What Is Your Best Hiring Tip?

Question Originally Appeared on Quora: “What Is Your Best Hiring Tip?”

As one of the most highly-sought temporary agencies in Las Vegas, the expert recruiters at PrideStaff Las Vegas are frequently asked to share their top hiring tip. Choosing the right person for the job is a multifaceted process, but one strategy stands out from the rest — hire for cultural fit.

Simply put, if a new hire doesn’t fit into your company culture, they won’t last. Not only will you be back at square one, someone who doesn’t blend with the team can majorly disrupt morale.

If your hiring strategy doesn’t currently revolve around cultural fit, it’s time to make a change. Find out how to institute strategies that will help you find the best possible people to work for your company.

Three Ways to Hire for Cultural Fit

Make Interviews a Team Initiative

When meeting with candidates one-on-one, it’s easy to miss signs that can signify the person’s cultural fit — or lack thereof. Invite immediate team members to meet with each contender during the interview process, so everyone can weigh in. Candidates will likely behave a little differently in a group setting, making it easier for you to gauge their fit.

Ask Behavioral Interview Questions

During a job interview ‘yes’ or ‘no’ questions just don’t cut it. Behavioral interview questions like ‘Tell me about a time you felt overwhelmed at work’ or ‘Share a little about your preferred management style’ offer key insights into the candidate’s personality. Requiring candidates to give detailed responses helps you learn more about them, so you can decide if they’re right for the team.

Related Content: Five Secrets to Success from Owner, Bob Daniel

Don’t Focus Exclusively on Skills

It’s exciting to read a candidate’s resume that checks every box associated with the position, but don’t be too quick to judge. A perfect skills fit isn’t always the right person for the job, because personality is such a key factor. If you’re given the choice of a candidate who is a perfect skills match or someone whose personality fits right in with the team, always choose the latter. Skills can be learned, but you probably won’t have much luck trying to change an employee’s natural disposition.

Hire Wisely

Filling job openings on your team is hard work, but you don’t have to go it alone. PrideStaff Las Vegas strongly believes in the importance of cultural fit, so you can count on us to present you with candidates who have both the skills and personality needed to shine at your company. Contact us today to make a plan!

Why Negative Feedback Doesn’t Have to be Personal

At a time when the younger generation of workers grew up used to praise for their efforts, it sometimes comes about that today’s employees have trouble with constructive criticism, seeing as a personal attack. However, one doesn’t always mean the other. Sometimes receiving that negative feedback just takes some practice.

• Remember that we all make mistakes.

We’ve all had crushing feedback on something we worked hard on, even if it’s meant to help and improve. Getting a less-than-stellar response means you may have a little tweaking to do, and it will help you grow as a professional.

• Ask questions.

Instead of feeling bombarded or like a chastised child who has to stand there and take it, respond and ask for specifics on how you can improve, as well as clarification. This puts the shoe on the other foot: It makes you feel proactive and allows you to get good information from the person critiquing you, seeing them as a resource rather than someone tearing you down.

• Keep a proper focus.

If you allow yourself to get wrapped up in the minutiae (Why didn’t she do this privately? Does this mean someone else is in line for my job? I worked really hard on this, how could she?), you’ll lose reason for the criticism: for you to improve. Take the personal out of it and focus on the feedback itself.

• See intentions for what they are.

Rather than jumping to conclusions that the criticizer doesn’t like you or thinks you’re doing a bad job, keep in mind that they most likely have good intentions: They want to help you do better next time. In other words, don’t take it as an attack.

• Take the lesson.

In other words, learn from negative feedback. Look at the person’s comments as dispassionately as possible and apply it, seeing where you could have done better. Doing so will improve this and future projects, increasing your skill level and confidence.

It’s not easy to deal positively with the negative, but doing so will only make you a stronger, better, person. For advice on how to find your next great position, visit PrideStaff.

How to Research Companies You’re Interested in Applying To

As one of Phoenix’s top employment agencies, PrideStaff knows when it comes to finding a new job, it’s kind of like searching for that perfect home. You want it to be a good size, in a prime location and have all the right features. That’s why researching potential employers ahead of time is so important.

So how can you do it effectively? Start with these tips:

Verify location.

Just as in real estate, location is vitally important. If you have a long commute – and you hate to drive – you’re going to burn out from it sooner or later. So, before you apply to that job that sounds just about “perfect,” make sure the position won’t require a treacherous commute every day. In addition, if the company has more than one location, verify where exactly the particular position you’re interested in is.

Dig into culture.

If you’re free-spirited and a company’s culture is ultra formal, you’re probably not going to be happy there. That’s why, before you apply and also during the interview process, you should research the culture and ask questions related to it. Even better, if you know someone who already works there, then reach out to them to get the inside scoop on what it’s really like to work there.

Check out social media.

You can get a good sense of what it’s like to work at a company by taking a look at a company’s social media feeds, or blog posts. Are there photos from the summer picnic or team-building events? Do they have a LinkedIn profile page with information about culture? Does their company Career website offer more details into the workplace community? Do a little digging so you can gain more insight into company dynamics.

Look for online news articles.

Just as a hiring manager will try to vet you, you too should aim to scrutinize the company and its reputation. A quick web search can yield valuable results. For instance, if you’re researching a company online and find out they filed for bankruptcy protection last year, then you’re probably going to want to take a pass on the opportunity. If, however, there’s only positive information online about company growth and innovation, you can rest easy it’s a reputable company.

Knowledge is power. And the more you know, the better you can evaluate prospective employers and job offers.

If you’d like more professional help with your job search, call the experts at Provisional.

As one of Phoenix’s top employment agencies, we can give you access to a variety of high-quality job opportunities throughout the city and beyond. To learn more, contact PrideStaff today.

Why You Should Hire Recent College Graduates

There are approximately 40 million students and recent college graduates on LinkedIn – representing the platform’s fastest-growing demographic.

While hiring a new grad may come with some initial drawbacks, such as longer onboarding and extra hand-holding, the pros often far outweigh the cons. If you engage with them early on, you can ensure these future leaders secure their position within your company as they grow and advance their careers.

A Value-Added Asset

Among the benefits to hiring recent college graduates are:

• Their natural aptitude for technology: Today’s typical college graduate has grown up with technology and social media. Their way of life caters to the evolving consumer. They can pick up on technological changes in a matter of minutes. This capability is priceless in our rapidly evolving business world.
• Their solid data skills: As data becomes a necessity to drive business decisions, new graduates are more likely to have studied math and related subjects that prepare them for entry into the workforce, circa 2017.
• Their ambition: New graduates are generally excited to make a difference. The best ones have a proven history of being hardworking multitaskers who bring about high levels of performance and productivity.
• Their hunger to innovate: Recent grads are in tune with the latest trends and best practices – and they’re not afraid to take risks. This is a powerful combination. Typically, they have less on the line; for instance, they have not yet started families or taken out mortgages. They’re more apt to go for things that would make more seasoned pros hesitant. Long term, this brings more value and reward to your organization.
• Their fresh perspective: New to the workforce, recent graduates haven’t yet been tainted by workforce rumors, cliques or politics. Their business ideals are still fresh. You don’t have to train them to unlearn old habits or discard preconceived notions. In fact, a universal ideal ingrained in the brains of college students is to think outside the box.
• Lower costs: When hiring a recent grad, you can lower your salary bracket to entry level. Then, you have the opportunity to commend future achievements with raises, bonuses and some of the same perks you may have to offer right up front, in the event of a more experienced hire.

Try Before You Buy

If you’re still on the fence about hiring a new college grad, consider hiring them temporarily, before you take the leap and make them a regular part of your team. In the end, both parties can walk away without much money spent or time lost if it doesn’t work out. And, it may turn out to be the best investment you can make!

PrideStaff Modesto specializes in strategic temporary and direct hire staffing solutions in industries including finance, customer service, IT, administration, legal support, healthcare, and production and distribution. Contact us today to find out how we can help you meet and exceed your talent management objectives.

The Scientific Way to Get Your Boss to Say “Yes” to Your Ideas

Wouldn’t it be great if you could wave a magic wand and have your boss not only listen to your ideas, but also agree with them? Magic may not work, but science can actually help this happen. It’s all about the scientific art of persuasion…

• Get out your pen.

Want to make something convincing? Add a personal, handwritten note even if only on a Post-It – people consider it asking for help as a favor and are far more likely to respond affirmatively. So often we rely on electronics to get our message across that taking the time to write out a request gives a more human, personal touch.

• Guilt can work.

If you make a request of a boss and get turned down, try asking for something different next time. Research shows that people feel guilty about rejecting the same person repeatedly, and they may well say yes to another request to assuage that feeling.

• Give them an out.

When asking for something, tell the person they can always say “no”. Presenting your request this way significantly increases your chances of a “yes” instead because it takes the pressure off the decision-maker.

• Present it as a negotiation.

Make a request but phrase it such that the person will gain something as well, such as “If you let me do X, you’ll get Y as result.” It’s much easier to grant a request if you feel like something’s being given to you rather than taken away.

• Choose your words carefully.

British researchers have found that even after the first negative response, if you counter with, “Would you be willing to try A” or “Would you consider B?”, you’ve made the focus their character rather than preference. This is much more likely to get a positive response.

• Make it a conversation starter.

If you lead with your request, you’ve got the person in a much more open frame of mind, rather than putting it in at the end when the person may feel tired or ready to focus on something different.

• Use the literal personal touch.

Sometimes a handshake or touch on the shoulder can seal the deal … but be sure to know your audience enough to ensure it will be well-received rather than intrusive.

So next time you have an idea, practice some of these tips to get that “Yes” from your boss you’re hoping for. For your next positive job experience, work with the staffing experts at PrideStaff.

5 Tips for Recruiting Candidates on LinkedIn

In theory, you know LinkedIn is a good place to network and find good candidates. But in practice, how do you actually do it? By following these 5 tips:

#1: Get active in groups.

Don’t just post a job opening and sit back to wait for the resumes to roll in. Rather, LinkedIn is all about relationship-building. To get the most from the site, you need to get active on other areas of it, like groups.

These are a hub of activity on LinkedIn, where professionals who share common interests or work in the same industries gather. They can therefore be a valuable source of leads for candidates, if you take the right approach. That means going beyond posting your job advertisements to also sharing informative articles, videos and infographics.

#2: Polish your profile.

You’re not simply looking for candidates. Candidates are also looking for you. That’s why, it’s so important to have a polished and professional company profile, complete with keywords candidates would use to search for jobs like the ones you’re offering.

#3: Reach out for referrals.

LinkedIn is a great tool for building your network and can also be a good source of referrals, as a result. So, if you’re searching for a candidate with a specific skill set, message those in your network you think might be able to help.

You can also use LinkedIn as a communication tool for staying in touch with former and current trusted colleagues. You will not only expand your network, but strengthen it, as well.

#4: Look for passive candidates.

In addition to getting active in groups, it’s also important to look for those candidates you think are a good fit for your company. Even if they’re not actively searching, most professionals report being open to opportunities should the right one come along. Everyone is, therefore, fair game. So use tools like the advanced search options to find candidates – whether local or not – with the skills and background you need.

#5: Perform your due diligence.

Once you do find a candidate you think could be a match, make sure you do your homework first before reaching out. That means checking out their LinkedIn profile, as well as looking them up online. Specifically, make sure you read through any endorsements and recommendations so you have a sense of what others are saying about them.

Need help recruiting candidates online and off? Call the experts at PrideStaff.

As leading recruiters in Tempe, we can provide you with quick and easy access to talented candidates for temporary and full-time roles in a variety of fields. To learn more, contact PrideStaff today.

How to Become the Most Desirable Temporary Employee

What to Do When an Employee Disagrees with Your Feedback

As leading recruiters in Phoenix, PrideStaff knows that giving feedback to an employee is awkward. You don’t want to hurt feelings; at the same time, you need performance improved. So, you approach the situation carefully, frame your comments in just the right light, and stand back, waiting for your employee to nod their head.

But what happens when they reject what you say? They get defensive or completely disagree with your take on the matter?

It certainly takes the circumstances from slightly uncomfortable to extremely stressful in a matter of seconds. To help you handle yourself and get what you need from your employee, here are some tips to follow:

Acknowledge their opinion.

You don’t want the situation to turn into a drawn-out debate. At the same time, even if you totally disagree with what they’re saying, it’s important that you give them time to offer their opinion and listen carefully to it. Perhaps, there are factors you weren’t aware of or didn’t consider.

Explain your role.

As a manager, it’s your job to give feedback. As an employee, it’s their job to take it and implement your suggestions. Some employees, though, simply get defensive every time you make even the smallest remark. That’s why it can be helpful to take the emotion out of the situation and explain that part of your job is managing their performance. And that it’s your responsibility to help employees correct course, when needed. Perhaps when they understand and accept this dynamic, they’ll be less defensive next time.

Don’t get charged up.

If an employee messed up, it’s easy to lose your temper when they deny their role in it. But don’t get angry or aggressive. You won’t get anywhere and your employee will simply shut down. Stay calm and keep the situation under control. Use neutral language, like “I understand that you view things differently. But at the end of the day, I’m not getting the performance I need from you in A, B, C areas.”

Share a story with them.

If you’ve made a similar mistake in the past, it can be helpful to share those kinds of stories when giving feedback. This will help your employee see you as a person who makes mistakes, too, not just “the boss.” Your employee will also be more willing to listen and learn from the situation when you discuss your own personal experiences with receiving feedback.

Get specific.

Once you’ve shared your feedback, make sure your employee knows the specific next steps you want to happen. For instance, “going forward, this is what I want to see…”

Giving feedback isn’t fun and most managers don’t enjoy it. So, you’re certainly not alone. But don’t avoid the conversation out of a sense of discomfort. You’re not doing your company or your employee any favors.

Need help with these and other HR-related issues, like hiring and staffing?

Call the experts at PrideStaff. As leading recruiters in Phoenix, we can provide you with quick and easy access to talented candidates for temporary and full-time roles in a variety of fields. To learn more, contact PrideStaff today.

The Importance of Creating a Positive Company Culture

Creating a positive company culture begins with fostering happy employees. Recent research shows that happy workers are 85 percent more efficient, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less satisfied colleagues. This results in measurable improvements in safety, wellness, engagement, retention, employer brand and ultimately, cost control.

Focus on the Positive

When employees are happy, they perform – and treat customers – better. A positive culture instills inspiration and satisfaction. In the long term, it builds loyalty, so talented people not only stick around, but also spread the word to their friends about how great it is to work for you. Here are some guidelines to make this happen:

• Hire smartly. You can lay out a vision, but you need good people who share it with you, in order to make it stick. Most top performers already have jobs, so make sure you offer differentiators such as flex time, competitive compensation and attractive perks. Give multiple people the opportunity to participate in interviews so they can provide input on whether or not a candidate is a good fit.
• Identify culture champions. These are employees who embody your core values and are enthusiastic about spreading your company mission. Empower them to keep your culture alive and well.
• Watch for red flags that may threaten your progress. These are employees who have a strong negative influence on others. Weak managers, or even high producers who have bad attitudes, are only hurting your cause. You need people who can do their jobs and contribute to the culture.
• Listen – and engage people. Ask employees what they like and dislike about their jobs, and what they would suggest be done differently. Then, actively listen to their responses. Focus on their needs, keeping communication consistent, transparent and two-way. Share as much information as possible, both positive and negative. This builds an environment of openness, which bolsters trust and engagement.
• Give recognition when and where it is due. This truly energizes employees. Recognizing even small accomplishments can make a big impact. It doesn’t have to be a grand gesture; for instance, send an email or issue a verbal recognition during a team meeting.
• Provide social interaction. Encourage employees to take breaks. Provide them with areas where they can chill out and talk to each other. This is important to boosting both attitudes and concentration. It leads to higher productivity and mental acuity, as well as job satisfaction.

The recruitment experts at PrideStaff Modesto can help ensure you source, hire, retain and develop employees with a constant focus on your positive company culture. Read our related posts or contact us today to learn more.

How to Gain Relevant Work Experience While Still in School

It’s never too soon to start looking toward the future. If you’re still in school, but already searching for ways to boost your resume, there’s plenty of options.

From working temp jobs in Las Vegas to volunteering your time at an organization that can use an extra hand, find out how to gain work experience that will put you on the fast track to success.

Find a Job

You haven’t graduated yet, but that doesn’t mean you have to work your way through school at a job that has nothing to do with the industry you’re trying to break into. While you probably won’t be able to land your target job until you have the required education, get on the right track by finding an opportunity related to your field.

For example, if you’re pursuing a degree in restaurant management, get a job — a staffing firm can help you find a flexible temporary opportunity that works with your school schedule — as a hostess, server or kitchen worker. You’ll gain pertinent work experience, make industry contacts and have an ‘in’ with a great employer upon graduation.

Get an Internship

The most common way to gain work experience as a student, an internship can be a valuable opportunity. You’ll get the chance to learn the ropes from a seasoned professional(s), gaining experience that can give you a competitive advantage when the time comes to search for entry-level jobs.

Some internships are paid, but many are not. Before searching, decide whether or not you can afford to take a pro bono opportunity, so you know what to zero in on. The best internships are scooped up fast, so try to lock one in as early as possible.

Take on a Volunteer Opportunity

If you’re having trouble finding a job in your field, but can’t commit to an unpaid internship, volunteering can be a great solution. Many nonprofits would be happy to have a student help out for free, so explain the skills and experience you’re looking to acquire and keep trying until you find one willing to put you to work.

Since it’s just a volunteer gig, you won’t have to commit to as many hours as an internship, but you’ll still be able to again valuable experience.

Work Your Way to the Top

If you’re trying to bulk up your resume while still in school, PrideStaff Las Vegas wants to help you find an opportunity that aligns with your goals for the future. Whether you’re searching for a temporary, temp-to-hire or direct hire role, we’re here to connect you with Clark County’s top employers. Start your search today!