What’s Your Biggest Weakness? | Answering Difficult Interview Questions

At some point in almost every interview you have, you’ll come across the dreaded “strengths and weaknesses” question.  You’ve got the strengths part nailed down, but like most people you tend to stumble on the “What is your biggest weakness?” side of the question.

3 Ways to Answer Difficult Interview Questions

Share something you have overcome.
An interviewer knows that not everyone is perfect, so don’t try to fool them into thinking you don’t have any weaknesses.  Instead, give an example of something you’ve struggled with in the past, but have made a strong effort to overcome.  If you can give an honest example of a time when you noticed the weakness in your work and what actions you’ve taken to improve on it, you’ll come across as strong, capable, and in charge of your career development.  For example if your weakness is public speaking you might say:

“When I first started my internship at Company A, I struggled with public speaking while delivering presentations.  Realizing that public speaking isn’t my strong suit, I enrolled in public speaking classes and asked for more leadership opportunities for a chance to practice speaking in front of people.  I’ll probably always have room for improvement in this area, but I’m now more comfortable when addressing a crowd.”

A similar tactic is to address something that was once a weakness, but that you now point to as an accomplishment for having figured out how to overcome it.

Giving an honest answer with supporting evidence is a great way to win over the interviewer’s approval.

Address uncertainties in your skill set.
One of the reasons interviewers ask about your weaknesses is to help weed out candidates that may not be fit for the job.  Therefore, your answer shouldn’t be a big flaw that could make someone not want to hire you.  However, if you already know an employer has a doubt about parts of your background experience, use this question to address those

If your background doesn’t completely match up with the requirements in the job description, you can talk about something they already know is an obstacle.  For example, if the job description is looking for someone with inside sales experience and your background is mainly in fundraising, talk about how while you don’t have direct sales experience, the skills you’ve gained in fundraising are the same skills required to do inside sales.

Put a weakness in a positive light.
Choose a weakness that can be explained with positive words.  If you’re stubborn or have trouble delegating, explain it in the following way:

“Previous coworkers would say I’m very particular in my work and tend to have a hard time letting a project leave my hands until it’s completely finished.  However, I’ve found that sometimes it’s better to get feedback on a project before it’s complete to help create a balance between doing it right the first time and being more open to input”.

This answer shows that you are self-aware and recognize an area you need to improve on, but at the same time are very diligent and like to make sure only the best work is delivered.

The secret to answering the weakness questions is to be honest, sound genuine, and always end on a positive note.  Give your answer quickly and smoothly to avoid taking too much time talking about your flaws.  The last thing you want to do is dig yourself into a hole.

Are you currently in the market for an exciting new career?  Let the experienced recruiters at All Team Staffing help with your job hunt.  From food service and concierge, to painters and plumbers, clerks and data entry… All Team offers opportunity for candidates seeking temporary work or full-time permanent employment! Contact our team of expert hiring professionals today, and you’ll be done with talking about your strengths and weaknesses and on the job in no time.

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How to Explain the Supplementation of Temporary Staff to Your Employees

Hiring on temporary staff offers great benefits to your organization.  However, temporary staff can leave your full-time staff asking a lot of questions.   It’s important to get employee support when deciding to hire a contract employee.  Before pursuing the new hire, hold a meeting with staff to explain the necessity.

4 Tips to Communicate the Supplementation of Temp Staff to Your Full-Time Employees

Explain your decision.
In order to get your permanent staff on board with temporary employees, you need to explain why you have decided temporary staff is the best route.  Whether it’s to staff up for a busy season and avoid a round of layoffs in a few months, or because you need to reduce labor costs, be honest with your employees.  If you’re honest, you’ll gain their trust and help them see the benefits from your point of view.  

Communicate how temporary staff will make their job easier.
Your employees’ biggest concern is how temporary staff will affect them.  Let permanent staff know that you’re hiring temporary staff to alleviate their workload.  If employees understand that the temporary employees are going to benefit their work-life balance, they’ll be happy with your decision to bring on extra staff.  

Assure full-time staff that the temporary employees are not a threat.
Because permanent employees know that hiring temporary staff is cheaper than hiring permanent staff, they often see temporary employees as a threat to job security.  Assure employees that the temporary employees are being hired to help with workflow, not take their jobs.  If employees are threatened by temporary employees it’ll create conflict in the workplace and cliques will ensue.  In order for temporary staff to be effective in your organization, your permanent staff has to be willing to consider them a part of the team.

Give employees a say in the hiring process.
If your permanent staff will be training temporary employees, it’s important to make sure they’re a part of the hiring process.  When you interview candidates, give your staff a chance to interview the person that will be a part of their team, just like you would in your regular hiring process.  Doing so will help make sure the temporary employee that’s hired makes a seamless transition into your organization. 

As long as you’re honest with your permanent staff and educate them on the value temporary employees bring to the table, you should have no problem gaining employee support for hiring contract workers.

If you’re looking to hire temporary staff, let the experienced recruiters at All Team Staffing help.  Since 1989, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact our team of experienced national recruiters today to talk about customized staffing solutions for your organization.

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Proper Text & Email Etiquette When Applying for a Job

Companies today are increasingly using online platforms to connect with prospective candidates and explore their interest in job openings at their firm.  Even though e-mail, instant message, and social media communications are generally regarded as an informal place to connect with friends and families, it’s still important to keep these communications professional when speaking with employers.  What you say and how you say it can make a difference in whether or not your get the job.  Even a tweet or sloppy LinkedIn message may be used as a judgment of your qualifications.

5 Texting and Email Tips to Consider When Applying for a Job

Keep subject lines clear and relevant.
When sending an email, it’s important to write concise, relevant subject lines.  A subject line can often determine whether or not the recipient even reads your email.  Nothing is more annoying than an email with no subject at all or a misleading subject.  In fact, many organizations spam folders will catch all emails that don’t have a subject.  It is best to stick to the point and keep the subject short and simple.

Avoid long messages.
How many times have you opened an email or text message and cringed at the novel before you?  Long emails can be intimidating and most recruiters won’t take the time to read them.  Therefore, it’s important to keep any communication regarding employment situations short and to the point.  Use lists, bullet points, and short sentences to make your message easy to read and understand. This will show that you’re respectful of the reader’s busy schedule and don’t want to waste their time. Don’t clutter the e-mail with more information than is necessary.  When answering questions make sure to answer all questions in the same email and fully explain your answers to avoid unnecessary churn. 

Watch your tone.
Be aware of the fact that tone is often inferred, not expressed in email and text communications.  Your goal is to come across as respectful and approachable.  You don’t want to sound snooty or demanding. Use of all capital letters gives the impression that you’re yelling and is often difficult to read, so avoid using the caps lock key.  Also don’t assume just because a recruiter is informal and silly that you should be too. 

Be professional.
Even though email and text messages are more informal than traditional forms of communication, you still need to remain professional when using these vehicles in a business related manner.  This means staying away from abbreviations and emoticons. These are best avoided in an official email. Abbreviations often give off the impression that you are lazy and the recipient might not be familiar with your usage of the short forms. Stick to the full words and explain everything clearly. Don’t use typical text message slang and make sure your email address is professional.  While partygirl2012 may have been cute in junior high, it’s not going to get an employer to take you seriously. 

Proofread your messages.
Review both text messages and emails for spelling and grammatical errors before sending.  While spellcheck is a good starting place, it won’t catch places where words are spelled correctly but misused within the sentence context.  When using your mobile device or tablet to send messages, read over your messages to avoid any embarrassing autocorrect errors.  Always take one final look at the entire message before sending. This includes the “to” and “cc”/”bcc” fields, subject line, and entire body of the message.

Digital communication seems be a quick, easy concept, but when handling something as important as your job search, it’s essential to take a few extra steps to ensure you’re presenting yourself professionally. Slip-ups can easily occur in the process of sending a quick email that can ruin a person’s overall impression and level of professionalism.

If you’re currently looking to become a part of a trusted and employee-oriented team, All Team Staffing, All Team offers opportunities for candidates seeking temporary work or full-time permanent employment. We have offices in 30 different markets across the country and employ individuals across a variety of industries including but not limited to healthcare & environment, hospitality & food services, light labor, and administrative & clerical. Contact a recruiter today to get started.

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Boost Team Morale to Help Improve Productivity

The success of an organization depends on the productivity of its employees.  As long as you have a great team with positive employees, they’ll put forth the effort needed to strive for continual growth.  However, low team morale can stifle productivity in even the most productive workers.

Boost Morale and Increase Organizational Success.

Get employees involved.

A person is more motivated to succeed at the things they personally choose to attempt.  Knowing this, you should make sure employees are involved in choosing team goals and making decisions.  At very least, you should involve them in the decision plan on how to achieve the goals.  Involvement in decisions will generate personal buy-in and positivity.  If you don’t take employee’s perspectives into account, they’ll feel like nobody is listening to them and low morale will ensue.

Explain the rules.

Giving employees a task without rules or parameters can be the main ingredient in the recipe for low office morale.  Ever spend countless hours working on a project only to be told you need to change direction because of guidelines you were never informed about?  You know how frustrating and demoralizing that feels.  If you find out parameters weren’t clearly communicated at the beginning of the project, communicate them immediately and offer any assistance you can to get the project back on track as quickly as possible.

Listen to employee concerns.

It’s important to remember that each one of your employees is an individual with different work and learning styles. Meet with your employees on a one-on-one basis.  Ask for their input and listen to any feedback they have. Make an effort to address their concerns.  Finding out what each employee desires, as well as their career goals, will allow you to tailor your motivational efforts to their needs, which will boost overall morale.

Host fun activities.

Fostering a collaborative environment motivates employees to be more productive.  One way to do this is through bi-weekly team building activities. Have a team lunch or play an icebreaker game where employees have to work together to solve a made up problem.  When employees bond over non-work related problems, it helps them grow stronger as a team.  A strong team bond will boost morale and make employees more motivated in their job because they develop a fear of letting their team down.

Make teamwork a part of your culture.

If you don’t work as a team, nobody will win. Companies that have the most sought after corporate culture, emphasize the need for teamwork among employees, departments, and customers. The days of pitting one star employee against another are over. Morale is highest in teams where there is open communication and regular feedback. Make sure to always reward teams for a job well done and show team-members how much they’re appreciated. A simple thank you can go a long way.

It’s important to remember that low morale is an emotional issue that can easily be avoided by making sure your employees have the resources they need to do their job well.  Employees must feel that they are a valuable asset to the team, so make sure you’re encouraging the right attitude.

Having a positive morale in the workplace starts with hiring the right employees for your business.  Whether you need to find the ideal candidate for an open position, or match labor to production needs, the experienced recruiters at All Team Staffing are here to handle your staffing needs.  Since 1989, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact our team of experienced recruiters today to see how easy it is to find your next star employee.

 

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