Why Didn’t I Get the Job after the Interview?

October 29th, 2015

You interviewed and you thought you nailed it. So why haven’t they called you back to offer you the job? After a long, frustrating job search it can be devastating to feel rejected. Before you take this frustration out on the next unsuspecting interviewer, you would benefit from learning some ways to constructively handle the situation. Here are some of the reasons you might not have been offered the job and what you can do to improve your chances in the future.

You didn’t thank them.

Of course, you should say thank you when you’re shaking their hand and leaving the office, but that might not be enough. As soon as you get home from the meeting, send over a quick thank-you note. This can either be an email that recaps your discussion and restates your interest, or a hand-written note that you drop in the mail. Either technique will give the interviewer a positive lasting impression.

Your negativity got in the way.

The interview isn’t just reviewing your skills when they meet with you, they want to understand your attitude. Too many job seekers let their frustrations show at exactly the wrong time. You may have answered questions about your last job in a way that raised the red flags. Instead, show them confidence and positivity in your answers.

You didn’t do your homework.

As a job candidate you can’t expect to just show up to the interview and get the job, you need to do some work too. You need to demonstrate not only that you are interested in the position but that you know exactly why. Learn as much as you can about the company before you arrive so you can frame your answers better. The company’s website and LinkedIn are good places to start.

You didn’t hit it off.

The interviewer is also trying to hire someone they believe will be a good match for their company culture, and that might not be you. If the interviewer didn’t feel a personal connection, they may decide on another candidate. You don’t really have much control over this, but know that if the environment wasn’t right, you may be better off continuing your job search elsewhere.

You didn’t ask any questions.

“So, do you have any questions for me?” This is not a rhetorical question. Far too many job seekers answer with no. In fact, the best way to mitigate this is to avoid having this question asked all together. The entire job interview conversation should be a give and take. They want to know you are interested, have done your homework, and want to know more. But don’t ask too many questions either. Let the conversation feel natural.

You didn’t listen.

There are several ways an interviewer might notice your lack of attention. They may ask a question but your answer doesn’t really fit the subject. They may feel that you didn’t get the question or that you aren’t paying attention. People have a habit of listening only long enough to formulate a response, but that means we might miss out on some other important information. Improve your listening skills and you may improve your chances.

Looking for career help? The career experts at Meador will work with you to identify your strengths and find a position that matches your career goals. Contact us today to work with the top staffing agency in Houston TX and at other Texas locations.

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4 Tips to Posting Job Listings on Social Media

October 22nd, 2015

Are you using the best resources to find the candidates that you need for your open jobs? Specifically, are you posting on social media? By using social media you can target your audience where they already are and attract the right candidates to your company. But before you get started, it is important that you have an understanding of how social media works. Here are four tips you can use today.

Know the right target.

Social media, whether you love it or hate it, isn’t going anywhere. It will evolve over time, but there are no signs of it being a fad. This means you need to make sure that you get your message out where your target audience is. For professionals, LinkedIn is a great medium. For general employment, Facebook might be a better target. You also don’t have to use every platform available. Instagram might not be a fit for your organization, but Twitter might be helpful.

Grow your network.

If you create a LinkedIn business page, or a page on Facebook, your number one goal is to grow the network. You need followers. Ask your employees to follow your page. Ask them to ask their network to follow your page. Advertise. Put links in your e-mail signature. Get the word out there that you want to make connections with the right community.

Engage with followers.

Once you have a network, don’t just let it sit there. Engage with your followers. Between job postings, share interesting articles or information about your office or staff. This will encourage people to engage. Respond to their posts and responses. Answer their questions. Any of this personal interaction will make your company seem human and not just a company looking to increase revenue. This engagement will keep them reading for when you do post a job opening.

Encourage sharing.

When you post information, whether it is a job opening or an interesting article, encourage your network to share it. When they share it, more people will see it. This is particularly helpful on Twitter. The more people who retweet information you’ve posted will give you more eyes on your final message. There is a reason the term “viral” is used frequently in relation to content on the internet.

Join the Meador family, and see what generations of success can achieve for your organization. Contact our great team of recruiters today to find jobs in Austin TX and throughout the state of Texas.

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Stop Being Late – Get Better at Allocating Time

October 16th, 2015

Have you ever been accused of being late to you own funeral? Have you lost jobs or missed out on important events because your employers or friends don’t consider you reliable. Being late to work regularly is one of the worst things that can happen in your career, so you have to learn to make it stop. Before you run out the door five minutes after you need to be at work, consider these tips to stop you from being late.

You’ve got to start earlier.

It sounds simple, and people who are early will always tell you this piece of advice, but it really does work. Stop thinking that you have all the time in the world. Set an alarm, create a schedule, and stick to it. Don’t expect that if you have a 20-minute commute that you can leave exactly 20 minutes before your arrival time. Being 1 minute late is still late. On time is already late in most cases. If you need to get up 15 minutes earlier, you don’t have to lose that sleep. Just go to bed 15 minutes earlier and use DVR!

Determine the steps.

Think backwards. When do you have to be to work or the meeting? How long will it take you to drive there? How long will it take you to get ready? Determine each of these steps and calculate the time you need to start in the morning. Then, make sure to add padding. Nothing is perfect and if you only give yourself just enough time, you can’t solve emergencies that come up like misplaced backpacks or construction.

Block out the sandwich.

People who are early use this technique. They block out time before and after important meetings to ensure that they have time to prepare. For example, if you have a 10 a.m. interview, don’t plan to walk in the door at the top of the hour. Give yourself at least 15 minutes to observe the office before the interview. If the interview is expected to go an hour, don’t schedule something else for 11 a.m. If you do schedule back-to-back meetings, you will be in scramble mode if the original meeting goes longer than scheduled.

Acknowledge your attitude.

When people are chronically late, there are some common characteristics. Do you ever feel resentful that you have to be in traffic for an hour to get somewhere? If you are, this could be a reason that you leave only a half an hour to get somewhere when it should take you an hour. This is self-defeating behavior. It doesn’t matter if you want to do something, being late won’t help it go any smoother.

Learn to say no.

Of course, there is another way to handle the late problem. This may not be a good solution for work commitments, but it can help take the pressure off in other areas of your life to help free up time to keep you from being late to the events and meetings that really matter. Determine your priorities and say no to invitations that don’t fit into your schedule.

Upon applying for a position with Meador, we will assess your skills and determine which opportunities are best matched to your skills and goals. Contact our great team today as we are now hiring for jobs in Austin TX and throughout the rest of Texas.

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Make Interviewing Simple – Strengths, Motivation, Fit

October 9th, 2015

How can you guarantee that the person you hire will be the best for the job? Of course, nothing in life can be guaranteed to that degree but there is a simple way to refocus your interviewing strategy to ensure the employee checks all the right boxes for your company. How can you make interviewing both simpler and more effective? Let’s take a closer look at three things that can help you determine the best candidates to hire.

What are their strengths?

Asking a candidate about their strengths and weaknesses is a staple of the interviewing process. But why do you ask this? What you want to know is what they excel at, how accomplished they are with their expertise, and what aspects need improvement. Weaknesses aren’t a deal breaker, everyone has them. What you need to know is what they are doing about them. Motivated job prospects want to improve, so they recognize weaknesses and have a plan to improve. Incorporate these topics in behavioral questions such as, “Tell me about an accomplishment that you’re most proud of from your previous position.”

How are they motivated?

You also want to know what makes them excited about what they do. Some people are money driven while others are looking for personal fulfillment. How they interact with their own job and how they are naturally motivated will help you determine the way they will work in your office. Ask them questions such as, “What kind of manager do you like to work for?” Or, “How do you like to be recognized for your work?” The keys to effective leadership is learning what drives your employees. Since everyone is different, there is no one method to getting the best out of each member of your team.

How do they fit with your existing team?

Lastly, besides whether or not they can do the job, you need to know if the new employee will be a good fit with your existing team. Why? Because your employees need to be a well-oiled machine and if one cog in that wheel doesn’t work well with the rest, the entire system can quickly break down. One of the best ways to determine this potential fit is to include your employees in the interviewing process. Have them meet with each candidate and then compare notes after the interview. If you like the candidate, don’t totally dismiss their input and feedback. That can have you lose respect since your employees will think they sat in the interview and had no input on the decision.

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Our experienced staffing and recruiting professionals are truly dedicated to finding the best solution for your staffing or career goals. Contact Meador Staffing today to learn about how we can take your goals to the next level.

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