At our core, we're a company obsessed with the customer experience. For the past two decades, we have excelled at: RECRUITING....finding the right people for the right jobs. We specialize in attracting, screening, selecting, and onboarding qualified candidates.
How to Get Hired
We asked PPR Talent Management Group for some inside information on how to get hired at the organization. Here is what they had to say.
What key characteristics tell you a prospective employee will be a great fit for your company?
Recruiting the best and brightest people comes before everything else at PPR. Once we’ve got the right people as part of our team, we can teach them to be the best and brightest at their jobs. While our list of “must-have” candidate characteristics is long, it’s non-negotiable -- for a reason. We don’t expect our employees to lower their expectations when joining the PPR team, and we aren’t willing to lower ours, either.
Work well within a team
Have a great desire to succeed
Have a contagious and “can-do” attitude
Have strong interpersonal skills
Have an outgoing personality
Demonstrate an internal locus of control
Give back to the community
What can prospective employees do to get your attention?
At PPR we look for people with positive attitudes, willingness to learn, adaptability, teamwork, and personal accountability. This is an essential part of playing well with others -- both in and outside the workplace. Working hard is important, and so is the ability to play hard, laugh, and have fun. Our culture is all about balance, and the individuals who best fit our culture understand the importance of work-life balance. Last -- but in no way least -- comes giving back. Not only is it important to make a contribution to your community, it’s also a significant step in achieving equilibrium in your life. We find that all of these traits add up to the embodiment of our Core Values: Excellence, Trust, Service, Teamwork and Change.
Are there any unusual or especially rigorous steps of your hiring process that candidates should be aware of?
Our hiring process is anything but hasty. It begins with an initial screening with the Vice President of Great Employment Experiences to determine whether the candidate is a cultural fit.
Employees who advance receive an interview with hiring managers. During this follow-up interview, candidates are asked to share specific, detailed examples and experiences about how they have dealt with different workplace situations and challenges in the past.
A third interview covers specific job expectations, including everything from departmental roles and responsibilities to expectations for community service.
Once offered, we request that he/she takes 24 hours to deliberate before accepting the position. The goal? To ensure that each candidate fully understands that working at PPR is more than a job -- it’s a commitment to a unique culture and way of life.
Are there any positions or types of candidates you are particularly focused on hiring in this coming year?
PPR has experienced significant growth throughout the past year, therefore we anticipate the need for additional employees with exceptional sales and recruitment skills moving forward.
In addition to new recruitment openings, we will also need staff in quality management, accounting and finance, and sales support.
Regardless of the position, culture fit remains a paramount factor when filling every open role at PPR.
What should interested candidates do to find out more and get started?
We’re delighted whenever word of mouth leads new candidates to the PPR team. Individuals who are interested in joining PPR can visit our website at www.pprtmg.com. Open positions are listed under the “Opportunities” section along with additional information, including the job description, essential functions, qualifications and work environment. Applications can be completed on-line. Interested candidates should also “Like” our Facebook page and connect with us on LinkedIn. We can’t wait to meet you!