How to Inspire Your Employees by Keeping Yourself Motivated

What happens when you as the team leader, the primary motivator, find yourself feeling unexcited and uninspired about the very job you’re supposed to get others motivated to do? A few tips and tricks about how to keep your own spirits up will help you do the same for others.

• Show that positive attitude.

Let’s face it: Sometimes you have to “fake it ‘til you make it”. But when you use that to encourage your team with positivity, you will get them motivated – and then their enthusiasm will rebound onto you.

• Break it down.

We all know that a huge task can seem insurmountable. But if you break it up into smaller, more manageable chunks, you’ll allow your team and yourself to tackle it in stages, possibly even having mini-celebrations as you do so. It’s like the old adage of asking how you eat an elephant: one bite at a time.

• Consider your effect on others.

Lost your motivation? Try to remember what impact your work has on others. If you don’t feel like doing your job for yourself, refocus on someone else: The people benefiting from it. You may also want to think about the fact that your employees take their cues from you, and positively motivated employees get more done and feel more satisfied. Either way, it’ll get you more excited about doing your own job.

• Get uncomfortable.

If you’re feeling unchallenged or useless in your job, maybe you need to find a new way to do something that revitalizes you and gets you thinking. Push yourself to try something that might have scared you before – that’s often when you have your best breakthroughs. Encourage your employees to do this as well and see what they come up with.

• Reap the rewards.

As stated above, a small reward for a job well done can go a long way, both for yourself and your employees. It gives all of you something to look forward to, which, frankly, motivates just about anybody. So whether you reward yourself with something from your Amazon wish list once you finish that massive project or treat your employees to lunch for their efforts, use those rewards to inspire.

• Be grateful.

The power of the words “thank you” cannot be understated. Maybe an employee pointed out a flaw in a PowerPoint presentation or stepped in when someone else was out sick – no matter the size of the gesture, your response should be one of gratitude for the help. That recognition fires people up and makes them feel appreciated.

We all have points in our careers where we feel a little uninspired. Use these tips to help find your motivation and get others going as well. To find your next motivated hire, work with PrideStaff.

The Frightening Misconceptions About Working With a Staffing Agency

Turning to a staffing agency often represents a job seeker’s last resort. They hold out as long as they can. They run through all the dead ends and disappointments; then, in desperation, turn to a professional to help them find a position.

Why do they wait so long?

Usually, it’s the result of some misconceptions. There are some common myths about staffing agencies that keep job seekers from getting the kind of assistance that can streamline their careers. Here are four of the most common untrue assumptions about staffing agencies that scare people off:

I’m Going to Be on the Temp Treadmill Forever

People assume a staffing agency can only find people short-term assignments. They expect to get day work, or maybe a few weeks at a place that has someone sick or a big project coming up.

In fact, staffing agencies receive all types of work orders. If you want a more nomadic life (the short-term assignments) and to keep your schedule open, they can accommodate. But there’s also ample opportunity for long-term or temp-to-hire assignments.

Be upfront about your hopes and expectations and the staffing agency will keep your needs in mind.

I’m Losing Money by Going to a Staffing Agency

A common expectation is going through a staffing agency will cost you money; you’ll either have to pay some upfront fee or the staffing firm will take some portion of your wages.

Of course, you should always be wary and understand every aspect of your relationship with a firm. But staffing agencies are paid by the firms looking for employees. For companies, this saves them the expense of running the job searches on their own and saves their executives time and effort. It makes it well worth the company’s outlay to get a good employee.

I’m Only Going to Get Offered Entry-Level Jobs

Twelve-year-olds probably don’t look starry-eyed at their ceilings late and night and dream of one-day working gigs provided by a staffing agency. We’ll concede that. But the idea that every staffing position is an anonymous data-entry job or a back-breaking, low-end factory assignment is just as far from reality.

Companies use staffing agencies for all sorts of assignments. Whether it is bookkeepers or office staff or skilled factory employees or any sort of miscellaneous worker that helps the firm get the job done.

Again, the key to getting the type of assignment you want comes from an honest discussion with your staffing agency. Make sure they know your goals and they’ll be happy to help you reach those milestones.

I’ll End up a Faceless Bundle of Keywords

No one wants to be name in a computer. Like on an overcrowded online dating site, or the late rounds of a fantasy football draft.

That’s how people assume a staffing agency works – just an algorithm that matches resume-listed skills with a company’s need, then checks availability and wage range. Beep-boop-beep. A match is made.

In fact, the process is much more personal. A good staffing agency will talk to you, listen to your preferences, vet your skills and work to get you the perfect assignment. If you’re happy, you’ll be a better worker and you’re more likely to stick around for future assignments. It’s in their best interests to give you the right amount of personal touch.

Partner with PrideStaff Bend

Rather than a last resort, staffing firms provide a great leg up in the job market. And PrideStaff is a leader in the field. Contact our top Oregon recruiters today to streamline your job search.

4 Areas Every Hiring Manager Evaluates in a Job Interview

When it comes to job interviews, there are certain basics that every hiring manager evaluates. But if you’re not a recruiting expert in Tempe, it’s tough to know exactly what they are. PrideStaff can help. Here’s a look at four of the top areas hiring managers are assessing and how you can make the best impression possible:

Interest.

First and foremost, hiring managers want to know you’re truly interested in their job, not simply in securing any position available. Hiring managers have a limited amount of time and if you don’t seem excited about the opportunity, then they’re not going to move you ahead in the hiring process.

To evaluate this area, they’ll ask questions such as: “What do you know about our company?” and “What attracted you most to the position?” In addition, they’ll consider whether you come armed with your own list of questions to gain insight into the company and whether the job is a good fit for you.

Experience.

Once interest is assessed, the hiring manager will dig more deeply into core skills and experience. Their goal is to find out whether you have the ability to be successful in the role and at the company. So be prepared to talk about technical skills, past and current job responsibilities, and your record of accomplishments. Quantify them with numbers whenever possible.

Attitude.

When it comes to finding the right new hire, attitude and personality are critically important for hiring managers to evaluate. They want to know that you not only have what it takes to perform well in the job, but to also thrive in the company’s culture. To assess this, they’ll likely ask questions about the environment you work best in, what past employers were your favorites and why, and whether you operate better independently or when collaborating.

Professionalism.

Finally, hiring managers will evaluate whether you showed up on time, seemed prepared for the interview, were dressed appropriately and gave off an overall professional impression. If there are any red flags in these areas, then you might not get called back for a second interview.

Need help finding leads and getting a great new job?

Call Tempe’s recruiting experts at PrideStaff. We can help you with every aspect of your job search, including connecting you with top opportunities at leading local employers. Contact us today to learn more or get started.

Common Interview Questions and How to Answer Them

While it’s impossible to predict exactly what you may be asked in a job interview, there are some common questions that are likely to crop up, regardless of the specific company or position. As part of your interview prep, it’s a good idea to be familiar with them and write out your responses in advance. This way, you can rehearse them so they sound natural and … unrehearsed!

As you respond to these and other interview questions, stay relaxed and let your personality and best traits shine through.

“Tell us about yourself.”

This is a common first question in many interviews. As you answer, there’s no need to tell your entire life story, or even your entire career story, unless it’s relevant to the job.

• Start with the present and work backwards. Talk about where you are right now, and then segue into the past. Highlight the experience you’ve had and the skills you’ve built. Then, finish with the future: Why you’re an excellent fit for the position.

“Why should we hire you?”

While this question may seem daunting on the surface, it’s a perfect opportunity to toot your own horn. This is not the time to be modest as you respond, nor do you want to appear conceited or arrogant.

• Craft a response that proves to the hiring manager you can deliver great results and you’d be a perfect fit with the company and its culture. Make it a confident, concise sales pitch that clearly explains the unique value you offer.

“What are your greatest strengths?”

As you focus on the attributes that set you apart from the competition, be honest and accurate. Choose the strengths most targeted to the specific job.

• Be specific. For instance, instead of saying “I’m a people person,” say, “I have strong persuasive communication skills” or “I excel at relationship building.” Then, follow up with detailed examples that produced measurable results.

“What is your greatest weakness?”

This is the flip side to the “greatest strengths” question. When asking it, an interviewer is gauging your level of self-awareness and honesty.

• Strike the right balance. Think of something you struggle with, but are working to improve. If your weakness is public speaking or leading group meetings, describe a course or training program you’ve voluntarily enrolled in to develop your strengths in this area.

“Where do you see yourself in five years?”

With this inquiry, a hiring manager wants to know if you’ve set realistic career expectations, if you’re ambitious, and perhaps most importantly, if the position aligns with your goals.

• Think realistically about where this job could take you. Respond with that in mind. If you’re not exactly sure what the future holds for you, it’s okay to say that; however, indicate that you see this new role as an important one in helping you to make that decision.

Do you need a coach to help you prepare for your upcoming interviews? At PrideStaff Modesto, we love to help people reach their full potential, find great jobs and put their talent to the best possible use. Whether you’re seeking a temporary job or a full-time opportunity, contact us today so we can help you make it happen.

3 Scary Consequences of a Bad Hire

Given how much thought and effort goes into a job search, it’s amazing how uncertain the outcome can seem.

You and your team earnestly review dozens and dozens of resumes (often with some cutting-edge computer help). You use best-practice interview techniques in order to uncover all the hidden personality traps and potential buried conflicts. You exhaustively check references and snoop through candidates’ social media, feeling at times like an overburdened private detective hot on a case.

And it still feels like you’re going to a casino. You dress up nice, you go through some supposedly luck-inducing rituals; then you let the wheel spin and see what happens.

Well, if the job search is a trip to the casino, let’s face facts: Sometimes the spin comes up double zero.

And just like in a casino, when you get those unlucky spins, it can cost you. All the time and money spent on those resume reviews, interview discussions and background investigations have all gone to waste. But that’s just the beginning.

Here are three scary consequences of a bad hiring decision:

Opportunity Costs

First, there’s the good hire you didn’t make. Instead of a competent, engaged contributor, you have (best case scenario) an uninspired, clock-watching drone, or (worst case scenario) someone whose incompetence and bad attitude actively slows down the rest of the team.

Now you have a choice: grin and bear the bad employee or start all over again. You can’t keep the terrible hire. That’s just doubling down on a mistake. So, you need to move on, as embarrassing as that might be.

Now, you’re out the cost of the job search and any training you invested in the short-lived employee. You wasted weeks on the hiring/onboarding/training process. And maybe, the good employee you passed on to hire this turkey has moved on to another opportunity.

Hit to Morale

People hate incompetence. They will tolerate a bad personality, as long as things are getting done. But someone incompetent on the team just turns the whole office grumpy. Everyone’s job gets harder.

Now, you might think we’re talking about the bad hire here. In part, you’d be right. But that bad hire is likely out the door relatively quickly. We’re talking about your team’s opinion of you.

Introducing a sour element into the work environment will reflect badly on you. The office will be filled with the “What were they thinking?” whispers for months after the bad hire has come and gone. These little dings to morale can add up over time and lead to serious discontent.

Having to Hire Again

Making a bad hire puts you in a time loop. You waste a lot of time and money, you damage team morale and in the end, you still have an open position to fill. You’re back to a file full of resumes (ones that not too long ago you thought were worse than the person you just hired).

The good second-choice options have likely already moved on. The people left on the market are almost by definition longer shots than the one you’ve already taken.

So, you’re forced to start over: the earnest resume reviews; the tedious, scripted interviews; the exhaustive research. And then you’re just back to the roulette table.

How do you break the cycle?

Partnering with a qualified staffing firm can bust through the deadlock. PrideStaff can help you make the right hiring decision the first time, keeping costs low, morale high and allowing you to concentrate on your core business. Contact PrideStaff Bend’s leading Central Oregon recruiters today for more information.

4 Tips for Rejecting an Internal Candidate

It’s bad enough when you have to tell a stranger that you’ve made a hiring decision that doesn’t include them. However, when it’s someone who is already part of your team, it’s even more difficult. You don’t want any hurt the feelings. In addition, you don’t want the employee to grow disgruntled either.

So, what can you do to handle the situation with grace, so your employee doesn’t hate you? PrideStaff, one of Phoenix’s top employment agencies, has the answers you need. Here are four quick tips to help you deal with this sensitive situation more easily:

Tip #1: Do it in person.

Since this is an existing employee, it’s critically important to talk with them in person. Although it will be a difficult and even awkward conversation, having a face-to-face will help to soften the blow, as well as give your employee a chance to ask questions. It also shows your concern for them and that they’re not simply a cog in the wheel; but a valued team member.

Tip #2: Be honest.

During your conversation, just be honest. Don’t blame the situation on the fact another candidate had a few more years of experience. There’s likely a bigger reason the internal candidate didn’t get the job. And you’re not doing them any favors if you don’t share it with them. So be kind, but be direct, too. It will help them more in the long run to achieve their career goals if they understand where they went wrong.

Tip #3: Offer a path forward.

While it might hurt, it can also be helpful to discuss specifics about what made the final candidate stand out – if the employee wants to know. Was it their attitude? Their track record? A certain skill set?

Knowing this information will give your employee a better sense of the kinds of abilities they need to acquire in order to get ahead in the company. Also, discuss how they can go about expanding their knowledge and skills, and what the company can offer them in terms of training and development support and resources.

Tip #4: Follow up.

With a plan laid out, follow up with your employee regularly. Schedule informal chats to discuss how their training and development efforts are going and to offer feedback on their recent performance. It’s also a good time for them to come to you with any questions or concerns about the job they’re doing.

Turning down an internal candidate is never fun. But the good news is that it does give you an opportunity to help them obtain new skills and acquire more knowledge, all so they can offer more value to the company down the line.

Need help hiring high-potential candidates?

Call the experts at PrideStaff. As one of Phoenix’s top employment agencies, our team of specialists can help you find and hire the talented employees your business needs to keep it innovating and growing. Contact us today to learn more or get started.

How a Slow Hiring Process Can Damage Your Company

Why is efficient hiring so critical to your business?

In the race for top talent, you’re not only running against your competition, you’re also running against time: the speed of the market; the speed of candidates’ expectations; and the ever-increasing speed of change.

As of August – the most recent month for which Bureau of Labor Statistics numbers are available – unemployment in the United States was at 3.9 percent. Other than a slightly lower rate of 3.8 percent in May, this is the lowest number recorded in the past decade. This paints an even more challenging picture. If you drag out your hiring process unnecessarily, your company will feel the pain in a number of ways.

Top Talent Will Be Lost

The best talent on the market isn’t willing to wait around while you make a hiring decision. In fact, the most high-demand candidates are on the market for an average of only about 10 days.

• This includes the loss of the best innovators. These are the candidates who are scooped up the fastest. Slow hiring means you’ll experience key talent shortages in these critical areas.

Your Bottom Line Will Take a Hit

Productivity, revenue, sales … all will suffer as a result of your prolonged hiring process.

• A long, drawn-out hiring process not only degrades the candidate experience, but it could also cost you customers. Up to two-thirds of frustrated candidates may disparage your company on social media – and if they are current customers, up to 15 percent of them will no longer purchase your product. Not to mention what they tell their friends, contacts and connections …

Morale Will Plummet

Not only is slow hiring hard on your company, it also takes a toll on your employees. Whether it’s a department manager struggling to produce with key positions vacant or people who have to work overtime to fill in, the situation will take its toll.

• Other team members will have to work harder to fill in when jobs are vacant. The resulting stress and overwork may lead to more errors, lower-quality output, possible turnover, and in the worst cases, accidents or threats to employee safety.

Your Employer Brand Will Suffer

Word spreads at lightning speed in today’s social media world. Before you can say “we’ll make a decision soon,” the message will be out there that your company drags its feet when it comes to key business decisions. Ouch.

• Because a negative candidate experience is part of the criteria for ranking as a “Best Place to Work,” slow hiring can negatively impact your standings on these important lists.

Are you and your HR team feeling overwhelmed with the pressure of having to hire “yesterday” to fill key open positions? Haste makes waste, so you need to not only hire quickly, but successfully. Turn to the experts at PrideStaff Modesto. We’ll help identify your unique staffing needs and ensure you meet them efficiently and effectively. Contact us today to learn more.

How to Choose Between Two Perfect Candidates

It seems like a wonderful problem to have: You have two fantastic candidates for one position. They both seem like they would fit, both have the star qualities you want. So how do you choose one over the other? And how do you make the “right” choice? Instead of going with your gut, the better approach involves doing some serious examining of the finer points of each.

• Cultural fit.

You do have to exercise caution in choosing a candidate on fitting in with the rest of the group in terms of conformity. Yet how a candidate will connect with the clients and the rest of the team does affect the overall success of the hire. Look at each candidate and see which one will fit better in the day-to-day run of things. Which candidate will align better with your company culture and add to it?

• Skills for certain needs.

Let’s say you have two candidates whose qualifications fit your job descriptions perfectly. The fact remains that you will have specific needs you want to prioritize–so which one can best attend to them? When caught in this situation, evaluate carefully for certain “nice-to-have” skills (determined by your specific needs in that position). If one has them and the other doesn’t, you’ve made your choice. You also want to determine which candidate has better growth potential within the company.

• When in doubt, don’t choose.

You may even have the chance to get the best of both worlds: hiring both. Depending on your company’s needs and budget, look to see if you can find places for both candidates. The hard fact is that it’s not easy to find good people. So if you have the means and the opportunity, bring on both candidates. If you have to choose, make sure to let the other person down respectfully. Check in with them via LinkedIn on their career every so often and send along information about the company. You never know when a new opportunity with a better fit might come along.

Choosing between two star candidates isn’t easy, but careful examination for certain traits can help. To find your next star, work with the experts at PrideStaff.

Should I Connect With People I Don’t Know on LinkedIn?

LinkedIn exists as a networking platform. It’s one big, digital industry conference. Just instead of shaking hands and handing out business cards, you send each other invites.

But any social media platform comes with privacy and reputational concerns. Along with being a networking platform, LinkedIn serves as your public face. Any new client, any prospective employer, any new co-worker (even your potential romantic partners) will head to LinkedIn to learn about you and your career.

With that in mind, some vigilance is needed. Here are some things to keep in mind when deciding whether to accept that stranger’s request:

Pro: More People, More Opportunity

Most experts agree you get a boost from a wide LinkedIn network. The basic rule: the more, the merrier.

There aren’t a lot of incremental costs to having additional connections on your LinkedIn page (it’s not like you’re paying a $1 per connection or something). Meanwhile, most connections are worth at least an incremental benefit.

First, you never know where an opportunity will come from. Keeping your options open provides a good overall strategy.

Second, having a large network helps you get found. LinkedIn’s algorithm favors additional connections, so prospective employers seeking your skills will be more likely to find you if you have a wider footprint.

Con: Privacy/Spam Concerns

Keeping all the pros of additional connections in mind, you shouldn’t blindly accept every request you receive. There are limits.

Like any online encounter, you need to have your guard up. Every invitation you get was sent for a reason. If you don’t know the person, they found you somehow. They are looking to benefit from the connection in ways you might not fully understand at first.

The purpose of LinkedIn is to create mutually beneficial connections. Each person gets something out of the connection, but watch out. There are companies and individuals out there looking to take advantage of the platform, proliferating scams or simply putting out spam for marketing purposes.

So, don’t blindly accept every unfamiliar invite. Put it through the usual online smell test.

Con: Your Network Gets so Big, It Becomes Pointless

You follow a policy of accepting every invitation that comes along and now you have a giant LinkedIn network.

Nicely done, but, unfortunately, most of it is useless. That’s no judgment on the people in it. Individually, they all might represent a useful contact. Collectively, though, the sheer number of contacts becomes unwieldy. It becomes difficult to triage the truly useful connections in any particular circumstances from the mere filler.

Don’t make your network so bulky it becomes unmanageable. Some reasonable culling can make a smaller network more useful, as the contacts are more focused and the whole thing becomes easier to manage.

Feeling overwhelmed by everything that goes into career building?

Deciding who to accept on LinkedIn sounds simple, but as we’ve seen, there are some pitfalls. Using a staffing agency can help sidestep some of these tricky situations. Pridestaff’s courteous and professional staff can get your career on track. Contact us today to find out more.

Get That Promotion You Want! How to Make Yourself Indispensable at Work

Success doesn’t come easy, but you’re willing to work your way to the top. You’re really happy at your current company, so instead of partnering with a staffing agency in Las Vegas to find a new employer, you’re hoping to get a promotion.

The key to moving up the ranks is making yourself indispensable. Every company has a few star employees it couldn’t function without, and you’re about to become one of them. Find out how to become a crucial part of the team.

Five Ways to Make Yourself Indispensable at Work

Follow the Rules

Moving up the ladder means you’ll be in a position of greater visibility. Your boss won’t give you this honor unless they’re certain you’ll set a good example for everyone else. This means you need to show up to work on time, follow the dress code, treat everyone with respect and otherwise behave like a consummate professional.

Solve Problems

Add value to the company by finding solutions to issues plaguing it. If you’re able to put out fires and turn negatives into positives, your employer will do anything to keep you happy. When you make meaningful contributions, you’re viewed as a team member who is anything but expendable.

Go the Extra Mile

Exceeding expectations is the key to getting ahead. Simply doing your job is great, but take it a step further to prove you’re a team player who can handle more responsibility. If your boss or a colleague is swamped, offer to take on some of their extra work. When a project deadline is nearing, but there’s still a lot to do, volunteer to work overtime.

Take Pride in Your Work

You can’t expect to get a promotion if the work you’re submitting in your current role is subpar. Use every project that lands on your desk — even the little ones — as an opportunity to dazzle your boss. Give it your all and remember to double-check your work before submitting, because careless errors won’t score you any points.

Make Your Boss Look Good

Get in your boss’s good graces — and stay there — by helping him or her succeed. Your behavior reflects directly on your manager, so if you follow all of the advice above, you’ll be a superstar employee. Workers like you are few and far between, so your boss will want to promote you to ensure they don’t lose you to another company.

Take the Next Step

If your current job offers no room for growth, it’s time to start searching for a new one. PrideStaff Las Vegas enjoys helping talented professionals like you make meaningful career moves. Contact us today to find a competitive temporary, temp-to-hire or direct hire opportunity with a top local employer!