In today’s “new normal,” companies need employees who can do more with less, adapt quickly to change, and initiate creative solutions to solve tough problems.

It’s certainly a tall order. But as a staffing services firm serving Metro Kansas City, Morgan Hunter can tell you that one way to fill it is by hiring employees who have potential for growth. For instance, a candidate may not have leadership experience today, but they certainly have the potential to lead in the future.

You’re probably thinking: “as if hiring isn’t hard enough.” But when you hire high-potential employees, you get more bang for you buck. You know they can do the job you’re hiring for now…and that they have the potential to take on expanded responsibilities – and add more value to your company – in the future.

So how can you go about evaluating a candidate’s growth potential? By asking the right questions. Here’s a look at 4 of them:

Question #1: Tell me about a time you had to adapt in the workplace.

In today’s business climate, things change fast. As a result, you need employees who can roll with the punches. That’s why it’s important to ask questions in which candidates have to give examples of their ability to adapt, whether it was through taking on an assignment that wasn’t a part of their job description or learning “on the fly” to complete a mission critical project.

Question #2: Tell me about a task or project you completed with a high degree of autonomy.

You can’t spend a lot of time holding the hands of your employees. So you need to hire people who can hit the ground running when tasked with a certain assignment. That’s why it’s important to ask questions about working independently and to gauge a candidate’s comfort level with doing so.

Question #3: What does your dream job look like?

Determining a candidate’s growth potential isn’t just about where you see them going in their career, it’s where they see themselves going. And when both visions are aligned, then you have a great match. Also, by taking into account a candidate’s personal goals and ambitions, you can better identify whether your company and the current job opening are a good fit for them.

Question #4: What do you enjoy learning about?

Regardless of whether a candidate offers you an answer related to their work or personal life, it’s important that new hires demonstrate a willingness and eagerness to learn, from expanding their knowledge base about a certain trend or topic to learning new skills. The last thing you want to do is bring a new recruit on board who is totally uninterested in learning and improving.

Need Expert Help With Your Hiring Process?

If you need to hire high-potential employees, but don’t have the resources to dedicate to the task, turn to Morgan Hunter, a leading staffing services firm serving Metro Kansas City. We have the knowledge, proven processes, and years of experience to help you hire employees who can do the job you need them to today, as well as deliver added value to your company in the future. Contact Morgan Hunter today to learn more.

Are your customers experts, novices, or somewhere in between when it comes to the products or services you sell? If you’re not sure, then it’s critically important that you find the answer.

Why?

Because according to a new study in the Journal of Consumer Research, expertise level influences the products that consumers choose to buy when it comes to electronic items like smart phones, digital cameras, MP3 players, and laptops.

For expert consumers, a product having unique features – that the competitor products do not have – played an important role in their buying decisions. However, for novice consumers, they were more interested in the standard features – and which products offered the best ones.

The reason behind this is that consumers who don’t know a lot about a product typically make their final selection based on common features that are easy to compare across multiple products. In other words, they want to compare apples to apples (or features to features) and purchase the product that offers the best ones. Expert consumers, on the other hand, are well aware of the standard features across the board and are more interested in unique benefits and features.

So if your company is planning to spend a lot of time and energy on marketing a new product or service, then it’s imperative that you know whether your customers – and prospects – are experts or novices. If they’re experts, then focus on the unique features of your product or service; but if they’re novices, then focus on why your standard features are superior when compared to the competition.

On the flip side, if you don’t spend the time determining the expertise level of your customers, then you could develop a marketing strategy that misses the mark big time with your target audience.

Need Help Staffing Your Sales and Marketing Team?

Then turn to Overland Park sales and marketing staffing experts; turn to Morgan Hunter. Whether you’re hiring a corporate officer, a junior writer, or your next sales star, Morgan Hunter’s Sales & Marketing Division has the resources and first-hand industry knowledge to connect you with highly qualified, high-caliber candidates. For your sales and marketing staffing needs, contact Morgan Hunter today to learn more.

Do you have an employee who strolls in at 8:47 everyday instead of 8:30; has a reputation as a clock-watcher; has been known to take two-hour lunch breaks; and is just slow and uninspired in everything they do?

If this sounds familiar, you’re not alone. Many businesses have at least one less-than-motivated employee that they can’t seem to get moving. Considering the cost it takes to terminate an employee and hire someone new, though, is there anything you can do to light the fire under a lazy employee?

As one of the leading staffing agencies in Overland Park, KS, we at Morgan Hunter think there is. Here are some tips to help you:

Tip #1: Be Clear About Goals.

One reason an employee may feel unmotivated is that they’re not clear about your expectations and goals for them. So make sure they know what their priorities are and the timeline in which you expect them to complete those responsibilities. After all, if they don’t know what you want them to do and when you want them to do it by, they can’t meet your expectations.

Tip #2: Pop in Unexpectedly.

Swing by your lazy employee’s office or cubicle unexpectedly during the day to check in on them. You may be surprised at the increased level of productivity an employee suddenly demonstrates when they don’t know when to expect you to stop by and check in on progress.

Tip #3: Offer Incentives.

If your lazy employee is getting back on track and you want to maintain their level of productivity, then offer incentives for achieving certain goals or milestones. One word of advice, though…ensure the goals are achievable, otherwise you’ll discourage your employee.

Tip #4: Tap Into Personal Desires.

How well do you know your employee? If you know them well, on a personal level, you can tap into their personal desires and goals to help you motivate them to succeed.

Tip #5: Be a Good Leader.

If you don’t command respect and haven’t developed a strong bond of trust among your staff, then some employees may not care much about whether or not they do a good job. But when an employee feels loyal to you and thinks you treat them well, then they will be much more likely to work hard and help you reach company goals.

Tip #6: Make Wise Hiring Decisions.

Sometimes, no matter what you do, you can’t motivate an employee to get the job done. This may be due to problems with your hiring process, whether a candidate wasn’t evaluated thoroughly enough or a decision was made under a time constraint. So next time you hire, look for people who are proven self-starters, ambitious, and a great fit for the position and your company.

Need Help Hiring?

If you do, let us know. As one of the leading staffing agencies in Overland Park, KS, Morgan Hunter has been helping local companies secure their most important asset – people – since 1986. Let us help you too! Contact Morgan Hunter today to learn more.

You found it. The posting for the perfect job. It sounds right up your alley…except for that little requirement of five to 10 years of experience. You’ve only got four and a half, but you know you could do the job. So should you apply?

As one of the leading recruitment firms in Kansas City, Morgan Hunter can tell you that you should never apply to a position that you’re grossly under-qualified for. But, also keep in mind, a job posting is like a wish list for an employer who’s shopping for the ideal candidate. So don’t let six measly months hold you back from applying.

That said, if you don’t meet the exact experience requirements, you’ll need to set yourself apart from other candidates and sell the employer on why you’re better.

Here’s how:

Do Your Homework.

Learn everything you can about the company and let it show in your cover letter. Explain why you have just the right skills and experience to fit their unique needs and challenges. Also talk about why you want to work for the company. A deeper knowledge and understanding of who they are and what they do will stand out to a hiring manager.

Promote Transferable Skills.

If you don’t have the exact skill set given for the job, then promote those skills that are both valuable and transferable from your current position. These include skills like interpersonal communication, and leadership and teamwork skills. Explain how these skills will fit well for the position being advertised.

Create a Portfolio of Work Samples.

If an employer has reservations about your qualifications, you can certainly make the case for your skill level by presenting them with a portfolio of your work. Simply include the website address where it’s located in your cover letter. The portfolio can include presentations, awards, testimonials, reports, white papers, and any other documentation that will demonstrate your ability.

Don’t Forgot About Unpaid Experience.

Just because you didn’t get paid for an internship or volunteer work, doesn’t mean it wasn’t a job. So if you performed tasks or learned skills during an internship or while volunteering that are related to the job you’re applying to, be sure to highlight that experience.

Need More Help With Your Job Search?

Let us know. As one of the leading recruitment firms in Kansas City, Morgan Hunter can connect you with rewarding opportunities that are a great fit for your experience and personality. Contact Morgan Hunter today to learn more or search our Kansas City jobs now.

Employee handbooks may sound boring. But, as a Kansas City human resources consulting firm, Morgan Hunter knows they’re an essential tool for running a business, whether it’s large or small. Why?

Because a handbook can cut down on misunderstandings, make clear important policies, and answer basic, yet common, questions. It can also help you if you do face a lawsuit from an employee claiming unfair or discriminatory practices.

Now that you know why you need a handbook, how can you go about creating one? Here are some essential components yours should include:

• Salary & Benefits. Information on salaries and benefits, including how you set and raise salaries; who qualifies to receive benefits, such as health insurance; and any bonus programs you offer. Also be sure to include information on vacation, sick days, and bereavement and maternity leave.
• Working Hours. Cover working hours for full-time and part-time employees, as well as any rules surrounding overtime and related compensation.
• Policies. Explain your company’s policy on issues such as Internet usage at work, regular tardiness, drug and alcohol abuse and drug testing, sexual harassment, and discrimination. Remind your employees of what behavior violates those policies and the consequences of doing so. Also include information on how to report policy violations and/or instances of discrimination or harassment. Another important policy to include is your right to terminate an employee without cause and their right to leave at any time. The purpose of covering “at will” employment is to protect you from a potential legal claim should an employee say an oral promise of job security was made to them.

Besides the information above, also make clear in your handbook that not every possible workplace situation has been covered in it. Otherwise, an employee may claim that certain actions you take are outside of what’s outlined in the handbook and therefore unfair.

Once you’ve developed your handbook, have a legal professional review it to ensure the information you’ve included is in compliance with local, state, and federal employment laws.

And finally, make sure every single employee gets a copy of the handbook and signs a form stating that they did receive a copy. This will protect you from an employee claiming they were fired for rules they were unaware of.

Need Help Creating an Employee Handbook?

Let Morgan Hunter know. As a Kansas City human resources consulting firm, our in-depth understanding of the human resource function, along with our 32 years of combined experience, enables us to help our clients overcome their biggest HR headaches. Let us help you too! Contact Morgan Hunter today to learn more.

Here’s a question for you: Are potential IT recruits even listening to what you’re saying when you try to contact them?

If you’re approaching them with an email that reads something along the lines of – “Hey, I’m a hiring manager in Kansas City and I have a job you’d be a great fit for. Can I give you a call?” – then the unfortunate answer is “probably not.”

In today’s market, IT talent is in high demand. And as one of the leading IT staffing agencies in Kansas City, Morgan Hunter knows that in order to attract and retain the very best, you need to do one thing differently than all the other hiring managers and recruiters out there:

You need to speak their language.

You’re probably saying to yourself “But I’m not an IT expert.” That may be the case; however, if you don’t set yourself apart from the sea of others vying for the industry’s top IT talent, then you’re simply not going to get very far.

So how can you talk to IT talent…so they’ll actually listen?

Through the Geek Code.

Created in the early 90s by a guy named Robert Hayden, the Geek Code enables a geek to declare his technical skill level, hobbies and interests, and any other personal information he wants to include through just a few lines of complex code. For instance, part of one geek’s code might include “L+++++,” meaning that particular geek is a whiz with Linux; while another’s might simply include “L+,” meaning he’s closer to a novice.

What does this mean for you?

There are two things you can do with the Geek Code:

1. You can create your own code and use it in your email signature when you contact IT talent. This is your way of letting them know that you do, in fact, speak their language. Best of all, it will enable you to stand out from others trying to recruit them. To create your own, you can use open source codes that are already available online, or build your own.
2. Source geeks using the Geek Code. When you’re proficient in the language of the Geek Code, it’s easier to recruit the kinds of IT talent you need. For instance, using the Linux example above, you can search for candidates with a L+++++ skill level by inputting that into a search engine or on sites like LinkedIn.

Will you find top talent every time using the Geek Code?

Maybe, maybe not. But it will certainly give you the common ground you need to approach IT talent in a way that will actually break through and reach them.

Need help recruiting IT talent? 

If you simply don’t have the time to source, screen, and hire IT talent, give us a call. As one of the leading IT staffing agencies in Kansas City, we speak “geek” here at Morgan Hunter and can help you find the best IT candidates with the right technical capabilities. Contact Morgan Hunter today to learn more.

With college graduation just behind us, you may be experiencing an increase in resumes from recent grads. While many are eager and ready to learn, they also pose a challenge for employers looking to hire them due to their lack of work history.

But as a leading Kansas City staffing services firm, Morgan Hunter knows there are steps you can take to effectively interview and evaluate them to ensure you find and hire the right candidate. Here are 5 tips to help you:

Tip #1: Ease Them Into the Process.

Entry level candidates require a bit of a softer approach than those candidates with more experience. So before you start the interview, explain to them what to expect during the hiring process and take them on a quick tour of the office, introducing them to a few key people. By doing so, not only will you make them feel more at ease, but you’ll also get a chance to evaluate their listening and interpersonal skills in action.

Tip #2: Focus on the Soft Skills.

While a recent college graduate may not have an extensive work history, you can certainly evaluate soft skills, such as communication, problem solving, and organizational abilities, by asking questions such as:

• What social media platforms are you familiar and comfortable with?
• Tell me about a time when you faced challenges working on a group project. How did you overcome the situation?
• As a student, how did you juggle multiple classes and assignments each week?

Tip #3: Evaluate Motivation.

Keep in mind that skills can be learned; drive and enthusiasm cannot. So evaluate a candidate’s level of motivation by asking questions about their extracurricular activities in college, career goals, and what drives them to succeed. The answers you get will help to reveal their values, work ethic, and motivation.

Tip #4: Find Out if They Did Their Homework.

Researching the company ahead of time is “interviewing 101,” even for an entry level candidate. So find out if they did their homework by asking questions such as:

• What do you know about our company?
• Why do you want to work for us?
• What questions do you have for me?

Tip #5: Ask for References. 

Recent graduates may not have references from past employers to offer you. So if they don’t, ask for references from professors and other personal reference sources, such as coaches, advisors, and mentors. Also, don’t just ask for them. Be sure to verify them, as well.

Want to Outsource the Hiring Process?

If you don’t have the time to source candidates, screen resumes, and conduct interviews, give Morgan Hunter a call. As a leading Kansas City staffing services firm, we can handle the process for you – and help you find and hire your next great employee. Contact Morgan Hunter today if you’d like to learn more.

Looking for a job in Kansas City? Then you likely know you need to use every networking tool available to you. But one group that’s oftentimes forgotten about by job seekers is their college alumni network.

As one of the leading employment agencies in Kansas City, Morgan Hunter knows this is a big mistake.

In fact, alumni generally think their school is the best and are happy to help out a fellow alum. They want to see each other succeed, feel good about giving back to the school that helped them succeed, and are typically more than willing to hand out advice and job search help to other alumni.

So if you haven’t included your school’s alum in your networking efforts, now’s the time to start. Here are some tips to help you along the way:

Go to Your College’s Career Center.

Many schools have career centers with a database of alumni who are willing to talk with students and other alumni about career issues. You can typically search these databases by industry, degrees, or geographic areas.

Attend Campus Networking Events. 

Many colleges today have Career Weeks or different recruiting and networking events they host for students and alumni. So be sure to attend those that are geared toward you. Usually the company representatives that attend are graduates of the school (and oftentimes biased in favor of alumni), so you automatically have some common ground with them.

Get a Copy of the Alumni Directory. 

Most schools publish alumni directories, which you can get a copy of at the alumni office. Some of them even offer directories online, as well. These are often organized by industry, major, and geographic location.

Check Out Class Notes in the Alumni Magazine.

Get the latest copy of your school’s alumni magazine and review the Class Notes section. This is where alums describe what they’re doing, where they’re living, and any important life or career accomplishments. So look for alumni who work in similar industries or at companies you’re interested in working for.

Find Out About a Nearby Alumni Chapter.

If you don’t live near your alma mater, then find out about an alumni chapter that’s near you. These groups can be valuable resources when searching for a job or even just looking for some career advice.

Join the Alumni Association.

Many times, alumni associations host their own networking events, which offers just another avenue for you to connect with fellow alumni who may be able to help you in your job search.

Want More Help Finding a Job?

Let us know. As one of the leading employment agencies in Kansas City, we’ve helped thousands of job seekers find the next great opportunity in their careers. And we may be able to help you too! We’re just a phone call away. Contact Morgan Hunter today to learn more.

Imagine this scenario: You just hired the smartest guy in the room. He’s bright, articulate, has a brilliant background…and he doesn’t get along with anyone in your office. In fact, he’s causing divisions wherever he goes. Not a good thing.

But you hired the top job candidate. So what gives?

When it comes time to hire, it may be better to have a candidate who has less in the way of experience, but who has a great attitude, is eager to learn, and will mesh well with your team.

And in fact, the most successful brands in the world pay big bucks to design hiring processes that ensure a good fit between employer and employee. For instance, Whole Foods uses a probationary period to make certain an employee is really the right choice, after which co-workers vote on whether a new hire should remain on board.

But cultural fit isn’t the only important factor when it comes to a good hire. Supervisors and systems also play an important role.

It makes perfect sense when you think about it, really. Even if you hire the best, if they’re not being supervised by effective leaders, then they’ll likely fail on the job or jump ship as soon as possible. In fact, leaders are the most important influence on a new hire’s morale and productivity. In addition, if the systems being uses aren’t cutting edge, then even the top talent can’t produce the highest quality work.

So the bottom line is that when it comes time to hire, don’t point a laser-like focus on hiring only those top job candidates with MBAs or Ivy League graduates only. Remember, you need to hire people who are talented, but who are also a good fit culturally speaking; then make sure their leaders and the systems and support they have access to enable them to be as effective as possible.

Now that’s a recipe for a good hire.

Don’t Have Time to Hire?

Let us know. As a leading staffing company in the Midwest, Morgan Hunter can help you secure your most valuable asset – your people. Contact Morgan Hunter today to learn more.

Finding top IT job candidates is a challenge these days considering how in-demand they are. As a result, you need a competitive edge when it comes time to hire.

So how can you go about finding the best IT job candidates – and then retaining them once they’re on board? As leading Kansas City IT recruiters, Morgan Hunter has a few tips you can follow:

1. Know the Market.

What’s the going rate for the type of IT job candidate you need in your geographic region? What are your top competitors paying their talent? What kinds of benefits are they offering? You can’t afford to be in the dark any longer about important questions like these if you want to hire and retain the best IT employees. So before you even start the hiring process, it’s important to get answers to these questions so you can offer competitive compensation.

2. Know How IT Job Candidates Perceive You.

If you have a limited online presence, then candidates in the IT marketplace likely won’t perceive you as positively as an employer that engages in consistent communication via social media, their website, and other online forums and sites. That’s why it’s important to cultivate an online presence that goes beyond just Tweeting about IT jobs.

3. Know What IT Job Candidates Want.

Sure, pay and benefits are important to IT candidates…but so are challenging and interesting assignments in addition to opportunities for growth and advancement. Also, once hired, it’s important to offer them some autonomy; IT employees typically don’t want to be constrained, so set goals expectations and then let them determine how to get there. Employers who offer these advantages will have the upper hand when it comes time to hire.

4. Know Why an IT Employee Left.

If an employee gives their two weeks notice, conduct an exit interview to determine why they’re leaving. While they’ll often cite pay or benefits, it’s important to ask why they were open to new opportunities in the first place. If you can find out why another employer seems more attractive, you can shore up retention weaknesses within your company.

5. Know What You’re Doing Right…and Wrong.

Every six to 12 months, assess your IT retention efforts by asking questions about how IT employees are performing, the level of training and development opportunities available to them, their level of access to top technology, and their perspective on the work culture. If there’s a problem brewing, you can hopefully solve it before a key player exits the team.

Need Help Recruiting & Retaining IT Employees?

If you do, let us know. As leading Kansas City IT recruiters, Morgan Hunter specializes in recruiting technology professionals, ranging from Chief Information Officers to Desktop Support. All candidates are rigorously screened by our consultants to ensure their technical compatibility, and to identify the personality traits which allow them to blend smoothly into your organization. Contact Morgan Hunter if you’re ready to partner with expert IT recruiters in the Midwest!