Click the link below to read about the qualities that make remarkable employees.

8 Qualities of Remarkable Employees

Just like when you’re dating, looking desperate isn’t going to get you anywhere in your job search. If you seem too anxious, employers will question your motives and you’ll lose credibility in an instant.

 What are two signs that you’re coming across the wrong way?

1. You’re Using the “Spray’n'Pray” Technique

If you’re sending out the same resume and cover letter to multiple positions a day, you’re going to look not only desperate but unprofessional and unqualified. A recruiter will disregard a resume from someone who #1, looks like they’ll take any job they can get their hands on and #2, doesn’t even bother to personalize his resume or cover letter for the job in question.

2. You’re Excusing Your Actions with “Someone told me to…”

For too long, the typical ‘expert’ advice was to call the recruiter and/or employer just to “check in” and make sure they read your resume— and put you at the top of the pile. In this day and age, this won’t make you stand out. If anything, you’ll just annoy the recruiter and probably guarantee your resume goes either to the bottom of the pile or in the trash can. A hiring manager wants enthusiasm from a new employee, but not desperation.

But Shouldn’t I Do Whatever It Takes To Get A New Job?

Of course you should try everything—within reason. You only get one chance with each company, and you want to make it count. Instead of applying, imagine being headhunted or even contacted directly by a hiring manager. This would put you in a much stronger bargaining position to leverage from, especially if get a job offer. Try to get yourself referred to a recruiter via somebody else. Or work on your personal branding, start getting active online, give talks in your field and raise your profile. Employers and recruiters will come after you, not the other way around.

How To Avoid Looking Desperate

Have high standards and only go after jobs that you really want. By only applying for the right roles for you, you’ll save your time and effort for the ones that really count. Furthermore, recruiters and employers will respect your integrity and remember you for the next opportunity they have that is more relevant to your preferences.

You want to turn the tables and be truly different than other jobseekers. You don’t want to be pushy. Just like in dating, the hard-to-gets get more offers and can pick and choose. Set standards for yourself, remember your dignity and make it work!

Have you ever hired someone who seemed like the right person on paper, convinced you in the interview that their skills were a great match for the job, then turned out to be a complete mismatch for your company?

Most positions you’re trying to fill require teamwork, or at least interaction with peers. Since applicants put their best personality forward in a job interview, you may not spot the loner who prefers to work on his own—but they’re the ones that can really be the fly in the ointment on an otherwise successful team.

So how can you weed out the non-team players?

1. First, trust your instincts. You get feelings about someone when you’re talking to them that go beyond what’s spoken. Even if you don’t notice any arrogant body language or poor eye contact, pay close attention to an interviewee’s words. Are you hearing “I, I, I” or “We”? Does she mention working with colleagues, or does she present herself as a superstar soloist? If you sense that this person is a lone wolf and not a team player, pay attention. If you hire the wrong person, your team will be getting the same feeling—and worse—40 hours a week.

2. If you’re still unsure, try personality testing. Personality profile tests can reveal a lot about a candidate that may get glossed over or miscommunicated in an interview.  Reliable tests are available online from many reputable companies and can be given to all applicants you’re seriously considering. By showing you which candidates aren’t likely to work well with others, you can save yourself time and money by crossing them off the hiring list.

3. Another way to protect against hiring the anti-social type is by thoroughly checking references. Go beyond the perfunctory questions. For example, ask a former employer to give you 5 words that describe the applicant and pay close attention to the responses.

• Good communicator, cooperative, flexible? Team player.
• Keeps to himself, gets along well with superiors, independent worker? Dig deeper.

Ask how the candidate gets along with peers. Does independent mean needs little supervision or demands to be left alone?

4. And, of course, you can always ask specific questions during the interview:

• Do you feel decisions are best made on your own or as part of a group process?
• Do you get along with your coworkers?
• Tell me about a time you had to handle conflict with another peer or supervisor.
• Do you prefer to work alone?
• Have you ever been a team leader?

This direct approach may be all you need to cull the lone wolves from the pack.

Anti-social employees can cost your company a great deal in lowered morale, poorly executed projects, wasted training dollars and unhappy customers. You can avoid these expensive mistakes by following these tips, or with some help from Clark Personnel. We pre-screen candidates for you and so much more! Contact us today to see how we can help!

Throughout the most recent employment drought, many professionals have been making ends meet through a variety of freelance gigs and part-time jobs. Some people enjoy the security of working two, three, four or more jobs—figuring if they lose one gig, they won’t lose all their income. Others find job juggling to be a hamster wheel: It’s hectic, and the work isn’t necessarily leading anywhere.

Whether you’re working multiple jobs by choice or necessity, here’s some advice for turning your part-time jobs into the career you want.

Maintain Your Long-Term Vision

It’s easy to lose sight of your target career when you’ve been taking any job to pay the bills. Make sure you have a 5-year plan in place. Then regularly reevaluate what you’re doing to make sure you’re making progress on that plan.

Build a Job Portfolio

Connect the dots between your vision and your jobs. How do all of your income sources relate to your overall career path? Then try to create a narrative that says you’re a professional with a wide range of useful experience. Good part-time jobs should give you some skill or opening that will help open other doors.

Make Time for a Job Search

Even if you need the income, don’t take on too many jobs if they keep you from pursuing your career. Some people think they can work 70 hours a week, earning as much as they can, then get around to their real career when their time frees up. But when is that going to happen? Keep up your job search!

Stay Current in Your Industry

Join industry associations and network at every opportunity. It’ll help your career to get additional training, to stay up on innovations and to show an employer you’ll be ready to go on Day 1 when you’re hired.

Click the link below to read about how the manufacturing and construction industries are growing.

Manufacturing and Construction Growing

Making a job offer is an art. It’s also a science. There are certain things you have to do beforehand to make sure that the process runs smoothly. Otherwise, you could lose that candidate you finally found!

Here are three tips for making an effective job offer:

Make the offer as soon as possible

The individual you’ve chosen has either gone on other job interviews, if they’re actively looking, or is going to need to be courted, if you’re luring them away from their current employer. So you want to make a move before anyone else does or try to influence them to come over to your team. By making an offer as quickly as possible, you increase the chances that you you’ll be able to hire the candidate you want.

Make the offer as attractive as possible

Put some thought into this. If the applicant initially reacts negatively to your proposal, chances are he or she will reject the job. The compensation package you offer should be competitive with those offered by other companies. It’s far too easy for candidates these days to know their value in the marketplace. They are unlikely to settle for less than they’re worth.

You may have only one opportunity to make your offer to a prospective employee. Therefore, make the offer in a friendly, upbeat manner. Indicate to the applicant that you will do everything possible to ensure that he or she will succeed on the job.

Be prepared to make a follow-up offer

Chances are that the job applicant will want to mull over your offer a day or two before giving you a final answer. There is nothing wrong with that; in fact, it shows that the applicant is a deliberate person who will not take things at face value.

If the candidate seems to hesitate, though, questions the details of your offer or even tells you he’s weighing your position against another, your follow-up offer should be attractive enough to really show the candidate that you want him or her. In fact, you should attempt, if possible, to offer the prospective employee top dollar. If you invest in high-quality personnel, you’ll find that it will really pay off for your business.