Attract and Retain Top Talent with a Compensation Plan

What’s the best way to hold on to your leading employees?

The answer is simple: Treat them right. This includes providing competitive wages and benefits. You never want to be in a counteroffer situation, where an employee comes to you with news of a better salary package presented to them by one of your competitors. Even if you match or top it, things will never be the same. Your employee will feel let down and they had to threaten you in order to get a raise.

Build a Plan That Reflects Your Employees’ Value

A robust compensation plan enables you to evaluate the current market, see an accurate value of jobs, and pay employees fairly and consistently, so you keep them on board. In a recent survey, 47 percent of top-performing companies reported they had a compensation strategy in place. Don’t be surprised to see this number grow at a rapid pace.

Here are some tips to keep your plan on track:

• Initiate transparent conversations with your employees. Discuss the market picture, what they currently earn, and what you can afford to pay. Be honest about your budget parameters. You may learn it’s not as much about exact dollar amounts as it is about people knowing you truly care about them and want to treat them well.
• Know where – and why – you are experiencing churn. What factors are contributing to turnover within your company? Where exactly is it happening? Get your employees’ take on the issue, and don’t be surprised if it varies from your own theories.
• Understand your competitive position. Know who you’re competing against for talent, as well as how you want to reward people via pay and benefits. Look both within and beyond your own industry.
• Align employee compensation with your business plan. Lay the groundwork by getting buy-in from senior management. Resources must match organizational goals and objectives. Let the overriding philosophy be that your employees are your company’s most valuable asset, so you have to pay them consistently and fairly.
• Align roles company-wide. This is important for benchmarking purposes. Emphasize education, training, years of experience and required job skills.
• Develop policies and procedures around compensation increases, new hires, promotions, performance outliers, raise eligibility and job vacancies. Determine how often you will evaluate compensation and how much input managers at various levels will have in related decisions.
• Be sure the message cascades through your entire organization. Keep your message points consistent. Every good employee should feel valued and they’re being paid fairly, at or above current market rates. When it comes to this topic, perception truly is

Do you need guidance as you build your successful compensation strategy? PrideStaff Modesto can help you identify and address the unique needs of your organization and develop a plan to ensure the integrity of your winning workforce. Contact us today so we can tell you more.

5 Accounting / Finance Skills That Need to Be Listed on Your LinkedIn

More and more, LinkedIn profiles (and profiles on other specialized social media outlets) are becoming the public faces of our careers. When we’re looking for a job, they obviously serve as the best place to introduce ourselves to prospective employers. But even when we have a steady position, they become the first stop for co-workers, collaborators and potential networking partners to get to know us.

That’s why it’s important to keep your LinkedIn profile up to date. You can never tell who will look you up and what unexpected opportunities they can unlock.

With this in mind, you want to be confident that people take away the best possible opinion of your skills and competence, especially in the accounting and finance fields. Here’s a list of five key finance and accounting topics to include on your LinkedIn page:

Formal Accounting Certificates

This may seem obvious, but the obvious is sometimes the most easily missed. If you hold any formal accounting or finance certifications, those should get prominent play on your LinkedIn page. Let perspective employers know if you hold things like a CPA, a CMA or a CFP. These are prerequisites for some positions and you may not get a second look if they aren’t listed.

Communication Skills

Accounting and finance are all about numbers, right? Well, yes and no. Having chops with dollars and cents gets you in the door, but it’s not enough to score a top-level position.

You can’t just work with numbers; you need to be able to talk about numbers. Moreover, you’re going to have to talk about numbers with people who don’t know anything about them. Accounting and finance topics can get dry and esoteric very fast. Someone who can bring those topics to life and effectively communicate about them will be in high demand.

Financial Reporting

Demonstrated skills in financial reporting are key to securing a number of positions. Beyond that, they are relatively rare among the general population of accountants and financial professionals. Having these listed on your LinkedIn profile opens the door to many positions. And even for those openings where financial reporting isn’t strictly necessary, having the skills in your background provides a differentiator from the rest of the competition.

Software Skills

Whatever your particular accounting or finance specialty, most of your day-to-day work will likely take place on a computer. The more relevant software skills you have, the more attractive you will be to a prospective employer. List any software you are familiar with, even if it seems obvious (go ahead and put down Excel – you’d be surprised).

Management Experience

Your ultimate goal is to move up the ladder. Any job you get will be a first step. Oftentimes, that’s not just your goal, it’s going to be your employer’s goal as well.

When someone hires you, they want you to be there for the long haul. They are looking for people who can become leaders in their organizations. Listing management experience can spark significant interest, even if the current position you’re being considered for isn’t in management. Employers like seeing proof of leadership skills either way.

Partner with PrideStaff Bend Today!

A key part to building a career in accounting and finance is having the right partner. PrideStaff can help you hone your networking and social media skills, as well as steer you to the best opportunities in your field. Contact PrideStaff Bend’s leading Central Oregon recruiters today for more information.

7 Innovative Leadership Approaches to Try

When considering leadership approaches, many may want to use the tried and true, sticking with what works and what others have successfully done to show their leadership skills. Yet in a business world that now has multiple generations and types of employees, you may want to try something new. After all, innovation often brings about remarkable results as well. What innovative approaches can you take to inspire others?

1. Authoritative

This isn’t the ogre boss you may immediately think of. This version of an authoritative leader centers on goal setting and achievement. They create a clear path to success, giving direction and then allowing employees to step up and produce the results.

2. Authentic

Rather than keeping a stiff upper lip at all times, the authentic leader leads with honesty and transparency, not fearing others’ opinions when they get upset about stock numbers lowering or crying when they hear about the birth of someone’s child. But they know how to balance their emotions, so they still seem reliable and strong. This type of leader has employees who feel comfortable sharing their ideas and their own passion.

3. Forerunner Executive

This leader works best with very skilled teams who can take their boss’ excellent example and follow it. The Forerunner has a high bar and inspires greatness in their employees. Take care to allow for innovation; this can be the one downside of using this model of leadership, although productivity is high.

4. Coaching

If you work at a creative company, this approach can work very well with your employees. As with sports, the coach guides employees using a “big picture” model, focusing on the end result. They encourage employees to learn through exploration and building professional strengths. The coach provides the tools, fostering an atmosphere of respect, appreciation, growth, and creativity.

5. Coercive

The coercive leader, similar to the authoritative, dictates everything to their employees, from planning to process. They center their leadership around compliance and productivity, solving problems as they come up. The downside: This model does not allow for creativity or innovative thinking. Most companies would not do well if they only had this type of leader – but the coercive works great during crises and as support to the other models.

6. Group-Think

Want to get really progressive? Use this approach, which turns the typical hierarchy on its head. With this model, the leader encourages the employees to make the decisions and the executives respond to employee needs (if you’ve ever seen an episode of “Undercover Boss”, you’ve seen this in action). The group-think works best when executives don’t get involved in everyday sales and operations or when the lower-level/customer service employees work more directly with the customers.

7. Democratic

This leader tends to get the most favorable response from employees, a combination of Authentic, Group-Think, and Authoritative in one package. They solicit employee and executive feedback, using communication and inspiration to foster consensus. Take care that employees have enough skill to provide the best feedback – when this occurs, the democratic leader can best lead their teams to success. They work best in everyday situations rather than times of crisis.

So, as you figure out which leadership style works best for your company, get advice and great employees from PrideStaff.

6 Common Mistakes New Grads Make on the Job

You just graduated and got an offer. Congratulations! Now comes the hard work – impressing your new boss and co-workers. Let the Phoenix recruiters at PrideStaff help you with the process. Here’s a look at 6 common mistakes new graduates make and how to avoid them:

Mistake #1: Only using technology to communicate.

Between gmail and Slack, you have plenty of tools to talk with your fellow team members. As a result, it might sometimes feel like days go by without touching base in person. However, don’t underestimate the value of face-to-face communication, too. There are times when it makes sense to message a co-worker; and other situations where you should step away from your computer or put your phone down and connect in person.

Mistake #2: You don’t dress the part.

In college, wearing pajama pants to class isn’t a big deal. Undressing at work, however, will make you look immature and unprofessional. Even if you don’t like dressing up, if that’s your office culture, it’s something you’ll need to accept. Otherwise, you’ll be sending out negative non-verbal cues about your level of professionalism.

Mistake #3: Procrastinating on projects.

In your college days, your professor might have given you an extension. Don’t expect the same from your boss. That’s why it’s important to hit the ground running when you’re assigned a new project. Don’t wait until the last minute or think you’re going to pull an all-nighter. It’s going to impact work quality, not to mention your reputation.

Mistake #4: Avoiding feedback or constantly asking for it.

When it comes to feedback, a good balance is best. You want your boss to give you enough so you know where you stand, areas you need to improve upon, and what you’re doing right. However, avoiding it sends the message that you don’t care or don’t want to deal with it. Asking for it constantly, on the other hand, makes you look uncertain and lacking in confidence.

Mistake #5: Thinking you shouldn’t have to perform menial tasks.

When it comes to being a new grad, you’re starting at the bottom. Sometimes, that means you have to perform the grunt work around the office. The good news is that if you do it with a positive attitude you’ll often get promoted to something more interesting.

Mistake #6: Posting negative comments about your job on social media.

Now that you’re a professional, what you post on social media matters even more than it did before. Therefore, don’t ever say anything negative about your boss, co-workers or company. Doing so can impact your reputation at work and potentially even get you terminated.

Are you a new grad or an experienced professional looking for work?

Don’t go it alone. Let the Phoenix recruiters at PrideStaff help you find the opportunity you want faster. Contact us today to learn more or get started.

Is Your Company Culture Influencing Candidate’s Decisions?

When traveling to a foreign country for the first time, the initial impression you get about the place likely comes from the airport. You land, step off the plane and instantly form an opinion. Is the place bustling or quiet? Are the people pushy or polite? Is the customs area efficient or a bureaucratic nightmare?

The hiring process is like the airport for your company’s culture. It represents the first contact you’ll get with your future employees. And they are going to make decisions based on the impressions they form based on those early interactions.

So don’t lose potential long-term quality employees over a miscommunication about culture.

Here are three questions to ask yourself to see if your company culture is having a healthy influence on your candidate’s decision-making:

Is Your Hiring Culture Scaring People Away?

When setting up their hiring processes, companies often focus on two major goals: finding the right candidate and doing so in the most efficient way possible. There’s no doubt that these represent key goals of the process. But on the candidate’s end, the way communications and screening are handled can send signals about the company’s culture.

Make sure these signals are positive.

An over-reliance on automation might give the impression the company is cold and obsessed with efficiency above all else. Meanwhile, a penchant for multiple overly long in-person interviews might suggest an organization where long, grinding meetings are commonplace.

When conceiving your hiring process, keep in mind the signals you are sending. You don’t have to ignore the other factors – still find the right candidate and do so as efficiently as you can – but understand what you are communicating while you do it.

Does Your Hiring Culture Match Your Overall Culture?

Consistency is key. The culture that informs all other aspects of your business should inform your hiring process as well. However, that doesn’t always happen.

Make sure your central cultural principles get represented in your hiring process. If you run a formal office, make sure the candidate knows to wear a suit to the interview. Or if most employees work from home, open the job search to remote candidates.

Don’t give off mixed signals early in the communications process. When structuring the job search, make it an extension of your overall business attitudes.

Are You Discussing Corporate Culture Enough in the Hiring Process?

During the hiring process, you should establish the key tenets of your corporate culture. Lay out your core beliefs when talking to your final candidates. Engage them in a discussion about the culture and get their feedback about it.

First, this will help you find the best cultural fit. If there’s a mismatch between the company’s way of doing business and the candidate’s ideal situation, you need to find out as soon as possible.

Second, an early conversation about culture will streamline the onboarding process. Planting the cultural seeds early will make it easier down the road. It can also help avoid some of the early stumbling blocks that come up when expectations are more ambiguous.

Partner with PrideStaff Bend

It’s also advantageous to get help. A strong staffing partner can help you find the perfect fit for your company’s culture. Contact industry leader PrideStaff to learn more about what we can do to improve your hiring process.

How to Use Keywords in Your Resume

When writing your resume, think SEO. And when you think SEO, think keyword. Herein lies the secret to getting your resume past an initial screening and on to the next step in the hiring process.

SEO is short for search engine optimization, and keywords are specific words that help people find what they’re looking for online. In the job market, the right keywords in your resume will help hiring managers find you!

How to Find Keywords

To identify the right keywords for your resume, start with specific postings for jobs that interest you. Use words and phrases directly from postings to tailor your resume.

• Be as specific as possible. Recruiters want to know exactly what you can do for them. Terms like “accounting” or “marketing” are too broad. Try using something like “extensive experience handling provider medical claims” or “strong working knowledge of HTML and Adobe Creative Suite.”
• Check out the company website. Identify industry terms and keywords the organization uses to describe itself. Try the “About Us” page, as well as job pages.

How to Use Keywords

More than 90 percent of resumes today are searched for job-specific keywords, either by a hiring manager or an applicant tracking system (ATS). At this point, resumes lacking in critical keywords are automatically eliminated. So, be sure to use them generously and strategically.

• Mix it up. Include different types of keywords including those that describe hard skills, soft skills, industry terms and professional certifications. Incorporate them into your resume summary statement, past job descriptions, skills section and anywhere else that seems appropriate.
• The strongest keywords are nouns. Yes, you should use action verbs on your resume, but the “what” you performed in relation to each verb is equally important. For instance: “oversaw procurement, allocation, distribution control, stock levels and cost compilation analyses” and “conducted cross-functional management for initial and follow-up customer contacts.”
• Present keywords in context. Instead of simply listing words, tie them into your best professional accomplishments. Here’s another strong example: “Savvy in e-commerce marketing concepts, having participated in the design of two company websites.” Generally, the more specific a keyword is to a particular job or industry, the more heavily it will be weighted.

Don’t Forget Your Cover Letter

Include keywords throughout the body of your cover letter, as well as in your resume – because cover letters often are scanned and screened as well.

• If you’re answering an ad, tying in specific words from it is a huge plus. When the recipient reads your cover letter, their thought process should be, “This person seems to fit the description. They get it. Let’s take a longer look at them as a possible hire.”

As you search for your next job in customer service, IT, finance, healthcare, production and distribution or administrative or legal support, consider partnering with PrideStaff Modesto. We’ll work with you throughout your transition and provide access to our nationwide client network. Read our related posts or contact us today to learn more.

How Employees Get Off Their Career Track

Many professionals have the best of intentions with their career, but things don’t always go as planned. If you took a wrong turn somewhere along the way, you might be having trouble recognizing your own career.

As a top Las Vegas temp agency, PrideStaff Las Vegas knows it’s very common for hard-working people to veer off course, but that doesn’t mean you can’t find your way. It’s time to figure out what’s going on and make some changes for the better.

Before we get into how you may have veered off your 5-year plan, it’s important to first understand the importance of a career track.

Before we review how employees get off their career track, it’s important that you fully understand where your employees want to be personally and professionally.  By understanding the big picture goals of your team, you can help establish their path with them, providing them with necessary training or resources to grow personally and professionally.

Six Ways Employees Get Off Their Career Track

Ignoring the Obvious

No one is perfect, but being your best self is all about facing your flaws and using them to learn and grow. If you’re ignoring a blind spot or a notable shortcoming, the state of denial you’re in is keeping you from moving forward. The truth might hurt a little, but it’s nothing you can’t handle.

Fear of the Unknown

Exploring new avenues can be scary, but it’s an essential part of career growth. If you’re afraid to try new things or challenge yourself, you’ll never be able to find your true passion. Delving into the unknown can open doors you never knew existed, which can be pretty magical.

Looking in the Rearview Mirror

You’re a talented person with plenty of strengths, but that doesn’t mean you don’t have more to offer. If you’re relying on past habits or known skills, you’re unable to realize your full potential. The past might’ve been pretty great, but the future can be even better if you open your mind to new experiences.

Taking a Trial and Error Approach

Trying new things is great, but when things don’t go as planned, you need to adjust your strategy. Instead of going in blindly without a plan, pay close attention to what did and didn’t work, so you don’t make the same mistakes twice.

Stunted Growth

Every job you accept should be a move up the ladder. However, you keep making lateral moves by accepting jobs that require the same functional knowledge, so you’re essentially doing the same job over and over. Breaking out of your comfort zone can be hard, but it’s time to finally try something different.

Lack of Willpower

Skills can be taught, but the will to succeed comes from within. When your career isn’t going the way you planned, it’s easy to lose your motivation, but it’s time to snap out of your funk. Only you can make the positive changes needed to get back on course, so stop selling yourself short.

Get Your Career on Track

If your current job isn’t a match for your future goals, PrideStaff Las Vegas is here to help. Contact us today to find a temporary, temp-to-hire or direct hire position that will allow you to move forward!

4 Ways to Address Common Resume Gaps

It happens to the best of us: Sometimes you may have some lag time between your previous job and the one you hope to get. This may seem like a terrible hole in your résumé, but it’s not the end of the world; employers recognize this will happen, especially in today’s job market. As long as you can spin it well, most employers will understand and still consider you as a potential employee. And sometimes, a gap can even come across as a positive, something that makes you an even better candidate.

1. A job loss.

To put it briefly, keep it positive. Rather than bad-mouthing an employer, either openly or subtly, matter-of-factly acknowledge that you got laid off due to a “last-in, first-out” policy/downsizing/etc. and point out what you did positively while in that position, referring to a supervisor or manager who can attest to your skills and efforts. 

2. Going back to school.

This resume gap barely counts as one, especially if it will make you more of an asset at a future job. Even if you didn’t go to school for something within your field, doing so requires intelligence and focus, skills any employer values. Make sure to mention why you went back to school and then explain how your additional degree/certificate will help you in the position you’re interviewing for. 

3. Health reasons.

If you have an extended or chronic illness, it can sideline you enough that you have to stay home and take care of yourself. Again, keep it positive: Avoid telling a potential employer about your aches and pains (legitimate as they may be) and remember you only have to share as much as you feel comfortable revealing. Instead, simply state that you took time away from work to focus on getting better, so you could come back to work as soon as possible. Then move onto your skill set and how you’ll benefit the company. 

4. Helping your family.

Taking time away from work to either care for a family member or focus on your own shows dedication and, frankly, an ability to multi-task and deal with stress. If you managed to keep up with your job skill set during that time, mention it. Again, stick to a brief explanation of the gap and then point out that you’re ready and eager to get back into job mode. Keep in mind as well that any employer who sees you taking time out for family as a negative reflection on you may not be one you want to work with. Most will see it as an example of your personal strength and commitment.

Truthfully and effectively explaining gaps in your resume to a potential employer will only benefit you. For any more advice on how best to do this, work with the experts at PrideStaff.

How to Work with a Tempe Recruiter to Find a Job

Ever wonder about the difference a professional recruiter in Tempe could make in your job search? They can certainly have an impact, helping you get the inside scoop on potential employers and working to ensure your resume makes it to the top of the pile.

However, if you’re never worked with one before, you might not know what to expect. To help you get the most from the relationship, here are some tips to put to use:

Partner with recruiters who have experience in your field.

You’ll have a more productive relationship when you work with a Tempe recruiter who has experience making placements in your industry. They’ll have a wider network of contacts, a deeper understanding of what you do and more in-depth knowledge about how to best market your background.

Interview recruiters you’re interested in working with.

You’re placing your career into the hands of a recruiter. So before you sign on with one learn what you can about them and ask plenty of questions. You can inquire about their experience, number of placements in your field, and the kinds of companies they work with. If you’re not comfortable, there’s a reason why. It could simply be the recruiter isn’t the right fit for you.

Always be honest with your recruiter.

At the end of the day, your recruiter wants to satisfy the hiring company – their client – with a talented new employee and they want you to find the opportunity that’s a match for your needs. To get there, though, you must be honest about your skills, background and experience, as well as what you’re looking for in a future job. Don’t, for instance, say you’d be willing to travel in a new job, when you’re actually hesitant about the idea of it. The more candid you are, the better-fit opportunities you can get connected to.

Ask them how they like to communicate and how often.

When it comes to finding a new job through a recruiter, communication is key. So talk to your recruiter ahead of time about how they’d like to be contacted, whether you should follow up and what you can expect from the process. When you’re both on the same page in terms of communicating, it will be a more positive experience all around.

Be reliable.

When a recruiter sets up an interview for you with a hiring company, make sure you show up on time, act professionally and treat everyone you meet with respect. Even if it’s quickly apparent the job isn’t right for you, you never know if the company could have a future opportunity that’s a better fit.

Be open to suggestions.

Your recruiter has a lot of experience placing candidates like you. They may therefore have suggestions about your resume or interview skills that can make you a stronger contender for jobs. Don’t get defensive; instead, be open to listening to and applying them.

Avoid recruiters that make you pay.

If you’re wondering how much you’ll have to pay for a recruiter, it’s typically the hiring company that foots the bill. There are a number of different payment structures recruiters work within, from paid to contingency searches. However, as the job candidate, there should be no cost to you.

Interested in learning more about how a professional recruiter can advance your career?

Put Tempe’s recruiters to work for you. At PrideStaff, we’ve partnered with some of the most well-respected companies in the area, as well as new and upcoming businesses, and can help you find your next great job. Contact us today to learn more or get started.

Hiring on a Short Deadline? Start Hiring Faster Without Decreasing Quality With THESE Tips

You have an open position on your team that should’ve been filled yesterday. Being short-staffed is hindering both productivity and employee morale, so you need to hire someone immediately. Despite the urgency, you know it’s unwise to offer the job to the first seemingly qualified candidate, because a bad hire can be detrimental to your business.

As a top temp agency in Las Vegas, PrideStaff Las Vegas understands your dilemma and knows exactly how to help.

Three Ways to Hire Faster Without Sacrificing Quality

Take on a Staffing Partner

The best way to hire top talent in a time crunch, a reputable staffing firm (like PrideStaff Las Vegas!) can deliver quality candidates at lightning-fast speed. Recruiters fill open positions for a living, so they know where to find the caliber of talent you need. Chances are, the person you’re looking to hire is already located in their talent pool, but if not, they’ll work around the clock until they find them.

Seek Referrals

You have an expansive network and so does each of your employees. When combined, it’s a pretty impressive reach. Take advantage of the talent in front of you to see if you can uncover any passive candidates who would be a great fit for your open position(s). Referrals are a quick and easy way to find quality talent, because they’re already in front of you, and someone you trust is willing to vouch for them.

Get employees motivated to give the search their full attention by offering a reward to anyone who refers a candidate who is hired and stays on staff for at least six months.

Accept Applications on a Rolling Basis

If you’re like most companies, you actively recruit for open positions only, which makes it hard to hire quality talent quickly. Accepting applications for future openings is a great way to curb this, as you’ll be able to create a database filled with talent truly interested in joining your team. When you need to hire, you can check this group first to see if anyone is a match.

Hire Right on a Deadline

Finding the best person for the job doesn’t have to drag on forever.

PrideStaff Las Vegas has the contacts and expertise needed to fill your open positions in record time. Contact us today if you’re ready to start hiring smarter!