Why Shouldn’t We Hire You?

PsychPros Blog

NEW ideas for job searching & hiring from PsychPros, Inc.

Job interviews aren’t designed to be a walk in the park. Hiring managers use this time to ask hard questions to find the best fit for their team, so expect to be put in the hot seat.

One question that tends to fluster candidates is, “Why shouldn’t we hire you?” Since you’re trying to impress the interviewer, this one might seem a bit out of left field, but you have to read between the lines. Your response will provide information about your personality and ability to mesh with the company culture, so crafting the perfect reply is key.

Give an Actual Reason

It’s tempting to say there’s absolutely no reason you shouldn’t be hired, but this won’t score you any points. Not only does it make you appear arrogant, it causes you to miss out on a key opportunity to showcase your fit for the job.

Learning as much as possible about the company culture prior to the interview is the secret to crafting a winning response (more on that later). When choosing a reason to highlight, share something that won’t put you out of the running for the job. Mention a flaw that isn’t pertinent to the position, as you don’t want the hiring manager to question your ability to succeed in the role.

Twist Your Words

The trick to sharing an actual flaw is choosing something that could be considered a drawback in some company cultures but is actually an advantage at this particular company. For example, if your research revealed the company has a highly collaborative culture, say you shouldn’t be hired if the position involves a great deal of solo work, because you thrive as part of a team.

This technique can be used to highlight a personality trait or a weakness, as long as you’re certain the perceived disadvantage is actually something that will be viewed favorably by the interviewer. It’s both creative and brilliant, as it provides the thorough response desired, but shifts a seemingly negative narrative in your favor.

Prepare in Advance

Some interview questions are relatively simple to answer without advance preparation, but this isn’t one of them. When getting ready for your interview, allot plenty of time to conduct background research and an intelligent reply for this question. Chances are, it will elicit follow-up questions, so try to anticipate those as well.

Share your response with someone you trust and ask them what kind of supplemental questions they might ask if conducting the interview. Covering all your bases is the best way to go into the meeting feeling prepared for this and any other tough questions that come your way. This will take some time and effort, but landing a great new job is well worth it.

Making a career move is a major life decision. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.

As a manager, hiring is probably the most challenging aspect of your job. The success of your organization depends on the people you hire, so there’s a lot of pressure to get it right. When combined with all your other responsibilities, this can be overwhelming.

Thankfully, you don’t have to bear the burden of hiring on your own. Outsourcing your talent acquisition duties to a staffing firm can be the best thing you’ve ever done for your company. Here’s a look at the top three benefits you’ll enjoy by choosing a reputable recruiter with expertise in your field.

Save Time and Money

Choosing the wrong person for the job can be a very costly mistake. The total varies greatly by job title and company, but averages $17,000 per bad hire, according to a 2016 survey conducted by CareerBuilder. Specifically, businesses with 500 employees or less realized costs of $11,000 per bad hire, rising to $22,000 for those with 500 or more staffers, and totaling $24,000 for organizations with more than 1,000 team members.

Total costs included several factors, such as decreased productivity, lower quality of work, diminished employee morale, recruiting costs, and additional time managers and employees had to spend assisting the bad hire. Even if you choose the right person the first time, the hiring process will probably take a while. Recruiting is a job in itself, so it’s a lot to handle when combined with your actual job. Time is money, and the longer the search extends, the more overtime you’ll have to pay existing employees and the more missed opportunities you’ll incur.

On the other hand, recruiters know exactly what to look for in the right hire, and since it’s their full-time job, they can have your new employee in place in no time at all.

Find Better Talent

Posting open positions on job boards and your HR site will attract candidates, but not necessarily the caliber of talent you need. Recruiters maintain talent pools filled with passive candidates interested in making a career move for the right opportunity. These people are gainfully employed, so they probably won’t even know about the position at your company unless they’re contacted by a recruiter.

Outsourcing your talent acquisition can be the difference between hiring a decent employee who will do the job for now and finding a long-term staffer who will grow their career with your company.

Decrease Risk

As you can see from the costs associated with a bad hire, choosing new team members is always a risk. However, allowing a recruiter to guide your hiring strategy greatly relieves the pressure placed on you.

When working with a recruiter, you always have the final say in hiring decisions, but you get to feel much more confident with your choice. Staffing professionals earn a living connecting employers with talented professionals, so if they weren’t skilled at it, they wouldn’t have a job. Plus, when you work with a staffing agency, you have the option to hire candidates on a temporary or temp-to-hire basis, allowing you to give them a trial run before making a commitment.

Thinking about outsourcing your talent acquisition strategy? To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at info@psychpros.com.

Every job requires its own unique set of skills and experience, but many leadership traits translate well to any position. Certain abilities, such as the capacity to empower people, lead by example and help others resolve their differences are universally beneficial.

As an ambitious person, you want to work your way up the ladder, and developing leadership skills is a great start. Hopefully you’re in a job you enjoy right now, but even if you’re not, make the most of it by using this time to build valuable leadership abilities that will help you get ahead.

Motivate and Encourage Others

People are drawn to leaders who inspire them and help them reach their potential. Start developing this skill now by boosting your colleagues’ confidence. When someone is feeling discouraged, take them aside for a pep talk, or if the whole team needs encouragement, gather everyone together and share a few uplifting words to rouse them.

Set a Positive Example

Every team has one employee that everyone looks up to, so position yourself as that person. Set a positive example for the group by behaving like a leader should — i.e., treat everyone with respect, pitch in where you’re needed and do your work the right way. Good behavior is contagious, so when you act like the kind of team member you want to work with, others will follow suit. Pretty soon, you’re leading by example.

Assist in Conflict Resolution

When two employees can’t get along, it has a negative impact on the entire team. Most people will sit back and watch the drama play out, but that’s not how a leader — or a future leader — operates. Develop the conflict resolution skills you need to get ahead by stepping in and mediating the situation. Help them find common ground, so they can focus their efforts on work, instead of feuding with one another.

Step Out of Your Comfort Zone

Leadership is all about guiding the team to new initiatives, so you have to be comfortable branching out into the unknown. If a leader is afraid to take risks and try new things, their apprehension can hold the entire team back. Let go of your fears by embracing the unknown and taking risks. Things won’t always go as planned, but sometimes that means the end result will be better than you ever expected.

Learn From Your Mistakes

No one is perfect, and that’s okay. You’re going to make plenty of mistakes in your career — especially when you step out of your comfort zone — so use this as a learning experience. Instead of beating yourself up, figure out what went wrong, and share your findings with the rest of the team. Not only will this help everyone around you learn, it will also inspire people to take risks of their own, because they’ll realize it’s okay to fail.

Learning to become a strong leader takes time, but if you commit to it, you’ll get there. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.

Getting to the top of your industry is hard work, but staying there is even more challenging.
Your best and brightest employees are the ones driving the team to success, but if you’re unable to keep them onboard, you can’t expect to come out ahead of the competition.

Every company experiences turnover to some degree, but if yours is higher than normal, this is something you can’t ignore. Chances are, the people heading out the door are your most talented, and without them your company is in jeopardy. People leave their jobs for many reasons, but when it happens en masse, at least one of the following reasons is likely to blame.

No Room for Growth

Some people are content to stay in their jobs for years, but this won’t cut it for your most ambitious workers. Top talent has big plans for their career, and if you’re not willing to help them grow at your company, they’ll move on to the next. If there’s no upward mobility for your most valued employees, work with them to create positions they can move into. Doing so will require a lot of extra effort, but they’re worth it.

Toxic Company Culture

No one wants to work at a company plagued by drama, hostility and pettiness. A work environment that causes people stress, anxiety and genuine unhappiness is not acceptable. Some people might put up with it, but your best employees know they can do better — and they will. As the boss, improving your company culture is a change that needs to be led by you, so vow to be better and actually do it.

Poor Compensation

Your best employees aren’t motivated solely by money, but the size of their paycheck does dictate their standard of living. No matter how much staffers love their work, you can’t expect them to stay with your company if they’re not earning a competitive salary.

Use the Bureau of Labor Statistics to benchmark employees’ salaries by industry and geographic region to see if you’re paying fair wages. If not, offer a salary bump if you can swing it. Sweeten the deal with perks — i.e., the ability to work remotely a few days a week — if your budget can’t be stretched.

Lack of Challenging Work

Certain types of employees enjoy the familiarity of doing the same tasks every day for years, which is fine, but they’re not your top performers. Monotony bores the most talented people, so keep them on their toes by providing a constant stream of interesting projects. Engage them with challenging work that requires them to think creatively and learn new skills.

Bad Managers

Working for a bad boss is terrible, and top talent solves this problem by quitting. Everyone isn’t management material. If your company hierarchy requires people to become managers to move up, you probably have a lot of people in leadership positions who aren’t cut out for it. Carefully evaluate your management team, and if you spot someone who shouldn’t be there, shift them into a high-ranking individual contributor role, as this is best for everyone.

Bright, highly motivated professionals are the key to your company’s lasting success. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at info@psychpros.com.

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