5 Tips for Following Up After an Interview

A job interview feels like a conclusion, like a concert at the end of a long, tedious rehearsal schedule. But that’s not quite true. The interview doesn’t close off the recruitment process. Rather, you can still take steps to follow up after the meeting and improve your chances of landing the position.

Can you make up for a disastrous showing with a career-saving email? Of course not. But still, at the margins, you can make a positive impact on your professional reputation. With a well-crafted follow-up, you can cement a strong interview performance and build relationships that might help you down the road.

With that in mind, here are five tips to help you get the most out of your post-interview strategy:

Actually Follow Up

You’d be surprised how many people fail to follow up in the wake of a job interview. Sometimes they don’t think the process itself has any value. Other times, they think the particular interview went so poorly that making an effort won’t do any good. But whatever the reason, they pass up an opportunity to increase their hiring chances.

Don’t make that mistake. After each interview, no matter how you think it went, take the time to at least send a brief “thank you” message.

Keep It Short

The people running the recruitment process are busy. Launch into a 1,000-word diatribe about your corporate vision, and you will likely just find your message dropped into the trash file.

Keep that in mind as you craft your message. A restrained approach is best. By sending a short, heartfelt “thank you,” along with a brief follow-up, you can ingratiate you with your interviewers.

Move the Ball Forward

The main goals of a follow-up message are simple: say “thank you,” and remind the interviewers that you exist. However, in some cases, you can get a little more value out of the exchange.

Done cleverly, you can slip in a little additional info, complementing the details you shared during the interview. You still don’t want to get too wordy, but if there are things in your interview you didn’t get to cover, the follow-up message provides a good opportunity to at least mention them.

Don’t Expect a Reply

Consider your follow-up message as the final word in the conversation. Don’t chase people down for a response. If you do, you might start to give off a distinct stalker vibe. Continually hectoring your potential employer will only hurt your chances.

Build Relationships

You shouldn’t expect a reply, but you might just get one. If you do, it can represent an excellent networking opportunity. Even if you don’t get the particular job you interviewed for, you might create a useful contact and, by extension, secure possible future opportunities.

If they give you an opening, stay in touch with your interviewers. It will provide you with another professional connection, which could give you a boost in the future.

Following up becomes an easier task when the interview itself goes well. You feel energized and excited to talk to the people again. This happens when you find positions well suited to your skills and experience. Partnering with a strong staffing firm, like PrideStaff, opens the door to these ideal opportunities.

Contact the staffing specialists at PrideStaff Bend today to learn more.

4 Training Tips for Seasonal Employees

The holidays are just around the corner and if your company hires seasonally during it, you’re likely in the process of starting to recruit. However, are you also thinking about what happens after you hire in terms of training? If not, you won’t get the most from your seasonal workers.

Just like your core, full-time staff, your temporary workers need to be onboarded and trained. While the process might not be as in-depth as with full-time employees, it’s still key to maintaining productivity and avoiding mistakes.

To help maximize your seasonal employees, here are a few tips from Phoenix recruitment firm – PrideStaff – for training them:

Train them before their start date.

Set your workers up for success by getting them up to speed before their start date. You can provide training on all necessary topics related to their work and the company, from technology and processes to necessary skills. By providing this information and training upfront, your seasonal employees will walk into their first day on the job more comfortable and more confident, too. They’ll also understand what you expect from them, which leads to better performance.

Use a buddy system.

Assign temporary employees each a buddy whom they shadow in those first few days, as well as turn to for questions and information during their assignment. Buddies should be seasoned staff members who are good listeners and patient when it comes to explaining processes and procedures. They should also be able to observe the seasonal employee and the quality of their work, offer coaching, and report back to you.

Make them feel welcomed.

Just like full-time team members, seasonal staff are an integral part of your workforce. It’s therefore important to make them feel that way, welcoming them, supporting them, and encouraging your full-time employees to do the same. Temporary employees know they’re only on the job for a short-term period of time, so, therefore, could be disengaged from the start. But by making them feel like part of the team, you can avoid this and keep them motivated and vested in your company’s success.

Get ahead of any problems.

If there’s an issue with a seasonal employee, deal with it immediately. They might be struggling with a certain technology or process and simply need some additional support. If that’s the case, the sooner you offer it, the easier it will be to overcome minor problems before they escalate into major ones.

Need help hiring seasonally for your team?

As a leading Phoenix recruitment agency, PrideStaff has the pre-qualified, skilled and dependable workers you need for a variety of roles on a short-term, long-term, or full-time basis. Even better? We’re just a call away!

How You Can Be Properly Prepare for Your Interview

Landing a job interview is exciting but can also come with a lot of pressure to make the best impression possible. To prevent your nerves from getting in the way, preparation is key. Properly prepare for your interview with these tips:

Consider the Employer’s Perspective

Review the job posting carefully to get a clear idea about the most important qualifications the employer is looking for in the position. Also, research the company by reviewing its website, social media, and any recent press releases, so you have a thorough understanding of its mission, values and products/services. Considering the employer’s perspective will help you prioritize what you need to highlight in your responses during the interview.

Practice Your Introduction and Responses

Since interviewing isn’t something most people do on a regular basis, it’s understandable that the interaction won’t come naturally. Don’t put pressure on yourself to get it right when you’re on the spot in an unfamiliar situation – instead, practice it ahead of time. Practice your greeting, handshake and making eye contact. Also, anticipate common questions you’re likely to be asked and rehearse your responses (not word-for-word, but at least the overall content and structure) so you’ll be able to make your key points and not ramble or go silent due to nerves.

Brainstorm Questions to Ask

Interviewers don’t assess you solely based on how you answer their questions – they want to hear what questions you have for them. Thoughtful questions show the interviewer that you are taking the opportunity seriously and are enthusiastic about it. Brainstorm questions to ask ahead of time – if you wait until during the interview to come up with questions off the top of your head, you risk drawing a blank and looking like you’re not that invested.

Select Your Outfit Ahead of Time

A professional appearance is a crucial part of how hiring managers form their impressions of you. Don’t distract from your qualifications because you don’t look well-groomed or dressed appropriately. Prepare for your interview by selecting your outfit ahead of time. Pick something simple and professional (such as dress slacks and a blouse or button-up shirt), and ensure it’s clean and wrinkle-free. Along with your outfit, have extra copies of your resume, a notepad, and pen packed and ready to go.

Know Where You’re Going

A day or so before your interview, make sure you know the exact location of the interview, how long it takes to get there, and parking options if necessary. Estimate how long it will take to get there and add in extra time as a buffer in case something goes wrong or you can’t easily find it. This way, you’ll arrive early and calm rather than rushing around and anxious.

Find Your Next Job with Help from PrideStaff Akron!

Are you ready to see what opportunities are out there? Work with PrideStaff Akron to find new career opportunities that are the best fit for you. Search our database of current available jobs to get started.

How You Can Get to Know Your Employees Better

As the boss, it’s natural for you to feel a bit of a division between yourself and your employees. When you pass in the hall, you’re polite and even friendly to each other, but have you ever considered the benefits of really getting to know them – as the unique individuals they are, rather than just part of your headcount?

The 80/20 Rule

Experts suggest following the 80/20 rule when it comes to building stronger, healthier relationships with your employees. This means devoting 20 percent of your time to this purpose.

• With only so many hours in a day, this concept may seem unrealistic. But, investing this relatively small amount of time has significant benefits that pay off in the long run. And as noted by Hollie Delaney, lead link of people at Zappos, the 20 percent guideline is “less literal and more of a guiding principle. It’s the encouragement to get to know your employees in not only how they work, but who they are as people, and strengthening the emotional connection within these groups.”

The Benefits

When people feel like they’re working with friends, they are naturally more accountable to each other.

• You can find an opportunity in every encounter. It can be easy for everyone to get into the zone and miss what’s going on with each other. Grabbing a coffee and connecting with an employee is a welcome break from the daily grind.
• The work becomes more efficient. You may already know a person’s strengths, but learning what their passions are can add new meaning and drive.
• When you get to know each other on a personal level, mutual respect grows. Knowing someone’s triggers, as well as their strengths, can also improve communication.
• You become a more effective coach, as you learn best how different people receive feedback.

How to Make it Happen

While you make the 80/20 rule your guiding principle, follow these tips to get to know your employees better:

• Have an open-door policy. Managers who show high levels of accessibility are more likely to have employees stopping by for a quick chat or to bring difficult issues, situations or ideas to the attention of their manager. This gives you a better pulse on what’s happening among your workforce.
• Spend time together outside work. Host and attend team social events and less professional gatherings. Go to a ball game, meet for Happy Hour, or volunteer as a group to support a charity that an employee is passionate about.
• Work alongside them. Roll up your sleeves and work side by side. Most employees enjoy sharing what they do and the pride they have in their jobs. Plus, you can work together to improve processes, develop new ideas, and solve problems.

For additional resources as you develop your winning workforce, contact the PrideStaff Modesto team today. In addition to temporary, contract, temp-to-hire, and direct hire recruitment, we can assist in meeting your staff development goals and building your employer brand so you stay ahead in today’s increasingly competitive talent war.

How to Mentally Prepare for a Long Day at Work

Long days on the are rough, whether you’re doing temp work in Las Vegas or have been with the same company for years. No matter how much you enjoy your job, an extended shift can take a toll on your mental state.

A busy season can bring plenty of long days, but even one on the horizon can be enough to fill you with dread. Thankfully, proper mental preparation is all you need to get through it. Here’s some advice to help you get ready to put in some serious hours on the job.

Prepare For Work

Four Tips to Mentally Prepare for a Long Day at Work

Go to Bed Early

A long shift is even more grueling when you start the day exhausted. If possible, get some extra rest the night before, because you’ll need it. When you wake up feeling refreshed, you’re in a better mindset to take on any challenges that come your way.

Think About What’s in Store

You might not like what your long day at work entails, but blocking it out of your mind won’t help matters. Mentally reviewing everything you need to accomplish by the end of the day prepares you to tackle it.

Make a Game Plan

Completing a long day at work requires a strategy. Make a list of all tasks you need to accomplish, and include time estimates next to them. This will help you stay on track, so your long day doesn’t get even longer.

Be sure to budget in extra time, because it’s unlikely everything will go as planned. This way, when something unexpected inevitably occurs, your entire day won’t be thrown off track.

Focus on the Positive

When facing an extended shift, it’s easy to have trouble seeing the light at the end of the tunnel. You might feel like the day will never end, but you’ve got this.

Concentrate on the positive aspects of your day — i.e., what you’ll accomplish, the opportunity to make a great impression on your boss, and the fact that you’re gainfully employed. When you feel like throwing in the towel, this will help you keep ongoing.

Get the Work-Life Balance You Deserve

If putting in long days at work has become your usual, it’s time to make a change. PrideStaff Las Vegas can help you find a temporary, temp-to-hire or direct hire job that allows you to have a life outside of work. Contact us today to get started!

About PrideStaff Las Vegas

5 Scary Resume Mistakes to Avoid

With Halloween around the corner, there are plenty of frightening experiences just ahead. Make sure your resume isn’t one of them for hiring managers. When you’re putting yours together, avoid the following mistakes, so you don’t scare off your next potential employer:

Mistake #1: Making hiring managers crazy by not following directions.

Hiring managers will often include specific instructions in their job postings. For example, they might ask you to send in a work sample or to include a certain subject line when you email your application materials. If you don’t adhere to these simple instructions, they’ll wonder how well you’ll follow the rules once on the job.

Mistake #2: A frightening lack of experience.

Sometimes, a job comes along; that’s your dream opportunity. Even if you don’t meet every qualification, you apply anyways, just in case. This is ok once in a while, but don’t make it a habit. If you’re consistently applying to jobs just out of your reach due to lack of experience, you’re not going to be taken seriously by hiring managers.

Mistake #3: Ghastly formatting.

When hiring managers are reading resumes, they only take a few seconds to devote to each one. That’s why yours needs to be easy to scan with consistent formatting. This includes making sure margins are wide enough, and the font is at least 10 points in size and an appropriate choice, like Calibri or Cambria. Also, job titles should be bold-faced with the content underneath bulleted.

Mistake #4: An alarmingly generic resume.

If it’s clear you pulled your resume off the web and just tweaked it slightly, it’s not going to stand out to a hiring manager. You’ll sound just like every other candidate out there. That’s why it’s so important to create a unique one from scratch. While you can certainly look to the other resumes for inspiration and examples, don’t copy them verbatim.

Mistake #5: The too-much-information plague.

Whether you send in a resume that’s four pages long or include personal information, the bottom line is that you’re making a mistake. Keep the length to two pages or less. Also, avoid anything personal, such as hobbies, unless it’s directly related to the opportunity.

When it comes to your resume, it’s your ticket into the interview process. Make sure yours doesn’t frighten off hiring managers by avoiding the mistakes above. And if you’d like more help with the job search process, turn to the Tempe employment team at PrideStaff. We have the tips, advice, and opportunities you’ve been looking for. We’re just a call away!

Beating the Monday Blues: 3 Ways to Start Enjoying Your Mondays Again!

Like many people, Monday is a word you dread. The start of the traditional workweek means trading the fun and freedom of the weekend for alarm clocks, meetings, and deadlines.

Whether you’re making the rounds of temporary work in Las Vegas or have held the same full-time job for years, welcoming Monday with open arms is hard — but entirely possible.

Here are three tips to help you beat the Monday blues.

Create a Relaxing Sunday Night Ritual

Your weekends are busy. Spending time with family and friends, running errands, and doing projects around the house requires a lot of energy. This can easily leave you feeling drained by Monday morning. Change that by making Sunday nights all about relaxation.

Enjoying peace and tranquility means something different to everyone, so do what works for you. This might involve having a family movie night, going to a yoga class, or taking a soothing bubble bath. Afterward, you’ll be in a calm state of mind that will allow you to welcome Monday and anything it throws your way.

Make Monday Fun

Right now, you look at Monday with dread, but it doesn’t have to be that way. Choose to make the day enjoyable by indulging a bit. Treat yourself to a morning latte, trade your boring packed lunch for a bite out with your favorite co-worker or plan happy hour after work with friends. Other simple moves, such as wearing an outfit that makes you feel great or taking the scenic route to work, will brighten the day, making it hard to truly hate Mondays.

Get to the Root of the Problem

Leaving the weekend behind can make even the happiest employee a bit blue, but you shouldn’t be downright miserable. If the arrival of Monday always makes you feel sad and anxious, something needs to change. Dig deep to figure out what’s going on — i.e., you’re dreading a long commute, you hate tackling an inbox that’s been untouched all weekend or your boss is a nightmare. Some changes will be easier to make than others, but doing so is crucial to your overall well-being.

Find a Job That Makes You Happy

If going to work always gives you the blues, it’s time to find a fulfilling new job you truly enjoy. PrideStaff Las Vegas is here to help you find a temporary, temp-to-hire, or direct hire opportunity that checks all your boxes. Contact us today to get started!

7 Steps to Retaining Happy Workers

As a manager, you’re focused in pleasing customers and upper management. But what about the people on your team? In order to attain high retention rates and retain your most valuable assets – your employees – it’s important to take a few steps. Here’s a look at them:

Step #1: Say thank you.

Appreciation goes a long way in keeping your employees happy. So when they’re consistent with their performance or go the extra mile to get a job done, let them know you noticed and that you’re grateful for their efforts. It will motivate them to continue to work hard and achieve.

Step #2: Start delegating more.

Just because you can do something doesn’t mean you should. Focus on the strategic efforts of your team and hand off as much of the day-to-day work as you can to your employees. You’ll have more time and they’ll feel empowered thanks to more responsibility.

Step #3: Invest in your team.

If you want the best team, then you have to invest in them. When you do, they’ll be able to acquire new skills and strengthen existing ones. At the same time, they’ll appreciate the opportunities you’ve afforded them, whether it’s through continuing education, a mentoring program or regular training.

Step #4: Listen more than you speak.

When your staff has a voice in decisions, they’ll be more vested in your department and the company as a whole. So regularly invite and encourage employees to share their opinions, concerns and struggles. Make sure everyone has a place at the table and is part of the decision-making process.

Step #5: Define goals and expectations.

To stay focused and engaged, employees need to know what you expect from them. If you’re vague or unclear, they’ll flounder. That’s why regular meetings to discuss individual goals, as well as group meetings to talk about collective ones are so important.

Step #6: Offer feedback.

Go beyond once-a-year annual reviews and instead, stay in regular communication with your team to discuss their performance. This shows them that you care and also helps them stay on track in terms of productivity.

Step #7: Celebrate the wins.

Don’t simply discuss areas that need improvement. Shine a light on all those accolades and accomplishments of your staff, even the small ones. This will boost morale and engagement.

Interested in professional help hiring and retaining top employees?

Turn to PrideStaff. As a leading provider of staffing services in Phoenix, we know what it takes to hire and retain top staff and we can help you every step of the way. Contact us today to learn more.

Make Your Job Search Smarter with These Essential Tips

Don’t work harder…work smarter. You hear the expression all the time. It’s good professional advice, and you can put it into action even before you land a position. By running a smarter job search, you increase your chances of finding a meaningful, career-building opportunity.

Job searches quickly become tedious slogs. You end up just sending resume after resume. It can become frustrating and, eventually, counterproductive. All those applications you send to borderline opportunities cost you time and contribute to your sense of burnout.

Instead of taking the volume approach, use a more targeted strategy. Don’t try to land a position by applying to almost everything you see. Rather, use these tips to conduct a smarter job search:

Consider Your Career Goals

Before applying to individual positions, create a long-term game plan. Don’t just send out resumes to everything you see. Concentrate on opportunities that fit into your broader career plans.

Prepare Multiple Resumes

Customize your pitch to each individual application you submit. Prepare multiple versions of your resume, each one highlighting parts of your experience that appeal to certain sub-categories of your job search field. For each position that you apply for, select the version of your resume the best suits the opportunity.

Target the Specific Position

From there, you should continue customizing your presentation. Fine-tune your chosen resume selection for the individual position. Try to match keywords and requirements, as listed in the job posting. Complement this tailored resume with an equally customized cover letter.

Cultivate Your Network

The best way to get a job is to have an “in” at a company. If you know someone who can fast-track your application, you are more likely to get in front of a decision-maker.

Tap into your network to find opportunities. Also, keep building your network at all times. Even when you have a job, make an effort to meet new people and form deeper connections.

Practice Your Interview Skills

Like any skill, excelling at interviews takes practice. Run through mock interviews, preparing for likely questions and crafting responses. Record yourself answering the answers and constructively critique your performance. That way, when the real thing comes along, you are ready.

Stay Positive

The job search process can sap up your self-confidence. It’s an exercise in near-constant rejection. But whatever happens, you can’t give into despair and frustration. It’s important to stay optimistic and to maintain your enthusiasm. With the right attitude, you will eventually break through.

Keep Building Your Skills

Finding a position gets easier when you have a broad skill base. By developing and mastering a wide range of competencies, you increase your odds of finding a position in a short period of time. You’ll find more opportunities that you qualify for, and you’re more likely to land the positions that you apply to.

As such, turn skill development into an ongoing process. If you have any downtime, try to enhance your skills. By taking classes or working on your own, you can be building your resume, even when you don’t have a job.

Finding the perfect position can be frustrating work. It gets easier when you have a partner. By teaming with an industry-leading recruiter, like PrideStaff, you’ll get matched with ideal opportunities for your long-term career growth.

Contact Pridestaff Bend’s expert recruiters today to find out more details.

What You Can Do to Avoid a Bad Hire

When you hire an employee who quickly ends up not working out, it’s more than just an inconvenience and extra work. From advertising the position to training a replacement to lost productivity, the cost of bad hires can be substantial. Fortunately, there are ways to improve the hiring process to make more successful decisions. Avoid a bad hire with these tips:

• Avoid Subjective Judgement Calls

Making hiring decisions based on gut feelings is a recipe for bad hires because there is too high of a risk of subconscious bias. Take steps to standardize the hiring process to avoid subjective judgment calls – develop criteria to measure traits and skills that are most indicative of success in the role, and use it to evaluate all candidates. This will prevent you from being drawn to candidates for the wrong reasons, such as because they’re like you or are charming smooth talkers, rather than being the most qualified.

• Assess for Soft Skills and Cultural Fit

Bad hires aren’t always due to a lack of ability to perform the duties of the job. Often, they are the result of not having the necessary personal traits to be a top performer, or overall being a poor fit with company culture. When you’re making hiring decisions, assess for key soft skills (such as teamwork, communication, a positive attitude) and cultural fit (i.e., a candidate who thrives on competition and is used to winning at all costs may not work well in a culture that values teamwork and harmony.)

• Interview Strategically

Avoid hiring the wrong candidate by interviewing more strategically and asking questions that provide in-depth insight into candidates’ work styles, achievements, personality traits, career aspirations, and other factors that are crucial for being a good long-term fit for your company. Craft your interview questions in a manner that makes it hard for candidates to “fake it” and tell you what they think you want to hear. Instead, ask them to describe specific past examples that show they have the traits you need, rather than hypothetical “what would you do” type questions.

• Take Your Time

Many bad hires are due to the pressure of feeling the need to get someone hired quickly because of understaffing or increasing workloads, which can make you more likely to ignore red flags, not thoroughly vet candidates, or settle for mediocre candidates over waiting for top talent. However, the stress relief is short-lived when you learn that the new hire won’t work out and you have to start all over. Do it right the first time by allowing yourself to take your time. If staffing levels or workload is a problem, consider looking into temporary employees in the meantime to help with coverage.

Find Your Next Job with Help from PrideStaff Akron!

Avoid bad hires by delegating the recruitment process to a team of experts. PrideStaff Akron’s experienced specialists know how to evaluate candidates to determine their likelihood of a successful fit based on your criteria. Contact us today to learn more about our staffing solutions.