Spring Into Success, Use PrideStaff to Meet Your Hiring Needs

Finding the best person for the job is hard work, not to mention time-consuming. As a top staffing agency in Las Vegas, PrideStaff Las Vegas knows how difficult it is to fill open positions right the first time.

Steering a hiring process is especially tricky when you’re trying to balance it with an already jam-packed workload. If this sounds familiar, consider delegating your hiring to PrideStaff Las Vegas. Here’s a look at what we have to offer.

Three Ways PrideStaff Can Improve Your Hiring Process

Attract Better Candidates

When you have an open position, you likely post it on your HR site and relevant job boards. This technique probably attracts a decent amount of candidates, but that doesn’t mean they’re right for the position.

At PrideStaff Las Vegas, we hire for a living, so we know exactly where to look to find the talent you need. We’ll share your job posting with our vast network, including passive candidates who otherwise wouldn’t have heard about the opening.

Explore Flexible Employment Options

Every open position on your team doesn’t need to be filled on a direct hire, full-time basis. Our team can help you categorize job openings the right way, so you don’t spend more on payroll than necessary. For example, if you only need to be fully staffed during your busy season, we’ll connect you with talent searching for temporary opportunities.

We can also help you feel more confident about your hires by seeking candidates on a temp-to-hire basis. This will allow you to observe their work and ability to fit in with the team first, without an obligation to continue their employment if things aren’t working out. 

Fill Open Positions Faster

When hiring a new employee is just another task on your plate, it’s easy for it to get pushed to the backburner. In the meantime, you’re left short-staffed and your team is forced to pick up the slack.

This is a non-issue when you partner with us, because we’ll handle the hiring for you. Our team will post the job, review resumes and interview candidates, so all you have to do is make your final pick.

Hire Like an Expert

You’re a busy manager with a lot on your plate, so allow PrideStaff Las Vegas to assist. Our seasoned recruiters will take control of your hiring process, so you can focus on other priorities. Contact us today to discuss a partnership!

Land a New Job? Here is How Not to Burn Bridges With Your Old Employer

You’ve been dissatisfied with your current job for quite some time, and now you’re finally headed out the door. After interviewing with several companies, you’ve just accepted an offer for a position you can’t want to start.

As one of the busiest staffing agencies in Las Vegas, Nevada, PrideStaff Las Vegas understands how exciting it is to begin a new chapter in your career. However, you still have to wrap things up with your current employer — and you need to do it the right way.

Quitting your job in a dignified manner is both the right and smart thing to do. Your industry is smaller than you think, so you never know who you’ll run into at a future job. Here’s how to end your tenure with the company like a consummate professional.

Four Ways to Leave Your Job Without Burning Bridges

Notify Your Manager First

It doesn’t matter what your relationship is with your manager, they’re still your boss. Consequently, sharing your news with them first is a must, because they will — rightfully — be upset if they hear it through the grapevine.

Focus on the Positives

Maybe you’re feeling bittersweet about your departure or perhaps you can’t wait. Either way, you need to maintain an optimistic attitude. You might be tempted to air any grievances you have, but doing so is seriously unwise. If you ever need a recommendation in the future or quickly decide your new job isn’t so great and want to return, this could ruin your chances.

Help Ease the Transition

Most likely, your boss won’t be able to hire a replacement before you’re out the door. Therefore, your colleagues will be forced to take on your pertinent responsibilities in the interim. Make the shift as smooth as possible by offering to train each person on the tasks they’ll be taking over and providing written instructions.

Keep Working Until Your Last Day

After giving notice, many employees check out for the rest of their tenure with the company. They come in late, leave early and do next to nothing in between. You might be tempted to behave in this manner, but don’t do it. This could cause you to get fired, and even if it doesn’t, your colleagues will resent you, because they’ll be stuck with even more extra work after you leave. People talk, so this could impact your reputation throughout the industry.

Find a Job You Actually Enjoy

If you’re not happy in your current job, it’s time to find a fulfilling new opportunity that makes you happy. PrideStaff Las Vegas is here to help you find your fit with a leading local employer. Contact us today to learn what we can do for you!

Should You Consider Hiring an Underqualified Candidate?

Every time you hire someone, you want to select the perfect candidate for the job.

Too bad there’s no such thing. Every job applicant has their pros and cons. It’s up to you to weigh all of them, and then make the selection that brings you the closest to perfection. And while they may not be completely prepared to do the job just yet, hiring an underqualified candidate could prove to be your best strategy in the long run.

Trust your gut. If you meet an applicant who shows the right growth potential and would be a team member you could truly count on, go for it.

Reap the Benefits

Before you automatically disregard an underqualified candidate, consider what they might offer your company. Look for transferable skills, the ability and willingness to learn, enthusiasm and the right attitude. Among their benefits, these individuals are typically:

• More affordable: When you hire an underqualified candidate, there will be fewer negotiations on wages and benefits. And when all is said and done, you won’t have to pay them as much as someone who is overqualified. Of course, this doesn’t mean you should low ball them. But since you’re giving them an opportunity to fill a role they need to grow into, you can pay a lower starting salary.
• Excited about the opportunity: This new hire will be enthused, ready to hit the ground running, and anxious to prove to you that you made a good decision.
• Easier to mold: Underqualified candidates come with fewer bad habits to be corrected and more room to improve as professionals. When you have the chance to mold and shape a new employee, you’re in a better position to get the results you want from them over time.
• More loyal: Many companies have discovered that hiring underqualified people is the best way to find employees who are willing to stick with their company for longer periods of time. They tend to be more loyal because you gave them a chance. If you have any doubts, simply ask them during their interview about their long-term career goals.
• Primed for learning: You want new employees who bring their own ideas to the table, but you don’t want to hire anyone who is unwilling to learn. You won’t usually face this problem with underqualified individuals, as they want to be taught what to do, how to do it and the steps they can take to advance.
• Team players: They’re grateful to have the job and as a result, make an extra effort to get along with everyone else. This makes life easier and work more productive for everyone involved.

Hiring the right candidate, the first time around, is critical – regardless of their level of experience. To help ensure you get every hire right, consider partnering with the PrideStaff Modesto team of experts. Read our related posts or contact us today for more information.

4 Ways to Get Your Team to Think More Creatively

Innovation is the key to long term success for any business. If you coast along, doing what you’ve always done, you won’t be able to keep up with the competition as they roll out new ideas. To get your employees away from only focusing on their day-to-day responsibilities, encourage them to include innovation as part of their regular work activities. Check out these four ways to get your team to think more creatively.

1. Spruce Up Your Surroundings

Environment plays a major role in sparking creativity, so spruce up your surroundings. In your immediate workspace, include prints with inspirational quotes or any imagery that your team enjoys and encourage them to add personal touches to their individual workspaces. Also, try to completely change environments periodically by taking your brainstorming sessions elsewhere, such as to a coffee shop or even outdoors.

2. Problem Solve with Dream Solutions

Thinking creatively is a skill that can be developed with practice. To help your team get into an innovation mindset, regularly challenge them to stretch their minds. At brainstorming meetings, pose relevant workplace or industry problems and ask them to come up with their dream solutions, without considering budget or plausibility. Even if nothing comes of it, the exercise encourages your employees to not limit themselves and to think outside the box.

3. Learn Something New Together

Your team can’t think big and stretch their imaginations if they are always focused on the same work in front of them. Inspiration can come from anywhere, even places that seem completely unrelated to your work. Integrate learning something new together, such as reading the same book or article and comparing insights or trying a random activity or class, into your regular workload.

4. Make it a Consistent Priority

Unless you actively carve out time for your team to think creatively, it’s likely they may end up putting it off to focus on more seemingly urgent tasks. Prevent brainstorming from being delegated to “whenever there’s time” by making it a consistent priority. Schedule time for creative thinking into your regular staffing meetings or set aside time on an ongoing basis devoted solely to idea generation.

Add Valuable Talent to Your Team by Working with PrideStaff Akron!

Find innovative candidates to join your team by turning to PrideStaff Akron. We will work closely with you to determine your unique needs and evaluate candidates closely to ensure a great match.  Contact us for more information on how PrideStaff Akron can help you with your employment needs.

Why Workplace Morale Matters More Than You Think

You want customers to be satisfied. But what about your employees? Considering they’re your most valuable resource, it’s important to ensure they’re happy and engaged, too. PrideStaff, Tempe’s recruiting experts, explains why:

It lowers costs and boosts productivity.

When your people like coming to work each day and feel their contributions matter, it improves loyalty and productivity. They’ll work harder for you, for longer, leading to lower hiring costs, higher retention, and a more committed, cohesive team. Not only that, but they’re also going to be less likely to call in sick, reducing absenteeism rates and associated expenses.

It improves collaboration.

Whether you’re in the midst of a big project or just working on day-to-day responsibilities, teamwork and collaboration are vitally important. When employees have high morale, then they’re going to be on board with working together to bring your vision to life.

It results in fewer mistakes.

Engaged employees are more likely to pay close attention to details and therefore less likely to make a mistake. They’re more vested in the outcome of projects – as well as the company as a whole – and will go the extra mile to ensure processes and procedures are followed properly.

It leads to higher satisfaction among customers.

When employees take more pride in their work, they’re going to also take better care of customers. This leads not only to higher satisfaction rates with your customers, but more repeat business, as well.

Clearly, morale plays a critical role in the health and success of your company. If it could use a boost within your team, here are some ways to improve it:

• • Talk to your employees to measure current levels of morale and find out which areas need attention.
  • Communicate more often with your staff, including the good, the bad and the ugly. This will forge stronger relationships with them and also help you to stay on top of problems or challenges before they escalate.
  • Praise and reward your people. Whether it’s through a simple thank you note, or a formal recognition program, employees will feel more appreciated and motivated to continue working hard.
  • Train and develop your staff. If your employees don’t have the skills required to meet your expectations, it’s going to impact their morale. Instead, offer them training and support to gain new skills and expand their knowledge base, all so they can perform better on the job and feel good about the work they do.

Focusing on morale will build more trust, not to mention a stronger culture because it shows your employees that you care about them and their well-being. This will give you a competitive edge, whether you’re working to recruit new hires or retain existing staff.

Need help hiring those with high morale who are a good fit for your team?

Connect with Tempe’s recruiting experts at PrideStaff. We know where to look to find high-caliber, hard-working, positive people, whether for full-time, part-time or temporary positions. Contact us today to learn more or get started.

5 Ways to Trick Your Employees Into Being More Productive

Leading a team can involve a lot of finesse. When you have creative and competent employees, the process can appear deceptively easy. But to draw out consistently strong performances (and to improve and evolve over time), you have to take a multifaceted approach.

On a rotating basis, you can become task-master, psychologist, friend, rival and mentor. Like raising children or coaching a team, managing a strong team goes well beyond the simple task of assigning roles and reviewing performance.

There are techniques you can use to tap into higher levels of performance. Here are five tricks you can use to maximize productivity:

Provide Rewards

This is the simplest solution to driving additional output. It comes down to a basic calculation. People work for money. Offer more money, and you can get more work out of them.

However, the rewards don’t have to come in cash. If your resources are thin, you can substitute smaller rewards to spark that extra push. A $20 gift card for the week’s MVP. An extra day off. A special lunch for the office if certain targets are met.

Seemingly tiny inducements can encourage people to give the little additional oomph it takes to meet a preset goal. String out enough of these carrots and you can lead your team a long way.

Stir Competition

Nothing drives excellence like a competitive spirit. Ali and Frazier. Brady and Manning. LeBron and Steph. A little rivalry can spur higher levels of achievement.

Tap into this by devising ways to turn productivity into a friendly game among your employees.

There’s a warning that goes with this one, though: don’t let it go too far. What starts as friendly competition can easily descend into back-biting and infighting. You don’t want to spark an office Armageddon just to squeeze a little extra output.

Improve the Workspace

Drab, dreary surroundings can sap enthusiasm and stymie creativity. On the other hand, a pleasant physical environment can help brighten attitudes and induce teamwork.

Open up as much natural light as possible. Arrange workspaces in a way that encourages the highest level of productivity. Add plants. Consider providing snacks and beverages for the break room.

Small, simple (and inexpensive) upgrades to your workspace can make people more comfortable, leading to improved morale and a higher level of performance.

Give Frequent Feedback

It’s easy to assume people act only to maximize their paychecks, but don’t underestimate the power of psychology to drive performance. Motivational speeches probably only actually work in corny movies, but you can get a lot out of your team by asking, and showing you appreciate the effort.

Provide feedback as often as possible. It gives you a framework to deliver encouragement. It also lets you fine-tune processes. Frequent discussions with your employees gives you chance to say “you’re doing great…but maybe we can work on this.”

Frequent feedback lets you build your team members’ confidence, enrich your relationships with them and promote incremental improvement.

Keep Production Targets Short and Transparent

Keep timelines short and let people know exactly what you expect from them. This discourages procrastination and lets you monitor things more closely.

Also, set output levels just slightly beyond an employee’s comfort zone. Not so much that they start pulling their hair out, but far enough out that they have to stretch slightly to reach them.

Motivation gets easier when you have a strong team to start with. Partnering with a strong recruiting partner, like PrideStaff, lets you assemble the creative, enthusiastic workers you need to drive growth in your business.

Contact PrideStaff Bend today to find out more.

Interview Itinerary (Part 5): Questions You Don’t Have to Answer and Why

Before a job interview, you spend a great deal of time rehearsing responses to common interview questions. No matter how much you prepare, you’ll likely still be asked a few you weren’t anticipating, but that’s only a major problem if these questions cross a certain line.

As a leading temp agency in Las Vegas, PrideStaff Las Vegas knows it’s illegal to ask certain interview questions of a personal nature, but unfortunately, that doesn’t stop some employers. According to the laws enforced by the U.S. Equal Employment Opportunity Commission, it’s illegal to discriminate against an applicant — or an employee — because of their race, color, religion, sex — i.e., gender identity, sexual orientation and pregnancy — national origin, age — 40 or older  — disability or genetic information.

If these topics are broached during your interview, don’t feel like you have to be forthcoming.

5 Job Interview Questions You Don’t Have to Answer

Have you ever been arrested?

You might think your arrest record or lack thereof is fair game for employers, but it’s not. Since you’re innocent until proven guilty, you don’t have to answer this one. However, asking if you’ve ever been convicted of a crime is fair game, so you do have to answer that one.

When was the last time you used an illegal drug?

Most employers aren’t keen on hiring people who abuse illegal drugs, but if you’ve since cleaned up your act, this question can unfairly tarnish your reputation. You don’t have to answer it, but if you’re asked if you currently use illegal drugs, you are required to respond to that one.

Are you married?

You might think they’re just being conversational, but digging around to determine your marital status could be a stealthy way to determine how much time you have to commit to work. Consequently, this question is off-limits and you don’t have to answer it.

Do you have children?

It might seem like an innocent question, but you don’t have to answer this question, because your parental status can be held against you. If the employer feels like your family obligations could get in the way of work, this could cause them not to hire you, which is illegal.

Where do you live?

Employers want to hire a reliable employee who won’t have trouble making it to work on time. Therefore, they might ask this question to gauge your commute, but you don’t have to answer it. Your response can be used to discriminate against you, so you only have to answer questions like “Do you have reliable transportation?” and “Are you willing to relocate for the job?”.

Secure Your Dream Job

Ready to take your career to the next level? PrideStaff Las Vegas is here to assist every step of the way. Contact us today to find a temporary, temp-to-hire or direct hire position that perfectly aligns with your skills and experience!

Making the Most of Your Temporary Job

In a recent survey, close to 70 percent of respondents said they would consider taking a temporary job as a smart career step. Working as a temp gives you the opportunity to test drive employers, try out new roles, develop new skills and build your resume, portfolio and professional network.

Here are some tips for making the most of your temporary position:

Use it to advance your career.

The short-term reason for taking a temporary job may be the paycheck, but be sure to take advantage of the long-term gains as well. You can benefit from knowledge, skills and relationships that will be helpful throughout your career.

• With each assignment, set yourself up for success. Do your best possible work and invest your full effort for the duration of your time there. This frames you as a valuable asset. Companies who hire high-performing temps often want to keep them, either on a full-time basis or for other projects. So, leave a positive impression in every possible way.

Master new skills.

In addition to technical strengths, while working in a temporary position, you have the chance to develop stronger transferable career skills, such as communication, time management, organization and teamwork.

• Take extra steps to learn new technology, processes and methods. This will help you stay current in your chosen industry or explore a new one. Continuously build your resume and your professional portfolio.
• Document your achievements. Track your accomplishments during your assignment. Save emails that praise you and your work. Note all your successes, to build your case in the event an employer decides they need to hire someone on a full-time basis. If this doesn’t happen, you can use this information as you seek your next job.

Broaden your professional network.

Make networking a top priority, in addition to performing well in your day-to-day duties. Meet like-minded professionals, including upper-level executives if possible. You also may be able to network with key people outside the company, such as clients, vendors and service providers.

• Start by making personal connections. Be outgoing and friendly, without overdoing it. Then, you can ask people to connect via LinkedIn. From there, you can garner recommendations and have a stronger list of people willing to vouch for your work.

Ask for feedback.

At the end of your temporary assignment, schedule time to talk with your manager and solicit feedback on your performance. Let them know you’ve taken the job seriously and respect their input.

• Inquire about the possibility of working for their company again. Ask about other jobs or temporary work referrals. Be a consummate pro right up until you leave the building.

If you’re seeking a temporary position as your next career step, consider partnering with PrideStaff Modesto. We have access to a broad range of positions where your unique skills can be put to the best possible use in administrative, IT, customer support, finance, healthcare, production and distribution and other areas. Contact us today to learn more.

What to Consider Before Saying “Yes” to a Job Offer

If you’ve been searching for a job for a while, it’s only natural to want to accept the first opportunity that comes your way. But before you say “yes,” there are a few things to consider first. After all, you’re going to be spending most of your waking hours at work. You therefore want to ensure it’s at a place where you’re going to be happy. So before you accept, make sure you’re considering:

The work environment.

Did you have a chance to tour the workplace? What was your initial reaction? Did you meet potential colleagues? Do you see yourself working well with them? While it’s impossible to know exactly what a potential opportunity will be like until you’re on the job, it’s important to ask yourself these kinds of questions. If you know in your gut it’s not going to be a fit for you, it’s going to impact your overall job satisfaction and your performance.

The compensation and benefits.

If you’ve been on the hunt for a new job for a long time, it’s easy to accept an offer that’s less than what you wanted. However, this can have long-term implications. Not only will it have an effect on your budget and quality of life, but when potential employers ask about salary history in the future, it can impact how much they’re willing to offer you.

The commute.

This might seem like a secondary consideration. However, how far you have to commute is going to play a big part of your day. So if it’s a lot longer than your current or previous job, you need to think through whether it’s realistic in the long run. Do you really want to get up earlier, deal with traffic, and pay more for gas? These are all important questions to ask before accepting.

The opportunities for advancement.

The best opportunities are the ones where you’re constantly learning and growing. However, if you’re at a standstill at work, it will impact overall satisfaction, not to mention career growth. So evaluate whether this opportunity gives you the chance to acquire new skills and move upward to new levels.

Need help getting job offers?

If you’ve been looking for a new job for a while without any luck, get help from the team at PrideStaff. As one of the top employment firms in Phoenix, we can connect you with rewarding opportunities at leading employers, so you can achieve your career goals. Contact us today to learn more or get started.

Is a Two-Page Resume Right For You? Let’s Weigh the Pros and Cons.

Back in the day, one-page resumes represented a practical necessity.

In those dark, olden times, back when phones had cords and TV episodes aired one at a time, resumes were actually printed and mailed. Long documents created logistical problems.

Now that everything takes place in a digital realm, these concerns have dissipated. Still, attention spans and busy schedules continue to argue for a shorter document. Concise, concentrated resumes have a definite benefit.

But you can get value from including additional information that wouldn’t otherwise fit on a single page.

How do you decide which way to go? Here’s a guide to the pros and cons to letting your resume expand to two pages:

Pro: More Info

One-page resumes can be restricting. Once you get through the basic info (name, phone number, address, etc.) and list your most recent job titles, you don’t really have much room left.

Spreading out to an additional page can let you highlight your nuanced career and expound on your individual achievements.

Con: Redundant and Boring

On the other hand, one person’s nuance can be another person’s padding. It’s easy to trigger a TL;DR response, especially given the volume of applications most hiring processes involve.

Only go to a second page if you really have skills that warrant additional coverage.

Pro: You Can Go Back Further in Time

Short resumes force you to constrict your timeline. You can only fit your most recent work experiences, even if these don’t reflect your best achievements.

A one-pager works great for people just out of school or returning to the job market after an absence. But if you have a long work history, restricting yourself to a single page might leave a lot of interesting info undisclosed.

Con: Diminishing Returns

How well do you remember 2011? We thought so. Stretching back in time might give heft to your resume by adding sheer volume, but you have to make sure it adds value as well.

You won’t do yourself any favors by listing qualifications that seem dated or skills that aren’t even skills anymore, now that technology has moved on. Don’t reach into your deep past if doing so just reiterates abilities you’ve demonstrated in more recent experiences or includes positions that are irrelevant to the position at hand.

Pro: You Never Know What Will Click

Think about the difference between a play and a movie. A theater actor can react to the crowd and modulate a performance to a particular audience. In a film, that’s not possible. What’s there is there.

Resumes resemble the film performance. You send it out, but you can’t predict exactly what an HR executive will respond to. You never know what particular combination of skills and experience will move you to the top of the list.

A longer resume gives you a better chance to make a connection. The more info you list, the more likely it will be that you tap into the precise alchemy a specific company is looking for.

Con: You Dilute Your Main Selling Points    

Your friend starts telling a story. And keeps telling it. And keeps telling it. Ten minutes into the recitation, you’ve lost all hope of getting to the end.

A long resume can spark a similar situation. True, listing lots of qualifications makes it more likely you’ll include something a company likes. However, you don’t do yourself any good if that litany of information obscures your best points.

Preparing a compelling resume can present nuanced problems. Getting professional help allows you to maximize your presentation. Working with a strong staffing partner, like PrideStaff, grants you access to expert advice and unparalleled professional guidance.

Contact our PrideStaff Bend recruiters today to find out more.