How to Answer the Question “Why Shouldn’t I Hire You?”

Posted on February 15, 2012 by Lee

These days, job-seekers fortunate enough to snag an interview for a promising open position have to be ready for just about anything. Recruiters and hiring staff feel comfortable asking a wide range of questions, and they expect to get back positive and articulate answers. One question, though, comes up again and again, and it’s always perplexing for the person being interviewed:

“Why shouldn’t I hire you?”

Of course, this is just a variation on the age-old interview request, “Tell me what your weaknesses are.” This open-ended question is meant to prompt a creative, spontaneous response from the applicant (or, alternately, meant to confuse or “trap” the job-seeker). In either case, it’s best to come prepared with an appropriate response.

One option is to not answer the question at all. Rather than “take the bait” and start listing negative aspects of yourself, you can use the opportunity to gently redirect the conversation to discuss all the wonderful reasons why you should be offered the position.

If that doesn’t feel like it’s your style, here are other possible responses:

“I can’t think of any reason not to hire me.” Some hiring experts think this is the best response to a deliberately provocative (and essentially worthless) question. But when you’re in the thick of an interview, it’s probably not your best approach. Saying you can’t think of a reason will most likely get you eliminated from consideration. You have to be able to show a keen awareness of your personal strengths and weaknesses.

“The reason is, I’ll be so good at my job that everyone else will pale by comparison.” This reply, or something similar like, “If you hire me, there’ll be nothing for you to do,” is admittedly gutsy and shows you have a sense of humor. It also displays a creative side to your personality. But if the interviewer lacks a sense of humor, your reply can fall flat.

“Here’s a reason and this is what I’ve done to fix it.” Acknowledge a particular deficiency to the interviewer and then explain how you took action to remedy the issue. This answer illustrates your ability to identify a problem and fix it.

As you prepare for a job interview, ask yourself this trick question and come up with an honest and informative answer. Then you’ll be able to show off your confidence and ability to think on your feet.

High Profile offers a wide range of positions for talented job-seekers like you. Find out more today!

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Build a Great Company Culture and Candidates Will Come

Posted on February 10, 2012 by Lee

In survey after survey, job-seekers note “company culture” as a key factor in their job-selection process. Compensation is important, of course, but these days employees place a high premium on being part of a company culture that’s flexible, appreciative and open-minded. So how do you go about building a company culture that attracts great candidates?

Foster an atmosphere of give-and-take. The most creative job-seekers want to work in an environment where their ideas are welcomed and taken seriously. (This includes offering input in areas throughout the organization.) Sharing ideas and being able to speak freely rank high on candidate wish-lists.

Small is beautiful. Not everyone wants to work in a giant corporation. Opportunities within a small business are often more appealing to top candidates, as long as they feel that the work they’re hired to do is important and has a genuine purpose. For these individuals, what counts most are the types of customers they serve and the projects they undertake.

Offer flexible work arrangements. Any above-average job-seeker knows there are many ways to get work done – in the office and outside the office. The more flexible your work arrangements, the more attractive your business will be to job-seekers. When appropriate, offer applicants the opportunity to work from home once or twice a week and explore other ways to keep the work/life balance equation as flexible as possible.

Benefits count. How strong is your benefits plan, including compensation, health insurance, vacation and retirement? A company culture that emphasizes the value of competitive pay and benefits will always attract top talent. Put together the best package you can and stress its importance in your search for great candidates.

Little things count too! Everybody likes to eat, right? Some businesses provide a catered lunch once a week or twice-monthly. It’s a great occasion for employees to gather and enjoy each other’s company (and free food)! A company culture known for offering little perks like these also garners attention from talented job-seekers.

Get the word out. If your company culture incorporates some or all of the above, don’t be shy about letting job-seekers know. One place to start is through your job postings. Loosen up the language a bit, share a few facts about how your company operates and invite “creative, fun people” to apply. The tone of your advertisement will likely draw the type of individuals you’re looking for.

High Profile can help you find skilled, creative and talented staffing every time. Find out more.

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How to Motivate Gen Y in the Workplace

Posted on February 6, 2012 by Lee

As millions of Gen Y young adults cycle into the workplace, employers are learning to do things a bit differently with them than with previous generations. It may seem at times like high maintenance, but twenty-somethings can give a lot to your business if properly motivated. Here are some tips:

Let them know what’s going on. Gen Y is comfortable with today’s rapid technology, so use it to keep them informed about the business. Whether through emails, IM or Twitter, experts say it’s better to over-communicate so you’re more confident the message is getting through.

Feedback is key. After completing a task or turning in a project, Gen Y workers want to know what you think – sooner rather than later. They especially want to hear about how well they’re doing. And if their work falls short of expectations, the need for constant feedback can work to your advantage. Offer clearly defined metrics and benchmarks and help them continuously improve on their performance.

Teamwork works. Gen Y enjoys working on projects as part of a team. Group interaction and feedback is important to them, and they see group input as a critical element in the decision-making process. Here’s another opportunity to use this trait in a positive way. Consider teaming up one Gen Y employee with a more senior employee; they’ll form a team that combines wisdom and youthful energy.

Prepare to be flexible. Gen Y responds better to an environment where there are plenty of options. When possible, ask them to select which projects they prefer to work on and with whom. Offer the opportunity to work from home and give them the tools needed to make this option work. It’s as much about demonstrating your willingness to be flexible as it is helping them grow in their skills and responsibilities.

Small deadlines matter. In many cases, young adults fresh out of college have become accustomed to getting things done at the last minute (such as writing term papers). To increase their productivity, set small deadlines to complete a part of a project. Help them learn basic time and project management techniques.

Show how face-to-face can get things done. For a generation reared on text messaging, it’s not always clear that some things are better achieved in a face-to-face setting. By requiring at least some interactions to take place one-to-one, you’ll help them understand the importance of being able to interact with other workers and clients in a professional manner.

High Profile Staffing offers a variety of staffing options (including hard-working members of Gen Y) to fill your specific needs.

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What if the Job Candidate Rejects Your Salary Offer?

Posted on February 2, 2012 by Lee

Despite the weak economy, job-seekers are often unwilling to “take anything” when it comes to accepting an open position. According to a survey conducted by Personified, the talent consulting branch of CareerBuilder, an overwhelming majority of unemployed individuals who have received job offers have turned them down because the offer was too low. Some employers are slow to realize that, while money may not be the highest item on a candidate’s priority list, it’s certainly important–and nearly always one of the items the best applicants keep in mind when considering a job offer.

If a candidate rejects your offer, most likely it’s because they feel they deserve more money and may be able to get it elsewhere. Your immediate options are (a) stick with the initial offer but describe a clearly-defined path of increased responsibility and opportunities (indicating a higher salary down the road); (b) reassess the offer, based on the value you think this person can bring to your business; (c) supplement the original offer with the best employee benefits package you can afford.

These options demonstrate to the job-seeker that you’re a flexible employer who values their potential worth to the business.

What if the gap between your offer and the candidate’s salary expectations is too wide? One response, of course, is to simply shake hands and wish him or her the best in their future endeavors. Or you can ask yourself a few questions and make a decision based on your answers:

Does this person have skills you can’t find elsewhere? If the skill-set far exceeds that of other applicants, you may want to reconsider your “best” offer.

Can this person become a long-term employee? There’s no way to know for sure but, if your instincts say ‘yes’ and you foresee longer-term benefits for the business, it may be worth upping the offer. On the other hand, if you sense that the applicant doesn’t intend to stick around (a dreaded ”job-hopper”), then stand by your original offer and see what happens.

How badly do you need someone in this position? Ideally, you should know the answer to this question before the hiring process gets underway. An urgent need to hire reduces your negotiating power, but it also makes the situation more clear-cut. If the best applicant is sitting in front of you and wants more money–and you need them right away–you can either boost your initial offer or move on to the next best candidate.

In any salary negotiation, there should be flexibility on both sides. A job-seeker should be able to justify their demand for more money to your satisfaction. An employer must avoid the mind-set of seeing how much they can get for little or average pay. It’s also important to conduct annual market salary surveys to be sure you’re even making a competitive offer.

Remember, it usually costs more to start the recruitment process all over again from scratch than by adjusting your offer slightly upward in order to keep the job candidate happy.

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Communication and Training Are Traits of Top-Rated Employers

Posted on January 19, 2012 by Lee

In today’s challenging job market, employers in pursuit of the best candidates for their open positions are working harder than ever to make their organization an attractive place to work. What constitutes a top-rated employer? What qualities do top-rated companies have in common?

Survey after survey illustrates two areas where “best businesses” stand out: communication and training. In addition to seeking jobs that are interesting and well-paying, employees consider these areas as vitally important to the level of satisfaction they find in their work.

Offering focus and clarity. Top-rated employers take a highly proactive stance toward internal communications. This includes clear and ongoing discussions about the direction the company is headed, its vision and strategy, and the challenges it faces. Employees in these companies always know and understand both short-term and long-range goals, and where they fit in individually.

These employers genuinely want to know their employees’ needs and motivations. They also share news “from the top” through staff meetings, newsletters, bulletin boards, even blogs from the CEO and senior staff – all designed to keep employees informed and motivated.

Building trust through accessibility. The best employers don’t hide in their offices or emerge only for formal announcements. They maintain an open-door policy that encourages staff to come to them with concerns and new ideas. This approach consistently builds trust by demonstrating accessibility both at the top and throughout the organization.

Knowing what’s expected of them. Employees surveyed about “best businesses” also point to frequent communication about what’s expected of them in their roles. When each person fully understands his or her responsibilities, they feel a greater commitment to succeeding individually and as part of a team.

Training for the future. Providing opportunities for growth is another area valued by employees. They thrive in an environment where they can learn new skills and take on increasingly important responsibilities. Top-rated employers keep a close eye on their star performers and do everything they can to nurture their growth, particularly in accelerated training and development. New assignments, job rotation and one-on-one mentoring can be found in most “best businesses”.

Other traits shared by top-rated employers include:

Fair pay and good benefits. Talking openly about fair pay is highly valued by employees. The best businesses encourage managers and supervisors to talk with staff about this topic, but it’s also addressed in group meetings and employee handbooks. Strong benefit plans are commonly found among top-rated employers as well. One note: Even if a small business can’t pay 100% of benefits, their employees appreciate and understand when the reasons are communicated to them, along with the business’s commitment to do everything it can to cover insurance costs.

Perks count, too! Top-rated employers offer attractive perks, ranging from on-site child care and the opportunity to telecommute to employee assistance programs offering counseling and substance abuse treatment.

High Profile Staffing is pleased to be honored as an “Employer of Excellence” by the Dallas Chamber of Commerce and one of the “Top 10 Best Places to Work” by the Dallas Business Journal. We want to make your business a “Best Place to Work” too! Find out more.

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Can a Video Resume Help Your Job Hunt?

Posted on January 17, 2012 by Lee

Supplementing traditional resumes with a video version is still a relatively new idea but, when it’s done correctly, a video resume can help set you apart from the crowd. A lot depends on the execution so, if you think it might work for your field, first make sure the company’s resume submission policy allows for video resumes—and then let your inner Steven Spielberg run free!

Here are tips for making a polished and effective video resume:

Plan ahead. Just turning on the camera and winging it never works. Think about what you want to say about yourself and your experience, about what makes you the best candidate for the job, and how you can be an asset to the company. How do you want the employer to feel after watching your video resume? Tailor your presentation to achieve the desired effect.

Short and snappy. Video resumes should never be longer than three minutes (many experts say two minutes is plenty). The goal is giving out just enough information about yourself to encourage recruiters to contact you for a full-fledged interview. This isn’t the time to ramble on about your hobbies or pets.

Write it down. A well-done video resume requires a script. Write down what you’d like to say in a conversational tone and practice several times until you’re comfortable looking into the camera and saying your piece. Replace any words or phrases that you consistently trip over or that don’t sound right coming out of your mouth.

Dress appropriately. This part is no different from showing up for a job interview in person. What you wear counts.

Have fun! While no one’s talking about doing stand-up or performing magic tricks, it is important to let your personality shine through. Remember to smile and deliver your message with confidence. (Just imagine sitting across from the interviewer and doing your best to make a good impression.) Other little things to remember: Maintain eye contact. Keep your arms and hands by your sides, unless you need to gesture to make a point. Don’t fidget.

Focus-group your video. Just as Hollywood studio movies are screened by focus groups before their general release, you should show your video resume to friends and family members. Invite their criticisms and suggestions. Chances are, they’ll have enough good suggestions for you to shoot another version.

When you’re happy with the final product, check out career networking sites such as CareerBuilder or Jobster, where you can post the video as part of your profile. Or, upload it to your personal website and link to it from there. Don’t forget to include a link to your video on your paper or electronic resume and send the link to everyone in your network.

Learn more about how to stand out as a job candidate at High Profile’s “Tips for Success”.

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