How to Seek Out a Team Player from a Pool of Candidates

One of the most requested qualities in a candidate to the point that it sounds cliché is “team player”. Yet unless your company entails all employees working silently and independently, you truly do need to find those who work well with others, who understand the importance of give-and-take. So how do you find them in your vast sea of candidates?

• Use all of your resources.

Use your clients and even your competitors to see what sort of talent is out there, as long as you do it carefully. Offer an incentive to clients such as great tickets to a Browns, Cavs, or even OSU game to give you names of potential talent they know about. You may gather quite a few names, and if you offer to do the same should the opportunity come up, you may find your next great team player.

• Know what you’re looking for.

A true team player has these three qualities: humility, hunger, and emotional intelligence (the ability to connect with others). Look for the candidates who possess all three: The candidate who has only humility will get bulldozed by others and not stand up for himself; the hungry candidate is the bulldozer, pushing too much to get the job done and not working well with others; and the person who only has emotional intelligence will charm everyone but not necessarily focus on work. The candidate who has all three traits allows each to temper the others, making him the ultimate team player.

• Ask the right questions.

To determine a team player, ask questions both subtle and obvious. First of all, ask how they feel about feedback. A negative answer tells you they can’t take criticism well, not a good sign for a team player. You may also want to ask how they give criticism to others. Ask what makes a good team player. The attributes the candidate gives you will tell you whether they play well with others or not. Finally, ask how they define good leadership. The one who talks about good communication and give-and-take knows how to work as a team; anyone who says leaders should not be questioned and simply obeyed may not make a good fit.

As you seek your next hire, look for the ones who will enhance your team and become a part of it best. For help with any hiring needs, visit PrideStaff.

Decision Time: How to Choose Between Two Great Candidates

The good news: You’ve found a handful of strong candidates for your company’s latest job opening. The bad news? You’re having a hard time deciding between the top two. Both are highly experienced and come with equally excellent credentials. How do you choose?

Before you make a move, follow these tips:

Tip #1: Look back at your job posting.

Both candidates might have strong skills. But as one of Tempe’s top recruiting firms, PrideStaff knows it’s important to consider who has the skills and experience most relevant to the job opening.

If you’re not sure, take a look back at your job posting and the skills, abilities, qualifications, and traits you listed there. Then assess which candidate checks the most boxes.

Still not sure? Ask yourself this: What is the #1 top skill or ability that is most important for success on the job? Then determine which candidate better demonstrates that skill or ability.

Tip #2: Evaluate growth potential.

You want to hire people who will not only perform well in the job you’re hiring for, but who will grow with the company, too. So if both candidates are highly experienced, but one seems more enthusiastic or well suited for a future role in management, then keep that factor in mind during your decision making process. A candidate with growth potential can deliver more long-term benefits to your company.

Tip #3: Consider culture.

Both candidates have excellent skills. And both candidates have charismatic personalities. However, is there one that you think would mesh better with your company culture?

If you’re not sure, think about a typical day in the office and imagine each candidate interacting with the rest of the team. Who do you think will feel more comfortable and confident at the company?

Thinking through how each candidate will fit into the culture – and reviewing the types of companies they’ve worked for in the past that are most similar to yours – is a good way to differentiate the two candidates.

Tip #4: Don’t take too long with your decision.

If you have two excellent candidates, chances are they’re interviewing with other companies. And if you wait too long in your decision making process, you could lose out on one or both of them.

Deciding between two equally strong candidates can be hard. But rest assured, either way, you’re going to end up with a great new hire!

Having trouble finding talented candidates to recruit for your team?

Let the experts at PrideStaff help. As one of Tempe’s top recruiting firms, we have the knowledge, experience and proven processes in place to help you source and hire qualified, dependable candidates for your team. We make hiring easier! Contact PrideStaff today to learn more about how we can help you.

Why Frequent Employee Reviews are Critical

The best employees are constantly looking to better themselves and improve their performance. As a result, they crave specific, timely feedback.

The traditional practice of conducting performance reviews annually – or even on a six-month or quarterly basis – is no longer sufficient to meet employee demands or the changing pace of business. As noted by author Daniel Pink, “There’s no way to get better at something you only hear about once a year.”

The Benefits of Frequent Reviews

Everyone in the organization benefits from frequent employee reviews.

• Problematic behavior is nipped in the bud. You get ahead of bad behavior, before it spreads like a virus through your workplace.
• Productivity grows. Knowing how they’re doing on a real-time basis helps people to maximize their output. It’s easier for people to stay on track when they have smaller time spans to focus on. In the unfortunate cases of individuals with subpar performance, the corrective actions that need to be taken come as less of a surprise.
• Employee engagement and development are enhanced. Research has shown that employees whose managers communicate with them regularly are nearly three times more engaged than those whose managers don’t regularly provide feedback. Forty-three percent of highly engaged employees receive management feedback at least once a week.

How to Get the Most From an Employee Review

To ensure that your employees – and your business – get the most from employee reviews:

• Train your managers to have the “hard” conversations. This is based on making employee feedback about the issues, not the people. Create a culture where both rank and file workers and management give feedback on the spot.
• Make reviews a two-way process. Just as managers review their employees, employees should review their managers. Managers should regularly ask their employees if they need anything from them, if they could be doing their own jobs better, and if they have all the tools they need for ongoing success. Managers who received feedback on their strengths showed an 8.9 percent jump in profitability.

As you address your talent management challenges, the PrideStaff Modesto team can help you achieve greater results – whether it involves staffing, HR management or workforce training, evaluation and development. We are one of the top staffing agencies in Modesto, CA. Contact us today to discuss how we can help design the right strategy for you.

How Do I Effectively Use LinkedIn to Find a Job?

Question Originally Appeared on Quora: “How to Use LinkedIn to Find a Job?”

If you’re not on LinkedIn — or aren’t maximizing your use of the site — it’s time to start getting social. The world’s largest professional network has more than 530 million users in over 200 countries, according to the company website. Numbers of this magnitude make it a real possibility the site might hold the ticket to your next job.

As one of the most successful temp agencies in Las Vegas, PrideStaff Las Vegas strongly believes in the importance of maintaining a solid LinkedIn presence. Of course, you’ll have to do more than just have a profile on the site to get hired, but it’s a fantastic starting point.

Four Ways to Use LinkedIn to Find a Job

Create an Engaging Profile

Since there are hundreds of millions of people on LinkedIn, it’s easy to get lost in a sea of search results. If you want to stand out from the crowd, you need to create a profile that attracts the attention of recruiters and shows up in search results. The best way to do this is make sure your profile is 100% complete, including adding a professional-looking headshot.

Join Relevant Groups

It’s wise to join professional associations for in-person networking, and the same rule applies for making connections on LinkedIn. Of course, these groups are all virtual, but they’ll still help you connect with several like-minded professionals in one space. Make a name for yourself by participating in group discussions and starting some of your own.

Let Recruiters Know You’re on the Market

If you’re currently employed, you probably don’t want your boss to find out you’re looking for a new job. Thankfully, LinkedIn has an Open Candidates feature you can use to secretly let recruiters know you’re seeking new opportunities. The tool allows you to choose the types of companies and jobs you’re interested in, so recruiters don’t accidently pass you by. It also hides the signal from recruiters at your company and those its affiliated with, as a way to protect your privacy.

Connect With Your Peers

There’s millions of professionals on LinkedIn, so don’t miss your chance to network. Search for people employed by companies you’re interested in or with job titles similar to the one you’d like to acquire and ask them to connect. Include a note with your invitation, introducing yourself and explaining why you’d like to become better acquainted.

Get Your Dream Job

LinkedIn is a great place to start your job search, but PrideStaff Las Vegas wants to help you finish it. Join forces with us to connect with leading Clark County employers looking for temporary, temp-to-hire and direct hire talent like you. Stop delaying and get started now!

How a Mock Interview Can Get You Your Next Job

If you want to do well on your next interview, go with the tried-and-true motto, “Be prepared.” And what better way to prepare than by doing a mock interview beforehand? The more you can make it like the real thing, the better you’ll do when the time comes. In order to best prepare, take these steps.

• Find the right “interviewer”.

This means avoiding having family, friends, or other loved ones to help. They will not have the objectivity that a mentor, coach, or colleague will – you need someone who will critique you without personal bias. If possible, try to find someone who has experience with interviews so they can best help you with responses.

• Make it realistic.

That is, treat the mock interview as a real one. If practice does, indeed, make perfect, you need to treat this practice as a true job interview. That means no goofing around, no “retakes” on your responses, no breaking interview character in the middle. Use this as a time to get comfortable with your body language and overall presence.

• Inform your interviewer.

Let that person know a bit about the position and the company so they can be as realistic as possible as well. By doing so, they can ask you questions connected to the company and your potential role, like the ones the real interviewer will likely ask. You may want to practice being asked typical and more complex interview questions for practice as well.

• Dress for success.

Make sure not to overlook this part of the mock interview. It may feel silly, but think of it as wearing a uniform for a particular occasion – in this case, your interview uniform. It will help you get into your “part”, the interviewee. Plus, it allows you to see what fits well, what’s most appropriate, what’s comfortable, etc. Your mock interviewer can help you here as well.

• Get constructive criticism from your interviewer.

After you’ve done everything, sit down again with your interviewer and get some honest, open feedback. The more you know what you need to work on and what your strengths are, the more prepared you’ll be for that interview. Have them give you an overall impression and then break it down into its smaller parts: body language, dress, responses to questions, and anything else you want to touch on.

One of the best ways to nail an interview is to walk in feeling as though you’ve done it before, that it’s almost familiar. This way when you have the real interview, you’ll have comfort and confidence.

For help on your next interview, visit PrideStaff.

Does It Matter How You Format a Cover Letter & Resume?

You’re a great candidate with extensive skills and experience. A hiring manager will clearly see that by reading your cover letter and resume, right? Not so fast.

As one of the top employment agencies in Phoenix, PrideStaff knows you might have the strongest background – but a potential employer isn’t going to waste time trying to dig through your cover letter and resume if they aren’t properly formatted.

If your documents are too long, contain dense paragraphs, and aren’t easy to scan, it could hurt your chances of landing the interview. The good news? You can avoid all that by following these simple formatting tips:

Stick with the standard margins.

Whether you’re an industry veteran with 20 years of experience, or a brand new graduate, your resume and cover letter needs white space in the form of margins. Stick with the standard one-inch margin throughout your cover letter and resume. You don’t want to stand out to a hiring manager because of tiny margins and heavy copy that’s hard to read.

Be mindful of line spacing.

Single line spacing is fine in your paragraphs or between bullet points. Just make sure you include double line spaces after each paragraph in your cover letter, or when you’re listing a new position on your resume. While you want to keep your cover letter to one page, it’s ok to submit a two-page resume. It’s better for it to be easy to read – and on two pages – rather than crammed into one.

Include headers.

On your resume, make sure you include clear headers for each section, for instance: Work Experience, Education, Volunteer History, Computer Skills, etc. These headers should have plenty of space around them with a visibly larger font that’s bolded. This will make it easy for a hiring manager to scan.

Use professional font types & sizes.

Fonts can make or break your resume. If you choose a tiny font size or a hard-to-read script, then a hiring manager isn’t going to waste their time trying to squint through your resume. So stick with an 11- or 12-point font size and use a traditional type such as Arial, Cambria, or Times New Roman.

List experience in reverse chronological order.

In most cases, it’s best to list your work history in reverse chronological order. That means you should start with your most recent position. Using this approach highlights what is likely the most relevant experience first and also allows a hiring manager to see over time how your career has progressed.

Use a traditional format in your cover letter.

That means include the date and the employer’s contact information in the upper left. Start off your letter with an introductory paragraph explaining why you’re writing. In the next two paragraphs, talk about relevant work experience and why you think you’d be a good fit for the job. In the final paragraph, thank the employer for their time, restate your enthusiasm about the position and ask for an interview.

Need more help creating a great cover letter and resume – so you can land your dream job?

Get expert help at PrideStaff. As one of the most experienced employment agencies in Phoenix, we can help you craft a stellar cover letter and resume – and connect you with top companies all over Tempe, Phoenix and beyond. Contact PrideStaff today to learn more about how we can help you.

Thinking Thankful – Four Ways to Show Your Boss You Appreciate Their Guidance This Thanksgiving Season

Thanksgiving is all about taking inventory of the things that make your life so special. If you’re fortunate enough to have an outstanding boss who helps you learn and grow on a regular basis, this needs to be acknowledged.

As one of the busiest temp agencies in Las Vegas, the recruiters at PrideStaff Las Vegas have seen all types of managers in action, and they certainly aren’t all created equal. Having an outstanding boss is something to be really grateful for, so use these four tips to show them how much you enjoy being part of their team.

Say ‘Thank You’

Your boss might know you appreciate their guidance, but they also might not. Eliminate the guesswork by writing a handwritten thank you note explaining why you feel so fortunate to have them as your manager. Include examples of ways they’ve helped you expand your horizons in the past year and reasons they’re so fantastic to work for. This is bound to make them feel special and equally glad to have you as an employee.

Do Your Very Best Work

The quality of your work directly reflects on your boss, so go the extra mile to achieve peak performance. Seeing you shine will make them proud, especially when they know their guidance is part of the reason you’re thriving.

Offer to Lend an Extra Hand

The Thanksgiving season is often a busy time both at the office and at home. Help your manager achieve a solid work-life balance by volunteering to take on some extra work. This will help them get out the door at a reasonable hour to spend a little extra time with loved ones.

Be On Your Best Behavior

Managing a defiant employee is no fun, so check your attitude at the door. When your boss asks you to complete a task, do it with a smile on your face, instead of grumbling. Other behaviors, such as curbing your perpetual lateness or biting your tongue instead of bickering with your annoying colleague will also make the Thanksgiving season brighter for your boss.

Find a Job You’re Truly Thankful For

If your current job doesn’t top the list of things you’re grateful for this Thanksgiving season, it’s time to seek new opportunities. PrideStaff Las Vegas has connections with some of the best employers in the area, and we’d be honored to share them with you. Contact us start your search for a job that makes you truly happy!

The Best Ways to Get Your Top-Performing Employees Back on Track

For various reasons, even your best employees may slack off, lose focus or just seem to run out of steam. And, it’s your job to reenergize them and get them back on track.

Communicate

Effective employee communication is always critical, but it takes on heightened importance when you sense your superstar team members need an extra shot in the arm.

• Remind people how essential they are. Emphasize your organizational vision and where they fit into the big picture. Provide the right context for them to reengage.
• Clarify roles and responsibilities. Update this message if necessary. Show your employees how important their contributions are to your company and how they can help realize your mission via their input.
• Give them key assignments. Challenging, meaningful new tasks represent a renewal of your faith in your top performers and your confidence they will continue to deliver desired results.
• Invest – or reinvest – in their continued growth. Personal and professional growth opportunities refresh a person’s mind, heart and soul. Devote more time and invest more resources in the development of your best people.
• Be sure communication is a two-way street. Solicit ongoing feedback. Actively listen. For instance, an employee may have become discouraged by how inefficient a new process is, or they may feel they have a better way to complete a task or move a project forward. Remember: Your top performers are your best allies in coming up with ideas for continuous improvement.

Motivate

Look for new ways to motivate your top performers and get them recharged about their goals – and yours.

• Provide autonomy and added responsibility. Emphasize your trust in your best people to make good decisions on their own, based on their strong grasp of your plans and vision.
• Discuss their current goals with them. Maybe these have changed since the last time you had this conversation? Reinforce that employees’ goals align with their tasks, so they are working toward a higher purpose.
• Renew your commitment to involving them in decision making. Whenever possible, ensure plans or solutions are collaborative. Set specific individual and team performance goals; then hold people accountable for reaching them.
• Show your appreciation. According to a recent survey, 53 percent of employees said they would stay longer at their company if they felt more appreciation from their bosses. To avoid your top performers burning out or becoming flight risks, encourage them as they progress toward their targets, and thank and recognize them for their work.

The PrideStaff Modesto team of workforce development experts can help as you develop and implement an ongoing strategy to keep all your employees motivated, engaged and focused on future success. Read our related posts or contact us today to learn more.

Three Management Strategies for Overseeing Team Members Who Don’t Get Along

In a perfect world, your employees would get along like one big happy work family but, unfortunately, it doesn’t always work like that. Your team is composed of a variety of people from various backgrounds, with very different personalities, which can result in some unpleasant clashes.

As one of the most successful Las Vegas staffing agencies, PrideStaff Las Vegas understands that every workplace isn’t filled with peaceful harmony all the time. If two or more of your employees are embattled in conflict, it’s time to nip the issue in the bud, before it divides your staff and halts productivity.

Use these three tips to manage employees who can’t — or won’t — stop bickering.

Get to the Root of the Problem

On the surface, taking a hands-off approach might seem like the best solution, considering your employees are adults who should be able to solve own problems. Unfortunately, this probably won’t work. It’s very possible the underlying issue is something you need to deal with as the boss — i.e. one person isn’t pulling their weight — so it won’t get fixed without you.

Speak with each person involved individually to hear their side of the story. From there, use your best judgment to figure out what’s really going on.

Find a Solution

After you’ve heard all the facts, you’ll need to determine a fair way to resolve the issue. You don’t want either person to feel slighted or like you’ve chosen sides, so try to remain unbiased.

Gather all those involved and explain the solution you’ve crafted. Make it clear you expect everyone to comply, and detail what will happen if anyone doesn’t get onboard with your attempt to move beyond the

Keep a Close Watch on the Situation

Carefully monitor the behavior of the team members involved, to ensure they’re making an effort to get past their differences. If you observe anyone conducting themselves in a manner you don’t agree with, take the person aside and talk to them immediately.

Build a Cohesive Team

Hiring right takes a great deal of time and energy, so allow PrideStaff Las Vegas to handle the heavy lifting. You can count on us to find the best and brightest talent for your Clark County team every time. Let’s get started today!

The Best Way to Deal with Condescending Co-workers

We’ve all dealt with difficult co-workers before, but how do you handle it when someone frequently patronizes you, talking down to you instead of treating you as a colleague? The problem often arises that the person comes off as friendly or “helpful” on the surface but in reality, acts passive-aggressively. So how do you deal with it and keep your composure?

• Keep it impersonal.

The minute you treat condescension as a personal attack, you get two results: You come off as defensive and overly emotional, and you potentially give them the reaction they want: They act that way as a power play. So, stay calm and go about your business, remain positive, and respond with kindness to keep the situation light and free of emotional charge. 

• Don’t let it go.

One of the ways to stop poor behavior is not to let the person get away with it. Call them out on their tone and words if you feel patronized or belittled. As always, keep it professional, but don’t be afraid to simply point out the tone and ask them to stop. Or, if you feel a little too heated in the moment, tell them, “When you’re ready to talk professionally, come find me at my desk.” This allows you to calm down and gather yourself before seeing the person again. 

• Watch your body language.

A great deal of our communication comes not from words but our bodies themselves. So, keep your own body positive (no clenched fists, finger pointing, rolling your eyes, crossing your arms) or neutral – give no sign that the other person has gotten under your skin. Keep good posture and don’t back down, literally or figuratively.

• Get an explanation.

Give the person the benefit of the doubt – they may come from a company or culture that lends itself to a superior way of speaking … and they may not realize how they sound to others. If that person seems to have good qualities otherwise, it may help both of you to ask for clarification, asking if this is what they mean. Say you understand the subject, and ask if you’re missing anything more. This gives the person a chance to either double down or back down on their comment.

Behavior tells you something about the person doing it; it’s not about you. While you can only control your own behavior, your reactions to condescension can only help you communicate. For more advice on workplace communication, visit PrideStaff.