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Six Ways a Temp-To-Hire Agency Can Benefit Your Business

The right employees are an essential part of a company to succeed. Many times poor hiring decisions have far-reaching consequences. A temp to hire agency is a useful option for an employer. Temp to hire is a working arrangement where employees are hired on a temporary basis ( Vitamintalent/Temp-to-hire-agency ). This arrangement is made to test recruits to see whether they are perfect for the company or not.

Here are some benefits to working with a temp-to-hire an agency:

Expertise

Temp-to-hire agencies have an extensive database of candidates and they are aware of the current market trend. Temp-to-hire agencies have the experience, connection, and skill to evaluate candidates on your behalf.

Lower the risk of a bad hire

A bad hire is not limited to a lack of skill alone. There are several other factors responsible for it. For example, negative attitude, non-cooperation with colleagues, being late etc. These are not reflected in a candidate’s CV. Temp-to-hire agency screen candidates for behavioral and soft skills to ensure they are a good cultural fit for the organization. You will find the employee ready for the industry as the agencies also provide training to candidates as per the industry demands. This certainly reduces the risk of a bad hire.

Less Footwork

When you hire a temp-to-hire agency, you don’t need to create a job description and advert through different channels. There are several processes like checking qualifications, reference check etc. which are time-consuming and involves a lot of paperwork. Before taking an employee on board, all the papers related to final recruitment and formalities are done by these staffing agencies.

Cost saving

When you hire a temp-to-hire agency, it saves cost for the company. Companies do not require spending funds for checking the background of an employee. Moreover, some projects run for a short time and hiring a temporary employee is beneficial for the company as it saves cost. Your organization can save costs on paid leaves, retirement and medical benefits until the employee is offered a permanent position.

Time to assess new recruits

The company gets time to assess the recruits. Since they are employed by the staffing agencies, the employer does not have the pressure to make a candidate permanent. If the temporary employee is not fit for the job, you can ask for the replacement employee from temp to higher agencies ( Vitamintalent/What-we-do ) without worrying about the legal aspect.

Flexibility helps to grow

Temp-to-hire working arrangement is beneficial for both workers and employees. It gives the flexibility to an employee to hone their skill and the employer to get staff as per their need.

Every company has different agendas, work schedules, and business strategies. To run it successfully and make a mark in the industry, one needs to be consistent. Using temp-to-hire agency reduces risks and maximizes the chance to stay competitive.

Do you’ve any questions? Please feel free to leave your comments below.

Top Interview Questions for a UI Developer

User Interface (UI) developers use design skills as well as front-end development technologies like HTML, CSS, and JavaScript to code functional and interactive websites and web applications. To implement these successfully, the UI developer ( vitamintalent.com/ui-developer-interview-questions ) must understand how users are likely to use the interfaces and how browsers work.

The job opportunities for UI developers are good, so if you are already in this field or are considering joining it, you can look forward to a well-paying, interesting, and long-term career option. Just remember to keep brushing up on your programming skills on a regular basis as this is also a rapidly changing career field.

What Interviewers Typically Look for in UI Developer Candidates

You should have solid design chops, and you must be strong in current development technologies.

Good communication skills are a must since many UI development projects take place in cooperation with UX designers, application developers, writers, and others. You must be able to succinctly explain what you are coding and how and why. You also need to be able to set your ego aside and accept feedback and criticism when your work warrants it.

In addition, you need to have an online portfolio to show the interviewers examples of your previous projects. If you are a newcomer to UI development, take some time to complete a few personal projects and have those at hand to show the interviewer. Along with your skills, it will demonstrate to them that you have the initiative, motivation, and discipline to work on self-directed projects. Given this, your lack of professional experience may not become a hindrance in landing a job.

Preparing for the UI Interview

Aside from compiling a portfolio of UI projects, prepare a list of the most commonly asked UI developer interview questions. Some of these are technical questions meant to test your knowledge of regularly used UI tools. Some may be questions to test your knowledge of the company you are interviewing with. Others are general questions that they may ask to evaluate your personality ( Vitamintalent.Com/What-We-Do ). Take some time to ponder over these and write down your answers. It will help you to be objective about your job expectations as well as your work skills, your motivations, and personal strengths.

Here are some commonly asked UI developer interview questions:

• What do you understand in Semantic HTML?

• What are the new features in HTML5 that the previous versions did not have?

• What is a CSS Reset?

• What are some of the attributes of the position property?

• What do you do to reduce page load time?

• What are the debugging tools that you use?

• How do you build a widget?

• Can you explain a grid system?

• How quickly can you learn a new technology?

• What do you like the most about being a UI Developer?

• What is your typical day like in UI development?

• What types of UI projects have you personally completed?

• If we hire you, what do you think you can contribute to our company?

A Quick List of Marketing Job Interview Questions to Ask Every Candidate

Building a strong marketing team is essential for a company to be successful, especially when your company is rapidly growing, and you are interviewing multiple candidates to fit in your organization. Here you will learn the best marketing job interview questions ( Vitamintalent/Marketing-job-interview-questions ) you should be asking every candidate you call for a job interview.

Marketing is a profession where you have to keep in mind that qualification isn’t the only criteria to find the best candidate for your company. You need to look at people beyond their regular profile and to discover how they will benefit your team. You need to look for people who have the passion and enthusiasm for marketing and who will fit with your culture. The right mindset has the potential for growth. You should keep it in mind while recruiting marketing professionals for the expansion of the company. This is because hard skills can be taught, soft skills are harder to instill.

These marketing job interview questions are meant to be chosen carefully. You have to keep in mind for a general marketing job you could ask any or all the questions, but for someone with a more specific role like blogging you could focus only on the question about the particular area. The interview questions can be open-ended which requires explanation and yes or no types. Both ways you can assess the right candidate for your job profile.

To get the basic idea

The goal of this technique is to allow the comparisons because past performance is indicative of future performance.

► Tell me about your career till now.

► How was your current role evolved since you started?

► What made you apply for this post?

To assess a candidate as an individual

The goal is to get to know the candidate at the core of who they are, how they think about things specifically.

► What is your hobby? How it has changed over time?

► What brands do you like on social media and why?

► Which is the last ad campaign that you have liked and why?

Finally, to test the potential of marketing

The goal is to analyze the skills of marketing and how they deal with it in the real world. You can balance these questions with case-style questions, which usually involve a hypothetical business situation.

► Tell us about a product which you have successfully marketed and strategized.

► What innovative tactics you have designed and how you have implemented to use the measure of the quality of the product?

► If you find a situation where customers have left a negative remark or feedback of your product ( Vitamintalent/What-we-do ), how will you deal with it?

► Suppose you are working in a situation where your team or CEO’s viewpoint varies. Which viewpoint will you choose?

These marketing jobs interview questions will help you find someone amazing who has an excellent long-term potential and who can analyze the target audience psyche to achieve realistic goals. So how do you hire the right marketing candidates? Feel free to comment and let us know.

How to Keep Calm and Manage a Creative Team

Companies often assemble creative teams to generate ideas and tackle innovative projects. If the team is capable and follows a well-planned work strategy, it can be more creative and get more work done than an individual working solo. The trick is to manage the team in a way that allows for individual contributions as well as collective efforts. Team members must feel comfortable with one another ( www.Vitamintalent.com/Managing-creative-teams ), and each member must take responsibility for the team's work.

Managing is Tough

Managing creative teams is especially tough. You must work with diverse personalities that have their own creative ideas about a given project, and sometimes their ideas may clash with one another. As a team manager, you must find ways of resolving creative differences without too much hostility or drama. Encourage constructive criticism and useful feedback. Remind team members that they are professionals in a professional setting and must behave accordingly. If the matter gets too heated, ask everyone to step back and take time to cool down and return to the project discussion later.

Dissolve Hierarchies if Possible

You want a free flow of creative ideas and solutions, not a situation where everyone must look towards an appointed leader for confirmation and approval. In such a scenario, people are more likely to come up with ideas that the leader is likely to approve of than ideas that are more suitable to push the project forward. You don't want that happening, so, as much as possible, grant all the team members equal status within the team. Remind yourself that you are a manager, not a leader. Your job is to manage the project and steer it to towards completion by ensuring everything is being done in order and by motivating your team members.

Understand the Creative Process

It is good to have a process to work with, but it essential to understand that creativity does not always flow from A to B. It may jump to Z and then alight on T before it starts to take shape and make sense. While time constraint and client expectations bind projects, it will help to allow leeway for creative ideas to develop fully. Managing creative teams involves encouraging individual creativity along with fostering group ingenuity.

Provide Your Team with Good Resources

If you are going to be creative, you need to have the resources to produce creative work. Make art materials and art paraphernalia readily available to the team. Assign a well-ventilated room that receives plenty of natural light as the work area and makes sure that there are an adequate number of tables and chairs for all the team members.

Encourage Experimentation

You can’t be creative without experimentation. If you want to discover what works and what doesn’t, you mustn’t shirk from experimenting and from making mistakes. It is inevitable that, while trying out different solutions ( www.Vitamintalent.com/What-we-do ), mistakes will occur. Don’t castigate anybody for that. You can only learn, grow, and develop by making mistakes. It is quite a necessary part of the creative process.

What are the Basic Interview Questions for Marketing Positions?

The best approach to interviewing potential candidates is to start with some standard questions. Here are five basic interview questions for marketing positions that you need to ask every candidate.

1. What Are the Five Essential Elements of a Marketing Campaign?

The five essential elements of a marketing campaign are – target, value proposition, call-to-action message, delivery method, and follow-up. If the candidate does not know these five essential elements, he/she might not be able to perform a strategic analysis of the market and the current scenario in which the business is operating.

2. What Are the Important Aspects to Check Before Launching a Product?

It is one of the important interview questions for marketing position ( vitamintalent.com/marketing-job-interview )
that tests the core marketing skills of the potential candidate. The six elements of a successful product launch are focusing on a single buyer persona, solving a specific problem, positioning your product right, building momentum with pre-launch marketing, iterative approach to product development and the right timing.

Only a good marketer will understand all these elements have to come together to make the product launch successful. It is necessary that the potential candidate you are interviewing has this basic knowledge about a product launch that can get your product off the ground.

3. What Are the Marketing Channels That You Have Experience In?

There are several marketing channels like SEM (PPC), SEO, email marketing, Print, social and display ads, content marketing, affiliate marketing, and many more. Depending on the target audience, every business favors some marketing channels over the others.

Marketers are less likely to have years of experience in every marketing channel mentioned above. You need to find a candidate who has experience in the marketing channels favored by your organization. If a candidate mentions experience in a marketing channel, ask him/her to describe how they delivered successful marketing campaigns.

4. Can You Tell Us About a Customer Trend That Is Disrupting the Market?

As marketing trends change, digital marketers need to keep themselves up to date. It is necessary the candidate you chose goes through the industry news and understands the customer trends.

There are several other questions you can ask the potential candidate. However, the list of interview questions for marketing position given in this post is enough to know the candidates has the right skills for the job.

5. What Are the Essential Ps of Marketing?

Most marketers who have helped develop a marketing strategy should know about the “Seven P formula.” The Seven P formula includes all important elements of a marketing strategy. It refers to people, product, price, promotion, place, packaging, and positioning.

As markets, products, and people’s needs change rapidly; marketers need to revisit these seven Ps to ensure they are on the right track and can gain maximum results for their clients ( vitamintalent.com/what-we-do ) in current market conditions. If the candidate is unable to answer this fundamental question, it can be a red flag.