Everything You Need to Know About Presenting Yourself at the Interview

December 28th, 2012

You’ve already made a great first impression. By the time a company calls you for an interview they have already reviewed your qualifications and they feel you might be a fit for their organization. The face to face meeting is to demonstrate your interpersonal skills and determine if you are right for their team. Here is the place where you need to shine. Consider these 5 tips to be the best candidate you can be at the interview.

  1. Research. Before you ever set foot through the door be sure to research everything you can about the company, their industry, and even some of the key players in the organization. All of this information is readily available on the internet and will help you sound prepared and knowledgeable.
  2. Show them how you meet their needs. Now that you know what they do, apply that information to your skills and experience. You want to provide specific examples that relate to their industry. Refer to the job description and explain how your skills can help them take this position, and their company, to the next level.
  3. Practice. Before the interview, take some time to practice your pitch. Have your friends or family members help you. Also, speak in front of mirror so you can get a feeling for your own body language and curb anything that may be inappropriate for the final interview. The more comfortable you are speaking in front of the interviewer the more confident you will sound.
  4. Common interview questions. You’re certainly aware of the common interview questions such as “Where do you see yourself in 5 years?” or simply, “Tell me about yourself.” You need to be prepared with answers to these questions. You want to answer simply and truthfully but you also want to sound creative and inventive.
  5. Ask your own questions. Interviews shouldn’t be an interrogation; they should be a conversation. You should prepare some questions of your own, based on your research of the company, to ask the interviewer.

Are you looking for advice to help you prepare for your next interview? Contact Meador Staffing to find out how we can help you.

Top Ways to Retain Employees | Management Tips

December 21st, 2012

The darkness looming over unhappy employees can spread like a disease throughout your workplace. Once one individual is dissatisfied with their work and environment the attitude can permeate the office. When work performance slips below acceptable standards, it is up to the management to make the necessary steps toward improvement. While you could certainly fire the problem employee, it is much better for the overall morale of the office to try to make that employee happy and engaged again. Here are some ways to make improvements and retain employees.

  1. Try conducting “Stay Interviews.” Rather than waiting until someone quits to ask for feedback, start talking to your current employees about their jobs instead. Talk to them about what they like and what they don’t like about the company, their coworkers, and their bosses. Be sure they know their responses won’t jeopardize their job.  Use this information to make real changes in the office.
  2. Provide positive reinforcement. Unsatisfied employees often feel that way because they only hear negative feedback rather than positive. Employees will leave because they don’t feel respected or valued on the job. Provide recognition for employee accomplishments so they feel ownership in the success of the company.
  3. Ask for regular feedback. Employees should feel comfortable coming to management with their own concerns and questions. Let everyone know you have an open door policy and you welcome all kinds of feedback to make the company better. Also confirm that they understand their jobs won’t be negatively impacted if they come to you with issues they would like to discuss.
  4. Flexible schedules. Work/Life Balance is buzzword in corporate environments but it is an important concept for managers to take into consideration. Many dissatisfied employees are frustrated by spending more time with their coworkers than their families, even if they like each other. This can lead to burnout on the job. Offer flexible hours or ways to earn additional time off. Allow your employees to work from home all or part of the time if possible.

Are you looking for the best ways to improve employee morale? Meador Staffing can offer solutions to help you.    

Hot Jobs | Project Engineer and Certified Forklift Operator

December 14th, 2012

Direct Hire Project Engineer

A New Orleans-based marine terminal is looking for a professional project engineer to add to their team. This great opportunity has several benefits and a great salary.

Qualified individuals for this position will have Bachelor of Science in Engineering, and three 3 or more years working as an engineer for a marine terminal or related industry. Exceptional verbal and written communications are a must. The right candidate must be local. Candidates should be able to show a successful track record in their previous employment and be a great fit with the existing team.

This position is responsible for all project engineering and management support for assigned projects. They will administer the procurement program which will include issuing POs, provide field supervision, approve related invoices, and manage cost control programs. They will establish and keep track of the project costs and schedule. This individual will report directly to the Terminal Engineer.

Compensation will be $80,000 to $100,000 depending on the candidate’s prior experience. This position pays average or slightly above national average according to Salary.com.

Temporary-to-Hire Certified Forklift Operators

A busy and growing Pasadena warehouse facility is looking for experienced forklift operators to join their existing team. First and second shifts are available for qualified candidates looking to start immediately. This company believes investing in their employees’ future and promoting from within, so they are looking for candidates looking to make a career with their organization.

The forklift operators are responsible for moving materials including drums, pallets and super sacks. Forklift operators will unload incoming shipments and arrange them in the designated warehouse space. Safety will be a number one priority for all warehouse employees. Forklift Operators will also prepare products and materials for shipping, ensuring the correct number and quality of items. This employee will be responsible for fulfilling orders according to the customer’s needs.

Qualified candidates must have previous experience with both sit-down and stand-up forklifts. Candidates must have at least two-yeasr prior experience and be able to provide references from their previous employers.  Candidates must have a forklift certification and their own steel toed boots.

The company does offer a 5% shift differential for second shift. The position starts at $10.00 per hour and the rate of pay will increase upon permanent placement. Starting pay is competitive in the area according to Indeed.com.

Save Money! While Keeping Your Employees Safe

December 7th, 2012

It is a common misconception that working in an office is one of the safest environments when it comes to workplace injuries. We ask ourselves “how dangerous could it possibly be?”  In 2011, Liberty Mutual released the statistic that almost all workplace injuries happen in the office. While manufacturing companies have systems in place to deal with injuries or to prevent them in the first place, many office based businesses don’t think about it much. Ultimately, having plans to handle situations that may cause injury will save your company money when it comes to workers compensation claims. Here are some of the things to consider when putting together a safety plan.

  1. Heavy or improper lifting. We all do it. We know that we are supposed to bend at the knees and use that leverage to lift a heavy box off the floor but we don’t always pay attention. However, if an employee does this on your property they can make an injury claim. Encourage your office employees to wear a belt if they will be lifting heavy things or to ask for help from another team member.
  2. Preventable falls. Some falls are going to happen, but there are some tumbles that are 100% preventable. If there is debris, water, or other hazards on the floor, most commonly in the break room, deal with it immediately upon discovery. Encourage your employees to clean up after themselves if they spill something creating a hazard for others. The parking lot is also another zone of potential injury. Watch for cracks or loose gravel and establish a way to mark these areas and fix the problem.
  3. The staircases. Falling in the break room or hallway is a different sort of injury than falling down the stairs. Often these types of injuries occur when an employee is carrying something up or down with them. This can obscure their vision or cause them to be unable to hold onto the railing for support. Prevent this kind of behavior by having processes in place to move large items between floors in your office.
  4. Repetitive motion. Another common office workplace injury is caused by repetitive motion. This can cause syndromes such as carpel tunnel. Allow your employees to take breaks from repetitive tasks or create environments where these projects are split up among several employees.

Are you looking for more management best practices to implement in your business environment? Contact Meador Staffing today to see how we can assist you! 

Candidate Camera | Staffing Industry Review August 2012

December 3rd, 2012

In the early 1980s, Mus·lc Television revitalized the music industry by broadcasting videos of songs. Could video provide a similar boost to job candidates in the interviewing process?

Backers say video interviews come with a number of benefits,  and  many in the staffing industry also report  they are seeing some interest in the  process.

Nextaff, an Overland Park, Kan.­ based workforce strategy provider, hasn’t implemented the technology yet across its franchise system, but noticed that video interviews have gained  atten­tion, says John Thomas, Nextaff’s vice president of partner development. “That seems to be getting a lot of attention these days on the re ruiting side,” Thomas says. And clients have started to embrace the idea of a first­ round  video interview, he says. In addition, Recruit Co. Ltd., one of the world’s largest staffing firms, recently  invested  in \Vowzer, a Sunny­ vale, Calif.-based provider of video screening.

Backers of video interviews say they are quicker  than  in-person interviewing because  recruiters can review candi­dates quickly. If a person isn’t a right fit, they can go to the next video. With video interviews, recruiters can learn 80 percent of what they need to know about a candidate before even meeting the candidate in person, says David DeCapua, CEO of TalentRooster, a provider of video interviews. It also cuts down on the number of resumes·a  recruiter receives from candi­dates whose skills are far removed from a particular job. “It requires  candidates to make an effort beyond clicking send,” says DeCapua, who also has 20 years of experience in the staffing industry.

Video interviews work by sending a candidate a link to a site, where they can log on and do the interview at home via their webcam or other device such as an iPhone or iPad. Staffing firms can set up studios inside their offices for candidates. Videos can be shared among recruiters, hiring managers and client firms, says HireVue COO Chip Luman. Each person is able to comment on the interview.  Viewers can also skip to specific questions in each interview, allowing for comparison of candidates or in cases where there’s a “knockout” question that could immediately disqualify a candidate. HireVue has a suite of several  prod­ ucts, and it refers to the process  as “digital  interviews.” Among its offerings is a service that  allows a person to be interviewed live online.

The live video allows interviewers to receive more information from candi­dates. For example, Luman says Hire· Vue’s service allows recruiters to ask programmer candidates to vaite a piece of code while online. The recruiter can watch  the programmer write the code, thus ensuring the candidate is the one submitting the code sample, and not someone else. HireVue’s digital interviews can also include documents such as resumes or links to Linkedin profiles or materials from portfolios.

Video interviews may also offer a chance to recapture revenue that could otherwise be lost, DeCapua says. Staffing firms typically don’t  have jobs available for the majority of candidates who walk through their doors. With video interviews, staffing firms can place videos of candidates, for whom they don’t have a customer, onto social media sites, where a potential buyer may find them. Some have raised concerns about potential for discrimination with video interviewing, but its supporters say those  fears are unfounded.

The U.S. Equal  Employment Oppor­tunity Commission has provided guid­ance that video interviews are allowed as long as they are not used for discrim­inatory purposes. In fact, clients can even use HireVue’s solution to defend their hiring process -showing that each candidate was asked the same questions and that  they were reviewed by a panel, Luman says.

This article was featured in Staffing Industry Review in August 2012. Meador believes it was an important article to share with all readers.