How a Bad Hire Costs Your Business

Whether you run a business or a department in a company, you’re focused on boosting revenues. And it’s no wonder. But are you also focused on those unseen costs that could be draining your profitability?

As a leading Phoenix staffing agency, PrideStaff knows one of the simplest to overlook is the cost of a bad hiring decision. While on its surface, a hiring mistake might not seem like a huge deal, the fact is that it could cost up to five times of a bad hire’s annual salary. That’s according to a study by the Society for Human Resource Management.

So how exactly can one hiring misstep cost so much? Here’s a quick look:

Bad hires impact cash flow.

For most companies, wages and salaries make up about 70% of compensation costs. On top of those wages, you’re also shelling out taxes – in the form of federal, state and local payroll taxes. So, when you put a bad hire on the company payroll, you’re paying out a lot without getting much in return. In addition, if you fire an underperformer, you run the risk of an increase in your unemployment tax rate – potentially costing you even more.

Bad hires hurt morale.

When you have someone on board who isn’t getting the job done, or who has a toxic personality, it can impact the dynamic of the team. Considering you’re only as strong as your weakest link, this can seriously hamper your staff’s productivity. Not only that, but your top performers will likely end up picking up the slack. The could therefore grow resentful, putting them at risk for leaving your company.

Bad hires result in lost opportunities.

Every employee will make mistakes, especially when they’re new on the job. But when a bad hire consistently makes service mistakes that cost you in orders and profits, it hurts everyone on the team.

Bad hires are a headache.

Today’s business environment is fast-paced and stressful. You need people on your team who can roll with the punches and get the job done. When someone is underperforming, it causes you more hassle and headache, which can lead to added stress and burnout for you and your team.

The lesson here?

It’s better to have an empty seat for a while than to fill it quickly with a potentially bad hire.

So, if you don’t have the time or resources to devote to hiring top talent, partner with a Phoenix staffing agency like PrideStaff. We have the knowledge, proven processes, and candidate network to help you fill positions with highly skilled, qualified, dependable people. Contact PrideStaff today to learn more about how we can help you.

Why Questions Might Be the Difference

Employers aren’t the only ones who should be asking questions during job interviews. As a candidate, your questions are just as important – and in fact, recruiters and hiring managers expect you to raise them.

Asking thought-provoking questions demonstrates your knowledge of the company and the role, as well as your level of interest in the job opportunity. The process helps both you and your prospective employer to really get to know one another.

Your questions show that you:

• Are enthusiastic. They let your interviewer know that you are excited to be considered as a candidate.
• Have come prepared. They show that you mean business and are serious about adding value if hired.

What Should You Ask?

By asking the right questions, you not only distinguish yourself from other contenders for the job but also determine whether the position is the right fit for you. If you’re not sure what to ask, here are some ideas to get you started:

• “How has this job evolved since it was created?”

Getting a history of the role can help clarify whether or not the position and its responsibilities have expanded over time. If it’s a static role, that’s not necessarily a bad thing. It all depends on what you, specifically, are looking for.

• “What have past employees done in order to succeed in this role?”

Knowing how a company measures achievements will help you understand what the job expectations are and whether you have the skill set and personality to meet them. But, don’t let yourself be narrowly defined by what other people have done. You’re a different person – and you are likely to approach the role from a new perspective. This question also may give you a better feel for company culture. Typically, what one person does in order to succeed is what the organization as a whole tends to do.

• “What do you like best about working here?”

A prospective employer can relay what they value most about their job and their company. Then, you can tell whether or not you share those values and could envision yourself working there. If they struggle to come up with anything positive to say, take it as a red flag that you may not like it there, either.

• “What is the number one priority for the person in this job, during their first three months?”

 This is helpful to know, so you can focus on the right things if hired. Without clear expectations, you won’t know what to accomplish first or how to start out on the right foot.

• “What are some challenges that will face the person you hire?”

You owe it to yourself to know what you will be up against; for example, a tight budget, odd hours, or monotonous assignments. Do a reality check. Look for candor and honesty in your interviewer’s response. Of course, they want to sell you on working for them, but if they deny any downside whatsoever, that should raise doubts in your mind about their credibility. There will always be challenges, in any job.

For coaching, guidance and additional resources as you interview for your next career step – or to gain access to top positions in the Central Valley region and beyond, contact the PrideStaff Modesto team today. We can help make your next dream job a reality.

Four Ways to Respond to a Co-Worker During an Argument

Every company is composed of employees with very different personality types. In many ways, this is fantastic, because it takes a diverse group of people to help a company achieve success and maintain it. However, this can also be problematic, because certain types of people are seemingly born to clash.

PrideStaff Las Vegas — one of the leading temp agencies in Las Vegas — understands

you probably get along better with some co-workers than others, since you don’t get to choose your peers. Most of the time this is probably fine, but at some point, you may come head-to-head with a colleague in a heated argument. If you find yourself in this situation, take the high road by using one of these approaches to de-escalate the situation.

Listen to Their Side of the Story

Talking over the other person will only make things more intense, so give them the floor. Let them explain their perspective without interruption. Listen carefully and take what they’re saying to heart. When they’re finished, ask for the same respect to say your piece. After hearing each other’s side of the story, you’ll be better equipped to work together to find a resolution that pleases both of you.

Maintain a Professional Dialogue

When you’re angry, it can be tempting to hit the other person hard with insults that really hurt, but don’t go there. Keep the conversation strictly professional, avoiding comments about the way the person looks, their family or anything else that crosses a line. Slinging childish insults reflects poorly on you, so avoid this talk at all costs — even if the other person goes there. If they get nasty, refuse to continue the conversation until all personal attacks stop.

Agree to Disagree

Sometimes it really doesn’t matter if your opinion differs from a colleague’s. If the outcome of the argument has no bearing on your work, put it to rest by agreeing not to see eye to eye. Everyone has a right to their own beliefs — even if they conflict with yours — so respect that. Life would be boring if everyone shared the same thought process.

Walk Away From the Situation

If the other person is being completely unreasonable, there’s no need to continue the argument. It’s fine for a colleague to politely disagree with your viewpoints, but it’s not okay to insult you. Walk away and alert your boss of the situation. Sometimes a third party is needed to intervene and help settle the matter.

Find a New Job That Makes You Happy

If your current gig isn’t a good match for your skills, personality and future goals, it’s time to move on. At PrideStaff Las Vegas, we know how hard it is to find the right fit, and we want to help! Contact us today to start your search for a fulfilling temporary, temp-to-hire or direct hire opportunity one of the area’s top employers.

How to Audit Your Processes to Measure What’s Working — and What’s Not

Your company runs on processes, so if even one isn’t functioning as intended, it’s having a negative impact on your performance. Regularly conducting audits to see what’s working and what’s not isn’t just a good idea — it’s essential.

There’s no way to fix a glitch in the system if you don’t even know it exists. Pride Staff Las Vegas — one of the top temporary employment agencies in Las Vegas — explains how to conduct an audit of the procedures powering your company.

Survey Employees

Employee input is crucial in measuring the impact of your processes. Many probably helped implement these initiatives, so they know exactly how they’re supposed to work. Consequently, they’ll be able to tell you if they’re delivering as intended, exceeding expectations or falling short. Even if they weren’t involved in implementation, they’re completing manual processes by hand and closely overseeing automated ones, so they know what they’re talking about.

Review Performance Metrics

Numbers are pretty cut and dry, so take a look at the stats associated with each process. Carefully analyze how performance ties into overall objectives, to see if goals are being met. Flag any not achieving desired results for further inspection, because they might be holding your company back.

Assess Process ROI

More than just producing positive results, successful processes provide a notable return on investment. Dig deep to determine the amount of time and money dedicated to each process — even the successful ones — to make sure they’re worth it. Efficiency is the key to running a profitable business.

Conduct Comparison Research

In today’s digital world, innovators are constantly creating processes that are faster, cheaper and more cost-effective than their predecessors. Constantly conduct research on systems relevant to your company to make sure nothing becomes obsolete on your watch. Staying in tune with cutting-edge technology ensures you won’t miss a beat.

Hire Top Performers Every Time

If you’re searching for top talent, allow PrideStaff Las Vegas to assist. Whether you need to fill a temporary, temp-to-hire or direct hire position, we’ll help you find the best person for the job. Contact us today to start your search!

Implementing a Company Wellness Program

Should you implement a company wellness program? Is it worth the planning, time and investment?

The answer is a resounding “yes” – because it’s both the right thing and the smart thing to do.

Healthy employees result in a healthy business.

To cite one example, Johnson & Johnson employees are given incentives to complete a wellness profile, which enables them to better understand how lifestyle factors affect their health status. They also are supported as they partake in related programs such as Weight Watchers. As a result, the company realized an annual cost savings of nearly $600 per employee and disability rates 20 percent lower than average.

• The worksite is a great place to promote individual and family health.

You have all your employees in one place, providing an excellent opportunity to encourage healthy behaviors. You also can reach out to remote employees and workers’ families.

• It connects your company to the community.

Having a wellness strategy helps to strongly position your organization. Achieve this by supporting and participating in walks, runs and similar events, and collaborating with nonprofits and local health coalitions.

How to Get Started

As you design your wellness program, take an evidence-based approach based on the premise of fully integrating your wellness commitment into all aspects of your business strategy.

• Offer leadership support.

It starts at the top. Continued success relies on ongoing support at all levels of the organization. Your wellness program cannot be a “flavor of the month.” It should be embedded into your core mission and values – and senior leadership sets the tone.

• Build a wellness culture

Create a workplace way of life that integrates wellness into every aspect of business processes and practice. This means supporting every employee’s career, emotional, financial, physical and social well-being. Offer flexible scheduling. Give people latitude in decision making. Help them set reasonable goals. Establish a wellness-oriented environment; for instance, offer healthy foods and nutritional content information in your cafeteria and encourage the use of stairs versus elevators.

• Form a wellness committee.

A workplace health promotion program cannot be implemented simply by workers being given a management directive. It will work only when employees own it and understand how both they and the company benefit from it. Make them your wellness champions. Give them a meaningful voice and a realistic budget of both dollars and time.

• Communicate effectively.

Get clear messages out to your workforce about wellness initiatives and how to get involved. Make sure communication is frequent, varied in content, multi-channeled, and tailored to target audiences. Continue to focus on the “what’s in it for me” message.

• Measure the right things.

Evaluation is critical for maintaining your successful wellness program. Develop a process at the onset, so you have a useful baseline that can be monitored over time. Measure both your return on investment and value of the investment. Your ROI is generally the more tangible benefits, such as decreases in medical costs or absenteeism. VOI calculation allows you to capture such critical factors as talent attraction and retention and heightened customer loyalty.

The talent and workforce management team at PrideStaff Modesto can partner with you to establish an industry-leading corporate wellness program. Contact us today to learn more.

4 Ways Great Leaders Inspire Their Employees Every Day

If you want to prove yourself a great leader, you need inspired “followers.” As someone in a position of leadership in your company, you want to present yourself to your employees as someone they want to work for and put forth their best efforts. Great leaders know how to accomplish this and gain both the loyalty and high-quality production of those they lead.

Act as a Role Model.

Start by examining yourself: Do you come into work every day energized and excited about what you do? Do you set a good example through your own actions, working hard and enthusiastically pursuing your next goal? Employees will take their cues from you; they want to work for a person who truly cares about the company and the people working for them. Make it positive as well. If employees see you taking off at the end of the day to go home and be with your family or hit the gym, they’ll know it’s acceptable for them to do so as well – and make sure you tell them that!

Encourage; Don’t Just Guide.

Leaders who act as both cheerleader and coach let their employees know they value employees efforts and want to see them succeed. Let your workers know you believe in their abilities by encouraging them to take risks and supporting them in doing so, recognizing when they’ve worked hard and accomplished something, and instilling confidence in them – especially when they may doubt their own abilities.

Keep It Positive.

The old-school concept of negative feedback getting good results rarely works. Rather than having employees work hard out of fear, give them positive responses when they do something right. Too often, managers only meet with their employees when they’ve made a mistake; this sets a negative precedent. Staying positive also includes demonstrating empathy and support on both good and bad days. All employees want to work for someone who understands them; it builds a good rapport.

Communicate Well.

Rather than acting as the “Big Boss” behind a closed door, adopt an open-door policy (literally, if you have to) about coming in to discuss possible ideas, problems, and solutions. This sort of feedback and support empowers your employees and encourages them to do well. And make sure the team knows your goals and objectives – bring them in so they feel united in moving toward them together. Clarity of purpose helps employees prioritize their efforts and cut down on wasted time and frustration.

Consider how you want others to view you as a leader. Those who have employees following them willingly have great relationships with positive results. For advice on how to become that great leader, visit PrideStaff.

Career Changing Can Be Scary

Is it time for a career pivot?

If you’re considering a change in careers, good for you! You should never let yourself get bogged down into thinking you have only one professional path in life. While you don’t want your chosen field to be a moving target or “flavor of the month,” a carefully strategized directional change can be the best move you’ve ever made.

Think about what you love doing and feel passionate about the environment in which you most like to work, and the kind of people you most enjoy working with. Then … go for it!

Now What?

Once your mind is made up, keep these key points in mind as you venture forward into new career territory:

• Work toward your new career over a period of time.

You might begin by taking an evening course, shadowing someone in your desired field, or learning new skills that will ultimately make you more marketable. You may move into your new career through a series of jobs, rather than in one single leap. This becomes especially important if you want to protect your current salary level, rather than going back to lower-level wages.

• Have faith in yourself.

One of the most challenging aspects of a career change is believing that you can do it. You are redefining yourself professionally – and you must believe deeply that you can do it. Then others will, too.

• Network with the right people.

Reach out to your contacts and get the right people on board; namely those who will always support you. You may have to be a bit covert if you’re still employed in your current field, but you need to carefully select your most trusted connections and enlist their help. Get to know passionate, successful people who work in your desired field. The best way to do this is to note something they are doing that is impressive or interesting. From here, build rapport with them. Then, you can ask for their input, guidance or advice.

What to Say at Your Interview

Once you reach the interview stage, it can be a hurdle to convince a hiring manager that you are making the right move. Before you speak with a prospective employer, prepare a strategy that will best position you for success.

• Emphasize your transferrable skills.

Analyze your past achievements, with a focus on skills you can convert to your new field. Study the job description and make a list of any matching traits that you possess, such as communication, teamwork, problem-solving or data analysis.

• Describe your long-term goals.

Make your interviewer aware that your career change is a deliberate one and that you firmly believe the long-range outcome will be in your best interest – and theirs. Maybe you found it necessary to take a step backwards, accept a temporary position or make a lateral move in order to achieve your goal. Discussing these nuances helps a hiring manager to understand that you have done all this purposely, with a strategic goal in mind.

A career counselor from PrideStaff Modesto can be a tremendous asset as you change goals and take your career to the next level. We also have access to the best temporary and full-time job opportunities in the Central California valley and beyond. Contact us today to learn more.

How to Leave Your Work at Work and Take Back Your Weekends

In a world where we feel constantly connected, this sometimes leads to our work bleeding into our personal lives so we don’t know where one ends and the other begins. More and more it has meant that those of us who technically work Monday through Friday have started using the weekend to work, as well. But that doesn’t have to become an inevitability, nor should it. Use the following tips to stop working on your weekends off.

• Make the most of your actual work week.

If you want your weekends back, you need to plan well. Naturally the occasional emergency or big project may crop up, but if you can focus your weekdays on getting the most done possible, you’ll allow yourself to actually enjoy your well-deserved weekend – rather than thinking about that Monday meeting or an upcoming report. So, as hard as it might be, focus your work hours on work. That’s not to say that you should avoid friendliness with co-workers or never take a break, but consider how much time you lose by letting those breaks become long distractions. Do what you can to schedule your work week, even if it’s simply coming in a bit earlier or staying a little later to get a jump on the next day.

• Know that it will actually benefit you.

When you burn the candle at both ends, eventually there’s nothing left. The same goes for those who turn five-day-a-week jobs into six or seven days. Ironically, when you become overworked, the quality of what you produce tends to go down. Taking a break may even help increase your creativity as you give your batteries a chance to recharge. Plus you need to bear in mind that you have a life outside of work that deserves attention, too, as well as others in your life. Those connections help make you the best version of yourself, which in turn can make you think of work more positively.

• If you must work, schedule it.

Admittedly, work can sometimes spill over. If so, make a few rules for yourself and others: Arrange which numbers will come through on your phone and which will receive an automatic text saying you’ll get back to them on Monday. Put aside a specific chunk of time on either Saturday or Sunday where you leave your house and go somewhere that you know you’ll get the work done (the office itself, a coffee shop, a library, etc.) so you can focus and not get distracted. That way you’ll get things done and be able to enjoy the rest of your weekend without having nagging work thoughts constantly taking you away from the rest of your weekend.

We’ve promoted a culture wherein the more you work, the better you are at it. That’s not necessarily so, nor is it a healthy norm to promote. Take back your weekends; you deserve them. To find your next great job, visit PrideStaff.

3 Quick Tips for Successful New Job Negotiations

If you don’t ask, you’ll never know what’s available to you. As one of Tempe’s top recruiting agencies, PrideStaff knows this is particularly true when you’re offered a new job and it comes time to negotiate the details. And despite what you might think there’s more to negotiate than just salary. Follow these tips so you can walk into your talks with total confidence – and out with the offer you want:

Tip #1: Know who to negotiate with.

The HR director called with the job offer. But they might not be the person to negotiate with. Every company has different hiring practices and procedures, so don’t jump into a conversation about salary and benefits with them. Ask who the point person is on these talks and connect with that individual.

Tip #2: Know what you’re worth.

Before you walk into any conversation, it’s vital you know what the job is worth. Unfortunately, most employers don’t include salaries in their job descriptions, so it’s hard to know what they’re thinking.

But that makes it all the more important to walk into negotiations with firm research to back up the salary range you’re asking for. Use resources such as salary calculators on Salary.com and Payscale.com. Also, talk with those in your field to discuss the going rate for professionals with your background and skill set. Leverage as many resources as possible so you have a solid grasp of what’s realistic.

Tip #3: Know what to negotiate. 

When you’re researching salaries, also do some digging on the company. Reach out to anyone you know who already works there to try and uncover valuable information that can help you during negotiations. You might find out that vacation time is always up for negotiations, or that some employees can work from home during the week. Or you might find out that decision makers stand pretty firm on their initial offers. In any case, you’ll have a better sense of what you’re dealing with and where you can negotiate.

Beyond salary, you can also try and negotiate a more robust compensation package. Perks can include anything from your job title and start date, to paid time off, signing bonuses, continuing education reimbursement, and other paid-for expenses, such as your car (especially if you will be traveling a lot for work) and cell phone costs.

Ready to negotiate yourself into a new job in Tempe or Phoenix?

Call PrideStaff. As one of Tempe’s top recruiting agencies, we’re all about your job search success. We’ll take the time to get to know you and your career goals, so we can connect you with top employers and top jobs in Tempe. Contact PrideStaff today to learn more.

How to Prove Organizational Impact in Your Cover Letter

Anything but a formality, your cover letter introduces you to the hiring manager and explains why you should advance to the next step in the hiring process. Many candidates make the mistake of hastily throwing a few generic paragraphs together — or skipping this step entirely — and wonder why they don’t receive an invitation to interview.

It doesn’t matter if you’re searching for a Las Vegas temp opportunity or a full-time gig, if your cover letter doesn’t explain what you have to offer, you won’t get hired. Follow these tips to write a cover letter proving the impact you’ll make if given the chance to step into the role.

Highlight Relevant Strengths

Start your cover letter off strong by wasting no time explaining why you’re the right fit. From the very first paragraph, share relevant, skills, experience and achievements that have prepared you to excel in the role. Use the job description as reference to find out exactly what the hiring manager is looking for in the ideal candidate and make it clear you are this person — and more.

Back Your Claims Up With Stats

Numbers don’t lie, so prove your fit for the job by incorporating stats as much as possible. For example, if you’re applying for a job as a customer service associate, state that you had the highest customer service rating on the team for 10 consecutive months in 2016, instead of vaguely nothing that your rating is consistently high.

Display Enthusiasm

Without motivation, talent is essentially useless, so demonstrate your interest in the company by researching it. Use your findings to explain why you’re a fit for the culture, highlight a problem the company is currently facing and how you can fix it or describe what excites you most about the possibility of joining the team.

Write it From Scratch

The hiring manager will likely read dozens of cover letters for this position alone, so if yours follows a generic fill-in-the-blank template it will blend in with the crowd. Taking the time to write your cover letter from a blank page helps you stand out and shows you’re really serious about this specific opportunity. Putting in extra effort now offers a glimpse at how you’ll tackle the job, if hired.

Find a Job Where You Can Shine

Ready to take the next step in your career?

PrideStaff Las Vegas is here to help you every step of the way. Contact us today to start your search for a temporary, temp-to-hire or direct hire opportunity with one of the area’s top employers.