Remote Interviews

If you are actively interviewing for jobs, part of the process is being prepared for different types of remote interview possibilities. It is best to practice with the tools to insure you have the capability to interview via the most popular web conferencing platforms. It is important to verify your camera, microphone, and audio speakers will work with the device you intend to use for each collaboration system. In addition, your device may need to download plugins and grant permissions to the application in order to interact with the microphone, video, and speakers. It is your responsibility to support the client’s collaboration app and have it functional ahead of time. The company you’re applying to most likely has a specific one they use for all their internal and external collaboration.

We recommend you verify access to GoToMeeting, Cisco WebEx, Google Meet, Google Hangouts, and Skype for starters! You do not need to create an account in each of these collaboration platforms as you will be a guest on the client’s platform.

Whitman Associates will assist any of our candidates with a trial run of the client’s application platform so that you may prepare the collaboration tools in advance. We want our candidates to focus on the interview when the time comes and not be frustrated by the tools.

Excellent advice exists on preparing for phone and video conference interviews, but here are some key points:

  • Insure the environment you’re using is appropriate:
    • The background of a video chat is important. Bright lights from windows behind you can cause video of your face to be dark. You certainly don’t want the background to present your bedroom and all your belongings. It is best to sit in front of a blank wall or wall with minimal graphic distractions. You may need to turn on a light somewhere else in the room to insure your face is well lit.
    • The audio is critically important. Many people will tolerate bad video to a certain extent, but clipping audio and background noises make it impossible for you to convey important responses. You need to make sure the environment is free from background noises (mowers, air conditioners, bathroom showers and toilets, construction, etc.). Find a quiet room where the background noise is minimal. Shouting over these background noises will certainly not make a good impression.
  • Equipment used to perform the interview is very important. It is best to use a device with all the tools integrated such as a phone, tablet, or laptop. If you want to use a desktop, you need to make sure all the external components work well together.
    • The integrated microphone of a laptop, tablet, or phone may be sufficient; however, it is far better to use a Bluetooth or wired attached headset. This will allow your voice to be clear, enable your hands to be free, and allow the camera to be placed at a distance from your face.
    • It is important to set the phone, tablet, or laptop down on a fixed surface such that it is not moving. It is incredibly distracting for the camera to be waving around your head while you’re trying to explain how successful you can make your client.
    • If you need reference material (resume, PostIt notes, website of the client), make sure this material is positioned directly above or below the camera. The client is not interested in seeing a profile of your face as you turn away to find material.
    • If you need to make notes, place your notepad directly below the camera so that the client can see that you are writing information down. It is best to avoid T-Y-P-I-N-G notes while listening to the client as the keyboard noise is very distracting and may lead the client to think your doing something other than listening to their pitch – they are trying to sell you on how great a company they have.
  • Be prepared! There are many reference materials available describing how to prepare for an interview. A phone call, chat session, or video collaboration is just as important as an in-person interview. In fact, it is more more difficult to convey body language and capture voice inflections that might indicate your excitement for working with the company. Your goal is to make the next step happen – get an opportunity to meet the hiring managers face-to-face and get that job offer.

Top 3 Staffing Agency

We are so happy and humbled to announce that Whitman Associates was named one of the Top 3 Staffing Agencies in Washington, D.C. by Three Best Rated! Thank you to all of our incredible clients and temps who have made this possible. Whitman Associates has proudly provided the DMV with excellent staffing services since 1972 and we are thrilled to continue in that tradition today.

Best Staffing agencies in Washington

Recruiting Trends To Watch In 2019

Each year, HR leaders anticipate learning about — and possibly adopting — a new crop of recruiting trends. It probably comes as no surprise that 2019 is brimming with its share of innovative hiring ideas and strategies.

Since recruiting has shifted so drastically over the past few years, it is more important than ever to keep up with all the latest industry inclinations to make sure you reach and attract the best talent to your organization.

Our recruiting specialists have discovered five trends to help you navigate and streamline your upcoming year in recruiting:

1. Employer Branding

There is no denying that hiring leaders are working in a candidate-driven market and must adjust accordingly. One way to meet this challenge is through the use of a focused marketing strategy to build your organization’s brand.

Forbes recommends working with a marketing team to come up with your ideal branding, using some of the following tactics:

  • Define how you want your company to be seen in the eyes of prospective employees — in terms of company culture and overall mission.
  • Make sure your reputation is in good condition, since 69 percent of jobseekers recently shared that they would decline a job with a company with a bad reputation, according to a recent survey.
  • Develop an employee value proposition that provides appropriate benefits in exchange for the education, skills and experience that a candidate can bring to the organization.

2. Inbound Talent Recruiting

Marketing strategies have evolved to tap into the vast resources available online. Since 45 percent of jobseekers check their mobile device at least once each day for a new job, this strategy continues to gain traction. With inbound marketing techniques such as search engine optimization and search engine marketing, you can effectively use various media to attract, convert and engage the talent needed for a given position.

3. Candidate User Experience

Candidate user experience refers to your prospective employees’ overall experience with the recruiting and hiring process — from filling out the application to orientation day. Your talent’s positive recruiting process will ultimately help your organization build its brand.

A positive candidate user experience might include the following features:

  • Simple and flexible application process: Provide a simple application process online and in your office.
  • Allow for initial phone or Skype interviews: Offer to perform the first round of interviews via telephone or Skype for added convenience.
  • Follow up with the candidate: A short note or form letter informing candidates of your choice of another candidate can spare your organization poor online reviews.

4. Text-Based Recruiting

Decades into texting, and many hiring managers have left text-based recruiting as one of the last media holdouts. However, given the employee shortage and the fact that today’s younger workers are texting devotees, it seems that HR representatives and recruiting specialists are ready to fully embrace this communications medium.

Here are a few reasons that text-based recruiting is highly likely to be a trend in 2019:

  • Texting has become the top form of communication among generations actively seeking employment.
  • Texting is quick and convenient while still personal and confidential.
  • The Society for Human Resource Management reports that recruiters receive relatively high response rates when using texting as the prime communication mode with talent.

5. Collaborative Hiring

Collaborative hiring may involve your HR department, managers from other departments and a trusted recruiting team. Together, you can all work to find excellent hires and avoid high-turnover rates.

Are You Interested in Learning More About These Recruiting Trends?

At Whitman Associates, we understand that it can be challenging for busy organizations and their HR teams when it comes to keeping up with the latest hiring trends. We are here and happy to help you navigate how to find the talent you need for your vital temporary, permanent and temp-to-perm positions.

Contact us to discuss your candidate needs today.

How To Answer The Inevitable Interview Question: ‘Tell Me About Yourself’

It seems that just about every job candidate waits on pins and needles for a single and inevitable moment in the interview … that moment when the interviewer says, “So, tell me about yourself.”

It strikes fear in the hearts of fine jobseekers everywhere. In reality, though, the question is an excellent opportunity for job candidates to shine. It is just a matter of choosing, adopting and owning a strategy that highlights the candidate’s finest qualities, experiences and goals with confidence — without coming across as arrogant.

The Winning Answer Strategy

Are you facing a series of interviews with hiring managers who probably can’t wait to learn more about you via a disarmingly pointed question?

If you are, there is no reason to worry — you can handle this.

With the right strategy, you can ace this question, relieving you from stress and self-doubt while giving you handy tools to help you communicate important background information and desired professional traits for the interviewer that are essential to the position.

The Present-Past-Future Formula

Some time ago, recruiting professionals recognized the struggle that jobseekers consistently face when the “tell me about yourself” question occurs. Over the years, the present-past-future formula has become a leading strategy recommended to earnest job candidates by hiring professionals.

The formula is perfect because it provides you with a simple, three-part “script.” It is concise, comprehensive, easy to remember, and sure to fill you with confidence — which is often more than half the battle.

Most importantly, this strategy gives recruiting managers a panoramic image of who you are, how you work, and what your goals are — especially related to their organization — in a three-point snapshot.

Take a look at a few good present-past-future samples to get an idea of what might work for you:

  • I currently work for a small business — with a staff of 30 — as the office manager. The whole team is fantastic, but I feel like I’m ready — and incredibly eager — to take on a busier office environment. Since you house 150 employees at this location alone, I think it is the perfect place for me to up my game.
  • After receiving my communications degree, I knew I wanted to work in public relations. While searching for the perfect job, I worked as a server for a catering company where I made many great connections, including my last employer that owned an advertising agency. Although I have learned the finer points of marketing and advertising at my current position, I crave the experience of managing talent’s public images. I believe I could become a solid and reliable resource for your local media and sports clients.

While the second sample was not in the official order, it still hit all the same points of present, past and future. Mix it up, but make sure that it is something you can easily tap into.

A bad example might look like the following:

  • • I have worked at my current job as a receptionist for three years and have built some good relationships. I learned a lot, too. In my spare time, I paint in watercolors and run long distance. I think I can easily learn the ropes here and help as an executive assistant.

This answer does not work for a number of reasons — including the issue that the answer seems disjointed, unprepared and disinterested. The interviewer might wonder whether this person had not prepared well or simply did not want the job.

Do You Need More Help Preparing for Important Job Interviews?

Do you feel like your job interview answers sound a little robotic, uncertain or insincere? If you are having problems with any phase of the interviewing process, our recruiting team at Whitman Associates is here to help hone your skills. We are happy to sit down with you to work out strategies tailored to your strengths and comforts while helping you avoid any pitfalls.

Contact us today to talk about interviewing issues, any of our listed jobs that interest you, or whatever else we can do to help you land your dream job.

How To Write The Perfect Job Description To Attract The Most-Qualified Candidates

Is it once again time to write a job description for a recently vacated or created position in your organization? Regardless, you may be exploring ways to maximize your job posting to attract the most-qualified candidate as effectively and quickly as possible.

By blending the facts you know about the position with some new strategies for conveying that information to awaiting candidates, you can certainly streamline the job description writing process.

First, Determine What You Want Your Job Posting to Accomplish

Following are five key points that you want your job post to accomplish, regardless of the nature of the position:

  1. It sells the position and your organization by sharing key information about both.
  2. It provides a list of technical requirements, soft skills and personality traits candidates need to prove they obtain.
  3. It homes in on candidates who will quickly adjust to their position and corporate culture by providing details about their respective nature. For example, more introverted job candidates may skip applying for the position if they see your company prides itself on its highly interactive culture.
  4. It is friendly and welcoming to anyone considering the role, whether a particular ad reader is ultimately the right candidate or not.
  5. It offers clear instructions on how and where to apply, along with the application deadline.

4 Steps to Writing an Effective Job Description

Review these four tips to see if they might help you enhance, debug or fully revamp your job description writing process to get the results you want:

  1. Define and summarize the position. In this step, you will gather the most vital information about the position. Set up a meeting with the department manager, requesting that he or she provides as much overarching information about the job as possible, as well as five or six day-to-day functions of the role. Here, you have the chance to paint a vivid portrait of the position for prospective candidates.
  2. List and clarify all experience and qualifications needed. It is important to let candidates know your requirements for a position early in the description, so they can either move on to the next posting or settle in to learn more about your organization and the job. List necessary qualifications — which may include the level of education completed, previous experience in the field, required certifications obtained and maintained, computer languages, data entry proficiency, writing and editing, and anything else crucial to performing the position and adding value to your business.
  3. Provide a detailed list of responsibilities and duties. Expanding on the overview of daily functions you provided in the summary, give potential candidates a more precise idea of what the job entails. For example, let candidates know whether their job is more teamwork-focused, or if they will regularly work independently. Additionally, let readers know how their position works within the larger framework of their department and the organization. This context informs prospects of the value that your organization places on their responsibilities.
  4. Use bullet points, numerical lists and strategic keywords for easy eye-scanning. Just like you end up reviewing multiple resumes and applications, your potential candidates spend countless hours reading through job boards, social media posts and employment forums. Putting the same volume of information into a tidy list is easier on the eyes for you and candidates. Also, make sure to use keywords germane to the position and the prospective candidates’ possible qualifications. For example, if you are a recruiter with an accounting firm and need a new accounting professional, season your job description with keywords such as “CPA”, “financial professional”, “certified public accountant” and “auditor”.

Would you like additional tips to tackle a particularly tricky job description in your queue? No matter what you need, our recruiting team at Whitman Associates features nearly five decades of collective recruiting success to help streamline your process and connect you with well-suited candidates.

Take the next step by calling (202) 659-2111 or filling out our staffing request form.

Referral Bonus!

Whitman Associates, Inc. (WAI) would like to thank you for all of your hard work and continued support. With that being said, if you know of anyone who is looking for work, please let them know about Whitman! Whether they are between jobs, trying to get their foot in the door, new to the area or wanting to try out a company before committing, WAI would love to help them find that perfect job!

To show our appreciation for your thinking of us and referring your friend, WAI will treat you and your referral to a free coffee from Starbucks once your referral starts working! In addition, you have the opportunity to receive a $50 Amazon Gift Card!

The entire WAI team is immensely grateful for your outstanding efforts and we look forward to meeting your referrals!