Tips for Reducing Turnover Among Millennial Employees

According to a recent Forbes study, 60 percent of millennial employees – those born after 1980 – leave their jobs within three years. And, it costs a company $15,000 to $20,000 or more to replace each one. How can you make the necessary changes to ensure your company is not only attracting millennials, but also showing them they’re valued, so they remain loyal to your business?

Coach – Don’t Manage

A coaching leadership style tends to work well with millennials. The most effective coaching occurs when you prioritize the employees’ curiosity over forcing them to follow strict instructions.

Resist the urge to give advice. Listen, provide guidance and facilitation, and give in to asking more questions.
Never micromanage. Micromanagement isn’t good for any employees and especially not for millennials. Allow more of a margin for people to fail in such a way that they’ll learn from their setbacks.
Having access to the internet in the palm of their hand has enabled millennials to problem solve much differently than their predecessors. They turn to Google, You Tube or Alexa for answers before they turn to their supervisors. So your management team needs to adjust accordingly, serving as guides as they coach millennials through their self-directed learning process.

Increase Feedback Frequency

Millennials want feedback 50 percent more often than other employees, as reported by a Harvard Business Review survey of more than 1,400 workers.

Most millennial employees need feedback once a month or more. What they want most is not more managerial direction, but rather, more help with their own personal development. As noted by one employee in the HBR study, “I would like to move ahead in my career. And to do that, it’s very important to be in touch with my manager, constantly getting coaching and feedback so I can be more efficient and proficient.”

Be Authentic

Millennials seek role models they can emulate. Telling stories of their own successes and failures makes managers more approachable. This is a great way to build lasting bonds with younger employees, which may help keep them at your company longer.

Managers who are authentic coaches and good listeners build trust. According to author Tim Gallwey, “Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn, rather than teaching them.” Trust forms a solid foundation to accomplish this every day.

Pay Competitively

Forbes reports that only 36 percent of millennials with college degrees earn more than $45,000 a year. And 47 percent of them spend half of every paycheck on student loan payments. This quickly becomes unsustainable.

Pay millennials realistically and competitively – or they will go elsewhere. If you really can’t afford raises, find other ways to reward employees’ efforts, such as bonuses or growth opportunities into better-paying roles within your company.

Whether it’s managing millennials or growing your workforce with top performers across the demographic spectrum, PrideStaff Modesto can help you build your winning talent management strategy. Read our related posts or contact us today to learn more.

4 Red Flags That You Might Not Actually Want The Job You Applied For

When you’re out of work, any opportunity can seem enticing. You’re constantly throwing out resumes and taking every interview you can. Any sign of interest is welcome.

But not all opportunities are created equal. Some positions are life-changing roads to a better career. Others are just a path of frustration and wasted time. The earlier you can tell the difference, the better off you’ll be. But how do you do that?

Here are four ways to tell that job you applied for might be too good to be true:

Inconsistencies Come up in the Hiring Process

The job posting gives one salary range; a different one gets mentioned at the interview. They won’t specify a work schedule. There seems to be tension or disagreement between the people you’re communicating with during the recruitment process. These little inconsistencies and small-scale communication snafus can add up to a big warning sign.

Almost any process will have some hiccups. One or even a few tiny inconveniences or unexpected road bumps shouldn’t dissuade you from taking a job that otherwise looks good. But when the issues start piling up, or if any one of the issues equates to a deal breaker for you, it’s best to bow out of the running for that position and focus on other opportunities.

The Company Has a Bad Reputation (Or No Reputation)

We live in a world of big data. Vast information about everything exists on the internet. This can be a source of worry – potential employers can scroll through your social media accounts and find those pictures you posted at that college tailgate party.

But it can also work in your favor.

Do some research about the company. Sites like Glassdoor include employee reviews. If these paint an alarming picture, then be alarmed.

Also, if you can’t find anything about the company at all, that is also a red flag. All companies begin somewhere. If the prospect of working at a startup excites you, you might not end up working at a place with a well-documented reputation. But most places will leave some trail you can track down. Ones that don’t might not be that secure.

You’re Just a Warm Body

Ideally, a company should be just as excited about you joining as you are about joining them. It’s like a relationship. Those early days should feel filled with mutual attraction and excitement (though you don’t need to stay on the phone with HR until late in the evening, saying to each other “no, you hang up first…no, YOU hang up first”).

But sometimes, large organizations or companies expanding at a fast pace just need bodies. You aren’t special to them. You just meet some minimum requirements and they can slot you into a prefab role.

Sometimes you just need a paycheck. Or a position to fill out your resume, a stepping stone for something better down the line. In those cases, a “warm body” kind of assignment might be acceptable. But don’t get locked in if you’re hoping for something more.

You Aren’t Excited About the Opportunity

This is the simplest test: What’s your gut reaction to the job? If you get the position, it will occupy most of your life for the foreseeable future … at least eight hours a day, every weekday. A situation as potentially engrossing as that shouldn’t start off seeming like a drag. Ideally, you should go into the situation energized and excited.

Again, you might just need the job. Not every work situation is an adrenaline-inducing adventure. But if something is holding you back, take that instinct seriously and consider your long-term opportunities.

Find the Right Job Today

Sorting real opportunities from fool’s gold can quickly become a massive time drain. Having a strong staffing partner can help you escape that process. Let a staffing firm vet the companies and find the opportunities. Contact PrideStaff Bend today to find out more.

The Secret to Better Leadership May be Asking for Feedback

If you truly want to know how you’re doing as a leader, you should probably get some insight from those who work directly with you. It makes all the sense in the world, yet ironically too many leaders overlook this important step in their desire to become better at what they do. Follow our tips below and learn how getting feedback can improve your skills.

What is feedback?

Here we consider feedback as constructive criticism or helpful information given from one person to another in order to help improve their performance and behaviors. Look at it as an informational exchange based on expected and exhibited performances. It’s not only someone telling you how you might improve; it also involves your reaction to said information.

Why do you need feedback? How does it help?

It happens constantly. Aside from formal evaluations, either paper, computer, or in person, every exchange with a customer, colleague, client, or vendor gives feedback. Make sure that, as a leader, you pay attention to it.

It requires proper listening. To that end, the person giving it should clearly understand why they’re giving it, that the message has been received, and how you will use it to move forward.

It allows constant learning. The only way you won’t change as a leader is if you stand still, not allowing yourself to grow. Putting the time in to discover how working with your company affects others will allow for continued learning as you get regular feedback. This in turn will allow you to examine how you lead and whether you need to make changes to improve strategies, products, and relationships.

It’s motivating. And not just for you: Asking for feedback can encourage employees to improve their own performance. It makes them feel valued and want to be a part of company decisions. Doing this can also improve overall working relationships.

It can improve performance. The best kind of feedback isn’t simply negative criticism; it’s constructive and works best at helping others to enhance their own performance.

Find out from your team just how well you’re doing and where you can improve, as this makes for an influential and respected leader. For more advice on how to do this, work with the experts at PrideStaff.

The Pros and Cons of Having an Infographic Resume

Is an infographic resume – where graphic visual representations of information are used to present your content – a good idea?

The answer is a definite maybe.

While there’s usually room for an infographic resume in your job search, some people will always prefer to read text. In some fields and as technology continues to evolve, these new types of resumes may become the norm. But in other, more traditional areas such as the law and academics, most experts agree it’s doubtful infographic resumes will ever catch on.

The Pros

A good infographic resume is appealing to look at and illustrates messages very clearly. This makes the format more interesting than documents filled with text and bullet points.

An infographic resume will help you stand out from the crowd. Competition for top jobs can be fierce. It’s critical to differentiate yourself from other candidates.
You can clearly showcase information. Infographics are designed to sort, arrange and highlight content in an easy-to-understand manner.
Infographic resumes are easily shared online. They work well on social media including LinkedIn and Pinterest, and when posting an online portfolio. With a single link, you can showcase your expertise in a visually compelling manner.

The Cons

Not all jobs are suited to infographic resumes. Many employers require traditional resumes because that’s what they’re used to and expect.

Scanning via an applicant tracking system doesn’t work with infographics. If there’s an ATS involved in screening, your infographic resume would likely be weeded out.
Infographic resumes may be perceived as less professional. Traditions die hard. There’s a difference between differentiating yourself and being annoyingly clever.

A Happy Medium

Because they’re not accepted by all employers, you should continue to use a text resume when applying for most jobs. However, have your infographic resume online as an innovative way to show off your creativity, tech savviness, and seriousness about landing a job. In addition to your online portfolio, LinkedIn profile and Pinterest page, use your infographic resume on your website and/or blog.

Let the job decide for you. For creative fields such as communications or graphic design, at edgy, progressive companies, an infographic resume can work exceptionally well. For more traditional roles, stick to a traditional format.
When in doubt, use both. Submit both a traditional and an infographic resume.

The right resume, the right search strategy, the right contacts and opportunities … you need them all, as you take your career to the next level. A professional recruiter from PrideStaff Modesto can be your greatest asset as you find and land your dream job. Read our related posts or contact us today to learn more.

Find Out an Employee is Job Hunting? Here’s What to Do

As one of the leading staffing agencies in Phoenix, PrideStaff knows when an employee comes to you with a two-week notice letter, their mind is often made up. You could extend a counteroffer, but if they already have one foot out the door, it might not be worth it. However, what if you find out by accident that an employee is looking for a job? What should you do then?

First, you should consider what it would mean to your company if they left. If the employee in question is an underperformer, then it might actually be a relief. If, on the other hand, it’s someone you trust and value highly, then it can certainly be a big blow.

If you’d like to try and retain them, here are some tips to help you with the process:

Set up a meeting.

Reach out to your employee and ask to schedule some private time to touch base. Unless you’re in different offices and can’t meet in person, then always have sensitive conversations like these face-to-face.

Prepare beforehand.

Before your meeting, it’s important to think through why your employee is leaving. The reason could be immediately apparent, or you might be blind-sided by the news. However, ask yourself whether it’s due to an issue with salary, working conditions, co-workers, or something else entirely.

Be honest.

Don’t dance around the issue. Let them know that you found out they’re searching for a new job and you’d like to discuss it. Unless you want to lose them, don’t get angry or berate them. Communicate from a place of honesty and respect. They’ll be more likely to open up and have a productive conversation with you.

Listen and ask questions.

Don’t do all the talking in the conversation. Truly listen to what your employee has to say. After all, how can you rectify any issues they’re dealing with if you don’t know or understand what they are? Even if they do end up resigning, at least you can learn from the problem and fix it, so it doesn’t lead to future retention issues.

Do you need help filling an opening on your team?

If an employee left and you need help filling their seat, give PrideStaff a call. As one of the leading staffing agencies in Phoenix, we can help you source, screen, evaluate and hire faster and more cost-efficiently. Contact us today to learn more or get started.

Train, Motivate and Retain Employees All in One!

Does this sound familiar?

After a multilevel recruitment process that involved an exhaustive resume search (utilizing both state-of-the-art computer analysis and painstaking human investigation), three interviews conducted by a total of seven staff members, two practical skills tests and a lengthy hard-fought debate, you have finally found the perfect candidate for an important position you’ve had open for months. And now that they’re hired, you’re just going to have them shadow another employee for two days and call them “trained.”

Often companies invest significant thought and resources in their recruitment process, only to ignore an equally important step: training.

Training sets the pattern your employee will follow for their time with the company. We’re talking years, maybe decades. The habits they develop and the assumptions they form will shape their tenure at the company. Here’s a few tips to keep in mind to make the most of the training opportunity:

Don’t Treat Training Like a Chore

Oftentimes, the training process seems like a hinderance, a useless period between the hire date and the time a new employee becomes productive. But that’s a costly way to look at it.

Instead, view training as an opportunity – one you never really get again. The employee is new, fresh, excited, open to instruction and unencumbered by assumptions. Take the occasion to build for the long term.

More Than Learning a Job Description

Training protocols can easily become too narrow. Because managers are doing what they can to fast track the process, they try to keep the focus limited. But by spending a little more time and looking at a longer horizon, the benefits of training can get extended across an employee’s time with the company.

Include information about internal promotion policies. Let new employees know about your incentive programs and the long-term vision of the company. Let them spend time with different divisions, allowing them to get to know the company as a whole. Get them excited about the future.

This will help with retention. You can use the training process to build a stronger connection between the new employee and your company.

Teaching Your Culture

Another key component that goes beyond an employee’s day-to-day duties: culture. You want an employee to stay a long time. You want them to go above and beyond. You want them excited and motivated every day.

Start them out right by making culture a key component of the training process. Allow the new prospect to spend time with other employees. Tell the company’s story. Make them feel part of a team and included in the overall mission. You’ll increase their excitement level once the real work begins – and improve your chances of keeping people for the long term.

Partner With PrideStaff Bend

Before training, you need to find the right employees. PrideStaff can help. Using their industry-leading staffing services allows you to build the best team possible. Contact our Bend, Oregon recruiters today to find out more.

When You Want Us, We Want You!

Finding a great new job isn’t easy, but the best staffing agencies in Las Vegas, Nevada have your back. Working with a recruiter is a smart way to find competitive opportunities that perfectly align with your skills and personality, but you have to do your part.

Keeping your information up to date is essential because recruiters can’t read your mind. When you want to work, we want you to work, but finding the right fit for your career takes two. It’s our goal to connect you with a new position that makes you excited to go to work each day, so help us make that happen.

Four Ways to Help Your Recruiter Put You to Work

Update Your Contact Information

We can’t work for you if we can’t get in touch with you. Check your profile to confirm your phone number and email address are up to date. Also, make sure you haven’t opted out of receiving text messages. It’s important for us to be able to get ahold of you quickly because the best jobs don’t stay vacant for long.

Share Current Credentials

Finding the right job for you means matching your credentials to available opportunities. Therefore, we need updated information on your certifications, permits and licenses to match you with jobs that meet your needs. It’s a waste of our time and yours if we’re searching for opportunities that are no longer relevant.

Be Proactive

Your next job will have a huge impact on your life, so take an active part in finding it. We’re here to guide your search, but that doesn’t mean you can’t — and shouldn’t — participate. Share your career goals with us, define your ideal employer and alert us to job postings that interest you. This will help us better identify opportunities that meet your needs and likely move the process along faster.

Do the Right Things

By now, you have at least a few job searches under your belt, so you know how to present yourself as a competitive candidate. Help us sell you to potential employers by showing up on time for interviews, dressing professionally and otherwise being prepared. If we ask you to do something, please listen, because we have your best interests at heart. We can help you land interviews, but impressing the hiring manager is a responsibility that falls on you.

Get the Job You Deserve

Ready to start the next chapter of your career? PrideStaff Las Vegas wants to help! Contact us today to kickstart your search for a fulfilling temporary, temp-to-hire or direct hire opportunity that makes you truly happy.

7 Social Media Rules You Should be Following When Looking for a Job

What happens when you apply for a job and, when your potential employer looks through your social media, they discover your extremely busy and creative party life, including pictures and inappropriate comments? Fair or unfair, you will get judged on what you post on social media, and you don’t want it to cost you a future position.

Put a limit on it.

You know you have friends who pretty much share their entire lives on social media. Avoid doing that yourself – it comes across as you “presenting” your life for others and not actually taking part in real life. If you had a great meal, post a picture about it, but unless you host a food blog, an employer doesn’t need to know what you had for lunch every day this week.

Share your opinion…respectfully.

Of course friends will post things you disagree with. Just avoid personal attacks and disrespectful language. Bear in mind as well that you don’t know which connections your friend may have to an employer you’re pursuing, nor can you control how others will respond to you.

Keep it professional.

Similar to the suggestions above, you do not want to post photos of your latest all-night rager for anyone to see. This goes for your language as well – keep it clean. And never, EVER complain about employers, past or present. No employer wants to see a potential employee ranting about how much they dislike their job (even if there’s good reason). If you need to let it out, do so privately.

Limit your social media time.

Employers feel wary when they see you’re constantly updating your social media – especially during the work day. More importantly, jobs require connecting face-to-face. So attend networking events and seminars and make a solid personal impression, something that is never the same online.

Join groups within your industry and network.

One of the best ways to use social media? Connect with the networks and groups in your field of study. Whether on Facebook or LinkedIn, make sure to join groups your employer has set up and other professional societies. Then make sure to comment on articles or others’ posts to make yourself known. It’s a great way to get yourself noticed.

Show what you’ve done…

Within your LinkedIn and Twitter profiles be sure to make links to anything you’ve created and put online, whether it’s writing on WordPress or a website you helped create. This rings especially true if you want a career in social media – show how you use it to make your mark.

…but avoid bragging.

Bear in mind that you may have had opportunities others have not. Listing awards you won: fine. Listing the sheer number or writing, “Here’s another one to add to my growing pile!”: obnoxious and rude. Don’t downplay what you’ve done but show some humility and recognize those who helped you get there.

Social media, when used well, can truly help you brand yourself as a great addition to any company as long as you take some precautions. For any further job advice, work with PrideStaff.

Looking for a New Job? Improve Your Odds with These Networking Tips

As Phoenix recruiters, PrideStaff knows that for many candidates, searching for a new job is like going to the dentist. Nobody likes to do it, but every so often, it’s a necessary part of life.

That’s why, when you are in the midst of a search, you want to make the most of your efforts and move the process along as quickly as possible. One of the best ways to do that is through networking.

Here are some tips to help you improve your odds of landing a new opportunity faster through the power of it:

Always be networking.

You don’t have to be at a formal business event to start conversations, meet new people and expand your network. In fact, opportunities abound in your daily life.

Whether you’re attending a neighborhood picnic, at the gym, or a friend’s wedding, you never know when or where you’ll make a connection, have a conversation, or learn about a lead that can impact your career and job search. So be prepared by carrying business cards wherever you go.

Set goals for formal events.

If you’re going to a professional business event, don’t just wing it. Do some legwork ahead of time and set goals. This includes finding out who’s attending so you can make a list of those connections you’d most like to make. It also includes setting goals, so you have a plan in place and objectives you’re trying to achieve.

Whether it’s as simple as meeting five new people or connecting with the hiring manager at a company you’ve always wanted to work for, your time will be better spent – and you’ll get more out of the experience – with parameters in place.

Network online and in person.

When it comes to networking, the most effective approach is a multi-faceted one. While you might hate going to those alumni social hours, the fact of the matter is that many of your former classmates probably work at organizations that are hiring. It therefore makes sense to reconnect.

But you don’t have to focus all your time at these kinds of events. You can network in plenty of places online too, starting with LinkedIn. Depending on your field, look too for industry specific opportunities. Not only can you meet like-minded professionals, but also get on the radar of recruiters.

Follow up with those you meet.

When you meet someone you’d like to stay connected with, make sure you follow up. Send them a quick text or email inviting them to lunch or coffee. You can also invite them to connect on LinkedIn and stay in contact there. Just make sure whatever messages you send are personalized and not a generic blast email.

Looking for a great job in Phoenix, Tempe or Gilbert?

Networking is a highly effective way to find a new job. But if you’d like professional help with the process too, connect with PrideStaff. As top recruiters in Phoenix, Tempe and Gilbert, AZ, we can give you access to the area’s leading employers and jobs often not advertised.

Do’s and Don’ts Of Your Finance Job Search

By now, you’ve probably read about 1,000 articles meant to maximize your job search prospects. You might think there are no more hacks to keep in mind. But there are points aimed at finance positions that require more emphasis.

The world of finance comes with its own unique combination of rules. It’s more formal than some other industries. It often requires a higher degree of accuracy, combined with a more intense note of salesmanship than many outsiders appreciate.

With all that in mind, here are some do’s and don’ts of job searching that have particular relevance to the finance sector:

Do: Research the Companies You Apply to

Blindly applying to every potential position can lead to complications or misunderstandings down the road. Financial positions can be hyper-specific in terms of expectations and prerequisite experience. Make sure you look into the company and the position before posting the application.

Do: Customize Your Application Materials

Researching the companies prior to submitting your application has another added benefit. It gives you the chance to tailor your pitch to the particular opportunity. Because positions in the finance world can be so specific, slight tweaks to resumes and cover letters can sometimes make the difference.

Do: Continuously Build Your Network

Even if you’re out of work, there’s still plenty of opportunities to meet people and build your network. More than that, being out of work gives you even more incentive than ever to seek out new business avenues.

With that in mind, do what you can to keep updating your professional network. Add whatever LinkedIn connections you can. Seek out friends of friends. Track down that second cousin you met at the family reunion. Financial positions are often about building trust and maintaining relationships. Make those tasks cornerstones of your search strategy, as well.

Don’t: Make Up Experience

It may seem tempting to stretch the truth a bit on your resume, or give a slightly misleading account of a previous position in your cover letter. A little white lie to get in the door. However, this can have tremendous aftershocks in the future. Financial positions come with a high degree of trust. People aren’t likely to take a generous view of those little white lies.

If the lie is discovered beforehand, your chances for the position are probably done. Meanwhile, lying on a resume can be cause for dismissal down the road – careers of high-ranking executives have been ruined because of faked credentials on a resume years before.

Don’t: Listen to Every Catchy Slogan

You have to take all advice with a grain of salt. Extending on the previous “don’t” a little more, if you get a job on false pretenses, you might not be qualified to do it. Trying to maneuver in a highly regulated and precise industry like finance with an imperfect understanding can lead to trouble, for both you and your employer. We know the typical business advice goes “fake it until you make it.” That’s fine for confidence; it’s career suicide for credentials.

Don’t: Just Apply to Jobs; Apply to Companies

One mistake people make when job searching is to focus only on positions they find advertised on job search sites. Some companies don’t go through this process. Instead of constantly hitting refresh on Indeed, look around for companies you respect, then check their website for potential postings. If there’s nothing there, you can send a short polite note to their contact email (or even see if you can track down the email of someone in the HR department).

There may be training or recruitment programs to join. They may have positions coming available that haven’t been advertised yet. Even if there’s nothing available now, you can get your resume on the pile for future prospects.

Find a Finance Job Today!

Finding a job in the finance sector can be particularly tough. Having a partner with the special skills involved can provide a key boost to your search. Contact the recruiting experts PrideStaff today to find out how their focus on finance can help accelerate your career advancement.