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Recruit Candidates Who Will Shine

January 26th, 2018

Experienced hiring managers know that a successful staffing process is built upon several pillars. In order to round out the year with a winning employee who started out as a top candidate, hiring managers need to focus an equal degree of attention on all the pillars: sourcing, recruiting, resume review, interviews, background checks, and finally, a smooth onboarding process. So for now, let’s isolate just one of the links that crucial chain: recruiting.

Once you’ve targeted a population of likely stars through your sourcing efforts, how can you encourage these potentially excellent candidates to apply? And just as important, how can you inspire them to feel genuine excitement about the company and the prospect of working there? Here are a few moves that can help you light a spark in a population of candidates who best poised to shine when they walk in the door.

Clearly separate your “must-haves” from your “pluses”.

Understand the nature of the job well enough to recognize the difference between needs and wants. To do this, you’ll need to communicate clearly with all stakeholders, including the future employee’s coworkers, boss, clients, and customers. Use appropriate channels to glean critical information from all of these corners. Then give the “must-have” skills and credentials top billing in your job post.

Ask the right questions—Not just smart questions.

Yes, you want a candidate who has a can-do attitude, a winning smile, high energy, and loads of loads of ambiguous brilliance and charm. But most of those aren’t real things. Take a closer look and shape your message around the actual candidate who you actually need. Instead of all-around “winner”, you probably need somebody who can design a marketing plan, code in XTML, or stand on his feet all day long. Maybe you need someone isn’t disgusted by a menial task, driven bonkers by unpredictable clients, or turned off by periodic episodes of lonely travel. Focus your targeting efforts around these specific needs. Can the candidate meet them or not?

Partner with a great recruiter.

Experienced, established recruiters make use of a wide network of contacts and an array of tools that can help them reach out to your target audience—and only your target audience. Using both online and real-world methods, our team can head out into the marketplace and bring back a wide pool of highly qualified candidates. Even better, we know how to target the prospects who are most likely to accept your offer, join the company, contribute, and stay.

For more on how to find and pursue the candidate population that best meets your needs, reach out to the expert CT recruiting team at Merritt.

If You’re Not Learning, You’re Falling Behind

January 12th, 2018

As you work your way through an average day, hour by hour, how many of those hours find you facing down a daunting, confusing, or excited new challenge you’ve never faced before? During an average week, how often do you find yourself getting nervous about a big task, sweating in front of a critical audience, or tackling a project with higher stakes than you’re used to?

If none of these scenarios apply to you, and you’re spending your days moving through a series of simple tasks and challenges that you could do in your sleep at this point, maybe it’s time to wake yourself up. You may be trapped in a comfort zone that will hold you in its soft embrace for the rest of your working life—If you’re lucky enough to keep this job forever and if your ambitions extend no farther than these walls. If you’d rather not see yourself in the same chair in 20 years, it’s time to start learning some new things…and that means discomfort. Face that discomfort head on and power through by keeping these tips in mind.

Nobody else will do it for you.

Your boss might gently chide you into reaching for a higher bar, but it’s not her job to coach you or take the wheel of your career. That wheel belongs to you alone, so if you’re waiting for her to come over to your desk and sign you up for a training course, or shove you beyond your familiar boundaries, you may be waiting a long time. You’ll have to do this yourself. And you’ll have to start today instead of waiting until all the conditions are perfectly in place. (They never will be).

Opportunities exist in this workplace and also beyond.

You can go to your boss and ask her to sign you up for that course if you choose, and that’s a great start. But if she can’t or won’t, or has nothing to offer you, your mission isn’t over. There are plenty of online and local community courses available all around you, and your company may even be willing to foot the bill if you declare your intentions and ask.

Bite off more than you can chew.

Sometimes the best way to learn to swim is by jumping in over your head. Accept a project or a task that you aren’t totally sure you can sleepwalk through. Put yourself in the path of trouble, then be your own hero and save the day.

For more on how to get out of your rut and explore new branches of your industry, new software platforms, new technical skills, and new opportunities, contact the career management experts at Merritt.

Can I Turn a Temporary Position into a Full Time Opportunity?

December 22nd, 2017

Your recruiter has a job opportunity that they think might be great for you. With one glance, you can tell that they’re right, for the most part. The job is located close to where you live, the schedule and hours work well for you, the conditions and culture seem great, and the responsibilities of the role fall directly in line with what you’ve done in the past and where you’d like to take your career in the future. There’s just one problem: The job isn’t meant to last.

This is a temporary role, and the employers only need someone who can step in while their regular employee is on leave or reassigned to another project. If you take the job, you’ll step in—and probably thrive—but you’ll have to find something else once the contract period ends. So what should you do? Here are a few things to keep in mind.

Don’t immediately say no.

All jobs are temporary (when you think about it) and there’s nothing wrong with extending your search for full time work while you hold down a position, meet some new people, collect a paycheck and learn some new skills. In work, just because something doesn’t last forever doesn’t mean you should avoid the experience altogether. Just go in with your eyes open.

Talk to your recruiter about the changes you’d like to see.

Simply ask your recruiter to find out more about your options. Will this company consider taking you on permanently if the employee doesn’t return? Are there any other possible scenarios that might result in changes to the timeline of the role?

What will you gain for your troubles?

A short-term job (even a very short-term job) might come with some big benefits for your long-term career. If you can gain some assurance that your managers will give you a recommendation or if there’s a chance you can be shifted to another role or department when your contract ends, a gamble you take at the beginning of the process might pay off in the end.

As with all professional decisions and paths that diverge, ask plenty of questions before you make your final decision. If you need help crunching the numbers, contact the Connecticut expert career management team at Merritt.

Are You Taking Too Long to Hire?

December 8th, 2017

As you launch your hiring process, you probably start with a few clear goals in mind; you want the right candidate, at the right salary, and you want the person to start at a time that’s convenient for your own schedule and the company’s needs. If you adjust your focus and think into the long term, you also hope for a few other things: you want a candidate who will stay with the company for at least a year or two, and you want someone who will leave the place in a better state then they found it. But as you strive for these goals, keep one thing in mind: your candidate has goals as well. And if she attains hers, you’ll be more likely to attain yours.

In addition to a suitable salary and employment terms, most candidates are making their plans around a timeline. If they left their last employer, they may be concerned about securing a new form of income. If they’d really like to leave their current employer ASAP, a few days can make a big difference, not to mention a few weeks or months. So to respect your candidate’s goals and timelines, make sure your hiring process stays efficient and on pace. Here are a few tips to keep in mind.

Move it or lose it.

If your timeline doesn’t keep pace with your candidate’s timeline, they may be scooped up by a competitor or simply lose patience before your formal offer materializes. If you find yourself constantly bringing your second, third, and fourth choice contenders on board, this may be why.

Just ask.

During the selection and interview process, ask your candidate about her timeline and availability. You may not get a complete answer (some of the story may be personal) but you’ll gather some data points that can give you an accurate sense of urgency.

Clear the red tape.

Don’t let an offer or a contract gather dust in the HR office while key personnel are on vacation. Transfer the task to someone else and move the process forward.

Recognize big obstacles ahead of time.

The biggest and most immovable roadblocks in your path should not come as a surprise. If you know the lab moves slowly to process hepatitis test results, consider contracting with another facility. If your background checks seem to account for the lion’s share of your delays, find out why.

Partner with a recruiter.

If paperwork, tax accounting, insurance forms, approvals, clearances, background checks and other administrative hassles are holding back key stages of your hiring process, hand them off to qualified recruiters like the local staffing professionals at Merritt. This is what we do, so let us take this burden off your shoulders so you can get back to running your business.

Stop Relying on Your Manager for Performance Reviews

November 17th, 2017

Are you waiting all year long for your annual performance review in order to get feedback on how you’re doing at work? Have you ever given a huge presentation or a high stakes project in June, only to hear in December that you aced it or didn’t quite hit the mark? If you have no idea how successful you are at your job, and you’re waiting for your boss to tell you how well your projects are being received, how widely you’re respected, or how likely you are to climb the ladder, that’s not great. Instead of relying on your manager’s opinion (especially if that means waiting all year for a formal review), change course and find alternative ways to evaluate your performance. Consider these moves.

Read the room.

You’ve worked for weeks on your sales pitch and you’ve lost sleep and stayed late at the office to make sure every detail is perfect. But during the actual presentation, you’ll need to stop thinking about your sweaty palms long enough to look around. Take the focus out of yourself and place it on your audience, and do this in the moment whenever possible. You will never receive a more honest and useful response then the expressions in the room while your performance is underway. But reading real-time responses will require a degree of self-possession and calm that may take some effort to summon.

Ask your direct reports how you’re doing.

Asking your boss for daily reviews of your performance can come off as needy and insecure, and asking your coworkers for constant feedback can come off as a confidence problem. But asking your direct reports won’t entail that type of baggage. You’re there to support the people who work for you, and asking them how you’re doing (and how you can do better) is usually received as a welcome sign of strong and engaged leadership.

Check the numbers.

Numbers don’t usually lie, and if your projects are consistently coming in on time and under budget, that’s a strong sign that you’re doing fine, at least on paper. But if your missed deadlines and overbudget projects are starting to creep above the average for your position, something’s wrong. Even if you had a good reason each time you missed the mark, you still missed it, and there’s probably something you can do to get your numbers up.

Even if you’re doing well, there are ways you can do better.

Remove your sense of harsh self-judgement and take a step back. Even if you’re doing a perfectly adequate—or exceptional—job, there must be at least one area in which you can focus your efforts on growth and improvement. So which area is it? If you have to pick one, which one would it be?

For more on how to conduct your own honest performance reviews instead of relying on feedback from others (especially your boss), turn to the career management team at Merritt Staffing.

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