KEY TRENDS IN RECRUITING TO IDENTIFY, ENGAGE, AND HIRE TOP TALENT

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dallas jobs, dallas staffing, dfw careers, dfw staffing, Recruiting, recruiting program, retaining top talent, rockwall jobs, top talent, trend personnel services

by BLR

Here are some of the top trends in recruiting that promise to change the way organizations identify, engage, and ultimately hire top talent in the coming years and how employers can adapt procedures to these changes to ensure a successful recruiting program.

There are three major trends in how companies connect with top talent in today’s challenging recruiting landscape. These include:

 

1. Increasing role of the employer brand

Two-thirds of HR leaders surveyed say their organization is more focused on employer branding than they were 5 years ago. Additionally, more than half (57%) attribute their company’s ability to attract top talent to a strong brand. Not only does an enhanced employer brand help draw in qualified candidates, but it can also lead to improved corporate awareness and reputation.

Moreover, the top three reasons why organizations succeed in attracting top talent were found to be a pronounced reputation and brand, strong industry appeal, and competitive salary and benefits. These factors further drive the need for companies to continually enhance their brand to stand out as an employer of choice.

 

2. Culture and aptitude fit win over skills

Company culture has an enormous impact on attracting and retaining top talent, which explains why many of the companies noted for their unique, enjoyable work cultures are also some of the most profitable. Investing in the creation and continuous improvement of a differentiated company culture should be a priority for C-suite executives. At the same time, aptitude, personality, and cultural fit will emerge as key factors in the talent selection process, favored over traditional hiring factors, such as specific qualifications.

Focusing on aptitude and attitude to do the job, and investing in learning and development to build needed skills and qualifications, will enable organizations to expand their talent pool and enhance their culture.

 

3. The rise of online talent communities

More employers will build robust talent communities throughout 2015 to engage with a larger talent pool. This will provide access to passive and active candidates, past applicants, current and former employees, and other members who help employers find the talent they’re looking for.

Overall, the company found that 50% of employers plan to invest in social media and online community management in 2015 to better tap this source of talent.

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http://trendpersonnel.com/en/news/item/154-key-trends-in-recruiting-to-identify-engage-and-hire-top-talent

Look Behind the Credentials: Find Candidates with Multiple Skillsets

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applicants needed, applying for a job, candidate’s experience, Candidates with Multiple Skillsets, company culture, Credentials, dfw careers, Find Candidates, hiring now, HR professional, Multiple Skillsets, people skills, perfect candidate, Potential Employees, rockwall jobs, skills on paper, smart recruiter, technical skills, technical talent, trend personnel dallas, trend personnel services

by Julie Long | BLR

Thoughts of IT, engineering, and computer science don’t normally conjure up images of people who are the life of the party. Or even those who enjoy exchanging pleasantries. But, these unicorns of the tech world—those that have technical talent and people skills—do actually exist. You just have to know how and where to find them.

What’s in a name?

The first instinct of any recruiter or HR professional is to look at the title. This can be a grave misstep because titles are often misleading. Titles like Field Engineer or Systems Administrator may not imply the full extent of the candidate’s experience working with others. While technical-sounding, candidates with these titles actually have to work alongside staff and clients on a consistent basis. What’s a good way to make sure that you fully understand someone’s communication ability through his or her resume?

See if they have any consulting experience. The word “consultant” doesn’t have to be in the title, either. For example, an applicant with experience in website coding design probably has had to communicate with clients and staff to deliver the desired result. Producing designs that are aligned with a company’s brand requires a high-level understanding of what a company’s culture is all about. Awareness of company culture is usually an indicator of someone who can appreciate the value of a company’s people.

So they can talk the talk, but can they walk the walk?

Once you’ve found someone who appears to have all the skills on paper, how do you know if they can walk the walk? A technical skills screen is probably the first thing that comes to mind, but it isn’t the only thing you should be doing.

It’s crucial to make the most out of group interviews and phone screens. Seeing how people interact with others is a good way to gauge overall social skills, so is asking questions about what they do and don’t like about their current or previous positions. And then there’s the all-important question: would I enjoy going to dinner with this person? If they seem like someone you’d enjoy spending time with outside of the office, it’s likely they’ll be just as interesting to work with.

Hold the phone, social media is important too?

The phone screen doesn’t have to be brutally difficult. It can actually be quite the opposite. In addition to observing how easy they are to communicate with over the phone, asking people simple, casual questions—such as what they like to do outside of work or what they’re truly passionate about—can give insight into their like or dislike of social interaction.

You can tell a lot from a phone call, but you can tell a whole lot more about an applicant by their presence on social media and in their professional networks. People who have robust, but appropriate, social media profiles and who regularly attend networking events are usually people who enjoy the company of others.

However, even the most people-oriented of tech talent may not be on LinkedIn. The reason is simple—tech talent is in high demand and many of the people with those skillsets don’t want to be bombarded by recruiters. If you do find a qualified applicant through LinkedIn with a strong profile and a few solid recommendations, chances are you’ve got someone with potential.

You may have found the perfect candidate, now what?

So you’ve found the illusory candidate with a mix of tech talent and people skills online. How do you woo them? By being personal. All too often, recruiters search strictly by title without doing any research about the individual before reaching out. Even though you may be searching for people with hard technical skills, they probably are driven by more than just a paycheck.

Take time to figure out what someone’s previous work experience is and allude to it in your initial email. Be sincere when you ask them about what they want their job to look like, or what their passions are. A smart recruiter and HR professional shouldn’t just be looking for a technical skills fit—they should also be looking for potential employees who are looking to advance their careers over the long run.

Searching for candidates with both the right technical skills and a big personality may seem like a lost cause. However, the more effort that’s put in to get to know the person behind the credentials, the more satisfied the person—and the company—is going to be with the job fit.

http://trendpersonnel.com/en/news/item/152-look-behind-the-credentials-find-candidates-with-multiple-skillsets

Why Conduct Background Checks on Potential Employees?

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by Bridget Miller | BLR

Does your organization conduct background checks as part of the hiring process? Many organizations do, but the type of background check—and the extent of it—varies considerably. Let’s take a look at some of the most pertinent reasons so many businesses opt to perform some type of background check on any potential new employee.

Some of the Reasons for Conducting a Background Check

Probably the biggest reason employers choose to perform background checks on potential employees is safety and security. Employers have an obligation under OSHA to provide a safe workplace—one that is free of known hazards. It can be easily argued that hiring an individual with violent tendencies—tendencies that could  have been discovered with due diligence—would represent a disregard for that obligation. As such, many employers opt to perform at least a criminal background check on potential employees before finalizing any offer of employment.

Similarly, if an individual causes harm to anyone—such as a customer or vendor—the employer may be liable if there was an opportunity to learn about this tendency, such as the existence of a public criminal record.

Security is another concern, especially for jobs in which an individual is responsible for cash or for making decisions that affect the company’s profitability or reputation. For any individual in these roles, employers often consider doing a background check that confirms the individual does not have a history of fraud, negligence, or theft, for example.

Background checks can also be done on a more limited scale. Technically, even calling references is a form of background screening. In these situations, an employer is trying to gauge what the potential employee is like to work with, to better ensure it will be a good fit. These can also be done as a means to try to uncover any fabrications or exaggerations on the application, résumé, or during the interview.

Conducting Background Checks: Some Caveats

Despite these very good reasons to conduct an employee background check, there are limits to what an employer can discover and use. For example:

• Employers should be careful not to make decisions based solely on arrest records. An arrest is not the same as a conviction, and some protected groups may be disproportionately affected by a policy that disallows a perspective employee due to any arrest—thus making such a policy discriminatory.
• Credit checks and other background checks require employee consent. Without consent, such checks can be illegal, depending on what type of check is conducted. Consult legal counsel and get advance permission before conducting background screenings. Additionally, if you use an employee’s credit rating as part of the background screening process, first be sure there is a legitimate business purpose for doing so. Otherwise, this alone can be a form of discrimination if potential employees are excluded based on credit. This is because lower credit scores disproportionately affect some protected groups, and eliminating on this basis alone would create a disparate impact on these groups. Even with a legitimate business purpose for checking a credit score, the employer must also be sure to follow the Fair Credit Reporting Act (FCRA) rules.
• Background checks can inadvertently turn up information that discloses an employee’s inclusion in a protected class. Even if this information is not used in the hiring process, it is risky for an employer to have such information at this stage because it raises the possibility of a discrimination claim. For this reason, many employers use third-party services to conduct background checks—and those service providers only turn over information that is relevant to the hiring process, insulating the employer from knowledge about protected class inclusion and other information that should not be used in hiring decisions.
• There are many federal, state, and local laws that limit the type of information that an employer can seek out—be sure to consult local laws and understand the limitations.
• Be sure any background screening is relevant to the job. For example, there is probably no need to get a driving record for someone who will not be driving for the company in any capacity.
• Be consistent in conducting background checks. Do not conduct background checks only for certain applicants but not others who are up for the same job. It’s OK to only conduct background screening after you’ve made a short list, but it’s not OK to only conduct background checks on individuals of specific groups, such as minorities or immigrants. Be consistent in the hiring process for each job opening.
• When something is uncovered during a background screening, consider giving the applicant the opportunity to share more information about the situation. While you still need to be consistent in how the situation is handled, it’s always possible that there’s a mistake that can be rectified or there are extenuating circumstances that change the view of the situation. Of course, if you’re going to give the opportunity for explanations, be consistent and offer this opportunity every time the situation arises.

Does your company conduct employee background checks? What advice would you provide based on your experience?

*This article does not constitute legal advice. Always consult legal counsel with specific questions.

http://trendpersonnel.com/en/news/item/150-why-conduct-background-checks-on-potential-employees

Keeping Those Candidates on the Line

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Always Follow Up, applying for a job, Candidates, dallas temp jobs, interview process, job duties, job search dfw, rockwall jobs, trend personnel services

by Stephen Bruce | BLR

This crucial moment can play out in so many different ways, and most of that is up to you. Consider these Do’s and Don’ts.

DO:

• Clearly introduce who you are, and be sure to include the name of your company.
• State your purpose for calling.
• By all means, flatter your candidates. Let them know you have specially picked them from a large pool of candidates. After all of your sourcing and preparation, this is very true!
• Take your time and add a few short pauses here and there. Candidates should feel in control of the conversation and have enough time to think. If they didn’t expect a call from you, they might be on-guard or suspicious. A little space in a conversation can put them at ease.

DON’T:

• Do not offer them an interview for the same day, or even the next day, even if you really want that position filled quickly. Give your candidate time to do some research. Besides, rushing the process makes you seem desperate.
• Never forget to explain in detail how the interview process works. Let them know what time and where they will be meeting, and with whom they will be meeting. Make sure to give them time to write it down, and if there are any other steps involved, let them know. Give them clear, easy steps to follow. This helps eliminate uncertainty.
• Never misrepresent your company or the position. If candidates ask about the company, use clear terms to describe it. Also, make sure to tell them the job duties in accurate, straightforward terms. The candidate should arrive at the interview ready to talk about the actual job you want them to fill. If their interview doesn’t match the initial phone call, you are likely to lose the candidate.
• Do not answer any questions about pay during the initial phone call. Sometimes a candidate will want to talk pay up front. Unless you work for a company where positions come with fixed pay, it’s best if you don’t mention any numbers at this time. At this point, your guess might not align with what they could see down the road in an offer. Experts agree that failure to be honest about pay can cost many companies good candidates.

Always Follow Up

So, you’ve made the call and hopefully you have an interview scheduled. The candidate knows what he or she is supposed to do, and when. So why would you follow up? This business practice is polite and it helps put the candidate at ease. Just shoot the person a quick e-mail shortly after you talk summarizing what you talked about. Send another e-mail the day before or early the day of the interview confirming the time and location. Make sure the candidate knows that he or she can contact you with any questions. In fact, some form of communication should take place at each step of the entire process. Employees expect this, and when it doesn’t happen, they feel adrift.

What if you decide not to go with that candidate? What if someone else gets hired before the interview? If this ends up being the case, you should still send a note gently letting the person know what has transpired. It may be hard to give someone bad news, but it is worse not to contact them at all. Studies have shown that people who are cold-shouldered by companies at any point during the interview process will often bad-mouth the company to their friends and family, as well as on social media. You may not see it directly, but a bad reputation gets around, and it may cost you in ways you didn’t anticipate.

http://trendpersonnel.com/en/news/item/149-keeping-those-candidates-on-the-line

First Contact with the Candidate: Tips for Success

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apply now dallas, attract candidate, dallas jobs, dallas temporary staffing, potential candidate, recruiting company, searching for jobs, trend personnel dallas, trend personnel services

by Stephen Bruce | BLR

Your technique may vary, but you should have a basic process to follow when getting ready to call your candidate. First, prepare what you need to make the call. Next, rehearse what you have prepared so your words sound natural when you say them. Now you are ready to make the call. Regardless of what happens when you call, don’t forget the crucial step that many ignore—following up.

A Matter of Perspective

When you pore over résumé after résumé , especially if you work for a recruiting company, the candidates can seem like just a bunch of files or a set of numbers. But remember, on the other end are living, breathing people who have no idea you exist. Furthermore, if they are searching for jobs, it’s possible that more than a few less-reputable companies have tried to take advantage of them already. They could be on guard. They could be suspicious. Or they could be a delight. The point is, you won’t know until you call—and putting the wrong foot forward could cost you a perfectly good employee. Perspective counts, and taking a moment to remember that really helps.

Prepare and Prevail!

Again and again, experts underline the absolute need for preparation before you make a call. Calling without preparation makes you sound unsure and might cause a potential candidate to leave the recruitment process before you have a chance to assess his or her potential or attract him or her to your organization.

Here are some good ways to make sure you’ll be ready for whatever happens when you call your candidate. A little bit of homework can make all the difference.

1. Know what you are going to ask. Even spending a short time jotting down some general questions you want to ask is better than no preparation at all. If you have the time, a complete list of questions works best.
2. Keep it concise. Summarize who you are and what you want with a few sentences and have it on hand. This way, if someone other than the candidate picks up, or, more likely, the call goes to voicemail, you’ll have a quick, to-the-point response ready to go.
3. What do you already know? Construct a fairly detailed list of everything you already know about the candidate. This serves two purposes: first, you can tailor your conversation around those points; second, simply confirming these points with the candidate is a decent good way to organize an interview.

Rehearse First

You’ve done your preparation. So you’re ready to pick up the phone right away, right? Well, if you want to sound natural (and unlike a telemarketer), you might want to take a few moments to read what you wrote down. A few quick things to consider at this point.

• Make absolutely certain you can pronounce the candidate’s name. It’s amazing how well a call can go when the candidate’s name smoothly rolls off your tongue. It’s equally amazing how defensive candidates can become if you botch their name.

• Be ready to go off-topic. While you may have an agenda for the conversation, sometimes you can learn a lot about a candidate based on how they direct the conversation. Don’t become annoyed if they wander; instead, take notes. However, try to stick to business and the job at hand, as casual conversation can lead to finding out things you don’t want to know, for example, race, religion, or disability.

http://trendpersonnel.com/en/news/item/148-first-contact-with-the-candidate-tips-for-success

Great Questions to Ask During Interviews!

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decide to hire, dfw careers, dfw staffing, hiring decision, hiring today, ideal manager, interview tips, interviews, management style, Questions to Ask During Interviews, temporary dallas jobs, trend personnel dallas, trend personnel services

Of course we all are looking for the best fit for the job, right? But how often do you think about their ability to handle your particular management style? This is often an area that managers overlook when asking the candidates questions during an interview.

Here are some questions that you should consider asking in your interviews to help assess the candidate’s adaptability to different management styles:

1. Describe the perfect manager.
2. Based on your past employment, who would you choose as the best manager you’ve had the opportunity to work for? Why were they good?
3. Based on your past employment, who would you choose as your least favorite manager? Why were they your least favorite? How did you adapt?
4. How do you handle conflict with your managers? Disagreements? How do you resolve issues?

By asking questions similar to the ones listed above, you’ll find a greater understanding of how the candidate feels about different management styles. If you find that you’re for the most part the ideal manager described by the candidate then you can have confidence that you’ll work great together should you decide to hire them for the position. On the other hand, if you really like the candidate but worry about being similar to the manager that was their least favorite then you can consider ways to adapt to ensure a smooth and successful relationship if you decide to hire them on.

You shouldn’t base your hiring decision on whether or not they can or cannot handle your management style but rather use these questions to help prepare yourself for building and maintaining successful relationships with new hires.

http://trendpersonnel.com/en/news/item/145-great-questions-to-ask-during-interviews

Job Interview Best Practices

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apply now dallas, ask questions, attract candidate, dallas temp jobs, discrimination, experience requirements, hiring team, HR Best Practices, Interview preparation, interview questions, interviewing a candidate, interviewing and hiring, Job Interview Best Practices, trend personnel dallas, trend personnel services

by Bridget Miller | BLR

Many of the items on this list are meant to keep the hiring team on the right side of the law and avoid situations in which an applicant could assume any type of discrimination or bias. Other tips are meant to ensure the hiring team is effective and consistent in order to find the best applicant for the role. Here are the tips:

• Be sure that anyone involved in the hiring process is trained in and fully understands the laws that relate to hiring and the implications for each step of the process.
• Avoid behaviors that could imply a discriminatory bias. For example:
  • Do not ask about disabilities. Focus on the ability to do the job.
  • Treat all applicants the same. in other words, don’t require some groups to meet higher criteria than others for consideration.
  • Don’t ask about medical issues or other personal information.
  • Don’t ask any questions that could serve to gather information about:
    • Marital status;
    • Whether the applicant has children; 
    • Race;
    • National origin;
    • Age (besides confirming the applicant is over 18, if necessary);
    • Religion;
    • Sexual orientation (in many states it is illegal to discriminate on this basis); or
    • Protected activities, such as past filings of workers’ compensation claims. 
  • Don’t imply there is any type of problem or bias related to the applicant (e.g., “Our customers may react negatively to a woman in charge”).
• Be consistent in how applicants are assessed. For example: 
  • If an applicant must prove his or her ability to perform the job (such as via a performance test), this should be required of all applicants, not just a few. Requiring it of some but not others can appear discriminatory.
  • Stick to enforcing minimum education and experience requirements that are truly consistent with job needs, and do not vary this assessment for certain individuals. If the minimums are realistic, it won’t be necessary to make exceptions.
  • Be consistent with the questions you ask to avoid the appearance of biases. It can seem biased if some interviewees are required to pass a higher threshold than others.
• Be well-prepared.Before interviewing a candidate, you should:
  • Have questions ready, and know what you’re trying to learn from each of the questions you choose to ask. The questions should be related to the job or the person’s ability to perform the job. 
  • Know what the next steps in the hiring process are and advise the applicant of such either during or at the conclusion of the interview.
  • Review all of the information available about the applicant, including the details of how previous interviews went (if applicable). 
  • Plan to be in a space that is appropriate for the interview, free from distractions, noise, and interruptions. 
• Be aware of subconscious biases. We all have biases that cloud our judgment, but it can help to simply be aware of this in order to take steps to ensure it doesn’t affect the interview process. For example, how an individual dresses or styles his or her hair may create an instant assumption, but it does not necessarily mean that person is not a good job candidate. 
• Allow silences. Sometimes interviewees need time to formulate an answer. By filling in silences too quickly, you may lose the opportunity to hear what the applicant has to say. Always give the applicant time to talk—in fact, he or she should do the majority of the talking—so that you can get a clear understanding about the applicant and how he or she will fit with the organization. 
• Ensure everyone involved in interviewing and hiring knows the next steps, knows who is authorized to make an offer to an applicant, and what processes must be completed before an offer is made (such as conducting background checks, reference checks, and so on). Know what applicable conditions the offer is subject to, such as passing drug screening. 
• Remain objective in your assessments.
• Remember to assess soft skills as well as specific skills required to perform the job tasks. The issue of cultural fit is often just as (or even more) important as skills that can be trained. 
• Be sure that the interviewing team, especially the person making the offer, knows to avoid making any kind of reference to a contract in terms that could be construed as an implied employment contract. (Unless, of course, you’re offering an actual employment contract, but this is the exception rather than the norm in the United States.) This might mean avoiding phrases like “permanent position” or “long-term role” or anything that implies that the applicant cannot be fired without cause. 
• Give the applicant the opportunity to ask questions.

What would you add to this list?

http://trendpersonnel.com/en/news/item/143-job-interview-best-practices

Why You Can’t Afford Not to Hire College Graduates

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apply now dallas, companies now hiring, employees for hire, Hire College Graduates, hire for potential, Hiring, hiring temps, performance rewards, Provide training, rockwall jobs, Support staff, trend personnel services

By Krista Williams | BLR

I have been working with college students … well, since I was in college. In most, if not all, of my positions I have had the fortune of working with interns, new graduates, placement offices, faculty, and students. My support has not only been to assist in job placement but also to support the transition of students from the life of ramen noodles and 10 a.m. classes to meeting the demands of a completely connected work environment with high expectations.

I enjoy the aspect of the students being full of life, holding huge aspirations, and having absolutely no idea how to get where they are trying to go. I have partnered with placement offices at several colleges and managed college hiring programs for several organizations. Over the years, some things have changed and some things haven’t at all. Here is what I have learned and what I would advise hiring managers to keep in mind:

Students have very limited views of the types of positions they can actually perform once they graduate.

They need to speak with a lot of people in various industries in order to be able to make an educated decision about where they should be focusing their career search efforts. There are several places that we are able to assist and make an impact on college graduate entry into our desired markets.

As a prospective employer, you can offer internship programs, volunteer to be a guest speaker, participate as a guest panelist, and/or sign up for career day involvement as a start.

Companies should hire for potential, not experience.

A pickle we often get in is that if we do have entry-level positions, we think we are too busy to slow down enough to train someone without experience. I disagree. This is an opportunity to take someone without any preconceived notions about what it is like to work for an employer—someone who has not developed any bad habits yet—and completely mold him or her into the type of worker we would like. This particularly helps in high production environments of companies with really elevated goal structures. If you are able to attract highly talented, motivated, bright, competitive staff, they will only have one another to compare themselves to—not a slower paced previous past place of employment.

Provide training and opportunity.

Whether it is on the desk or in the training room, make sure you are providing an environment where your eager, fresh graduates can continually learn. They are coming off many years of absorbing lots and lots of information and let’s face it, if you don’t use it, you lose it. Make sure that you keep your new hires challenged, interested, and involved.

Don’t worry about whatever path you thought was good enough for you or others several years ago. Allow effort, production, and results to speak for themselves and reward based on performance.

Although I will be the first to admit that sometimes time is the best teacher, as you get to experience lifecycles and events recurring, don’t let too much time go by and allow the next best opportunity to come from an outside employer. The first several moves or promotions for fresh graduates (once earned) should be made in shorter time intervals their first 2–5 years of work. Otherwise, you may stand to lose your rising leaders to competitors who may appear to value their worth sooner than you do. Stay abreast of talent, how marketable they are, and make sure they are rewarded appropriately.

There is a great amount of opportunity for everyone if we work together and have the right frame of mind. So, next time you think you must have 3–5 years’ experience in a hire, think again. And take a close look at the advantages of hiring a fresh college grad.

http://trendpersonnel.com/en/news/item/142-why-you-can-t-afford-not-to-hire-college-graduates

7 Things You Should Never Say During a Job Interview

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connecting with the interviewer, dallas staffing, get hired, getting hired, hiring now, Interview preparation, interview questions, interview tips, Job Interview, Never Say During a Job Interview, potential employers, staffing agency dfw, trend personnel services

by Catherine Conlan | Monster

1. “How much vacation time do I get?”

“How long do I have to be here before I’m eligible for a vacation?”

“How long before I start to accrue additional weeks of vacation?”

Consultant Barry Maher says he was involved in a recent interview in which these were the first three questions out of the applicant’s mouth. “What had looked like a great applicant now looked like someone who couldn’t wait to get out of work,” Maher says.

It’s important to ask questions during a job interview, but not ones about taking time off. And that’s not all. Even if you have all the right qualifications and show up looking your best, it’s easy to lower your chances of getting hired by letting the wrong words slip out of your mouth.

Before you head out to meet your next prospective employer, consider these six additional things you should never say in a job interview.

2. “Sorry I’m late.”

Even if you have to leave ridiculously early, find a way to be on time to your interview. “If you can’t be punctual while asking for the job, how late will you be after you get hired?” says career coach Alex Simon.

3. “Do you mind if I get this?”

Answering a call or a text during an interview is rude and gives the impression the interview — and the prospect of getting hired — aren’t your priorities. “Leave your cell phone in the car, at home, anywhere, but don’t bring it into the interview,” Simon says.

4. “I’m a perfectionist.”

If you get the question about your greatest weakness, don’t try to answer with a strength instead, says Jim Giammatteo, author of “No Mistakes Interviews.” “If you say you’re a perfectionist, or a workaholic, you might as well grab your briefcase and go home. Any good interviewer knows that all candidates have weaknesses. If you can’t admit it, or even worse, if you don’t know it, you’re not the person they want.”

5. “I’m applying for this job because it will give me …”

You may think talking about the skills or experience you’ll get from the job is a compliment to the company, but it just puts the focus on you. “Instead, talk about what you will contribute to a prospective new employer,” says leadership coach Susan Bernstein. “This is a very frequent and subtle mistake that often keeps otherwise great candidates from connecting with the interviewer.”

6. “I’m not sure if I’m a good fit for this job, but…”

“Everyone is unsure until they’re hired,” says Bernstein. “You’re not actually expected to be able to perform 100 percent of the job on the first day. If you can do 75 percent or more, go ahead and apply. Then spotlight your strengths, rather than your doubts or deficits.”

7. “I want to talk to dolphins.”

TalkToCanada CEO Marc Anderson is often involved with interviewing prospective employees and says one candidate he met was eager to talk about his love of dolphins. “He said that he wished for us all one day to communicate with dolphins as they can awaken our spirituality.” The revelation didn’t help him win the job.

Information about odd aspects of your personal life can make the interviewer feel awkward, which is bad for your job chances, says Anderson. “Have all the weird hobbies you want, but don’t share them if they’re too far out there.”

http://trendpersonnel.com/en/news/item/141-7-things-you-should-never-say-during-a-job-interview

3 Tips for Keeping Your Spirits Up During a Lengthy Job Search

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dallas staffing, dallas temporary staffing, dfw area jobs, finding a new job, hiring process, hiring professionals, interviews, job search, rockwall jobs, trend personnel services

by Gina Belli

Looking for a work can be the hardest job you’ll ever have, and sometimes it can go on for quite a while. It can be a daunting, frustrating, humbling, and nerve-racking experience to search month after month for the right opportunity. New research suggests that having a positive attitude can have a profound impact on your job search.

You’ll be happier, more optimistic, and have more energy if you have a good attitude during this time.  It will help you stay motivated and allow you to put your best foot forward during interviews and throughout the hiring process.

Here are a few tips.

1. Schedule your job search like it’s a job.

Set a schedule for yourself.  Decide when you’ll look for work and where you’ll do it. This can be essential when you’re already working, in order to put in the necessary time at the end of the day and on weekends to pursue your search. But, even if you’re looking for work full-time, scheduling a time and place for your job hunt will help you stay on track. Some people find that spending time in a public place, like a library or cafe, can help them enjoy the process a little more, and it can also help with focus and motivation.

2. Allow yourself to take mental breaks for the process.

When you’re not looking for work, in the evenings for example, try to give yourself a rest from thinking about it. You know that you’re putting time and effort into it, and you know you’ll be back at it tomorrow, so spend some time thinking about other things and giving yourself a break intellectually and emotionally from the process.

3. Know that it could take awhile.

For professionals, finding a new job generally takes anywhere from six months to two years.  Various factors contribute to the duration, but either way you cut it, this could take some time. Try not to get frustrated or discouraged if you don’t land on something great right away.  You want to find a job that is the right fit for you, and that takes time.

Once you know that you’re putting the appropriate amount of time into your search, that you’re allowing yourself to take breaks, and that it could take a while, try to find a way to enjoy this time. There are probably opportunities available to you now, because of your flexibility, that won’t be there once you land that new and exciting position. Try to take advantage of those opportunities and enjoy this time. Keeping your spirits up during a job search isn’t easy, but it could be the key to finding and landing the job you’re looking for.

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