Blog

8.29.16
New to Interviewing? Our Top 5 Need-to-Knows
At Integrity, we interview hundreds, sometimes thousands, of job applicants per month. Here are what our interviewers say are the most important things to get right if you want to get the job.   1. Do your homework. Before you set foot in the interview room, you should be familiar with the employer and the requirements of the job. At the very least, research the company's website, so you know what they do. You will be expected to make relevant comments about their operations and how you see yourself filling their needs.   2. Rehearse. As any performer will tell you, it's impossible to show at your best without some practice ahead of time. Check out the internet for common interview questions and plan how you will answer them. Also, rehearse your body language: positive energy, firm handshake, confident eye contact, no mumbling, no nervous habits, etc. Having a friend play the role of interviewer can be a great help with this.   3. Polish your image. Image may not...
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7.12.16
How Will Microsoft's LinkedIn Buyout Affect Recruiters
  In early June, the world was surprised by the announcement that Microsoft had acquired LinkedIn. While it is unknown how far or in what ways their respective products and capabilities will merge, here are a few ideas that have been floating around the recruiting water cooler.   Access to LinkedIn's user database through Microsoft products. Imagine being able to import and sort LinkedIn candidates on an Excel spreadsheet, store their info in Active Directory, contact them through Outlook or Skype and keep track of their interviews on Calendar. What's more, recruiters using a LinkedIn API may find that restrictions on what types of LinkedIn data they can obtain are reduced.   Dynamics and Office 365 as recruitment management platforms. Recruiter, LinkedIn's own attempt at such a tool, has hardly been a stellar success. But a combined venture with Microsoft would streamline the recruitment process significantly.   Bing as the ultimate recruiter search engine....
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6.13.16
How to Maintain a Safer Workplace
When it comes to workplace health and safety, an ounce of prevention is definitely worth a pound of cure. In other words, the consequences of an accident are far more expensive than keeping it from happening in the first place.   At Integrity, we partner fully with our clients to ensure that best safety practices are in place at the job sites where our associates are assigned. In fact, we have our own OSHA certified staff experts, who offer this advice for a successful health and safety program.   Show that you're committed. Invest time, money and effort in the program. Hold meetings to discuss employee safety and health. Provide for training refresher courses at regular intervals. Ensure that medical aid or supplies appropriate to your industry are accessible.   Give employees a stake. Invite suggestions for risk reducing equipment or processes. Form safety teams. Establish a system for reporting hazards and correcting them.   Administer a comprehensive...
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5.23.16
Ways to Ensure That Your Team Learns from Every Success and Failure
It's easy to celebrate when a project goes well, commiserate when it doesn't ... and then go back to business as usual. But if you want to repeat that success or avoid that failure next time, you need to make sure everyone involved understands what happened. Then you can apply those lessons to making next time even better.   1. Build a Wrap-Up Meeting into the Schedule. In the pace of day-to-day activities, we often feel that there's no time to sit down and figure out why things turned out as they did. Establishing a final meeting as an essential part of the project gives the team that time.   2. Take It Out of the Office. Team retreats involve a more significant time investment, but can more than pay for themselves in improved processes and productivity. Even an afternoon in a nearby hotel meeting room can help people gain a clearer perspective on the causes of the project's success or failure.   3. Include Analysis in Every Meeting. If a wrap-up meeting or retreat...
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4.25.16
The Most Important Part of Recruiting Is...
  ...what happens afterward. Because if your employee retention rate is low, your acquisition costs are going to be unacceptably high.   Turnover costs include not just recruiting and hiring, but also training and management time, reduced productivity and increased errors while the employee learns the ropes. Have you ever sat down and figured in cold, hard dollars and cents what those costs are for your business? Here's a handy calculating guide from the Center for American Progress to get you started:   Entry-level employees: 16 percent of annual salary Mid-level employees: 20 percent of annual salary High-level or highly specialized employees: 213 percent of annual salary   As you can see, if your new hires tend to leave within a year or two, you won't even break even, much less get a return on your investment in them. Then there are the factors that are more intangible, but no less costly, such as loss of motivation among the employees who stay.   So how can...
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