What’s the Right Way to Answer “Where Do You See Yourself in 5 Years”?

When in an interview, you want to prepare by going over the usual questions about experience, how you handled a difficult work situation, etc. But one that sometimes gives pause is, “Where do you see yourself in five years?” You want to give a good answer that comes out as truthful but not too truthful (“on the same level as you”), confident but not too confident (avoid making the interviewer feel threatened), big but not too big (you don’t want to sound like you’re going to leave). So how do you manage this question properly?

Be honest without giving your hand away.

You can talk about how this particular opportunity will allow you to become more skilled in your field and how well it aligns with your professional goals and growth aspirations. Consider what this position can do for you, realistically, and how that connects to those overall goals. Then discuss that in your reply, how you see this job as an opportunity to become more of an expert in your industry and look forward to taking on more responsibility and managerial roles (if that is your aspiration, or something similar).

Don’t fear not having a concrete answer.

There’s a difference between having future goals that aren’t entirely formed and having no idea where you really want to go. You may not have a definite idea of what you want from your career in the next five years. But you can say that, while unsure of exactly where you see yourself, you know that you want to become (again) more well-versed and develop useful skills in your field, and you view this position as one that will help you get there. And in five years, after having worked at Company X, you’ll have gained knowledge and insight to help you decide where you want to go.

Remember who’s asking the question.

In any interview, part of the reason for the questions asked involves how you respond, not just the answer itself. They don’t need to hear your entire life plan year by year or the specific details of how you will achieve your goals. But they want to know that you see this job as more than just a stepping stone to go elsewhere and that they’ll get a worthwhile investment out of hiring you. So keep your answer tight, meaning practice until you feel you can answer the question succinctly without giving too much detail or too much away.

It’s a good idea to consider this question as you also consider what the position will do for your career down the line. For help with your next career move, visit PrideStaff.

The Secret to Getting Over a Career Setback

When you’re on track to take the lead on a career-changing project, about to land a big promotion or take another major step up the ladder, it can be devastating to have things come to a screeching halt. It doesn’t matter if you made a serious blunder that caused you to get passed up or things were out of your control, taking a step backwards always feels pretty awful.

Whether you’re a temp in Las Vegas trying to land a full-time gig or a long-time employee working your way up the ladder, it’s easy to sink into a deep depression, but this will only lead to a downward spiral. Instead, the secret to getting over a career setback is simply turning it into a success. This may sound crazy, but learning from your mistakes is the best way to rise above them. Obsessing about where you went wrong or the unfair way you were treated will get you nowhere.

3 Ways to Turn a Career Setback Into a Success

Figure Out What Went Wrong

Sometimes the truth hurts, but getting to the core of the issue is the only way to make sure it doesn’t happen again. Carefully dissect the situation to figure out what you did right and where things took a turn for the worse. Instead of beating yourself up for something you can’t fix, feel proud of your proactive approach to make things different next time.

Create a New Plan

Now that you’ve pinpointed what went wrong, use this information to devise a new strategy. Experience is the best teacher you’ll ever have, so failure makes you stronger than ever. The knowledge you’ve gained and the mental tough you’ve acquired will make you a force to be reckoned with the next time around.

Focus on the Positive

Things happen for a reason, so clearly the career move you thought you were about to take wasn’t actually your destiny. Technically, this means the setback actually saved you from making a huge mistake. Get excited for what the future holds, because something amazing is coming your way. In the interim, stay positive by taking inventory of all the great things in your life and concentrating on them.

Don’t Let Anything Get in Your Way of Career Satisfaction

Finding your dream job might take a little work, but it’s well worth the effort. PrideStaff Las Vegas understands how challenging the process can be, and wants to help you find the right fit.

Can’t Keep a Position Filled? Here’s What to Do

As leading Phoenix recruiters, PrideStaff knows it happens to the best employers. You have one position you can’t seem to keep filled. Just when you think you found the ideal person, they hand in their two weeks notice. Is it the company culture? The job duties? Something else entirely?

If you’re having a hard time keeping a position filled, here are 4 areas to assess:

#1: The position’s challenges.

During the hiring process, you want to sell the opportunity so you can attract the best candidates. But if the position comes with a few major downsides – that you don’t communicate to candidates – they’re going to feel blindsided once on the job.

While you don’t want to focus on the negatives during the hiring process, it’s important to give job candidates a clear and accurate picture of what the job entails and what it’s like working at your company. It may take a little longer to find the right person, but when you do, they’ll be a better fit.

#2: The candidate screening process.

Another area in your hiring process to evaluate is how you’re screening candidates. Are you hiring in a hurry? Or are you taking your time to ask detailed questions and conduct background and reference checks? Having a consistent and thorough hiring process will have a big impact on the quality of candidates you hire.

#3: The pay and benefits.

If you have a position that’s become a revolving door, then it’s important to look at the pay and benefits you’re offering (or not offering) for the position. If you’re paying less than what the competition is for a similar position, then that’s probably why you can’t keep people in the role. They’re going to move on as soon as they find a job that pays better.

Likewise, make sure you’re offering competitive benefits. You may even want to up the ante here – such as by offering more vacation time – if you want to attract the best candidates.

#4: The company culture.

When you’re interviewing candidates, make sure you’re talking about company culture. If a candidate is an extreme extrovert – and your work environment tends to be on the quieter side – they might not be the best fit.

Also look at your company onboarding process. If new hires aren’t properly onboarded and trained, it can lead to frustration and disengagement.

Ready to outsource hiring to the experts?

If you don’t have the time or resources to hire for positions at your company, especially those hard-to-fill ones, leave it to the experts at PrideStaff. As leading Phoenix recruiters, we have the knowledge, proven processes, and candidate network to help you fill positions quickly with qualified, dependable people. Contact PrideStaff today to learn more about how we can help you.

How to Retain Your Top Employees

Retention of top-performing employees is a key measure of the overall health of your company. It helps ensure customer satisfaction, strong sales, satisfied co-workers and effective succession planning. Failure to hold on to key team members can mean a huge hit to your bottom line in terms of candidate searches and added training and investment.

Over the coming years, changing demographics in the global workplace will further illustrate the importance of retention. As baby boomers retire, Generation X is the largest segment of workers replacing them – and while there are 76 million baby boomers, there are only 44 million Gen Xers. Simply put, there will be significantly fewer people to take their places.

Tips for Retention

Exit interviews provide valuable information that you can use to retain remaining employees. But before you reach this point of no return, use these tips to keep your top performers right where they are.

Set – and communicate – clear expectations. As noted by management thinker Ferdinand Fournies and other industry experts, satisfied employees know what is expected from them every day they are at work. Changing expectations without notice or keeping people in the dark creates unhealthy stress that ultimately can lead to resignations. Provide a specific framework in which people clearly know what is expected of them.
Hire and develop the right managers. It’s true: People don’t quit their jobs; they quit their bosses. Managers play an instrumental role in employee retention. Anything a supervisor does to make an employee feel undervalued is a contributor to turnover. The most common employee complaints about their boss center on lack of clarity regarding expectations or earning potential; lack of feedback regarding performance, and failure to hold scheduled meetings or provide a framework in which people perceive they can succeed.
Ask for – and utilize – employee feedback. A person’s freedom to speak their mind is another key factor in retention. Create a culture of communication, where employees can regularly and comfortably offer feedback and contribute to continuous improvement. Meet with employees regularly and actively listen to them. Make them feel acknowledged, welcome and loyal.
Offer growth opportunities. The best employees need opportunities to learn and grow in their careers. Be sure that your high performers sit on challenging, significant teams and have access to professional development via seminars and other venues.
Reward and recognize. Simply saying “thank you” for a job well done goes a long way. Appropriate bonuses and rewards, tailored to an individual and their unique interests, are even better. They don’t necessarily have to be costly, just meaningful.

Does your organization need assistance in sourcing, hiring and retaining the best employees? Consider partnering with the PrideStaff Modesto talent management team. Read our related posts or contact us today for more information.

Creating Kick-Ass Customer Service Just Got a Whole Lot Easier

Your customer service team is the front line of your organization, so each and every person must be incredible. Just one poor experience can turn a customer away from your company forever — and many will take to social media to share the encounter with their followers. PrideStaff Las Vegas — a top Las Vegas recruiting agency — knows being informed is the best way to make good hiring decisions.

These days, an increasing amount of customer service is self-serve, allowing people to get the information needed at lightning-fast speed and your company to cut payroll costs. However, you still need a staff of real-life humans ready and waiting to assist with issues that can’t be completed through automation.

Try as they might, all personality types are not destined for a career in customer service. Some people are just excellent at working with the public. Find out how to choose candidates who have what it takes to provide the level of service your customers deserve.

The Best Type of Customer Service Rep

Using research from a global, cross-industry study, a recent article in the Harvard Business Review highlighted seven types of customer service reps — the controller, the rock, the accommodator, the empathizer, the hard worker, the innovator and the competitor. Results revealed that empathetic reps were the most common, but the controller personality type was the most effective.

Characterized by HBR as outspoken and opinionated, with a penchant for displaying expertise and leading the customer interaction, controllers want to make a difference. To learn more about what it takes to attract controllers to a customer service role, HBR studied a panel of more than 1,000 job seekers, classified each participant into one of the seven personality types and dug in to learn more about their interest in customer service jobs.

Researchers found that controllers were interested in customer service jobs, but turned off by standard job descriptions that accompany these roles. For example, a posting requiring candidates to follow standard administrative processes doesn’t cut it for these professionals. Far front content with being treated like a robot, these people want the freedom to use their own judgment when solving customer service issues. Of course, if this is the exact opposite way your customer service team currently operates, hiring controllers would mean you need to revamp standard processes, procedures, and management styles.

Initiating a major cultural shift is a huge undertaking, but it could seriously boost your customer satisfaction rankings. Keep this in mind the next time you need to fill a customer service position.

Build a Dynamic Team

Need a little help finding new hires who will make a difference? Contact PrideStaff Las Vegas. Whether you’re searching for an outstanding customer service rep, an administrative professional or an HR generalist, we’ll deliver the best in Clark County — and fast!

What to Do When You’re Suddenly the Boss of Your Friends

It’s great when you move up in your job: You’ve moved up a rung on your personal career ladder, you’ve got a little more responsibility, a salary increase, and obviously the higher-ups feel you can do it. But what happens when that means you rank higher than your work colleagues? How do you manage relationships with friends now that you have power over their jobs? Honestly, you will likely have to refine things a bit to make it work. Here’s how:

Don’t keep it casual.

Those conversations you used to have at lunch, in the break room, and near your cubicle will probably need to come to an end. You don’t need to cut things off immediately, but slowly backing away from those more casual interactions will allow you to continue interacting while changing the dynamic. And remember that some of those conversations involved venting about work (and the boss). Give old colleagues the space to do this. Creating such boundaries will help you down the road should you need to address someone in your new role.

Take on your role.

Now that you’ve become the boss, take on that mantle of leadership through how you address your old colleagues. Think of the best boss you ever had and you’ll likely discover that while they interacted with their staff, they carefully maintained that important line between boss and friend and rarely crossed it. So upon your promotion, acknowledge to your staff that you want to help them do their best so they can get promoted as well: You want to work together and help your employees do well, but you can’t engage in gossip sessions anymore.

Think positively about the change.

Rather than lamenting the necessity of “losing” your work friends, view this as an amazing opportunity for you. Yes, you may miss the back-and-forth with them, but if you want to really do well in your current position, you have to let some things go. So you may look to friends outside of work…and now you can build relationships with your fellow managers and get to know your boss a little more. Look at it as a trade-off. That doesn’t mean you cast off those you once knew; it actually means you can have a great and open connection with your employees because you know them and want to act in their best interests.

Getting promoted over your friends may seem like learning a new and more complicated dance, but once you learn the steps, you’ll find you can take the lead and not miss a beat, to extend a metaphor. And if you need advice, visit the quality people at PrideStaff.

How to Shield Your Workplace from Sickness

Workplace illness affects virtually every employee. Each year, 98 percent of U.S. workers are affected by minor illness. The good news is: The right knowledge and some simple but effective measures can reduce the probability of infection from colds and flus in your workplace by about 80 percent.

Be in the Know

Knowledge is power when it comes to keeping your workforce healthy. Most communicable illnesses are transmitted when a person touches a contaminated surface and then subsequently touches their own face; particularly their nose, eyes or mouth. While many infectious agents survive just 24 hours or less, some can live for weeks. And they generally survive better on hard surfaces like desks or tabletops.

Frequent handwashing is your first line of defense. Many individuals rinse their hands when needed – but the type of washing needed to reduce germs involves rubbing the hands with soap, under running water, for at least 20 seconds. It also helps to avoid touching faucet handles after hand washing by using a paper towel to shut off the water. If your towel dispensers are hand operated, instruct employees to use their forearm or a closed fist.
Teach people to sneeze or cough into the crook of their elbow versus their hand. And if someone feels ill, they should avoid shaking hands, using anyone else’s phone or computer, or sharing food.
Make it policy that anyone who has even mild symptoms of illness should stay home – or at least distance themselves from others. If an employee has a fever or other more severe symptoms, they should stay home until 24 hours after the situation is relieved. For milder symptoms, the Centers for Disease Control and Prevention recommends people keep a minimum of six feet’s distance from others; for instance, when attending a meeting or collaborating on a project.

More Tips for Good Hygiene

In addition to training and educating workers, you need to wash, wipe, sanitize, and break the chain of germ transmission in your workplace.

Wipe down doorknobs, railings, and any common areas and equipment such as water cooler spaces, tables, elevator buttons and A/V remotes.
Have hand sanitizer available. Sanitizer must contain at least 60 percent alcohol in order to be effective. Good spots for sanitizer stations include entrances and exits, at copy stations, and near ATMs or other high-traffic areas.
Post signs that instruct employees and visitors on proper steps to take. Provide information on the signs and symptoms of colds, flus and other common illnesses. For employees, give direction on reporting symptoms, using sick leave, returning to work, vaccination, and any related work processes.
Encourage everyone to get a seasonal flu vaccine. Consider hosting an on-site vaccination clinic. You can partner with a local visiting nurse association or other healthcare agency to make it happen.

Do you need additional tips to keep your employees safe, healthy and on the job? Contact the workplace development experts at Pridestaff Modesto. We’ll help your company to get through cold and flu season with minimal hardship or disruption – and keep you team strong all year round.

What to Do When You’re Offered a Promotion…You Don’t Want

As one of Phoenix’s top recruiting agencies, PrideStaff knows that for most people, a promotion is cause for celebration. It means exciting challenges, expanded responsibilities, more money, and better benefits. However, for others, a promotion may come as a surprise – and not in a good way. If you’ve found yourself in this tricky situation, what should you do?

Start by following these tips:

Tip #1: Keep your options open.

Even if your first reaction to the promotion is negative, don’t turn it down right away. Take some time to think about – and the potential upside – before you say “no.” Perhaps this isn’t the ideal position for you, but could eventually help you land your dream job. So be gracious when it’s offered, take some time to think about it, and truly evaluate the ups and downs. Also, don’t forget to be flattered. Your company obviously values you if they’re willing to promote you.

Tip #2: Find out if there’s any wiggle room.

So the promotion doesn’t help you meet your career goals. But is there room for change? Think about what it is you ultimately want to do – and what aspects of the job could possibly be modified to help you get there. Or, if there’s a certain task or responsibility that comes with the job that’s incredibly unappealing to you, ask if it could be re-assigned to someone else. It’s possible the position could be structured a little differently to better align with your overall career goals.

Tip #3: Consider your unique situation.

For instance, if your company is restructuring and your old job is going away, your boss may simply be trying to save you from a layoff. If that’s the case, then the opportunity requires serious consideration, even if it’s not that appealing to you. After all, you can always start up a search for a new job if the promotion doesn’t work out. So you may just have to grit your teeth and accept it until you can find something else.

If this is the case, then look on the bright side. First, you still have a job. Also, you may learn some new skills or interesting ideas along the way. And finally, it’s typically easier to find a new job when you’re already employed.

Tip #4: Turn it down graciously.

If your final decision is to reject the offer, just make sure to turn it down graciously. Always, express your gratitude and commitment to the company. And rather than focusing on the negatives of the promotion, talk to your boss about where you see yourself instead and the type of work you enjoy doing most. That way, they can keep you in mind for better fit opportunities in the future.

Interested in getting promoted into a new job – one you’ll love?

Call the employment experts at PrideStaff. As one of Phoenix’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 Phoenix. Contact PrideStaff today to learn more.

Maybe I Shouldn’t Take the Job

One of the most difficult decisions you may ever make is declining a job offer, especially if you’ve been searching for a while. But remember, you spend a huge amount of your time at work – so it needs to be the right fit. Take time to evaluate whether the position you’ve been offered is worth it, both for your sake and for your potential employer.

It’s About More than Just Money

Assess the salary and benefits, of course, but also consider other factors that aren’t as quantifiable. These are just as important as your compensation package. Learn the tell-tale signs that a position may be wrong for you. Then, turn it down – or at least think long and hard before accepting – if you see that writing on the wall. It may look like this:

You feel that your work-life balance may be threatened. It has become apparent that the required time commitment would negatively impact your personal life priorities.
The future is unclear. You’re interested in advancement, and a career ladder rising from the prospective job is not well defined.
There’s no room for growth. Even if the offer is competitive, it’s a dead ender. It may wind up looking great on paper, but remaining stagnant. You wouldn’t be developing the skills, knowledge or experience to qualify you for your next career step.
Details of the job are unclear. The employer was unable to convey a clear sense of what the position would entail. If you need more information before making a decision, then it’s okay – in fact, it’s advisable – to ask for it.
The company has a high turnover rate. Research the organization and know what former employees have to say about it, and why they left. High turnover suggests a negative work environment, not one you should be going to.
The company isn’t doing well. Unless you’re being recruited to trouble shoot or help revitalize a business, then it’s generally unwise to make a move to an organization that is not well-liked or respected by the public and industry insiders.
Your values don’t align with those of the company. You must truly believe in your position and in your employer. This passion factor cannot be ignored. For instance, if you are an environmentalist, you won’t be happy working for a firm with a reputation as a major polluter.
The salary is too low. Even if it’s a step up for you, you should not accept a salary that is significantly below market value.
Training appears inadequate. The job would involve a steep learning curve for you, and the right mechanisms for training don’t seem to be in place.
Your gut says “no”. If you left your interview with an uneasy feeling or a knot in your stomach and on some level, hoped you wouldn’t get an offer, then listen to your gut. If it simply doesn’t feel right, be strong and confidently and graciously decline.

How can you know for sure whether the job on the table is the right one for you? In addition to considering all the key factors and listening to your heart, a career counselor or recruitment partner can be an invaluable asset to your successful job search. To learn more, contact the PrideStaff Modesto team today.

How to Recover from a Big Mistake at Work

Part of your job involves doing it, well, correctly. So what happens when you make an enormous mistake, one that makes you simultaneously want to scream in frustration and hide so nobody will ever find you? Rest assured that you will likely make a big mistake at least once in your work career. Now that you know that, accept it, do what you can to minimize the damage, and figure out how to deal with the consequences in the best way possible.

Apologize without delay.

As said, you may want to do anything but that, but after having a small, private meltdown, gather yourself together and, like we teach any kid, say you’re sorry…and mean it. Attempting to wait it out or dodge the person you need to talk to only makes the situation worse for you. So you have to get ready to eat your well-earned portion of crow. Keep it to the point (save the dramatics for when you’re relating the story to a friend): Acknowledge what you did, show true repentance for it, and, if needed, tell the person the plan you have so it will never be repeated. It can help restore some sort of professional balance.

Accept the Consequences.

Actions have consequences. We all know that. Accepting them doesn’t usually feel great, but doing so helps everyone move on and start repairing damage done. And eating your fair share of crow rather than making excuses or trying to spread blame to others says a great deal about your character and professionalism. If you make a mistake, deal with a possible note in your H.R. file and a possible dressing-down from your superior, as well as having to do something extra to make up for it (working overtime to fix the error, apologizing directly to a client, etc.). Know as well that you’ll receive extra scrutiny, so hunker down and do your best work, showing that it was a one-time mistake rather than a pattern. Do it all with a positive attitude.

Get proactive.

Part of avoiding a pattern of mistakes involves taking steps so the error doesn’t happen again. So make a checklist you go through every time before passing a project along detailing all steps you need to take, double-check email addresses before you click “Send” so they go to the right people, and plain old ask for help from those who have been there before you. Remember, others have made big mistakes, too. You’re not alone. Ask for a few stories, and you’ll get them. And if you’ve done something significant enough that you lose your job, stick to the old adage: Pick yourself up, dust yourself off, and start all over again.

When you make a big mistake at work, it feels like the end of the world, but everything will keep going, and so can you. For advice on either how to do well at your current job or finding your next one, visit PrideStaff.