The #1 Secret to an Effective Job Search in Tempe

Conducting an effective job search in Tempe or elsewhere isn’t on the curriculum in most schools. As a result, when people graduate and get out into the workforce, they can often feel lost during the process. From resume writing to interviews and follow ups, it can certainly be an overwhelming experience.

But as one of Tempe’s top employment agencies, PrideStaff knows there is good news. In fact, there’s one step you can take that will help make the entire process go much smoother: research.

Here’s how to apply it to your own job search in Tempe, Phoenix or beyond:

Research opportunities that interest you.

Before you plunge full speed ahead into your job search, think through the types of positions you’re looking for. It can often be tempting to take the first offer that comes your way. But what do you really want out of your career? And what steps do you need to take to reach your ultimate aspirations?

Ask yourself these kinds questions and then spend some time reflecting on the answers. That way, you’ll be better able to focus on those opportunities that are a match for your short- and long-term objectives – and filter out the ones that aren’t.

Research companies where you’d like to work.

If you find an opportunity that interests you, spend some time researching the company. A good place to start is their website. Read through their mission, news section or company blog, and about their leadership team. Then dig a little deeper and look for news articles online related to the company.

Also, search for any pertinent news or trends affecting their industry, as well as their competitors. That way, when you have a good understanding of the company, you can develop a stronger resume that better resonates with the hiring manager.

Research positions that interest you.

The more you know about a position that opens up, the better job you can do showing a potential employer why you’re a good fit for it. For instance, if you know someone who works at the company, or at another company in a similar position, talk to them about it. Discuss their tasks and responsibilities, along with key personality traits that are necessary for success on the job.

The bottom line is that when you know where you want to go in your career – and the types of employers and positions that will help you get there – your job search suddenly becomes more focused. As a result, you’ll only apply to positions that are the right fit for you and you’ll have a much better chance of selling yourself and why you’re a fit in the process.

Need expert help with your job search? Call PrideStaff.

As one of Tempe’s top employment agencies, we can assist you with every aspect of your job search, start to finish, so you land your next great opportunity and advance your career. Contact PrideStaff today to learn more about how we can help you.

The Most Common Reasons Why Employees Quit — So You Can Correct Them

Employee turnover happens at every company, but if yours is especially high, an internal issue is likely to blame. Happy, engaged workers don’t typically quit their jobs, so it’s time to get to the root of the problem.

PrideStaff Las Vegas — one of the leading temporary employment agencies in Las Vegas — understands the detrimental impact of high turnover. Take it from the experts, the four situations below commonly cause employees to quit, so start making changes before you receive yet another resignation letter.

Bad Bosses

Every employee is not meant to be a manager. If your only method of promoting staffers is putting them in leadership positions, you need to re-think this strategy.

Results of the 2015 TINYpulse Employee Retention Report revealed supervisors have a huge impact on job satisfaction. From not granting employees freedom to make their own decisions to failing to recognize their efforts, bad bosses cause good employees to quit. For example, the survey revealed employees who feel micromanaged are 28% more likely to consider finding a new job than those empowered to work on their own terms.

Poor Cultural Fit

If you’re hiring based on skills alone, this explains a lot about your unimpressive retention rates. Skills are certainly important, but only to an extent. In the long-term, it’s much better to hire a candidate who perfectly meshes with your culture, because skills can be acquired, but personality traits cannot.

Numbers don’t lie. The survey revealed employees who aren’t feeling their work culture are 15% more likely to head elsewhere.

Insufficient Work-Life Balance

Being a hardworking, dedicated employee doesn’t mean staffers should have to sacrifice their personal life. If employees are regularly required to work late into the evening, on the weekend and during the little vacation time they’re allowed to take, they’ll burnout. Overworked employees are 31% more likely to resign, according to the survey.

Lack of Professional Growth Opportunities

Top talent wants to work their way up the ladder, so if they start to feel like they’re in a dead-end job, they’ll plan their next step outside the company. The survey revealed employees with access to professional development opportunities are 10% more likely to stay. Use this as motivation to increase your budget for conferences, seminars and tuition reimbursement.

In addition to offering regular learning opportunities, retain your superstars by discussing their plans for the future and helping them find a way to achieve their goals at your organization — even if it means creating a new position for them.

Make Better Hiring Decisions

Low retention rates can seriously impact your bottom line, so allow PrideStaff Las Vegas to guide your search for the right new hire. Whether you’re trying to fill a temporary, temp-to-hire or direct hire role, you can count on our team to deliver every time. Contact us today to discuss your staffing needs!

How to Resign Without Burning the Bridge

Resigning from a job can be stressful, even if you’re leaving to take an opportunity that better meets your career goals. Be sure to resign gracefully and professionally, without burning bridges or harming your reputation in any way.

What to Say

Handle your resignation as carefully and tactfully as you would any other important business endeavor. You never know when you may cross paths with your boss in the future.

• Emphasize the positive. You don’t need to say much more than you are leaving. Focus on how much you have learned and grown in your current role. Then, note the time has come for you to move on.
• Be prepared to give reasons why you’re leaving. If your manager has a track record of taking feedback constructively, you can share any factors that made you seek out a new job, such as long hours, low pay or limited advancement potential. Otherwise, explain you were given an offer you couldn’t refuse, the new opportunity fell in your lap or whatever answer will preserve your relationship.

Give Adequate Notice

Two weeks’ notice is the professional convention – unless you have a contract which states otherwise. In certain circumstances, you may want to provide more – or less – notice, but if you’re unsure, use the two-week rule of thumb.

• If your employer asks you to stay longer, you have no obligation to do so. Your new employer will be expecting you to start as scheduled, and if possible, a few days or a week off is a good idea, too. If necessary, you might offer to help your previous employer after hours, on the phone or by email, until the transition is complete.

About Your Resignation Letter

Don’t resign by letter. Ask for a personal meeting with your boss. But, write and submit a resignation letter for documentation purposes.

• Keep it short and sweet. This is not the place to get into grievance details. Your resignation letter is another opportunity to stay in good standing with your old employer while paving the way for you to advance your career elsewhere.

Don’t Forget Important Details

Remember to ask about any benefits and salary you’re entitled to as you leave your job. This may include unused vacation or sick pay, or cashing in or rolling over your 401(k) or other pension plan. Also, return any company property, such as keys, phones or computers. You don’t want to be held responsible if this is not done in a timely manner.

A professional career coach can be an invaluable asset as you find and transition into a new job. The Pridestaff Modesto team can help with everything from resume and cover letter preparation to making the right contacts, interviewing, salary negotiation and leaving your current position. Read our related posts or contact us today to learn more.

Cover Letter Mistakes That are Costing You

Despite what you may have recently heard or read, a strong cover letter is important to your successful job search. Cover letters are not always required, but they can be the factor that sets you apart from other candidates.

A cover letter can be the best place to let your personality come through and show how you would be a good cultural fit for a position. In some cases, if a company is looking for a way to narrow the field toward a final hiring decision, they turn to applicants’ cover letters. So, make yours the best it can be.

Mistakes to Avoid

An effective cover letter proves your skills as a communicator and helps ensure your resume gets read, versus tossed in the trash. Avoid these cover letter mistakes:

• Typos, spelling or grammatical errors: As reported by Forbes, 49 percent of hiring managers will immediately reject a cover letter with spelling errors. This implies you are either lazy, don’t care enough about the job to take the application process seriously or you simply don’t know how to spell. In addition to spell checking, read your cover letter out loud, check every word and sentence yourself, and then have a trusted friend or advisor do the same.
• Generic templates: Forty-eight percent of employers will throw out a cover letter that’s not customized. Make every effort to address your letter to a specific person, using their name and title. Mention the job you are applying for in your opening sentence. Carefully consider the traits of the ideal candidate, using information from the job description or posting. Explain how your unique qualifications would enable you to excel in the role.
• TMI: A lengthy cover letter increases the likelihood a reviewer will skip it all together. Seventy percent of employers prefer a cover letter that is a half-page or less. So instead of including detailed information on every position you’ve held, ask yourself what experience you have that is relevant to the position. Tailor your cover letter to those skills and successes.
• Lack of enthusiasm: Never leave a hiring manager with any doubt about your passion and enthusiasm for the job. Make sure the employer knows you are highly motivated to pursue the opportunity.
• Dishonesty: It should go without saying, but a surprising number of candidates lie or embellish information on their cover letters and resumes. Never do this. Prospective employers will find out – and your reputation could be permanently marred as a result.
• Listing references: You need references, but list them on a separate document. Putting them in your cover letter is inappropriate and a waste of space.

The career development experts at PrideStaff Modesto can partner with you to make your resume, cover letter and all other tools and aspects of your job search a success. Read our related posts or contact us today to learn more.

How to Develop an Effective Social Media Policy for Employees

Social media has become an everyday part of our lives; we find ourselves constantly checking on the latest update, answering the pings that make our phones buzz and our hearts race just a little bit faster: What happened? Who posted? Unfortunately, those distractions filter too often into the workplace, taking people away from work and potentially posting comments and links that could violate confidentiality policies and be considered libelous. Yet few companies have a defined social media policy, leaving a huge gray area. So how do you find a medium between allowing for social media versus banning it outright?

• Know what activity is protected. You cannot, for instance, ban employees from discussing wages or working conditions on line as per the National Labor Relations Act.
• Make your policy specific. Outline your policy in clear, unambiguous language of what’s acceptable and what’s not, avoiding violation of employee rights as much as possible.
• Comply with local, state, and federal laws. This goes for both employees and employers — the latter has to know what each state allows for social media posts within the workplace.
• No tolerance for any kind of bullying/harassment/discrimination. Too many people use social media as their platform to rant and spout off inappropriate remarks. Let employees know it will not be tolerated.
• Make clear what’s not Any personal complaints or attacks, particularly if they’re defamatory, abusive, inappropriate, or demeaning are not protected.
• Require disclaimers. It’s perfectly within your scope to have employees include disclaimers stating their opinions are their own and not representative of the company when referencing it.
• Inform and implement. Employees should know the details of your policy — make it easily available to them. Then the company can and should monitor and enforce it more easily.

Don’t forget to look at how other companies have successfully enacted a social media policy: Go to socialmediagovernance.com to see how others have made it work. For advice on any of your work policies with regard to staffing, visit PrideStaff.

Starting a New Job? Here are 7 Essentials for Success

Starting a new job is stressful, whether you’re an executive or entry level employee. As one of Phoenix’s leading employment agencies, PrideStaff knows those first few days, weeks and months are basically like an extension of the interview process. And how you perform can set the tone for years to come. That’s why it’s important to make the best impression possible. Here’s how to do that:

#1: Take training and onboarding seriously.

The onboarding process might not be thrilling. However, it’s vital for your success on the job. This is where you’ll start gaining some real insight into the company’s mission and vision; culture and nuances; and policies and procedures. During the process, ask a lot of questions and take notes. Also, work to make connections with other new employees, as well as company veterans.

#2: Get organized.

You’re going to have a lot of information thrown at you in the days and weeks ahead. That’s why it’s important to get your desk set up and your calendar organized. Also, get a binder for all the paperwork coming your way, so you have a good place to store it.

#3: Introduce yourself to everyone.

Outside of training and onboarding, introduce yourself to everyone you meet – whether it’s in a meeting or in the company kitchen. It’s never too early to start forging relationships with those on your team and in other departments, as well.

#4: Find a friend.

Strive to connect with someone in the company – preferably a veteran – who can show you the ropes. They can offer you valuable insight, for instance, when it comes to decoding complicated company lingo or communicating with the leadership team. These are the kinds of details that will help you find your footing more quickly in your new job.

#5: Know what’s expected of you.

Spending time with your new boss is critical in those first few weeks. Initially, they should be establishing goals and expectations for your role. They should also be defining what success looks like after three months, six months and a year in the position. So if you feel like you’re not on the same page – or you’re unclear on details – connect with your boss.

#6: Get comfortable.

The company is your new home for eight hours a day, five days a week. So get comfortable. Figure out what the coffee situation is. Find out where the best place is to have lunch. Ask around about the closest drug store and dry cleaner. You want to learn your new company and your new neighborhood.

#7: Give yourself time.

Adjusting to a new job isn’t easy – even when it’s a great job. So be patient and give yourself some time to feel comfortable and integrated. A year from now, you’ll feel like a veteran.

Need help finding your next great job?

Call the expert team at PrideStaff. As one of Phoenix’s leading employment agencies, we have what it takes to connect you with top jobs – and top employers – in and around the city. Contact us today to learn more.

When Your Boss Emails & Texts After Hours

It’s one thing to get an occasional email or text from your boss after hours. Perhaps they forgot to communicate an important detail to you. Or they want you to get to work on an important project first thing in the morning. But when it’s a regular and constant situation, it can be hard to deal with.

However, you’re not alone. That may be why in France, for instance, the government is now enforcing a new law where employees can legally ignore work emails outside of office hours. The new law went into effect January 1, 2017. One French legislator said the purpose of it was to help employees who “leave the office, but they do not leave their work.”

Back here in the United States, it’s legal for your boss to contact you at any hour. But that doesn’t mean it’s the best management decision.

Here are some steps you can take to successfully – and diplomatically – navigate the situation:

• If you’re new to a company, then it’s in your best interest to always answer immediately for at least the first six months while you’re still establishing your reputation there.

• If you’ve worked somewhere for a while, then you probably have a good sense of whether or not an email or text is urgent. If it’s not, then don’t act on it until the next day. Chances are, your boss just fired off a communication to you when something came to mind. And it’s perfectly reasonable for you to respond the following day in the office.

• If it continues and is becoming problematic, consider talking to your boss about it – especially if you’re a good performer. Ask if there’s a reason for sending so many texts or emails after hours on non-urgent matters. Also, gently let him or know it’s detracting from your time at home with your family.

• If your boss tells you they need you to respond to emails and texts at all times, then it’s up to you to decide if that’s the kind of boss and job you really want.

• Finally, if you have the type of job that requires constant contact, especially on the weekends and during evenings, then after-hours communications simply come with the territory. It’s something you’ll have to get used to.

Need more tips for career management and dealing with workplace issues?

Check out our resource center. If, however, you’re more interested in finding a new job, be sure to contact PrideStaff. As one of Phoenix’s top employment agencies, we can connect you with rewarding jobs and leading employers in and around the city.

How to Make the Most of Your Phone Interview

Whether you make the cut for a job may depend on your success in a telephone interview. For many companies, this is the first step in determining if a candidate is a good fit to join their team. For instance, if a hiring manager is interested in 15 candidates, they may call all of them and based on what they hear, narrow the field to anywhere between three and seven people to call back for personal interviews.

How do you make the most of a telephone interview with a prospective employer?

Before: Be Prepared

Your phone interview may be scheduled in advance – or not. So, be prepared either way.

• Do your homework. Thoroughly research the company and your interviewers. One of the nice things about a phone interview is you can make some notes and have a “cheat sheet” in front of you – as long as you don’t read from it, word for word!
• If you’re caught off guard by the call, schedule another time to talk. Nobody will blame you for saying you are not at your desk and want to give them the full attention they deserve.
• Create a comfortable environment. Do whatever it takes for you to be at ease during your phone interview. Shut out any distractions and background noise. Print out your resume and highlight the key points you want to bring up. Be ready 10 minutes early and if using your cell phone, be sure it’s fully charged. If you plan to interview on a landline, turn off your cell. Have pen and paper handy to take notes; clicking on a keyboard can be very distracting.

During: Be a Pro

Now, more than ever, is the time to practice your active listening skills – and come across as a consummate professional.

• Let your interviewer take the lead. Listen first. Take notes so you can respond when it’s your turn to talk. Be attuned to things you have in common and look for ways to make connections. For instance, you may respond by saying, “We had a similar situation at XYZ Company. Here’s what I did …” Then, describe your successful results.
• On the phone, you must make a good impression with your voice. Smile as you speak. As you talk about what you’ve done, ask questions and share your enthusiasm, it will make a difference.
• Finish strong. End the call on a positive note and set the stage for follow-up. You might say something like, “Thank you for this opportunity. I’m confident I could fill the role, and I’m very interested in joining your team. What’s the next step?”

After: Be Patient  

In many ways, a phone interview parallels an in-person interview. Afterwards, you don’t want to be a stalker, but you do want to follow up as a means of reiterating your interest and fit for the role.

• Send a thank-you note. Email it within one business day, but not immediately following the call. Reconfirm your interest and desire to take things to the next level.
• Follow up one week later – and again after two weeks. After three weeks, send one more message. After that, it’s up to the employer. Although disappointing, it’s probably time for you to move on to an even better opportunity.

For additional advice and guidance in your successful job-hunt strategy, partner with the pros at PrideStaff Modesto. Read our related posts or contact us today to learn more.

5 Reasons Why Social Proof Matters to Recruiters

If you avoid social media, you may want to rethink your position a bit when it comes to finding a job. This doesn’t mean you need to increase your time on Snapchat, but consider social media as another part of your resume or cover letter – another piece of who you are and what you have done. In fact, an annual social media recruitment survey from CareerBuilder discovered 60 percent of employers check social media of candidates, up 500 percent over the last ten years!

1. Social proof tells your career story.

If you don’t have a LinkedIn page or one full of general information, it won’t capture the attention of any potential employer, nor will it elicit a callback. Nothing of note to display means you’ll likely get passed over. Make sure to note impacts and accomplishments – make yourself memorable in a positive way.

2. Lack of social proof indicates you’ve done nothing of note.

If you have nothing impressive in your social media profile, why will employers take an interest in you? It’s almost as bad as a profile filled with keg party pics. What have you done to improve where you’ve worked? What contributions have you made? This all implies to an employer what you can do for them; a bare bones social media profile indicates that you won’t add value. Use your platform to toot your own horn so employers will take notice.

3. Lack of social proof indicates lethargy.

Employers want someone with energy who wants to prove themselves as marketable. What you don’t add will tell its own incomplete, sometimes incorrect story – it leads an employer to fill in the blanks you leave, and often they have a negative slant. Thorough social proof implies that you want to show a strong career narrative and put your best foot forward.

4. Let a voice other than your own talk about you.

A social media profile with only your words discussing your accomplishments can come off as bragging. Having others you’ve worked with write recommendations and touting your accomplishments lends serious weight to your claims – employers want to know that others agree you have qualities that will improve a business. This in turn encourages them to seek you out as well. 

5. Social proof enhances your authenticity.

Employers want to know the real you. They want a candid photograph, not just a posed picture in a frame. Adding quotes, commendations, and stories from others, as noted, give a better idea of just who you are, your personal brand, and lend accuracy to how you present yourself. If you make yourself engaging, others (employers) will want to engage with you as well.

How can you best present your voice through social proof? For advice on how to do just that, visit PrideStaff.

How to Turn Seasonal Employees Into Top Performers This Summer

It’s officially April and your busy season is right around the corner. You’re gearing up by hiring a slew of temporary staffers, but it can be hard to motivate people when their job has an expiration date.

PrideStaff Las Vegas — one of the top employment agencies in Las Vegas — understands this predicament, but wants you to know it is possible to inspire temporary employees. Follow this advice to turn your seasonal staff into top performers this summer.

Offer an Incentive

Give temporary staffers a personal stake in their work by offering a reward. This can be anything you want, such as a cash bonus, paid day off or a free lunch. It’s up to you whether you want to reward one outstanding performer or everyone who reaches a certain goal.

Make Them Feel Included

It’s easy for a divide to form between your full-time, regular staffers and temporary employees, so make a point not to let this happen. Seasonal workers are well aware they’re not with your company for the long-term, but there’s no need to make them feel like outcasts. Earn their respect by including them in staff meetings, group lunches and important decisions, and they’ll reward you with hard work.

Provide Great Perks

Las Vegas is a city where options for temporary employment are plentiful. Make your company stand out from the rest by truly being a great place to work. This may include a variety of extras, such as free lunches on Fridays, a complimentary gym membership or a pet-friendly work environment. People know when they have it good, and they’ll do everything in their power to stay put.

Consider Extending Job Offers to Top Performers

You have no obligation to keep temporary employees on the payroll when business slows, but consider extending full-time employment offers to the best and brightest. This is actually a fantastic way to hire, because you get to see them in acting before making a commitment. If people know there’s a possibility this job could turn into something direct hire, they’ll work harder to make a great impression.

Find the Best Seasonal Workers in Las Vegas

The summer months are a busy time for many Clark County businesses, so competition for leading temporary staffers is already heating up. If you need to fill a few seasonal positions, PrideStaff Las Vegas is here to connect you with talented, hardworking professionals. Contact us today to get started!