Hiring Tips

Hiring Tips from Bill Gates, Jeff Bezos and Warren Buffett

Time and time again hiring managers will go through the interview process, select an employee, and only once the person is hired is it realized that they weren’t the best fit. This can be a time-consuming and costly endeavor. In order to make the best selection, try these hiring tips that are suggested by some of the most successful businessmen of our time.

Bill Gates’ Hiring Tips

Bill Gates recently said in an interview that it would be the jobs with the most flexibility that are likely to attract the best employees. The truth is that the workforce is incredibly competitive, but not just for employees. The culture and atmosphere of companies are highly scrutinized, and those that offer more flexibility will be the type of place that attracts good people.

Jeff Bezos’ Hiring Tips

In a recent interview, Jeff recommends keeping these three measures in mind when hiring:   1. Will you admire this person?  2. Will this person raise the average level of effectiveness of the group?  3. Along what dimensions will this person be a superstar?

Warren Buffett’s Hiring Tips

Intelligence, integrity, and energy are the things that Warrant Buffet says that all good employees should have. You want people who are willing to work hard, put in the effort, and do so with the highest moral standard. If you employee people like that, then you’ll never have to worry about what is being accomplished even if you’re not around.

Hiring good people will make or break your company. Put in the effort so that good people are attracted to your company and that they will share in your vision. You have to treat your employees like the valuable people that they are. Creating an atmosphere where people feel valued will make them essential employees that will likely stay with you for many years, or even for their entire career.


For more hiring tips, check out: Getting and Holding On to Talent

thank you emails

How to Write Thank You Emails After an Interview

You’ve just had a great interview and you are on cloud nine about how it all went. That’s one of the best feelings in the world. However, just as important as the interview itself, is how you approach the follow-up thank you email. Learning how to write thank you emails after an interview can make the difference in whether or not you get the position. Here are a few tips to follow.

Don’t Forget the Subject Line

Remember that the person who interviewed you is likely incredibly busy. Help simplify things a bit by writing a clear subject line in your thank you emails. This could be as simple as “Thank You for the Interview” so that the person has a clear understanding of what the email is about.

Thank You Emails Should Be Personal

Don’t forget to include the interviewer’s name in the greeting. This shows that you were paying attention and that you value the time of the person you are contacting. Make sure that the name is spelled correctly.

Get Specific

Include a detail or two about the interview that really stood out to you. Perhaps it’s something about the role itself that excites you, or you can even refer back to some of the skills that you highlighted previously.

Talk About Your Interest

This is an excellent time to extend your interest in the position one final time. This lets the employer know that you are truly invested in the process and that you want it to be absolutely clear that you want to have the job.

Keep it Professional

Make sure that your email is short, to the point, friendly, and error-free. Time is a commodity that most people don’t have enough of, so you want to be sure that your email actually gets read. Make it as easy as possible simply by keeping it an easy read.

Include a Closing

Never just send an email with a final paragraph. Instead, include a professional closing (“Sincerely” is the safest option) and put your full name. You could also link to a portfolio or professional profile, so they have even more valuable information about your skills and experience.


For more tips, check out our Job Seeker Resource Center.



Things You Should Never Do After an Interview

The interview is over. You are left feeling hopeful. Now you are on to the follow-up phase. Time to review things you should never do after an interview.

Delay a Thank You or Letter of Interest After Your Interview

Send a concise, error-free message 24-36 hours after the interview.

  • Email assures your message is promptly received.
  • Send a personalized thank you to each interviewer.
  • Not sure what to include? Find a template to guide you.

Stay Away from a Social Media Review of Your Interview

  • It’s okay to let friends know about your interview, but limit comments to stating your hopefulness.
  • Another issue is linking with your interviewer.
  • When in doubt, ask your interviewer about the company’s preferred approach.

Disregard Follow-up Guidance

  • Pay attention to what is said about follow-up communication.
  • If follow-up is not discussed, ask the interviewer for guidance.
  • Stick to the preferred follow-up time frame—this shows interest in the job.
  • Follow-up calls made too soon or often may detract from your candidacy.

Avoid Making a Change in Anticipated Salary

  • You were interviewed based your suitability for the position, including wages.
  • Human resources personnel make offers based on the company’s pay scale ranges.
  • Consider the value of growth potential and learning opportunities in lieu of higher wages.

Forget to Contact References

  • Drop a quick text to your references.
  • Include the company and interviewer names.
  • Note the position you are seeking, highlighting why you are a good fit.

Put Your Eggs in One Basket

  • Do NOT decide to stop interviewing. The interview may not have gone as well you thought, or the company may decide to go another direction. With that in
    mind, if you have stopped interviewing you will have lost valuable time in your search.


For all you need to know about applying to Beacon Resources, click here. 


Four Words to Help You Ace That Job Interview

There are many things to prepare for when heading to a job interview; the right questions to ask, how to present your accomplishments professionally, talk enough but not too much.

Recent research shows that job candidates underestimate the importance of sharing the value of what motivates them.  Being able to honestly state the four words,  “I love my work,” shows the recruiter that you won’t be showing up just for a paycheck.

Why is This Statement Valuable in an Interview?

o Job satisfaction, productivity, and retention are linked to motivation.
o External or extrinsic motivation is prompted by outside forces. It can be another’s praise, promise of a promotion, or vacation benefits.
o Internal or intrinsic motivation comes from within. Your inner drive is related to your values, beliefs, or creative abilities on a special project.
o Loving something for what it is, beyond any form of reward, means that your internal motivation is at work.
o A person who states a love for their work, is functioning from inner personal drive and desire.

What Do Recruiters Really Want to Learn about Candidates?

Recruiters want to hear, see, and feel a candidate’s enthusiasm and love for their work. This is expressed through words, actions, facial expression, and tone of voice. Think of people you know who become animated when talking about something they love. Witnessing that excitement is uplifting and infectious. This is what recruiters want candidates to express in a professional setting.

4 Steps to Take to Prepare for Showing Your Inner Drive

  1. Identify two or three work factors that you love and why you care about each.
  2. Find words that express your genuine feelings.
  3. Ask friends to conduct a mock interview with you. Listen to their feedback.
  4. Notice what made you feel awkward and what felt authentic.
    Now you’re ready…go for it!

“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.”  –Steve Jobs, Former CEO & Co-Founder of Apple Inc.

Now that you know more about what words will separate you from your competition, you’ll be armed with an additional weapon for that interview. To start your journey, contact one of the leading financial headhunters in the industry at Beacon Resources today.


5 Ways to Reduce Turnover and Improve Engagement

It is best for the longevity of any company to retain workers rather than to always hire new ones. Effective employee retention strategies can help greatly. Learn how to reduce turnover by following these guidelines.

  1. Create a Positive Work Environment

People want to work in a place where they feel welcomed. Allow employees to personalize their cubicles. Adding plants and foliage to a workplace is another strategy for improving people’s moods.

  1. Reward When Appropriate

Employees want to know their hard work is not going unnoticed. When someone exceeds a quota or goes above and beyond the call of duty, provide some kind of extra compensation. A gift card or a simple Employee of the Month distinction goes a long way.

  1. Promote Work/Life Balance

It is vital for all employers to view their employees as people and not as resources. That means understanding that people have lives outside of work. Bosses should avoid always emailing people when they are at home. It can also be good to have birthday celebrations and paid lunches to let people unwind.

  1. Support Employees’ Career Goals

Employers should speak with their workers once in a while to discuss career development. This can be done at the same time as a standard performance review. Look for ways to promote from within.

  1. Review Exit Interview Information Carefully

When someone does leave, employers need to understand why. An exit interview can help a business owner understand if something was unsatisfactory in the workplace. It is also possible, that the employee realized she could earn more elsewhere. If that is the case, as the boss, you may want to review the company’s compensation arrangements.

You can also improve employee retention by hiring the best people for a certain position with the help of Beacon Resources. We also have some great interview tips for new managers. Please review Beacon’s resource center for all kinds of helpful information.