Berks & Beyond Blog

Planning to hire in 2011?

As optimism creeps back into our market, many small- to medium-sized businesses plan to increase their direct headcount.  If yours is among them, avoid these roadblocks to hiring success:

• Not pre-screening candidates.  Many hiring organizations skip this step, assuming that the interview process will weed out unacceptable candidates.  But in their attempt to streamline the process, these companies are wasting valuable time interviewing people whom they’d never hire.  Pre-screening allows you to eliminate candidates:  without basic knowledge and experience levels; outside your salary limits; with long-range goals that are not aligned with your company or available position.
• Relying solely on interviews to evaluate candidates.  Research has shown that the typical interview only increases the likelihood of selecting the best candidate by less than 2%.  Why?  Most managers don’t structure their interviews or develop scoring weights to pre-determine the best answers.  Additionally, candidates say what interviewers want to hear in order to get hired.
• Relying on general “good guy” criteria.  Most companies want to hire good people, but merely being a good person (i.e., enthusiastic, hard working, self-motivated, etc.) is not a predictor of job success.  A potential employee may have the best attitude in the world, but if they don’t have the job skills and experience you need, they can’t hit the ground running.
• Not investigating candidates’ backgrounds.  Sure, checking references, verifying work history and conducting background investigations are time- and labor-intensive.  But with résumé fraud on the rise, you must protect yourself from desperate job seekers who feel compelled to lie in order to get hired.

Tips for Heading-Off Hiring Mistakes

• Evaluate candidates on skills critical for job success.  Create a position analysis to select the skills most vital to your available job, and develop interview questions (and weighted responses) to identify and evaluate those skills.  The more structured your interview process, the less likely you will be to hire someone just because he’s similar to you or because he’s a “good guy.”
• Do more than talk.  To increase hiring success, develop several methods, in addition to the interview, for evaluating candidates.  Obviously, those methods will vary greatly based on the type of position available.  But as long as the tests and tasks you assign are directly related to the job at hand, your extra effort will provide a wealth of relevant information to help critically evaluate and compare candidates.
• Enlist the help of a hiring expert.  Staffing and direct placement services like Berks & Beyond have the resources and expertise to quickly and cost-effectively deliver candidates with skills, experience and behavioral traits to succeed in your organization.  We use professionally trained interviewers, skills-specific testing, thorough background checks and satisfaction guarantees to ensure the success of your next hire.

With unemployment near record highs, you may question the value of direct placement services.  If job applicants are plentiful, can recruiting services really help you?

In a word, yes.  Here are just a few of the ways search and placement services can simplify your job and help both you and your company be more successful:

• Save Time.  Posting jobs, screening résumés, scheduling and conducting initial interviews, testing and reference checking are extremely time-consuming activities – especially when candidates are abundant.  Use a direct placement service to eliminate both the time and cost associated with these processes.
• Increase Focus.  Use the extra hours you gain (by offloading time-consuming recruiting activities) to focus on other key HR priorities or revenue-generating activities.
• Access Top Candidates.  The market may be flooded with job seekers, but are they people you really want to hire?  Recruitment specialists are experts at sourcing the best talent.  They use extensive candidate networks, internal and national databases, direct recruiting techniques and referral sources to identify individuals – even highly desirable “passive” candidates – with the skills, experience and personality traits to succeed in your organization.
• Shorten Your Time-to-Hire.  Because staffing firms maintain such robust candidate databases, they can dramatically reduce the time it would take to find the right person on your own.  And in cases where immediate placement is required, most staffing services can provide a temporary replacement to handle the workload while conducting your search.
• Reduce Your Hiring Risks.  Our tough job market has caused a rise in résumé fraud, as desperate job seekers feel compelled to stretch the truth in order to get hired.  Unfortunately, the employer pays the price, when a new hire who has misrepresented himself has to be replaced.
  Direct placement services reduce the risk of a bad hire in two ways.  First, the referred candidate is thoroughly screened, interviewed, background and reference checked to verify skills, experience and work history.  Additionally, most staffing services guarantee the quality of their direct placements for several months – and will find you a replacement if you’re not satisfied.

Save Time and Money with Berks & Beyond

Ensure the success  of your next hire by calling Berks & Beyond today.  We will recruit, screen, interview, test and refer the finest administrative, light industrial, technical and professional candidates in Central and Southern Pennsylvania for your job opening.

It’s like a bad dream.

You’re in an interview, dressed to impress and feeling totally in control of the situation, when the unthinkable happens – the interviewer asks a question that completely stumps you: 

“If you could have dinner with anyone from history, whom would it be and why?”

“Why is a manhole cover round?”

“Which fictional character would you say best describes you?”

If just reading these questions makes beads of sweat pop out on your forehead, you’re not alone.  In an interview situation, most of us would be stopped in our tracks by off-the-wall questions like these.  But that’s the point:  interviewers ask odd questions intentionally, to see how well job candidates thinks on their feet and respond to stress.

Because unusual interview questions can be about virutally any topic, they’re nearly impossible to prepare for.  Still, here are a few quick tips to help you handle them more effectively:

• Keep your composure.  The question was meant to throw you off your game – so don’t let it rattle you.  Keep your face neutral and recognize that this is the wacky question you’ve been anticipating.
• Take your time.  Smile, take a deep breath and avoid the temptation to blurt out an answer.  Don’t panic – if you have to take a moment to gather your thoughts, it merely demonstrates that you think carefully through a situation before responding.
• Relax.  When it comes to unusual interview questions, your answer is not as important as how you handle the situation.  In fact, most don’t have right or wrong answers.  So take the pressure off yourself.  You don’t have to be brilliant, you just need to answer honestly.

If you’d like some practice answering off-the-wall questions, consider the following popular ones:

• If you could be any character in fiction, whom would you be?
• If you had only six months left to live, what would you do with the time?
• If someone wrote a biography about you, what do you think the title should be?
• If you were a _________ (insert:  car, animal, salad dressing – you get the picture), what kind would you be and why?
• If you won $50 million in the lottery, what would you do with the money?
• How would you rate me as an interviewer?

Be Prepared for Your Next Interview

Register with Berks & Beyond today.  Our team of staffing professionals will listen to your needs, match you with a perfect direct placement opportunity, and then prepare you to ace the interview.