Interview Red Flags to Avoid

September 25th, 2015

An interview with a candidate is all about finding the next right person for a position. Sometimes several candidates do well during their interview, and you need to make the hiring decision based on subtle differences between them. Sometimes one candidate stands out so strongly they’re the obvious hire. And sometimes a candidate can stand out strongly in the wrong direction. Here are four red flags that let you know this likely is not the right person for the job.

  1. They give evasive answers. If you’re not getting straight answers to your questions, the candidate may be trying to hide something. Candidates should be able to provide supporting details and examples that back up the skills, experience, and job roles they listed on their resume. If they give evasive answers, it’s possible they don’t really have the strengths they claim. Ask follow-up questions to push for further information and get beyond rehearsed responses to judge whether the candidate really knows their stuff.
  1. They don’t know anything about your company. No candidate will know the details of your specific department, but you should expect them to know the basics of your business and industry. With the Internet, it’s no more than a few minutes for anyone to learn your company’s mission and what distinguishes it from its competitors. Candidates who haven’t done that may be lacking initiative and curiosity about this opportunity.
  1. They treat staff disrespectfully. You need your new employees to fit in with your organization. This means treating all your staff respectfully, regardless of gender, race, or their role in your firm, so make sure the interviewee meets with people at various levels and take all their feedback into consideration. Even whether the candidate shows up on time gives you input into how they will interact with your staff.
  1. They disparage former employers. There are two reasons to pay attention to how candidates talk about their former employers. First, you want to see whether they blame the employer for any problems or difficulties on the job, or whether they take responsibility for the challenges they faced. Second, if you become this person’s employer, you may eventually become their former employer as well. If they badmouth former employers in this interview, in the future they may treat your company the same way.

One of the advantages of working with a staffing agency is that we pre-screen candidates so you don’t waste your time speaking with candidates who raise these red flags. Contact In Reach IT Solutions to find out how we can help you find your next employee.

Is Your Company Suffering From High Turnover?

September 18th, 2015

High turnover is a big issue for companies. Not only does it affect the company’s ability to deliver its product and take on new projects, chronic understaffing overloads the remaining employees, reduces their morale, and can encourage them to resign as well. If your company is suffering from high turnover, it’s important to identify the causes and take steps to correct them.

What is High Turnover?

The overall turnover rate is about 38 percent, according to the Bureau of Labor Statistics, but numbers specific to the information technology are hard to come by and complicated by the large number of short-term contract workers used in the industry. The BLS calculated IT turnover at only 31 percent, lower than the overall number, but other surveys come back with higher figures. One survey suggested Google has a turnover rate as high as 90 percent.

While it’s useful to compare your own rate against surveys and statistics, the fact is, if you’re losing more employees than you can easily replace and it’s impacting the company’s bottom line, your turnover rate is too high.

What Causes High Turnover?

While some employees leave for personal reasons that have nothing to do with their job satisfaction, perhaps because their spouse accepted a job transfer, most people who leave jobs do so either because they think they will be happier with the work, the benefits, or the pay at a new employer. The best way to identify the cause is to take exit interviews seriously. Common reasons for leaving include:

  • Dissatisfaction with the nature of their job. Sometimes people end up in a position that just isn’t a good fit for their skills or interests. A developer who wants to be hands-on may be pressured into taking a leadership role they aren’t comfortable with. Others may want the opportunity to work with new technology that isn’t used by your company. Employees may feel either too challenged by their position or not challenged enough.
  • Feeling unsupported by the company. Employees need to feel the company supports them. Failing to provide necessary tools makes it difficult for employees to achieve job success. Failing to provide training and opportunities for advancement makes it difficult for employees to envision growing with the company in the future.
  • Feeling unrewarded. Rewards come in the form of salary and benefits, as well as less tangible reward like praise and recognition. Even the most loyal employee expects to be rewarded and eventually will look elsewhere if the company doesn’t provide them.

How Can You Reduce High Turnover?

Once you recognize patterns in the data from your exit interviews, take steps to address them. If the main reason is dissatisfaction with the nature of their job, you may need to review your hiring procedures to ensure the people you hire are a better fit. If the main reason is feeling unsupported by the company, make sure you address the specific issues, and train your managers in ways to use praise to support workers. While problems with salary and benefits can be difficult to address due to budget reasons, it’s important to review your rates against industry standards to remain competitive.

One of the most important steps in reducing turnover is hiring the right people. Contact InReach IT Solutions to find out how we can help.

The Value of a Staffing Partnership

September 11th, 2015

Most big companies have an HR department. Even small companies have to have someone on hand to answer employees’ questions about benefits and policies. Not all companies have recruitment specialists as part of their HR team, and for those that don’t, the value of working with a staffing agency is obvious. Even for those companies that have their own recruiters, working in partnership with a staffing agency provides many benefits.

Reach the right prospective employees.

The Internet makes it easy to reach out to a wide audience. The Internet also makes it easy to shout into a wilderness. With all the online channels available, it’s difficult to know how to focus your efforts to get results. Recruiters are experts in using different social media and other platforms to connect with candidates who would be interested in working for you, and have the right skills to contribute. Staffing agencies know how to word a job description to make it stand out and attract the right candidates. The agencies also have the time to invest in recruiting passive job seekers who might not respond directly to a job listing.

Do thorough pre-screening.

Companies often receive a very large number of resumes in response to job listings. Not all of those come from qualified candidates. Staffing agencies are skilled at filtering resumes to identify the candidates who have the appropriate qualifications, reducing the number that company staff need to review. Good staffing agencies don’t just pass on all resumes that look good on paper; they speak with candidates first, doing a phone screen that confirms qualifications and assesses non-technical communication skills. The hiring company doesn’t waste time reviewing resumes and conducting interviews with unqualified candidates.

Speeds the process.

Staffing agencies have address books stuffed with the names of prospective hires. While they can get your job listed on multiple sites, they don’t have to wait for candidates to respond. They’ll go through their own lists of contacts and reach out directly to people they’ve worked with in the past who might be a good fit for this new opportunity. When companies maintain a partnership with a specific agency, the agency understands the company’s culture as well as the job role, and they’re able to focus on individuals who will fit in.

InReach IT Solutions is an experienced staffing agency that will partner with you to find the right hire. Contact us to learn more about how we can help meet your staffing needs.

What are Today’s Top Candidates Looking For?

September 4th, 2015

With the improved economy, job seekers have more options than ever before. They won’t take just any job; they’re looking for the right job.

Financial Rewards

Let’s get money out of the way first. Absolutely, money is a factor in a candidate’s decision to accept a job offer. A hefty paycheck is nice; so are other financial benefits like 401K plans with company matching. Companies that want to attract top candidates should allow participation immediately, not wait until a probationary period is complete.

Comprehensive Benefits

Despite the Affordable Care Act, many people prefer insurance through their employer, so offering medical, dental, and vision benefits is still important. While the FMLA requires unpaid leave, companies can draw top candidates by offering paid leave for maternity, paternity, and other life events.

Work-Life Balance

Paid time off and flexible work arrangements – varied schedules and allowing work from home options – let employees manage their personal and work obligations.

Positive Company Culture

It may not be easy to make the “work” part of work-life balance as enjoyable as the non-work part, but companies need to provide an environment where people are happy to spend their time. Create an atmosphere where people are respected not just for their contributions to projects, but also for their opinions on other matters affecting the business. The physical environment matters too; the company’s site doesn’t need to look like the pages of a design magazine, but it should be cheerful and appealing enough to not turn off candidates.

Exciting Projects

Particularly in technology, where the industry changes so rapidly, top candidates want to work with new technologies on exciting projects. Companies that are rigidly adhering to old technology and old methodologies will have a harder time attracting the best candidates.

Opportunity for Development

Top candidates want to keep growing. This growth can come in different forms: through mobility in the workplace providing the opportunity to work on a variety of projects; through a career ladder in the workplace encouraging the development of leadership skills; and through support for training and continuing education.

InReach IT Solutions will help you find job candidates who are looking for the opportunities and rewards your business offers. Contact our expert recruiters today to learn more about what top candidates want, and how you can attract them to your firm.