How an Employee Referral Program Benefits Your Company

In a recent LinkedIn survey, 32 percent of employers listed employee referral programs as their top source of quality new hires.

When it comes to effective recruiting – including lowered costs, a more engaged workforce, and higher long-term retention rates – an employee referral program can be a major boost to your hiring success. As you leverage your current employees’ personal and social networks, you’re more likely to bring in talent that easily fits your company culture. Candidates attracted by current employees tend to be much better suited for an organization that those with no previous knowledge. Here are several benefits of an effective employee referral program.

Control Your Hiring Costs

Glassdoor has reported that hiring times are steadily increasing at most companies. In the U.S., the average interviewing process takes approximately 23 days. You can accelerate this time frame – and the costs that accompany it – by hiring referred candidates, as extra screening steps, investigations and negotiations may be eliminated.

• Save on job postings and advertising. Your current team members know your company and its culture. As a result, they can make a better sell through personal relationships with prospective talent.
• Offer referral bonuses. These will amount to a fraction of what you might otherwise spend.

Watch Engagement Grow

Your best employees can speak from personal experience about the benefits of working for your organization. If you make them your recruitment ambassadors, they feel more trusted and valued, as they are actively participating in future company growth.

• From the start, referred employees feel more engaged, since they already know at least one person at their new company. This enables them to more easily assimilate into the culture. As noted by one HR professional, a referral program is a “great way to build glue in a company.”

Improve Retention

Candidates hired via employee referrals tend to stay longer with a company than those recruited through other means. Consider these statistics from recent research:

• Fifty-six percent of employee referrals said they had been in their current roles for more than five years.
• Nearly two-thirds of referred employees said they, in turn, referred at least one other person to an open position at their company.

And hands down, a majority of employers reported their referred employees outperformed others on most aspects of performance and cultural fit.

Looking for a recruitment partner?

Do you need help designing and implementing your employee referral program? For effective direction in this and other hiring and HR solutions, turn to the PrideStaff Modesto team. Contact our team of Modesto recruiters today so we can get started on a plan custom designed for you.

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 Can You Use Your Personal Brand and Social Media to Land Your Next Job in Vegas?

More than just a fun pastime, social media can open new doors in your career. Whether you’re trying to land a job as a Las Vegas temp or a full-time opportunity, the personal brand you project on sites like Facebook, Twitter, Instagram and LinkedIn can literally work for you.

You’ve probably already done this, but enable privacy settings on any profiles used for strictly personal reasons, so they don’t tarnish your public persona. Chances are, you’re left with one or two public profiles, and that’s all you need to get on the radar of potential employers.

Three Ways to Use Your Personal Brand and Social Media to Land a Las Vegas Job

Build a Following

If you want to get noticed, post content regularly, which means at least daily in most cases. Share industry-relevant tips and commentary, and when something newsworthy regarding your field hits the airwaves, post a response as quickly as possible. Sharing engaging content on a regular basis will allow you to build credibility with your target audience.

Connecting with other influencers in your industry is also wise, because you can learn from them. When you have something interesting to say, comment on their posts or tag them on your own, because they might respond and turn into a valuable contact.

Connect With Employers

Most leading Las Vegas employers have a robust social media presence, so follow those that interest you. Capture their attention by leaving engaging comments on their posts. You can also target those that top your list of potential employers by creating posts praising their products and services. Don’t be surprised if they follow you back.

Many companies post job openings on their social media pages or have special social accounts dedicated to hiring, so following those you might want to work for can help you spot these opportunities fast. You’ll also gain a strong sense of the company culture and voice, which you can incorporate into your own social content to emphasize your fit to recruiters browsing your profiles.

Request Informational Interviews

Social media is a great way to network, so use sites like LinkedIn to make contacts with people who might be able to help you get ahead. Search for Las Vegas professionals working in your field at companies you’re interested in and those with jobs you aspire to hold. Reach out and request an informational interview, so you can learn how they got to the place they’re at today. These new contacts and the information they share with you might prove invaluable in your job search.

Get the Job You Really Want

Making connections with the right employers is hard work, but rest easy, because PrideStaff Las Vegas already has them, and we want to share them with you! If you’re looking for your next career opportunity in Las Vegas, contact us today to start the next chapter of your career!

Office Perks and Other Hiring Trends You’ll See This Year

Want to be up on the hiring trends for 2018? It will help your company stay on top of what to look for as you fill your necessary vacancies both temporary and regular.

• Good people skills preferred.

While some employees may have excellent skills and experience, if they don’t have the ability to communicate with customers and clients, they won’t do nearly as well. Particularly in more technical jobs, employees need to have the ability to connect well with those outside that tech sector, as well as present themselves clearly as the need arises.

• Less available talent.

While the falling unemployment rates bode well for the employees themselves, the opposite rings true for those doing the hiring. Specifically, employers have had trouble meeting the salary requirements of employees in some industries, therefore leading to the necessity of hiring less experienced but cheaper talent.

• Experienced applicants.

Certain industries on the rise, such as technology, green energy, and content marketing all want employees who not only have experience in their field but also the knowledge to know how best to market their products to the younger generation. Applicants should also have the ability to market their strengths to potential employers.

• Improved hiring process.

Too often the hiring process has taken position as the worst part of finding a job, bogged down by red tape and long waits before any sort of communication finally comes through. Particularly combined with a talent shortage, companies who want to avoid missing out on top talent will find ways to streamline the hiring process.

• Office perks.

Benefits that come standard with job offers now include supplementary office perks such as flexible time, additional PTO (paid time off), and team outings. This gives employees a bit more freedom in their roles, encouraging them to stay longer at their current places of work.

If you want to be on top of the hiring game in 2018, consider how these trends can help you succeed in your hiring needs. For any other help with finding quality employees, visit PrideStaff.

Career Resolutions – Are You On Track?

New Year’s Day has come and gone. As we’re coming up on Spring, now is a good time to make some decisions and resolutions about your career going forward. As one of Tempe’s trusted employment agencies, we’re here to help. Here’s a look at a few different resolutions to consider, so you can recharge your career and take it to new heights:

Perform a check-up.

Just as you go to the doctor’s each year for a physical, it’s important to perform an annual check-up on your career. This is where you do a review of your career over the past year or so and analyze the good, the bad and the ugly. It’s also important to look at where you are now and where you’d like to be in the future. Then ask yourself: what steps do I need to take to achieve my career goals?

Update your LinkedIn profile.

Even if you aren’t necessarily looking for a new job, it’s still important to present a polished image online. So make sure you have a professional headshot on LinkedIn and that your profile reflects your most recent work history and accomplishments. Also, reach out to your network for recommendations to further strengthen your profile.

Aim to network more.

If you are looking for a new job in 2018, then it’s critically important that you start networking now. Most new jobs are found and secured through referrals, not through the big job boards. So the bigger and higher quality your network, the better your chances are of landing a new opportunity.

Learn a new skill.

Whether you want to get ahead with your current employer, or make yourself more marketable to a new one, it’s important that you’re always learning and acquiring new skills. You can do this in any number of ways, from committing to reading one industry book per month to enrolling in a certification course or attending an industry seminar.

Volunteer for a stretch assignment.

If you really want to take your career up a notch, then volunteer for additional work or for a stretch assignment. This will not only help you learn, grow and acquire new skills, but it will look great on your resume in your next job search.

Ask for more feedback.

You might hate feedback from your boss. But the more you know about where you stand, the better your chances are for improving. So go ahead and be brave, taking the initiative and asking your boss for more insight on your performance.

Maintain a better work life balance.

A healthy life is all about balance. So if you were stretched too thin in 2017, aim to improve your lifestyle in 2018. Whether it’s adding in exercising to your weekly schedule, or trying not to check emails during the weekends is up to you. Just aim to make some healthy changes in your life in the months ahead.

Is a new job on your list of resolutions for 2018?

If it is, let PrideStaff help. As one of Tempe’s leading employment agencies, we can connect you with top jobs and top employers throughout the area. Contact PrideStaff today to learn more about how we can help you.

Why Having a Well-Written Job Description Matters

A well-written job description is one of the most essential communication tools you can have in place for your employees, managers, recruiters and prospective hires. It not only becomes a foundation for the development of interview questions, but it also fosters effective management on all levels and protects your business for the future.

Strong job descriptions:

• Serve as reference guides for determining comparable industry salaries.
• Help ensure that the skills and experience required for a job are detailed and matched to individual candidates.
• Provide pertinent information for job postings and advertisements.
• Function as bases for employee reviews, salary increases, goal setting and career growth. Employees need to know that they have a promising, attainable future with your company, and managers need to know what each employee’s job requirements are.
• Become legal documentation in the event of a termination or discrimination lawsuit.

What to Include in an Effective Job description

A job description should detail the primary functions of a position, along with the necessary skills to perform the job. In addition, it should include:

• A job title. This clarifies the position and its rank or level within your organization.
• A salary range. You also should include information about how an employee may be eligible for additional compensation, such as sales commissions, bonuses or annual raises.
• A list of tasks. Cover every activity that will consume five percent or more of an employee’s time.
• A description of reporting structure. Provide information on an employee’s supervisory role, if applicable, as well as to whom they report, both directly and indirectly.
• Necessary experience and skills. Be as specific as possible with this information; for example, instead of simply listing “computer skills,” outline the type of hardware or software involved.
• Paint a clear picture of an ideal candidate using descriptions like “capable of working with tight deadlines and multiple supervisors.” Candidates benefit from such details, as they determine whether or not they are qualified for a role.
• Job location and work schedule. List the physical location, days and hours, and any potential overtime or schedule changes that may occur.
• “And other duties as assigned.” By including this phrase, you can add new tasks to the job as needed. In some cases, you may want to be more descriptive; for example, “other data entry duties as needed” or “other duties as assigned by the IT department manager.”

As you perfect your job descriptions, optimize your hiring process, and address all your talent management needs, consider partnering with PrideStaff Modesto. We’ll get to know your business and your unique goals, and then develop strategies that exceed your expectations. Read our related posts or contact us today to learn more.

A Look at the Common Challenges of Startup Companies, and How to Overcome Them!

Making the leap to entrepreneur is a huge one, so congratulations! Launching a startup is simultaneously exciting and terrifying, but you did it. Most people never have the courage to take this step, so you should be really proud of yourself.

As a top Las Vegas recruiting agency, PrideStaff Las Vegas understands how hard it is to run a successful startup, so here’s a few tips that can help you navigate problems often encountered in this realm.

Four Common Challenges Faced by Startups and How to Overcome Them

Tough Competition

When the barrier to entry is low, the market often becomes saturated with competition. Finding success can be nearly impossible when consumers have too many options at their fingertips. Carving out a niche for your company can help you tackle this problem. Gain an edge by offering something a little different than your competitors.

Hiring the Right People

Startup culture is very different than Corporate America. Some people thrive in the latter, but can’t handle the rigorous demands of working for a company trying to get off the ground. When you’re inundated with work, it’s tempting to hire the first seemingly qualified candidate, but that usually isn’t the best route. Partnering with a staffing firm is the best way to handle hiring, because recruiters know how to spot talent that will flourish in a startup environment — and fast!

Cash Flow Issues

Even the most well-funded startups can run short on cash if money isn’t managed well. When you get a cash influx from an investor, it’s tempting to spend it on rent for a stunning office space or to throw an elaborate event to publicize your company, but don’t do it. Keep costs as lean as possible, because if you run out of cash, you’re out of luck.

Culture of Chaos

Startups typically begin as a few employees working hard to get a company off the ground. Things like creating a defined company culture, training standards and official HR policies and procedures often go by the wayside in favor of seemingly more urgent activities. On the surface, this can be easily rationalized, but it often ends in disaster. Avoid this at your company by taking the time to create a sense of structure. It’s okay if this changes as your business grows, but employees need something to unite them.

Propel Your Startup to the Top

Launching a new company is hard work, so you need all hands on deck. If you’re looking to grow your workforce in 2018, team up with PrideStaff Las Vegas to find candidates up to the challenge. Contact us today to get started!

5 Mistakes Hiring Managers Make in Phone Screens

Conducting phone screens are a massive time-saver for hiring managers. Not only is scheduling them much easier, but you can assess more candidates – in less time – than you’re able to do during in-person interviews.

For the candidate, it’s more practical, too. With phone screens, they don’t need to take a day off work and invest in an expensive new suit only to find out in the first two minutes of the interview that the job isn’t really a good fit for them.

However, as Tempe recruiters, there are some mistakes PrideStaff knows that hiring managers make during phone screens that can sabotage even the best efforts. Here’s a look at 5 – and how to avoid them:

Talking the whole time.

It’s important to give the candidate a basic overview of the job and the key qualities you’re looking for. That way, if it’s not a good match for what they’re seeking, they can self-select out without wasting a ton of your time or their own.

However, if you’re doing all the talking, without letting candidates get a word in edge-wise, then it defeats the whole purpose of using a phone interview to screen candidates. Make sure it’s a balanced conversation, with both parties talking and listening.

Not asking about the basics.

When it comes to finding good-fit candidates, you need people who can meet the basic requirements of the job. That means those who are available to work the necessary hours and days, who can travel if need be, and who are on the same page as you when it comes to salary. It’s therefore important to ask about these basics during your phone screen. That way, you won’t waste an hour or more with a face-to-face interview, only to find out the candidate can’t work the right hours or is expecting a far higher salary than what you can afford.

Missing the interview.

Sometimes, emergencies happen. But just because you’re busy, doesn’t mean it’s ok to miss the phone screen or keep rescheduling it. Once isn’t a big deal. If you it keeps happening, however, you’re sending the message to the candidate that their time isn’t valuable.

Taking another call during it.

When you’re interviewing a candidate in person, you give them your full attention. A phone screen should be no different. If you want to truly assess their skills and abilities, as well as make a positive impression on them, you can’t put them on hold, or multi-task during the interview. For phone screens to be effective, you need to focus solely on the candidate and what they’re saying.

Not taking notes.

You think you’ll remember what the candidate said during the screen. But chances are, you won’t. That’s why it’s so important to take notes throughout each conversation. You’ll be better able to evaluate candidates individually at the end of the process, as well as compare them.

Do you need more help with phone screens – or any other aspect of the hiring process?

Call the experts at PrideStaff. Companies from all over the city trust our Tempe recruiters to source and screen top quality candidates for a range of positions. Contact us today to learn more about how we can help you.

5 Reasons You Didn’t Get Called for an Interview

Have you been left hanging by a prospective employer, wondering why you haven’t been called for an interview after submitting your resume and application? It’s especially disappointing if you felt confident you’d be a good fit for the job.

There are myriad reasons why you haven’t heard back from a company. The following are five common reasons you weren’t called for an interview.

A Cover Letter to an Anonymous Person

Your cover letter is your first point of introduction to a hiring manager. You can remove yourself from contention for a job if you address that letter anonymously.

• Avoid generic salutations like “To whom it may concern” and “Dear Human Resources Manager.” Find the name of the person who will be making the company’s hiring decision. Use LinkedIn, the organization’s website, social media, and your recruiter to locate this information. The right name is out there – and it shouldn’t be too hard to find.

Application Materials That Fail to Open

Hiring managers are extremely busy and are typically flooded with resumes, applications and support materials. Even if they’re interested in meeting you, they may not take the time to struggle with accessing your information.

• Be sure everything you submit is in the right format and opens easily. Do a test. Send your materials to four or five good friends before submitting them to an employer.

Missing Keywords

If key language in your resume doesn’t match the job description, you could be screened out automatically by an applicant tracking system (ATS).

• Tailor your materials to each position by including keywords from the job posting. This way, it’s much more likely that you’ll make the first cut and have your materials read by an actual person.

Failure to Follow Directions

The process and steps for submitting your application will likely vary from employer to employer. Read, reread and follow the specific directions provided. They are there for a reason. Hiring managers aren’t going to click through multiple links to find what they’re looking for.

• An added bonus: Following directions also demonstrates that you’re detail oriented and good at project follow through.

Red Flags in Your Online Presence

Virtually all employers use social media to vet job candidates. Clean up your profiles, as well as any content or images of you that may be offensive or give an employer the wrong impression.

• Google yourself. Make sure your LinkedIn profile shows up and that everything else revealed about you via search engines is positive.

To help ensure you land the interview of your dreams and tread successfully through all the steps in your job search, why not work with a specialized recruiter with the right contacts, knowledge and market intelligence? At PrideStaff Modesto, we have access to a broad range of positions where your unique skills will be put to the best use. Contact us today to learn more.

What Makes an Employee Leave a Great Company?

It happens from time to time: You have a successful company, people seem happy and content to stay, and then seemingly out of the blue, one of your top employees comes to tell you that she’s leaving. What could make her want to move on? Does it involve the manager (as the saying goes)? The fact that millennials tend to stick with one company for less time? Or something else you haven’t considered?

• Lack of empathy.

While the days of an employee staying at one company for the duration of his career have pretty much gone by the wayside, that concept has too often found its replacement in a real lack of loyalty between employers and employees. Employees may feel unheard when it comes to their suggestions and concerns, leading them to feel they have little stake in the company. So, listen the next time an employee comes to you; make their voice feel both heard and valued.

• Work feels like … work. All the time.

Again, the old definition of work as an eight-hour grind behind a desk has changed dramatically, particularly in a society which has come to expect instant gratification (how did you react the last time you had to wait more than ten seconds for a website to load?). Yet rather than seeing the younger workforce as unmotivated, they just have different methods of engaging, and this often means a softening of the lines between work and play. Give your employees autonomy, some flexibility in the schedule, and a compelling mission, and they’ll get the job done because they’ll feel more engaged.

• They feel stuck.

Many employees want to move up the ladder, improve their career paths. Many companies don’t make that path clear to their employees, giving them little direction as to how to move up or laterally. Make sure your employees know what they must do to move up within the company, or they may go elsewhere.

• Lack of vision.

Employees view a company’s vision as more compelling than hitting a financial mark; they want to work toward something, a bigger picture. And they want to feel as though they have a reason to come in each day that goes beyond a paycheck. Give them a shared vision of where you want the company to go, and make sure to include your workers.

• Lack of purpose.

Similar to vision, people want to work for a company that knows where it’s going and has a focused purpose; it helps them feel their job is important. In fact, the more an employee feels his job is important, the more likely he’ll stay with that company.

• Lack of motivation.

A good paycheck only goes so far; it works as an extrinsic, or outer, motivator. Especially if you want to keep your top talent, you have to give them intrinsic motivation as well; you must create in them an internal drive to want to do their best work. Having clear vision and purpose helps with that.

Take a good look at this list and see where your company falls. For advice on how to find the best people for your company – people you’ll want to keep – visit PrideStaff.