​It's no secret that employers sometimes move too slowly when they're trying to hire and fill open positions within their organization.
 
On the one hand, you can't blame them. They want to fill their positions with the best job candidates possible. However, on the other hand, you have a life to lead. You want to know what's going to happen. Putting your life "on hold" doesn’t work for you. (And really, does that work for anybody?)
 
But what can you do?
 
Well, what you can do is the topic of this blog post. Although you are certainly not in control of the hiring process, you can influence it to a certain degree. And while you ultimately might not be able to speed up the process for the organization and the other job candidates involved, you can certainly speed it up for yourself. That way, you can make more informed and better decisions regarding your future.
 
Below are four ways that job candidates can accelerate the hiring process:
 
#1 - Accumulate as much information as you can.
 
Sometimes a lack of communication - or a miscommunication - slows down the process. You can eliminate the possibility of this by making sure to ask as many questions as you can about the position, the organization, and everything else associated with the job. The saying "Information is power" is a true statement.
 
#2 - Communicate as much information as you can.
 
In addition to accumulating as much information as possible, you should also communicate as much of it as you can, as well. This is the flip side to #1 on our list. If the hiring manager and other company officials have all of their questions about you and your candidacy answered to their satisfaction, there should be no reason for a delay in the proceedings - at least not because of anything that YOU did or did not do.
 
#3 - Identify the next steps of the process.
 
Before you leave the interview, ask about the next steps of the process. Ask what those steps are and the timeline for their completion. This will not only give you additional information, it will also communicate to company officials that you're interested in those steps and that you have certain expectations regarding them.
 
#4 - Let the hiring manager know that you're not halting your job search.
 
Company officials sometimes forget that the candidates they're considering for their open positions are still on a job hunt. If they're seriously considering your candidacy in any way and they know that you might have "other irons in the fire," that could prompt them to pick up the pace with the process.
 
#5 - Follow up (without fail).
 
There are many different ways to follow up after an interview. The rule of thumb is to write a thank-you email within 24 hours and then send a handwritten thank-you card a few days after that. This conveys your gratitude while at the same time reminding company officials that you're awaiting further communication from them.
 
Are you currently engaged in a job search? Then Time Staffing can help!
 
Contact us today to find out about the employment opportunities that are available in your chosen field.

​We've written extensively in this blog about the face-to-face interview. However, the vast majority of these blog posts - if not all of them - have dealt with a job candidate's first interview with an organization.
 
But what if the candidate is called back for a second interview?
 
Well, we're here to address this oversight. Because if you've been called back for a second interview, that means the hiring manager and other company officials are quite interested in your candidacy. After all, they would not spend the time, energy, effort, and money conducting a second interview if they were not interested.
 
However, from the point of view of you, the job candidate, you can certainly expect the second interview will be different from the first. But what, exactly, will be different?
 
Below are five things to expect if you have a second interview with a company:
 
#1 – You'll talk with (mostly) different people.
 
The first set of interviewers determined whether or not you'd be returning for a second interview. The next round will most likely determine whether or not you'll receive an offer of employment. So you'll have to impress this group of people even more than the first group. (Although there's a chance there might be some overlap.)
 
#2 – You'll hear different questions.
 
Since you'll be talking with different people, it makes sense that you'll also hear different questions. However, you might also hear some unique and/or somewhat weird questions. These questions are meant to throw you off balance and test your ability to "think on your feet." In short, the interviewers are looking to get to know you a little better.
 
#3 – You'll talk about some of the same topics, but more in-depth.
 
The interviewers just "scratched the surface" during the first interview. This time around, though, they're going to want to know more details about many topics. All of the deeper questions posed about these topics relate to one thing; the potential value that you could bring to the organization. Since that's what the interviewers want to know about, make sure that's what you focus on.
 
#4 – You'll take a tour of the facility.
 
Since you're obviously a serious candidate, a tour is likely. This represents the opportunity to ask questions about the facility, since you'll be seeing the inside of it for the first time. (Hopefully, you've already conducted plenty of research about the company and the facility prior to your first interview with the organization.) You might even meet a few of your potential new co-workers.
 
#5 – You'll discuss money.
 
This is not always the case, but be prepared for it. And of course, do not bring it up first, but allow those conducting the interview to bring it up instead. You should have some idea of what hourly rate or salary range you're seeking prior to the interview. You don't want to be caught flat-footed. The interviewers are expecting you to be prepared for this conversation, so don't disappoint them. There's also a chance that they might offer the job to you before you leave. That's not always the case, but be prepared for that contingency, as well.
 
Are you currently engaged in a job search? Then Time Staffing can help!
 
Contact us today to find out about the employment opportunities that are available in your chosen field.

​You were fired. It happens. In fact, it happens to a lot of people. However, now you have to go into a job interview having been fired from a previous position. And you know there's a good chance that:
 

1. The hiring manager is going to ask about it.
2. You're going to have to answer their questions.
3. It could ultimately affect whether or not you get the job.

 
As you might expect, all of this can create a high-pressure situation, and the last thing you want heading into a face-to-face interview is to be feeling a lot of pressure.
 
With that in mind, below are six steps for approaching the fact you were fired in a job interview:
 
#1 - Change the focus of your resume.
 
Obviously, any gap in your employment history will be reflected on your resume. Since that's the case, changing the focus of your resume can be in your best interests. For example, list your skills first instead of employment history. Try to illustrate the value that you can bring to the role and the problems that you can solve for the organization. After all, your potential value is ultimately more important than your work history, anyway.
 
#2 - Do not lie or be misleading!
 
If the subject of your employment gap is broached, be honest about it. Don't try to cover it up or side-step it in some fashion. Remember that a company is more likely to hire somebody who has been fired and is upfront about it rather than somebody who lies about being fired and then the hiring manager finds out the truth after the fact.
 
#3 - Be forthright by detailing the circumstances.
 
In addition to acknowledging what happened, you should also be forthright about the circumstances surrounding what happened. Hopefully, you did not do something especially egregious to get fired, such as commit a crime of some kind. If so, then the content of this blog post may be helpful to you only to a point.
 
#4 - Explain what you've learned from the incident.
 
Employers want job candidates who are capable of learning from their mistakes, especially mistakes like this one. So it's important to convey that you have learned something and that your learning experience will make you a better worker and employee going forward.
 
#5 - Emphasize what you were doing during the gap in your employment history.
 
Hopefully, you did more than absolutely nothing during the time that you were unemployed. Did you participate in skills training? Did you volunteer anywhere? If so, mention these and other activities that show you're proactive instead of reactive.
 
#6 - Do not talk badly about the former employer (including your former boss).
 
No matter what the reason (or reasons) for your dismissal, do not speak badly about your former employer. This never comes across well to those who are interviewing you.
 
You're probably heard the phrase, "Honesty is the best policy." Well, that policy applies to what you should do if you have to explain the fact that you were fired during a job interview.
 
Are you currently engaged in a job search? Then Time Staffing can help!
 
Contact us today to find out about the employment opportunities that are available in your chosen field.