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Keys to a Successful Interview

April 21st, 2017

If you’re like many candidates, you might approach the interview process from deficit perspective, meaning you automatically place yourself in an inferior position with regard to your interviewer. You want the job (presumably) and the interviewer has the power to grant or withhold something you want. So you might see the relationship like a student taking a test or an employee asking for a raise.

But this doesn’t accurately describe the interaction, and seeing things this way can prevent you from taking full advantage of the opportunities of the moment. Instead of approaching an interview like a parole hearing or a pop quiz, treat this process like a simple conversation between two equal adults. You both have something the other may want, so listen as much as you speak, and ask as many questions as you answer. Keep these tips in mind.

You’re here to learn and so is your interviewer.

When you sit with another person to have a conversation—any kind of conversation at all—you’ll have more success if you focus on an honest attempt to learn something you didn’t know before. If you’re arguing, try to understand the other person’s point of view. If you’re getting to know each other, ask smart questions and listen to the answers. And if you’re applying for a job, use this moment to glean as much as you can about the nature of the job, the mission of the company, and the culture of the workplace. Ask, listen, and ask some more.

There are no right or wrong answers.

Your interviewer will want to assess various aspects of fitness for the role. But that’s her job, not yours. If she asks you to describe your working style or your background, answer fearlessly and honestly. Don’t tell her what you think she wants to hear. Job interviews are like dates; misrepresentation doesn’t help either party. By the same token, ask your own bold questions and expect honestly from your interviewer.

There’s no better time than now.

You may want to bring up salary issues in a delicate way, but all other aspects of the job and the potential relationship will need to be hashed out before any agreements are signed, and the sooner this happens, the better. There will never be better time to bring up any concerns you have about this position. So ask now, and you’ll save both yourself and your interviewer from hassle and wasted time. Before you leave, clarify any confused or unaddressed issue. Don’t allow your interviewer to trail off or avoid questions that can help you make an important decision about your future.

For more on how to step into your job interview with optimism and confidence, turn to the staffing and job search team Merritt.

Suffering From Attrition? We Can Help

August 5th, 2016

Every growing business suffers from some degree of turnover, and every manager knows the heartbreak of receiving notice from a top employee whose talents seem to hold the company together. Turnover causes anxiety, budget stress, and morale problems, and it happens within every company at varying levels. But if your turnover numbers are unusually high for your area or your industry, you don’t have to take this news lying down. There are steps you can take to fight back and slow the revolving door. Here’s how an experienced, professional staffing agency can help.

Screening tackles the problem at the source.

The best way to keep employees on board is to find the right employees in the first place. If your chosen candidates align well with your culture, fully understand what’s expected of them, and fully understand what the company will provide in return, you’ll stand a better chance of holding onto them. Our agency can screen you applicant pool carefully and present only the candidates who are best prepared for the role.

Great screening starts with sourcing.

In order to sift a large applicant pool for ideal candidates, you need to attract a large applicant pool in the first place. We can help with that. Our sourcing efforts can help you target the applicant populations who are most likely to qualify for the job, apply, and accept the role when it’s offered. To attract the best candidate matches, start by going to the places where these people typically look for work.

Got a staffing problem? Let us help.

Something is wrong. Your best employees are leaving and you don’t know why. You’re examining your policies and your workplace culture and you just can’t identify the issue. But we can. We’ve seen every type of staffing problem and we can offer insights and support that can help you stem the tide. Arrange a consultation and put our experience to work for you.

Speed up the replacement process.

When you lose a great employee, you need to put everything on hold to find a replacement as quickly as possible. But not if you partner with a reliable staffing agency. When you say goodbye to a team member, put your trust in us and focus your own attention on what matters most: running your business.

We pay staff members so you don’t have to.

When you choose candidate for a long or short term role, the new employee joins our payroll, not yours. We handle tax reporting, withdrawals, paperwork, insurance and other issues so you don’t have to. If you decide to bring the candidate on board over the long term, you’re welcome to do so as soon as the contract period ends.

For more on how to leverage the benefits of a staffing agency partnership, contact the Hartford expert recruiting team at Merritt.

Top Traits to Look For in Customer Service Talent

February 5th, 2016

Your company’s reputation, your bottom line, and your financial future all depend on the group of hard working professionals who stand between the company and the public and serve as ambassadors for your brand. So when you hire a candidate for a customer service position, you only want the best. Keep in mind that your customers have access to online review sites and are likely to share their experience with a wider audience, for better or worse. So if your customer service team can protect this experience and associate your brand with positive feelings, you’ll come out ahead. Here are a few traits to look for during the selection process.

Friendly confidence

Within the first ten minutes of your interview session, ask yourself a few quick mental questions: would you turn to this person if you needed help or an answer to a question? Would you follow their advice? If your candidate’s demeanor puts you at ease, that’s a great sign. If they seem comfortable in their own skin and make you feel comfortable in yours, that’s even better.

Experience with pressure.

Ask your candidate a few behavioral questions in order to assess her professional experience. For example, ask her to describe a situation in which she dealt with an unhappy customer under challenging circumstances. What were the specifics and how did she respond? If you appreciate the story (whatever it may be), that’s good news. But if the candidate can’t recall such an episode—or worse, if her idea of a “challenging” situation doesn’t measure up to yours—make a note of it.

Tenacity

When life presents us with a problem, most of us make a few easy attempts to solve it, and if these don’t work, we ignore the problem until it goes away (which problems often do). But in customer service, this approach just won’t sail. Will your candidate go the distance to resolve customer concerns? Will he apply a combination of knowledge, common sense, and critical thinking until the customer walks away happy? Or will he look for the fastest and easiest way to end the interaction?

Teamwork

This trait can be essential in a customer service environment, so you’ll need to ask a few pointed questions to determine how your candidate steps up to lead and steps back to follow when necessary.
Willingness to learn new things

This customer service role may involve a software system or a set of communications equipment that your candidate has never used before. Can this candidate handle a steep learning curve? Again, a few behavioral questions can help you use his or her past to make predictions about the future.

For more on how to find the candidates who can meet your needs and contribute to your team, reach out to the Connecticut staffing professionals at Merritt.

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