Are You Overqualified?

February 24th, 2015

When you are applying for jobs, you want to apply for those that will better you as an individual and will also help advance your career in the future. Though it can be hard to tell sometimes, some jobs will not help you advance in any way but actually might hinder you in terms of experience that is gained. These are the jobs for which you are overqualified; these should be avoided at all cost. Here’s how to assess whether or not you are overqualified: 

Determine Your Skillset.

Regardless of how long you have been in the workforce, you should know the skillsets you do and do not possess. This can include anything pertaining to your education, previous work experiences, or skills gained during professional work seminars along the way. Make a list of everything you have to offer for a potential employer and keep it for when you apply for jobs. 

Compare With The Position’s Needs.

After you have made this list, compare it with the needs that are advertised for the open position. You will soon find similarities and differences; you can use these to determine whether or not the skillsets match or are completely varied. If a position has too many skillsets you mastered years ago or consider “easy,” you might be overqualified. 

Define Your Stimulation Level.

Every person has a stimulation level that is comfortable in the work environment. When trying to assess whether or not you are overqualified for a position, you need to define your stimulation level and compare it against that particular job. For example, if you are used to having high-pressure deadlines and conducting important meetings for big groups of people, you might not want to apply for a job that doesn’t have any large responsibilities. 

Conceptualize Hypothetical Situations.

Think about what you would be doing on a daily basis for the position. If, when you think about this, you find yourself getting bored, you are more than likely overqualified. This is one of the best indicators that you should not apply for the job and would be better off seeking a job that is more intellectually stimulating. 

If you have determined that you are overqualified for a position, you should not apply for it. Contact Olympic Staffing. We will sit down with you and help you determine which positions are perfect for your experience and skillset to match you with the perfect career option.

Facilitating a Group Interview

February 18th, 2015

Conducting a group interview is a great way to assess multiple potential hires at once without having to spend too much time. Though group interviews are helpful, they can also be somewhat problematic if the facilitation isn’t performed correctly. Here’s how to conduct a group interview:

 Allow Individual Introductions.

 It’s a common misconception that group interviews are extremely collaborative. While this is mostly true, you can introduce individualistic components of the group interview to gain the maximum benefit. If you allow the potential candidates to give individual introductions, you will ease them into the setting comfortably and will be able to learn about each person individually. If you skip this step, it might be hard to differentiate the candidates at a later point when you’re trying to decide whom to hire.

Observe the Group Dynamic. 

One of the best things about conducting a group interview is that it allows you to observe the group dynamic between your potential hires. Because of this, you will be able to observe and assess different personality qualities such as introversion/extraversion, leading/following, and adding to the conversation or listening. 

Ask Questions that Require Elaboration. 

You want to ask questions that require elaboration or else you might be left with a silent room with not much discussion. If you ask questions that require elaboration, you are giving your recruits the potential to build off of each other’s answers and work in a collaborative process. This is the end goal, as you want to see how well each recruit can work with another recruit. 

Remain in Control of the Interview. 

As the facilitator, you are in charge of the interview. If, at any point, you feel like the interview is becoming out of control, don’t be afraid to step in and take charge. You can also do this if one person is talking too much or not enough or if the subject matter is becoming too tangential. 

Group interviews can be tricky, but when they are facilitated correctly, they can be extraordinarily beneficial. Contact Olympic Staffing. We will select a variety of impressive candidates for your business so you can effectively conduct the group interview.

Fostering a Sense of Company Pride among Employees

February 10th, 2015

If you hold a leadership position at work, you know how important it is to have your employees feel engaged and relevant within the company. More importantly, it’s essential for your employees to take pride in your company and the tasks that are being completed. Consider these keys. 

Promote the Company’s Mission Statement. 

Your company exists for a reason, and your employees need to know what that reason is. If you remind employees of the mission statement regularly, they will be more likely to have it engrained in their minds as they produce work for you. This will keep them focused on attaining the greater goal of furthering your company’s needs and priorities. 

Recognize Solid Work Efforts. 

If your employees do a good job performing a particular task or have an extremely productive week, recognize them! They will be more likely to take pride in the work they are accomplishing if they know it’s making a difference and being recognized by someone in the company. 

Foster Growth Opportunities. 

Create and develop growth opportunities within your company to help your employees develop a greater sense of pride. If your employees know that the senior level executive once used to work in the mailroom, they know they will have a much greater chance of advancement. 

Establish a Community Presence. 

If you haven’t done so already, establish a professional presence within your community. This can be done through volunteering, donating services or resources, or exhibiting at local events. This will give your employees a chance to get out and talk about your company in a positive light and reap the benefits of working for a socially connected company. 

If you foster company pride among your employees, you will have a much healthier and more productive work environment. Olympic Staffing takes pride in connecting with great companies. When you need help hiring new employees for your company, contact Olympic Staffing. We will find responsible employees to take pride in your company and help it to grow.

Choosing Between Two Similar Candidates

February 3rd, 2015

It can be hard to choose between two potential candidates, especially if they are similar in more aspects than one.  This requires tapping into their subtle differences to see which candidate is truly the best fit for your company. Here’s are some factors you can take into consideration when you’re trying to choose between two similar candidates: 

Compare Work Experience.

Work experience is a great way to decide if you should choose one candidate over another candidate. Though the two candidates might have similar amounts of work experience length, you can use this opportunity to really dig deep and assess the exact type of work they did while at each previous workplace. You can always ask the candidate to elaborate on their experience while in a second interview to help you make the decision more apparent. 

Compare Attitude.

You may be able to find select differences in the attitude of your candidates. Think back to the interview and recall how they responded to certain questions.  By doing this, you may find that the two candidates had different attitudes, which they conveyed in their response. You may find that you prefer the candidate to have a more energetic attitude depending on the position for which you are hiring. On the other hand, you might be looking for the candidate to be reserved and insightful. 

Consider Commute Length.

Before you offer a job to one of two similar candidates, try asking them about their commute length. If one candidate has a drastically shorter commute than the other candidate does, you might want to consider offering them the job. A shorter commute often equates to having a happier employee. This is only a good consideration when the commutes drastically differ as opposed to having small differences. 

Pose a Series of Hypothetical Questions To Them.

If your two candidates still have many similarities, try posing a series of hypothetical questions to them to see how they would respond in certain situations. You might want to try asking the two potential employees how they would handle a particularly stressful situation that could arise in your workplace and determine which course of action you like best. Posing a series of hypothetical questions will let you see how the candidate assesses problems and respond to them in an applicable format.

Once you have been able to differentiate the two candidates from each other, you will find it easier to make a decision regarding which candidate to hire. When you need help fielding and assessing candidates, contact Olympic Staffing. We not only find candidates, we do the initial assessments for you, which will help you differentiate similar candidates.