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Common Interview Questions You Will Face and How to Answer Them

August 28th, 2014

A face-to-face interview is typically the final step in the recruitment process, and it can make or break your chances of getting the job. There is no way to know for sure what you will be asked, but it’s still important to prepare in advance. These are examples of some common interview questions and the answers that the hiring manager will want to hear.

Experience

“Tell me about your past working experience?”

Employers want to know not just where you have worked in the past, but also the specifics of what you did, how that relates to the current position you are applying for, and why you left the position.

When you are asked this question, be sure to highlight the responsibilities from your past that most relate to the position you are applying for. If you have been fired from a past job, make that information  known honestly, but stress that you have moved beyond the mistakes of your past.

Accomplishment

“What has been your biggest working accomplishment”

Companies don’t just want to hire people that will show up everyday and do the minimum that is required of them. They are looking for recruits that will rise over and above to get things done.

Show off the moments in which you did more than was asked of you, did things faster than was asked of you, overcame unexpected obstacles, and helped your coworkers, subordinates, and superiors to be more exceptional than anyone was counting on.

Weakness

“Describe your biggest weakness as an employee”

It’s never easy to highlight the things that you are not good at, but employers want to be aware of any potential red flags, and to know about the less dynamic aspects of your abilities.

When you are asked this question, avoid giving a patently false and flattering response. Saying that “I work too hard” will only invite the ire of the hiring manager. Instead, honestly identify the things that you struggle with, but try to frame them as a positive trait, and something that consistently motivates you to be better at what you do.

Value

“If hired, how will you contribute more to this company than any other candidate”

More than anything, companies want to know why you are the absolute best fit for a vacancy, and how you will contribute more than all the other candidates they are considering.

Think about the skills and past experiences that most apply to the position in question, and find ways to describe them that will apply to the current needs of the company. This is the point when you need to frame your past as an asset for the future.

Ask yourself these common interview questions in advance, and you will have more polished and decisive answers to deliver during the high-stress interview situation. For more tips about impressing today’s hiring managers, partner with the team at The Concorde Group.

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How to Work With the Office’s Negative Nancy

August 27th, 2014

August 25th

There is always that one person in the office that brings everyone else down. A bad attitude, a horrible work ethic, or just  delighting in being a “pain”, these individuals can make a serious difference in the workplace productivity and atmosphere. If you are struggling with such a person, whether you are a co-worker, manager or the employer, it is up to you to take steps to minimize the risks of this one “Negative Nancy” destroying your office success.

Business Owners Stay Close

One of the biggest things busy business owners and managers need to do to impact company morale is just to be a part of it. Sometimes, the owner themselves is creating this negative scenario. In other cases, the owner is so busy he or she is unable to see the office politics playing out. By being aware of the morale present, you already are taking steps to improve the situation.

Know What Motivates People

Perhaps the person is talented enough that you want to keep them around. You may be unable to show the individual the door. In these situations, it is best to find a way to motivate them. To do this, you will need to figure out what motivates them and then to use that as an encouragement to improve their attitude and overall outlook. It is the job of management to know what motivates individuals to perform at their best and to make that possible.

Confront the Problem

Yes, management needs to confront the person that is zapping the morale of the office space and find out what exactly the problem is. Sometimes, all it takes is a long conversation about what is bothering this person to get them to be back on track. In other cases, they just need to be told that it is not working. Use it as a training tool or a step towards ushering the non-team player out of the company if things do not change.

One negative attitude can drop productivity in the office space quickly. That can cost you big time. To avoid this, be aware of what is happening in your office and take actions to improve the circumstances whenever possible.

Replace your Negative Nancy’s with skilled employees who have great attitudes by calling on Concorde Personnel today!

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Proper Employee Benefits for the Position You Are Filling

August 15th, 2014

June 16

Offering an appropriate employee benefits package is a necessity if you want to recruit the best of today’s talent and keep them in your organization over the long term. And it is important to realize that benefits packages can and should include more than just medical coverage. Use these tips to better configure the benefits you are prepared to offer.

Health Insurance

Employers have two options when selecting a health insurance provider – traditional and managed. Traditional health insurance plans typically come with higher premiums but offer a wider selection of doctors and hospitals. Managed plans, by contrast, have lower premiums, but also fewer choices. Keeping your employees happy obliges you to find a plan that offers the widest array of benefits at the lowest cost to your employees, but that is often cost prohibitive for the business. You will have to scrutinize your finances to determine how much you are able to pay, and what level of health insurance benefits you can realistically offer. You can keep your costs down by adding a “wellness component” to your benefits package that encourages fitness and preventative medicine.

Retirement

Even with rising levels of career mobility, appealing recruits will be looking for retirement benefits. Most companies these days choose of to offer a 401K rather than a traditional pension. You can make these plans more appealing by offering matching contributions to the employee’s 401K. It is common for businesses to make a 3% contribution when an employee contributes 6% of his paycheck to his retirement plan, so consider offering a higher matching contribution. Again, it’s important that you scrutinize your finances before settling on an specific number. It’s not worth it to compromise the financial stability of your company just for the sake of recruitment.

Specialty Benefits

Specialty benefits include things like disability insurance, life insurance, and dental and vision coverage. This is one of the areas where you can really differentiate your benefits package from the package being offered by competing companies. Even if employees never or rarely take advantage of these benefits, it is a sign that the employer is making strides to cover them against any possible contingency, which is important for morale and loyalty. Most experts agree that disability insurance should cover at least 60% of an employee’s salary and that life insurance should pay out at least $20,000. You can increase these numbers to help your recruiting efforts, just make sure you educate potential employees about the details. There is a lot of information flying around during the recruitment process, and it is easy to overlook the details of a specialty benefits package.

Learn more about employee benefits and effectively recruiting the very best talent out there by working with the experts at the Concorde Group.

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