – to even be considered for this list is truly humbling. After 30 years of recruiting, it’s as fun and rewarding as it’s ever been to place talent at so many companies that are at the forefront of the energy industry,” said Ms. Murray.

Ms. Murray and the other top 100 Houston recipients will be recognized at a VIP reception as part of the Total Energy USA conference at the George R. Brown Convention Center on November 20th, 2013.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, manufacturing, marketing, operations, and sales. The company has been named a “Best Places to Work” and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. The firm was also recently named to the Inc. 500/5000 list of fastest growing private companies in America. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

Houston Recruiters on How to Make Sure Recruiters Can Find You

September 19th, 2013

Houston recruiters, such as Murray Resources, are busier than ever and are constantly on the search for qualified candidates. So it pays to do everything in your power to ensure you’re the candidate they find. But first, you need to be THE candidate. The one who recruiters find. The one who gets the interviews. And gets the job. Have you made sure you’ve left no stones unturned? Here’s how to find out:

1. Make sure recruiters can find you

You may be the perfect candidate for that hot position recruiters need to fill now, but if they can’t find you, it’s like you don’t exist. Don’t waste time thinking it’s a recruiter’s job to find you. It’s your job to make sure they do.

2. Use keywords
One of the key ways to “get found” is by using keywords. They’re the words used most by people searching online for what they’re looking for. In this case, those people are recruiters and you are the perfect candidate.

So, do you know the words most used in your industry? Have you baked the words most commonly referring to your profession into your online resume? Did you ensure you’ve used them multiple times (but not too many to be considered “keyword stuffing”)? If not, now’s the time to do so. Think of keywords as breadcrumbs that lead recruiters to your door.

Not sure where to start? Check the major search engines like Google and Bing for advice and tools on finding and using keywords.

3. Brush up your bio

Quick, describe what you do in 30 seconds. Now, do it in 140 characters. You need to be able to show who you are and what you do in a variety of online accounts. And show professionalism and value while doing it. Make sure you’re standing out and showcasing your personality, both professionally and personally, in all those places where your bio appears.

4. Keep your information updated

If you haven’t updated your Twitter or LinkedIn accounts since you first created them months or years ago, it’s time for some housekeeping. Make sure you’re adding important professional and personal changes and updates (you can skip what you had for lunch unless you’re in food services). Review your job descriptions and make sure they’re current and accurate. And share relevant content to not only show you know what’s going on in the industry you’re in, but also to keep yourself top of mind.

5. Make your presence known

Being found online these days means taking an active part in online communities. So be sure to post to your Facebook, Twitter and LinkedIn accounts when you have something professionally relevant to share. And it wouldn’t hurt to put your resume up on your Pinterest account along with images that reflect the kind of work you do and who you are as a professional.

Along those lines, if there are photos on your Facebook profile that show you at less than your best, it’s a good idea to remove them. You wouldn’t want anyone to judge you based on that long weekend in Cabo you can’t remember most of anyway.

The net takeaway? To ensure you don’t get overlooked during your job search, play the part of a recruiter trying to find qualified candidates. Does your name come up in all the right places using all the right words? Do you look like the one to talk to about the job that needs to be filled? If not, take the time to ensure that it does and help recruiters find the candidate they’re looking for—namely, you.

Need More Help Getting Noticed By Hiring Managers?

If you do, give Murray Resources a call. As one of the leading Houston, TX staffing agencies, we take your career success personally. Not only will we work one-on-one with you to learn about your background and personality, but we can also connect you with exciting and rewarding opportunities at some of the top employers in the area! Contact us today to learn more.

Murray Resources Named to 2013 Inc. 5000 List of Fastest Growing Private Companies in America

August 21st, 2013

Murray Resources, a leading Houston recruiting firm, has been recognized by Inc. Magazine and Inc.com as one of the fastest-growing, privately held companies in the United States.

(Houston, TX – August 21, 2013) – Murray Resources, a leading Houston recruiting firm, announced today that it has been recognized by Inc. Magazine as one of the fastest-growing, privately-held companies in the United States.

The Inc. 5000 list ranks private companies according to percentage revenue growth, with the 2013 list based on the % increase in revenue between 2009 and 2012. According to Inc.’s editor-in-chief Eric Schurenberg, the list “was harder to get into this year than ever in its [32 year] history.” Past Inc. 5000 companies have included Intuit, Zappos, Under Armour, Microsoft, Jamba Juice, Timberland, Pandora, Oracle, and hundreds of other notable alumni.

“Being part of such an impressive group of companies is a true honor.  It’s a testament, not only to our team and the dedication they bring to work every day, but also a reflection of the success and longevity of our clients. Many of them have been with us since we first opened our doors in 1988,” said Marsha Murray, the company’s founder and president.

Ms. Murray started Murray Resources in January 1988 with a $2,000 loan, which she used to purchase a typewriter, business cards, and a brochure. 30 years later, the firm has grown to count over 800 companies as clients, including eleven Fortune™ 1000 organizations. To date, Murray Resources has placed thousands of job seekers in roles ranging from administrative assistants to c-level executives.

The company was among the first recruiting firms to utilize employee assessments to evaluate position/candidate match. Other notable initiatives have included building one of the industry’s most active job seeker blogs, launching a series of ‘Career Guider’ workshops to help job seekers with their search, hosting the ‘Hot Topics in HR’ seminar series to address issues relevant to HR professionals, and launching a mobile website to assist job seekers on the go.

About Murray Resources
Founded in 1988, Murray Resources is a leading Houston recruiting firm and staffing agency. The company serves a base of over 800 client companies, including numerous Fortune™ 1000 companies and high-growth small and medium-sized organizations, in the areas of administrative, accounting, customer service, engineering, finance, human resources, manufacturing, marketing, operations, and sales. Murray Resources’ 95% Performance Evaluation Score represents one of the highest placement satisfaction rates in the industry. The company has been named a “Best Places to Work” by the Houston Business Journal and the #1 Fastest Growing Woman Owned Business in the Personnel Category by the Houston Business Journal. For more information, contact Murray Resources at 713.935.0009 or visit www.murrayresources.com.

Posted in: Press Releases

5 Tips for Using Social Media to Recruit for Your Houston Company

May 14th, 2013

More than half of today’s job candidates are using some form of social media to search for jobs. So as leading Houston recruiters, Murray Resources can tell you that if your organization doesn’t have a social media recruiting strategy, then you could get left behind in terms of sourcing the best talent.

To help ensure you’re leveraging the power of social media in your recruiting process, here are 5 tips to get you started:

Tip #1: Start with a strategy.

Just as with any new endeavor, having a plan in place will make execution a lot easier. So identify which social media outlets you’re going to use and why you’re going to use them. For instance, if you’re looking for a veteran candidate in accounting, then think LinkedIn rather than Twitter.

Tip #2: Consistency is key.

As Houston recruiters, we often see hiring managers create a LinkedIn profile page or start a Twitter account, only to let it fall by the wayside after a few weeks. Or, they will post one or two job openings, not get a good response, and assume social media is a waste of time.

However, to use social media to your full advantage, consistency is key. You need to be posting informative and interesting content on a regular basis.

Tip #3: Engage, don’t advertise.

Your social media activities shouldn’t revolve simply around blasting out job openings. Instead, they should be focused on building your employer brand – and building relationships with active and passive job candidates. Also, avoid “corporate talk” in your social media posts; have conversations instead.

Tip #4: Monitor results.

Ok, so you’re posting on social media sites and actively seeking to build relationships with candidates. But all those efforts will go to waste if you’re not monitoring and tracking their effectiveness.

In other words, are there certain sites where the best quality candidates are coming from or where you’ve hired the most number of candidates from? Or are there sites that are delivering disappointing results? Whatever the case, you should be tracking results and adjusting your social media recruiting strategy accordingly.

Tip #5: Be patient.

It will take some time to see positive results from your social media activities. Keep in mind that your efforts are about building awareness and relationships; that’s certainly something that doesn’t happen overnight.

Don’t Have Time to Recruit Using Social Media?

If you need to hire, but simply don’t have the time, let Murray Resources know. As leading Houston recruiters, we can take the hassle out of hiring – using both high tech and traditional means – all so you can focus on other priorities while still gaining access to quality talent. Contact us today if you’d like to learn more.

 

Should I Put Short-Term Jobs on My Resume?

April 16th, 2013

You lost your job a year ago and in the meantime, have taken on a couple short-term jobs to pay the bills.

The question is: should you include those filler gigs on your resume? Or skip them?

On the one hand, if you don’t include them, it might look like you’ve been doing a whole lot of nothing while unemployed. On the other hand, if you do include them – and they’re not relevant to the position you’re applying for – it could detract from your chances of landing an interview.

So what should you do?

First, stop sweating it so much. As Houston recruiters, Murray Resources can tell you that hiring managers know the past few years have been ugly, even for the most talented among us. And, as a result, they’re more judicious than they were in the past when it comes to short-term jobs and resume gaps.

In addition, if you’ve had a stable work history up until the economic collapse, than you’re simply a victim of circumstances. Your short-term jobs are a blip in an overall steady background. If you’re really good at what you do, a hiring manager will see that.

That said, if you’ve held a half dozen temporary jobs or short-term jobs in the last year, you may not want to list every single one. Their sheer number will overshadow all that great experience you accumulated in the past.

So rather than listing all the short-term jobs you’ve held and looking like a job-hopper, choose one or two to promote. Select the ones that are most relevant to the positions you’re applying. The ones you list may be different, depending on the job opening, but that’s fine. You’ll want to tailor your resume for each position you apply to anyway.

Also, when it comes to short-term work, you may want to avoid listing the months and years of your tenure in your work history and list the years only. This will give you a little wiggle room.

And finally, when you do get an interview, be prepared to answer questions about your spotty work history over the past year. Just let the hiring manager know you’ve been taking short-term work to pay the bills, but didn’t include it all on your resume because it was outside your area of expertise. There’s nothing wrong with taking a less-than-ideal job to support yourself in tough times; in fact, the hiring manager may respect you more for it.

Want More Job Search Help from the Experts?

Let Murray Resources know. As Houston recruiters, we will work to get to know you, your background, skills and personality – all so we can match you with job opportunities that are a terrific fit. Contact us today to learn more.

 

Posted in: Blog, Job Search Tips

Not One But Two! Tips for Handling Multiple Job Offers

March 19th, 2013

You’ve sent out countless resumes, networked at event after event, and interviewed your heart out. Finally – all that hard work paid off. You got a job offer!

But just when you’re about to accept it, another offer comes in – one that you’re equally interested in. You weren’t expecting this situation. What should you do?

Here are some tips to help you:

Delay the decision.

As leading Houston recruiters, Murray Resources understands that when multiple employers call to extend job offers, it can be an overwhelming experience. You don’t want to make a decision right away. Instead, take some time to think about the situation and to decide which position is right for you. To delay them, simply say something like “I’m really excited about this opportunity, but I need a few days to talk it over with my family. I’ll get back to you on Monday.”

Take stock of the situation.

Take some time to really think about each company and each position. Ask yourself if you have a preference toward a certain position and what it is. If you’re not sure, then make a list of the pros and cons of each position. Don’t just think about the actual work you’ll be doing, also look at compensation, location, culture, size, room for advancement, and other elements important to your career and your life.

If making a list isn’t working for you, then close your eyes and visualize yourself in each position. Then ask yourself this, “where do you think you’d be happiest?”

Actually talk it over with your family or someone you trust.

When trying to make a difficult decision, it can feel like you’re spinning your wheels. But when you articulate the pros and cons of each opportunity out loud – to someone you trust, it may become much clearer which one’s really right for you.

Say “no” in a professional and timely manner.

Saying “yes” to the position you decide to take is easy; however, saying “no” to the other employer can be awkward. But the faster you get it over with, the better you’ll feel. So give them a call and simply say something along the lines of:

“I appreciate the offer, but I’ve decided to accept a different position that’s more in line with my goals and vision for my career. I just want to say, though, how impressed I was with your company and your team. It was great meeting you.”

Are You a Qualified Professional Looking to Land Just One Job Offer?

Let Murray Resources know. 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, our Houston recruiters can help you locate the position that best matches your skills and interests. Contact us today or search our Houston jobs now.

Posted in: Blog, Job Search Tips

5 Ways to Hurt Your Reputation in a New Job

February 19th, 2013

As Houston recruiters, Murray Resources can tell you that when you’re starting out on the job, your goal should be to “wow” your boss. But sometimes, things can get in the way of your very best efforts. Some of them aren’t in your control – but others certainly are. Below is a look at 5 ways you could hurt your reputation in those first, very important few days of the job.

1. You’re late.

Adhering to the basics of office etiquette is critical when you’re just starting out. And getting there on time is one of those basics. So don’t let a traffic jam, or construction get in your way of making a great first impression. Start off well ahead of schedule on your first few days so you can get a sense of how heavy traffic is and if there are any additional delays you’ll need to factor in.

2. You’re overly assertive at meetings.

You want to develop a reputation as a contributor and “go getter.” But at this stage of the game, you may not have a whole lot to contribute. So instead of asserting yourself and looking foolish in a meeting, ask lots of questions so you can get up to speed faster – then offer opinions and ideas of value.

3. You kiss up to your boss.

It’s important to have a healthy, productive relationship with your boss. However, if you think getting there involves kissing up, you may want to think again. Not only will your boss lose respect for you, but your new co-workers will, as well.

4. You spend time gossiping.

It’s only natural to want to connect with your co-workers as quickly as possible. However, gossiping isn’t the way to get there. Not only will you develop a reputation as having a big mouth, but gossiping about co-workers – before you really get to know them – will cloud your judgment of them. It’s not fair to your co-workers and could harm your ability to develop long-term, productive relationships with them.

5. You make comments on Facebook about how much you hate your new job.

Remember, whatever you post on a social media site like Facebook is never private, even if you have your account set to private. And a fast way to fall out of favor with your new boss is to be lamenting to all your friends about your boss, co-workers, or new job. It’s best to keep it zipped; if, after some time on the job, there are some things you don’t like or that are unexpected, then talk to your boss directly about them. Don’t post them on Facebook first.

Need Help Finding a New Houston Job?

If you do, let Murray Resources know. 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, our Houston recruiters can help you locate the position that best matches your skills and interests. Contact us today or search our Houston jobs now.

 

Posted in: Blog, Job Search Tips

How to Find the Right Recruiter

January 25th, 2013

It’s not difficult to find a recruiter. Some estimates put the total number of recruiters in the U.S. at over a million. Finding a recruiter that fits with your career goals and work-style – that’s a bit more challenging. Recruiters come in various forms, from independents working out of their homes to public corporations employing thousands of recruiters. How can you find one that works for you? Here are some tips.

Have a clear idea of the position you are seeking.

It’s important to start with a good understanding of the type of position(s) you’re targeting. Calling a recruiter and offering to take any job is not an effective approach. (yes, this happens…a lot). While flexibility is not a bad thing, not having any idea about the type of job you’re seeking will come across as undisciplined and unfocused – two traits that don’t excite a busy recruiter.

Do your research

Recruiters tend to specialize by industry and/or function. Some basic Google searching can help you identify recruiters in your area who work in the industry or function you’re targeting. Are you an engineer in Houston? Search “Engineering Recruiters in Houston” and you’ll get results for several local firms that work with engineers. For example, for Murray Resources, you’ll be directed to a page dedicated to Houston engineers. If the types of jobs they have listed match what you’re looking for, contact the firm and set up a meeting with a recruiter. The same approach works for Houston accountants, Houston administrative assistants, or any position.

LinkedIn is another great tool for identifying recruiters who match up well with your target position. You can use the site to browse jobs, many of which are published by recruiters. If a job matches what you’re looking for, seek out the recruiting firm that posted it and start following them on LinkedIn. Chances are they’ll post similar jobs in the future. Murray Resources uses our LinkedIn profile to post jobs, job seeker advice, and interviewing tips.

Look for a track record of success.

Your ideal recruiting agency has strong relationships with a range of hiring organizations within your target market, as well as a track record of placing top-notch talent in positions like the one you’re seeking.

How do you research that information? Start with the recruiter’s own website. Do they have a blog? If so, read through it and learn more about the firm before you contact them. Check the Better Business Bureau  – do they have a number of unresolved complaints? You should be able to learn the following online:

  • How long has the recruiting firm been in business?
  • What types of companies do they work with?
  • Do they have testimonials or case studies on their website that you can browse through?

Set up an introductory interview.

Any reputable recruiting firm will want to meet with you (in person, if possible) before presenting you to a client. This is also your chance to find out more about them. Ask about the types of jobs they work on and if someone with your experience and background fits well with the types of positions they place. Treat the meeting as you would any job interview. If you show up in a t-shirt and torn jeans, the interviewer will likely assume that’s how you’re going to represent the firm to their client. Dress appropriately and be prepared to discuss your experience and what type of position you’re seeking.

Ask for referrals.

If, after meeting with a recruiter, you determine that your goals and their recruiting sweet spot are not a match, ask if they can refer you to another agency that would be a better fit. The recruiting world, while large in numbers, is an small one. They should be able to refer you to another firm that can help.

Are you a talented professional looking for your next career move?
As top Houston recruiters, Murray Resources can help you explore your next career opportunity. Contact Murray Resources today to get started.

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