Resume Round-Up (Part 8): Why You Should Continuously Update Your Resume…Even if You’re Not Actively Looking for a Job

If you’re not looking for a job, you probably don’t remember the last time you updated your resume. After all, making revisions is a waste of time when it’s not in use, right? Wrong.

Hopefully, your resume is on file with a temp agency in Las Vegas, but even if it’s not, updating it on a regular basis just makes sense. Savvy professionals understand the value their resume holds, so they don’t allow it to collect dust. Here’s why you should follow their lead.

Four Reasons to Continuously Update Your Resume

Enhanced Content Quality

When you update your resume in a rush, you’re focused on covering the bases. Sure, you’ll provide decent information that offers a snapshot of your skills and experience, but bullet points will be largely high level. Revising accomplishments as you go means you’re able to provide more specific facts that really drive your value home, because they’re fresh in your mind.

It’s Always Wise to Be Prepared

Unfortunately, no job is 100% secure. With any luck, you’ll never find yourself suddenly out of work, but it could happen. If you end up in this scenario, you’ll probably want to launch a job search immediately, so having an updated resume waiting and ready to go will save valuable time.

Be Ready to Market Your Expertise

Representing you in a job hunt isn’t your resume’s sole purpose. If you want to speak at an event, contribute to a trade publication or vie for an industry-relevant award, you’ll need to include it with your application. If you’re prepared with an updated version, you won’t have to scramble at the last minute to put it together.

The Best Jobs Come When You Least Expect Them

You can’t predict when your dream job will come knocking. Even if you’re only passively entertaining new opportunities, having an updated resume on hand ensures you’re always ready to make a move. Timing plays a huge part in career success, so don’t miss your chance by not being prepared.

Climb the Ladder

You’re a talented professional who’s going places. PrideStaff Las Vegas wants to help you reach your potential. Whether you’re actively seeking new opportunities or not, contact us today to start a conversation about your career!

Different Types of Interviews and How to Prepare for Them

Job interviews come in many different forms. Not every one of them follows the traditional format, where you sit with a solo interviewer and answer a standard series of questions. In fact, hiring teams at the best companies will change things up purposely, as they seek to learn candidates’ unique personalities and strengths.

Here are four common interview approaches:

1. The Phone Interview

A phone interview is typically a first-round screening to see if you’re right for an in-person interview.

• Prepare, just as you would for a face-to-face interview. Study the job description carefully. List the most important deliverables for the role and be prepared to address them by matching them with your skills and qualifications.
• Show your passion. Make your interviewer feel confident you’re enthusiastic about the position and sincerely interested in the success of their organization. Make this immediately clear, and maintain the right attitude and tone of voice throughout the call.

2. The Skype Interview

A Skype interview takes a phone interview to the next level. Skype interviews are becoming a standard part of the hiring process for an increasing number of companies.

• Have the right on-screen image. Dress professionally based on what your interviewers can see. Eliminate any clutter or inappropriate background distractions. When you speak, picture someone in front of you. You’ll sound more natural. But remember to look at the camera, not at the person on screen. Work from a loose script that keeps you on track without sounding rehearsed.
• Make sure all your tech systems are a go. Test the app before having to use it for the first time. Use a headset or ear buds to avoid annoying echoes. Keep your notes on a piece of paper. Clicking through screens as you talk is too cumbersome.

3. The Group Interview

Also known as panel interviews, group interviews are not uncommon, especially if you’d be reporting to several people or working with a team. You need to make a connection with each decision maker at the table.

• Find out who your interviewers will be. Ask your recruiter or company contact. Then, learn their names and positions.
• Answer each question directly, but then elaborate by adding points that address specific interviewers’ perspectives. Take a role-specific question and mold it to apply to each person. This strengthens your rapport with the entire group.

4. The Case Interview

This is a more specialized interview format, during which you’re given a business problem to solve. For instance, you may be asked, “How can we best introduce the latest version of this EMR software to our medical assistants?”

• Ask your own questions, right from the start. Begin by listening and taking notes as you’re given information on the case scenario. Then summarize the situation and ask clarifying questions. This not only highlights your listening skills, but also allows you to confirm you understand the problem.
• Engage your interviewers. Asking questions is a great way to build rapport. Think of this not as a test, but rather a conversation through which you will collectively address an issue.

Let a professional recruiter from PrideStaff Modesto partner with you as you prepare for your job interviews. In fact, we can coach you through the entire hiring process, from resume and cover letter writing to networking, negotiating and following up on your meetings and connections. Read our related posts or contact us today to learn more.

Why Am I Not Getting Calls After Submitting My Resume?

There’s nothing more exciting than finding a job that seems like the perfect fit for you. And there’s nothing more disheartening then never hearing back after you apply.

As leading recruiters in Phoenix, Tempe and Gilbert, we know when this happens, it’s certainly an upsetting experience. But the good news is that you can turn this negative into a positive with the right approach. The first step is knowing where you’re going wrong with your resume. Here are a few common areas to consider:

Are you qualified for the job?

The opportunity might sound great because it’s the kind of job you want. But are you truly qualified – with the right blend of hard skills and experience – for it? If you’re not, then the hiring manager isn’t going to call you for an interview. You can have a great attitude and work ethic, but you still need a proven track record and solid qualifications.

Are you following the directions in the posting?

You have the necessary experience and meet the requirements for the position. But when you don’t follow application directions, it reflects poorly on you. Hiring managers will think you won’t be able to adhere to instructions once on the job either. So, if the posting asks for references, send them. If they require a certain email subject line, be sure to include it. And if it asks for a cover letter, don’t skip sending one in.

Are you sending in boilerplate resumes?

If your resume looks the same for every employer, then that’s a problem. While you’ll have one general resume, it’s important to tweak it for every job you apply to. That’s the only way to truly showcase your strengths and that you have what it takes to perform in a certain job. Likewise, hiring managers will be more likely to notice you since your resume will stand out against the sea of generic ones.

Are your salary expectations too high?

If the posting asks you to include salary requirements, and yours are out of the ballpark, hiring managers won’t give you a second glance. Instead, before you apply to a position, it’s important to know your worth on the employment marketplace. Do some research and find out what other professionals in the same field with similar experience are making. If you still get rejected based on salary requirements, you know the employer is underpaying.

Want more help with your resume or job search?

Call the Tempe, Gilbert and Phoenix recruiters at PrideStaff. We can help you with every aspect of your job search, from enhancing your resume to finding out about job leads. Contact us today to learn more or get started.

The Importance of Hiring the Right Employee the First Time Around

Hiring new employees is a very big deal. The people you choose to be part of your team will either make positive contributions that benefit the entire organization or drag the group down.

More than just a skills match, the right hire must also share values and behaviors that align with your company culture. If you work with a staffing agency in Las Vegas, your recruiter will present you with candidates who serve as an all-around fit. You can attempt to accomplish this on your own, but if you get it wrong, expect serious consequences.

Five Reasons Hiring Right the First Time is Crucial

Control Costs

More than just a headache, hiring the wrong person for the job can be very expensive. Total costs vary by each individual situation, but averaged $14,900 per bad hire, according to a 2017 CareerBuilder survey. This number can increase exponentially for high-level employees and executives, which can make a huge dent in your budget.

Save Time

Managing a hiring process is hard work. Writing a job description, reviewing resumes and interviewing candidates — and that’s just a few of the required tasks — takes an inordinate amount of time. If you hire the wrong person, much of the time you invested in the first round will prove to be a complete waste. As a busy professional, you don’t have the bandwidth to repeat the process.

Boost Employee Morale

Your team feels the brunt of a bad hiring decision, because they’re the ones who have to work directly with the new employee. If the person has a bad attitude or requires constant supervision, their workday will become stressful and genuinely unpleasant. Plus, when you let the bad hire go, current employees will be forced to pick up the slack in the interim, which will likely mean working longer hours.

Increase Productivity

When you’re short-staffed, productivity inevitably takes a hit. Even if your core team works overtime, there’s only so many additional tasks they can take on while doing their own jobs. This can result in missed business opportunities and unsatisfied customers, which could cause revenue to take a hit.

Keep Your Company’s Positive Reputation Intact

Choosing the wrong person for the job isn’t just a negative experience for your company — it’s also a hassle for the bad hire. If the person feels frustrated by the situation, there’s a good chance they’ll share their story with their own contacts and maybe even review sites like Glassdoor. This can tarnish your company’s reputation, which could cause top talent to think twice about applying.

Hire Right the First Time

Tired of making costly hiring mistakes? Team up with PrideStaff Las Vegas to find the best person for the job every time. Contact us today to connect with temporary, temp-to-hire and direct hire talent with the skills and personality needed to shine at your company!

Why It’s Time to Prepare for the Retirement of Baby Boomers

Within the next seven years, almost a quarter of the population of the United States will be 60 or older. For you, that means quite a few retirements coming down the road. This means you as an employer need to start considering how to gather and keep the wealth of knowledge from this generation, much of which comes from experience and hasn’t been written down for your younger employees. Take note that within the manufacturing sector, this rings especially true. This “tribal knowledge”, known but not recorded, makes up decades of lived work experience, and you need to find a way to pass it down effectively or risk losing it.

• Recognize the value of tribal knowledge.

Think about any episode of Undercover Boss. So often the leader, removed from the work floor, misses vital information that the employees have. Capturing this knowledge will allow you to drive innovation, looking at the old to see what could be updated. It allows you to maintain the competitive advantage when you have proprietary data within your space. And, in simplest terms, it teaches the younger, newer employees and allows them to fit the shoes of those who have passed the torch.

• Warning: The old guard may resist.

As much as you want to learn from older employees, they may not feel so willing. They may not feel ready for torch-passing, feeling if they divulge their know-how, they’re more easily replaced. And they may well have found some shortcuts that aren’t exactly in the procedural manual. Admitting they’ve found a more efficient but not entirely sanctioned method might mean they have to give it up. Finally, they may not want to give up their role of “the fixer” – they enjoy the pride that comes with having others rely on them.

• Figure out who to speak to.

Once you identify the “gatekeepers”, you’ll have a starting point. Obviously begin with the most experienced veterans, those closest to retirement. They’ll likely share because they don’t have to worry about job security. If you do get resistance, continue to play to their egos by pointing out nobody can do what they do; hence the need to pass it along. Assure them you’re not doing this to push them out the door. When you do find those who cut corners, make it a positive: See where their method works better than what’s established.

• Put it all together.

Some of this tribal knowledge is less than helpful. Analyze what’s worth recording first. Once you’ve done that, digitize it all for future employees, taking care to maintain it all so you don’t have to go through the process again with the next wave of retirements. When you have it all organized, share it with the other employees in order to get them engaged and foster collaboration. This will also extend that tribal knowledge and connect the generations.

Every employee has something to offer. Make sure to get that wealth of experiential knowledge from your older employees because once they’re gone, it goes with them. For help finding your next great employee, work with PrideStaff.

Beware: These OSHA Regulations Are Commonly Overlooked in Manufacturing Facilities

Running a manufacturing facility is a little like driving: No matter how safe you try to be, you’re probably breaking rules all the time.

There’s so much going on and things are moving so fast, it’s easy to lose sight of the speedometer, or let that inspection lapse by a week or two. It’s also to forget to properly label that scaffolding or forget to fill out some incident report paperwork.

With that in mind, below are some commonly overlooked OSHA standards.

Respiratory Protection

OSHA cites respiratory protection as one of the areas that generate the most compliance violations. This genre includes the use of masks when working with toxic chemicals.

Sometimes these issues come up because people don’t know the extent of OSHA rules. For instance, All One Health reports the agency requires employees to be clean-shaven in certain situations, so that the mask fits tightly against the face. In these circumstances, a violation can technically occur with more than one day’s growth of facial hair, the website reports.

The key to these kind of violations is knowing the extent of the rules beforehand. Not all OSHA regulations will be obvious or common sense. They might also change over time – the rule setting one day’s growth of facial hair as the limit came from an interpretation issued in 2014. It’s key to stay up-to-date and read (and understand) all provisions that affect your workplace.

Working In High Places

As with the issues surrounding respiratory protection, many of the compliance issues involving falls comes from the details.

Preventing falls is such a priority for OSHA that four of the agency’s top 10 most-cited standards involve this area. Fall protection, scaffolding, ladder usage and safety training for fall protection are all frequent issues for companies. Many of these involve construction sites – where ladders and scaffolding can get built in some precarious places. But manufacturing facilities come up often, as well.

Training makes up a big part of this issue for manufacturing firms. Make sure you properly communicate protocols for climbing and working at unusual heights. Also, make sure the procedures are being followed in all cases – don’t let a busy schedule lead to cutting corners.

Confined Places

Another issue where confusion over the rules plays a role in OSHA compliance: Confined spaces. Sometimes this comes up because companies don’t realize a particular part of the factory meets the definition of a confined space.

In other situations, the risk factors for a particular space aren’t fully mapped out. Safety and Health Magazine quotes a story from safety consultant Namir George in which a company didn’t realize the equipment in a particular spot was outdated and therefore altered the risk assessment of a particular part of the facility. That is, until a fire broke out.

Review all areas of your facility in light of the regulations. Any updates or changes should be made with the same scrutiny in mind, so that everything stays in compliance as conditions change.

Electrical Issues

It’s easy for wires and plugs to become a dangerous snake’s nest. OSHA lists electrical and wiring methods as another of its 10 most-often-cited violations. Most of these come as a result of extension cord use.

It’s easy to see how these situations get out of hand. Personal items, like fans, phones or radios, add to the tangle of plugs. Meanwhile, you might move around or add equipment from time to time, using what seems like the most convenient plug once you’ve made the change. It’s easy for supposedly temporary situations to stay temporary for so long they become routine.

A good way to stay in compliance with OSHA standards is to have a well-trained and knowledgeable workforce to help you. PrideStaff can help you bring in and develop these value-added workers. Contact Oregon’s top recruiters today to find out more about how they promote strong safety habits.

Why You Should Look at a Candidate’s Skills and Not Employment Gaps

You scan the resume of an individual who you’ve heard is a promising candidate for your current job opening.

Do they meet your educational requirements? Check. What about their professional credentials? Again, check. So far, so good … but wait! What’s up with this gap on their resume? Did they just zone out of the workforce to sit on a tropical beach and sip margaritas? Yikes! Better not take any chances, so let’s toss this one into the reject pile …

Not so fast!

Don’t let an applicant’s resume gaps eliminate them from consideration. The right combination of hard and soft skills should take priority over any breaks a potential superstar may have taken. Those skills, plus the ability to adapt and meet the changing needs of your business, are what really matter.

Good Candidates Have Good Reasons

The best applicants have viable reasons for their resume gaps. Find out what they are before you rule these individuals out. For instance, company layoffs are common, and often occur unexpectedly, so those affected have little to no advance notice. Or, a sudden family illness or other crisis may occur, which necessitates taking a side track from one’s professional path. Also, consider the following:

• Not every career experience is listed on a resume. In some cases, candidates may opt to omit positions they feel are irrelevant to your job opening. So, if you’re wondering about such possibilities, be sure to ask.
• Be considerate of new grads. Lacking professional experience right out of school is not uncommon. Look at the total candidate picture: Initiative, interpersonal strengths, persistence and the willingness to work hard. With current graduates, you typically can add the latest technical knowledge and fresh new perspectives that may be just what your workforce needs.
• Remember, life experiences can be just as valuable as work experiences. They shape a person’s attitude, ethics and personality, and often teach skills that cannot be learned in a classroom. These may include flexibility, resilience, problem-solving, and creativity.

Your Best Strategy

In a perfect world, there would be no employment gaps. But, in the real world, you need to be open minded. Determine which gaps are significant and which are trivial. Challenge candidates to fill in the blanks.

• Don’t assume, ask. Learn why a person was out of work. Once you learn the back story, you can better gauge whether they would be a good fit for your organization and company culture.
• Know the benefits. While there may be good reasons not to hire someone with resume gaps, the opposite may also be true. They may be especially eager to work hard and prove themselves. They may have insider knowledge from their previous experience that can be used positively. Or, they may be willing to consider a temporary position or a slightly lower salary as you evaluate their performance.
• Focus on potential. On-the-job skills can be taught, but enthusiasm and potential are innate and priceless. Recognize non-tangible strengths like loyalty, a sense of purpose, motivation and the desire to succeed.

Hiring the right person is challenging – and factors such as employment gaps add another piece to the recruitment puzzle. For strategic staffing solutions, partner with PrideStaff Modesto. We’re backed by a national network whose resources, contacts and market intelligence will provide you with maximum value and results. Contact us today to learn more.

5 Tips for Making a Career Switch More Manageable

Jumping into a whole new industry or career field is never going to be simple. You’re up against a range of challenges, including candidates with more relevant experience than you.

However, as one of Tempe’s top employment agencies, PrideStaff knows there are some steps you can take to make the process easier and to help you find the job you want faster. Here’s a look at a few of them:

Prepare ahead of time.

Before you quit your job and start searching for a different opportunity, take a slower, more strategic approach. For instance, are there certain skills or certifications you need to acquire first to make you more competitive in the field? Get those when you’re still gainfully employed.

Look for a mentor.

If you’re switching careers to a field that you have little experience in, try to find a mentor or at least someone you can connect with for insight and guidance. They can give you an insider’s perspective on what it’s really like to work in the field, as well as offer tips for breaking into it. This will provide you with a healthy dose of reality so you can make smart career decisions going forward.

Volunteer in the industry.

Before you attempt to find a job in the field or industry, volunteer or look for a temporary job in it. Not only will you gain some experience and expand your network, too, but you can find out whether the area is truly the right fit for you. That way, you’re making life-changing decisions based on first-hand knowledge.

Be prepared for challenges.

Changing careers can be tricky and you’ll likely have some setbacks along the way. But if you go into the process accepting – and expecting – that from the beginning, it will be easier to weather storms when they happen.

Set small goals.

Your goal is a big one: to find a job in a new field. However, it can be discouraging when things aren’t going your way and it doesn’t seem like you’re making progress. That’s why it’s so important to set small, measurable goals each day that you can check off your list. For instance, plan to attend a networking event one day and participate in a continuing education seminar the next. This will help keep you more motivated and on track toward accomplishing larger career objectives.

Need more help with your career change?

Connect with the experts at PrideStaff. As one of Tempe’s top employment agencies, we can give you insight and advice on making a career change, as well as access to temporary jobs in the area, so you can get your foot in the door in a new field. Contact us today to learn more or get started.

Different Types of Candidates You’ll Interview and How to Handle Them

Unique personalities are what make your workforce so diverse – and every relationship interesting. As you interview candidates for an open position at your company, you may be surprised at the different types of people you meet, even though all of them are vying for the same job.

It Takes All Kinds

It’s crucial to know about different types of candidates and be ready to speak productively with each of them, so you can make the best possible hiring decisions.

Meet:

• Anxious Andy/Annie. This candidate couldn’t be more nervous about their interview if they tried – and it’s written all over their face. They may stumble, stammer or sweat. Their hands may shake and their voices may tremble. Ease the tension by asking a few innocuous questions to bring them back to their comfort zone; for instance, “How’s your summer going? Have you seen any good movies?”
• Chatty Cathy/Charlie. While you know the importance of listening to candidates, with this one you can’t get a word in edgewise. They. Just. Don’t. Stop. Talking … ever! It’s possible they’re nervous, lack self-awareness, or simply feel compelled to fill every gap in your conversation. Move into “lightning rod” mode by asking them to keep their responses to 30-to-60 seconds each.
• Silent Sam/Sally. This person is the opposite of Chatty Cathy/Charlie. Their responses are limited to “yes, no” and other one-word statements. Bring them out of their shell with an unexpected change of environment. Take them on an impromptu facility tour or to the cafeteria for coffee. If you’re lucky, this is all it will take to open them up.
• Blame Game Betsy/Bob. Every story this candidate tells is filled with finger pointing. Nothing that has ever gone wrong in their lives has been their fault. Somebody else always made the mistake. Guide them into a different mindset by asking something positive, such as “What was the best quality of your previous manager?” or “What’s an important lesson you learned from a previous colleague?” If this doesn’t change the tone of their responses, be forewarned.
• Friendly Fred/Faye. This individual is uber-friendly and has the outgoing personality to match. They are just so much fun that you can’t wait to work with them – regardless of their qualifications. Whoa … take a reality check! Refocus the conversation away from your common interests and back to business.
• Nodding Nick/Nell. This is the classic “yes person.” They will not disagree with anything you say, ever. Find out what’s behind their tendency to constantly appease you. Try asking “What qualities do you find frustrating in a manager?” or “Can you describe a time you disagreed with your team?”

The good news is: You can build a strong, diversified workforce by gleaning the best qualities of every prospective hire. And the right staffing agency can help ensure you see only top-tier candidates – effectively eliminating the “doozies” before they ever cross your doorstep. Let PrideStaff Modesto be that staffing partner – and see quicker, more effective hires and heightened productivity and profitability as a result. Read our related posts or contact us today to learn more.

10 Things You Should be Doing to Encourage Creativity in Your Workplace

If you want to stay cutting edge and on top of innovation in your chosen field, you need to help your employees find their creative sides. So, how can you do that effectively? Here are ten suggestions!

1. Make it easy to solicit ideas.

Actively asking for new ideas will give you a constant flow of suggestions and innovative ways to solve problems.

2. Stress its importance.

A company that obviously wants to hear those ideas from its employees shows that you value that innovation in order to stay competitive. If you make it a priority, so will your employees.

3. Put aside time for brainstorming.

Aside from a suggestion box for new ideas, give your employees actual time to come up with ideas, whether in meetings, group workshops, or even a day out. Team brainstorming is most effective because they can work off each other’s’ ideas.

4. Challenge the norms.

Rather than settling into a routine that can become a rut, encourage your staff to think of new ways to approach not only problems but also just how they get things done.

5. Do a switch-up.

Have employees look at how other businesses approach things, even if not in your industry, and see if they can adapt those methods to your company. Or simply have them shadow or job-swap for the short term to open their eyes and generate ideas.

6. Train them!

Employees may well know how to spitball ideas, but they may not know how to creatively solve a problem. Find a training session that actually teaches them how to brainstorm, mind-map, and think laterally to make the most of creative thought.

7. Accept mistakes.

Creativity goes hand-in-hand with risk-taking. Avoid penalizing employees when their ideas don’t work; allow them instead to learn from their mistakes.

8. Take action.

Ideas will stay ideas unless you act on them. Again, give your employees time and resources to take their ideas from the brainstorm stage to reality. Failing to do so means you failed to capitalize on innovation. Plus, employees will only come up with creative ideas if they feel you will act on them.

9. Recognize creativity.

We all want a little reward for our efforts. Doing so will motivate your team to keep going with their efforts. So whether it’s a friendly in-house competition or recognition for the effort, make sure to reward the creativity of your employees.

10. Be supportive.

Show enthusiasm for creative risk-taking and avoid making anyone feel foolish for coming forward. Always make time for ideas, no matter how “out there”.

Helping employees to think creatively will result in a constant flow of new ideas and innovations for all involved. To get creative on your next hire, work with PrideStaff.