3 Ways to Improve Candidate Experience

You’re looking to get the most out of your recruiting process. You want to find the best candidate in the cheapest, quickest, most efficient way possible.

This makes sense. Most things companies do during the hiring process are meant to help the company make the best decision, while simultaneously limiting waste. From resume gathering to the structure of the application to the scheduling of interviews to the timeline of the eventual hiring decision, you dictate every part of the process in order to optimize the results for your company.

However, sometimes it leaves out an important factor: the humanity of the applicants.

When you treat candidates like cattle getting herded through a slaughterhouse, you don’t create the most appealing basis for a long-term relationship. A kinder, gentler approach can pay dividends later on, as you make a good impression on the people you eventually hire … and build your overall employer brand.

With that in mind, here are three ways to improve the experience for your job candidates:

Keep Their Perspective in Mind

A multistage online job application can elicit a lot of important information. You can stuff the process with requests for intelligence tests, custom work samples, detailed employment histories, and personality tests. Each additional item brings more data, making each one seem like a great idea in a vacuum.

But remember how it looks to the candidates. A job application that takes two hours to complete will turn away good candidates. The people with the most prospects are the ones most likely to have something else to do. Meanwhile, you can stack up so much data that you can’t really process it effectively.

Keep your candidates in mind as you structure your recruitment process. Don’t waste their time with unnecessary steps and treat them with the same respect you’d hope they would treat you.

Have a Plan

Creating a structure with too many steps and too much algorithm-dictated anonymity can cost you, both by turning away applicants and diminishing your overall employer brand. But, the other side of the spectrum has dangers as well. A hiring process without enough structure can frustrate applicants and send up a red flag.

Once a candidate applies for a position, you become their guide through the process. If an applicant doesn’t know what’s going on (if they never even received confirmation that their application was received), it can poison the relationship early on.

Again, candidates with better prospects will move on. Others might stick with it but could develop worries about the organization’s competence.

Plot your hiring process in advance. Have a schedule and stick with it. Meanwhile, communicate with the applicants every step of the way.

Stay Connected

We mentioned communication … we’re going to bring it up again. It’s a big enough topic to deserve some additional details.

Candidates understand you receive hundreds of applications for each job posting. They are used to automated responses and computer-driven processes, especially early in a recruitment scenario.

However, they should at least receive automatic responses. Make sure they are updated at each stage in the process, so they aren’t left wondering about their status. Also, provide as much information as possible. Outline expected timelines and provide updates and reminders as you can.

Meanwhile, later in the game, when you’ve whittled the field down to a handful of the most promising candidates, each applicant should be assigned a contact. Things should get more personalized.

This communication should extend to the post-hiring timeframe. Be polite and courteous to those you turned down and keep up ongoing communication with those candidates. You may want to bring them in again at a later date.

Running a recruitment process involves subtle management and an efficient process. It gets easier when trained professionals can guide you through the situation.

By teaming with a strong staffing partner, like PrideStaff, you maximize your ability to draw in the best talent available.

Contact PrideStaff Bend today for more information.

5 Activities Your Team Can Do to Celebrate Independence Day

Ah, summer. Longer days. A flood of vacation requests. Waiting a week for customers to respond to your emails. And the big chance to show off your patriotic spirit.

Depending on your business, you might already give your employees a holiday on Independence Day. But you can go further in setting the mood. Here are five activities you and your team can do to stir the patriotic spirit on the Fourth of July:

Decorate the Office

You want to recognize the holiday, but you don’t have the budget for a big affair. You can still get into the spirit with some decorations. Put up some American flags, or raise a red, white and blue banner. A few well-placed items can add an upbeat, holiday vibe, even if you can’t go much further in terms of recognizing the holiday.

Or, open it up to your employees. Let them decorate their own workspaces or create a contest for the most patriotic wardrobe choice on a particular day near July Fourth.

Company Picnic

Nothing says Fourth of July more than getting together and eating some grilled meat. The nice thing about an Independence Day picnic is it doesn’t have to be a formal affair. You just need a spot at a local park, some hot dogs, hamburgers, (maybe a vegetarian option), some sides and toppings, along with plenty of cool drinks.

Add in your standard picnic games, and you’ve got a makeshift team-building event. Who knows what productivity advances a good three-legged race can unlock?

Fireworks

We said before that nothing said the Fourth like grilled meat. We amend that claim: Nothing says the Fourth of July like a fireworks display.

If you want to go all-out, you could sponsor your own fireworks. But even if that’s beyond your budget (or you’re squeamish about being responsible for blowing stuff up), you can incorporate someone else’s show into your celebration.

If you’re hosting a picnic, find a place near a local fireworks presentation. Or simply organize an outing to a beach or park where your team can watch the rockets’ red glare.

Take Them out to the Ball Game

Summer doesn’t just mean increased air conditioning costs and decorations that look like Old Glory. It also means baseball. And what’s more American than a trip to the ballpark (besides blowing up rockets or eating grilled meat)?

Organize a trip to a local ballpark. It gets everyone together, without forcing you to deal with the logistics that go into picnic-planning. If you pick the right ballpark on the right evening, you might even get the fireworks thrown in for free!

Extra Days Off

Let’s face it. Your employees might enjoy spending a little fun time with their co-workers. But they’d rather spend the fun time with their families and friends.

Make that possible by offering some additional days off around the holiday. You could scatter the days throughout the week or two surrounding the Fourth, so it doesn’t cut too much into productivity. You can also use the promise of the days off as an incentive … if production hits a certain level by the end of June, the extra days around Independence Day become available.

Providing fun activities and building social bonds can lead to increased productivity. It also helps to have the right team in the first place. For that, turn to a top-rated staffing agency, like PrideStaff. We can bring in the type of people who will help drive profitability … and who will make picnics and holiday ballpark trips that much more enjoyable.

Contact PrideStaff Bend today to find out more.

When is it the Right Time to Ask for a Raise?

Asking for a raise isn’t something to be performed on a whim – without careful preparation, your request may be immediately dismissed without much thought from your boss. Advocate for yourself in the best way possible by getting the timing right. Consider the following factors when deciding if it’s the right time to ask for a raise:

The Company Has the Revenue

Think about how well the company’s financials are performing to determine if it’s a good time to ask for more money. If business hasn’t been steady or staffing levels are down, the budget may be too tight for a raise, and could seem like an inappropriate request.

You Have Objective Performance Metrics to Show

The decision of whether to give you a raise will be made a lot easier if you can show your boss that you’ve made a positive impact on the company’s bottom line. Before asking for a raise, ensure you have objective performance metrics (i.e., percentages like “increased X by Y%”) that demonstrates you are a worthwhile investment.

It’s Been a While Since You Last Received a Pay Increase

Some companies are limited as to how often they can dole out increases, so consider how long it’s been since you last received a raise. If it’s been more than a year, the timing should be fine to go ahead and ask.

The Current Atmosphere Isn’t Stressful

Timing is key to successfully asking and receiving a raise, so observe the current atmosphere in your workplace first. If it’s a hectic time and everyone is stressed or during a big project, wait it out until things have calmed down a bit so your boss is more likely to give it serious thought.

Market Value Research Shows You’re Underpaid

You should be paid what you are worth in the marketplace. Do some research, such as online salary calculators, to see what the average pay range is for your position, industry, years of experience, company size, and geographical location. If market value research shows you’re unpaid, you can certainly ask for a raise.

Get Paid What You’re Worth with the Help of PrideStaff Akron!

Attract top talent to join your team by partnering with PrideStaff Akron. Whether you need candidates for direct recruiting, temp-to-hire, or temporary staffing, our experienced team of specialists will match you with the quality candidates that best fit your needs. Contact us today to learn more about our staffing solutions.

4 Tips For Getting Your Employees to Perform at Their Best

Is business performance important? Of course it is. And your business is only as strong as each one of your employees. So, it’s essential you lead, motivate and inspire team members to consistently perform at their personal best levels.

Sometimes it’s easier said than done. But there are some basic guidelines you can follow, to benefit your people, company, and your own peace of mind.

Setting the Right Goals

Help each employee set appropriate goals that prioritize their actions and focus their efforts in the right direction. Goal setting should follow the SMART framework. Every goal should be:

• Specific: Answering – in detail – the who, what, when, where and why of achievement
• Measurable: Equipped with concrete numbers, so there are measurable outcomes
• Attainable: Within reach; aka, achievable for the individual
• Relevant: Important, meaningful and tied to company goals
• Timely: Grounded within a time frame that will produce desired results

Having an Action Plan

After you collaborate with an employee to set their performance goals, work with them to develop an action plan to turn those goals into reality.

• A goal without a plan won’t hold water. Break long-term goals into smaller, more manageable pieces to prevent employees from feeling intimidated by them. And be sure to attach a timeline to each goal.

Empowering People

Empowerment means enabling and authorizing people to think, make decisions, behave and take action in self-directed ways. And with empowerment comes engagement.

• Give employees the training they need. In the words of John F. Kennedy, “leadership and training are indispensable to each other.” It’s simple. You cannot succeed unless you know how.
• Remove any barriers to success. Give employees the time, resources and support they need to achieve their goals. If there are irrelevant tasks or obstacles in their way, support people in getting them removed.

Monitoring Progress

Assess employee progress towards achieving results. As you do so, make any necessary adjustments along the way. An action plan is a living document; aka, a work in progress.

• Annual performance reviews are not enough. Effective performance management requires ongoing check-ins, dialogue and updates. For new employees, you may need to assess performance daily or even more often at first. For those who have demonstrated competence, your check-in schedule can be less frequent. Use your best judgment.

The workforce development experts at PrideStaff Modesto can help as you develop your employee performance management strategies and continue to build your industry-leading workforce. Read our related posts or contact us today to learn more.

How to Know When You Crushed Your Job Interview!

When you are job searching, you never want to get ahead of yourself – until you have an official offer, nothing is truly final. However, it’s natural to want to know how an interview went so you can set your expectations appropriately. Here are some signs to show that you crushed your job interview:

1. There was a Relaxed, Personal Connection

If you developed a rapport with your interviewer and the tone of the interaction felt natural and more relaxed, that’s an indicator the interview went very well. Building a more personal connection, where the conversation flows, and you make small talk with ease means it’s likely the interviewer may feel more invested in you.

2. The Interviewer Started Selling You on the Job

When the tables turn and the interviewer starts to sell you on the job, such as by talking about the positive aspects of the company’s culture, benefits, and perks, it’s a sign you aced the interview. If the interviewer felt indifferent about you, they wouldn’t bother trying to push why you should want to work for them.

3. It Went Over the Time Limit

Hiring managers don’t want to waste time on candidates they know aren’t a good fit. If the interview goes over the scheduled time limit, that means they wanted to invest time in learning more about you because they see your potential.

4. You’re Asked About Other Offers

When the interviewer asks you if you have any pending job offers or are in the final stages of pursuing any other opportunities, it’s very likely they see you as a top choice. They will generally only ask about other opportunities if they’re worried, they could risk losing you to another employer.

5. You’re Introduced to Important People

If your interviewer makes it a point to introduce you to important people, such as their boss or the president of the company, take that as a very good sign of how the interview went. They likely wouldn’t go out of their way to have higher level executives take time from their busy schedules to meet just any candidates.

Rely on PrideStaff Akron to Help You Find a New Job!

Are you ready to jumpstart your job search? Work with PrideStaff Akron to find new career opportunities. You’ll have access to job postings not available elsewhere, allowing you to cast a wider net and find the best one for you. Search our database of current available jobs to get started.

How to Succeed in Your New Temporary Job

New to the world of temporary work? You might not know how to approach your first days on the job. But as one of the top employment agencies in Tempe, PrideStaff can tell you that you should treat it just like any other opportunity. To help you put your best foot forward and impress, here are some steps to take:

Be on time.

This one’s critical for success if you want to be taken seriously. Especially on those first few days, show up early. This will give you more wiggle room to get acclimated and ensure you don’t feel rushed and stressed, as a result.

Dress appropriately.

How you dress depends on the company and the type of position you’re working. For instance, warehouse personnel are going to dress differently than someone who works in an office. Just make sure that whatever you do wear, it’s professional and appropriate for the job. If you’re not sure, ask your recruiter.

Be flexible.

When it comes to temporary work, it’s important to be flexible. Your job duties might change regularly and it’s important, therefore, to be able to adapt regularly. At the same time, one company’s policies and procedures might be different than what you’re used to. So be open to learning about them and able to acclimate.

Ask questions.

When you’re not sure how to handle a task or what rule to follow, ask. It’s better to ask the question and get it right than to make a mistake. That said, don’t ask the same questions repeatedly. Bring a notebook so you can jot down important notes and reminders so you don’t have to ask again.

Keep a good attitude.

Skills can be learned; however, a bad attitude is something employers won’t tolerate. So ahead of time, accept that your first few days probably won’t be perfect. But don’t grumble and complain about it. Instead, make the best of it and stay positive throughout.

Befriend your co-workers.

Another way to make a positive impression and to make life easier for you on the job is to reach out to your co-workers. Try to get to know them and help out where needed. When you do, you’ll not only expand your network, but possibly even get a positive reference should you want to pursue a full-time opportunity in the future.

Being a temporary employee is sometimes tough. But when you follow the tips above, you can tackle your assignment with more ease and feel like part of the team faster.

Interesting in finding temp jobs in Tempe?

PrideStaff can help. As one of the top employment agencies in Tempe, we know leading companies who are in search of qualified candidates just like you. Contact us today to learn more.

What It Means When You Didn’t Get the Raise

Getting a raise is a binary prospect. Either you get it, or you don’t. The bosses say “yes,” or they say “no.”

That makes the situation seem pretty simple. And while “yes” remains an uncomplicated answer, there are many ranges of “no.” The short-term implications of getting turned down for a raise don’t get more elementary: You don’t get the extra money. But the deeper implications of a negative response open up a puzzle box of potential interpretations.

What does it mean? How does it affect your relationship with the company? How about your relationship with your boss? What should you do in response?

Here are some potential reasons you got turned down for that raise, and what that means for you now.

First, Try Asking

In an ideal world, you’d get noticed for your amazing contributions and automatically rewarded accordingly. Unfortunately, we don’t live in an ideal world.

Your employer wants to pay you as little as possible. So, if you let them, they’ll keep your salary as low as possible for as long as possible. To get a raise, you have to self-advocate. If you didn’t get that raise, maybe it’s because you didn’t ask.

You Need More Sizzle

You know the expression, “Sell the sizzle, not the steak.” Maybe you’re relying too much on the steak.

Getting a raise involves perceived value more than it does actual value. Often, these are aligned, but there can be a disconnect. That means you might have to do some self-promotion.

Stop short of hiring a marching band and a biplane trailing a banner reading, “Guess who just increased productivity 10 percent!?” But make sure the key people in charge are aware of your contribution.

Timing Is Everything

You might have to push in order to get that raise. But you should use tact when you do so.

Don’t just storm into your boss’s office the moment you feel a raise is justified. You need to pick your moments and work within the system.

Remain vigilant for a good opening. If possible, time the request for shortly after you’ve scored a meaningful success, or as soon as you’re asked to take on additional responsibility. But, at the same time, go through channels and follow the proper procedure. You don’t want to create barriers by making key people in the hierarchy angry.

It’s Not Them, It’s You

Not getting a raise you thought you deserved should spark some self-reflection. It’s possible your performance was not as stellar as you thought it was.

Listen to the feedback you receive. Correct any deficiencies your managers point out. If your performance is lacking, even if it’s just in a very specific area, do what it takes to bring that up to snuff. That way, you’ll be prepared next time a raise is under review.

Not Enough Money

“It’s the thought that counts” works when 10-year-olds give their parents a Christmas present. It doesn’t do much in a business setting. Your employer might really want to give you a raise, but, they suffer from a significant budget restraint. They just can’t afford it.

The good news: It means your inability to score additional salary has nothing to do with you personally. The bad news: It might indicate you need to go elsewhere to maximize your earning potential.

Time to Move On

It’s possible your inability to get a raise signals it’s time to move on to a better opportunity. Whether your managers don’t value your contribution enough or they don’t have sufficient resources to reward it, you might have to look for greener pastures.

If you’re ready to take that step, trying partnering with a staffing firm. A seasoned team of recruiters, like PrideStaff, can put you in the perfect position to have your talents recognized.

Contact PrideStaff Bend today.

5 Steps to Becoming a Better Worker

Right now, you’d rate yourself as a good worker, but you know you can do better than that. You aspire to achieve greatness, but you’re not quite sure how to take your performance to the next level.

As one of the top staffing agencies in Las Vegas, Nevada, PrideStaff Las Vegas, knows how employers define top talent. Here’s a few tips to help you make the kind of impression that will allow you to rise the ranks.

5 Tips to Become a Better Worker

Request Feedback

You can probably name a few areas for improvement, but it’s hard to be subjective with your own performance. Request feedback from your boss and peers to find out where your skills are strong and where they’re lacking. Use these pointers to learn and grow, so you can become a more well-rounded professional.

Get to Know Your Peers

Work is a lot more fun when you build relationships with your peers, and it also allows you to function better as a team. Develop deeper bonds with your colleagues by inviting them out to lunch, attending team happy hours and making time for conversation around the water cooler. Really knowing these people will allow you to develop a comfort level that helps you work together more effectively.

Lend a Helping Hand

If you have some free time and a colleague is swamped, volunteer to take on some of their work. You’ll likely learn something new, while gaining a reputation as a team player willing to step up and assist without hesitation. Plus, the next time the tables are turned and you’re the busy one, your co-worker will likely be eager to return the favor.

Keep Your Word

When you say you’re going to do something, follow through with it. Whether you agree to meet a certain deadline or offer to help a co-worker with a project, people are counting on you. If you fail to deliver, you’ll lose their trust, and that can be hard to win back.

Make Learning a Priority

Things change fast in business, so to keep up, you need to be constantly learning. Accomplish this by attending as many conferences, seminars and lunch and learns as possible. Find a mentor, take online classes and keep up with the latest happenings in your industry to absorb as much knowledge as possible. This will help you achieve your personal best and show your boss you’re ready to take on more responsibility.

Realize Your Potential

You’re a talented person with a lot to offer any company, so allow PrideStaff Las Vegas to help get your career on track. Our team can connect you with temporary, temp-to-hire and direct hire opportunities that make going to work each day truly enjoyable. Contact us today to get started!

Coping with Workplace Stress When You’re the Leader

Leading a team is a stressful position to be in. You can’t simply focus on your own tasks and performance, but instead must manage goals, deadlines and priorities for many others. However, don’t let stress take over your work day or your life just because you’re the boss. Instead, follow these tips for dealing with it and overcoming its daily hold on you:

Take some of the decisions out of your day.

For instance, during the work week, eat the same breakfast, take the same route to work, and follow a similar schedule each day that you can. This will reduce the number of decisions you need to make in a day, taking some stress off your shoulders in the process.

Be clear with your team about what you need from them.

If part of your stress is stemming from the fact that your employees aren’t getting their work done, then it’s time for private meetings with each one to discuss goals and expectations. Make sure they’re clear about what you need out of them and when. Also meet with your staff as a part of a group to discuss departmental goals. Make sure everyone understands where they fit in and why their contributions are so important.

Deal with problems immediately.

If an issues arises, take steps to fix it immediately. Don’t wait and hope it will resolve itself. Most likely, it will simply escalate and become more difficult and stressful to deal with down the line.

Get help if need it.

Just because you’re in a leadership position doesn’t mean you don’t need help. Rather, you should be reaching out to other leaders in the company and outside of it when you need advice or perspective on a situation.

Take care of yourself.

You’re busy. But that doesn’t mean you should let your health fall to the wayside. Instead, it’s more important than ever to take care of yourself, from getting enough sleep and eating well to exercising and enjoying downtime each week.

Is part of your stress coming from a lack of resources?

If it is, turn to the team at PrideStaff for help. As one of the leading staffing agencies in Tempe, we can get to know your company and culture, assess your unique situation, and help you find and hire the talented people you need. Contact us today to learn more.

Want to Bring Shy Employees Out of Their Shell? Here’s How.

You know the type: The ultimate introvert. The kind of person who avoids hides in the bathroom when you’re handing out assignments that involve presentations, or virtually crawls under the table to avoid speaking at meetings, or calls in sick on their birthday to avoid a breakroom celebration.

It may not seem worth trying to get them out of their shell. After all, why is it your business to deal with their hang-ups about personal relationships?

But there are business implications. By not working to coax an introvert into your corporate mainstream, you might give up a lot.

These employees might not say much voluntarily. But that doesn’t mean they don’t have things to say. Letting them stay in the shadows might rob you of amazing insights that would otherwise lead to improved productivity and increased profits.

Here are some tips for drawing these introverts out of their shells.

Different Approaches for Different Folk

First, it’s important to realize your shy employees might require special care. In management, one size never fits all. Don’t assume an employee will come around to your way of doing things. You might have to go to them.

Treat each employee as an individual. Make an effort to identify when an employee is shy or prone to disappear in a crowd. Then, work out an approach tailored to that person.

Show Some Personal Attention

Approach your wallflower and try to break through their feelings of anonymity. They may feel detached from the corporate culture or find it hard to connect with co-workers. You can become the bridge between a shy or introverted employee and those around them.

Take the time to form an individual relationship with your shy employee. It will make them more likely to approach you with ideas and make accepting feedback from you less scary.

Remain Upbeat and Encouraging

How you deliver a message matters. If you bark orders or constantly shout criticism, you create a toxic environment, especially for people predisposed to avoid conflict.

Instead, frame your feedback in a positive way. Keep your manner calm and collected at all times. Of course, you still need to correct mistakes and encourage improvement. Just do so in the most nourishing way possible.

Build Confidence by Focusing on Strengths

Every employee has a different personality and a unique blend of strengths and weaknesses. Your job: Maximize the strengths and minimize the weaknesses.

Encouraging a shy employee might involve an emphasis on the first part of that equation. Let them know what they are doing well and put them in positions where they can maximize their most dynamic skills. Instead of faulting them for not speaking up at meetings or for getting painfully nervous during presentations, look for the ways they can comfortably contribute to the team.

Partner Them Up

Shy workers may instinctively shrink away from personal interactions, intimidated by crowds and unfamiliar people. But placed among co-workers they like and trust, they often become friendly and outgoing (at least within that limited setting). Sometimes, they become positively bubbly.

See if you can spark this response. Pick a particularly outgoing, supportive co-worker and partner them with your wallflower. See what happens. You might stumble on that classic buddy-cop, opposites-attract dynamic that creates a truly unstoppable duo.

Building a dynamic team involves bringing in workers with a host of skills and a variety of personalities. Partnering with a top-flight recruiter, like PrideStaff, can deliver the diverse talent you need to take your business to the next level.

Contact PrideStaff Bend today to learn more.