Looking to Expand Your Workforce? Hiring for Skill is Equally as Important as Hiring for the Right Cultural Fit

When sorting through piles of resumes, it’s easy to get distracted by those with the flashiest credentials, but the best candidates on paper aren’t always the right choice. As one of the most successful employment agencies in Las Vegas, PrideStaff Las Vegas knows cultural fit is crucial.

If a candidate doesn’t share the same beliefs, attitudes and behaviors as the rest of your team, they won’t last. Skills can be learned, but personality traits are harder, if not impossible, to change.

Four Tips to Hire for Cultural Fit

Include the Team in the Hiring Process

The benefits of making interviewing a team effort are two-fold — the candidate gets to see how the group interacts together and you get lots of feedback on contenders.

Giving the person a firsthand look at the team in action is a preview of sorts of what their life will be like if hired. This will make the right candidates even more excited, and can help those not suited for the job realize this when they still have an easy out.

When conducting interviews on your own, it’s easy to miss clues that a candidate isn’t a good fit for your company culture. However, having several people weigh in can provide the perspective needed to pass on the person.

Ask Behavioral Interview Questions

In many cases, questions requiring a “yes” or “no” response are suitable to determine a skills fit, but they don’t do much to gauge a candidate’s ability to mesh with your culture. Questions like “Describe your ideal work environment” and “How do you feel about becoming friends with co-workers?” can help you decide if the person is right for your team.

Review Candidates’ Social Media Presence

Social media is an incredible tool for hiring managers. If the candidate has a public social media presence, review it to learn more about their personality. This will give you a more well-rounded look at the person, so you can make an informed decision about their fit for the team.

If you take this route, you won’t be alone. A whopping 87% of recruiters use LinkedIn to evaluate candidates, 43% check Facebook and 22% review candidates on Twitter, according to the 2016 Jobvite Recruiter Nation Report.

Check References

No one can speak to a candidate’s ideal cultural fit better than those who have worked with them. When you’ve found your top choice, checking references can feel like a waste of time, but it’s not. Some employers won’t tell you much beyond the candidate’s dates of employment, but other references may reveal information that could keep you from making a very big hiring mistake.

Hire Right Every Time

Finding the best person for the job is hard work, so leave the heavy lifting to PrideStaff Las Vegas. Contact us today to find the right temporary, temp-to-hire or direct hire candidate for your team.

How to Promote Your Business in Your Community

How many of you have wanted to start a business but didn’t quite know how to go about it? Should you take out an advertisement? If so, where? And how do you get others to work with you when you’re a relative unknown? It plays on the old question: How do you promote your business without clients, but how do you get clients without promotion? Fortunately, there are reasonable and effective ways to promote your business locally.

• Use the internet.

Everybody’s doing it! In all seriousness, using social media to promote your business has become part of basic promotion and branding. So, make sure to keep your pages updated and relevant. Include the “basics” such as your company’s LinkedIn, Facebook, Twitter, etc. pages so anyone looking for a company in your industry, in your area, sees you right away and reads the posts about your industry, your company’s latest ventures and any connections you’ve made in the community.

• Connect with the community.

Want to make yourself known? Get familiar with local organizations. Whether it’s similarly minded professionals on LinkedIn or going to conferences, involving yourself can only benefit you. It will allow you to build your brand more effectively.

• Keep your lists updated.

To keep your business front of mind, email digests to those on your lists and update your company’s LinkedIn profile informing them of upcoming events you’ll go to, new team member profiles and business developments, and other industry-related news.

• Single out community members.

Whether dealing with unusual or difficult customers with a personal touch or promoting specific social media followers to promote some portion of their business, that sort of individual attention creates loyal customers who will remember your particular brand positively.

• Go out as a team.

Community and volunteer events are the perfect way to show off your team and your brand to those in your area. Wearing something with your company logo that links up with its values takes your message even further.

To make yourself known in the community, you must make your voice heard online and in person. To find the next great hire for your team, work with PrideStaff.

Tips for Becoming an Indispensable Employee

In any workplace, there are people who are indispensable. It’s not about power or position. It’s about taking charge of who you are and making a great name for yourself. To become indispensable, you must commit yourself to making a difference – to your team, to your company, and even to your community, family and friends.

• As noted by executive coach and podcaster Steven Robbins, when you’re indispensable, some part of the company cannot function without you. In Robbins’ words, “You may have knowledge that is unique to you, a position in the organization that is unique to you, or a skill that is unique to you.”

Do You Want to Be Indispensable?

Of course you do. Because being indispensable helps you enjoy your work more and not have to stress over job security. It not only makes you feel that you’re contributing to something greater than yourself, it also provides you with a sense of validation in what you do at work each day.

As you strive toward this goal, remember that those who say they’re indispensable never really are. Getting there doesn’t stem from ego, but from what others think of you as you help them succeed.

Follow these tips:

• Do work that matters, not just work that’s easy. Think carefully about what matters most to your company, and focus your time and energy on those projects.
• Master a unique skill. Find a task that’s essential to the success of your company and become the only person who can do it – or at least, the only person who does it really well. You may have the chance when the person currently doing this leaves, or it might happen when a new business initiative arises. Keep your eyes open and be ready when it presents itself.
• Go the extra mile. Most employees simply execute, but if you’re willing to take on new responsibilities that aren’t required of you, it will go a long way toward making you indispensable. It also helps to volunteer for projects that other employees don’t want to work on.
• Help others without expecting much in return. Help your co-workers achieve their highest potential, and take pleasure in watching them succeed. This speaks highly of your selflessness and commitment to teamwork and overall business success.
• Dedicate yourself to high standards. Bring your best to every single thing you do, no matter how mundane it may seem on the surface. And constantly raise the bar for yourself.
• Keep your commitments. Do what you say you will do, and never break promises.
• Embrace change. Be open and adaptable. Help others to do the same and see the benefits of being flexible.
• Learn from your mistakes. However bad the experience, turn it into a learning experience. Take ownership, grow from it and move on.
• Stay positive. Don’t be so focused on the finish line that you’re no fun to be around. Be positive, show good humor and have fun. Build your success – but enjoy every minute of it.

Whether you’re job hunting or looking to build your skills in your current role, turn to PrideStaff Modesto as you pave your successful career path. Our expert career counselors can help. Contact us today to learn more.

The 5 Best Questions to Ask in Your Next Interview

When looking for a new job, many job seekers get solely focused on the job search. But are you also focused on the interviews as well, specifically the questions you ask in them?

If you’re not, you should be.

As one of Phoenix’s top employment agencies, PrideStaff knows every hiring manager will be judging you based on your questions. And if you don’t ask good ones, you could wind up out of the running for the opportunity. Not only that, but good questions help you gain more insight into the position and the company, all so you can evaluate whether it’s truly right for you.

To help you in the process, here are some questions to be sure to ask:

What’s a typical day in this role like?

If you get offered the job – and accept – then you’re going to be spending a lot of time at work. In fact, most people spend more time with their co-workers than their own families. That’s why it’s important to demonstrate to the hiring manager that you want to understand what the position truly entails and whether you’re the right fit for it.

What are the challenges of this role?

In the hiring process, managers can sometimes gloss over the challenges and complications of a particular opportunity. But it’s important for you to ask this question so you can gain a more comprehensive view of the position, including the good, the bad and the ugly. That’s the only way you’re truly going to be able to assess whether it’s the job you really want and are capable of being successful in.

How would you describe the company’s culture?

Knowing the ins and outs of the job is important. But so too is gaining an understanding of the company’s culture. If you want to be happy and thrive in a role, you’re going to need to blend well with the culture. And you can’t learn about it if you don’t ask.

What do you like most about working for this company?

Beyond the question above, it’s important to take it a step further and ask for specifics from the hiring manager. This question will also help you forge more of a personal connection with the hiring manager because it’s asking them their personal opinion. Plus, if there are a lot of pauses and vague answers, it’s a red flag about what the company is really like.

What are the next steps?

The last thing you want is to be sitting around, waiting for an email or phone call, and unsure of when a hiring decision will be made. By asking about specific next steps and when the company plans to make an offer, you’ll have better sense of what to expect going forward in the process.

Need more help with your interview skills or finding a new job that’s a fit for you?

Get in touch with one of Phoenix’s most trusted employment agencies: PrideStaff. We’ll get to know your career interests, background and goals so we can match you with the right opportunities. From start to finish, we’ve got you covered. Contact PrideStaff today to learn more about how we can help you.

How to Stay Healthy When You Work Long Hours

We’ve all heard the stories about how important it is to sleep 7-9 hours a night, avoid work when we’re sick, eat healthily, etc. But what happens when you simply have to put in a 60-hour work week? How do you manage those tasks, especially when you have to take care of more than just yourself? Here are some suggestions to help you avoid burnout when an extra-busy work schedule seems to be part of the norm.

• Take breaks.

Wait, didn’t we just confirm that you frequently have 60-hour work weeks? Admittedly, it may sound contradictory, but taking regular, short breaks allow you to focus more completely when you do work. Set a timer for five minutes to take a break every 30-60 minutes, even if it’s simply getting up to walk down to the bathroom and do a few stretches. 

• Stay hydrated.

This means drinking lots of water, which helps both body and mind.  In fact, nutrition expert Shereen Lehman, author of When Do You Need to Drink More Water?, says taking a water break can help you concentrate. On the other end of that, avoid too much caffeine (which again seems contradictory when working long hours). Yet drinking excessive caffeine can cause gastrointestinal problems, so limit your intake. 

• Give yourself a day.

No matter how busy you may feel, how much pressure you’re under, you owe yourself at least one day a week work-free. You cannot, nor should you, attempt to work seven days of the week with no break without suffering both personally and professionally from burn-out. You need time to rest and get refreshed so you’re ready for the work week. 

• Sleep!

Contrary to what most of us manage, experts advise an average of eight hours of sleep a night. If that very statement has you snorting with laughter, do what you can to get as close to that as possible. Lack of sleep affects you physically, mentally, and emotionally. Also try to go to sleep and wake up at roughly the same time every single day, throwing in a 15-20-minute naps as needed. 

• Get exercise.

If you already have a routine in place, do what you can to stick to it. Exercise helps alleviate some of the stress of working all those hours, so get it in when you can, even in short bursts. If you can manage ten minutes before work, ten during lunch, and ten after work, you’ve got 30 minutes under your belt, helping you stay healthy. 

• Find downtime.

While a 60-hour work week may make you feel that you simply don’t have time for anything but the basics of eating, working, and sleeping, you need to carve out a little time to spend time with loved ones, read a book, watch a show, etc. Otherwise you’ll never truly give yourself a break from the daily grind. 

• Avoid junk food.

A busy work week will make you feel as though you don’t have time for actual cooking, and we all know a vending machine or the gas station have quick options that will satisfy your sweet or salty stress cravings. But a little planning can help you eat more healthily. Most grocery stores carry rotisserie chicken, and as long as you don’t dress it, a big salad can last for a few days. Put the two together, and you’ve got a healthy meal. Hard boiled eggs make a quick and easy protein source, too. 

• Let your day/night preferences work for you.

If you’re a night owl, see if you can possibly schedule yourself for a later start and end to your work day, or vice-versa. If not, use your early or late time for yourself (like that exercise, down time, or meal prep). 

Working long hours can seem like a slog, but you can make the best of it. If you want to find a job that still works for you but has you working fewer hours, visit the experts at PrideStaff.

Tips for Helping Your Employees Improve Accountability

Accountability means having to answer for one’s actions. In the workplace, employees need to behave knowing in advance they will have to explain themselves and their actions will have either rewards or consequences.

It may sound tough or even confrontational, but it doesn’t have to be. By and large, employees want to feel like they’re being held accountable for their performance. Accountability leads to responsibility – and from responsibility stems such intrinsic motivators as purpose, significance and accomplishment. Ultimately, the end result is better engagement.

The Cost of Poor Accountability

Disengaged employees cost U.S. companies between $450 billion and $550 billion a year in lost productivity.

• If you ignore poor performance, the employee may feel discouraged or devalued. This could even lead them to quit as a result.
• The rest of your team could come to resent their low-performing peer – and you – because they have to pick up the slack in order to compensate. Or, others may perceive your failure to address an accountability issue as favoritism or simply weakness. This is demotivating to everyone involved.

Tackle the Issue Head On

As you build and reinforce employee accountability, concentrate on what’s right, not who’s right. Use these tips to make sure everyone is consistently accountable and to maintain your open, innovative culture:

• Have a conversation with your employee without making it confrontational. Focus on the performance, not the person. Assume they want to do a good job; they aren’t being difficult on purpose.
• Seek first to understand. Common reasons for underperformance include failure on the part of a manager to give clear direction, inadequate training and personal issues that may be spilling over into the workplace.
• Ask the right questions. You may start out with something like, “Mary, I’ve noticed that XYZ has been happening more frequently lately. What’s your take on what’s going wrong here?” As information is revealed, dig deeper and learn why certain actions were taken. You might ask, “Can you walk me through the entire process?” or “Did you experience a technical issue that we need to fix?”
• Be clear about expectations going forward. Make sure you reach a mutual understanding on why and how things need to change as a result of your discussion. It may help to include written goals and instructions, depending on the individual and their reaction.
• Set SMART goals. SMART stands for specific, measurable, achievable, relevant and timely. SMART goals help to ensure clear communication between an employee and a manager.
• Follow through and follow up. You don’t have to report every single issue to HR, but it may help to email the employee and yourself and outline the problem that was addressed, the mutually agreed-upon resolution, and future expectations. This provides further clarification for everyone and gives you a paper trail in the event additional action is needed.
• Praise your employee when you find them doing things right. Follow up with them the day after your meeting to see if they have any additional questions. Then, continue to follow up on a regular basis. In some cases, you may need to make further adjustments to reach your goals. When things are back on track, nothing is better for encouraging continued positive behavior than acknowledgement and recognition.

Contact the workforce development experts at PrideStaff Modesto for additional guidance on fostering accountability, engagement and productivity in all your employees. We have the solutions you need to build and retain your industry-leading team.

6 Signs It’s Time to Promote a Top Employee

As one of Phoenix’s leading staffing agencies, PrideStaff knows that when it comes to keeping top talent on staff, one of the best ways to do that is through advancement opportunities. But how can you tell if it’s really time to promote a particular employee? Here are a few signs to look for:

They’re great with people.

Whether it’s a difficult co-worker or an irate customer, your employee always seems to know what to say and how to say it. This is a critically important skill to have as a manager and can help ensure they will be able to oversee a team successfully.

They want to be challenged.

They’re regularly asking you for stretch assignments and new challenges. They always have ideas on how to improve processes and procedures at the company. And on their own, they’re the first to volunteer to spearhead a new initiative or project. These are the kinds of people with a level of drive and motivation that’s innate; something you simply cannot teach or train employees to have.

They understand the company mission – and embrace it.

An employee who understands the company mission is valuable. But someone who embraces it with a passion can become indispensable. These are the people who will always go the extra mile to get the job done, make a customer happy, or help the company stay on the cutting edge.

They crave feedback and act on it.

The employee who gets defensive and doesn’t implement feedback into their daily work is one to keep your eye on. But those who genuinely want feedback and then put it to good use improving their performance are those you should hold onto. These are the people who don’t see constructive criticism as a negative, but rather something to learn and grow from.

They do their job consistently well.

In today’s world, finding people who are consistent in their performance can be a challenge. But when you have those who don’t drop the ball and you know you can count on, it’s important to do all you can to retain them.

They help solve problems.

Too many workers come to the office, put in the minimal amount of effort to do their jobs, and then call it a day. But when you have an employee who not only calls out problems, but offers potential solutions, they could be ready for an increase in responsibility.

When you have a worker who demonstrates some or all of the signs above, it’s time for a sit down with them to discuss long- and short-term career goals. Partner with them to determine the next best step for them in their career – and with the company.

Looking for good people to promote?

If you don’t have current employees you’d like to promote and need help filling a skill gap, call the experts at PrideStaff. As one of Phoenix’s leading staffing agencies, we can connect you with top-quality talent in a variety of fields. Contact PrideStaff today to learn more about how we can help you.

How to Find Out Whether a Job Candidate Will Fit Your Company Culture

You may know a candidate has the right skill set to fill your open position, but what about the right personality?

Hiring someone who fails to fit your company culture can be a very costly mistake. You rely on your employees to uphold your culture, and you rely on your culture to uphold your employees. Even the most qualified professional on the market won’t stick around long if this critical balance is not maintained.

Follow these tips to put yourself in the best position to make the right hiring choice:

Define your culture.

This is Step One. Your culture should be clearly defined and communicated to everyone within your organization.

• Employees in every area should know exactly what you stand for as a company. Periodically reexamine your culture to be sure your organization is headed in the right direction. Solicit employee input throughout this process.
• Your mission or vision statement is a good place to start. It doesn’t completely define your culture, but it should identify the core values that drive you and your employees to succeed.

Integrate cultural fit into every aspect of recruitment.

Start with your job ads. They should reflect both your brand and your culture. For example, if your work environment is family oriented, with perks like onsite child care or a pet-friendly policy, include this information.

• Include culture questions in interviews. Phone interviews and other preliminary screenings should help gauge cultural fit. But that’s just the beginning. In face-to-face interviews, include behavioral, culture-oriented questions.
• Let candidates do most of the talking. By incorporating open-ended questions into the conversation, you encourage people to speak more freely. Listen and observe, with minimal interruption. Create hypothetical scenarios and ask candidate to navigate them. How they respond will shed light on how they will fit into your culture.
• Train employees to help make cultural matches. See how a candidate interacts with others. Select four to six employees from around your company to talk informally with them. They should ask about the person’s hobbies and interests in a way that helps you make the right hiring choice. Have these employees complete an assessment afterwards that scores candidates on a numerical scale. Ask for written comments, as well. Have a final debriefing session with the entire interview team.

Compare candidates to your current top performers.

Look for similarities. The more alike they are in terms of interests, motivations and overall personalities, the more likely you will make a good hiring match.

The talent management pros at PrideStaff Modesto can help ensure that every hire you make is the right one for your business and its future. We can help screen candidates, design interview questions and related hiring steps, and match you with applicants best suited to your unique needs. Contact us today to learn more.

How to Spin Your Answer to This Job Interview Question You Know is Coming

To best prepare for a job interview, you have to prepare for certain questions. You may have the answers down for “What’s your biggest weakness/strength”, but you also have to know that the most uncomfortable one will likely pop up: “How much did you make at your previous job?” You should know how to answer this question when it inevitably does arise.

Here’s an interesting fact: Your answer may well get a different response depending on your gender. A study from PayScale found out that women who refuse to disclose their salary when asked earn 1.8 percent less than women who do. Yet a man who doesn’t disclose his salary actually gets 1.2 percent more.  So, until that question becomes taboo for potential employers to ask (it’s already illegal in a number of states and cities), use these strategies.

• Know your numbers.

Remember, it’s not only about your worth; the job itself also holds a certain market value. You can easily look up these numbers and then think about what you’ll add to the position. It’s like putting an improvement on a home; it brings up the value. Then, after seeing what the market says, discuss the position in those terms and what you bring to the position rather than your previous salary. Compensation should focus on current value and what you’ll add to that.

• What to do online.

If possible to skip the salary question, do so. If it forces you to put in a number, put in zeros so you can discuss the salary in person. However, whether it allows you to zero out or not, do not lie about previous salary. Tell the truth and use it as a springboard to negotiate, using the market value of the position to discuss a potential starting range. This also shows you’ve done your homework.

• Align yourself with headhunters and recruiters.

Whether they’re in-house or based out of an agency, you can pose recruiters detailed questions, asking them for information about the position, the company, benefits, and, of course, salary specifics. This will help you know what salary you should hear from the interviewer. With headhunters you can get a little more open, getting them to advocate for you and give you advice on how to get the best salary, whether you’re a woman ensuring you have parity with others or addressing the fact that you’re not earning a fair wage for the market value of the position.

• Take a pause if you need to.

IF you feel, as you’re getting near the end of the interview process, that you’re going to hear a number close to what you want, you have every right to ask for a night to mull over such a major decision. This way you can get a little time to practice your words, as well as consider expectations … and it may well allow the conversation to take place over the phone, which eases some stress by not having to have the conversation face-to-face.

Preparing for the salary question takes some time and effort, but it’s worth it because so are you. For help with any part of your interview process, work with PrideStaff.

Resume Round-Up (Part 3) – How to Properly List Awards and Honors Received While Working

You’re a very talented professional, so it’s no surprise you’ve been given several awards and honors throughout your career. Rightfully so, you’re proud of these achievements and you want to show them off on your resume.

As one of the top temp agencies in Las Vegas, PrideStaff Las Vegas knows the right awards and honors can add serious weight to your resume. If the hiring manager is trying to decide between you and another candidate, knowing others have recognized your outstanding work ethic and character can make the decision go in your favor.

How to Properly List Awards and Honors on Your Resume

Follow these tips to include professional accolades you’ve received in a manner that boosts your candidacy.

Create a Separate Section

Awards and honors sing your praises, so don’t let them get lost in the mix. If you try to work them into your skills or experience sections, they’ll lose some of their shine. Avoid this by adding an entire awards and honors section to your resume. Place it at the bottom of the document, so it’s the last thing the reader sees.

Be Selective

The awards and honors listed on your resume should directly validate your candidacy. Therefore, it isn’t necessary to share every accolade you’ve ever received. Choose only those that directly relate to the job at-hand or highlight your glowing character. For example, if you received an employee of the year award at your current job or were honored for your volunteer work, these are the type of accolades that will really make you stand out.

Share Relevant Details

Context validates awards and honors, so share a little about each one listed. You’ll want to include the date of receipt, purpose of award, accomplishment recognized and the level you were recognized at — i.e., national, regional, local, company-wide. There’s no need to go into elaborate detail, but explaining the award in a sentence or two will give it weight.

Be the Best Person for the Job

Searching for new opportunities in the Clark County area? PrideStaff Las Vegas wants to help you find your fit. Contact us today to connect with top local employers looking to fill temporary, temp-to-hire and direct hire opportunities with talent like you!