Adams & Garth Blog

A hiring manager’s job is to find the right person for the opening. Thanks to a challenging economy – and high unemployment rate – that job has become harder than ever.

Not only do they have to dig through piles of resumes from unqualified applicants, but they also have to uncover the “true” candidate during the interviewing process. And with less time to spend on each candidate, even the smallest error or issue can knock an individual out of the running for a job opportunity.

So, as one of Charlottesville’s leading employment agencies, Adams & Garth can tell you that if you’re applying for job after job and hearing nothing, or going to interviews without getting a call back, it may be because you’re making some of these minor – yet impactful – mistakes and leaving a bad impression on the hiring manager in the process.

To help you avoid them in the future, here’s a look at 5 of them:

1. You give off bad body language. If you’re slouching in your seat, fidgety, crossing your arms, or interrupting the interviewer, then you’re giving off an unprofessional air.
2. You look sloppy. If you’re clothing is outdated, wrinkled, ill-fitting, or just plain inappropriate, then it’s going to make the wrong impression on the hiring manager.
3. You don’t seem confident. Even if you have extensive experience and a strong skill set, a weak handshake or a lack of eye contact is going to send a different message to the hiring manager.
4. You use poor grammar or inappropriate language. How you speak is going to make a difference on whether or not a hiring manager chooses you – regardless of your background. So avoid bad grammar, swearing, and using lots of “um’s” and “ah’s.”
5. You’re hard to understand. Whether it’s because you talk too quickly, too slowly, or don’t articulate your thoughts well, a hiring manager will simply begin to tune you out if they can’t understand you.

Some of the mistakes above are easier to fix than others – for instance, the way you dress vs. the way you speak. However, if you want to land a great job, investing some time to improve all these areas will go a long way in helping you achieve your career goals.

Need More Help Finding a Great Job?

Let Adams & Garth know. As one of Charlottesville’s leading employment agencies, we know what hiring managers look for in today’s candidates. And we can help you prepare for job interviews, as well as match you with job opportunities that are a great fit. Contact us today if you’re ready to get started.

Charlottesville employment agencies

As one of the leading staffing agencies in Staunton and Central Virginia, Adams & Garth knows good communication skills are vital regardless of the industry or field you work in. And while a really bad communicator is easy to spot, one that’s sub-par or just so-so can be more difficult. They may be able to “fake it” during the interview, only to fall short once on the job.

To help ensure you hire the people you need – with strong communication skills – here are some questions to ask during the interview process:

• How would your past boss or co-workers describe you?
• Give me an example of a time where you feel you communicated effectively.
• Have you ever been a part of a team project and felt out of the loop? What did you do about it?
• Describe a time when your supervisor didn’t communicate sufficiently with you. What did you do about it?
• Describe a time when you were able to persuade or influence others in the workplace. How did you do it?
• Different organizations communicate to their employees in different ways. In order for you to work most effectively, how does communication within an organization need to work?
• In the past, when you’ve started work on a new job, how have you gotten to know your colleagues?
• Describe a time when you had to explain a complicated concept to someone. How did you do it?
• Tell me about a time when you failed to communicate well. What happened? What did you learn from it?
• Would you describe yourself as a good listener? Why?

Another way to assess a candidate’s communication skills is to pay attention to how they interact with others. So introduce them around to staff members and watch how they relate to them. This information, along with their answers to the above questions, can put you well on your way to understanding each candidate’s communication abilities.

Need Help Hiring a Good Communicator?

If you do, let Adams & Garth know. As one of the leading staffing agencies in Staunton and Central Virginia, we can handle the hiring process for you from start to finish, so you get the new hire you need without all the hassle. Give us a call today if you’d like to learn more.

When it comes to recruiting, it’s a tough job. Not only do you have to find a strong candidate pool, but then you need to ask the right questions and evaluate effectively in order to ensure you hire right.

To help you in the process, here are 7 secrets for recruiting that you can put to use:

Secret #1: Update Old Job Postings

As one of the leading recruiters in Lynchburg, Adams & Garth knows that, many times, companies simply recycle or tweak old job postings, without much thought about what they’re putting out there. The end result is a barrage of resumes from candidates who aren’t even qualified for the position. One way to avoid this scenario is to state what you don’t want, directly in the job posting. For instance, “only apply if you have [insert experience, skill or degree here].”

Secret #2: Give Instructions…Then See if a Candidate Follows Them

For example, in your job posting, ask each candidate to state three reasons why you should hire them. When you give specific instructions in your posting, and only a handful of candidates follow them, it just made your job of weeding through resumes a whole lot easier.

Secret #3: Be Open to Hiring Anytime

Too often, companies only hire when they need to fill an opening…fast. Instead, always be on the lookout for top talent – someone with great skills and the right attitude – not just when you need to fill an empty seat.

Secret #4: Go Where Top Candidates Are

In other words, join industry groups, read what top candidates would read, network where they network, and raise your profile in their professional community. If you’re not sure where to go, then ask your star employees in the same or similar positions for tips and advice. They should be able to give you the lowdown on where you need to be and may even be able to offer you referrals to candidates.

Secret #5: Ask Candidates What They Want

Job interviews often focus on the employer. Instead, focus on the candidate. Ask them what their perfect position looks like. What kind of work does it entail? And what’s the culture and schedule like? Then assess whether your opportunity syncs with their vision.

Secret #6: Give Top Candidates Homework

Once you’ve whittled your selections down to a choice few, give each of them a homework assignment. Not only will this help you analyze their skill set, but it will also enable you to evaluate their enthusiasm, passion, attention to detail, and professionalism (for instance, did they deliver the assignment within a timely manner?)

Secret #7: Keep in Touch

If you find a great candidate, but another one was just a little bit better, don’t simply mail out a form rejection letter and call it a day. Keep track of the candidate – and keep the relationship going. You never know when you’re going to need to hire again.

Want More Help from Experienced Lynchburg Recruiters?

If you do, let Adams & Garth know. As one of the leading recruiters in Lynchburg, we know hiring can be a hassle. But we’ve got the knowledge, experience, and proven processes in place to assist you. Next time you need to hire, contact Adams & Garth. We can help.

Your search for a job is behind you. Finally! But now you have a whole different slew of challenges to face in your new position.

One of the most important (besides, of course, doing great work) is developing relationships with your co-workers. It’s far more than just a social thing; having strong relationships with co-workers can boost your career and your happiness in your new Lynchburg job.

So what can you do to make a great impression, break the ice, and forge solid connections? Here are some tips to help you:

1. Be a good listener.

There’s nothing more annoying than someone who does all the talking and none of the listening. Don’t be that person! Listen to what your new co-workers have to say. Ask lots of questions. Take an active interest and look for common ground. When you’re a good listener, you’ll get to know your co-workers better and will make friends faster.

2. Share stories about yourself.

Don’t let your co-workers do all the talking. If you’re a private person, this can be a challenge. But force yourself out of your comfort zone. When you share, not only will you gain the trust of your new colleagues, but they’ll be more willing to open up to you. Keep in mind, though, there’s such a thing as too much information.

3. Be positive.

Smile, be happy, act like you actually want to be at your new job. It will make your more approachable, which will help facilitate relationships with your new co-workers.

4. Accept invitations.

No doubt, your first few weeks on the job will be filled with invitations to go to lunch or happy hour. Even if you don’t want to, accept them. If you don’t, you’ll appear standoffish, which isn’t good for your office reputation. Remember, things will slow down after a few weeks and you don’t need to accept every offer that comes your way. But now, when you’re just starting out, each invitation is an opportunity to make a valuable connection.

5. Be yourself.

You certainly want to put your best foot forward, but you also want to be yourself. You’re going to be working with these people for the foreseeable future, so if you fake it, they’re going to eventually find out.

Looking for Some New Co-Workers?

If you’re ready to put your current job – and your current co-workers – behind you and pursue a new opportunity, let Adams & Garth know. As leading recruiters, we can match you with Lynchburg jobs that are a fit for your background, skills, and personality. Give us a call or search for Lynchburg jobs now.

You offer an idea at a meeting?
It gets shot down.

You stay late to finish up a project?
It goes unnoticed.

You ask for extra responsibility or new projects?
You’re denied.

Your co-worker, on the other hand, seems incapable of doing anything wrong and is always on the receiving end of glowing words of praise.

Sound familiar? If it does, you’re not alone. As one of the leading employment agencies in Central Virginia, Adams & Garth knows many workers out there have a boss who plays favorites. While it’s a bitter pill to swallow, there are some steps you can take to handle the situation with grace. Here’s a look:

• Be professional. If your boss is really playing favorites, then they are the one with the issue, not you. So continue to be the polished professional you are and know that the fault doesn’t lie with you (unless it does…in other words, make sure you’re not doing things to earn negative attention, like showing up late).
• Don’t target the favorite. You never know. The “chosen one” may be as uncomfortable with the situation as you are. They may be aware that they are treated differently, but don’t know what to do about it. So while it may be tempting to be uncivil or critical toward them, don’t be. Otherwise, you’ll be seen as singling out the boss’s buddy.
• Talk to your boss. Are you doing a good job? Showing up on time? Getting your work done? Adding value to the team? Then talk to your boss. Come prepared with a list of accomplishments to promote and then simply ask, in light of all that, why you’re not getting more challenging assignments or more responsibility. Be ready to offer help, not make accusations about favoritism.
• Get behind the reason for the favoritism. Knowing the reason might make it easier to swallow. For instance, perhaps the favored employee is an old college buddy. Or maybe he or she and the boss have a lot in common and have struck up a friendship.
• Be patient; your time will come. If the favored employee is really undeserving, your boss will figure it out sooner or later, probably the hard way. So when that time comes, make sure you’re performing well so the boss feels comfortable looking to you to take on more.

Is Favoritism Undermining Your Career?

If it is and you’re ready to make the leap to a new opportunity, let us know. As one of the leading employment agencies in Central Virginia, Adams & Garth will work to get to know you, your background, skills and personality – all so we can match you with job opportunities that are a terrific fit. Search our Central Virginia jobs now or contact us today.

The saying goes, “honesty is the best policy.” Unfortunately, not all employees subscribe to this policy. And, as leading Culpeper recruiters, Adams & Garth knows that when you find out an employee has lied on the job, it can be a shocking experience.

So what do you do? Is a warning enough? And can you fire an employee for lying under the law? Here are some thoughts to consider:

Gather your evidence.

Don’t jump to any conclusions when it comes to a sensitive issue like dishonesty at work. Your best bet is to take the time to gather the facts. Talk to any witnesses who may have heard the employee lying, being sure to document their names, written statements, and times and dates.

Also, be sure to check computer logs, security video, or whatever other tools you can use to verify whether the employee was in fact lying.

The bottom line is that accusing an employee of lying is a big deal, so you want to ensure you have investigated and verified all the information before you confront them.

Meet privately face to face.

Avoid public confrontations with an employee you suspect of dishonesty. Instead, meet face to face and give the employee an opportunity to tell their side of the story. Most employees will have a hard time lying to your face and will come clean.

However, if they don’t fess up, there are some non-verbal signs you can lookout for that they are being less than honest, such as:

• Touching their face or eyes in a fidgety way
• Looking you too long in the eye, or not making eye contact at all
• Sitting very still, without moving
• Speaking slower than normal

Choose your course of action.

Depending on the severity of the lie, you have several options. You can choose to offer a written warning, which allows you to chastise the employee without termination, while at the same time documenting the issue should it become a problem again in the future. You should also create a policy for the number of warnings an employee can receive before termination becomes the next step.

That said, since most states follow an “at will” employment clause, you can terminate an employee for any reason – and that includes the first time they lie. However, if you have a contract with the employee – and lying isn’t one of the reasons you can terminate them based on the contract – then you’re probably out of luck. A judge will most likely side with the employment contract.

Need to Replace a Lying Employee?

If you do, give Adams & Garth a call. As leading Culpeper recruiters, we’ve got the knowledge, experience, and proven processes in place to help you hire dependable, skilled, and honest employees. Next time you need to hire, contact Adams & Garth. We can help.

When it comes to hiring, many times it’s done under the gun. An employee leaves unexpectedly. Demand explodes suddenly. Or a new project comes along that needs to meet an ambitious deadline.

The problem, though, when hiring in a hurry is that mistakes are much more likely to occur. And, as one of the leading staffing agencies in Central Virginia, Adams & Garth knows that when errors happen, it can have a big impact on the quality of the candidate that you’re hiring.

So what kinds of mistakes should you be on the lookout for when you need to fill a position fast? Here’s a look at 4:

Mistake #1: Not properly defining the job.

When you need to hire, it’s imperative that you think through your needs and wants for a prospective employee – and involve key stakeholders in the process. You also need to outline what kinds of tasks and projects this person will be responsible for so that candidates can get a strong sense of whether they’re the right fit for the job. Hurrying through this process will only hurt you in the long run when you wind up with a new hire who’s not right for your needs.

Mistake #2: Not focusing on job-specific qualifications.

When you’re interviewing a candidate who looks great on paper and sounds terrific in an interview, it can be easy to get caught up in the moment. You may not realize it at the time, but the majority of the skills and accomplishments they’re touting aren’t really related to the position you’re hiring for. But don’t let a smooth talking candidate talk you into hiring them, just because they have excellent credentials and know how to promote themselves. Instead, make sure their background and your hiring needs are a solid match…even if that means hiring someone with less experience.

Mistake #3: Not checking references.

You may think that reference checking is simply a formality. Something to be done, but that doesn’t really yield any results. As one of the leading staffing agencies in Central Virginia, we know this simply isn’t true. Many times, referral sources offer information that can sway your hiring decision one way or another. So why would you pass up the opportunity to learn something useful or valuable about a person you’re thinking of bringing on board?

Mistake #4: Not evaluating attitude.

Of course skills are important; but so is attitude. And if you’re not working to ensure you hire someone with the right attitude – and the right personality – to fit in with your culture, then you’ll be back to the drawing board in no time.

Don’t Have Time to Hire the Employee You Need?

Leave it to Adams & Garth. As one of the leading staffing agencies in Central Virginia, we know hiring can be a hassle. But we’ve got the knowledge, experience, and proven processes in place to assist you. Next time you need to hire, contact Adams & Garth. We can help.

You spend hours crafting the “perfect” resume; searching for just the right words; weighing carefully which accomplishments to include; and proofreading until you can’t see straight.

The trouble is: a real, live person may never see all your hard work for the simple fact a computer may filter out your resume.

As one of the leading Charlottesville employment agencies, Adams & Garth knows this is particularly true if you’re applying for a job at a larger company. And unfortunately, if your resume doesn’t use the right language and isn’t formatted correctly, then it will end up in the recycling bin…instead of in front of a hiring manager.

You’ve got the skills and experience. Now you just need to create the right resume – one that gets through the filtering software. Here’s how:

Tip #1: Use keywords in context. It’s important to include relevant keywords in your resume. But as filtering systems get more advanced, what’s also becoming important is the context in which they’re used. Filtering systems are starting to look not just at keywords, but at other related terms, the depth of experience you have in that area, and how recent the experience was.

Tip #2: Use the right fonts. Skip fonts like Times, Times New Roman, and Cambria. Instead use fonts like Calibri, Arial, Verdana, and Tahoma. Do not….we repeat do not…use any script fonts, like Mistral.

Tip #3: Use the right point size. If you’ve got a lot of information on your resume, it can be tempting to use a 9-point font to get it to fit on one page. Don’t do it, though. It could cause you to get rejected by the filtering software. You’re better off submitting a two-page resume with an 11- or 12-point font.

Tip #4: Format simply. Don’t include any tables or charts on your resume. Use a one-inch margin around the entire document. And don’t include any borders. In addition, sometimes candidates use a line, from margin to margin, between their name and contact information and their actual work and education history. Avoid this. Even if you’re the best candidate for the job, this one simple line could get you booted by the filtering software.

Tip #5: Don’t put contact information in the header or footer. To save space, some candidates put their name, phone number and email in the header and footer area. But doing so can cause problems with filtering systems since it’s in an unexpected placement. Instead, include your contact information at the top of the page (just not in the header).

Tip #6: Don’t use graphics. Resumes embedded with pictures, graphics and logos can be incompatible with most filtering software. So skip using any kind of graphics.

Are You a Highly Qualified Professional Looking for a Great Job?

If you are, we want to know! As one of the leading Charlottesville employment agencies, we partner with top employers throughout Central Virginia to offer you outstanding opportunities in a variety of fields. Contact us today to learn more or search our Charlottesville jobs now.

A cover letter and resume go hand-in-hand, right? You can’t send a resume without a cover letter. But in the age of digital resumes, video interviews, and social networking, is this rule outdated? In other words, do you really need to send a cover letter?

As leading Staunton recruiters, Adams & Garth knows that in many cases, the cover letter doesn’t get read. It’s the meat and potatoes – the resume details – that the hiring manager is really after. However, that said, if a resume piques the interest of a hiring manager, then they’re much more likely to go back and read the cover letter.

The key takeway here? Your resume typically gets read first, so make it stand out.

One way to do that is to include a summary of qualifications at the top of your resume. Your summary should NOT be the same for every position you apply to. Instead, you should use it as an opportunity to match your background and skills precisely to the company’s specific needs.

However, if a job posting specifically asks for cover letter, then you need to send one. Otherwise, you’ll look like you can’t follow directions. And when you do, make sure it’s as targeted as possible. If, after writing yours, you think it could be sent to a multitude of companies for a variety of positions, then trash it and start again. The more customized your letter, the better your chances of landing an interview.

So are there times when you should send a cover letter, even if a post doesn’t ask for one?

Absolutely. For instance, if you have a gap in employment that you need to explain, then the cover letter is the perfect opportunity to go into more detail about that. Or if your career track hasn’t followed the typical level of advancement – but you have a good reason – then explain it in your cover letter.

When you do include a cover letter, be as concise as possible. Most hiring managers don’t have the time or patience to read through a two-page letter. Also, make it easy for them to see your worth quickly by using bullet points to list important accomplishments, including specific numbers or percentages related to your achievements, and focusing on how you can help the company.

Are You a Qualified Professional Looking for a New Job?

If you are, Adams & Garth can help. As leading Staunton recruiters, we partner with top employers throughout Central Virginia to offer you outstanding opportunities in a variety of fields. Contact us today to learn more or search our Staunton jobs now.

As leading Lynchburg recruiters, Adams & Garth knows the task of recruiting is a challenge for any company. And unfortunately, many shoot themselves in the foot by making some pretty common mistakes. So what are they – and how can you avoid them? Here’s a look:

Mistake #1: Recruiting only when you need to fill a position.

Recruiting should be an ongoing process, not one you put to work when a position opens up. That means you should you be regularly networking with potential candidates and building your employment brand.

Mistake #2: Posting jobs on general sites and thinking a great candidate is going to fall from the sky.

The best hiring results come through networking and employee referrals. So be sure to leverage the power of these. In addition, the more targeted you are in your search, the better your results will be. So rather than posting a job on a general site, post on a site specific to your industry or one related to the kind of job you’re looking to fill.

Mistake #3: Having a cumbersome recruiting and hiring process.

Is your online application system slow and clunky? Do you require numerous rounds of interviews? Does it take months to make a hiring decision? If this sounds familiar, then your process could actually be hindering your ability to hire great candidates.

While you don’t want to move too fast, it’s important to keep in mind that the best candidates have options. And if they have to wait a month for you to make a decision, they may not stick around.

Mistake #4: Searching for the perfect candidate.

Trying to find the perfect candidate is akin to looking for the pot of gold at the end of a rainbow. It simply doesn’t exist. Sure, there are outstanding candidates; but none of them will be absolutely 100% perfect. Instead, look for a great prospect; someone who has the basic skills to get the job done, who is a fit culturally, and who has the potential to develop into the ideal candidate you want.

Mistake #5: Not having a department head involved in the process.

If you’re hiring for an IT position, for instance, then it’s imperative that the head or one of the managers in the department be involved in the recruiting and hiring process. They, better than anyone else, will know what kind of person is needed to get the job done and they will also better be able to assess whether a candidate really has the skills they say they do.

Mistake #6: Not Keeping Candidates in the Loop.

One of the biggest frustrations for job candidates – and one that can ultimately harm your employment brand – is when they’re kept in the dark during the recruiting process, or when timetables aren’t met. If you tell a candidate they’ll hear from you in a week, then get back to them in a week. Even if it’s not with the news the candidate had hoped for, they’ll be grateful for your prompt response.

Need Help Recruiting Exceptional Candidates?

Let Adams & Garth know. As leading Lynchburg recruiters, our goal is to make hiring hassle-free. Contact us today to learn more about how we can help you.