Berks & Beyond Blog

Superstars.  Overachievers.  High performers.

Whatever you call them, you know your company’s success depends on hiring and retaining them.  The following list will help you identify what sets the best and brightest apart:

1. They have found their focus.  High performers know their strengths and have found an expression for their talents in the workplace.
2. They are forward-thinkers – about projects and their own careers.  To thrive, they need to know how what they’re doing now will impact the future.
3. They are accurate appraisers – of peers, projects, and themselves.  They can spot talent in co-workers and chinks in their competitor’s armor.  Likewise, they recognize their own weaknesses and strive to improve them.
4. They are self-managers.  Research has shown that high performers consciously apply a systematic approach to every project they tackle.  This disciplined approach makes them more organized, productive, and fulfilled.
5. They are intrinsically motivated.  While money is undoubtedly important, high performers are fueled from within.  Their need to attain personal and organizational goals is often as great a reward as compensation.
6. They are optimistic.  High performers see the glass as half-full.  They tend to treat obstacles and setbacks on the job as temporary and therefore surmountable.
7. They respect other high performers.  Rather than focusing on hierarchy, high achievers operate within a society of mutual respect.  As a result, they will lend a hand to others with talent and help them flourish.
8. They are results-oriented.  These individuals won’t sit quietly and do a job just because they’re told to.  Top performers need to know how their efforts affect the organization’s “big picture,” and measure their efforts in terms of bottom-line results.
9. They take risks.  “Nothing ventured, nothing gained” is a personal mantra among high performers.  They do their homework, accept change easily, and are calculated risk-takers.

Berks and Beyond’s staffing professionals are experts at identifying high achievers who will perform well in your organization.  We offer a variety of recruiting and staffing services to deliver the best and brightest for you.

10 Interview Questions to Avoid

Imagine this: a young female candidate comes in for an interview, wearing an engagement ring.

Imagine this: an obese gentleman arrives to interview for a physically demanding job.

What are the first thoughts that pop into your head?

When you’re interviewing, you can’t always control your thoughts. But you absolutely must control the words that come out of your mouth.

Interviewing is tricky. On the one hand, you want to ask probing questions that will uncover shortcomings in a prospective employee. On the other hand, if those questions cross the line, you can get yourself – and your company – into serious trouble.

So what should you avoid? Here are 10 questions you should never ask in an interview, and why:

1. Do you have any health conditions? Under the ADA, a bona fide medical examination can explore legitimate interests of the employer such as safety or job qualification, but only after a conditional offer of employment has been extended. You may ask if the applicant is able to perform the essential functions of the job, with or without reasonable accommodations, but only after you thoroughly describe the job requirements.
2. How much do you weigh? Besides being rude, issues of weight and height are irrelevant, unless minimum standards must be met to safely perform the job.
3. Can you work on Sunday? Religious discrimination is illegal, and questions that can be construed as related to a person’s religion must be avoided.
4. Is that your maiden name? (Translation: are you married?) Any and all questions related to marital status are illegal and set you up for a potential lawsuit for gender discrimination.
5. What are your plans for children? Do you have any kids? Again, questions such as these can be interpreted as a form of gender discrimination. If you have concerns about an individual’s ability to work long hours, travel, or relocate, try this instead: What percentage of the time are you willing to travel? Or, our work frequently requires starting very early. Are you able to comply with this requirement?
6. How old are you? According to the Age Discrimination Act of 1967, it is illegal to ask the age or age range of the applicant. It is also illegal to request a birth certificate prior to hire.
7. Have you ever sued anyone? A candidate’s legal history is not relevant in evaluating fitness for future employment.
8. May I have a copy of your military records? While it is okay to ask if an individual has served in the U.S. Armed Forces, as well as his/her branch and rank, it is illegal to ask for copies of military records or discharge status.
9. How many times have you been arrested? This question is illegal. However, it is permissible to ask if the person has ever been convicted of (insert crime here) if the crime in question is reasonably related to the performance of the available job.
10. Can I take your picture? Due to the potential for race or gender discrimination, you may take a person’s picture for identification purposes or your corporate website only after that person is hired.

Want to further reduce your interviewing liability? Call the hiring experts at Berks and Beyond Staffing. We can handle all aspects of recruiting and interviewing for you – saving you time and money, while ensuring you stay compliant.