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Remote Job Interview Questions You Should Master

Not ready to return to a traditional office setting? You are not alone. As many companies are operating with all remote employees, work from home opportunities are more readily available than before. But employers are still looking for a candidate that is the “right fit”, and that now means someone who has the habits and qualities of a self-motivator. PS&R has put together some questions for you to review and consider before you interview for that remote position. Think about how you will communicate the way you work and what you do to stay productive.

  1. How do you balance your work and personal life when working from home?

It can be hard to prioritize your own physical health and mental health, along with family time, when there is no separation between work and home. Think about how you will structure your day and how you will make time for yourself.

  1. What does your “at home” workspace look like to make you successful?

If you have a home office, think about what equipment you will need to be comfortable and effective. This could mean a standing desk, a larger monitor, or special headphones.

  1. How do you prioritize tasks throughout the day?

Working remotely can put you in a more fast-paced environment than you are accustomed to. Think about how you will prioritize calls/meetings and tasks throughout the day. It’s important for your potential employer to know you have a handle on this.

  1. What concerns you about working remotely?

If you are asked about your concerns with working remotely, your potential employer is looking to see if you are aware of your weaknesses and how you might work to improve in these areas.

When interviewing for a remote position, it’s important that you have thought through your strategy for working effectively, avoiding burnout, and operating as part of a team. Clearly communicate your approach and you are one step closer to your next opportunity!

If you are looking for a work from home job or if you are an employer looking to fill remote positions, PS&R is here to help! Our experienced executive recruiting team can be reached at 617.723.1919.

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Tips for Recruiting Passive Candidates

PS&R knows that sometimes the most talented candidates are not the ones looking for a new job. But just because someone is employed, doesn’t mean they are not open to a fresh opportunity. Here are our thoughts on how to successfully seek and attract passive candidates.

Take time to research. If you find a candidate you are interested in, learning about them ahead of time is key. Read their company biography and their LinkedIn profile. Check out what they post on Twitter and Facebook and try to find industry articles written about or by them. The more you know, the better equipped you will be to craft the right pitch.

Ask the right questions. Remember that you are trying to persuade someone who is not on the job hunt to make the leap to your company. This means you need to find out what interests them the most. Once you’ve given them your pitch you can ask questions such as; “What do you love about your current job?” or, “What would you like to see in an offer from us?”. Knowing what they are looking for will help you make an offer they will accept.

Get them excited. Make sure the candidate knows what your company is all about, and why they will be happy there. You’ve done your research, so use the information you gleaned to talk about things that will pique their interest: future projects that they will be involved in, plans for company growth, or potential new roles and opportunities.

If your company needs assistance recruiting passive and active applicants for top positions, Preferred Staffing & Recruiting can help. As a leading Boston recruiting firm, we will leverage years of experience and proven recruiting strategies to find you the best candidates.

 

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Motivating Your Temporary Employees

Making sure your temp employees are happy and feel valued is essential to ensuring that they will work hard for you. PS&R has gathered some ideas to help you incent and excite temporary employees in your workplace.

Treat your temps like part of the team. There is already a disparity between how temporary and permanent employees are paid, given bonuses, and given benefits. There can be a psychological difference between the two groups as well. Try to nullify any preexisting hard feelings by treating and rewarding all employees as a team. Be sure to project that each individual has contributed their part to the successful accomplishments of the group.

Choose the right incentives. If you know this assignment does not have the opportunity to become permanent, create incentives that workers can earn in a short period of time. You could also make the incentives something that will give the employee a sense of pride in the company; such as an employee discount or exclusive products or promotional items.

Consider taking them perm. If there is an opportunity for the temporary position to become permanent, let the employee know right away. This is the easiest way to incentivize someone to work harder and smarter, and to take an active interest in the success of the company.

PS&R has over thirty years of experience helping job seekers and employers in the Boston area. We enjoy taking the time to get to know our clients and our candidates, enabling us to consistently make the right match. If you are looking for a staffing and recruiting agency in Massachusetts, PS&R would be happy to assist you with your needs!

 

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How to Hire the Right Candidate, Right Away

You need to make a new hire – and fast.  It’s easy to rush through the decision-making process when you’re under pressure.  But sometimes the candidate that appeared to fit the culture of your company at first glance, doesn’t actually have the work ethic you expected.  Or it could turn out that the candidate who was polished and well-spoken in an initial interview presents completely differently on their first day of work. Avoiding a rash decision and hiring the right candidate the first time around will save you time, energy, and money.  PS&R offers some insight into ways you can find the perfect fit for your job opening.

Ask for several references.  Connecting with potential employee references can be difficult and time consuming.  But don’t settle on just one positive reference.  It’s important to get feedback from both a supervisor and a colleague.  One can tell you how the candidate performed, while the other can give insight into how the candidate interacted with peers. Also consider speaking to references from several different companies. This will help you get a more well-rounded picture of the applicant.

Know the requirements of the role.  It’s easy to hire someone who is generally good at a lot of things. But if the work at hand requires a specific skill, make that clear to applicants.  Keep a check list of skills and experiences someone would need to be successful in this job and use it during your interviews.  You might really like one candidate, but if they fail to check off on a majority of your list, it’s probably time to move on. 

Set a process and stick with it.  Will the position be posted internally first?  How many candidates will you see before narrowing down for second interviews? If you don’t find any qualified candidates the first time around, how long are you willing to extend the search?  Without a clear idea of the process, it’s easy to make a “gut decision” and hire quickly without following through with other candidates.  Make an outline of the steps you need to take to fill the position and confirm that everyone involved in the hiring process is onboard.  This will lead to a more deliberate and thoughtful hire.

Partnering with a seasoned recruitment specialist like Preferred Staffing & Recruiting takes the burden of this process off of your plate.  We’ll make sure you find the best fit the first time around!