You’ve Been Fired from Your Last Job – How Can You Address It in the Next Interview

June 28th, 2018

No one wants to be fired. But if you are, it doesn’t have to be the end of your career. You can, of course, take time to grieve and even wallow, but don’t let it define you. Recover from your mistakes and move on. But that also means you’ll need to field questions in interviews that may try to get to the bottom of why you left your last job. Your answers will make all the difference, so it’s time to learn how to provide the best answer possible to these kinds of questions. Here are some things to consider.

Honesty

You will be asked, point blank, why you left your last job. Lying about it won’t do you any good and could actually cost you the opportunity. Your new employer will conduct reference checks and may uncover the truth themselves, so use caution when answering. The truth is, many people have been fired before and went on to have wonderful careers in a better environment, so use that to your advantage.

Education

Life in a learning experience. That is true about being fired as well. Why were you fired? Use that reason to allow yourself to become a better person. If, for example, you had problems meeting important deadlines, spend time learning how to better organize your time so it doesn’t happen again. Then communicate that to the hiring manager in your next interview. People aren’t interested in the problem, they want to know the solution.

Positivity

You can be mad about being fired, that’s absolutely the right human emotion. But don’t let your interviewer see it. Negativity is a major red flag for potential employers and if they hear you speaking poorly about someone with whom you’ve worked in the past, they’ll be concerned about repeat behavior. Instead, stay positive talking about your past job and your ideas for the future

Ownership

The bottom line is that you need to take responsibility for the actions that led you to be terminated from the job. And, in order for a company to decide to take a chance on you, they need to see that you have ownership of your mistakes and are actively working to improve them and not letting them hold you back. You sell this in your interview by sharing how you’ve grown from the experience and showing them how it won’t happen again.

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“Would Your Last Boss Hire You?” – Should You Ask This in the Interview?

June 21st, 2018

Throughout the hiring process, hiring managers are given a lot of advice about what to ask and what answers to expect. There is so much advice out there it can be difficult to know what are or are not good questions to get down to the bottom of things and give you the details you need to know to make a decision. For all the strange questions you might consider, “Would your last boss hire you?” may give you some information that will help you better understand the candidate. Let’s take a closer look.

Would Your Last Boss Hire You?

The first thing this does is force the candidate to think about things in a new way. They may have thought about their accomplishments in their previous jobs and planned on sharing them with you. They may have been cautioned about saying negative things about past employers and are hedging around certain topics to keep things positive.

By framing the question in this way, they have to stop and think. That means they can’t just repeat answers they’ve practiced in the mirror. You’re making them think on their feet and that’s a good thing. You want to hire someone who isn’t thrown off by simple requests. Their specific answer isn’t as important as how they answer.

What Answer are You Expecting?

Though the specific answer isn’t that important, you certainly have some expectations about what they should say. For example, if they respond that their previous employer would not hire them, you’re going to want to know why. If they cross the line from confidence into arrogance in their answer, that might be a red flag as well.

Know that the answer isn’t important, but understand what it is that you’re looking for when they answer. Look at their body language. Look at the way they hesitate, if they hesitate. Listen for negativity in their answers. But don’t just look for red flags. Also, consider the positive cues they could reply with.

What Does it Tell You About the Candidate?

Of course, beyond your expectations is what their answer really tells you. Consider this scenario. You ask your candidate if their previous boss would hire them again. They appear taken aback for a moment and then carefully constructs their answer. They may say something like, “I had an excellent relationship with my previous boss. He relied on me to make sure things were on track without much hand-holding. It was my organizational skills that allowed him to remain hands off, and he appreciated that.” This answer tells you that they are proud of what they’ve done in the past and that their previous employer trusted them on the job.

If, however, their answer begins with a laugh and an almost dismissive tone, such as, “Well, he hired me once. I don’t see why he wouldn’t do it again.” They may be hiding more important information with their short, curt answer. This may tell you that they don’t respect the process, they had negative feelings about their previous boss, or that there may have been tension in that working relationship.

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What Does It Take to Become a Certified Forklift Driver?

June 14th, 2018

Should you become a certified forklift driver to help you find your next job? Is it something that will help your career? What kinds of opportunities can you get when you have this certification? There are a few things to consider if you’re interested in pursuing a career within a warehouse. If this is something you’ve wondered about, here is some inside information on how to get your forklift certification and what you do with it once you have it.

Opportunities for forklift drivers.

For someone interested in working in a warehouse environment, knowing how to drive a forklift can be a huge professional benefit. Many jobs require previous forklift experience or a certification. There are also a variety of types of forklifts that many companies will use, so diversified warehouse driving experience can also be beneficial for your career in the long term.

Take classes.

There are a variety of ways to become certified to drive a forklift. In some cases, companies will certify individuals and provide them with their certification after gaining experience. In other cases, you can take courses at your local trade or technical school. There are even online certifications. Keep in mind that each state has different requirements for how certifications can be obtained and what their employers can accept.

Additional skills required.

Know that there is more to landing a forklift driving job than just skills driving a forklift. Companies look for a variety of personal traits and professional skills when making a hiring decision. You will need to demonstrate reliability, good communication skills, and an aptitude for technology.

Leverage your certification.

When you are certified, you can work with a staffing professional to help you find a position within a warehouse job so you can use your forklift driving skills and potentially earn more money. There are often premiums for positions requiring forklift certifications, and it can also lead to supervisor roles in the future. Be sure to let hiring managers and recruiters know if you have forklift skills from previous positions.

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Is the Problem in Hiring or Retention?

June 7th, 2018

What happens when someone comes on board to your company and doesn’t even make it past the 90-day mark? Is this solely a problem with your hiring process or could there be more at stake? The truth is, hiring is only one piece of the puzzle and while it needs to be constantly updated and honed, it won’t answer all the questions you have about building a good team. You need to focus on retention as well or hiring will be ineffective. Here are some things to consider.

1. Re-evaluate your onboarding process.

It can be discouraging when you note how many people don’t make it past their first 90 days on the job. When people leave so soon, they usually cite poor training or a mismatched company culture. Training is only one aspect of onboarding and there is so much more you can do. Talk about your company culture, values, and environment. Introduce them to others in your company. Create a program to pair mentors with new employees to help them acclimate to the new job.

2. Provide feedback early and often.

If you’ve waited 90 days to give your new employee a review, it may already be too late. Instead, provide regular feedback as necessary. And don’t only focus on the things that need correcting. Talk to them about their successes and what they do right. If an employee only hears negative feedback on the job, they will become dissatisfied quickly.

3. Be approachable.

To encourage retention, make yourself available to your employees. Having an open-door policy is one of the ways you can make new employees feel comfortable. And this shouldn’t stop in just the first 90 days. Being approachable is something that needs to continue as part of your corporate culture if you want to make your employees feel like a valued part of the team.

4. Work with a local staffing agency.

Of course, hiring is also a big part of employee retention and you want to make sure you’re hire right the first time. You can improve your recruiting strategy by partnering with a staffing agency who can help you find the right people. Having a temp to-hire option to help both you and the employee get to know one another can be a major help for retention.

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Are you looking to improve your retention rates? Contact Meador Staffing, a leader in staffing in Pasadena TX, to learn more about how our team can bring you the best candidates!

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