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

July 10th, 2018

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

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

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

Take anger out of the equation.

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

Keep it short and clear.

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

Don’t demand a reviewer take down their comment.

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

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

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

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

Stop Employee Burnout with a Staffing Agency in Houston TX

June 26th, 2018

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

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

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

Enabling employees to take time off without worry.

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

Helping your people focus on their priorities.

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

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

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

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

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

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

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

June 12th, 2018

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

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

Direct hire / permanent staffing.

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

Contract / temporary staffing.

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

Temporary-to-hire staffing.

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

Payrolling.

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

Onsite recruiting management.

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

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

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

Interview Questions to Evaluate a Candidate’s Skill Set

February 27th, 2018

As a leading staffing agency in Houston, TX, Murray Resources knows that in the recent past, there’s been a big focus on evaluating soft skills during the interview process. While that’s important, don’t also lose sight of assessing each candidate’s technical skills too. They can have a personality that meshes perfectly with your culture; but if they can’t do the job, then they’re not much use to you. That’s why it’s critically important to ask the right questions during the interview.

Before you create a list of questions, though, identify the specific skills each candidate should have. Also, think through the gamut of answers that would make the most sense for each question. To help you in the process, here are a few questions to consider:

  • Describe the most recent project you worked on. What were your responsibilities with it?
  • Describe the project you are most proud of. Why?
  • Do you hold any technical certifications?
  • How do you maintain your technical knowledge and skills?
  • What are your strengths and weaknesses in terms of your abilities?
  • What kinds of challenges do you think you’d encounter in this position?
  • Tell me about the most difficult technical challenge you’ve encountered and how you resolved it.
  • What technology is most important to you in your everyday work life?
  • Have you ever been asked to do something you didn’t know how to do? What was your response?

When you’re asking these questions, it’s not only important to assess the answers, but also be on the lookout for certain red flags. For instance, if answers are vague or not clear, dig deeper and ask follow up questions. If the candidate still struggles to answer the question, it could be due to a lack of technical expertise.

Likewise, look for those candidates who are flexible and willing to learn from their successes and failures. As a leading staffing agency in Houston, TX, we know you don’t want those people who think they’re always right and rigid about how they approach every project. Those who are will be far less likely to collaborate well with your existing team.

Finally, during the interview process, evaluate not just what the candidate says in their answers, but how they say it. For instance, do they seem bored and tired, or full of energy, enthusiasm and passion for their field? If it’s the latter, you’re far more likely to hire a candidate who will become a committed team player.

Need more help interviewing and hiring top technical candidates?

Call the experts at Murray Resources. As a leading staffing agency in Houston, TX, we can get to work sourcing, screening and vetting high-quality candidates, all while you focus on other business priorities. Contact us today to learn more.

7 Retention Mistakes Employers Make

March 5th, 2013

Millions of capable people are out there, unemployed and looking for work. As a result, your employees aren’t going anywhere, right? After all, who would want to risk taking the plunge to a new company in such an uncertain economy?

Wrong! In fact, according to a 2012 survey by Jobvite, 3 out of 4 workers (75%) are actively looking for or open to new jobs. So retention is a serious issue for every employer!

Unfortunately, as a leading staffing agency in Houston, TX, Murray Resources knows that too many employers are just sitting back, assuming it’s a buyer’s market and they don’t have to do much to retain their top employees. This is a huge – and ultimately costly – mistake.

So what are some other mistakes employers make when it comes to retention? Here’s a look at 6 more:

Mistake #1: Thinking no one else is hiring.

Your company may not be hiring. But that doesn’t mean your competition isn’t. Furthermore, it doesn’t mean your competition isn’t trying to woo your top talent away from you with all kinds of perks and offers.

Mistake #2: Not investing in retention.

During tough economic times, it’s tempting to cut areas – like retention strategies – that don’t seem like a priority. Don’t do it! The first employees to leave during tough times can often be your best ones. Then, not only will you be battling a difficult economy, but you’ll be doing it with your B-team, not your A-one.

Mistake #3: Assuming unhappy employees will speak up.

Do you say something every time you have bad service at a store or are disappointed with a product? If you’re like most people, probably not. You simply stop patronizing the store or buying the product. Employees are the same. They’re not always going to speak up when they’re unhappy; they’re just going to look for greener pastures elsewhere.

Mistake #4: Not holding managers accountable for retention.

Most employees don’t leave because they don’t like the company; they leave because they don’t like their boss. That’s why it’s important to tie employee retention to incentives for your managers and ensure it’s a top priority for them, just as productivity is.

Mistake #5: Failure to communicate.

A failure to communicate clear goals and expectations is a retention killer. Employees will wind up feeling confused, uncertain, and ultimately unmotivated and disengaged. This is especially true for new hires; so make sure you communicate early, often, and clearly about your expectations for each and every employee.

Mistake #6: Assuming employees are loyal to your company.

Employee loyalty is a thing of the past. In fact, employee loyalty is at a seven-year low, according to a March 2012 MetLife survey of employee benefits, trends and attitudes. So don’t think you can rest on your laurels when it comes to retention; it’s something you must be aware of and actively invest in on a regular basis. If you don’t, it will cost you.

Need Help With Your Hiring & Retention Process?

If you do, let Murray Resources know. As a leading staffing agency in Houston, TX, we’ve delivered extraordinary recruiting and staffing solutions to Houston’s leading employers for over 30 years. Let us help you too! Contact Murray Resources today to learn more.

7 Signs Your Leadership Skills Need Some Work

January 8th, 2013

You show up to work each day, ready to hit the ground running, manage your team, and deliver results. And yet, for some reason, your efforts are falling short, whether it’s a lack of respect from your team or less-than-stellar productivity.

What gives?

As a leading staffing agency in Houston, TX, Murray Resources knows that, for many managers, problems with effective leadership come from a lack of people skills.

So what are some of the people-related mistakes you could be making? Here’s a look at 7:

Sign #1: You don’t listen to your employees.

An employee comes to you for advice, guidance, or to air their frustrations…and you can barely look up from your computer to give them the time of day. You may think you can multi-task – listen and check your email at once. But what you’re communicating to your employee is that their problem isn’t really important enough to require your undivided attention.

Sign #2: You’re always negative.

Being a good leader requires you to be realistic…even when it means you have to tell your team things they don’t want to hear. But always bombarding them with pessimism and negative news – and not balancing it out with anything positive – is a recipe for a deflated and unhappy team.

Sign #3: You’re always positive.

On the flip side, if you’re always looking on the bright side of the situation, and glossing over any potential negatives, you’re not doing your team any favors either. When there are clearly issues or problems going on, employees expect for you to acknowledge them and put forth a plan for dealing with them, not repeat a bunch of empty affirmations.

Sign #4: You micromanage your team.

You are responsible for your team and the results – or lack of – they deliver. This, however, does not mean you should be a helicopter boss, constantly hovering over your employees.

Sign #5: You’re cold.

You show no interest in getting to know your employees on a personal level. You never crack a smile or demonstrate any warmth. Worse, you don’t offer any praise…even when an employee knocks it out of the park. But while you might think you’re simply calm and cool, you’re really coming off as impersonal and detached, impacting employee loyalty.

Sign #6: You’re a slacker.

You’ve earned your spot at the top, so now it’s time to take advantage of the perks in the form of two-hour lunches, leaving early every day, and delegating all your tasks to your team. But your employees aren’t going to respect you and likely aren’t going to work very hard for you as a result.

Sign #7: You’re two-faced.

You treat your boss and your clients like kings and queens, but behind closed doors, your employees must deal with your wrath. Or, perhaps you’re nice to an employee’s face, but then turn around and complain about them to one of their co-workers. This kind of treatment simply undermines morale and is a recipe for high turnover.

Every leader makes mistakes at one time or another. But most employees are smart – and if you’re regularly demonstrating the signs above, then they won’t respect you and will likely move on when an opportunity comes along. So work to sharpen your people skills!

Are You a Leader in Need of Hiring Help?

If part of your leadership issues come from not having the right people in the right positions, Murray Resources can help. As a top staffing agency in Houston, TX, we will partner with you to learn about your staffing needs and unique culture. We’ll then source and screen candidates with the right skills and personality to excel at your company.

Contact Murray Resources today to learn more.

 

Are You Making These Common Reference Checking Mistakes?

January 1st, 2013

As a leading staffing agency in Houston, TX, Murray Resources knows that reference checking is one of those steps in the hiring process many managers would like to avoid altogether. After all, what kind of candidate would give you a reference that wasn’t going to offer a glowing or positive review in the first place?

The answer: a lot.

In fact, one quick phone call could help you uncover lies or other unsavory information and take a candidate out of the running. And so while it does certainly require some legwork on your part, it’s well worth it in the end.

To help you get the information you need to make a smart hiring decision, here are some reference checking mistakes to avoid in the future:

Not Digging Deeper By Asking Good Questions.

Many companies have policies that don’t allow a manager or HR representative to do more than confirm an employee’s job title, salary, and tenure with the company; however, many also do not. As a result, you could be leaving vital information on the table if you only ask “yes/no” confirmation questions to candidate-supplied information.

Instead, take some time to dig a little deeper. For instance, ask questions like: “Would you employ John again in the future?” or “What are the top two areas John need to improve in?”

Not Getting References from Managers.

If a candidate gives you references from co-workers only, that could be a sign that they don’t want you to speak directly with past supervisors – a hiring red flag. That’s why it’s important to require that candidates give you two or three references from managers.

Again, even if the manager can simply only confirm employment information, the willingness to offer you a manager as a reference on the part of a job candidate indicates a lack of fear about what you will uncover.

Not Applying the Process Consistently Across All Job Candidates.

When it comes to reference checks, consistency is a must. Not only will it enable you to more accurately evaluate and compare candidates, but it also can help you avoid a claim of discrimination that could result from selective reference checks. So be sure to apply the same reference check process to candidates applying to the same or similar positions.

Not Checking References for Temporary or Contract Workers.

More and more companies are relying on temporary and contract workers today – and yet they neglect to require reference checks as a part of the screening process. But this adds an undue level of risk and liability to an organization.

Need More Help With Your Hiring Process?

If you do, give Murray Resources a call. As a leading staffing agency in Houston, TX, we can help you find and evaluate today’s top talent – including conducting thorough reference checks, whether for full-time or temporary positions. Contact Murray Resources today to learn more.

 

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