4 Signs Your Top Employee Might Be Leaving Soon

Employee turnover is expensive, which is why you want to hang onto your key staff. However, if you’re noticing any of the signs below, it could be an indication one of them is about to jump ship.

A change in appearance.

If an employee typically dresses casually, but is suddenly donning suits to work, it could be because they’re interviewing. On the flip side, it can indicate burnout when an employee – who’s typically a sharp dresser – is now coming to work in sloppy or ultra-casual attire.

A pattern of sick days.

If you have an employee who barely ever calls in sick, but is suddenly phoning in on a regular basis, it could be due to their job search. Likewise, leaving early or coming in late are other key indicators that they’re potentially interviewing for a new job. These signs can also be warning signs that an employee is feeling unmotivated and disengaged.

A drop in productivity.

When you have a star employee who’s suddenly underperforming or not meeting deadlines, something’s going on. They might be feeling bored or undervalued, leading to a sense of apathy about their job. Or they could be stretched thin due to an ongoing job search that they’re focusing on, as well.

A lack of commitment.

If your employee – who’s usually a hard worker – is trying to get out of projects, it spells trouble. Oftentimes, when someone has made the decision to move on, they simply want to do the bare minimum. They’re far less inclined to tackle complicated, long-term projects.

When you’re seeing these warning signs, or any others, you have to act fast. Otherwise, your star employee could accept another position before you intervene. If they’re someone you’d really like to hang onto, have a conversation about the signs you’re noticing and ask what you can do to improve the situation.

Need help filling an opening on your team?

If you’ve already lost someone, despite your best efforts, turn to the Phoenix recruiting experts at PrideStaff for help. We know where to look to find high-caliber, hard-working candidates, whether for full-time, part-time or temporary positions. Contact us today to learn more or get started.

How to Develop a Purpose for Your Career

You’ve spent your career working for a paycheck, but you’re ready for something more. Up until now, you haven’t felt like you’ve been doing anything that really matters — at least to you — and you’re ready to change that.

Temp agencies in Las Vegas can be a great way to get on track, as you’re able to test out a variety of jobs with zero commitment. You’ll also need to dig deep and really think about what makes you happy. Here’s some advice to help you find the meaning in your work that you crave.

3 Tips to Develop a Purpose for Your Career

Think About Your Interests

It’s hard to be passionate about a job that doesn’t excite you. Find a job you can be truly devoted to by taking inventory of your hobbies. Activities like journaling, championing causes close to your heart and fixing things around the house might seem trivial, but they could be the ticket to determining your dream job. Work should be something you enjoy, so using your favorite pastimes as a starting point just makes sense.

Consider What Motivates You

The sky’s the limit when you truly care about the cause you’re working toward. Being truly inspired by something ignites a spark inside that makes you feel alive. Think about what drives you and use this to find work that’s important to you. Depending on your needs, this could be a specific job, industry or employer. As long as it makes you happy, there’s no wrong answer.

Decide What You Want Your Legacy to Be

When it’s time to retire, you want to look back on your career and be proud of the mark you made. Find your place by determining what’s most important to you professionally. Knowing what you want to achieve will help you figure out where to get started. It might seem a long way off now, but every little step you take gets you that much closer.

Get the Job You Really Want

You’re a talented professional with so much to offer any company, so allow PrideStaff Las Vegas to help you find your dream job. Contact us today to connect with top local employers searching for temporary, temp-to-hire and direct hire talent like you!

Learn Five Benefits of Working with a Staffing Agency

If you struggle to find top talent, you’re not alone. While U.S. unemployment rose slightly in June to 3.7 percent, May’s rate of 3.6 percent marked a 49-year low. It’s a candidate-driven market – nice for the overall economy, but often stress-inducing for overworked hiring managers.

In one recent survey, 48 percent of small businesses reported there were few or no qualified candidates for their open positions.

It’s not surprising that an increasing number of companies are turning to staffing agencies for the resources and market intelligence they need to recruit the right people for their teams. Here are five ways a staffing agency can cure your hiring headaches:

You’ll save money. When you hire a new employee, you have to dedicate significant manpower to the process. And if you make a hiring mistake, the collateral damage can be devastating. Staffing agencies are experts at vetting candidates before sending them to you. Ultimately, this helps reduce turnover and the risk of costly bad hires.
You’ll save time. It takes an average of 23 business days to hire someone. Think of all the tasks and steps involved: writing a good job description, sifting through piles of resumes, pre-screening and interviewing candidates, and more. Your agency can do much of your recruiting legwork for you. Then, you can focus on reviewing and meeting only the cream of the crop – and selecting the right person.
You’ll get better candidates. Choose a staffing agency that knows and has experience working with your industry. The best agencies get to know your company and your team members and become a seamless part of your culture. They combine this with their access to an extensive pool of candidates, including passive job seekers. They know how to interpret resumes, which interview questions to ask, and how to determine a good match.
You’ll reduce your hiring time. Your staffing agency partner will help you get good talent in the door faster, as they dedicate all their time to hiring. They’ve built their network of talent over time and continue to grow it on an ongoing basis. They may already be in contact with just the candidate you need to fill your current business-critical opening.
You’ll have more flexibility in staffing. More than 15 million contract employees are placed in the course of a year, according to the American Staffing Association. Your agency can accurately determine and efficiently fill your needs, whether they call for contact, temporary or full-time employees. Perhaps your demands are seasonal or you have a one-time project that calls for extra hands on deck. Or you may want to “try before you buy” and assess a temporary worker as a possible consideration for a full-time hire. As an added plus, while these employees work for you, they are employed by your agency. So, you don’t have to worry about their pay, benefits or related employment details.

If you need reliable staffing solutions and better access to hard-to-find talent, contact PrideStaff Modesto today. We’ll customize a strategy to meet all your needs and help ensure higher productivity, engagement and profitability. We look forward to sharing your success!

How Your Social Media Posts Can Sabotage Your Job Search

It wasn’t long ago that social media wasn’t even a consideration in the job search process. Today, though, it’s a key player, one that can either help or hinder your efforts. To make sure it boosts your career prospects, and doesn’t take away from them, here are a few common mistakes to avoid:

Talking negatively about a past employer or colleague.

Don’t bash your last boss or the people you worked with. Even if they were awful, taking to social media to rant will make you look unprofessional and immature. Instead, if you need to vent, do it in person with a friend that you trust. The last thing you want is a potential employer to think twice about hiring you because of what you posted.

Mocking people.

It’s one thing to make a joke. But to openly mock people will make you look mean-spirited. Employers want hire those who work well with others, not those who are snarky and sarcastic.

Poor spelling and bad grammar.

If you’re not looking for a job as a writer or proofreader, then your grammar or spelling might not be perfect. However, if it’s extremely poor, it will leave behind a poor impression on hiring managers. In fact, a recent survey from Jobvite reported that 66% of hiring managers look negatively on poor spelling and grammar. So it’s more important than you think.

Inappropriate content.

These can range from drunken photos to obscene remarks. Whatever the case, they’re not going to reflect well on you and you’ll likely be removed from the running if a potential employer comes across anything like this.

When it comes to social media, it can sabotage your job search without you even realizing it. It’s therefore important for you to check the content of your online profiles, set them to private wherever you can, and Google yourself. That way, you’ll know exactly what hiring managers are finding when they do the same.

Need more career tips and advice, or help finding a new job?

Call the experts at PrideStaff. As one of the top employment agencies in Phoenix, we know the companies who are hiring in the area and can help connect you with a variety of rewarding opportunities. Contact us today to learn more or get started.

Top 9 Skills Every Finance Accountant Needs

It’s a world made for multitaskers. An accountant can’t just be an accountant. You have to display a bundle of skills. However, developing these competencies takes time and energy. How do you know which ones to focus on?

We’re here to help. Here are nine skills all finance professionals need:

(Provable) Accounting Chops

Of course, you need the baseline qualifications to secure a job as a finance accountant. What’s more, you have to prove that you have the skills you advertise. That means obtaining all the necessary certifications.

Analytical Skills

It’s not enough to keep a clean set of books. Clients can get that from low-rent software. What they need from you is higher-level thinking. They need to know how to apply principles to achieve their goals, not just keep a tidy record of what’s already happened.

Communication Skills

One of the key complaints about accountants: it’s like they are speaking another language. Start droning about depreciation and goodwill impairment, and even otherwise interested clients will tune out. You need to be a translator. Turn jargon into everyday language and watch door open for you.

Networking

Old adage time: It’s not what you know, it’s who you know.

Just like any other profession, accountants need strong network in order to build a career. Having the most knowledge, with the best understanding of the tax code, won’t necessarily lead to success. Make sure you develop the proper connections to keep your professional development moving forward.

Familiarity With Technology

In some senses, every profession turns people into cyborgs; mostly human but tied to various machines in order to get work done. Accountants are no different. Without familiarity with the current software, you become a hindrance to any employer who might consider you.

Flexibility

Knowledge of the current state of technology and best accounting practices aren’t enough for a long-term career. Technology advances quickly. Accounting rules change. You need to make a commitment to staying in the loop, updating your skills and knowledge base as things evolve.

Become a Fixer

Accountants might not seem to have jobs as exciting as surgeons or courtroom lawyers. After all, there aren’t a lot of TV shows about accountants. However, accountants need to be able to solve high-level corporate dilemmas, quickly and decisively. They need the kind of quick thinking and problem-solving that would make for a great procedural. The more you can embody this notion, the better off your career will be.

Management Experience

Moving up in the world involves being able to take charge. If you want promotions and higher salaries, you’ll need to develop managerial skills. It’s a key aspect to long-term career building.

Sales Panache

Here’s where the old sizzle versus steak paradigm comes into play. If you’re good, you can get pretty far. But, if people know you’re good (or are convinced you’re great), the sky’s the limit. Develop some salesmanship. It will allow you to showcase your skills and will help you advance your career.

Moving forward in your chosen career path involves finding the perfect situation to shine. Teaming with a top-flight recruiting partner, like PrideStaff, opens up those ideal placements.

Contact PrideStaff Bend today to find out more.

How to Keep Your Employees Focused During Summer Distractions

When summertime hits, it is often a struggle for employees to maintain focus and productivity when there are sunny skies, warm temperatures, and everyone seeming to be having nonstop

summer vacation fun. This “summer slump” is common and understandable, but business doesn’t stop and there’s still work to be done. Keep your employees focused during summer distractions with these tips:

- Communicate the Mission and Purpose

Work can seem meaningless to your employees when they’re stuck inside while it seems like the rest of the world is having the time of their lives enjoying the summer. Boost their morale by communicating the company’s mission. Rally them to let them know how much their contributions matter and the value they bring. This simple reminder can motivate them to focus more since they’ll have their sense of purpose top-of-mind.

- Plan Fun Outings and Activities

Work with the summer vibes, rather than totally fighting against them. Instead of trying to make your team forget about the summertime fun they’re missing by being in the office, incorporate some of that into the workday. Plan fun outings and activities, such as picnics, catered lunches, ping pong tournaments, attending a baseball game as a group, etc.

- Offer Flexible Work Options

If possible, be a little more flexible in the summer when it comes to face time in the workplace and opt for results over physical presence. Offering to let employees leave early on Fridays or work remotely a few days a week, for example, can actually make them focus more because they’ll be more motivated to get their work done more quickly and at a higher quality so they can take advantage of the summer. You may be amazed at how much more your team produces if you allow them to work less, than if they feel forced to sit at their desks.

- Allow for Time Off to Recharge

Actively encouraging your team to take advantage of their allotted paid time off is actually smart for business and performance. If the summer slump is so bad that focus is at an all-time low, even with those who are normally top performers, taking vacation time may be the best option. Try to accommodate your employee’s requests as much as possible within reason, and consider turning to a staffing firm for temporary employees to provide coverage so productivity isn’t negatively impacted.

Need Help Hiring the Right People? Contact PrideStaff Akron Today!

Find qualified, hardworking candidates by partnering with PrideStaff Akron. Our team of specialists provides a variety of employment services, including direct recruiting, temp-to-hire, and temporary staffing, and will work closely with you to find the right prospects for your needs. Contact us today to learn more about our staffing solutions.

5 Things You Never Want Employees Saying About You

As the boss, you play a big role in your employees’ lives. If you treat them well, they probably respect you and enjoy their jobs. However, workers who don’t feel like they have the best manager won’t think twice about sharing this sentiment with others.

When running a business that provides professional services in Las Vegas, you need a great relationship with your employees. If your company gains a reputation as a less-than-idea place to work, you’ll have trouble attracting top talent.

If your employees are saying any of these five things about you — to your face or behind your back — it’s time to make some changes for the better.

1. You’re a micromanager

Being in a position of power is a lot of pressure, so wanting to stay in control makes sense. However, there’s a big difference between knowing what your employees are working on and constantly telling them how to do their jobs.

If you’re known as a micromanager, you’re driving the team crazy. It might be hard at first, but it’s time to back off and give your employees some space. You hired great people, so trust them to do their work to the best of their ability.

2. You don’t pay well

Being branded as cheap is never a good thing. Value is closely tied to money, so if you’re underpaying employees, they probably don’t feel appreciated.

Employees’ salaries directly impact their quality of life, so try your best to pay competitive rates. If you simply don’t have the budget to match — or surpass — industry averages for your local area, offer enticing perks to show your team how much you value them.

3. You guilt them for taking vacation days

If you make it difficult for people to take the paid time off they’ve rightfully earned, people will talk. It’s certainly fair to expect employees to work hard, but they also need time away from the office to relax and recharge.

Keep people happy by granting as many vacation requests as possible. It’s okay if you need to black out certain times due to busy periods, but explain this to your team and share these dates as early as possible.

4. You put too much pressure on them

Your team is talented, but they’re only human. Placing unrealistic obligations on them sets them up to fail.

If you frequently create goals with impracticable timelines or other parameters that just don’t make sense, your team is probably stressed to the max trying to make the impossible happen. Burnout often occurs when employees have no work-life balance, so learn to manage your expectations or hire more people.

5. You don’t have time for them

No doubt, you’re a busy person, but always make time for your employees. When people have questions, comments and concerns, they shouldn’t have to schedule time a week in advance to talk to you.

Putting your employees first makes them feel respected. Showing them how much they matter will boost their levels of job satisfaction.

Choose the Right People

Finding the best person for the job is hard work, so leave the heavy lifting to PrideStaff Las Vegas. Contact us today to start your search!

How to Make It Easy for Your Employees to Ask for Help

It’s not always easy to ask for help. You’re a business leader – and yet, even you may find it difficult at times. Put yourself in your employees’ shoes … and envision how challenging this may be for them, as they may worry their request will be perceived as a sign of weakness, laziness or incompetence. But if they’re completely stumped on how to complete a project or assignment, the worst thing they can do is just keep treading water. You can avoid this by creating a culture of open-mindedness about helping, giving, sharing and collaborating.

A Sign of Strength

Asking for help is fundamental to the individual, team and, yes, company success. Keep productivity, profitability and morale levels high and stress levels low by clearly indicating to your employees that asking for help when needed is a sign of strength, self-awareness, maturity and confidence.

Walk the talk. The best way to show your team it’s ok to ask for help is to do so yourself. Whether it’s an introduction to a colleague, a recommendation for a vendor or a specific piece of data needed to complete a project, be a good role model. Plus, how great will that entry-level employee feel when they get a sincere request for their ideas from a more senior colleague?
Make it easy for people to ask for and provide assistance. Encourage employees to focus on a current project and write down their goals for completing it. Have them take the most important goals and list the action steps and resources required to achieve them. Then, they’ll have a series of needs that may merit a request for assistance. Reiterate the fact they shouldn’t hesitate to turn to others when necessary.
Help people know how to ask. A poorly phrased request makes it difficult for another person to respond. You should already be ingraining SMART – specific, meaningful, action-oriented, realistic and time-bound – goals into your employees’ mindset. Take the SMART approach a step further so it applies to requests for help.

Building a healthy company culture – for your employees and for your business as a whole – is critical to your competitive success and employer brand image. The ability to ask for help is an important part of this picture. For additional ideas, resources and expertise on how to make it happen, contact the workforce development experts at PrideStaff Modesto today.

How to Reject a Job Candidate Without Burning Bridges

Have a candidate with a great background, just not for the particular role you’re looking to fill? You’ll want to maintain a relationship going forward in case a better-fit opportunity opens up. But right now, you still have to reject them. How do you do that without burning bridges? Here are 3 tips to help you:

Let them know immediately.

For a job candidate, there’s nothing worse than having to wait around for an answer. So as soon as you know they’re not the top choice, inform them. While you might be hesitant to have this awkward conversation, they’ll appreciate your rapid response. It will also open up the gateway for you to assess their interest in potential future opportunities. At the same time, it will give them the freedom they need to move onto other possibilities without having to wait and wonder about yours.

Talk to them over the phone.

It’s certainly easier to shoot out a quick boilerplate email when you’re rejecting a candidate. However, this isn’t the best approach to take if you want to maintain a relationship with them. Instead, pick up the phone and give them a call. When you do, get to the point quickly about their standing for the job. However, also let them know that you’d like to keep them in mind for future opportunities.

If you do email them, personalize it.

Don’t simply send out a generic email that you submit to all second choice candidates. Instead, take the time to write an email that’s more personalized to this particular candidate and their situation. Also, send out a LinkedIn invitation request so you can stay connected with them and touch base when a new, better-fit opportunity arises.

However you approach the situation, do so with compassion. Remember, your employer reputation is at stake. When you regularly treat candidates poorly and don’t communicate with them, not only will they remember, but they’ll tell other people too.

Need more help with the hiring process?

If you don’t have the time or resources to devote to hiring, turn to PrideStaff. As one of Tempe’s top staffing agencies, we can match you with the best-fit people, whether you need them on a full-time, part-time or temporary basis. Contact us today to learn more or get started.

6 Best Practices for Better Employee Retention

You know hiring top people is critical to bottom line success. But so is keeping them. That’s why you need to ensure you’re focusing your efforts on employee retention. When you invest in this critical initiative, you’ll not only retain your star staff, but also save time and money in the long run. Here are some best practices from PrideStaff, one of Phoenix’s top staffing agencies, to help you get started:

#1: Know your numbers.

It’s important to first understand where you’re falling short. For instance, is there a certain team or department with high turnover? Also, what are average retention numbers like in your industry and how do you compare? You have to know this information before you can make a move and improve retention.

#2: Train managers well.

One of the biggest reasons employees leave comes down to their managers. And oftentimes, these first-line supervisors aren’t well trained in the complex art and science of managing people. Therefore, if you want to improve your retention numbers, make sure managers understand how to best lead a team of different personalities.

#3: Hire and onboard right.

When it comes to keeping people on staff, it’s important that they’re a good fit for the team in the first place. That’s why you need to take your time hiring right and then onboarding new staff properly once you do.

#4: Give them a reason to stay.

If an employee feels their career is stagnating or there’s no room for growth, they’ll start looking to make a move. That’s why you have to give them a reason to stay with opportunities for skill development, promotions, and salary increases.

#5: Offer work-life balance.

With today’s modern workforce, balance is key to retaining top team members. That’s why, if you can, consider allowing employees to telecommute and keep flexible work hours. Also encourage them to take their allotted time off. When an employee is better balanced and has a good quality of life while working for your company, they’ll be far more likely to stay.

#6: Talk about concerns.

Are employees feeling stretched thin? Are there areas that could use some improvement when it comes to culture? Do your people feel like they have a voice in the company vision? These are all areas that should be discussed on a regular basis and dealt with if there is a need for correction.

At the end of the day (or the beginning, in this case), you want your people to feel good about coming to work. Follow the tips above to create a more positive atmosphere, one your employees won’t want to leave.

Have a hiring gap you need help filling?

If you had an employee leave and you need help filling the role, connect with the team at PrideStaff for help. As one of Phoenix’s top staffing agencies, we can match you with the best-fit people and help you train and retain them. Contact us today to learn more or get started.