Rules of Interviewing

I used to think that interviewing protocol was common knowledge. I’ve seen too many disasters of late, and am now forced to reconsider. Obviously, job interviews vary from company to company but if you follow these rules you’ll have a better chance of setting yourself apart.

1.       The first rule happens pre-interview in writing your resume. Your resume must have correct spelling and sentence structure. If it doesn’t, you will not be asked to start the interview process. Have a few people proofread your resume and make changes as needed. Also, don’t have gaps in your work history or be prepared to explain why they exist.

2.       Be 10 minutes early to your interview. Make whatever allowances you must; because being late for your first impression is an automatic disqualifier.

3.       Dress at least one level above the dress code of the company you are interviewing for. You don’t need a tuxedo for a lifeguard interview but in most instances: a suit or professional attire will be appreciated, and you’ll be deemed more interested in the role by dressing well. Under NO CIRCUMSTANCES should you wear jeans, t-shirts, flip-flops or casual wear to an interview!  If you are the best software developer in the world you may get away with wearing your pajamas to an interview (maybe) and still get hired… for the rest of us: dress like you want the job.

4.       While we are talking about your attire personal hygiene is just as, if not more important, than attire. Body odor, unkept hair, and dirt on your clothes or person are an instant deal breaker.

5.       When you meet the interviewer look them in the eye and shake hands firmly. There is no substitute for confidence.

6.       Bring an additional copy of your resume to the interview. Yes, I know you already emailed them a copy, but bring another one. Often interviewers make notes on your resume during the interview and even if they don’t you’ll look prepared and gain credibility.

7.       If you have a current business card, bring it to the interview. I realize this is becoming a nostalgic practice, but it shows professionalism and is another reminder of who you are and that you should be taken seriously.

8.       Many companies utilize Behavioral Job Questions. You can find examples of commonly asked questions online. Spend a little time in the days leading up to your interview and review them. Don’t just think about how you’d answer them but verbalize your response. When you hear yourself talking you’ll have a better idea of whether your answer sounds credible. There will likely be a question about how you handle challenges or overcome mistakes you’ve made. You should have an answer prepared beforehand for this. Use a real example of how you’ve resolved the issue they present you with.

9.       Before you interview with a company get online and do research on them. Having some background on their history, company culture, products or specialties will set you apart from other interviewees.

10.   Have a few questions prepared to ask the interviewer. You can relate a question to something you saw on their website or ask them what they like best about their job. But, always have a few questions in your back packet to position yourself in a positive light.

11.   Finally, thank the interviewer for their time once the meeting is complete. Ask at that point about the timeframe and next possible steps. This shows interest in the role and eagerness to move forward in the process.

Why Use a PEO?

There are several reasons using a PEO might make logical, and financial sense.

To begin, let me pose the question- how many of you when starting your own business, did so with the intention of focusing on employee payroll, HR paperwork, workers’ comp and ever-changing government compliance?

I’m guessing the answer is: none of you.

Whether you intended to do those things or not, the responsibilities of handling employees’ payroll, HR Policies, on-boarding, accounting, tax compliance etc., all fall on you as you grow, and maintain your business.

The single greatest benefit of working with a PEO is that we take those responsibilities off your hands, and allow you to focus on the reason you got in business in the first place.

PEOs go beyond payroll and benefits, PEO’s share in the liability of your business in terms of government regulations, tax compliance, and HR Best Practices. We reduce your risk by partnering with your business and proactively using proper compliance protocols, taking the lead on audits, and legal matters.

Why PEO.jpeg

PEOs offer a collective group of expertise. This is a drastic change from tasking a few internal employees to become masters of their domain in all areas: payroll, HR, benefits, employee taxation. We have a group of experienced team members who understand the nuances of each department, and can address concerns as they happen.

PEO’s also offer a more extensive benefits package then a small to medium sized business could afford to offer on their own. Dental, Vision, Supplemental Life and 401k plans are offered at a collective rate, making them less expensive for the employee. We work closely with trusted benefits brokers and companies to ensure your Workers’ Comp and Health insurance plans are designed in the best interest of our clients and their employees.

Finally, PEOs through the list of benefits mentioned can help attract, and retain great employees for your company. Salary is seldom your employees’ only priority. They want a company who values them, offers a great benefits package, and helps them grow individually. By allowing Ataraxis to work with your business, you enable your employees to receive a greater compensation package, and resources then you could offer on your own. You’ll free-up time, and resources to better develop your staff, help them plan for retirement, and provide a trained professional who can answer complex questions as they arise.

Your company’s goals become our goals as we work together to improve the employees work experience, and dedication to your company. 

Small business - PEO.jpeg

What Is a PEO?

When scheduling an initial conversation with new businesses, most have the same initial question: what is a PEO?

A PEO is a Professional Employer Organization.

PEOs have a unique relationship with partner companies in that they assume many legal responsibilities through an extensive contract, and become a “co-employer” of your employees.

A PEO becomes the employee of record for tax purposes, and administration of the employee. They handle all responsibilities including payroll, withholding taxes, workers’ compensation, employee benefits, unemployment insurance, and retirement plan among other things.

The work site employer or “Client Company” stills handles the normal day to day functions of hiring, training, assigning work function, compensation etc. for each employee. But the PEO takes the functions of payroll, accounting, HR, and workers’ comp off the hands of the small to medium sized business. This frees up time, and resources of the company to focus on the main functions of that business.

PEO blog.jpg

We describe the relationship in these terms: if you had a payroll and HR departments inside your office, and needed them for something, you’d walk down the hall and ask them. We work in the very same way, accept that we are outsourced, and offsite.

Across the industry, PEOs vary in the amount of active participation. Some will offer software for payroll and accounting, and HR resources upon request. In this way Ataraxis if very different. We are hands-on, actively working as the HR and Payroll departments of your firm. We process paychecks, verify work eligibility, prepare handbooks, and handle new employee onboardings. We also work with the Client Company to create the most effective communication possible for our co-employees. Sometimes this means allowing direct contact with the employees, or using an internal point of contact to facilitate communication between the co-employee and Ataraxis staff.

We also offer specialized reporting on the payroll side, and customized HR benefits depending of the companies needs. For some companies, this means access to specific payroll cost data, for others it means company compliance training, and worksite certifications. Whatever your specific needs, Ataraxis can create a plan to streamline those processes that are bogging down your executives with paperwork, and lessen the workload and liability of your HR/ payroll team.  

Most important, is that this service is less expensive than hiring a full time HR and payroll person in most cases. You also have access to the experience of our entire team instead of requiring one or two employees to master the ever-changing world of payroll, and compliance.