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For Candidates and Recruiters, Uncategorized
One of the most uncomfortable, sometimes feared, nervous, sensitive and unsure conversations in the interview process can be the salary/compensation discussion. I say discussion because if you are dealing with a reputable, honest, forthright, well intension recruiting professional (firm/agency or corporate) this should be a conversation/discussion and not a question, response and then crickets situation. This is one of the most important areas to discuss and one that can be very comfortable and accomplish what each other is seeking – an understanding. After years of recruiting in the corporate arena, now via a recruiting firm I have participated in tons of salary/compensation discussions the following are some Do’s, Don’ts and items to consider for both the candidate as well as the recruiter:

Do Not make the compensation question the first or last question that is discussed. This is for the recruiter and the candidate. If a candidate asks “well what is the salary” as a first question that will probably be looked at negatively by a recruiter. If a recruiter asks that question first that may tell you something about the culture and raise a red flag for a candidate.
Be Prepared – Candidates do your homework to determine what your range should be or if you were to make a change what is your salary range. Recruiters may ask this even in the very first phone discussion and candidates need to understand that most companies use salary ranges, salary grades, job bands that set parameters for a lot of things including salary. So be prepared to respond and please do not respond that you are not comfortable sharing or you are afraid of being too high or fear of low balling yourself. An excellent recruiter will tee up the conversation just as what it is a conversation, they should explain that they will respond to what you communicate and will tell you if you are too high and should tell you that if you are low they can do better than your expectation. Candidates answer the question and Recruiters respond in kind.

Be realistic – most firms can understand if you are employed and may make a change that you want to improve your level of compensation but please be realistic and do not expect a 30%, 50% or higher increase. Most firms will potentially go 10% to 20%, probably closer to the 10% increase. Also please do not be COCKY or COY and act as if you are the only candidate that can do what you do – you may be really GREAT at what you do but realize there could be others to consider. Another point is that it is always a negotiation but be humble, yet confident in what you are requesting – being humble is not a negative and can be a strength. Comments like “I’d need to know more about the role, the duties and responsibilities before thinking about salary” can be a huge turn off for the recruiter.

Understand – understand that the recruiter is asking the compensation question early out of respect for you and being timely for themselves. There is nothing worse than going through an interview process, you become really interested in the role, the recruiter is really excited about you as a candidate and then it is determined that the compensation for the role or what a candidate is wishing for will not work. It feels so much better for both when the compensation range is at an agreeable point early on and the coming interviews can take place without this question hanging out there. A good recruiter should understand and try to empathize with the candidate and how they are feeling.
Don’t Negotiate Too Early – Candidates keep in mind that the first compensation conversation is not the time to negotiate, that can come later – the first conversation is identifying the range, ball park, parameters so to speak.

Candidates Be Careful – be careful and NOT put the recruiter in a box by asking what is the range for the role. Some recruiters may share the range and some may be hesitant to share because what if the offer is in the middle, not at the top end of the range will you be disappointed or wonder why you did not received an offer at the high end. Candidates keep in mind that some companies have practices to may at a % point within a range. This may allow for future compensation growth, they are aware and mindful of internal equity. Recruiters do not have the approval to make up a salary or have a blank check to write.

I also need this – I have seen and heard many items that candidates have wanted employers to do for them, to consider in an offer or address for them. Such as: My spouse will be changing jobs and I need to make up for their lack of income until they find employment – I have an electric car and will need a plug station to charge my vehicle – I need more vacation time or a higher bonus % (vacations, bonus % and other items are most of the time a part of policy and can’t be changed, it is what it is). Some things are negotiable and some are dictated by policy. It is not fair to expect a company to make up the difference of lost spousal income, some companies do have resources to assist with spousal job search. Such expectations are not realistic, they are recruiting you. Part of the decision as to accept an offer or not maybe can my spouse find or what are the employment opportunities for a spouse and that is your responsibility but do ask about spousal job search assistance and always network.

Candidates do keep in mind your cost of living needs and will the offer cover those expenses. You can ask for a higher offer if you do have those cost of living items to consider and refer to those items as cost of living items, not child care, not the cost to commute, tolls or related items. If there is a need that falls into the relocation spectrum some companies do have flexibility within that area – ask but don’t demand, ask for consideration.

Don’t lie be honest – you could get asked the “what do you currently make” question, if asked be honest. Some companies will ask to see a W2 or a recent pay stub, usually after an offer is made. If you lie you will be risking having the offer withdrawn and this could be after you have resigned, given notice at your current employer. Remember in some states where an employer can’t ask the “what do you currently make” question they may still be able to ask what are your salary expectations for the role or expectations to make a change.

Don’t apologize – candidates that are prepared, have done their homework and understand the salary discussion please do not apologize for your response – be confident but not cocky.

This blog has only scratched the surface when it comes to the compensation questions or discussions but this may provide you topics to consider and give thought to..

If you need assistance with finding the right talent or items such as resume writing, LinkedIn profile build, interview coaching, cover letter crafting and of course recruiting support P3 Integrity Recruiting may could assist and or partner with you on these recruiting related areas.
P3 Integrity Recruiting –
Jim Parker (Owner and CEO) – – 630-251-8701

Choosing an external recruiting partner isn’t a decision that should be taken lightly because it is a multi-faceted answer that can have long-lasting effects. This blog article will touch on why we do what we do @ P3 Integrity Recruiting, our beliefs as well as industry trends and facts when looking to engage an external recruiting partner.

An Understanding Recruiting Partner

“Where Do You Come From, What is Your and Your Teams Background” – this is a differentiator for us. As we now operate as an external recruiting partner all of our past experiences, where we grew up was from within the corporate, internal, in-house recruiting team. P3 understands the struggles, the challenges of having an open seat. We understand the challenges of hiring managers from trying to get an intake session accomplished to getting interviews scheduled and completed to the dreaded “analysis paralysis” that most (not all) hiring managers experience. We get it and work to minimize these challenges. A question that you as the client partner wants to have answered is how much time and effort with the firm put into qualifying and understanding your need and role requirements?

One That Makes The Best Use of Your Time

P3 understands the cost implications because of our internal recruiting experience. We will NOT waste your time “tossing resumes” to see if they stick. We will work hard to understand the role you are entrusting us with, target potential candidates that meets or exceeds the role targets. We will vet our identified candidates and those presented will have had an in-depth interview with our professional staff. We will present candidates that want to be a part of your company and want to live in the community where the role is located. That is why we ask the tough, thought provoking questions that are not yes or no responses but the why, have you thought or have you considered questions.  

An Advocate

When we partner on a role we seriously take on a role as your advocate – we think of ourselves as an extension of your company. We represent you and will strive to be a positive influence with candidates and in the world in which we co-exist.

We also take on the role as an advocate for our candidates. We work to represent them well because the candidates we present are not only vetted but qualified and are the best of candidates based on your specs and requirements.


We are not all things to all companies/people. If after discussing a role if we cannot fill the role we will tell you, if the salary is too low we will tell you, if there is anything that could be conceived as a negative by a candidate we will tell you. On the other hand we will confirm also the positive items that are a part of the role, search and or process. There is zero firms on the market place that can be all and do all – Zero, Nada, Zilch.


Some firms are and operate less than ethical or can be jerks. We take pride on being ethical and work harder at not being a jerk. The right partner will answer their phones, will respond to emails, will not poach candidates from you, a true partner will tell you not to hire one of their candidates if they fill it is not the right fit, communicate when the search is not going well and candidates are scarce.

Ready and Prepared

P3 will do everything to prepare and help a candidate be ready for interviews, travel, appointments and related items. This may necessitate our working closely together for the good and betterment of you, your company and the candidate(s).

No Surprises

As our leader (Jim Parker) has had the privilege to be in several leadership roles in his career one item that he has stressed to those internal teams and now to the team at P3 is let’s strive to have NO SURPRISES! P3 will work to minimize surprises, will go above and beyond to anticipate what those items may be and get answers ahead of time.

Setting Realistic Expectations

The firm and their partner must always agree on realistic expectations but keep in mind sometimes expectations can be an estimate. An example could be setting a time line of when you (the client partner) can expect to have candidates, is it summer when vacations are taking place and other factors that can effect timing. You still need to have expectations, strive to meet them but be patient as in recruiting you are dealing with one of the most unpredictable factors on this earth – Human Beings. If expectations sound too good to be true they probably are. 

Check Them Out 

As a potential client do your homework. Visit their website to see if what you are hearing you see as well. Some sites have testimonials/references review those. Ask for references. Review their LinkedIn profile and company page. The following are some potential questions you may want to consider asking the potential external recruiting partner (some of these you may find elsewhere.

What type(s) of roles do you usually fill? What is your wheelhouse?
What is the industry, channel, area or niche are they in?
Have they ever filled a position like the one you have open?
What is their process for search and indenting candidates?
What tools and technology do they utilize?
What is the fee structure? Review their contract/agreement
How do they communicate with clients?
How long will they work the search?

In conclusion choosing the right external recruiting partner will make a contribution to your business, make hiring easier and make your life less stressed.

Why not engage with P3 Integrity Recruiting today or when you have your next opening? We will strive to be an excellent partner, fill your role in a timely fashion with the right candidate but we will not be just someone that can do the job, we are more than that engage and experience the P3 difference.

P3 Integrity Recruiting – Founder and CEO Jim Parker
Contact us at – 630-251-8701


Integrity is the heartbeat of P3 – if there is no integrity then you have nothing. The relationships we’ve established, placements we’ve delivered for employers nor the connections we’ve made for individuals seeking positions could have happened without the honesty and integrity we value as a company. We know what  having the exact kind of person needed for a position means for your organization, as well as having someone who isn’t the right fit. We’ve seen how individuals’ lives are tremendously impacted by being placed with the right company. Integrity is not only in who we are, but it’s present in our recruiting process and how we understand and relate to you.

Integrity = Honesty and Transparency and that is at our Core

Integrity, broken down, is honesty and transparency. It’s you seeing us and all of our intentions, as well as us being upfront and honest with you about those intentions. By partnering with us for different recruitment needs, you are entrusting us with poignant responsibilities: to bring the right professionals to you or to bring you to the right organizations and companies. You are trusting that we have your organization’s best interests in mind or that we understand who you are as a professional and can find the best role for you. For our relationship with you to thrive, it is necessary for the veil between us to be removed.  This sets us apart from other firms.

That is a concept we thoroughly understand and work toward perfecting everyday. We can see how much of a difference that makes in your experience as an employer and employee. That is why we deem it so crucial in every aspect of every service we offer and everything we do.

The Personalized Process

Your time and energy is extremely valuable. You don’t have time or efforts to waste–which is why we take every step possible toward personalizing our recruiting process in a way that helps us understand you and your needs, “Measure 10 times and cut once”.  Our process is specific and transparent in such a way where you can trust the steps we take in getting your position filled by the right talent.

  1. Meeting. It starts with a relationship, similar to a marriage that means Honesty, Integrity and Transparency.  Beyond understanding listed needs, there is an understanding and growing that occurs. There needs to be trust and growth. You become more than just a “client”–we work very closely with your needs and how we can aid in your journey toward fulfilling them.
  2. Connecting. Your success is our success, and we don’t experience that success unless you do. We can clearly see how much recruitment would affect you and the relationships you have; we see the significance it holds for you to grow professionally and personally. This is why working with us is partnering with us. A connection and care that goes beyond presenting a set deliverable.  We do NOT throw something against the wall to see if it sticks, so to speak.  
  3. Placing. Our main concern and focus is achieving the right fit for you or your position. Selecting this right person is crucial for their success as well as yours. We are invested in your success as your partner, and that ensures that we will take the time and energy necessary to select the right person for you, rather than just throwing talents your way. Our successes are directly linked–as our partner, if you don’t succeed then we don’t either.
  4. Understanding. Every step of our recruitment process is saturated and propelled by our standard for integrity. Being honest, straightforward, and personable are our focuses in this process. We make it a point to thoroughly understand you, your situation, and treat you how we ourselves would want to be treated.

Quality over Speed

For 30 years, we have been connecting with individuals and organizations alike, recruiting talents and placing professionals in spots that are right for them. After doing this honestly for so long, we understand how it is more important for you to have the right fit for your position rather than have the position filled quickly.  Quality is why we ask what seems to some as too many questions whether it is focusing on an open seat or learning about you as a potential candidate.  When we do this right we take on a role as an advocate.  Not only will we work for what is best for our clients and our candidates but we represent you and ONLY wants what is best for you, client and candidate alike.  Years ago there was a catch phrase used for a consumer products company “Quality Goes in Before the Name Goes On” – that directly resonates with P3 Integrity Recruiting.  

Bringing someone to you who is ready to support, partner with you, and work to bring visions to fruition is the most important outcome. Whether your need is finding the right fit for your own career, or filling a position, we are certainly the best partner for you; and through positive personal interactions, honesty, and integrity we build lasting relationships we accomplish together what needs to be accomplished.

Contact Jim to start your very own lasting partnership with P3


It can be intimidating or nerve-wracking to put the process of hunting down candidates into the hands of a recruiter you either don’t know or haven’t ever worked with before. But have no fear; P3 Integrity Recruiting is here to share with you on how best to work with a recruiter to assure you’re getting the best candidates for your open positions.

So without further delay, let’s dive into our top tips for how to work with a recruiter for your company.

Screen your recruiter

It’s important to ask the following questions when working with a recruiter:
  1. How long have you been recruiting? How many successful open seats have you filled?
  2. What is the average length of new staff retainment for positions you’ve filled?
  3. What is your strategy in approaching candidates?
  4. What methods do you use to attract the right candidates?
  5. Why recruiting – why do you do recruiting?
  6. What drives you and motivates you?

Set your recruiter up for success

It’s important to give the recruiter as much information as you can about the job requirements in order to get the best candidates for your open seats. You will need to give a recruiter a properly formatted complete job description with as much detail about the position’s job duties, skillset, requirements and the ability to engage with hiring managers using your process to connect as well as your company’s benefits offerings.  Also discuss with your recruiter what would a career path may look like.

Don’t skimp on the company culture talk

Furthermore, companies need to be able to concisely describe their internal culture as to not waste time interviewing candidates who wouldn’t fit in the first place. Someone who may fulfill all the requirements and skillset, as well as being at the senior level you’re looking for, may not be potentially well equipped to work a standard management role in a physical office as they are committed to working remotely.
However, if your company has remote work options, this could be a great fit. This all comes down to giving your recruiter a holistic look not only at your open seats but at your company’s culture at large.  Why would someone want to work for your company?

Sell your Position with Perks

A great way to set your position apart from your competition is to educate your recruiter on your company’s unique perks. 
Things like:
  1. Casual dress code
  2. Remote/Work-from-Home Fridays
  3. Catered Lunches
  4. Continuing education that could range from Lunch and Learns to pursuing a degree
  5. Company Outings – team building activities
  6. Office animal companions
  7. A modern office layout or open seating
  8. Community involvement
  9. Environmental responsibility
These are just a few things that could peak a candidates interest and really put you on the forefront of being seen as a modern, inviting company.

Recruiters are there to be your biggest advocate in selling your company to your future employees, so make sure to give them a bit of your passion in your pitch about your company’s perks.

Don’t have perks? Ask your recruiter what candidates are asking for in companies or industries like yours. This is a great relationship building practice that helps both your company and your recruiter to learn and grow together.

Build that relationship – Lastly it is extremely important that your company and the recruiter you engage build a relationship.  As stated above not only will your chosen recruiter be an advocate but you want and need a trusted partner. Being a trusted partner means:
A recruiter that deals in honesty and integrity.
A recruiter that provides vetted/screened candidates not passing a resume to see if “it can stick to the wall”.
A recruiter that is not driven by how many calls they make or focuses on making their commission.
A recruiter that has your best interest at heart and also the candidates best interest at heart.
A seasoned recruiter that has been on the corporate side and knows what it means to have that open seat.  
A recruiter that believes in and exhibits excellent communications.  

Ready to get started with a recruiter with a proven track record? Contact us today to discuss your open seats.


In the recent past – particularly for Millennial, Generation z, and now Generation X age groups – construction careers/jobs held the perception of work you do if you couldn’t make it in the corporate world or if you didn’t pursue a nonrelated technical degree.

This is a gross underestimation of what is a stable, challenging, and thriving career field that those same generations, some crippled by student debt and unrealistically career expectations, is just now grasping as one with real potential.

As a result, the number of graduated programs and new apprentices have increased over the past decade. Currently, there are over 585,000 apprentices nationwide acquiring the skills they need to succeed while earning the wages they need to build financial security.

While you may already be familiar from your job search, here’s a short synopsis of the benefits you’ll find in construction careers that our recruiters feel you should consider.   

Job security

Above all, construction careers provide job security.

As a highly industrious nation, the US economy is intrinsically linked to construction. Data suggests the construction industry has more than 680,000 employers with over 7 million employees and generates nearly $1.3 trillion worth of structures per annum. More findings from a report by Dodge Data Analytics reveal a positive industry outlook for the rest of 2019:

  • Institutional building will increase by 3%.
  • Educational facilities should see continued growth in 2019, supported by funding coming from numerous school construction bond measures. Healthcare projects will make a partial rebound after pulling back in 2018. Airport terminal and amusement-related projects are expected to stay close to the elevated levels of construction starts reported in 2017 and 2018.  As you travel past a hospital/healthcare facility or an airport look for signs of renovation or construction, those are signs of a healthy entity.  
  • Manufacturing plant construction will rise 2% following the 18% jump that’s estimated for 2018. With more and more manufacturing being persuaded to be “Made in the USA” manufacturing should remain strong.  The recent pickup in petrochemical plant projects should continue, and cuts in the corporate tax rate from tax reform should encourage firms to invest more in new plant capacity.
  • Public works construction will increase by 4% due to growth in environmental and transportation-based projects backed by recent legislation.  Replacement for some aging infrastructure should drive this sector.  

Because of the uptick in construction projects, construction jobs offer secure and consistent work. Plus, Baby Boomers (born between 1946 and 1964) are now retiring from construction jobs in large numbers. An estimated 40% of the construction workforce is comprised of Boomers, and another 54% are reported to be at the managerial level. Due to noticeable talent shortages, contractors and construction companies are actively looking to fill these vacancies with the next generation of apprentices and journeymen with specialized skills that are simply not as commonplace anymore.

And, while it’s hard to believe you can’t do construction in colder climates that is simply not true, construction isn’t seasonal; it’s year-round. There’s still plenty of projects that need to be completed throughout the winter that have spring and summer deadlines.  New innovations and improved building/construction materials make year round working a real thing.  


Start earning NOW

Construction recruiters take pride in how easy it is to get into construction so you can start earning a respectable wage and learning true life lessons arguably earlier than most of your peers. The typical university path doesn’t place in a salary-earning earning position until post-college, and even then sometimes not until after internships with irregular compensation.

Compensation for construction workers varies by specialty, title, and experience. For apprentices, like carpenters, for example, the starting wage is 30 to 50% of the wage earned by seasoned carpenters and go upwards of $50,000 and beyond. However, construction workers who reach the managerial or executive level can earn near $90,000 plus.  In addition there can be hourly incentives and incentives to meet milestones and deadlines

Like any career, you get out of it what you put into it. The sky is truly the limit!

Work for veterans

Veterans: You’ve served our country with honor; now, let it give back to you with a career that builds on your previous experiences/learnings and gives you camaraderie similar to the military. Veterans are a pillar of our communities and an important segment of the construction industry.

It’s estimated that 15.5% of all veterans enter construction-related jobs once returning to civilian life. The skills learned in the military are direclty applicable in the construction field and highly sought after. Veterans also have characteristics that are valuable traits in construction:

  1. Can lead and follow
  2. Respect for authority
  3. Goal-oriented attitude
  4. Disciplined in completing tasks efficiently
  5. Safety-minded

If you’re a veteran, transitioning into the construction field could be seamless, rewarding and provide consistent employment.

Work-life balance

A true work-life balance is becoming harder and harder to achieve. American work culture has changed drastically in the last decade – we’re working longer hours, commuting farther, and retiring later than ever before.

Construction workers aren’t completely exempt from this; sometimes, you just have to put in more hours to get the job done, and individual circumstances apply. However the general structure of construction jobs allows for a reliable work-life balance.

Most construction workers have day jobs with evenings off, but there are some projects that have day and evening “shifts” depending on the project. When the job is done, it’s done – you’re either onto the next project or done for the day.  Often with an earlier start time, construction workers are finished earlier than most people and able to return home to their families sooner than many of their 9-5 peers.  It does depend in the project, the timing and deadlines.  

If you do have to work longer hours you may receive overtime compensation, depending on several factors.

No two days are the same!!  

By nature, construction work is not “boring.” Every day on the job poses its own challenges, often at different locations that are outside your normal radius. The environment is your classroom – breath fresh air, work with your hands, and see the fruit of your labor take shape as the days go by.

As an apprentice, you learn on the job and start contributing to your team’s efforts immediately. No matter how far along you progress in your career, there’s always something new to learn. The variety of projects, development in technology, and evolution in new materials foster a culture of continual education.

Why is it better to find construction jobs with a recruiter?

Part of the problem the construction industry has faced is marketing to younger generations and lack of education and resources available to younger generations vocational training programs. To modern-day jobseekers and students, technology is ubiquitous to daily existence and an endless storehouse of information is just a swipe away. Conventional marketing methods, inundated inboxes leave us unimpressed and annoyed with the job search.

That’s why working 1:1 with a recruiter to find your next opportunity is more effective. Not only does a recruiter save you time by doing the legwork for you, but he or she gets to know you on a personal level to ensure that what you invest in pursuing is worth pursuing.

Let’s find your job >>



The key to having a successful interview is anticipating what questions will be asked and building a conversation around those questions. Today we’ll discuss the top 8 questions asked in job interviews that you should be prepared to answer.

“If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle.” – Sun Tzu, The Art of War

Although these words were written in the fifth century BC, they still hold water when it comes to nailing an interview. True, you’re not literally preparing for battle, but you are suiting up to make a name for yourself in unfamiliar territory. Knowing yourself and knowing the company you’re applying to is vital to building a plausible case for yourself as a candidate.

How do you know what questions the interviewer will ask?

Put yourself in the interviewer’s shoes: What would you want to know about a potential employee?

Along with anything you come up with, pull from our list below to conduct a mock interview and practice your responses. We don’t just want to help you win the battle; we want to help you win the war.

#1: “Tell me about yourself.”

Anyone who’s ever been in an interview has heard this open-ended question that could go a hundred different ways. We’ve all probably wondered the same thing: “What does this person really want to know about me?”

Instead of telling your life story in excruciating detail, focus on what really matters.

Think of this as the perfect time for your elevator pitch.

Filter out what’s unnecessary to get to the root of what makes you a qualified candidate for the job. Start by highlighting two to three achievements and experiences you most want the interviewer to know, and then connect the dots as they relate to the essential duties of the job you’re applying for. Keeping it short, sweet, and to the point shows your ability to communicate effectively.

#2: “How did you hear about us?”

If there was ever a time to name drop, it’s now.

Naming a current or past employee who referred you or telling the story of how you found the position – article, social media, or job board – will help you better connect with the interviewer.

Share what excited you most about the role and what made this opportunity and company stand out among the rest. Shared enthusiasm for the position and how it

#3: “What do you know about our company?”

Any person can read an “About Us” page. If an interviewer asks this question, he or she is looking for how much you know and believe in the company’s mission.

Show that you’ve dug deeper than just memorizing facts and dates from a timeline; the interviewer wants to see that you think critically and understand what your individual contribution would be in achieving the company’s long-term goals.

Give the interviewer one or two lines about what struck a chord with you using a few keywords and examples from your own life.

#4: What are your strengths/weaknesses?

This is a favorite of interviewers because it forces candidates to show their cards.

Here’s how to handle both sides of the argument:


You want to be confident, not boastful. Talk about the qualities you have that are relevant to performing the job well and back them up with stories demonstrating how you’ve applied them before.

Be specific – naming “strong communication” as one of your strengths, although it may be true, is very broad. “Interpersonal relations,” on the other hand, is more direct and opens a gateway for you to provide a real example of this quality. Pro tip: Have a bulleted list of your top three or four favorite qualities cemented in your head so you’re not leaving the interviewer hanging and adding an awkward silence.


When it comes to your professional weaknesses, honesty is the best policy. However, statements like “I’m always late to meetings” or “I can’t meet deadlines” probably won’t get you very far.

Masquerading strengths as weaknesses – “I’m too much of a perfectionist” or “I care too much” – can also come off as arrogant and unauthentic.

No one is perfect; everyone has weaknesses. Being vulnerable about your weaknesses shows your humility and honesty, characteristics crucial to being able to receive feedback.

#5: Where do you see yourself in five years?

What the interviewer is really gauging with this question is your ability to set realistic goals.

Follow the SMART goal-setting theorem of setting:

  1. Specific
  2. Measurable
  3. Attainable
  4. Relevant, and
  5. Time-Bound goals.

Think about where this position could take you and form an honest answer that shows how the role complements your ambition to achieve these goals.  

#6: “Think about a time you encountered a challenge or conflict at work. How did you overcome it?”

How you deal with conflict says volumes about what it’s like to work with you. Challenges are a part of life; they’re simply inevitable. The interviewer wants to know you can handle stress in a healthy manner and overcome these obstacles through collaboration and personal accountability.

Share how you handled a particularly challenging situation expertly, spending the majority of the time talking about the part you played in reaching a resolution or compromise. Example: “Because of the new CRM I implemented, our sales team closed ten more accounts in Q4 than in Q3.”

Being able to problem-solve with a productive and positive attitude exhibits strong leadership and management skills.

#7: “Why did you leave your last job?”

If you’ve been laid off or fired, this question can feel uncomfortable and maybe even a little embarrassing, especially if there’s a large gap in your work history.

It’s okay – at one point, everyone has been caught in an awkward transition.

Be honest about why you were let go and display your eagerness to leverage it as a learning opportunity for your next position.

If you’re still working at your latest job, this is not a time to slam or vent about your current company. Represent yourself positively and focus on the reasons why this company is a better fit for you.

#8: “Why should we hire you?”

Here it is. The big kahuna of interview questions. The floodgates have opened for you to promote your skill set to the fullest.

Use this time to indicate why you’re capable of doing the job, but also that you’d be a better fit for the team and company culture than other hires.

Typically an ending question, close with anything you feel the hiring manager should know about you before he or she makes a decision about your application.

Above all, interviews shouldn’t feel like interrogations or pulling teeth; they should feel like conversations.

It’s a two-way street. The more relaxed and comfortable you are talking about yourself, the more confidence your interviewer will have in your ability to interface respectfully with other employees (and clients, should the position require it).

Be Prepared:  When preparing and thinking about your answers to the above questions keep in mind these are just a sample of want could be asked.  To better prepare yourself try to place all of your answers in the following frame – use real life, real experinece answers/references as examples.  Put your responses in the following format:
1.  Example that comes from a role, job, activity – specifically what was it?
2.  Your activity, what did YOU do – this is your time to talk about yourself
3.  What were the outcome(s), tangible findings or tangible conclusions

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Interested in food services, facility services, and hospitality-related careers? Our P3 Integrity Recruiting team specializes in recruitment for these industries, and has some interesting insight to share about exciting careers you can apply for in each of these fields. Our goal is to leave you feeling empowered in the career of your choosing.

Read this list and contact our recruiting team to learn about the many opportunities that await you.

Facilities Services

What is facility services and management?

As long as there will be plants, office buildings and infrastructure there will be a need for facilities services and management professionals. Sometimes referred to as physical plant or plant operations and management, the demand for these positions is growing faster than average.

Because the service area of facilities management is very broad and covers a wide range of industries, organizations, and duties, it’s an attractive field for job seekers who would like to wear a lot of different hats over the course of their career but maintain and build a career.

A facility is a building or amenity that has been designed and built for a specific purpose. Facilities management manages the property’s supplies, systems, trades, services, and equipment to increase efficiency. It’s the overarching coordination of the people, technology, and place to create a balanced, pleasant, and healthy working environment.

There are two categories of facility management: Hard FM and Soft FM. Hard FM takes care of the “essential” parts of the building that are required by law to protect the welfare of employees, such as HVAC, Plumbing Codes, Electrical Codes, Fire Safety, and System Preventative Maintenance are examples but by no means all encompassing. Soft FM are services used by employees or that building “occupants” benefit from having. Security, Landscaping, Cleaning, Pest control, and Office Moves all fall under the Soft FM umbrella.

Within the two categories of facility management are generally two tiers of facilities management roles.

  1. Strategic roles work with other departments to help them make decisions that involve the entire building’s well-being and function and understand their implications.
  2. Operational roles carry out tasks that require a high skill level and depth of knowledge in a specific discipline. Technical training from formal degree program or trade school or apprenticeship programs can also be a plus.   

Facility Services Roles

So, you want to work in facilities management, but in what vertical? There are several different types of facility management career areas:
Building Trades – electrical, plumbing as examples
Building and related engineering roles

Hardware Inspection & Maintenance
EHS (Environment, Health, and Safety)
Space Management and Migration
Transportation Services
Security Services – some entities security may be a totally separate department
Fire Safety
Operational Management
Business Continuity and Sustainability
Systems and Preventative Maintenance 
Strategic and Long Range Planning
Custodial, Housekeeping and Environmental Services

Here are three roles that could be considered:

Custodial, Housekeeping and Environmental Services Management

Custodial, housekeeping and environmental services management leads teams that have the responsibility for the cleanliness of building so that employees have a healthy place to work and thrive and one that visitors take away a good first appearance impression. Employees should feel a sense of pride in where they work and feel they’re supported in accomplishing their goals – grounds, landscaping, and custodial staff work to make sure this is realized.  Making that first positive impression can be a key contributor to the university, school, healthcare facility and or business.  

Management in these roles would oversee the cleanliness and first impressions that the setting exhibits, confirm the staff is maximizing their time effectively, negotiate with suppliers, schedule specialized services (like window washing) and conduct training sessions. Working with the facility’s occupants is also necessary to maintain order and discuss ways to improve the overall flow of the building.

Custodial and Housekeeping Management Average Salary:

Between $64,928 and $88,440 annually (

Construction Management

Construction management involves the planning, design, and construction of facilities to make the most of the utilized space and tailor it to the purpose it has for the employees who will work in it. The design and infrastructure of a building can affect employee productivity; construction managers anticipate tenants’ unique needs so the building can be set up properly and thrive long-term.

Construction managers are involved from conceptualization to project completion, working within budget and time constraints while managing a large crew and contractors.

Construction Manager Average Salary:

Between $90,000 – $150,000 annually (Bureau of Labor Statistics)

Facilities and Plant Engineer

Facilities or Plant Engineers are, in many cases, the leadership of a facility management team. Facility engineers are highly data-driven and detail-oriented, designing and executing new processes to better the facility’s overall operations. Facility engineers must master the art of production schedules, inventory management, process flows, quality control, and more, the understanding of how they’re all integrated.

Plant managers must also possess in-depth knowledge of the chemicals and materials their facility is handling to mitigate risk and ensure safety procedures are followed explicitly.

A few of the
basic goals of a facilities engineer are:

  • Maximize efficiency
  • Analyze material and labor costs
  • Implement control systems procedures
  • Collaborate with management on processes and contracts

Facility Engineer Average Salary:

Between $93,946 and $129,217 annually (

Food Services

What is food services?

In its simplest definition, the food services industry specializes in the preparing, serving, apportioning, and delivering of food. We engage with these services every day, as food is critical to our survival and health.

Providing businesses and individuals with the nutrition they need to succeed in their daily life is highly rewarding but requires a proactive attitude, strict adherence to performance standards, and an outgoing, commanding personality. From corporate positions at large-scale companies to on-site warriors, there’s never a dull moment in the food services industry.

Food Services Jobs

Food Service Managers 

Food service managers can be responsible for the daily operation of the total food service spectrum which includes budgeting, staff scheduling, ordering, inventory management, proper storage, food presentation/preparation, cleanliness and adherence to food safety codes and guidelines.   Careers in food service management are growing at a consistent rate, as trends towards more accessible, healthy options continue upwards. Food service managers work to uphold quality standards and meet customer expectations.

The primary duties of a food service manager are:

  • Hire and train new employees
  • Maintain inventory levels and order food, drinks, equipment, and supplies
  • Supervise food prep, portion sizes, and presentation
  • Manage payroll records and budgets
  • Ensure supplies
  • Schedule staff shifts and assign tasks
  • Talk to customers about their experience and address any complaints
  • Establish standards for personnel performance and customer service
  • Work with the culinary and related teams to continually improve quality and creativity

Food service manager average salary:

$52,030 (Bureau of Labor Statistics)


Unfortunately, binge-watching the Food Network does not qualify you as a world-class chef. But, that kind of exposure just goes to show how exciting the culinary world is and how it is truly brimming with potential. With emerging trends in locally-sourced, organic, and farm-to-table ingredients and natural preparation, more chefs seasoned (pardon the pun) in food sourcing are needed to guide restaurants towards higher quality products.

If you have a culinary arts degree, the world is your oyster. Whether you want to manage a kitchen manage a food service department or work for a major franchise, your career as a chef can be as diverse as you are.

Chef average salary:

Between $49,650 and $78,500 annually (

Dietary Food Director

A Certified Dietary Food Director oversees the menu planning, food ordering, and dietary needs of people in larger living, rehab, or learning communities. Hospitals, nursing homes, senior living communities, schools, and military facilities are common employers of dietary food directors and specialists.  This designation takes the role of a Food Service Manager to a specialized and higher level.  

Dietary Food Directors must have an extensive educational background in nutrition and previous experience in a related field as required by the Association of Nutrition and Foodservice Professionals (ANFP). Dietary Food Directors lead organizations with a compassionate understanding of the healing powers of food and its relevance to the longevity and enjoyment of life.

Dietary Food Director Average Salary:

$61,000 annually (Payscale)

Hospitality Management

What is hospitality management?

Hospitality management is the overall management of the tasks of a hotel, casino, sporting facility (stadiums, ball parks, event centers are some examples.  A passion for tourism, customer experience, being creative and knowledge of governmental regulations are essential elements to managing this department and its staff towards ultimate customer service.

Hospitality Management Jobs

Hotel Manager

Hotel Managers are responsible for the seamless operation and maintenance of a hotel and its staff. A highly customer-centric role, a hotel manager leads the entire building in delivering exceptional service. Resolving matters for staff and guests, budgeting, paperwork, and managing multiple departments comprise the “every day” of a hotel manager. Hotel managers tend to possess a natural charisma and positive disposition that is preferred in times of significant stress.

Hotel Managers are often considered the face of the hotel. They conduct themselves with the utmost professionalism. When with guests, Hotel Managers represent the hotel; when with fellow hotel staff, they represent the guests and their needs. Hotel Managers work with all departments to guarantee overall goals are met.

Hotel Manager Average Salary:

$34,235-$105,117 (Payscale,

Meeting/Event Manager

Meeting and event managers create experiences centered around a particular goal or occasion. Whether it’s celebrating holidays, weddings, product launches, or hosting seminars, conferences, or job fairs, an event manager and their staff takes care of all the finer details necessary to pull off a seamless event that delights guests and leaves them feeling excited about its purpose.

A meeting and event manager takes the lead on the creative and operational execution of events. Planning for these events involves coordinating many activities at once, such as sourcing materials from supplies, setting up the space, testing technology involved, and potentially managing the catering of the event.

Event managers are incredibly organized, proactive, and have an impeccable eye for details that make a difference. What many would say is “going the extra mile” is expected in event management in order to anticipate guests’ unique needs (such as health-related issues, like food allergies) or unpredictable occurrences. Although they may pull off star-studded events, they are comfortable working behind the scenes to ensure the client remains the star of the show.

Meeting/Event Manager Average Salary:

$69,400 – $139,071 (

Housekeeping Director

Think of a really pleasant or luxurious experience you’ve had at a hotel recently. From the moment you arrived to the second you left, you didn’t spend a second worrying about the cleanliness of your room. You were able to sleep soundly and blissfully go about your business knowing everything was taken care of, which is the essence of luxury.  You have the good people of the housekeeping department to thank for your experience, namely the Housekeeping Director.

A Housekeeping Director is an integral part of a productive facility staff. In hotel and residential settings, the Housekeeping Director works to increase the overall cleanliness, appeal, and stature of the building. Their primary focus is to increase budget productivity and reduce labor costs by making the right hires.

Housekeeping Directors implement programs aimed at increasing cleaning efficiency, coordinating supplies sourcing, delegating cleaning duties amongst staff, ensuring each area is cleaned to health code and cleanliness standards and completing monthly audits and paperwork. The Housekeeping Director role is very mobile, with direct upward opportunity at the establishment’s regional or corporate headquarters to train new directors in the practice of providing a specific experience.

Housekeeping Director Average Salary:

$43,000 – $90,000 (Glassdoor)

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