Hot Jobs at Meador: Electrical Engineer and Multiple Mechanical Positions Avaialble

August 30th, 2013

Electrical Engineer in Clear Lake

We are currently working with a company in Clear Lake who is seeking Electrical Engineering candidates for an open position. The right candidate must have excellent experience in substations, high voltages and power generation as well as at least 6 years industry experience. An electrical engineering degree is required along with a license in either E.I.T or P.E.

Our client will consider relocation for a superstar candidate. The salary is dependent on previous experience and success but is competitive for the industry starting around $125,000 annually. Please contact us for more information and to submit your resume.

Multiple Mechanical Manufacturing Positions Available in the South East Houston Area

A manufacturing client in Southeast Houston is ramping up and will be hiring for a number of new positions. These opportunities are temporary but our history with this client has proven that a strong work performance can result in a permanent job offer. Our client is currently seeking individuals with mechanical aptitude for positions involving valves. Duties will range from machine operation to valve tear downs.

Qualified applicants must have mechanical aptitude, experience with valves, gaskets, or pumps, and the ability to work 12 hours a day 7 days a week on call as needed. Inventory system experience such as Oracle or SAP required. Candidates must pass a pre-employment drug screen. Contact us today to find out more about the opportunity as well as the pay rate offered.

Contact Meador Staffing today to learn about these and other available positions. We staff throughout the Austin and Houston areas and can work with you to find the right opportunity for your specific skills. If you are looking for additional jobs in Pearland TX, visit our job board today!

Hiring is a Science

August 23rd, 2013

Experts have shown that the hiring process works best when it is formulaic and scientific. All too often managers find themselves making decisions based on emotional criteria such as “I’ll know it when I see it,” or “they reminded me of me.” When an employee fails in their new role the hiring manager is left wondering what happened. Here are some ways you can improve your hiring process by treating it as a scientific method.

  1. What is the hiring process? A typical hiring experience will consist of three phases: source candidates, engage, and hire. Each of these steps requires their own set of tools to use and rules to follow. Sourcing will need access to online job boards and social media while engagement means reaching out to interested applicants and talking with them about their experience and your company.
  2. Pre-employment screening. One tool that it is important to add to the hiring process is pre-employment screening. When you conduct background checks and require drug screening for each candidate considered for the role you are creating a baseline that each potential employee needs to reach before they can be offered a position with your company. Screening products can be expensive so work with a local staffing company who will offer this as part of the cost of their service.
  3. Additional assessments. Beyond drug and background checking are other pre-screening options for you to consider. Once again you can work with your staffing provider to determine which are right for you. You may want to implement behavioral testing along with tests for certain skills. Behavioral tests can give you insight on the candidate’s personality, integrity, cognitive ability, and how they will fit into your current team.
  4. Reference checks. With so many companies instituting a policy of only providing dates of employment it is harder than ever to confirm professional references. However, it is an important step that should not be skipped. You can utilize the recommendations on LinkedIn to get a picture of their previous work. A staffing service can also help you with this process and conduct reference checks on your behalf.

Do you want to perfect your recruiting and hiring methods? If you are looking for staffing agencies in Pasadena TX, contact the employment experts at Meador today.

Tough Interview Questions and How to Ace Them!

August 16th, 2013

Interview questions are intended to get to the very root of each individual’s background and determine if you are a viable candidate for the job. Every hiring manager has their own process when it comes to devising questions to ask potential employees. Here are six tough questions you could be asked and the best ways to answer them to be prepared for your next interview.

  1. What accomplishment are you most proud of? This isn’t a time for bragging, but it is a time to share your most impressive professional accomplishment to knock the socks off the hiring managers. You want to make them sit up and take notice and wonder how they could continue to run their department without you. Tailor your answer to the job for which you are applying. Prepare for this answer prior to your interview. Also be sure to give credit to anyone who helped you in the process which will keep you from entering bragging territory.
  2. Why do you want to work for our company? This may be the most important question that an interviewer can ask and the most important one you can answer. Hiring managers aren’t looking for generic answers and they don’t want to hire someone who is looking for just any job. They want to know that you are interested in and dedicated to their specific business. You want to show that you researched their company, share your long term career goals, and demonstrate your commitment.
  3. Can you justify your salary requirements? Before you go into the interview determine your salary range. Your first number should be the bare minimum. If their offering is below this number you would not accept the job. The second number should be what you think you are worth. Be prepared to provide good and positive reasons for your salary range. They don’t want to hear that you are experiencing financial trouble, even if it is true. Tell them about your results and your successes.
  4. What is your biggest weakness? For so many years candidates have been advised to turn this question around and answer with a strength in the form of a weakness. For example, “I’m organized to a fault.” Because this technique is so overdone it can come across as disingenuous. Instead, you should be honest but remain positive. Tell them about the time you got easily frustrated with a customer but also how you solved the problem.

Are you ready for your next interview? If you are looking for jobs in Pearland TX, contact the employment experts at Meador today.

Our Little Secret… How to Write Better Job Descriptions

August 9th, 2013

Writing a job description is not usually at the top of the list for Human Resources professionals. Job descriptions are often legal documents that are filed away never to be seen again, however it may be an important addition to your recruiting arsenal. What if we told you that writing a killer job description would help you land talented employees for your jobs? Here are some updated tips.

  1. Don’t over-focus on physical requirements. From a legal standpoint is a good idea to have the physical expectations of the job on paper, however they can be better. Some job descriptions make it sound like supervisors will micromanage every break and every action. Take a hard look at the physical requirements of the job. If an employee will be sitting at a desk for prolonged periods of time you may want to talk about the encouragement of breaks. If there will be heavy lifting, include the weight and safety measures you have in place.
  2. Skip the comprehensive list of duties. Some managers do this to counter the argument that something isn’t in their job description. In truth, what you’ve done is created a situation where someone can say exactly that. Instead, focus on the results of this position. Talk about how the role will interact with other people in the company and with your customers. Do this to create a results oriented workplace.
  3. Understand that creativity drives innovation. Experts say that American ingenuity is on the decline. Because we have built such a pervasive culture of corporate micromanagement many of our employees feel stifled on the job and are unwilling to try new things. Suggest that creative problem solving is a key aspect to this job. You should feel confident that your new hires are talented at what they do and able to succeed if they are left to work on their projects.
  4. Can you skip the job description? Employment laws are always changing so it is important to keep up the documentation. Job descriptions can provide the legal basis for many situations that can arise for a corporation.  If you assume that no one is going to read their job description you’ve already indicated that it is not important. Instead, make it an important aspect of the job. If you write job descriptions that are readable and exciting you can open new doors for your own employees.

Do you need a boost to attract the best talent? Contact Meador Staffing to find out how we can help you today!