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Turnover Happens! Make Sure You Learn From It

October 8th, 2013

As a leading Kansas City staffing agency, Morgan Hunter knows that having your star talent hand in their two weeks notice is like a sucker punch to the gut. You’ve counter-offered and counter-offered again. But, alas, they are set upon leaving. What can you do?

While losing top talent is always a big blow to a company, don’t miss out on an opportunity to learn from the experience. What you do learn, if put into practice, can help you avoid high turnover in the future.

The best way to learn? Conduct an exit interview. But in order to get the most out of it, you need to approach it in the right away. To help you, here are a few tips to keep in mind:

Don’t let the employee’s manager conduct the exit interview. 

Many employees leave their companies because of an issue with their direct supervisor. So by letting this person conduct the interview, you’re not only sending a hostile message to the soon-to-be former employee, but you’re also not going to garner any useful information…making the interview pointless. Instead, have a neutral party – like an HR professional – conduct the interview. You’re much more likely to get open, unfiltered feedback when you do.

Don’t conduct the interview right after their resignation.

When an employee finally decides to resign, emotions are running high. It’s likely a decision they’ve pondered for weeks and have dreaded handing in their two-week notice. Once they do, you may be in a bit of shock and even panic mode. That’s why this is not a good time to conduct an exit interview.

Instead, if the employee is staying on for two weeks, conduct the exit interview a few days before they leave. That will give everyone some time to gain perspective and hopefully offer more constructive feedback as a result.

Dig deep with lots of follow up questions. 

Sure, the employee’s new company may offer better pay or benefits. But is that the real reason why they’re leaving? There was something that happened that made them want to leave in the first place, before they even landed the new job offer. So what was it?

Your goal during an exit interview should be to find out what that thing was – whether it was one incident, or many factors over time. And the best way to do that is to ask pointed questions and follow up. The employee’s first answer is likely to be a canned response. But when you ask follow up questions – tell me more, what do you mean?, can you offer more detail? – you’re more likely to get to the root of the real issue.

Put what you learned into action.

Unfortunately, most companies simply file away exit interview forms, never to be heard from again. But there’s no point in going through the process if this is what you’re going to do. If you don’t want the truth, then don’t ask for it!

Instead, when you get a valid criticism, take it to heart and do something about it so other great employees don’t leave because of it.

Need to fill the shoes of a former employee? Let Morgan Hunter know. As a leading Kansas City staffing agency, we’ve helped companies throughout the area secure their most valuable asset – quality employees. And we can help you too! Contact us today if you’re ready to find out more.

Is Your Online Presence Scaring Candidates Away?

September 24th, 2013

When it comes to attracting top talent, most companies know they need to have an online presence. However, as a leading Kansas City staffing agency, Morgan Hunter knows many of them don’t invest the necessary time and resources toward making that presence great. As a result, candidates wind up having a confusing or frustrating experience – which reflects poorly on the company as a whole.

So is your online presence scaring job candidates away? It is if you’re making these mistakes:

Making Job Postings Hard to Find 

Do job candidates get to your career site and have a hard time finding job postings? If they have to click more than three times, then your job postings are buried and you’re going to lose top candidates.

Keep in mind, the #1 reason people are going to your site is to apply for jobs. If postings are hard to find, then you’re reducing the number of qualified candidates who will apply. Instead, give your job postings front and center visibility.

Not Updating the Site Frequently

It’s imperative to ensure all job postings are current. There’s nothing more annoying to a job candidate than to find a posting that seems ideal for them, only to find out the application deadline has passed.

In addition, make sure all company information and news and events are timely and accurate. Outdated information will make your company look sloppy and disorganized.

Making Your Site All About You

Sure, candidates want to know about your company if they’re considering working there. However, you shouldn’t make your career website all about you. Rather, you should be promoting what your company can do for its employees.

For instance, do you offer a mentoring program, opportunities for advancement, or flexible schedules? Whatever unique perks you can provide to employees, you should be highlighting them on the site, whether through page copy, video or blog postings. So quit talking about the company and all you require – and focus instead on why someone would want to work for you.

Slow Loading Content 

You know it’s annoying to go to a web page and have to sit there for a minute until the page content loads. So why do you put potential candidates through that experience? Rather, skip the Flash and huge graphics that make your site’s load time slow and instead aim to offer an easy user experience and fresh and engaging content.

Not Optimizing the Site for Mobile Devices

Today, a majority of job candidates use their mobile devices to search for and apply to job postings. And if your career site isn’t optimized for mobile, then you are missing out on top talent. So it’s important to work with a developer who can ensure that your site looks great and functions properly on the web, smart phones and tablets.

Still not sure how effective – or not – your career website is? Then have someone who isn’t an employee go through the process of applying for a job and perusing the site. Then ask them to rate their experience. This kind of objective feedback can prove invaluable when trying to design the best candidate experience possible.

And if you need additional help attracting top candidates, give Morgan Hunter a call. As a leading Kansas City staffing agency, we’ve helped companies throughout the area secure their most valuable asset – quality employees. And we can help you too! Contact us today if you’re ready to find out more.



Increase Sales by Refocusing on Building Long-Term Relationships with Clients

September 17th, 2013

You know relationships with your clients are critical to business success. So why then are you focusing all your time and attention on getting new clients, instead of refocusing some of that energy into keeping existing clients happy?

As one of the leading sales and marketing staffing agencies in Kansas City, Morgan Hunter knows when it comes to client loyalty, it’s all about relationships. And if you don’t have strong ones with your clients, then they will jump ship at the first opportunity.

To help you build better long-term relationships with your clients, consider these tips:

Create Regular Touchpoints 

You should build in regular touchpoints with your clients throughout the year. These can include in person meetings with them to review existing projects or services along with future needs; phone calls to check in; emails notifying them of business articles of interest; newsletters with timely information; invitations to events they may benefit from; and introductions to other clients offering complementary services.

These communications should not be focused on sales; rather, you should be positioning yourself as an expert and a trusted partner so when they need a service you offer, they will think of you first.

Always Be Honest 

Nothing undermines a long-term relationship like deception and dishonesty. So always be honest and upfront with your clients. You are trying to cultivate a reputation of integrity – a trait successful businesses depend on – and even the smallest white lie will erode it.

Meet Deadlines 

Ever hear the saying “under-promise and over-deliver”? Well, this is especially true when it comes to developing long-term relationships with clients. One missed deadline can seriously harm your relationship and get your client thinking about other options. So set realistic deadlines from the get-go and then do everything in your power to meet them.

Think of Yours Client as People 

Your clients are more than just a way for you to meet your sales goals. They are real people, with likes and dislikes in terms of how they want to conduct business; professional and personal goals; and visions for their futures. And the faster you recognize this, the better you will be at not only developing relationships, but building close, personal ties that stand the test of time.

Bonus tip: Another tip for communicating with clients – and building strong relationships as a result – is to raise your social media visibility. On your social media pages, you can post relevant content of interest and also give your clients a channel on which to communicate with you. This results in creating a dialogue between you and your clients, which contributes positively to client loyalty.

Need a social media expert – or any other kind of sales and marketing expert – to help you build relationships with your clients? Let Morgan Hunter know. As a leading sales and marketing staffing agency in Kansas City, we have the resources and first-hand industry knowledge to connect you with highly qualified, high-caliber candidates. Contact us today to learn more.

Proper Etiquette for Telling Candidates They Didn’t Get the Job

September 10th, 2013

As a leading Kansas City staffing agency, Morgan Hunter knows one of the most dreaded tasks for a hiring manager is letting a job candidate know they didn’t get the job. After all, who wants to deliver bad news? So, many times, managers say nothing at all, leaving candidates in the dark.

But put yourself in the shoes of the job seeker. The worst part of the job search isn’t getting bad news – it’s getting no news at all. At least when they know they didn’t get the job, they can move on. However, when they hear nothing, they will be left to wonder, growing frustrated in the process.

In addition, informing candidates that they didn’t get the job is in your best interest. If a candidate is treated badly or left out in the cold, you can be sure that they will tell their friends about the experience they had with your company – negatively impacting your employment brand in the process.

Next time you need to tell a candidate they didn’t get the job, here are a few tips to consider:

Be honest.

Notify the candidate as soon as you know they are out of the running. If you’re dealing with dozens of candidates, then an email will do. However, if this is a candidate you’ve interviewed, then you should reach out to them with a phone call and let them know they didn’t get the job.

Provide feedback. 

Rather than the standard “we decided to go in a different direction,” let the candidate know why they didn’t get the job. For instance, perhaps another candidate simply had more experience or a stronger skill set. By offering feedback in a polite way, you’re not only helping the candidate improve, you’re also garnering respect from them.

End on a positive note.

Thank the candidate for their interest in the job and wish them luck in their search for the right opportunity.

Letting candidates know they didn’t get the job should be a standard part of your recruitment process. That way, when you do have to hire and eventually reject some of the candidates, there’s a set of steps already outlined that you can follow. While letting candidates down is never a fun job, having a process in place certainly makes it easier.

And if you need help finding candidates that are a great fit for you, give Morgan Hunter a call. As a leading Kansas City staffing agency, we’ve helped companies throughout the area secure their most valuable asset – quality employees. And we can help you too! Contact us today if you’re ready to find out more.



What Will Attract Top Talent?

August 27th, 2013

There are millions of unemployed people out there searching for work. Yet, as one of Overland Park’s leading staffing firms, Morgan Hunter knows that finding and hiring top talent seems harder than ever. And with narrowing margins and a still uncertain economy, competition is only going to get more intense for the best candidates.

So if you want to attract top talent to your company,  it’s critical that you give them reasons to want to work for you. To help you, here’s a look at what’s important to them:


If your company has a reputation for treating employees disrespectfully or unfair employment practices, then you’re in trouble when it comes to recruiting. People want to go to work at places where they will be happy. And thanks to the likes of social media, it’s more apparent than ever which companies treat their employees well and have a positive workplace culture – and which ones don’t.


When it comes to management, top talent want leaders who are going to set clear goals and expectations. They know that in order to thrive, they need goals to be both measurable and attainable.

In addition, the best candidates want leaders who are transparent about the organization, including where it is and where it’s going. While you may not be publishing confidential company numbers, it’s important for the management team to have an open door policy with their staff and to communicate often – not just about the big things, but the day-to-day as well.


Micromanaging employees can actually lower productivity and result in frustrated employees. Instead, top candidates want the autonomy to get the job done in their own away. Set expectations, but allow them the freedom to determine how to deliver.


With technology today, employees can pretty much work anytime from anywhere, depending on the kind of work they’re doing. While you may need them in the office during certain times, top candidates want a choice to be able to work from home or take advantage of flex hours. There are even employees out there who would accept a lower salary if they were truly able to maintain a more flexible work schedule. For these people, offering a solid work life balance is the key to appealing to them.


That said, you can’t offer below average compensation if you want to attract top talent. They have bills to pay and families to feed, so good salary and benefits are still critically important in your recruitment efforts. One way to get a leg up on your competition? Pay people just a little bit more or offer a difficult-to-turn-down benefit, such as fully paid healthcare.

Need More Help Recruiting Top Talent?

Call Morgan Hunter. As one of Overland Park’s leading staffing firms, we pride ourselves on the service and results we provide for our clients. Our approach to recruiting is not only distinctive, but highly successful as well. Contact us today if you’re ready to learn more about how we can help you.

Handing Them the Tools: How to Get the Most from Your Staffing Partner

August 13th, 2013

Ever hear the expression “you reap what you sow?” Well, that certainly holds true for many relationships, including the one you have with your staffing partner. Considering that no Kansas City staffing agency – no matter how good they are – can read minds, you need to invest some time and effort to get the most from your relationship with them.

To help you in the process, here are a few key areas to focus on:

Educate Your Staffing Agency

Take the time upfront to talk with your staffing agency representative. Discuss those traits and skills that are “a must” for the job or for the company. Speak about the ones that aren’t quite so important. And educate them about your culture and the kinds of personalities that are a fit within your company. When you spend this time upfront, you’ll enjoy better results in the end.

Give Detailed Job Orders

It’s important to communicate your staffing needs as thoroughly as possible to your staffing partner. So find out all the details you can about each job opening and the skills required for it. And try to get as specific as possible.

For instance, don’t just say you need admin support. Tell your staffing agency you need someone to answer phones, schedule appointments, create Excel spreadsheets, and coordinate travel arrangements for executives. Also be sure to give information such as when the new hire is needed by.

When you spend the time to give your staffing agency these details, not only will candidates who apply be a better fit, but you’ll also spend a lot less time calling and emailing back and forth with your staffing agency rep during the process.

Prepare Your Staffing Agency Ahead of Time

You know what times of year are typically your busiest and when you’ll need extra help as a result. Let your staffing agency representative know this. Whether it’s holidays, staff vacations or an uptick in demand, giving your staffing agency this information ahead of time will ensure they have the people in place, ready to go to work when you need them. Even better, plan out a yearly schedule that indicates the times during which you may need some supplemental help.

Respond in a Timely Manner

When your staffing agency representative has a question or needs more information from you, get back to them quickly. They can’t do their job – which is to help you find the people you need – if they don’t receive the necessary details and feedback from you.

Looking for a New Staffing Partner?

If your old one simply isn’t cutting it, or you’ve never worked with a Kansas City staffing agency before, we invite you to give Morgan Hunter a try. Since 1986, companies all over Kansas City have looked to us to assist them in securing their most valuable asset – quality employees. Give us a call today to find out how we can help you.

Avoiding the Dangerous “Counteroffer”

July 23rd, 2013

You’ve found him (or her). The perfect candidate. Ok, maybe they aren’t perfect; but they’re darn well close to it. They’ve been through screening, background testing, and a rigorous interview process. You’ve made the offer and they’ve accepted. Time to check that hiring task off your list, right?

Right…as long as they don’t get a counteroffer.

Unfortunately, as a Kansas City staffing agency, Morgan Hunter knows that as soon as a great candidate delivers the bad news (good news for you and them) to their existing boss, that boss just might counteroffer. They’ll tell your candidate how desperately they’re needed around the office; how their contributions are invaluable; and how they can offer more salary and better perks.

So then you get the call – the one from your candidate who was so sure about accepting your offer, but who is now starting to waffle. They’re thinking maybe things weren’t so bad on the job, that maybe the boss just needs another chance, and that they’ve put in many years at the company and don’t want it all to go to waste.

The question is: What should you do?

If you haven’t changed your mind – and still think the candidate is a fit for your needs – then here are 3 things to remind them:

  • First, the vast of majority of people who accept counteroffers live to regret it. Statistics prove it. They either wind up quitting out of frustration shortly after or beginning their job search again. Does your candidate really want to be in the same boat in six months?
  • Second, their employer is unlikely to change. There’s a reason your candidate is leaving, whether it’s a weak culture, dysfunctional work processes, or unhappiness with their role at the company. And issues like that don’t change overnight…if ever. Even if the employer is offering more money, the excitement over a bigger paycheck will wear off soon and your candidate will be left, once again, in a job they don’t like. Is more money really worth not having peace of mind and career happiness?
  • Third, if your candidate does accept the counteroffer from their boss, their boss will begin to question their loyalty as soon as the dust settles. After all, if they wanted to leave once, they’ll want to leave again. This can impact career advancement by not getting considered for the best assignments or promotions, or even being the first to be laid off should cuts occur.

Hopefully, once your candidate thinks it through, they will realize that making a move is in their best interest. In the future, the best way to avoid counteroffers is to prepare your candidate ahead of time. When you make the offer, let them know that they may in fact receive a counteroffer from their existing employer and what to do about it. That way, they won’t be blindsided and left dazed and confused about what to do about it.

Need More Help Finding Great Candidates?

If you do, call Morgan Hunter. As a leading Kansas City staffing agency, we can work with you to get to know your company, culture and unique staffing needs – then get to work finding candidates that are a great fit for you. Contact Morgan Hunter today to learn more.

Using LinkedIn to Build Relationships with Prospects and Clients

June 18th, 2013

If you work in sales and marketing, then lead generation is the lifeblood of what you do. That said, as a Kansas City sales staffing agency, Morgan Hunter knows it can be hard to find the time to fill the pipeline while you’re focused on servicing clients and completing hot projects. But it’s a must if you want to build your career – and your business! And one easy place to focus your prospecting efforts is on LinkedIn. With more than 160 million members worldwide, it can serve as a rich source for qualified leads. Here are some tips to help you tap into its power:

Target Decision Makers.

You might have hundreds of connections on LinkedIn, but if none of them are with the actual buyer – i.e. the decision maker – then you’re not going to make any new sales. So when prospecting on LinkedIn, target decision makers.

For instance, if there’s a certain company you’d like to do business with, then search it’s name on LinkedIn. Look for a company profile page, as well as company employees. Then try to locate the person you need to connect with that can make a decision about buying what you’re selling. Once you do that, see if you have any mutual connections. If you do, reach out to one of them and ask for an introduction.

Build Up Your Network.

Beyond just connecting with people you know on LinkedIn, use the site’s tools – like the “Add Connections” link, which invites your email contacts to connect with you via LinkedIn. It’s an easy step to take – and one that can grow your network substantially when you think about all the email addresses you have in your address book.

Work Your Connections.

Stay in regular contact with your connections so you are top of mind with them when an opportunity comes along. If you have something to say, then post your news; if you want to share something with a specific person or group of people, message them via InMail; and if you’re in the same locale, invite them to get together for lunch or dinner.

Use the News Feed to Your Advantage.

When one of your contacts posts something of interest in the news feed, comment on it or share it with your network. Or, if someone in your network has just connected with one of your prospects, ask them to introduce you.

Get Recommended.

Ask your pool of existing and past clients, as well as colleagues, to recommend you. Even better, if you’ve had a positive experience with someone in your network, then recommend them. When the time comes, they’ll want to return the favor to you in the form of a referral or introduction.

Raise Your Profile.

Use LinkedIn’s Groups and Answers sections to raise your profile among prospective buyers. For instance, join industry groups that you know your prospects would be a part of, start a discussion about a topic you’re an expert in, and answer questions to showcase your skill level and experience. You can also ask questions that would help you identify challenges prospects are facing and obstacles to the sale.

When you follow the tips above, you won’t get results overnight. But when you’re consistent with your efforts to leverage LinkedIn to your advantage, you’ll be surprised at the new opportunities that will eventually come your way.

And if prospecting is the last thing on your mind because you’ve got more business than you can handle right now, let Morgan Hunter know. With more than 30 years of combined experience in Kansas City sales staffing, we can locate and secure the hard-to-find talent you need for your sales positions. For your sales staffing needs, contact Morgan Hunter today.


Getting Ready to Interview? Employer Interview Mistakes to Avoid

June 11th, 2013

Job interviews are easy, right? You ask a few questions, evaluate the answers, and make a hiring decision. As a leading Kansas City staffing agency, Morgan Hunter wishes hiring were that simple. However, with more than 25 years of experience, we know that’s not the case.

And in fact, interviewing can be more like trying to find your way in the dark. Candidates present a certain image of themselves via their resume and interview answers – but it’s up to you to dig for the truth and find the ‘real’ person behind the candidate.

Unfortunately, over the years, we’ve seen hiring managers make a lot of mistakes in the interviewing process – which can hinder effective hiring and lead to a hiring mistake. So what are they – and how can you avoid them? Here’s a look:

Mistake #1: Being unprepared.

Think you can just wing it in a job interview? Think again! It’s critical that you develop a list of thoughtful questions designed to elicit the information you need to make a good hiring decision. Also, spend a few minutes before the interview going over each candidate’s resume, so their background is fresh in your mind during the interview.

Mistake #2: Not letting a candidate get a word in.

An interview should be a conversation, not a monologue. It’s important to explain the details of the job and give important information about your company. But it’s just as important to sit back and really listen to the answers each candidate gives. When you do, you’ll garner plenty of information to make an informed hiring decision.

Mistake #3: Over-selling the opportunity.

Wondering why new hires are leaving after just a couple months on the job? It could be because you’re over-promising during the job interview and then under-delivering once they’re on the job. But making promises you can’t keep is an expensive recipe for disaster. Not only will you have higher turnover to deal with, but you’ll also be back at square one in the hiring process pretty quickly.

Mistake #4: Not focusing on each candidate.

Effective hiring is perhaps one of the most important functions of a successful company. And yet, some hiring managers think it’s acceptable to answer calls, check their email, and reply to texts during a job interview. When you do this, not only is the interview less effective, but you’re also sending the message that you really don’t care about the candidate’s time. Not a good foot to start out on.

Need More Help With the Hiring Process?

If you do, let Morgan Hunter know. As a leading Kansas City staffing agency, we’ve helped companies throughout the area secure their most valuable asset – quality employees. And we can help you too! Contact us today if you’re ready to find out more.


A Speedy Hiring Decision Can Be the Difference Between Top Talent…and the Bottom of the Barrel

May 29th, 2013

Your strength as a company depends on your ability to attract and retain the best talent. And yet, as one of Overland Park’s leading staffing firms, Morgan Hunter sees many companies out there who put candidates through a slow and painful hiring process and then wonder why they lose out on top talent.

But the fact of the matter is that even though the economy is still anemic, there are lots of opportunities out there for high quality candidates. And if a candidate has to wait weeks (or worse, months) for a final hiring decision, then they’re going to see it as a sign of what’s to come if they accept a position with your company.

Unfortunately, though, there are some hiring managers that are paralyzed by the quest for perfection. In other words, they’re spinning their wheels in search of the perfect candidate. If this sounds familiar, you need to stop. Not only will you never find a perfect candidate, but you’re also turning off all the really great candidates out there simply because they have a flaw or two.

So while you don’t want to be reckless with your decision-making, it is possible to make speedy hiring decisions so you can be the first to extend job offers to top candidates. Here’s how:

Define your needs. Before even posting a job opening, you must define your needs. To do so, ask yourself questions like:

  • What kind of traits would an ideal candidate have?
  • What tasks does this position entail?
  • What skills are an absolute “must” and which would be “nice-to-have”?
  • What will be offered in terms of compensation?

Set a target date. Don’t let the hiring process become unnecessarily lengthy. Instead, set a deadline by which you have to make a hiring decision. When you set a date, you’ll also be able to create a work back calendar for all the hiring-related duties (phone screens, interviews, etc.) you have to perform.

Invest more time in pre-screening. Phone screens are an efficient way in which to quickly filter out bad candidates and hone in on the good ones. So if you’re not conducting them, then now’s the time to start. If you are, then invest a little more time in each so that you wind up inviting only a handful of quality candidates in for an interview, rather than a dozen or more.

Need More Help Speeding Up Your Hiring Process?

Let Morgan Hunter know. As one of Overland Park’s leading staffing firms, we pride ourselves in the service and results that we provide for our clients. Our approach to corporate search is not only distinctive, but highly successful as well. Contact us today if you’re ready to learn more about how we can help you.