Will I love my new job?

Try to determine whether this position is a step up. Will you be able to learn and grow and continue moving your career forward? Is the company healthy and does it have a sustainable future? If the company isn’t financially stable, you find yourself looking for work again soon in an unfamiliar area.

Figure out what else you need to know about the new job before you make your decision. Spend time getting to know your new boss and colleagues—can you work with them? And learn from them?

Will my career suffer if I turn down this new job?

What’s customary in your company? Some companies require employees to work in various assignments in different cities before being offered a promotion. So, if you decline the relocation, you might be resigning yourself to a lifetime in your current position.

Where will I live?

Should you rent or buy? Will your company provide temporary housing? Moving is expensive, sometimes thousands of dollars—will your new company pay for relocation? What is there to do in the new city besides work?

What’s the cost of living in the new city?

Research the cost to buy and rent housing, property takes, sales taxes, and state and local income taxes. Are they greater or less than what you’re paying now? How will your new salary cover these new expenses? Can you afford to live in the new city and still save money?

Will my family and I be happy?

This is a personal and emotional issue, but it shouldn’t be underestimated. You’ll be leaving behind friends, family, colleagues, habits and hobbies. Will your new city offer similar opportunities? Is the culture of the new city a good match for you and your family? Will you make friends easily? If you have kids, learn whether the school system has a good reputation. What is the neighborhood like? The weather? Is your significant other on board and where will they work?

Also, consider whether you adjust well to change or whether routines and old habits are important to you.

What are the pros and cons of moving?

A higher salary can be really appealing, but only you can determine whether your quality of life will improve or whether the career benefits are worth the risk of uncertainty. If your family is unhappy or it means leaving behind loved ones, you might find the increased money isn’t worth it. If you’re comfortable in your current job and lifestyle, you need to seriously weigh whether you can handle the challenges and ups and downs of moving and changing everything about your life.

For more information on how to master the job-seeking process, check out our website at https://culvercareers.com.

The post Considering Relocating for a Job? Answer These Questions First appeared first on CulverCareers.

Too much about you

Yes, you are an important topic when writing your cover letter, but you should tailor your letter to the specific job you’re applying for. Show them you’re interested in their company and why, and convince them they should hire you!

Too much personal information is also a bust. Don’t bore the reader with your sob story, even if you feel you have a great reason why you’ve been out of work for seven months. Topics like a firing, illness or a death in the family can be a turnoff and will make the reader feel uncomfortable. Focus on your achievements and the job at hand.

Too long

Keep the length to a half page or less. Respect their time—give them relevant facts quickly, there’s no need to tell the tale of your entire career!

Rehashing your resume

Don’t recap the highlights from your resume in your letter—this is a waste of the employer’s time! A cover letter should enhance your resume, not repeat it. Instead focus on your accomplishments and what you can contribute to the company. Offer relevant, specific examples from your previous experiences that show you’re the best candidate.

Too generic

Never use a form letter! The phrase “to whom it might concern” is off-putting and shows you don’t care about the job or know much about the company. Call and find out who is responsible for hiring. Be specific. Customize the letter for the specific job at that particular company. Show them you care enough about the job to do a little research. Mention a fact, recent accomplishment or statistic about them to convey your genuine interest.

Typos and unprofessional tone

Always have at least one person proofread your cover letter. Simple mistakes are enough reason to throw out your application. Don’t use words that sound like you just learned how to use a thesaurus—your manner of speech will show your intelligence more than the number of syllables you use!

Don’t use folksy jargon that will make you seem unprofessional. And don’t try to be funny—remember not everyone will understand your sense of humor. Use a formal greeting and signature with appropriate credentials.

Don’t lie

Be honest and don’t embellish the truth. Don’t risk getting caught and tarnishing your reputation.

Demands

You’re in no position to negotiate yet, so immediately requesting a large benefits package will seem arrogant and offensive to any hiring manager.

For more information on cover letters to get you noticed, check out our website at https://culvercareers.com.

The post Avoiding Costly Cover Letter Mistakes appeared first on CulverCareers.

Happier and more productive

Telecommuting is a great way to have happier employees with satisfactory work-life balances. Without stressful morning commutes, employees start their days more relaxed, able to tackle their projects in large chunks of uninterrupted time. At home, there’s no threat of being distracted by co-workers and impromptu meetings, and employees are more empowered to control when they answer calls and emails.

Additionally, they have more flexibility to eat healthy, exercise, run errands, schedule appointments and balance time with family.

Safety and network security

When employees are separated by distance, there’s less potential for personality squabbles or any type discrimination or mistreatment.

However, when the home becomes a workplace, there are still OSHA concerns and issues of liability. The home must be safe, clean, controlled environment, free of accidents and hazards.

There’s also a need for network security. On employees’ home computers and networks, your company’s data is more vulnerable. It also might be more expensive to update IT infrastructure and address technical support issues when your employees are working remotely.

Companies save money in the long run

Telecommuting workers have fewer absences. They work through sickness and inclement weather, so projects get completed faster with fewer mistakes. Generally, there’s less overhead as workers pay for their own computers, electricity and other utilities. Happier employees are more loyal employees, so you’ll reduce turnover.

Collaboration actually increases when workers telecommute because workers can network without logistical barriers and geographic boundaries. Though, sometimes ideas are better generated with physical energy in a room, so you have to figure out what works for your company.

Management mistrust

Telecommuting is a privilege, not a right. Only the most trusted, self-directed employees should be allowed to work from home, and it’s not for everyone. Some managers prefer to supervise more directly, just as some workers need more oversight or are not comfortable with the necessary technology. Some report working more hours at home than they would at the office, so you’d need to find a fair system to monitor and compensate overtime.

Legal

You should establish written guidelines as to who gets to telecommute and what you’ll require of them during the workweek. Do they check in daily? Send weekly reports? Tailor those policies to fit your company’s needs.

For more tips on how to satisfy your employees and appeal to the most sought-after job candidates, check out our website at https://culvercareers.com.

The post Should I Allow Telecommuting Among My Employees? appeared first on CulverCareers.

Do’s

Do your homework

Research the salaries for positions comparable to yours. Know the high, median and low salaries for workers with your level of experience, skills and education. Also figure out salary ranges for similar positions at this particular company.

Be realistic

Be respectful with your salary expectation—don’t be overly aggressive. If you’re gracious and reasonable, your potential employer will be more willing to work with you. Try a figure in the mid to high range of the numbers you researched. Agree to take on more responsibility if your boss is generous, and vice versa: don’t take on more responsibility without additional compensation.

Be confident

Sell yourself! Confidence is essential to being a strong negotiator. Make a strong case for yourself. Don’t hesitate to remind them how qualified you are and what your strengths and achievements are. Prove to them you’re a perfect match for this position!

Thank the employer

Focus on making a good impression and building relationships, not necessarily on a target number. Show them you’re courteous, respectful and easy to work with. Don’t counteroffer right away. Wait a few days and then continue the negotiation. This shows you’re contemplative and you’ve carefully considered their offer and you’re still interested in the job.

Know your bottom line

You know how much you need to survive and what other benefits and perks are important to your lifestyle. Don’t compromise your happiness by settling for less.

Don’ts

Don’t be the first to bring up salary

Timing is everything, and whoever brings up money first usually loses. A preoccupation with salary takes away from the case you’re trying to build as an enthusiastic, conscientious employee.

Don’t accept the first offer

Most companies make initial offers at the bottom of the range, building in a little wiggle room and expecting you to negotiate. If you’ve already done your research, then you should know what salary is possible and what numbers are reasonable to aim for.

Don’t inflate your current earnings

This is dishonest and your potential employer may have ways of confirming this information. Don’t get caught in a lie!

Don’t forget the other perks

Most companies allocate for your health insurance, paid leave, educational reimbursements and travel allowances. These benefits can translate into more money for you, so remember to ask for them. Or if you already have health insurance through your spouse’s employer, consider asking for that designated amount in additional salary.

For more information on landing your dream career at your dream company, check out our website at https://culvercareers.com.

The post The Do’s and Don’ts of Salary Negotiation appeared first on CulverCareers.

Regardless, sending a thoughtful, well-written thank-you note, is a must. It serves the purpose of showing that you are courteous, professional polite and you follow up.

Why a Thank-You note

A thank you note will enhance your interaction with the interviewers and get your name in front of them again. Even if they don’t hire you for this particular position, by showing them this professional courtesy, they might remember you for another position later, especially if they know you’re sincere about your interest in the company.

It also gives you the opportunity to mention anything you forgot to say during the interview and apologize for any awkward moments. Perhaps you asked one too many follow-up questions and caused the interview to run over the allotted time. Acknowledge and recognize how patient and gracious they were, to thoroughly address them.

What Format to Use

Thank-you emails are sufficient, particularly if the position you’re applying for requires email prowess or if the majority of communication between you and the company has been email already. A handwritten note is better for a more formal or traditional organization such as a law firm. If you’re trying to show off your word processing skills, it might be best to type, print, and mail a thank-you note.

Make Sure You Do…

Reiterate what the employee liked about you. Mention what you wish you had said. Try to reassure them if they had any concerns or reservations about your skills. Send the note within 24 to 48 hours of the interview. Keep it short and don’t forget to proofread!

Make Sure You Don’t

Don’t forget anyone; you never know whose opinion weighs most heavily in this process, so you can’t risk offending anyone.

Do not hand the interviewer a sealed note as the interview is wrapping up. You want to show that you went home and reflected on the meeting so they know your sentiments are sincere.

There are surely employers who don’t value a thank you note, but there are also plenty of employers who do and who have been swayed to hire someone because of one. Since you don’t know who you’re dealing with, you might as well send one. For more information about how to handle an interview, contact us today!

The post How Thank—You Notes Can Work Wonders appeared first on CulverCareers.

Change can be difficult and intimidating — we can either complain about it, deny that it needs to happen, or we can try and improve it. Here are five signs that it’s time for you to start looking for a new job.

Your Mornings Are Gloomy

You truly have trouble motivating yourself to get to work on time. Instead, you daydream about a different position or a different company culture, and you’re jealous of your friends who are thriving in their careers. In fact, you may even be embarrassed to tell people what you do or where you work.

This anxiety is exacerbated by over-work, having to work on weekends and perhaps stress from quotas that may be unattainable. Maybe you have no work-life balance because you are being forced to bring work home, which is compounding the stress and anxiety.

Your Company and Leadership Are Not Dynamic

Save yourself! There’s a constant exodus of employees and you find yourself at going away parties every week. Maybe they’re victims of firings or downsizings. Are you next? Or maybe they’re leaving by choice because of a toxic environment. Or maybe there’s regular restructuring, and positions are being eliminated constantly. Either way, get out.

You’re Not Feeling Appreciated

The comradery you felt in your team is gone. You are feeling motivated, but leadership is in your way or co-workers demotivate or frustrate you.

You’re Undervalued

Your skills and talents are being wasted. Suddenly, you find yourself being assigned more junior-level tasks. Your ideas are ignored or not taken seriously and you’re growing increasingly bored. You don’t even receive feedback anymore and it’s clear your managers are not engaged with your career development. You’re stagnating, not learning, nor being challenged.

Or perhaps your duties have increased, but your pay hasn’t. The money isn’t enough anymore and you’re not even receiving stock options, professional development, bonuses, or promotions.

You Don’t Believe in the Culture

You don’t like your boss or your co-workers and this negativity is making you constantly stressed. You don’t fit in with the culture and you’re disillusioned with the company. You’re feeling stifled or conflicted by this untrustworthy environment.

For information on what your next steps should be once you decide to leave your position, contact us!

The post Knowing When It’s Time For a Change appeared first on CulverCareers.

Timothy Culver says, “The commitment of the team at CulverCareers to uphold CulverCareers’ I.C.E.B.L.U.E. culture — intelligence, collaborative, exciting, balanced, living, unique, empowered — is a pivotal part of the success. We work with some of the fastest growing, most dynamic, disruptive companies in the world. Helping to build out their teams requires open, honest, fast, thorough, effective executive searching. Our unique approach sets us apart and it is evident in our customer service ratings.”

For more than 30 years, CulverCareers has customized its approach to each company and endeavored to find perfect matches, building out successful, powerful, strong teams in sales, marketing, HR and manufacturing.

For clients

We partner clients with a recruiting expert, who specializes in their market niche to help build their team. CulverCareers locates high achievers, top producers, leaders, team players and successful innovators, then advises and assists in bringing that talent to your company. Locating, evaluating and onboarding top talent in today’s market takes hard work, diligence, skill, expertise and a sophisticated, tailored approach. It is a fine art. Blunt, old job boards and website postings are simply ineffective.

For Candidates

CulverCareers keeps candidates satisfied by delivering a fast and easy job search process. They work to place the top talent in environments where they can thrive and be successful, taking their careers to the next level.

Testimonials

Candidates report receiving personalized attention and service from recruiters who are always striving to be better and act with compassion and integrity.

“I was a recruiter in the past and Travis did a wonderful job in all aspects of the process. Also aligned me with a great company that was a good fit for my skill-set.” – A Job Seeker on 11/1/16

“Chris is very responsive and knows the industry. He really goes the extra mile so I, as a candidate, am prepared going in. Outstanding experience with this extremely professional team!! I would recommend Chris/Culver to anyone looking to make a career change.” – A Job Seeker on 10/12/16

Clients report relationships with recruiters who value company’s specific needs and cultures and who exceed expectations with their matches.

“We have used CulverCareers multiple times and have been extremely satisfied with all hired candidates.” – A Client on 10/17/16

“All my past experiences have been very positive and fruitful. Culver’s team provides excellent, prompt service. They listen to the needs of the customer and work hard to find qualified candidates to best fit the position and company culture.” – A Client on 10/14/16

For more information on how CulverCareers can help you with your needs, contact us today!

The post Why We Were Voted in the Top One Percent appeared first on CulverCareers.

Focused on helping to connect people with the right job openings at U.S. companies, CulverCareers received satisfaction scores of 9 or 10 out of 10 from their clients and job seekers — significantly higher than the industry’s average. With fewer than two percent of all staffing agencies in U.S. and Canada earning the Best of Staffing Award, just 23 percent of the 2017 Best of Staffing winners earned the Diamond Award distinction. CulverCareers truly stands out for exceeding client expectations.

“Staffing firms are giving top companies a competitive advantage as they search for talent in North America,” said Inavero’s CEO Eric Gregg. “The 2017 Best of Staffing winners have achieved exceptionally high levels of satisfaction and I’m proud to feature them on BestofStaffing.com.”

Securing top talent for clients for more than 30 years

We’ve recruited thousands of candidates by learning the needs and culture of each organization and finding the best possible match. We consult, advise, locate and secure top talent to help you build your winning team. We can pair you with recruiters who specialize in your market niche and give you access to our database of active candidates nationwide. We want to help you power your business and drive your team to success.

To manage dynamic sales teams, top talented sales directors are in extreme demand. A great leader can impact results for years. We recruit management professionals who can take your team to the next level—leaders who can get teams the results they need to succeed.

Giving candidates the tools to be successful

For candidates, CulverCareers gives you the tools, techniques, and training to be successful. We can match you with a dynamic workplace that boasts a collaborative, friendly team atmosphere.

We represent some of the most dynamic, unique, explosive companies in the world. If you consider yourself a real achiever, producer, creator, leader, team player, or an innovator, you need to know us. Together we can help you take your career to the next level.

For more information on Inavero’s 2017 Best of Staffing Awards or for information on how CulverCareers can help you, contact us today!

The post Best Of Staffing appeared first on CulverCareers.

While you never want to rush the hiring process or feel like you’re scrambling to make it all work out, if they’re truly a great candidate, you need to make them an offer.

If you’re sure…

When you whittle down a list of candidates and bring back a select few for second and third-round interviews, clearly something about those people has stood out to you. Qualifications on their resumes, character and interpersonal skills were admirable, and they had great chemistry that seemed to energize the interview staff. These intangible skills seem like enough to power your business and help it grow. What more do you need to see?

If you find these qualities to be rare, it might be a good idea to always be looking. Instead of trying to scramble to make a hire after you realize you’re desperate for someone, keep a list of people you encounter — waiters, baristas, babysitters — who stand out to you for their competence, problem-solving, or interpersonal chemistry. Next time you have a position to fill, consult your running list.

A long hiring process can be a turnoff

If you drag your feet to hire a great candidate, chances are that they’ll get snatched up by another company while you continue deliberating and pondering. If they don’t they might be turned off by such a long operation, assume your decision-making process is always this long and cumbersome, and turn you down when you do finally make an offer. Instead, limit your interview process to two to four people, and show that you’re swift, confident and decisive!

Don’t burden your staff

While you keep looking and waiting for the perfect resume to magically drop into your inbox, the rest of your staff is feeling burdened by the overwhelming amount of slack they’re having to pick up on a daily basis. They’re anxious for you to hire someone who will relieve them. If you take your time, they will get increasingly frustrated and restless.

Your business is ready to grow!

If you’re hesitating because you doubt you can afford it, consider whether this person will help grow your business. Can you sacrifice temporarily and trim your own expenses to justify their new salary? Or you can you structure a commission-only salary for the first few months?

Be creative here: If you don’t hire them, your business might flat-line, but it will never grow to its full potential.

For more information on hiring and retaining the best talent, consult our website at https://culvercareers.com.

The post Why You Can’t Afford to Wait When You Find the Right Candidate appeared first on CulverCareers.

With the growth of the internet, the recruiting world has seen an onset of employee databases, job portals and social media networking. However, using a recruiter can help to expedite your job search process. You might post your resume on a digital database and not hear a response for months. Or apply for a job with a large company and never hear from anyone. This is time most job candidates can’t afford to waste.

Recruiters are more focused and more proactive, with the right experience and instincts that can never be replaced by digital tools.

Where do recruiters go?

Recruiters are well-connected people who can use their pre-existing relationships with businesses specific to your industry to help you get noticed. They also use career websites such as Recruiter, ZipRecruiter, Simply Hired, and Glassdoor. Not to mention popular social media such as Facebook, Twitter, LinkedIn and even Pinterest and YouTube.

Recruiters also have the expertise to access data analytics and product software including candidate job portals, onboarding and off-boarding portals, job boards and employee referral networks. Some even use college and corporate alumni groups.

How do you make yourself stand out?

You can capture the attention of recruiters with a good cover letter that focuses on specific things you can do for a company. Skip over your strengths and weaknesses —those are better discussed in an interview. Instead, use wording from past evaluations and supervisor testimonials. Mention your volunteer work and that you are active and aware of current events in your industry. Always double-check spelling and grammar!

Be active on social media related to your industry. Join online communities, forums, and meetings. Be sure to post about relevant seminars and conferences you attend.

Why Culver Careers?

Culver Careers has more than 30 years’ experience placing qualified workers in top firms. We represent some of the most dynamic, unique and exciting companies around the world. We identify top performers, achievers, producers, innovators and team players and help them take their careers to the next level.

We specialize in learning the specific needs of each organization and finding the perfect match. We’ve been ranked in the top one percent of recruiting firms in North America for four years. For more information on how we can help you secure a position in an environment where you can thrive, contact us today.

The post Where Do Recruiting Companies Go to Find Top Talent? appeared first on CulverCareers.