We decided to go in a different direction with another candidate.”
As one of North Houston’s top employment agencies, Kingwood Personnel knows that words like these can certainly sting, especially when you thought you were a shoo-in for the job. But instead of getting down on yourself – or depressed and bitter – you can use the experience to your advantage. Here’s how to learn from your rejection and improve during your next interview:
Take some time to reflect.
Unfortunately, most hiring managers don’t delve into the details, offering feedback on areas where you need to improve. It’s up to you to figure that out. So take some time to reflect and think about mistakes you made or questions you would have answered differently. If your nerves got the best of you, then before your next interview, ask a friend or family member to conduct a mock interview so you can practice your skills.
Do take feedback to heart.
If you’re one of the lucky ones and do receive specific feedback from the hiring manager, don’t get defensive. Instead, take their advice to heart so you can avoid the same mistakes in future job interviews. You’ll be a much stronger candidate for it.
Grieve…then get over it.
It’s easy to say that you shouldn’t take job rejection personally. However, it’s upsetting, no matter how experienced and confident you are. And it’s ok to grieve about the lost opportunity, for a short time. But after a couple of days, let it go. Don’t dwell on your disappointment for too long or what might have been. If you do, it could impact your future performance at interviews.
Don’t lose perspective.
Getting rejected for a job interview can certainly feel like the end of the world. But in reality, it’s simply part of the process. In other words, every job candidate – no matter how capable and confident – has been rejected in the past and many more will be turned down for an opportunity in the future. This is simply a part of the search process that you have to get through to find the job that’s right for you. When you realize and embrace this, it will help to build up your resiliency.
Keep up your search.
In the future, don’t fixate on a particular opportunity. Even if it’s your dream job and you think you’re the perfect fit, you never know what could happen. Instead, until you have a written offer in hand, continue your search and don’t think too much about any one job. That way, if you get bad news, it won’t be as upsetting and you’ll still have other possibilities you’re working on.
At Kingwood Personnel, as one of North Houston’s top employment agencies, we’re all about assisting candidates just like you find their ideal role. Whether you’re looking for a full-time job, or a temporary or contract assignment, we can help. Search our North Houston jobs now or contact us today.
Halloween has just come and gone. But there are still plenty of job seekers out there who have horror stories about their experiences on the employment market. How can you possibly avoid a similar situation – and find the right new job for you?
The answer’s easier than you think: With the help of a staffing company in North Houston. When you work with professionals, you can benefit in a variety of ways, including with:
Insight and guidance.
Have you ever wondered what employers really look for in job candidates? Or how they decide to extend an interview or offer? Recruiters in a staffing company can give you insight into these areas and so many others, so you have a better understanding of the hiring process, what to expect, and how you can find the right new job for you.
For instance, with you a recruiter, you can:
- Get help identifying what you’re looking for in your next new employer and the kinds of jobs that would be a good fit for you.
- Gain knowledge about the local employment market and which skills are most in demand.
- Learn how to best promote your own skills, abilities, and background, so you’re more appealing to potential employers during the hiring process.
If you have a weakness that needs some work – such as your interview skills or resume – then your recruiter will be honest with you about it. They want to see you succeed and will, therefore, offer you feedback that can help you improve the impression you’re making on potential employers. So, don’t get defensive. Take to heart what they’re saying so you can put it to good use in finding a great new job.
Access to new opportunities.
Not only do staffing companies have many jobs to fill, but they can also give you access to hidden opportunities. These are the job openings that are sometimes confidential in nature and aren’t advertised; instead, they’re simply promoted through networking and word-of-mouth. When you work with a professional staffing company, you can learn about these opportunities, as well as many others, potentially finding one that’s just right for you.
As a staffing company in North Houston serving companies and candidates alike, Kingwood Personnel can get to know your background, skill set, and personality – also so we can connect you with top jobs in your field. Search our North Houston jobs now or contact us today to learn more.
If your company is like most, you’ve experienced a shortage of manpower in the past to complete important projects. Or perhaps you regularly deal with seasonal fluctuations that leave your core staff stretched thin. At the same time, you can’t justify the hiring of a full-time employee. What are your options?
Consider working with a North Houston staffing company, like Kingwood Personnel. When you do, you can benefit in a variety of ways that add up to increased productivity:
Get skilled workers during shortages.
Whether it’s a big new project, or a summertime increase in demand, you have more work than you can handle. That’s where a staffing company can help. They can give you access to skilled temporary workers to manage more effectively during these manpower shortages. Best of all, you can use them for as long as you need them. When workload returns to its normal levels, the assignment ends and temporary workers move onto their next opportunity.
Reduce the risk of employee burnout.
When employees are constantly overloaded or stretched too thin, they’ll get frustrated and eventually wind up burning out. This can lead to an increased use of sick time, more errors, unhappy employees, and higher turnover – all bad for your business bottom line. But with a staffing company, you can get the employees you need – whether on a full-time, part-time or temporary basis – so your core staff can focus on what they do best. They’ll also feel less stressed and have more time to deliver high quality work.
Access only top talent.
When you hire on your own, your risk of a mistake can be high. But when you use a staffing company, you can tap into the resources they have, including a robust network of talented candidates.
In addition, most staffing companies have a rigorous hiring process in place that includes screening, interviewing, and background and reference checks – all before a candidate gets to you. That way, you can ensure the candidates that are sent your way from your staffing company have been thoroughly vetted. This not only saves you time, but also gives you access to a stronger pool of talent.
Hire without adding to your overhead.
Sometimes, you need to hire to complete a project or get through a busy season without committing to full-time hiring. A staffing company can help there, too. They can give you access to the temporary or contract employees you need, for a short-term period. That way, you can maintain a more flexible, agile workforce that can precisely meet your business needs.
Interested in learning more about how a staffing company can help you improve productivity? Connect with Kingwood Personnel. As a leading North Houston staffing company, we provide direct hire, contract, temporary staffing, temporary-to-hire, and payrolling services across a broad range of positions, covering all industries. Contact us today to get started or learn more.
You got the interview. Take a moment to celebrate…and then get down to business. As one of North Houston’s leading employment agencies, we know you have a lot of work to do if you want to make the best impression possible in your interview. Here are some essentials steps to take to help you in the process:
Step 1. Re-read the job description.
Your first step in preparing for a job interview should be to re-read the job description. If it’s been a couple weeks – or even just a couple days – since you last saw it, you probably don’t remember all the details. Or there could even be information you overlooked.
Now that you have an interview, though, it’s important to review it once again and look at it through the eyes of the hiring manager. Based on the information in it:
- What questions can you anticipate them asking?
- Also, what key points about your background and experience will be especially vital to highlight?
- Finally, what weaknesses or skills sets don’t you have that might come up during the interview?
Step 2. Research the company.
Once you have a handle on the specifics of the job, do your homework on the company. Read through their company website and especially the News or Blog sections. Also, look them up online in search of any relevant news articles with information that could prove helpful during your interview. You’re going to want to have a basic understanding of what they do and who they serve so you can answer questions more intelligently.
Step 3. Prepare a list of questions.
Speaking of questions, prepare a list of your own that can help you learn more about the job and company. Also, don’t forget to ask about what the culture is like so you can ensure it’s the right fit for your background and personality.
Step 4. Pick out professional attire ahead of time.
Don’t wait until the morning of the interview to put your outfit together. Instead, pick it out a few days ahead of time, so you can get it dry cleaned if needed. If it’s been a while since you’ve worn it, make sure it’s ironed and still fits you properly, too. For most professional job interviews, the gold standard in interview attire is still a suit in a neutral color, such as black or gray.
Step 5. Know where you’re going and what to do upon arrival.
Before the day of the interview, make sure you know where you’re going, how you’re going to get there and where to park. This will help ensure you don’t face any nerve-wracking situations, such as getting lost or having to park five blocks away. In addition, be sure to ask where you’re supposed to go once on-site.
By taking these few simple steps, you’ll be well ahead of the many candidates who don’t properly prepare for interviews. As a result, you can stand out to the hiring manager and make a more favorable impression.
Ready for professional job search help?
If you’re not getting interviews and aren’t sure why to call in the experts at Kingwood Personnel. As one of North Houston’s leading employment agencies, we can help you with all aspects of your search, start to finish. It’s as simple as contacting us today to learn more or get started.
You interviewed for a great new job. You thought you were a shoo-in. But it’s been two weeks and you haven’t heard a thing. You want to follow up, but don’t want to be a pest. What’s the best way to handle this scenario? Here are some tips to help you from Kingwood Personnel, one of North Houston’s most trusted employment agencies:
Talk next steps before the end of the interview.
It’s too late now. But, in the future, if an employer doesn’t bring it up, it’s up to you to ask about next steps in the hiring process. This way, if they tell you they’ll be making a decision in two to three weeks, you have a framework to work within. When week one after the interview comes and goes, you won’t be worried. You’ll know when to expect a callback and when it’s most appropriate time to follow up if you don’t get one.
Remember, hiring can often take longer than expected.
So, the hiring manager told you you’d hear back in two weeks and it’s now been three. Does that mean you didn’t get the job? Maybe. Maybe not. Hiring can often take longer than expected with unforeseen glitches and obstacles that happen along the way. If you don’t hear back within the timeframe they told you, don’t assume the worst. At this point, follow-up.
Be polite and to the point.
When you’re ready to follow up with the hiring manager, be direct in your email. Simply say something like: “I’m following up on the administrative assistant position I interviewed for three weeks ago. I’m still really interested and was wondering if you could share with me where you are in the hiring process.” At this point, you can also ask if they need anything else from you – such as references – to keep the process moving along.
Don’t pester them.
If you don’t hear back from them within a few days, then you can follow up again with a similarly worded email. However, at that point, if you don’t hear back, then it’s time to move on. Don’t send them a nasty email, no matter how tempting it may be. Instead, continue your search with your head held high.
But what if you didn’t ask about next steps during the hiring process? When should you follow up in that case? Wait about two weeks and – if you don’t hear anything – send a quick email inquiring about the status of the hiring process. Also, during those two weeks, don’t sit by your phone and constantly check your email. Do your best to keep your mind off the job and to continue your pursuit of other opportunities.
Need more help with your job search? Give the experts at Kingwood Personnel a call. As one of North Houston’s most trusted employment agencies, we work with top local employers and can give you access to opportunities not always advertised. Contact us today to get started or learn more.
Culture is kind of like your company’s personality. And it’s important to recruit and hire those who are a fit for it. Doing so can help ensure your employees have:
- An easier time getting up and running – and productive
- Increased job satisfaction
- More loyalty to your company
- Feel more committed to its mission
- Produce more positive results and deliver better performance
On the other hand, hiring those who don’t blend well with the culture produces weaker quality work, less job satisfaction and can even lead to a more toxic atmosphere. This all translates into more turnover – and higher costs.
So, next time you’re hiring, how can you add culture to the mix and make sure you’re recruiting those who are a good fit for yours? Here are some tips to help you:
- Be able to clearly articulate your culture. Before you can hire for culture, you need to define yours. In other words, what are the beliefs, mission, behaviors, attitudes, and values that come together to produce your organization’s unique environment?
- Promote culture throughout the recruiting process. For instance, add a page that speaks to it on your website and talk about it in job postings. That way, you’re more likely to attract those who are a good fit.
- Don’t forget to delve into the details during an interview. That means for those candidates you’re interested in hiring, talk at length about what the company culture is like – and what they can expect from working there. If it’s not the right fit for them, they’ll often self-select out.
- Ask interview questions related to culture. For instance, ask a candidate to explain the types of working environment they thrive in best.
- Offer an office tour. During interviews, take each candidate around on a tour. Give them the opportunity to talk with key players and potential co-workers, as well as see your workplace for themselves. This will help them better assess whether your opportunity is right for them.
Assessing for cultural fit is important. In fact, a lack of it is often a key reason why employees leave. But if you don’t have the time or resources to do it during your hiring process, get help from North Houston’s expert recruiters at Kingwood Personnel. We’re committed to helping the area’s leading employers connect with talented individuals who are a great fit and can make an immediate impact. Contact us today to get started or learn more.
You can be the smartest person in the room. But if your team members don’t trust you, then they’re not going to follow you very far. As a new manager, though, building trust can seem like a tall order. Where do you begin? Start with these tips:
Remember, actions speak louder than words.
If you chide an employee for being late to a meeting, then are constantly late yourself, you’re sending disparate messages to your staff. As a result, they won’t put much weight into what you say. That’s why it’s important to always lead by example, showcasing the behavior and attitudes you expect from your team members.
Create clear goals and expectations.
When you tell employees to do one thing one day, then demand that they change course the next, it creates confusion, uncertainty, and doubt on your team. That’s why it’s so important to make sure every staff member understands their individual goals, as well as the team-wide ones.
To communicate goals when you’re first starting out, schedule private meetings with each of your employees and talk to them about what you expect in both the short and long-term. Also, get specific about department-wide goals during team meetings.
Be available and open when it comes to communication.
Open dialogue is a good thing, even when you don’t always agree with what’s being said. But when you promote a culture of open communication on your team, your people will be more likely to come to you when issues arise. Likewise, they’ll be more likely to share their ideas for new innovations and how to accomplish company goals.
Get to know your people.
You don’t need to become best friends with your employees. But if you want to build relationships with each one – and a more trusting culture – then you need to get to know them on a more personal level, beyond just being their boss. Not only will this help you forge stronger ties with them, but it will give you some insight into what motivates your people.
Don’t blame, do give credit.
Mistakes happen. But when something goes wrong – and you automatically point fingers – you’re lowering morale and creating a negative atmosphere on your team. Instead, acknowledge where things went wrong and work together toward a solution. And when a team member does something well or goes above and beyond, make sure to give credit where it’s due.
Building a team – and a culture of trust – for a new manager can certainly be an uphill battle and it takes a while to get there. But when you follow the tips above and keep at it, your people will eventually come around and see that you have their best interest at heart.
If part of your team-building efforts includes hiring, let the experts at Kingwood Personnel help. As one of North Houston’s leading staffing agencies, we know where to look to find the high-quality talent you need. Contact us today to get started or learn more.
Job hunting has changed dramatically in the last 20 years. Gone are the days of scouring the local newspaper for job ads and mailing in your resume. In today’s world, the process is almost entirely online, whether you’re submitting your application on a company website, emailing in your resume, or posting a LinkedIn profile to attract potential recruiters.
On the employer side of the situation, things have changed a lot too. Applicant tracking systems are now the norm. And hiring managers today are using many online tools to recruit and screen potential candidates – including social media.
Not only are they Google-ing candidates, but they’re also checking out the likes of Facebook and Twitter to get more insight into individuals they’re considering. In fact, according to Career Builder, 60% of employers used social networking sites to research job candidates in 2016. Beyond that, employers are also posting jobs to social media and engaging with candidates during the process.
What does this all mean for you?
As North Houston recruiters, Kingwood Personnel knows if you’re searching for a new job, social media is a vital part of your efforts if you want the best results. But if you aren’t quite sure how to incorporate it into the mix of your other job search tasks, we’re here to help with some steps you should take:
Set clear goals.
It’s easy to get lost in the world of social media. You go to LinkedIn to look up a job posting and a half hour later, you’re still clicking around the site without accomplishing anything. That’s why it’s important to set goals when using social media. If you’re searching for jobs or researching a hiring manager, then stick to that. If you want to look up potential employers that are a good fit for you, focus instead on that goal. When you take this approach, you’ll get more done and waste less time.
Polish your profiles.
When a potential employer Googles you or looks you up on LinkedIn, what are they going to see? If it’s not totally polished and professional, you have some work to do. This means that whatever social media platforms you’re on, you need to ensure each one positions you in the best light. Some tips to do this include:
- Updating your background, experience and career information so it makes a strong argument for why you’re a top candidate to consider.
- Place an emphasis on your workplace achievements, not just on tasks and responsibilities.
- Make sure your skills reflect where you are in your career today, not five years ago when you created the profile.
- Include a professional-looking headshot.
- Get rid of any irrelevant information or details that no longer reflect where you want to take your career.
In addition to ensuring your profiles are up to date, also get active on social media. Different channels provide great opportunities for you to share your knowledge via posts and articles, as well as to network with those who can connect you to new opportunities.
For instance, both Facebook and LinkedIn have countless groups to join, giving you the chance to become a part of the conversation in your industry or a particular niche. Over time, as you build relationships with others, you’ll be able to secure more job leads and referrals. If you already have a robust social media network in place, tap into it and ask your friends and colleagues for referrals to potential opportunities.
Need more help with your next job search?
Call in the North Houston recruiting experts at Kingwood Personnel. We can help you identify the position that best matches your skills, interests, and professional goals. Contact us today to learn more.
As one of Kingwood, TX’s top staffing agencies, we know that when it comes to candidate interviews, the stakes are high. An effective interview can help you hire the most talented candidate; a weak one, however, can result in a hiring mistake.
But if interviewing isn’t a regular part of your job, or you’re a little rusty, how can you get the information you need to make the right hiring decision? With these 6 best practices:
1. Do your homework.
Don’t simply glance at a candidate’s resume two minutes before the interview, or wing it and hope for the best. Rather, you need to be strategic in how you handle interviews.
Part of the process includes good preparation. For instance, before the interview, read through the job description to ensure it’s fresh in your mind so you can spot candidates with the attributes you need.
Likewise, review each candidate’s resume well before the interview. While you should have a uniform list of questions you ask candidates – so you can easily compare them later – also create a short list of questions unique to each one’s background. This will help you to dig deeper and find the right candidate.
2. Put the candidate at ease.
When most candidates walk into your office, they’re going to be stressed and anxious. But if you want to have the most productive conversation, it’s important to put them at ease. Give them a friendly smile and start off with an icebreaker. This, in turn, can lead to a more effective and fruitful interview.
3. Ask meaningful questions.
During the interview, you need to ask more than surface-level interview questions. That means going beyond questions that illicit vague responses, or “yes” and “no” answers. Instead, dig deeper with behavior-based interview questions, such as “tell me about the accomplishment you’re most proud of” or “tell me about a project that didn’t work out as you planned.” This will help you better assess whether a candidate is truly a good match for your needs.
4. Take notes.
You’re never going to remember everything a candidate says – especially if you’re interviewing five or six in one day. That’s why it’s so important to jot down notes and thoughts throughout each conversation. You’ll have a much easier time comparing candidates later, during your decision-making process.
5. Evaluate body language.
Beyond what the candidate says, also look at their non-verbal responses during the interview. For instance, are they making eye contact, how are they sitting and what’s their tone of voice when answering your questions? These can all give you a more thorough understanding of the candidate and their potential to meet your business needs.
6. Explain the job.
If you want to find the right candidate for the job, you have to do more than evaluate their interview answers. It’s vital you give them a realistic sense of what the job entails. Offer them an overview, give them a tour, answer their questions thoroughly, and cover both the highlights of the position, as well as the challenges. This way, you’ll set a candidate’s expectations and those who don’t think they’re a good fit can self-select out.
Don’t have time to conduct job interviews? Need help sourcing candidates for a job opening?
Let the experts at one of Kingwood, TX’s top staffing agencies – Kingwood Personnel – help. For over 30 years, we’ve worked closely with employers to assist them with sourcing, screening, interviewing, testing, and hiring the highest quality candidates on the market. From full-time professional hiring to short-term temporary employees, we can help you find the talented individuals you need. Contact us today to learn more.
As an experienced staffing firm serving North Houston, Kingwood Personnel knows that being a manager is stressful. You’re responsible for your performance, as well as that of your team. And when one employee isn’t meet expectations or deadlines, it can torpedo your whole department. What can you do? Follow these tips:
Deal with it.
Many managers make the mistake of hoping a problem with performance will go away, or that it will resolve on its own. That’s understandable considering these conversations can certainly be awkward. But in fact, performance issues have a way of escalating, which is why you want to face it now before the problem gets worse.
Don’t blow up.
You might be angry or frustrated. But don’t blow up at your employee or take them to task in front of the whole department. That approach will simply put them on the defensive, which won’t do anything to improve performance. If you’re upset, take enough time to cool off before you talk with your employee.
Schedule a meeting.
Your goal here shouldn’t be to chastise the employee. It should be to find out the source of the problem and to solve it. That’s why, before you walk into the meeting, prepare beforehand. Have clear examples of the problem behavior you’re seeing and how you want your employee to change course going forward.
Talk, then listen.
Once you explain the nature of the meeting, as well as why you’re concerned, give your employee time to tell their side of the story. Say something as simple as “Tell me what’s going on here.” Perhaps they’re not totally clear on your expectations for them. Or maybe there are problems at home. Whatever the case, you always want to treat your employee with respect and that means giving them the floor to voice their side.
Once you’re both clear on the cause of the underperformance, you can work together to set goals going forward. It’s vitally important at this point that your employee understands what’s expected from them and what specific steps they need to take to improve.
Even if your meeting ends on a positive note, it’s still important to check in with your employee on a regular basis. You don’t have to schedule anything formal. However, do make sure you’re keeping tabs on the progress they’re making and their performance. Also, provide any necessary training and resources your employee might need to boost their performance.
Getting an underproductive employee back on track isn’t an easy task. But it can be done by following the tips above. And if you’d like more help and advice on these and other HR and staffing-related issues, connect with the team at Kingwood.
For over 30 years, Kingwood Personnel has been providing world-class staffing firm services in North Houston, matching leading companies with high-performance professionals across a wide range of industries. Contact us today to get started or learn more.