How to Keep Your Job Skills Current

How do you set yourself apart from the competition when applying for your next job? The best strategy is to take whatever steps are necessary to bring your skills up to date and demonstrate you’re committed to continuous learning and self-improvement.

According to the results of a recent study, 63 percent of employers are concerned about skills gaps within their workforces, and nearly half said they had unfilled positions as a result. This is further proof of the importance of building your relevant professional qualifications.

Make a Plan for Success

It’s easier to plan ahead than have to scramble when you’re job hunting, so formulate a plan for keeping your skill set current. Here are some tips to get you started:

• Identify the most in-demand skills in your occupation. Review current job titles and descriptions for positions in your field. Familiarize yourself with the top skills required, both general and job-specific.
• Consider both hard and soft skills. Hard skills likely to make the list include social media and data analysis. Soft skills most in demand are those that help you work better with others; for example, communications, conflict resolution and project management.
• Do your homework. Talk to HR professionals to gain greater insight into preferred qualifications for jobs that interest you. Analyze the backgrounds of standout performers, whom you can find through various channels, including professional associations. Review the agendas for the latest workshops and conferences in your field.
• Go back to school. Take your learning initiative a step further by checking with local colleges, continuing education options and certification – and then get yourself enrolled. Take it one step at a time if you’re worried about the time or financial commitment involved. Utilize online resources. Attend webinars, follow blogs, and bookmark sites and forums to stay current on industry trends. Sign up for inbox alerts.
• Taking on volunteer projects – at work or with outside organizations – can prove very beneficial. You can include volunteer work on your resume, along with paid experience.
• Connect with high-ranking people both on – and offline. Start with LinkedIn and widen your reach using various social platforms to promote your own brand. Be visible at events where you can get to know and learn from the best. You may even develop a mentor-mentee relationship that pays off significantly in terms of your ongoing professional development.

Never stop learning or growing. And never settle when it comes to your job-search partner. Work with a specialized recruiting team that can help you find the position that best utilizes your skill set, for today and tomorrow. To learn more, contact PrideStaff Modesto today.

Dressing Professionally For Your Next Interview Isn’t an Option… It’s Mandatory

Landing an interview for a job you really want is exciting, so don’t ruin your chances of getting an offer by failing to dress appropriately. Whether you like it or not, your appearance will sway the interviewer. People want to know you’re taking the meeting seriously, and the manner in which you present yourself speaks volumes.

As one of the top employment agencies in Las Vegas, PrideStaff Las Vegas understands the importance of dressing to impress. Learn why doing so isn’t an option.

Three Tips to Look Your Best at Your Next Job Interview

Dress Professionally

If you’re like many people, wearing a suit is one of your least favorite looks, but you don’t have a choice. Dressing your best is a sign of respect to the interviewer. Putting in the extra effort to dress professionally displays your genuine interest and enthusiasm for the job, making it clear you’re not wasting the person’s time.

Plan Ahead

As noted above, donning professional attire typically requires extra effort, as most people don’t generally get this dressed up for work. Chances are, you fit into this category, so start preparing your outfit as soon as you’re invited to the interview.

Pull your suit out of the closet and try it on to see if it still fits properly. Examine the garment to determine whether it needs to be dry-cleaned, and if so, send it out the next day. Make sure you have a crisp dress shirt and nice-looking dress shoes, as every detail counts. The last thing you want is to go into the interview with frayed nerves, because you had to scramble to get your outfit together.

Present a Well-Groomed Appearance

For a completely polished look, pair your professional attire with a neat and clean appearance. If your face isn’t clean-shaven or your hair is noticeably greasy, all the hard work you did to prepare your outfit will be overshadowed

Remember to clip your fingernails, brush your teeth and put on extra deodorant. Every detail counts, so don’t let anything go by the wayside.

Be the Best Person for the Job

Competition for jobs at leading Las Vegas companies can be intense, but PrideStaff Las Vegas is here to help you get to the top. Our team will connect you with temporary, temp-to-hire and direct hire opportunities you won’t find anywhere else, and make sure you’re ready to shine at the interview. Contact us today to get started!

Unemployed in Akron, OH? Here’s How to Change That

Whether you fall under the category of long-term unemployed, just ending a job, or recently entering the working world, actually finding a job may seem a daunting task. Fortunately, you have numerous avenues open to you for seeking employment.

• Find out what to do in Ohio.

If you’ve recently become unemployed, you want to do everything you can to keep yourself going. Visit the Ohio Department of Job and Family Services website to get information on how to collect unemployment benefits and what all of that entails, as well as searching the site for job training, which includes information on finding a job, statewide initiatives to help job seekers, and Office of Workplace Development programs that could help you. You may also want to directly visit the Summit County Department of Job and Family Services to speak directly with someone who can help (try to call first so you can have the necessary paperwork with you before making the trip).

• Make good use of your time.

If you can’t currently find work, treat your days as an opportunity to do something you wouldn’t have had as much time for while working–and make it something that can boost your marketability, Volunteer or work on a side project, focusing on something or someone you care about. Take an online class or look for ones offered by a local community college to keep yourself sharp. You never know what connections you might make or how doing this “extra” activity can lead to new employment you might otherwise have missed.

• Use your networks.

Most employers prefer to hire either someone they know personally who can do the job or someone another trusted person has vetted. Think of it this way: Most of us nowadays don’t buy something online until we’ve read the reviews. Employers prefer to hire someone they already know will do a good job. So reach out to your contacts, tighten up your LinkedIn page and join a few groups in your chosen industry and reach out. Ask a mutual acquaintance to help make an introduction and take that person out for coffee – not to ask for a job but to learn more about how that person got involved. Again, it may well lead to something.

You should also consider connecting with a well-established staffing agency such as PrideStaff, whose mission is to link employers with candidates. They’ll help assist you in all job seeking matters and help get you on your way.

Job Seekers: Don’t Forget to Talk Culture in a Job Interview

Regardless of your level of experience, or the kind of job you’re seeking, you need to know about a company’s culture before you sign on to any new opportunity. Why is culture so important?

As one of the leading employment agencies in Tempe, PrideStaff knows if a culture is not a good fit for you, you’re going to wind up unhappy and back on the job market in a matter of months. So even if the job duties sound ideal, if the culture doesn’t, you need to move on.

Here are 4 tips to consider when learning about a company’s culture during the job search and interview process:

Tip #1: Know what works for you.

When it comes to assessing a company’s culture, it’s important to first understand the type of work environment you work best in. Is it a smaller, more laid back culture? Or a corporate, highly structured one? Are you at peak performance on teams that are constantly collaborating, or do you like taking a more independent approach? Whatever the case for you, it’s vital to know the types of cultures you work well in so you can properly evaluate each opportunity that comes your way.

Tip #2: Ask culture-related questions in the interview.

When it comes time for you to ask questions during an interview, don’t focus only on inquiring about on-the-job tasks. Be sure to ask about what it’s like to work at the company. For instance, some questions that can help you assess culture include:

• How would you describe the company’s culture?
• What do you like most about working here? Least?
• Does the company provide opportunities for professional development and career growth?
• How would you describe the company’s values and what role do they play in the day-to-day?
• If you could change something about the organization, what would it be?
• How and when do employees get feedback?
• Do you offer any flexible work arrangements?

Tip #3: Ask why the last employee in the job left.

Asking this question can also give you some insight into culture. If, for instance, the employee was promoted to a new position at the organization, it tells you that they promote internally. That’s a good thing if you want to continue to advance your career.

Tip #4: Reach out to your network.

Your final step in the process should be to connect with anyone you know who works at the company. Even if they’re in a completely different department than you’d be in, they can give you some valuable insight into the reality of working there.

They may simply affirm what the hiring manager told you, or they could paint a completely different picture of what the culture is really like. Either way, your network can serve as a valuable source of information in your decision-making process.

Ready to put a Tempe employment expert to work in your job search?

Call PrideStaff. As one of most trusted employment agencies in Tempe, we can give you the scoop on who’s hiring in the area, as well as how to make a positive impression on local employers. Contact PrideStaff today to learn more about how we can help you.

Conducting Employee Performance Reviews the Right Way

As spelled out in a recent Washington Post headline, “Study Finds That Basically Every Single Person Hates Performance Reviews.”

Yikes! But it doesn’t have to be that way. No one should walk into a performance review without already knowing about their performance. Managers should be providing regular, ongoing feedback and listening to input from employees so these conversations are a two-way street. Formal performance reviews shouldn’t contain any negative surprises. In fact, a well-planned and executed review gives both employee and manager the fodder they need to be more successful in the future.

Guidelines for Success

To be effective, performance reviews shouldn’t be standalone annual events, but rather “a culmination of ongoing conversations,” in the words of HR consultant and author Sharon Armstrong, who wrote The Essential Performance Review Handbook.

Here are some guidelines for success:

• Develop a regular practice of receiving and giving feedback. Don’t wait for formal review time to praise or critique employees. Walk around and talk with people about their work progress, or set aside times for informal updates, perhaps on a weekly basis. The only “annual” aspect of your performance review system might be completing a specific, required form or implementing raises. Frequent check-ins also help ensure that everyone clearly understands their current goals and expectations, as well as any changes that may have occurred.
• Document performance. Don’t include anything in a performance appraisal you haven’t personally witnessed. Throughout the year, as you interact with employees, jot down notes for yourself. This way, at formal review time, you’ll have a full view of a person’s work and will be able to fully support your rating of an employee. The more specific the examples you record, the better.
• Cover the “ABCs.” Make performance reviews accurate, behavioral, complete and consistent. This means providing a completely fair assessment based on a person’s job description and goals. Revise the job description, as well as employee and company goals and expectations, as needed. This is key to both an individual’s motivation and your company’s success going forward.
• Make it a two-way conversation. Listen actively during a review meeting. Remember, you have a key role in your employees’ performance, so ask what you can do to help. Your questions might include “What have I done recently to help your performance?” and “What do you want me to do?” Pay careful attention to the responses.
• Discuss ideas for development and action plans. This should be a significant portion of any annual review meeting. Focus on the future. Talk about the skills and experience needed for an employee to accomplish their career goals. Agree on specific actions to be taken so they can get there. Both of you should leave the meeting with achievable items on your to-do lists, including deadlines.

To optimize the success of your performance reviews and fine-tune your hiring and workforce development systems, partner with the PrideStaff Modesto team of experts. Contact us today to set up an informational meeting.

A Look into OSHA’s “Safe and Sound” Campaign

In early 2017, the Occupational Safety and Health Administration (OSHA) launched a new campaign designed to help companies provide safe and healthy work environments. Employers across the U.S. can benefit from the program, which was specifically designed to curb rising injury and fatality rates at worksites in Kansas, Missouri and Nebraska.

As one of the leading Las Vegas staffing agencies, PrideStaff Las Vegas is proud to work with employers committed to maintaining a safe and healthy worksite. Find out about the latest safety concerns highlighted by OSHA and what you can do to keep your team safe.

Creating an Effective Safety Program

From Oct. 1, 2016 to Feb. 1, 2017, OSHA initiated 12 fatality inspections in Kansas, Missouri and Nebraska — a 71.4% increase from the same time period one year earlier. The agency found a notable rise in fatalities linked to confined space entry, trenching and excavation and being struck by motor vehicles.

All preventable in nature, OSHA is on a mission to reduce the number of illnesses and injuries caused by lack of employer oversight. The agency notes there’s no such thing as one right way to run a safety program, but makes it clear all effective initiatives contain these three elements:

Management Leadership

Company leaders must commit to establishing, maintaining and constantly improving the program to ensure it meets organizational needs. Proper resources must also be allocated to the cause.

Worker Participation

Employees should be engaged in the process and empowered to identify problems and create solutions. This can result in higher levels of productivity, greater job satisfaction and heightened retention rates. Lower levels of turnover means less need for recruiting, thus inflating the company’s bottom line.

A Systematic ‘Find and Fix’ Approach

Safety can’t be something that falls by the wayside. Employers and employees must frequently examine the worksite for potential safety hazards and make sure the issue is corrected before it leads to injury or illness.

OSHA offers a wide-variety of safety resources to both workers and employers, so take advantage of these educational materials, training and other information, and encourage your staff to do the same.

Ease the Burden of Hiring

Choosing the right person for the job can be tough, so team up with PrideStaff Las Vegas. We’ll help you find a new hire who perfectly aligns with your company culture, and values a safe and healthy workplace as much as you do. Contact us today to learn more!

Struggling to Hire? This Could be Why

Is your company struggling to hire? If so, you’re not alone. In fact, according to a 2016 SHRM report, 68% of HR professionals reported their organizations experienced recruiting difficulty for full-time regular positions in the last 12 months.

As one of the leading staffing services in Phoenix, PrideStaff knows not only is this a frustrating experience – but it can also be detrimental to your business success. If you can’t find and hire qualified candidates, then it’s impossible to achieve your objectives. At the same time, you risk demanding too much work from your existing core staff, who then quit due to stress and burnout.

But despite what you might think, having a hard time hiring doesn’t always boil down to a lack of quality candidates. In some cases, there are other areas to consider, including the following:

Your employer brand.

What’s your reputation in the employment marketplace? Are you actively using social media to promote your company, jobs and culture? Are you sponsoring events geared toward the types of candidates you’re trying to appeal to? These are important questions to ask to ensure you’re building a strong employer brand, as well as attracting the right kinds of candidates when you need to hire.

Your company location.

One of the biggest features – or deterrents – to quality candidates is where your business is located. Even if you’re offering an exciting opportunity and a dynamic company culture, it’s a tough sell if candidates will have an hour commute one way each day. Today’s top talent want a healthy work-life balance. If they perceive that working for you will get in the way of that, they’re going to look elsewhere for a job.

So if the location is an issue when it comes to recruiting, then think about offering scheduling flexibility, as well as remote job opportunities. This way, you can appeal to candidates in more diverse geographical locations, while at the same time finding and hiring people with the skills you need.

Your hiring process.

Is your hiring process long and cumbersome? Do candidates routinely quit in the middle of filling out an online job application? Are those that are applying a poor fit for your needs? Are you taking a long time to extend offers and losing out on your top-pick hires, as a result? If so, then your recruiting and hiring process may need some work.

Your expectations.

If you’re searching for that perfect hire, then no wonder you’re struggling; they don’t exist. Rather than looking for someone who’s flawless, look for a potential new hire who’s highly skilled and qualified.

Need more help hiring for your team?

Call the experts at PrideStaff. As one of the leading staffing services 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.

How Does Employment in Akron Compare to the Rest of Ohio?

While many places in the state have come back from the recession of nearly a decade ago, not all cities have bounced back in the same way. When looking at Akron’s unemployment rates specifically, it does about the same or a little higher than Ohio’s rates in general but surpasses some of the major cities.

As with the rest of the state, Akron hit a peak high of unemployment in 2010, with a peak of 13.7% in January of that year, with Toledo at 14.1%, Cincinnati at 11.6%, and Cleveland at a peak of 12.0% in February of that same year. Since then, all four cities’ unemployment rates declined fairly steadily, with some upswings, until February of this past year when Cleveland went from 6.3 in November 2016 to 9.6%, Toledo went from 5.3% to 6.7%, Akron went from 5.6% to 7.0%, and Cincinnati had the lowest change, from 4.3% to 5.1%, all in the same time period. As of April, Akron still outpaces Cleveland and Toledo with an unemployment rate of 5.2% as compared to 7.2% and 5.9%, respectively. As of June 2017, Akron has 18,328 people unemployed, an increase of 816 over last month and 911 more than this time last year.

So what can someone in the area do to find employment? Start by looking at the Ohio Department of Job and Family Services website under the Office of Unemployment Insurance Operations to find out pertinent information for yourself, including benefit information, where and how to file for unemployment claims, finding a job, and all of the necessary information you need to get the most out of your unemployment benefits and get back on your feet again. Consider working with an agency like PrideStaff to find temporary work that could well lead to something direct hire. They’ll also help you with your resume and connect you with local businesses looking for talent that you offer.

Interview Tips: When to Keep Your Answers Short

You may feel a need to tell an interviewer everything possible so they can get the best measure of you in the time you have, but that can lead to wordy answers that actually hurt your chances rather than helping you. For some questions in particular, you’ll do best keeping your responses succinct.

1. When asking the interviewer questions.

Near the end of the interview, the person may well ask, “So, what questions do you have for me?” Have a question or two prepared, and make sure it’s something that indicates your interest in the job (not salary) or the company itself and how they run things. Questions that take too long may eliminate you because you give them information that causes them to think twice about you or you ask something so complicated they cannot answer it. If possible, ask about some aspect of the company raised during the interview, which indicates your curiosity, and ask to know a little more about it [the project/plans for the future/upcoming challenge].

2. Answering what you’ll miss most about your current job.

Sing the praises of your current job for too long, and a recruiter will immediately start wondering why you applied for the position in the first place. Remember why you’ve come in (to apply for a new job), mention the highlights of your personal growth in our current job, and steer your answer toward why you want this position. As a side note, this question is a sort of wrap-up to the interview, so keep your answer brief.

3. When responding to the salary you’re looking for.

Most candidates dread this question the most — it’s nerve-wracking at best. You don’t want to over- or undersell yourself; you want to look eager but not desperate…. Unless you’ve reached the last round, recruiters ask this to see if your range works within their budget. Again, keep it short by obliquely referencing the salary in your previous role and say what you’re looking for. Make sure you do your research beforehand so you can have a viable answer.

Interviews can seem like they take forever, but giving to-the-point responses on these questions will help you do well in the interviewer’s eyes. For help with your next interview, visit PrideStaff.

How to Effectively Work With a Coworker Who Always Seems to Be Slacking

Dealing with a coworker who doesn’t pull their weight is never fun. Whether you work for a staffing agency in Las Vegas or a traditional employer, it’s always frustrating to have a chronically lazy colleague who rarely delivers.

You’re focused and ready to go when you walk through the office door each morning. In fact, you often come in early, stay late and work through lunch. Your colleague does none of these things, so it’s especially maddening when they spend an inordinate amount of time taking personal calls and browsing the Internet.

This person is driving you crazy, so it’s time to make a change for the better.

4 Tips to Work With a Lazy CoWorker

Get on the Same Page

It’s possible your colleague isn’t slacking on purpose. They might not realize what’s expected of them or are afraid to ask for help on tasks they don’t know how to complete. If appropriate — i.e. you’re working on a project together — clearly lay out what they need to be doing and all pertinent deadlines. Check to make sure they know how to complete the assignment and politely offer to walk them through it if there’s any confusion.

Avoid Doing Their Work for Them

As a naturally ambitious, deadline-driven person, you’re probably inclined to just do some of the person’s work for them — but don’t. This just adds extra work to your already busy schedule, and it sets a poor precedent. If you start doing the person’s work now, they’ll expect you to keep doing it in the future.

Don’t Let Them Bring You Down

Working with a lazy colleague is exasperating, but don’t let them get to you. It’s easier said than done, but spending all day angry because the person isn’t doing their job or allowing their laziness to rub off on you will only make the problem worse. Focus on yourself and how amazing you are, instead of wasting your energy on the slacker sitting next to you.

Talk to Your Boss

If your lazy colleague is impacting your work, let your boss know. Explain that their lack of work is causing you to have to put in extra hours and/or holding up deadlines. From there, all you can do is let them handle the situation and keep on doing amazing work.

Think twice about running to your boss’s office if you’re not personally impacted by your slacker coworker. Unless you’re certain this is something your boss wants to know, steer clear of making yourself look like a nosy tattletale.

Get the Job You’ve Always Wanted

If you’re not happy in your current job, team up with PrideStaff Las Vegas to make a change. We’re here to help talented, motivated professionals like you secure a fulfilling temporary, temp-to-hire or direct hire opportunity. Start your search today!