Candidate Resource Center

Career and Placement Services

Changing careers is a major decision that can affect every dimension of your life. That's why The MRCypress Group recruiters spend time getting to know you, your needs, and your goals.

The MRCypress Group is a National Search Firm focused on the professional staffing needs of select clients that are involved in a wide array of high tech manufacturing in and related to medical devices; these clients are characterized by above average profitability, stability, strong investment in R&D activities resulting proprietary technology platforms and robust new product streams to drive growth.

How We Work Together - Honesty, Ethics, Integrity

All of the above go hand-in-hand because you can’t have one without the other.  Either you are an ethical, honest, and trustworthy individual or you are not.

In today’s business world “ethics” is probably the most critical concern.  Let’s think about it – every business transaction involves some level of decision making that involves ethics. It is the way one does business.  It is our reputation.  It is our job that is at stake, and in the end it begins and ends with each one of us.   Our ethics, the action we take, or the decisions we make indicate how we are perceived and judged by others.

Once a reputation is tarnished, it will never be the same.  Confucius once said, “To know what is right and not do it is the worst cowardice.”

Ethics and professionalism is, and has to be, “Number One.”  Our search consultants expect, and should expect, honesty, trust, integrity, professionalism, and the highest level of ethics not only from our clients, but from each and every individual candidate who is presented by The MRCypress Group.

Candidates should expect to be treated with respect, and they need to treat potential hiring authorities and our search consultants with the same level of respect and trust.  Integrity is nothing more than what you give to others and you expect to get from them.

It is not a “now and then” thing - ethics, integrity, honesty – it is a day-in and day-out thing.  Everything we do, the way we act and react, the decisions we make all count and the example we set is what we are judged by.

We do not work with candidates that exhibit a lack of ethics, integrity, honesty during the search and recruitment process.  Experience has proven that a lack of ethics, integrity, or honestly at this stage will manifest itself later during employment. If a candidate gives The MRCypress Group cause to question a candidate's ethics, integrity, or honesty we will remove the candidate from our client’s consideration.

During your initial meetings with our search consultants, we will discuss how we work together and establish our expectations in these areas and in your commitment and open and timely communication.

Confidentiality

Fundamental to our long-term working relationship with candidates is an unwavering dedication to confidentiality in all the information that is shared by any candidate. In no case will your resume be presented to a client without your prior permission. Your confidentiality will be maintained when working with The MRCypress Group

Fees

We are reimbursed for our services by the client companies which have engaged our firm's services.

Who We Work With

• Senior and Mid-level Executives
• Senior and Mid-level Engineering Professionals
• Senior and Mid-level IT Professionals
• Senior and Mid-level Accounting Professionals

Our Industries

Our recruiters are specialists who often have extensive work experience within their focus areas, and can help you connect with the leading U.S. and Global companies in your industry.

• Oil & Gas, Energy
• Manufacturing & Fabrication
• Contract Manufacturing
• Software Development
• IT
• Analytical and Laboratory Instrumentation

Career Planning Services

We offer the following assistance to help you maximize your career potential:

  • Protecting Your Privacy - Our secure database is accessible only to our professional search consultants.
  • Resume Advice - We can create a winning resume for you - what to put in - what to leave out.
  • Interviewing - We will prepare you for the interview - what to ask - what you may be asked.
  • Interviewing Do's and Don’ts - We will provide you with a check list to help you succeed in the interview.
  • Resigning Gracefully - Resigning from your current job is not easy. We will assist you with this process so you will leave without burning bridges.
  • Counter-offers - We offer sound advice in this area.

Preparing for the Interview

Candidate Prep Sheet

Dress: suit, tie, nice dress or skirt...etc. Interviewing can be a stressful situation - you want to be yourself and be able to really show your capabilities. Here are some simple suggestions we've developed that will make interviewing easier:

  • To get off on the right foot, don't get caught in the "tell me something about you" question. If you're asked that question, set yourself up so you can answer with your qualifications for the position by asking, "I understand you need a ______________, but in order to make sure we are both on the same page, what are the primary duties and responsibilities of the position?"
  • Ask probing questions, such as "What is the #1 priority for this position?" The answer to the question will tell you not just whether you can do the job, but will tell you if you really want to do the job. Then answer with a few examples of your accomplishments with this #1 priority. What problems have you had in this area?" or "How are you currently addressing this problem?"
  • Another important question to ask is, "What obstacles would prevent me from reaching this goal?" After this question, you can take a minute and talk about having accomplished a tough goal yourself.
  • Don't forget to ask, “If I perform well, where can I go in the company?" Your future goals and the future goals of the company are an important comparison for you to evaluate.
  • Be sure to sit down before your interview and write up 10 to 15 key questions you want answered during the interview. This should include everything that's important to you and don't forget to take your note pad and pen with you during the interview. You'll have your questions handy so you won't forget them and you will be able to take notes during the interview, so you won't forget key points later.
  • Avoid compensation and benefit discussions. If the hiring authority asks about your financial requirements, side step it by answering, "Compensation is important, but the opportunity to improve my career path is my #1 priority at this time".
  • Somewhere in the interview, you're going to have to ask for the job. One way to do this is to ask, “As I understand it, you are looking for someone who does...." and read back the primary duties. Then ask, "Do I have the qualifications to fulfill the requirements for the position?" It is critical that you wait for the answer no matter how long it takes. If the answer is yes then you can say, I'm very interested in the position, and I'm prepared to accept an offer if you are prepared to extend one." If the hiring authority is not prepared to extend an offer at this interview, your response should be, "I wasn't sure that you could, but I wanted to let you know what my commitment was." If the hiring authority feels you are weak in an area, you can reassure him with a past accomplishment in the same area.
  • Another less direct approach would be to say, "I’m interested in pursuing this opportunity. What's the next step? If the hiring authority says he is interviewing other candidates, you can evaluate where you stand by asking, “How do my qualifications compare with the people you are currently talking to?" This may be an additional opportunity to introduce another benefit of your past experience.

The 3 Part Pre-close and Close

  • Personal - Candidate says, "Hiring Authority, I feel very comfortable with the idea of working with you/for you (and your team). How do you feel I will fit in? (Get them to tell you what they think so you can overcome any objections there may be right away).
  • Thoughts - Tells Hiring Authority they are liked - nice compliment. If there are hesitations, gives you the opportunity to rebut. If Hiring Authority doesn't like you, it doesn't matter.
  • Qualifications - Candidate says,” Hiring Authority, based on how you have described the job, and based on my past experience and responsibilities, I'm confident that I can perform the job well and make substantial contributions. Is there anything about my background of which you are unsure?"
  • Thoughts - Same as above, except qualifications instead of personalities.
  • The Close - Candidate says, "Hiring Authority, I like everything I've seen about (take your choice) you, the company, the equipment, the team, the challenge, etc., and I want you to know that I want this job. What remains to be done (what do I need to do at this point) to get the job (to receive an offer)?"
  • Thoughts - Always tell the Hiring Authority and the job is wanted. Shows logic of "what is next." Give last minute opportunity to rebut.

Frequently Asked Interview Questions

  • What are your long term career goals, when and why did you establish these goals, and how are you preparing to achieve them.
  • What specific goals, other than those related to your occupation, have you established for yourself in the next 5 years?
  • What are the most important rewards you expect in your career?
  • What do you consider to be your greatest strengths and weaknesses?
  • How would you describe yourself?
  • How has your college experience prepared you for a career?
  • Why should I hire you?
  • What qualifications do you have that make you think you will be successful?
  • In what ways do you think you can make a contribution to our organization?
  • Describe the relationship that should exist between a supervisor and subordinates?
  • What two or three accomplishments have given you the most satisfaction?
  • What led you to choose your major field of study?
  • If you had it to do over again, would you plan your academic study differently? Why or why not?
  • Do you have plans for continued study? An advanced degree?
  • What have you learned from participating in extracurricular activities?
  • In what kind of work environment are you most comfortable?
  • In what part-time or summer jobs have you been most interested?
  • How would describe the ideal job for you following graduation?
  • What do you know about our organization?
  • What two or three things are most important to you in your job?
  • What criteria are you using to evaluate the employer for whom you hope to work?
  • Do you have a geographical preference? Why?
  • Will you relocate?
  • Describe a major problem you have encountered and how you have dealt with it.
  • What have you learned form your mistakes
  • Tell me about yourself.

Questions a Candidate May Want To Ask During an Interview

  • What are the responsibilities of this position, and which are the most important? If I were to start tomorrow, what would be the #1 priority for the position?
  • What would be my first project of production goals? What obstacles would prevent me from reaching these goals?
  • What results are expected of this position?
  • What are the limits of my responsibility and authority?
  • What problems and opportunities are associated with this position? How are you currently addressing this problem?
  • In your opinion, what specific aspects of my background make me right or wrong for this position?
  • What support is available to help me fulfill my charge here?
  • Will I have subordinates? What are their strengths and weaknesses?
  • Who will be my superior and what are his or her strengths and weaknesses?
  • Are there any projects in motion for which I will inherit responsibility? What is their history and status?
  • What are the totals of this company and my department?
  • What criteria will be used to evaluate my performance? When are evaluations scheduled?
  • What can you tell me about my peers in this company?
  • Why did my predecessor leave this position?
  • Why did you come to work here, and why do you stay?
  • What advancement can a person expect - in this company and in the industry at large - after doing this job?

Behavior Based Interview Questions

Management - Leadership - Team Effectiveness

  • Describe a recent situation that illustrates your style in taking charge and leading others to accomplish a task? What was the situation? How did you motivate your Team Members? Who was the hardest to get on your side? How did you do it?
  • Tell me about the last meeting you conducted. What was its purpose? What obstacles did you encounter? What were your objectives? Did you meet them? If yes, how? If no, why not?
  • What was the biggest contribution you have made to the profitability of a business? What problems did you encounter? What was your contribution? Did it work? Why or why not? What was the result?
  • Tell me about a recent situation in which it was important for you to bring about extra effort on the part of your subordinates. What did you do to motivate them? How did they respond?
  • Do you conduct formal performance appraisals of your subordinates? Tell me about the last performance appraisal you conducted. Was the appraisal positive or negative? Did the appraisal agree or disagree with your assessment?
  • Have you had a subordinate who was not performing to the fullest extent of his/her potential? What was the situation? What did you do? What was the outcome?
  • Have you ever fired anyone? Who did you fire? How long ago was it? What were the circumstances around the event? What did you do and what were the results?

Management Coaching and Development

  • Describe the last important task you delegated. What instructions did you give? How did you check on the progress of the assignment? Was the outcome satisfactory? Why or why not?
  • When was the last time you coached or gave advice to a subordinate? Describe the situation. What was the issue? What did you advise? How did it turn out?
  • Tell me about a particular person who has become successful as a result of your actions. Who was the person? What role did you play in their development? What is this person doing today?
  • Tell me about the last person you hired who just didn't work out? What was the problem? What did you do to try and correct it? Where is this person today?

General Interpersonal Effectiveness

  • Describe the first time you disagreed with one of your bosses or co-workers. What was the reason? How did you express your disagreement? What were the person’s reactions? What was the outcome?
  • Tell me about the last time someone criticized your work. What was the situation? What did they do or say? How did they justify their criticism? How would you handle the situation next time?
  • Tell me about a recent time when you had to rely on the cooperation of your peers to get a job done? What was the task? How did you go about gaining their cooperation? What difficulties did you run into? How did you handle the difficulties? How did it turn out?
  • Despite our best intentions, we don't always see eye-to-eye with people. Tell me about a co-worker whom you just don't seem to get along with. What does this person do that irritates you? Tell me about the time you got along best with this person.
  • Recall a time when you were really angry or frustrated at work. What was the situation? What did you do about it? How did you resolve the situation? (The value in these questions is as much in how the candidate answers them as what she/he says).
  • Recall a time when there was a conflict between your personal life and business life. What was the conflict? What factors did you weigh in you analysis of the problem and its resolution? How do you resolve conflict?
  • Tell me about your most recent interview. With whom was it? What was the outcome?
  • Describe the most prominent mistake you have made during your career. What did you do? What were the results? What did you learn from it?
  • Describe a time when you experienced a setback in your career. What effect did it have on you and your family? What did you do about the setback? What was the end result?
  • Tell me about the last time you received critical feedback. What critical feedback did you get? Is there a pattern to it? How did you handle the feedback? What were the results? (Probe to determine if there is a pattern to critical feedback).
  • What was the most difficult ethical business decision you have had to make? What did you do? What were the results?
  • Take a moment and visualize where you were working ten years ago. Describe the situation where you had to manage people or a project. What did you do? What were the results? How have you handled similar situations in the recent past? How does your management style of today differ?
  • During your last career move, what unfinished projects did you leave at the prior place of employment? What did you do about it/them? What were the results? (These questions tend to identify responsibility)
  • What was the worst thing that has ever happened in your life? What were your thoughts processes that helped you cope with the adversity/tragedy? Were you depressed during the incident and after its resolution? If yes, for how long? How did you get yourself through his hard time? Did you ask yourself. "Why me?" What was your answer (These questions tend to identify optimism)?

General Focus on Results

  • Tell me about the most long-term extra-hour effort you have undertaken in the last year. What was the project or assignment? What extra effort did you put in? Were you successful? Why or why not?
  • Tell me about a recent time when your work was very hectic. What did you do to keep it under control? How many extra hours did you work? For how long?
  • Which of your past jobs has been most demanding in terms of having to handle a variety of tasks at once? What competing demands did you have to deal with? How did you decide what to do first? How did it turn out?
  • Tell me about a particularly boring or distasteful task you have faced in the last twelve months. What was the situation? What made the task so boring or distasteful? What did you do to ensure that the task was accomplished? How did it turn out?

General Problem Solving & Decision Making

  • Tell me about the most perplexing problem you have faced over the last two years. How did the problem arise? How did you go about analyzing the situation? What alternatives did you consider? What solution did you decide to try? How did you implement the solution? What was the result?
  • Tell me about the last time you made a decision when the procedures or instructions you were given were unclear, ambiguous or contradictory. How did you decide what to do? What alternatives did you consider? How did the decision work out?
  • Tell me about the toughest decision you have had to make in the past six months. What made this decision so tough? What factors did you consider when deciding? How did you reach your decision? How did it turn out? How would handle this type of decision differently in the future?
  • Tell me about the most recent technical or analytical skill you have acquired. What led you to acquire this skill? How did you approach it? What would you do differently next time? Tell me about your most recent application of this skill.

General Customer Responsiveness

  • Tell me about the last time a co-worker asked you for help at a time you were very busy with work of your own. What was the situation? What were you asked to do? How did it turn out?

Interviewing Do's and Don’ts

Do's

  • Arrive 15 minutes early. Tardiness is never excusable.
  • Clarify questions. Answer the interviewer’s questions as specifically as possible.
  • Relate your skills and background to the position requirements throughout the interview.
  • Give your qualifications. Focus on accomplishments that are most pertinent to the job.
  • Be professional. Smile, make eye contact, and maintain good posture.
  • Anticipate tough questions. Prepare to turn perceived weakness into strengths.
  • Dress appropriately. Make your first impression a professional one.
  • Ask questions. An interview should be a mutual exchange of information, not a one-sided conversation.
  • Listen. Concentrate not only on the interview's words, but also on the tone of voice and body language. Once you understand how the interviewer thinks, pattern your answers accordingly and you will be able to establish a better rapport.

Don'ts

  • Don't answer vague questions. Ask the interviewer to clarify fuzzy questions.
  • Don't interrupt the employer. If you don't listen, the interviewer won't either.
  • Don't be disrespectful. Don't smoke, chew gum or place anything on the interviewer's desk.
  • Don't be overly familiar, even if the interviewer is.
  • Don't wear heavy perfume or cologne. The interviewer may not share your tastes.
  • Don't ramble. Overlong answers can make you sound apologetic or indecisive.
  • Don't lie. Answer questions truthfully.
  • Don't express bitterness. Avoid derogatory remarks about present or former employers.

Closing the Interview

Job Candidates often second guess themselves after interviews. By asking good questions and closing strongly, you can reduce post-interview doubts. If you feel that the interview went well and you want to take the next step, express your interest to the interviewer.

Try an approach like the following: "After learning more about your company, the position and responsibilities, I believe that I have the qualities you are looking for. Are there any issues or concerns that would lead you to believe otherwise?"

This is an effective closing question because it opens the door for the hiring authority to be honest with you about his or her feelings. If concerns do exist, you may be able to create an opportunity to overcome them, and have one final chance to dispel the concerns, sell your strengths and end the interview on a positive note.

A few things to remember during the closing process:

  • Don't be discouraged if an offer is not made or specific salary is not discussed.
  • The interviewer may want to communicate with colleagues or conduct other scheduled interviews before making a decision.
  • Make sure that you thoroughly answered these questions during the interview: "Why are you interested in our company? And "What can you offer?" Express appreciation for the interviewer's time and consideration.
  • Ask for the interviewer's business card so you can write a thank you letter as soon as possible.

Follow-up

After your interview, follow-up is critical. When you get in your car, immediately write down key issues uncovered in the interview. Think of the qualifications the employer is looking for and match your strengths to them. A "thank you" letter should be written no later than 24 hours after the interview and be sure to call your recruiter.

Relocation Assistance

We offer a comprehensive array of relocation services offered to our clients and to our candidates, including:

Salary Calculator

We make the relocation process easier for both candidate and client