Should You Hire a Candidate with Terrible Interview Skills?

Don’t you hate it when that happens? The perfect resume leads to a great screening call, and when the dream candidate comes in for an interview, the connection falls flat. Interviews gone bad usually result in a no-go. Instead, a candidate with greater compatibility and more interview-ready finesse will be chosen.

We all know that a great interview can lead to a bad hire, or to an employee who is eventually let go. After all, every fired employee was once at the top of a list of potential hires. In this case, we chalk it up to resume embellishment or a lack of post-hire growth.

But what do we do when the opposite happens? Have you ever hired an employee who interviewed poorly? Should you?

Ask yourself the following questions to determine whether an interview disaster could still mean employment gold for you and your company:

  • What are you looking for?

Are you looking for a confident, charismatic salesperson? If so, the shy and timid
candidate who just tanked their interview might not be hireable – at least not for this role. Are you looking for someone who is eloquent and able to deliver verbal communication like no one else? If so, perhaps you should pass on the mumbler who just came through. However, if you are hiring for an IT job or office job that doesn’t require these skills, perhaps the nerves or the mumbles aren’t such a big red flag?

  • Where did it all fall apart?

Did your recent interviewee fumble from handshake to “thank you for your time”? If so, you may want to look at elements outside their interview to make the call. However, if your interview went swimmingly until a certain point, identify that and consider the reason. Perhaps your office job candidate was confident & calm until you asked a more technical question and they were ruffled by a lack of experience. If this is paramount, choose another candidate. If you were just asking to gauge breadth, overlook it. Perhaps your interviewee only began to mumble and misspeak after you took a long pause to take notes. If they perceived this negatively, uncertainty could have taken over. Remember how this would make you feel in an interview and take heed – this may not be an indication of job performance potential.

  • What are this candidate’s strengths?

You chose to interview this candidate because they demonstrated strengths – perhaps it was in the cover letter or the resume, perhaps a phone screening did the trick, or maybe you had a very positive conversation with a listed reference. Think back to these assumed strengths and test their credibility against what was asked in your interview. Perhaps your tech job candidate has a successful troubleshooting track record but you spent a majority of the interview discussing interpersonal skills – a lacking area of your candidate’s expertise. If interpersonal skills are essential and there’s no time to train the candidate on this, perhaps it’s a bad fit. However, if this candidate possesses technological skill beyond your wildest dreams, what is there to lose?

  • Is this candidate a good fit?

The bottom line for your interview process is to find the best candidate for the position at hand. Is your not-so-savvy interviewee the one? Just as an anxious test taker might bomb a class in which they are otherwise an expert, so too can the perfect candidate unravel in an interview setting. Consider the entire body of candidacy – resume, cover letter, references, and disposition – when choosing your next hire.

For more advice and other HR tips, check out the TRN blog or call to speak with a staffing expert today!

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Why It’s So Important To Have Friends At Work

In a time where we work more than ever (47 hours per week, on average), Americans have to find a way to stay happy and engaged throughout the workweek. Spending the majority of your day miserable and alone is a recipe for depression and employee burnout. Avoid dreading going to work every day and increase your productivity by making friends in the workplace.

Don’t worry, be happy

Focusing on just work for eight straight hours is a sure-fire way to overwork yourself and waste productive energy. Studies show that taking regular breaks will keep you focused longer than burning all of your energy trying to plow through an entire workday.

Consider walking around and socializing with your coworkers for a bit when you run into a roadblock with your work. This can further develop relationships with your coworkers and help give your mind time to recharge. You may find that your quick trip to the water cooler inspired you to take a better approach to the project you were stuck on.

Avoid feeling alone

Your company operates as a unit and each member plays a key role to its overall success. Creating bonds with your coworkers will improve the way you collaborate with one another, which in turn increases productivity and efficiency.

It also doesn’t hurt to have someone in your corner in case of an emergency or if times get tough. A coworker that you have a good rapport with will go the extra mile for you if you need something done right away or have to switch shifts because of a family crisis.

Something to look forward to

If your job isn’t the most fulfilling, having a close friend in the company can give you a brighter perspective on having to spend over 40 hours of your week at work.

Creating a lasting bond

With the right focus you may actually turn a coworker into a deeply close friend. Sharing your goals with one another will be mutually encouraging for you both. This person may be beneficial to your life outside of work as well. Having good people in your life is never a bad thing.

For more career advice, team up with The Reserves Network where we always create a bond with our job seekers to ensure we match them up with the right employer and in the right position for their needs. We are a nationwide leader in staffing with focuses in the Cleveland, Columbus, Chicago, Milwaukee, Atlanta, Charlotte, Tampa Bay and Orlando metropolitan areas, and more. To find your next office job, light industrial position, or technical opening, contact The Reserves Network today.

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The Reserves Network Wins Inavero’s 2016 Best of Staffing® Client Award

best-of-staffing-2016-client-rgbThe Reserves Network, a leading staffing agency to the office, industrial, professional and technical markets has won Inavero’s Best of Staffing® Client Award for providing superior service to their customers. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients. On average, customers of winning agencies are nearly three times as likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

Focused on helping companies in the Midwest, Southeast and Northeast find the right people for their job
openings, The Reserves Network received satisfaction scores of 9 or 10 out of 10 from 63-percent of their clients, significantly higher than the industry’s average of 27 percent. Award winners make up less than two percent of all staffing agencies in the U.S. and Canada who earned the Best of Staffing Award for service excellence.

Additionally, The Reserves Network’s affiliate brands of Summit Technical and TempWise were recognized as Best of Staffing® Client Award winners.

“Leaders of growing companies are more committed than ever to staying flexible in this stable yet volatile market, making staffing firms the most viable employment partnership,” said Inavero’s CEO Eric Gregg. “Finding the best staffing partner with a proven commitment to service excellence can be really tough. is the place to find the winning agencies that place talent with the skills you need in your city or state. We are very proud of the 2016 award winners.”

This is The Reserves Network’s third Best of Staffing® Client Award. The company was a recipient in 2012 and 2014 as well.

How to Earn Respect as a Young Leader

In a world where mobile apps and social tech rule the business sphere, is it any wonder that 2016 boasts more young corporate leaders than ever? While the effervescence and global awareness of youth can be pervasive in the corporate world, yielding leaders who believe in sustainability, who fundamentally “get” technology, and who are vehemently social, can also feel burdensome. Without decades of experience to validate one’s authority, it would be easy for a young leader to perceive, or at least anticipate, a lack of respect from his or her team – especially if associates are older.

If you find yourself in a position of leadership as a young person, consider the following tips to command respect and achieve greatness:

Make Allies, not Friends

You want to be liked and you may even perceive being liked as being one step closer to being respected. Although being disliked won’t do you much good, making friends of those you lead will only cause perceived favoritism at best, and worse – a less authoritative and more reduced position. As you aim to execute goals from your leadership standpoint, your team of friends will only become lobbyists, leveraging your social loyalty to evade hard work or upsell their own agendas.

Pro Tip: Remain likeable, human, and relatable without choosing favorites or unveiling too much of your personal life. Remember your role.

Do Your Homework

The key to credibility isn’t how much you have seen or how old you are – it’s what you can accomplish. You have come into a position of leadership because someone believed in your capabilities and because you believed in yourself. However, if you don’t have the skill and knowledge to prove it, your team will wise up.

Pro Tip: You should understand the roles and responsibilities, plus day-to-day tasks, of every position you manage. If you don’t, do your homework.

Stay Humble

Ego is a sign of immaturity and incapacity to lead well. If you make mistakes, own up. If you aren’t sure, say so and make an effort to find the answers. If you’re making great money and achieving unprecedented success – don’t show it off. Appreciate it, and spread the wealth.

Pro Tip: Availability and response time are great signs of a humble leader; be reachable and face your team rather than seeking corner-office anonymity.

Be Helpful

The purpose of an umbrella leader is to join individual workers into a team of goal sharing go-getters. You have the charisma, the understanding, and the position to guide your team to excellence. Providing your young, fresh insights and strategies and offering mediation to conflicts on your team will exemplify your value and earn team respect.

Pro Tip: Don’t be afraid to correct mistakes. Many young leaders see this as a sure-fire way to lose points. But remember, the end goal is always the best interest of the team and the company.

Employ these leadership strategies and watch the respect of your team rise to the occasion. For more tech company advice, work with the Ohio HR specialists at The Reserves Network. Contact Us Today!

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How Much Social Recruiting Should You Really Do?

Is social recruiting the answer for 2016? If 2015 is any indication, then it’s not the answer, but part of the answer. There are a few things to carefully consider to determine if recruiting on social media is the right fit for your next hire.

What kind of company am I?

Are you the kind of company that would attract social media users? If not, it would be wise to focus on more conventional recruiting methods.

Who is my ideal candidate?

Know your audience. While the pool of social media users is vast and growing, you still might find that the individual that you are hoping to isn’t receptive to non-conventional recruiting methods.

The benefits

As the numbers of social media profiles grow, so too will the number of viable candidates who use these platforms on a regular basis. Likewise, the more common social recruiting becomes, the more comfortable social media users will be with this form of recruitment. If this trend continues to grow, your candidates won’t think twice if you invite them to your career page via a direct message or by tagging them in a tweet.

This staffing strategy is a great way to reach more passive job seekers. Active job seekers that scour the job boards are not hard to find. However, the more passive applicants or professionals that aren’t necessarily seeking a new job will require you to make the first move. With social recruiting, you are able to show them the position they just may be looking for, but haven’t actively sought out.

Recruiting candidates through social media also gives you an advantageous look into what a candidate’s lifestyle is. You may come across very telling information on a potential hire’s profile that makes you think twice about moving them on to the next steps in the hiring process. You may also find that a particular individual has interests and beliefs that directly align with the company’s goals. This insight can be more valuable than a cover letter or a resume.

To get more insight into recruiting best practices, or to find the best clerical, light industrial or technical candidates for your business, contact The Reserves Network today.

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Open Interviews in Wilmington, Ohio!

TRN has immediate job openings. Refer a  new employee and receive a $25.00 referral bonus. If unable to attend this event apply online at

Open Interviews in Wilmington, OH

The Reserves Network is hosting open interviews on Thursday, February 18 from 10am-12pm, located at Ohio Means Jobs in Wilmington. TRN has immediate job openings for :

  • Production Workers
  • Production/Manufacturing Operators

If unable to attend this event apply online at

Please bring a resume or work history.

Thursday, February 18

Ohio Means Jobs: Wilmington

1025 South St ste. 500

Wilmington, OH 45133

Contact for more information:
The Reserves Network – Hillsboro
(937) 393-0973

What Machine Operators Need on Their Resumes

Have you ever wondered, as a machine operator, what exactly employers are looking for on your resume? It’s not as basic as some might think. Here are some of the qualities that employers look for in the perfect machine operator’s resume.


This information should be prominently featured on your resume. Employers want to know you can do the job before they even consider you for a position. Don’t forget to highlight certain technical skills that will make you stand out from your competitors like certain machinery you have worked with or your maintenance abilities.

Quality of work

Experience doesn’t add up to much if you don’t provide quality work. In a warehouse environment, speed, safety and quality are musts. Deadlines need to be met and margins are too low for productivity to falter. Be sure your employer knows that you can work quickly without making mistakes.


A factory team is made up of many different people, and each one is equally important to the success of a company. Employers depend on consistency and reliability from their employees. Make sure your resume shows that you have a proven track record of great attendance in a similar role.

Intuitive with instructions

Machine operators need to be very particular and detail oriented. One minor mishap can ruin a large batch of products very quickly. This is why it is imperative that machine operators be good at taking directions- both written and verbal.

Willingness to train

Nothing stands out more to a hiring manager than a team player. Someone who can understand all the areas of a manufacturing plant, and is also willing to train and learn the different positions of multiple departments, is a true gem in the workforce. Be willing to wear multiple hats and feature this trait on your resume to put yourself a step above the other applicants.

For more resume and career advice, consider working with a nationwide leader in recruiting – The Reserves Network. From Dayton to Milwaukee and Charlotte to Orlando, we know how to connect light industrial workers, office staff and technical professionals with the right employers for their needs. Contact The Reserves Network today to find your dream job.

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Late to Work? How to Fix This Nasty Habit

No matter if you are an hourly or salaried employee, showing up to work on time matters. Coming in late affects your professional image and tarnishes your reputation at work. If you are the boss, then your tardiness will send the message to your employees that work isn’t very important to you. Start your day right by showing up on time with these key tips.

Identify the problem

Do you find yourself sleeping in more often than not? Are you constantly losing things that you have to find before you leave for work? Do you have poor judgement when it comes to commute time? Are you always trying to get one more thing done before you head to the office?

The first step in changing a bad habit is to create awareness of  the root cause so you can work to create a solution.

Create a solution

Once you have an understanding of some of the common roadblocks that often keep you from getting to work on time, it’s time to start making some changes.

You may have to shift your mindset to account for your frequent tardiness. By pretending it is 5-10 minutes later than it really is, it will help push you to show up on time or even early. By leaving a bit earlier, even if some unforeseen element comes in to play, you still gave yourself enough of a cushion to make your shift.

You may be someone who is constantly losing or forgetting something and having to march back into your house to find it. Prevent this by being more clean and organized. You know what you need for work so make sure all of those items are available and in one spot, the night before, so you can grab them and go in the morning.

Don’t let little things take priority over your job. While you may have a million and one things going on at home, you can’t let this affect your work life. Put that last errand or problem on hold and get out the door.

Another issue causing you to be late to work could be the fact that you don’t like your job or your career. You are much more likely to show up to work on time if you love what you do.

If you don’t love what you do or want more career advice, consider working with The Reserves Network. We are a nationwide leader in staffing and career guidance. Contact The Reserves Network to find your job, today.

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Job Fair in Charlotte, NC!

TRN has immediate job openings. Refer a  new employee and receive a $25.00 referral bonus.  If unable to attend this event apply online at

Job Fair in Charlotte, North Carolina
The Reserves Network is hosting a job fair on Wednesday, February 24 from 8am-12pm, located at our Charlotte branch. TRN has immediate job openings for:

  • Production Operators
  • Fabrication Operators
  • Scheduler
  • Process Engineer
  • Service Facilities
  • Accounting Assistant
  • Maintenance Technician

If unable to attend this event apply online at
Please bring a resume or work history.
Wednesday, February 24
The Reserves Network-Charlotte
2630 W. Arrowood Rd ste. A
Charlotte, NC 28273
Contact for more information:
The Reserves Network – Charlotte
(704) 588-8161

How To Tell If Your Employees Are Losing Interest

Finding employees that are both talented and passionate about their jobs can be a tall order. Often-times, employers are lucky if they can find an employee that is one or the other. However, if an employee is talented but not passionate about what they do, you may find that they are losing interest. Avoid losing one of your employees unexpectedly by paying attention to these key behaviors.

Less engagement

When an employee loves their job, everything is great; they talk about their projects and accomplishments all the time; they can’t wait to show up to work; they go the extra mile and come up with new processes or ways the company can improve. Watch for employees that start losing their drive. If employees start to disengage from their work, find a way to reignite their flame by giving them a new assignment or goals to strive for.

A drop in productivity

If a job becomes less interesting, it will lose its value to employees. This lack of appeal can lead workers to care less about deadlines or quotas. This is a good sign that a staff member is falling off or ready to jump ship. Find a way to make the workday less of a drag for these employees by adding a few easy perks like free snacks, an extra break or a longer lunch. Keeping these employees fresher may be just what they needed to stay positive and productive at work.

No proactivity

Employees that need constant delegation and reminders in order to perform their daily tasks, show a clear sign of low interest in their jobs. Ideally employees will go above and beyond to make sure that if there is a problem they can solve, they will fix it. If an employee’s problem is a lack in proactivity, you may find that emphasizing bonuses and giving them words of encouragement for their proactive behaviors is the positive reinforcement they have been waiting for.


This may be the easiest to spot but the hardest problem to deal with. A passionless employee will not only display their lack of interest in their performance at work, it will also show in their body language. Employees that have lost passion for their position will have less of an opinion, even in matters that involve their department. They will appear more relaxed or possibly slouched.

Take these employees aside and find out what exactly is going on. Do they need to be reassigned or given a more fulfilling project to inspire them to work more fervently?

For more advice on how to manage employees, work with a leader in staffing from Cleveland to Clearwater – The Reserves Network. Our team is proven in managing offices, light industrial factories and technical teams. Contact The Reserves Network to get your workforce active and engaged today.

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