4 Cybersecurity Trends that Threaten to Impact Your Business

You’ve thought extensively about your personnel, your budget, and your goals for the year, but have you considered how much of that depends on functioning computers and internet? As technology improves, so does the ability of hackers to commit cyberattacks. While it’s difficult to entirely stay on top of the latest software and hardware trends – and the hackers who follow – do what you can as a business to keep your network as safe as possible.

• Rising costs.

The increase in cyberattacks in both scope and depth mean it will cost more to arm yourself against them. In fact, ransomware cost organizations about $1 billion in 2016 alone, spiking 6000%. But the cost comes from more than just paying hackers: When your business gets hacked, it means a potential loss of trust from consumers and clients. Nobody wants to associate with a company that allows their personal data to be breached and used. It also costs money to prepare against cyberattacks – the older your machines, the easier someone can hack them. So, you’ll need to bring on specialized talent to head your network security. 

• Hard-to-find talent.

The problem with the latter? The number of people who have the requisite skills is small. Work to find a tech security person with the background needed to adequately protect your company’s tech environment. Heavy competition leads to you needing creative and monetary solutions to bringing on the right person for the job. 

• More sophisticated attacks.

Again, ransomware attacks such as WannaCry (which spread over 150 countries, infecting 300,000 machines) and the even more powerful NotPetya took down ATMs, businesses, schools, hospitals, and, frighteningly, nuclear power plants. Those who buy this software as service often have little technical knowledge but simply use it to wreak havoc. The healthcare industry has even claimed cybersecurity as a public health concern. 

• Hackers find new ways in.

While cloud advancements and Internet of Things mean we do not have to worry about storage space or crashed computers, it also makes for vulnerable attack points of entry. IoT items can become weaponized (not even teddy bears are exempt) to steal confidential data and attack other websites. Consider the fact that employee mobile phones are at risk for revealing corporate data because organizations don’t have as much control over them. You must plug the holes you have and then keep a sharp eye out for those new ones that will inevitably appear.

Be as aware and up-to-date as possible on new threats to your network through updates and even innocent innovations. Make sure you have cybersecurity talent who know what they’re doing and will stay vigilant with your systems. For advice on how to find that person, work with PrideStaff.

Here’s What You Need to Know Before Hiring a Temporary Employee

3 Quick Tips for Explaining Career Gaps on Your Resume

As one of Tempe’s leading employment agencies, PrideStaff knows that gaps on your resume are akin to little red flags for employers. They might not seem like a big deal to you. But hiring managers, without any more detail to go on, will always assume the worst.

That’s why, if you do have gaps in your work history, it’s important to explain them so that those reviewing your resume don’t automatically assume you’re hiding something. Here are some tips to help you along the way:

Talk about it on your cover letter.

Your resume is the place for nitty gritty facts. Your cover letter, on the other hand, is a better place to tell your story. So whether you were unemployed for longer than expected or took time out of the workforce to care for small kids or aging relatives, this is the place to talk about it.

You don’t need to go into any great detail; simply provide enough information so that hiring managers understand your unique situation and won’t rule you out simply because you have a gap in your work history.

Be honest.

Sometimes, it might be tempting to embellish the facts when talking about your career gap. But don’t do it. Also, don’t try to rework your employment dates or be vague about them in an effort to cover up your gap. There’s a good chance that the hiring manager can simply do some digging and easily find out the truth. And when they do, you’ll not only be out of the running for this job, but also any future opportunities with that same company. It simply doesn’t pay to lie.

Demonstrate your value.

Ok, so you have a gap in your resume. It’s not the end of the world. But, when compared to a candidate without a career gap, it does put you at a slight disadvantage. How do you overcome it?

By talking about the value you offer. It’s up to you to explain how your background, skills, abilities and track record of accomplishments prove that you’re a great fit for this job and can be a huge asset to the team. So don’t spend too much time on your career gap; instead, focus on all the positive attributes you have to offer.

Career gaps happen to lots of excellent candidates. Hiring managers certainly understand that. However, the ball falls into your court to explain yours in such a way that it doesn’t become a liability to your job search efforts. To do that, simply follow the tips above.

Need more help with your job search?

Call the experts at PrideStaff. As one of Tempe’s leading employment agencies, we have ample opportunities in which you can put your skills to work. Contact PrideStaff today to learn more.

How to Increase Productivity Without Experiencing Burnout

How can you stay productive – at work and at life – without getting burned out from having too much to do and too little time?

The answer lies in making smart choices when it comes to optimizing your brain power and energy resolve.

Master time management.

If you’re feeling overwhelmed, you may tend to avoid all you have to get done. Rather than take this path to inevitable disaster, find a way to manage those things more effectively.

• Train yourself to know how much time an activity requires. Then you can make real progress, instead of just keeping busy, but not getting anything truly valuable accomplished.
• Keep a detailed calendar. This should not just be for work commitments, but also for your personal life. Be sure to schedule time for yourself each day.
• Block off “do not disturb” time. It’s a lot like putting that little hanger outside your hotel room door. Actively make yourself unavailable so you can work on high-priority assignments. Switch off your phone and email notifications, close your door or move into a quiet area, and eliminate any other distractions.
• It’s easy to get so wrapped up in checking items off your list that you don’t consider lessening your burden by delegating some tasks to others. This can be mutually beneficial. Your employees can learn new skills, take on new responsibilities and grow in their own jobs, while at the same time easing your workload.

Know how your brain works.

The human brain functions differently at different times during the day. Tune into your own circadian rhythm, better known as your biological clock. By doing so, you can maximize your energy to do certain things earlier or later. Typical patterns for many people look like this:

• Mornings: The quiet time before things get busy can be good for deep work that demands a lot of concentration. Scientists have identified this peak performance time as roughly two to four hours after a person wakes up. It can be an ideal time for the analytical brain to complete the most complex tasks, such as reading new material, studying or problem solving.
• Afternoons: This can be a good time for collaborating, holding meetings, brainstorming and working on group projects
• Evenings: Generally, the brain begins to slow down after about 6 p.m. Rather than worrying about deadlines, use this time for creative thinking and contemplating the big picture.

Stay energized.

The best way to maintain a steady energy level is to exercise on a regular basis. This not only improves your health, but also enhances your brain’s cognitive performance, problem-solving ability and long-term memory.

• Even short periods of exercise are helpful. Try a 15-minute morning yoga routine or a 20-minute walk or run for starters. Figure out whatever it takes to kick start your fitness routine.

As you build your career, it’s critical to keep your energy and productivity levels high. If you’re stuck in a role where you feel the effects of burnout, life can be especially challenging. Have you thought about working with a professional career coach to help get things back on track? To learn more about this option, or what your next step might be, contact PrideStaff Modesto today.

5 Inexpensive Ways to Retain Employees and Prevent Costly Turnovers

You want to keep your quality employees, but what about managing that and retaining a budget? Just remember: Making an investment in a good hire now means less turnover – and less cost for you – down the road. Fortunately, you can also find ways to do just that and not break the bank in the process.

• No-work birthdays.

While this may seem meant for children, many of us still retain that thrill of excitement when it comes to our “special day”. Employees will view it as a sort of “bonus day off”, and if you post it as part of a job description, many candidates will take notice that you as a potential employer care about your employees and want to make that investment. 

• Volunteer opportunities.

Want to bring employees together? Harness some of that positive vibe that inevitably comes with helping others and spread it to your team. Such an atmosphere allows clients to get to acquainted in a less formal setting as well, potentially leading to closer bonds and friendships that will carry over into the workplace, all while giving back to the community. 

• Cookout Fridays.

For the BBQ crowd both meat-eating and not, once the weather warms up, here’s a great way to get together and acknowledge that it’s once again valuable to give employees a chance to connect on a less formal basis. Supply the burgers and encourage employees to bring in sides. Pro Tip: Favorite recipes (or stores) make for easy conversation starters. 

• Demonstrate appreciation for a job well done.

Much like birthdays, no matter the age, employees like it when the boss says, “Thank you” or acknowledges their contribution in some way. Whether a quick verbal or text/email, giving credit where it’s due. Plus, it shows your employees that you see the good work they do; too often employees only connect with a superior when they’ve done “something wrong”. 

• Get a feedback loop going.

Similarly, your workers want and need feedback to continue doing their jobs well. Yet sometimes employees won’t hear anything one way or another for weeks, getting feedback only when they’ve done something wrong. Whether formal or a quick five-minute check-in, regularly offer your employees feedback on their performances – and give them opportunities to give you some healthy critique as well.

None of these ideas costs too much, but the act of doing them is priceless because it builds a company where employees will want to stay and do their best for you. For advice on finding that next great hire, work with PrideStaff.

Should You Take a Job Offer If You’re Only Somewhat Excited About the Opportunity?

Searching for a new job is hard work. If you’re unemployed or really unhappy in your current job, it’s easy to become discouraged. Ideally, you’d find your dream job right away and quickly receive an incredible offer, but it doesn’t usually work that way.

Finding employment in the City of Las Vegas takes time, so you just have to be patient. The first job offer that comes along might not be right for you, and that’s okay. Instead of feeling obligated to take anything that comes your way, hold steady until you receive an offer that makes you so happy, you feel like you’ll burst from excitement.

Four Reasons Not to Take a Job You Don’t Really Want

You Won’t Feel Fulfilled

Starting a new chapter of your career should feel exciting, and if it doesn’t, you need to trust your gut. You might learn to tolerate the job, but you can’t force yourself to actually enjoy it. Spending your workdays at a job you’re not passionate about will cause you to feel perpetually frustrated, which will have a negative impact on other aspects of your life.

You’ll End Up Right Where You Started

Accepting a job you don’t want might temporarily fix your employment situation, but you’ll be back on the market in no time at all. Searching for new opportunities is hard work, but if you make a habit of knowingly taking the wrong jobs, you’ll get into a cycle that will lead you far from your dream job.

It Isn’t Fair to Anyone

If you’re not excited about a job, you won’t reach your potential. Don’t sell yourself short by stunting your growth in a position you’re ambivalent about, at best. Not only is this unfair to you, it also hurts your employer. If you quit after a short tenure, they’ll have to find a new employee, which isn’t cheap. Even if you stay onboard, you won’t be giving the job your all, and that will weigh the whole team down.

You Might Miss Out on Your Dream Job

It might not seem like it right now, but your dream job is out there. In fact, it could be the next opportunity to come your way. If you accept a job you’re not really interested in, you might miss out on your big break, so don’t stand in your own way of success.

Don’t Settle For Anything But the Best

Work is a major part of your life, so you deserve to have a job you really enjoy. PrideStaff Las Vegas understands the importance of accepting an opportunity you’re truly excited about, and we want to help you find it. Contact us today to get started!

Resume Round-Up (Part 4): The Secret to Picking All-Star References

When a potential employer requests a reference list, you know they’re taking you very seriously. City of Las Vegas employment can be very competitive, so the secret to choosing the right references is realizing the magnitude of your decision.

Many candidates make the mistake of thinking the hiring manager won’t actually call their references or that it’s a mere formality, but it’s not. The people you choose to speak on your behalf hold your future in their hands.

Three Tips to Choose All-Star References

Only Select Those of a Professional Nature

Your family and friends are your biggest cheerleaders, so listing them as references might seem logical, but don’t do it. Not only is it an amateur move, but for obvious reasons, your loved ones can’t give an unbiased opinion of you. Plus, unless you’ve worked with them in a professional setting, they don’t have the firsthand knowledge of you at work that’s needed to fulfill the obligation. Instead, stick with former managers, colleagues, clients and if you’re a recent graduate, professors.

Seek Supportive People

Generally speaking, former managers carry the most weight as references. However, it’s never wise to use someone as a reference who you don’t have a great relationship with. If you’re not absolutely certain a boss from a previous job will sing your praises, skip them and list another professional contact you can count on. The last thing you want is to have one of your own references ruin your chances of getting hired.

Focus on Recent Relationships

It’s probably not wise to use references from your current job, but digging too far back in the past can hurt candidacy. If you list a boss from a decade ago, they won’t be able to speak to your current skills. Plus, the hiring manager might view this as a red flag, because it will seem like you don’t have any more recent contacts willing to vouch for you.

Get the Job You Deserve

PrideStaff Las Vegas is committed to helping hard-working professionals like you get ahead. Contact us today to connect with top Clark County employers in need of temporary, temp-to-hire and direct hire talent!

4 People You Should Never Use as a Reference

As you put your job information together, you’ll obviously need a list of references; nearly every company will want to speak with others who can vouch for you, and they may dig deep. However, you need to take some consideration into exactly whom you choose. And there are some people you simply should not use as references.

• Someone you haven’t had contact with for years.

Sure, you may have done some great work at that job from ten years ago, but companies want to hear from someone whom you’ve worked with far more recently. Plus, if the reference doesn’t remember you well, that will simply become embarrassing and unhelpful for you.

• Someone you don’t know well (or at all).

The point of a reference is to have a potential employer speak with a fellow colleague or manager who worked closely with you and can vouch for your quality of employment and character. An acquaintance can’t give any of that information because, quite simply, they don’t have it. You want someone who can recount specifics of projects they’ve worked on with you, for example. A reference who obviously doesn’t know you will also make an interviewer wonder why you chose that person to speak for you.

• Someone who hasn’t worked for ten years or more.

This person may have worked closely with you and could sing your praises, but if they’re no longer in the industry, they won’t know the trends and can’t speak to your performance in relation to them. Again, the more current, the better.

• Someone who fired you.

This may seem like a no-brainer, but some employees think they must use their immediate supervisor, even if that person let them go.  In this case, you may use a supervisor from a previous (but still recent) position or perhaps another supervisor or colleague. No rule exists that says you have to use your direct supervisor, especially if that person fired you.

Long story short, put those on your reference list who can make you look best and whom you worked with most recently. For help putting your list together and finding your next position, look to the experts at PrideStaff.

Factors to Consider Before Relocating for a Job

Thinking about relocating for a new job? As one of Phoenix’s top employment agencies, PrideStaff knows it can certainly be an exciting prospect, or one that could end in disaster. So what should you consider before you relocate – to ensure you make the best possible decision going forward? Here are areas to think about:

Your family and relationships.

First and foremost, it’s important to think about how a move will impact your family and your relationships. If you’re married with kids, this could be a big deal. It’s therefore critical to take into account the impact it will have on them before making a move. Factors like cost of living, schools and neighborhoods, as well quality of life are all important to consider when you’re making this decision.

The company.

If there’s a particular company you’re interviewing with, then it’s also important to evaluate the strength of it. The last thing you want is to do is pack up and move to a different city only to have your employer go under a few months later. It’s therefore important to do your homework and research the organization as much as possible before you make a move.

Another area to consider is whether the company will cover your moving expenses. Depending on where you’re moving from, these could be considerable. It’s important to work out the details before accepting an offer and signing on the dotted line. That way, there are no surprises.

The new location.

You’re not going to be working 24 hours a day seven days a week. That’s why it’s important to also consider the area you’re going to be moving to. What’s the weather like? What kind of amenities does it have? Can you picture yourself living there? Another important aspect to consider is the commute and what it will be like on a daily basis for you.

Your gut instinct.

What’s your gut telling you to do? Sometimes, for a reason you can’t articulate, it can guide you one way or another. If you feel at peace about it and excited, then that’s a good indication a move could be in order. If, however, something is holding you back, then think twice before accepting an offer.

Interested in relocating to the Phoenix area and finding a new job?

Call the experts at PrideStaff. As one of Phoenix’s top employment agencies, we can connect you with top jobs and employers in the area, as well as give you the scoop on getting hired. Contact PrideStaff today to learn more about how we can help you.

How to Identify Employees With Leadership Skills

What does a leader – or a potential leader – look like? How can you spot one as you evaluate prospective hires and develop your current employees?

You need a structured plan for leadership continuity. This means zeroing in on individuals who can play a transformational role in your company’s future and help maintain your competitive edge.

Leadership Traits

Look for these defining characteristics of great leaders:

• Humility: Leaders recognize and embrace that “we are all human.” They never put themselves on pedestals, but rather, treat others the way they’d like to be treated and support the overall efforts of their team. They are receptive to new ideas, realizing they are not the only ones who can foster change. Through a willingness to challenge their own assumptions, they actively surround themselves with diverse perspectives to achieve the best possible outcomes.
• Transparency: Employees with leadership potential are those who practice open communication and personify respect and dignity. Transparency is about collaboration, team building and idea sharing. Beyond transparent behaviors, these individuals encourage others to voice their opinions. They promote emotional honesty, even to the point of uncomfortable conversations during key meetings and decision-making forums.
• A learning spirit: Leaders develop their own competency by continuously learning and gathering expertise across multiple fields – not just their own. They encourage learning in others, appreciating this ultimately benefits not only individuals, but their team and the entire organization.

Leadership Tendencies

The best leaders have a natural tendency to:

• Build strong relationships. They are savvy in cultivating strong, authentic relationships. They hone and practice their skills in areas including active listening, communications and team facilitation.
• Seek out mentors. Great leaders align themselves with mentors and subject matter experts to whom they can turn for advice, insight and feedback. They choose these fellow leaders carefully, singling out those with a high degree of integrity, which they aspire to emulate.
• Serve others. Leaders are constantly of service to others. This applies to their co-workers and peers, as well as customers. They empower team members to achieve their goals and bring out the best in people – putting others’ needs before their own and helping them reach their highest potential. This “servant leadership” is one of the highest platforms to launch leadership success.

Identifying and developing leadership potential is an ongoing human capital challenge. As you strive to meet it, consider partnering with Pridestaff Modesto. We’ll work with you to address your unique needs and customize a strategy for ongoing success. Contact us today to learn more.