Are You Behind in Hitting Your 2017 Goals? Hiring Might Be Your Answer

2017 is over halfway through and many businesses use this time to review their yearly goals and evaluate their progress. If your business has missed a significant goal or you haven’t made the progress you expected, hiring might be answer.

Why hire?

Your business gains the help it needs to finish the year strong.

The most immediate benefit of hiring new talent is the opportunity the new employee provides to help finish the year strong. When you hire with your business goals in mind, you can choose a candidate with the skills and enthusiasm to make up for any short-term shortcomings.

“Back-burner” projects can be brought to the fore.

Bringing a new person onto the team helps reduce the workload for everyone else. When essential tasks are shared among more people, every person’s time becomes freer. If your team has a long “backlog” of tasks that are not urgent but that would boost productivity, hiring another team member might provide the relief your current staff need to address those tasks, moving everyone closer to their 2017 goals.

Hiring the right person benefits the entire team.

When you choose a candidate with the right attitude and an outstanding skill set, you help improve your company’s culture. You also add a team member whose enthusiasm and fresh outlook may inspire the rest of the team, leading to greater engagement and productivity which in turn increase your company’s chances of meeting or exceeding its yearly goals.

You’ll gain a competitive edge that lasts.

The benefit of adding a high-performing team member doesn’t end when 2017 is over. The person you hire now will provide additional support to the team for years to come, increasing your ability to meet more ambitious goals and to stay ahead of your competition.

Don’t have the budget for a new long-term hire? Talk to your staffing partner about hiring qualified contract staff to help you meet short-term goals.

At FootBridge Energy Services, our recruiters help our clients find the best talent in the energy sector, so you can maintain your competitive edge and reach your business goals. Contact us today to learn more about our oil and gas recruitment solutions.

How to Answer Behavioral Job Interview Questions

Behavioral job interview questions appear on nearly every hiring manager’s list. Unlike traditional job interview questions, behavioral questions ask you to recount a specific action or approach you used in the past in response to a specific problem or situation. Hiring managers hypothesize that by asking you what you have already done, they gain greater insight into how you will act in the future.

For job candidates, the most difficult part of answering a behavioral interview question is summarizing their past work in a way that tells a meaningful and memorable story.

Here’s how to practice answering behavioral job interview questions:

Collect your past accomplishments (and failures).

Make a list of the most significant accomplishments you have achieved in your career to date. Consider not only achievements you were lauded for, but also those that went unnoticed yet were essential to the smooth functioning of your workplace or the completion of a larger project.

Also, list your three biggest failures, mistakes or setbacks. For each of these, include what you learned. If you encountered the same situation again, whether a different approach helped you avoid disaster a second time.

Get your answers up to PAR.

Circle your three most significant or meaningful accomplishments and the failure to which you responded most constructively. Then, for each of these four items:

  • Write one sentence stating the Problem. (“We realized we had only four days to meet a deadline we thought wouldn’t come for several weeks.”)
  • Write one sentence stating the Action you took in response. (“I agreed to put in overtime on three of those four days, and I convinced everyone else to do so as well.”)
  • Write one to two sentences stating the Result. (“We managed to complete the project with two hours to spare before the deadline. We got a great deal of praise, but I started putting ‘pre-deadlines’ a month ahead of time into my calendar so I wouldn’t be caught in a similar crunch again.”)

For your biggest mistake, include a sentence about what you would do differently next time—or if there was a “next time,” mention how you addressed the problem differently and what happened.

Practice until you can tell these stories smoothly.

Use your 3-4 sentence PAR summaries to practice telling these stories as you’ve written them. For each, pay attention to the moments where you mention certain strengths. For instance, in the examples above, our interviewee can emphasize the interpersonal skills required to convince other team members to put in overtime, plus the improved organization that comes with better calendar management.

At FootBridge Energy Services, our recruiters connect qualified professionals to some of the best jobs in the oil and gas industries. To learn more, contact us today.