5 Easy Prep Tips for Your Next Job Interview

You got the interview. Now comes the real work: preparing. What can you do to increase your odds of getting the offer? As one of Phoenix’s top recruitment firms, PrideStaff knows that practice makes perfect. And while you shouldn’t rehearse so much that it sounds like you’re giving canned answers, there are steps you can take to prepare and walk into the interview with more confidence. Here are a few to consider:

#1: Do your homework.

When it comes to practicing for an interview, you need to do some legwork first. For instance, learn all you can about the company, the challenges and opportunities they’re facing, and the types of customers they serve. You should go beyond their website and look to news sites and other sources to find out what’s going on with the organization. This kind of information will inform the answers you give and ensure you offer the most intelligent responses possible.

At the same time, also do some digging and make a list of interview questions that are common to the field you work in. Once you know the types that will be coming your way, you’ll be able to think through the answers you want to give.

#2: Create a list of relevant accomplishments.

In addition to learning about the company and practicing your answers to common interview questions, it’s also important to be able to back up your claims with a proven record of accomplishments. So before your big interview, make a list of achievements that are most relevant and important to note during the job interview. That way, you’ll have a variety to choose from that are top of mind as you’re answering interview questions.

#3: Learn what you can about culture.

One of the big areas that many hiring managers focus on during the interview process is cultural fit. They want to make sure that you have more than just the technical skills to do the job, but also the soft skills and personality to fit in with the culture and become a strong contributor.

So beyond the hard facts about the company, find out what you can about the culture. If you know someone who already works there, then that person is the ideal starting point to gather information. If not, though, then look to any social media profiles or company blogs. These tend to offer more insider insight into what the culture is really like versus the About Us page.

Once you have a better grasp on the culture and if it seems like the right fit for you, you can formulate responses to interview questions that bring your personality, values and style into the conversation.

#4: Conduct a mock interview.

Most candidates don’t like interviews and are uncomfortable during them. However, one way to increase your confidence is by asking a friend or family member to conduct a mock interview with you. Give them a list of your interview questions and ask them to go through them with you.

Even better, record the session so you can truly analyze your answers, performance and body language. That way, you’ll know exactly what areas you need to improve upon.

#5: Always be yourself.

Don’t practice so much that you come off as rehearsed and inauthentic. The purpose of a job interview is for a hiring manager to get to know you as a person, as well as for you to evaluate the opportunity. So rather than an interrogation, approach the situation as a fact-finding conversation. You’ll be less nervous and more comfortable as a result.

Need more help with your job search efforts?

Call the experts at PrideStaff. As one of Phoenix’s top recruitment firms, we know what hiring managers want in new employees and can help you increase your odds of getting hired. Contact us today to learn more or get started.

The Best Questions to Ask a Hiring Manager at an Interview

Creating a positive impression during your interview is key to getting a job offer. It’s not enough just to be qualified. To truly stand out from the competition, you need to show your excellence and sincere interest. Asking the right questions is the best way to emphasize you understand a company’s challenges and demonstrate how you can help meet them.

Plus, an interview is a two-way street. Asking questions provides an opportunity for you to confirm this is a company where you want to work.

What to Ask

In preparation for your interview, you should have thoroughly researched the company and the position. Use this information to envision what topics will come up and what interviewers will likely ask you; then formulate some questions of your own. These may include:

• What is the history of this position? If you’re interviewing for a role left vacant by someone’s departure, get a sense for what happened. If it’s an opening created to support company growth, ask a follow-up question about who owned the responsibilities up to this point and how the duties will be transitioned.
• What would you want me to accomplish during my first six months on the job? This shows your commitment to adding value. It can also help you tailor the conversation to highlight your fit for the position.
• How will you measure my success? The response to this question will tell you what excellence looks like in the role.
• Can you tell me about the team I’d be working with? This will describe the people you’d be interacting with on a daily basis, so you can paint a realistic picture of your work life.
• What are the expectations about managing workflow? You want to know about such things as working weekends, responding to emails after hours, and how to know when you’re done for the day.
• What opportunities would I have to learn and grow? This is a great positioning question. It shows you’re interested in expanding your knowledge and ultimately growing with the organization. Great companies want to hire people who are dedicated to personal and professional growth.
• What’s the most challenging part of your job? What’s your favorite part of your job? Insight into the challenges faced by your hiring manager can offer a glance into the support and assistance you can offer. This question also allows you to connect with your interviewer on a more personal level, as they share their own feelings.
• Is there anything I’ve said that makes you doubt I would be a great fit for this position? This is a gutsy question that shows your confidence, which is a highly desired trait. By asking it, you also stand to get a better sense of the next steps in the hiring process and a chance to address any reservations a hiring manager may have about your candidacy, while you still have their attention.

As you prepare for your next interview, consider working with a recruiter from PrideStaff Modesto. In fact, we can coach you throughout your entire job search experience. Take advantage of our expertise, proven track record, and vast client network as you find the position that’s just right for you. Contact us today to learn more.

A Look at How Artificial Intelligence Might Impact the Hiring Process Before 2019

Artificial Intelligence(AI) is out to change the world. Chances are, your life has already been impacted by this phenomenon, but you might not realize it.

Meeting

As one of the top staffing agencies in Las Vegas, PrideStaff Las Vegas is excited about all the ways AI will enhance the hiring process in the future. However, in some cases, the future is now, because AI might begin to impact hiring this year. Take a look at how some companies are already starting to use this new technology to make hiring more efficient.

3 Ways AI is Changing Hiring in 2018

Speed Up the Hiring Process

The candidate selection process is multifaceted, and many of these aspects are very time-consuming. Instead of having a recruiter complete every task manually, AI can automate many of them, which ultimately shortens the time-to-hire.

Some of the responsibilities AI can take control of include resume screening and scheduling interviews with candidates. When the recruiter doesn’t have to physically oversee the completion of each of these tasks, they’re free to focus on more important duties that truly require their attention. A shorter time-to-hire will save your company money and allow you to secure more of your first-pick candidates.

Boost Quality of Hire

Like every company, you’re constantly searching for ways to hire better. AI can help improve quality of hire by gathering and analyzing data to help you find candidates who truly are the best person for the job.

Right now, there’s a wealth of information at your fingertips, but until recently, there wasn’t a real way to tie it together to choose candidates who are an all-around fit for the job. This type of AI software is now emerging, so expect to see more of it this year.

Create a Better Candidate Experience

Recruiters have a lot on their plate, so personally guiding each candidate through the hiring process is out of the question. Of course, this can cause applicants to feel disengaged, because they don’t know where they stand. AI can change this by automatically sending status updates to candidates to keep the lines of communication open.

Whether you want people to know you’re still reviewing their application or that they weren’t selected to move forward, AI software can keep them in the loop. Improving your candidate experience will boost your company’s reputation because the increased communication will make applicants feel valued.

Simplify Your Hiring Process

Hiring right isn’t easy, so leave the work to the experts. PrideStaff Las Vegas has the knowledge and experience needed to fill your temporary, temp-to-hire and direct hire positions with the very best candidates every time. Contact us today to make hiring a breeze!

Ready To Focus On Employee Retention? Here are 3 Ways Without Spending A Dime

A riddle: what’s the one thing you can lose in business that’s worse than losing money? Answer: good employees.

First, you’ve lost a trusted and reliable employee. Second, you’ve lost all the effort that went into that employee – the training and mentorship – which is now going to help some other business grow. Finally, you have to start all over, hiring a new person, who may never become as good as the employee you’ve just lost.

Raising salaries is the obvious way to keep people longer. You don’t always have that option, though. Fear not: here are three ways to improve employee retention that don’t involve raising salaries:

1. Empowerment

People do all sorts of things for free. They conduct fundraisers for their kids’ schools. They plan church picnics. They organize and run fantasy football leagues.

Why do people do them? Because they feel good about the project and they can do them however they see fit. Make your employees feel that way about work. Empower them. Let them own their work.

One key aspect of this process: don’t micromanage. Step in if needed and make sure you are maintaining good communication and providing consistent constructive feedback. But if the work is getting done well and on time, intervene as little as possible.

Your employees might not do things exactly as you would, but leaving them on their own will build respect and allow them to feel in control of their work day.

2. Work/Life Balance

Keeping someone close might involve encouraging them to have outside interests.

Good employees are willing to put in the extra hours and to take on the extra responsibility. But all-out dedication might not be sustainable.

The employee putting consistently putting in the 60-hour work week might burn out or get fed up. Or they might experience a change in life – getting married, having a kid, etc.  – that forces them to step back from the company in ways that can be disruptive because you rely so heavily on them.

So don’t get annoyed when workers take vacations. In fact, encourage it (within reason). Also, let employees have flexible schedules, as much as that is possible, and be generous with family leave.

Encouraging a strong work/life balance may seem like surrendering short-term productivity. Maybe. But a more sustainable mix of work and outside interests creates a relationship that can last longer and be more productive in the long term.

3. Hire Right In First Place

Having trouble with high employee turnover? Maybe it’s not how you keep them. Maybe it’s how you find them.

A hidden key to strong retention rates is hiring the right employees in the first place. If you are losing a lot of people, it might be time to rethink some of your recruitment and training procedures.

Maybe you are not communicating the job expectations properly early in the process, leading to confusion later. Maybe you need a longer training process, so people don’t feel frustrated once the job begins. Reviewing the recruitment and onboarding steps might uncover a hidden mistake that is leading people out the door.

Partner With PrideStaff

In this regard, an outside opinion might be helpful. Partnering with an expert staffing firm can help shore up your hiring process and bring in the kind of quality employees you want to keep long term. Contact PrideStaff now to discuss other things you can do to improve your employee retention rate.

How to Prepare for an Important Second Job Interview

The fact that you got through the first interview felt nerve-wracking and thrilling enough, and now you discover you’ve made it to the next level, the coveted second interview. How do you prepare for this one differently than you did for the first?  How do the expectations differ?

• Specifics.

The first interview tends toward more “broad strokes”; the second will include more pointed questions. They want to know more detail about what you put on your resume, so expect to talk specifically about what you’ve done at your most recent job. This is also a chance to show that you know the details of your employer so when they ask what you would do during your first year to make a name for yourself, you can answer fully. 

• New people.

This time around, you’ll likely interview with different people, possibly even a panel interview so four (or more) people can get to know you simultaneously. This may include anyone from executives to potential co-workers to managers. 

• Wrapping up from last time.

If any of your answers from the first interview had loose ends to tie up, that will happen here, so expect to follow up on anything that felt unfinished. Your original interviewer may also have wanted to cover something but ran out of time, or you didn’t feel you answered a question as fully as possible. Prepare to respond to such questions this time around. 

• Unusual questions.

Now that the interviewers have a pretty good idea of the you that comes from your cover letter and resume, they may well throw questions at you that have nothing to do with the interview to see how you’ll respond. They want to see how you think on your feet, as well as some of your true personality and possibly your problem-solving skills (“If you don’t get this job, what’s your backup plan?”)

Preparing for the second interview has different stresses than the first, but in the same way, that preparation will help you feel ready for whatever they might throw at you. For interview help and advice, work with PrideStaff.

What Hiring Managers Really Want to See on Your Resume

Are you in the middle of a job search? Do you wonder what goes through a hiring manager’s head when they get a copy of your resume? As Tempe recruitment experts, PrideStaff knows it’s actually more straightforward than you might think. To help you understand, here’s a look at a few essentials and how hiring managers decide who to bring in for an interview:

Qualifications.

A well-written resume won’t go very far without the skills and experience to back it up. In fact, those are the top factors hiring managers want to see. When they’re looking to fill positions, there are often two types of qualifications they have in mind: those that are essential and those that are nice-to-have. If you have both, then your chances of getting called for an interview are much greater.

Work history.

Once a hiring manager sees that you meet the qualifications for the job, they want to know what your work history demonstrates about you. In other words, does your background make sense for the job they’re trying to fill? Also, does it show positive career progression? Or is it full of job hopping or a stagnant career? Most hiring managers can tell within a few seconds.

Resume format.

Overall, the hiring manager will also be taking into account how your resume looks. Is it easy to read and understand the information presented? Does the document seem well-written and organized? Or is your resume, jam packed full of irrelevant details, and hard to scan thanks to tiny font and tight space? Keep mind, hiring managers often only look at resumes for a few seconds, so the faster you can get their attention and communicate your value, the better.

Location.

Even if you have the right-fit background and experience, hiring managers are going to think twice about whether to hire you based on location; for instance, if you’d have an hour commute each way. Instead, invest your efforts into applying for positions with travel times that makes more sense. If, however, there’s a dream job and you’d be willing to move closer if you got it, communicate that in your cover letter.

Ability to follow directions.

Hiring managers often provide specific instructions for candidates applying to a job. For instance, they might ask you to put the job title in the email subject line, or to provide a list of references along with your resume and cover letter. But if you don’t follow these simple directions, they will be left to wonder about your performance if hired.

Beyond your resume, there are a few other considerations hiring managers take into account. For instance, if you were referred by a mutual colleague, you’ll definitely score some points in your favor. Likewise, customization is key for your resume to be as effective as possible. So make sure you tailor yours to each position.

Need more help standing out to employers with your resume?

Call the experts at PrideStaff. We know what hiring managers look for on resumes, during interviews and when making hiring decisions. If you’d like the inside scoop and help on getting hired, contact our Tempe recruitment team today.

What Top Employees Need to Stay

Retaining your best employees is one of the primary measures of the health of your organization. It helps ensure customer satisfaction, sales and a satisfied, engaged workforce.

Recent research has revealed that almost half of all employees are open to leaving their jobs, even if they’re satisfied there. In today’s career landscape, millennials are expected to hold between 15 and 20 jobs over the course of their careers. And for all age groups, moving up often means moving on. Coupled with a candidate’s market where skilled workers are in high demand, employee retention should be high on your business radar screen.

Be Employee-Centric

Consider the needs of your employees as you seek to retain them.

• Contribute to their career growth. View your company as a system through which employees are moving, making career progress as they go. Contribute to their growth by providing continuing education and advancement opportunities.
• Offer competitive wages and benefits. Money is not the only draw to working – or staying – at a company, but it does matter. Sixty-five percent of employees in a recent survey cited pay as their most important reason for deciding to leave their jobs. Stay abreast of the local market and make sure your salary ranges are competitive. The same is true for your benefits package. For starters, never underestimate the importance of work/life balance. Thirty-eight percent of employees consider this when deciding whether or not to stay at their current company.
• Make sure expectations are clear. A satisfied employee knows what is expected of them every single day at work. Changing expectations puts people on edge, creates unhealthy stress and makes employees feel unsuccessful. Of course, no job or set of responsibilities ever remains static, but you need to continue providing a specific framework within which people clearly understand what you expect from them.
• Hire or develop quality managers. It’s true: More often than not, people don’t quit their jobs, they quit their bosses. Your managers play a critical role in employee retention. Anything they do to make people feel undervalued contributes to turnover, whether it’s lack of clarity about expectations or earning potential, lack of feedback about performance, or failure to communicate or provide a framework for success.

As you source, hire and retain your winning workforce, let PrideStaff Modesto help you design and implement the right strategic solutions. Contact us today to set up an informational meeting for your senior leadership team.

Resume Round-Up (Part 5): Grammar Matters! Why You Should Get Your Resume Proofread Before Submitting

First impressions mean a lot, and your resume is the likely first time your name will come across a potential employer’s desk. Therefore, it needs to shine.

As one of the top Las Vegas employment agencies, PrideStaff Las Vegas understands the importance of a flawless resume. You agree with this, and always proofread yours several times before submitting. This is a fantastic habit, but you still need to take it a step further and have another set of eyes review it too — preferably someone with expertise on the matter.

3 Reasons to Have Your Resume Proofread

You’re Not a Professional Writer

No doubt about it, you’re a bright person with good writing skills. In fact, you might not have asked any friends or family members to proofread your resume in the past, because you know you’re the best writer of the bunch.

The thing is, you’re not a professional writer, so even if your resume looks flawless to you, there’s a chance you’ve made a mistake only an expert could catch. Consider hiring someone with resume-writing experience to handle proofreading duties, as this is an investment that will pay itself back many times over.

You’re Too Close to the Content

When you write something, the content inevitably becomes intimately familiar. Since the words are already running through your brain, it can be difficult to spot even the most glaring of errors, because your mind is on autopilot.

Even professional writers have editors who proofread their work, because it’s common knowledge that these two tasks shouldn’t be completed by the same person. No matter how many times you review your resume copy yourself, you shouldn’t feel truly confident that it’s error-free until it’s reviewed by another set of eyes.

Errors Will Cost You the Job

From a hiring manager’s prospective, errors on a resume are alarming, because this is where you should be presenting the most polished version of yourself. If you can’t be bothered to submit a flawless resume, the reader will assume you’re either careless and lazy or don’t really want the job. Either way, your application will be swiftly tossed to the reject pile.

Put Your Best Self Forward

Ready to find a fulfilling new job that perfectly fits your skills and interests? PrideStaff Las Vegas is here to help you take the next step in your Clark County career. Contact us today to learn more!

Stop Wasting Time in Your Weekly Meetings! Improve Productivity with These Creative Ideas

Weekly staff meetings are a great way to get your staff together and regroup, but they can also be really boring. If you feel like your meetings have grown dull and generally unproductive, it’s time to give them a makeover.

As a leading Las Vegas temp agency, PrideStaff Las Vegas believes in the importance of regular team meetings. However, they shouldn’t be a waste of time. Find out how to spice things up.

5 Creative Ways to Make Meetings More Productive

Start Strong

Ease your way into business chatter by starting the meeting with a little fun. Tell an interesting story, play a quick game or ask attendees a thought-provoking question to warm them up and get them interested.

Remove All Chairs

It might sound crazy, but pushing all chairs to the side of the conference room and requiring people to stand for the duration of the meeting will certainly speed things up. This is a great way to ensure people stick to the point, instead of rambling off topic.

Change the Scenery

Your conference room is nice, but employees are bound to get a little bored when every meeting is held there. Breathe fresh life into your next meeting by holding it in an alternate location. Take the team outside or find a different room in the building big enough to accommodate the group, because a change in scenery will liven things up.

Check Electronics at the Door

If attendees don’t absolutely need electronic devices during the meeting, improve focus by asking everyone leave their laptops, cell phones and tablets at the door. When you have the team’s undivided attention, productivity will inevitably surge.

Set Consequences for Going Over

It’s very common for staff meetings to run well over their expected length, because conversations tend to go off-topic. Encourage your team to stay on task by setting a penalty for exceeding the intended time limit. This should of course not be anything too serious, but enough to inspire people to stay on track during the meeting. For example, make the team do jumping jacks if the meeting doesn’t end on time.

Work Your Way to the Top

Whether you’re a Clark County employer in search of talent to fill a temporary, temp-to-hire or direct hire position at your company or a job seeker ready to take the next step in your career, PrideStaff Las Vegas wants to assist. Contact us today to learn more about our recruiting and staffing solutions!

5 Common-Sense Ways to Lower Your Risk of a Hiring Mistake

On paper, the candidate looked perfect. Once hired, they fell apart. Sound familiar?

It can certainly happen to any employer. The trick is to spot a problematic employee before making the offer. That can be tough to do, though, when candidates are trained to put only their best foot forward during the hiring process.

The good news is that as a leading Phoenix recruitment firm, PrideStaff knows there are common-sense ways you can avoid this scenario hapeening again. These include by:

#1: Asking tough questions.

Surface level questions won’t get you far when you’re trying to evaluate a particular candidate. You need to dig deep with hard-hitting questions and then follow up with each candidate’s answers. For instance, by simply asking “Why?” after a candidate gives you their response, you’re forcing them off scripted replies and into more authentic territory. That’s where you’ll truly get the information you need to make a good hiring decision.

#2: Never making hiring decisions alone.

Another good way to avoid a hiring mistake is by involving others in the decision. While the final call might be up to you, having the insight and input of a team helps you to avoid snap judgements based on a single viewpoint. When you have more than one set of eyes on a candidate, it’s also harder to overlook red flags and warning signs.

#3: Always checking references.

When you’re pressed to hire, you might be tempted to skip the reference-checking process. Don’t do it, though. It’s important to verify the background and work history of every candidate you’re potentially going to bring on board. It will take a little time upfront; but be well worth it in the end with better-quality new hires.

#4: Looking candidates up online.

In today’s world, most people will have some kind of online presence. Whether it’s their LinkedIn or Facebook profile, or a blog, it can provide you with additional information to help you make a more informed hiring decision. Oftentimes, this online research will underscore your solid impression of a candidate. But in some cases, it can help you to uncover the true colors of an applicant and help you avoid a hiring mistake.

#5: Instituting a probationary period.

Sometimes, despite your best efforts, a bad hire will slip through the cracks. When this happens, a 90-day probationary period can help to protect your company and offset someone of the damage. Every 30 days, review the new hire’s progress and performance and then assess whether they’re still the right fit for you.

Need more professional help with your hiring process?

Call the Phoenix recruitment experts at PrideStaff. We can assist you with all aspects of your staffing and hiring function, from sourcing and screening to skills testing, background checks, and more. Contact us today to learn more or get started.