Feeling Unproductive? Use These Tips to Get Back on Track

During the holiday season, it’s tempting to put your job search on hold and just make it next year’s resolution. But hiring doesn’t stop during November and December.

Think again. If you use the right approach and techniques, this can be a great time to find the position you’ve been looking for.

Many businesses typically have just finished their 2017 budgets and are set to fill openings that take effect January 1. Yet, with many candidates taking a break, these companies tend to receive fewer resumes at this time of year. It’s all about numbers and odds. And, as businesses experience their own seasonal “lulls,” decision makers may be more accessible and receptive to meeting prospective hires.

Have a Holly Jolly – and Productive – Season

The best gift you can give yourself is a great new job for the New Year. Here are some tips for getting a holiday jump on the competition:

Spread the word.

Holiday gatherings are great venues to tap into your network and make new connections. Go to as many events as you can – and don’t be a wallflower. Get out there and spread the word about your career plans. You can do the same thing as you send holiday cards and electronic greetings. Enclose your business card and don’t hesitate to ask for advice or guidance.

Clean up (and jazz up) your social media presence.

Update your LinkedIn profile. Use Twitter to follow colleagues, and begin tweeting about industry developments, with your own personal insights. Sanitize your Facebook and other accounts so recruiters don’t find anything embarrassing or damaging to your brand image. Consider creating separate business social media identities, to be used solely for connecting with other professionals.

Set a schedule.

As you allow time for shopping, wrapping, religious observances and other seasonal plans, also make it a point to schedule job hunting time. Set aside specific time periods – and stick to them, no matter what. For every casual gathering with friends, plan to attend a networking-oriented function, as well. By setting specific goals and deadlines, you will resist the temptation to let up when things get busy or distractions occur.

Look into temporary positions.

Often, companies have seasonal hiring needs due to year-end crunch periods or a larger-than-usual number of employees using vacation time. This is a great way to get your foot in the door.

Many philanthropic organizations ramp up during the holidays. Volunteering is an excellent way to network, as well as fill the gap that unemployment may otherwise leave on your resume.

Perfect your elevator pitch.

This is the strong, succinct statement that describes you and your current career goal. You can use it at holiday social gatherings, and then continue to update it as your search unfolds. You never know when you may need it! Be ever ready to present yourself in the best possible light.

As you develop and implement your successful job search strategy, consider partnering with the PrideStaff Modesto team. Read our related posts or contact us today for more information. And Happy Holidays!

4 Essential Hiring Tips for New Managers

If you’ve just been promoted to manager for the first time, you’re probably a little nervous about taking the reins. This may be especially true when it comes to hiring. And it’s no wonder.

As leading recruiters in Phoenix, PrideStaff knows that one poor hiring decision can result in serious damage to your team – and your reputation. A weak employee can cause high turnover, increased absenteeism, lower morale and reduced productivity. Clearly, the stakes are high.

The good news is that if you do your homework and take your time with the process, you can hire skilled, hard-working employees and build a stellar team. Here are 4 tips to help you along the way:

Tip #1: Write targeted job descriptions.

It sounds like a no brainer. But too many times, job descriptions are vague, verbose, or just plain ineffective. To ensure your descriptions are on target, make sure you have a thorough understanding of the role you’re hiring for. It’s important to know the details about the position’s daily tasks and responsibilities. But it’s also important to consider the long-term goals and expectations for the role, as well as the type of personality that will excel in it.

Talk to your staff members, as well as past manager’s of your department and anyone in the company who’s held the position before. Keep in mind, a job description will also provide you with a roadmap when you’re conducting phone screens and interviews – so it’s important to write a targeted one.

Tip #2: Assemble your hiring team.

When hiring, it’s important to have a diverse team in place that can conduct interviews with you and provide you with their own insight and opinions on each candidate. These individuals can be especially helpful when you’re trying to make a decision between two strong candidates, or if you’re uncertain about a particular one.

The make-up of your team is up to you. But consider at least including an employee who will be working alongside the new hire, as well as an HR representative and another manager you trust.

Tip #3: Do plenty of prep work.

Don’t walk into an interview and expect to wing it. This is your opportunity to dig deep, evaluate each candidate, and make a smart hiring decision. You can’t do that without plenty of prep work ahead of time.

So go into each interview with a game plan in place. Have a structure in mind and plenty of well thought out interview questions. Not only will you make a more positive impression on each candidate, but you’ll then be able to assess them using the same consistent criteria.

Tip #4: Take your time during the interview.

Don’t ask questions in rapid-fire succession. Really listen to what each candidate is saying. Take the time to evaluate their body language, appearance, manners, and non-verbal cues. Also, don’t accept every answer at face value. Ask plenty of follow-up questions that can help you dig deeper to get behind the candidate mask. Throughout each interview, take plenty of notes so it’s easy to compare candidates later.

Don’t have the time or resources to invest in hiring for your staff?

Leave it to the experts at PrideStaff. As leading recruiters in Phoenix, we have the knowledge, experience and proven processes in place to help you source and hire qualified, dependable candidates for your team. We make hiring easier! Contact PrideStaff today to learn more about how we can help you.

4 Tips for Fighting Turnover in 2017

As one of the leading staffing agencies in Tempe, PrideStaff knows that many employees across the country – from Tallahassee to Tempe – will be setting the same New Year’s resolution at the end of this year: to find a new job. In fact, according to recent reports by both Gallup and Indeed, respectively 51% and 58% of U.S. adults are regularly looking for new jobs while still being gainfully employed.

While some turnover at your company can be a good thing, a lot of it at once can cause big issues in 2017. So how can you keep your employees happy, on target – and off the job market in the year ahead?

Here are a few tips to help you in the process:

#1: Be a good listener.

It sounds so easy, but being a good listener with your employees can benefit your company in many ways. For instance, it sets that tone that you value what your employees have to say. It also helps to creates a culture where they feel comfortable coming to you with issues and concerns, along with new ideas for innovation.

#2: Create more possibilities for your people.

Your employees want to learn new skills, obtain different knowledge, be inspired and get engaged. Give them the opportunities to do so through continued learning and advancement possibilities. If your people don’t think they’re ever going to move up, then eventually they will move out…to your competitors.

#3: Praise them often.

One of the biggest reason people quit is because they don’t feel appreciated. They work hard, deliver great results, and yet you never acknowledge their contributions. But praise is the most affordable and easiest way to keep your employees happy, motivated, and feeling good about the work they’re doing. Take it a step further and offer a rewards system that top performers can take advantage of when they meet certain milestones.

#4: Promote a culture of balance.

It may sound counterintuitive. But when employees are encouraged to take vacation days and breaks throughout the workday, then they’ll actually be more productive. Not only that, but they’ll be more satisfied on the job and more loyal to boot. Sure, there will be times when employees need to put in more hours to get a hot project with a tight deadline done. However, it shouldn’t become the norm around your office.

There are so many reasons why employees quit, so can’t ever completely fight turnover. But follow the tips above to ensure your company is a great place to work – one that few employees want to leave.

Experienced turnover recently at your company? Need help filling an important position?

Call PrideStaff. As one of the leading staffing agencies in Tempe, we have the knowledge, experience and proven processes in place to help you recruit and hire qualified, dependable candidates for your team – and fill your talent gap. Contact PrideStaff today to learn more about how we can help you.

How to Interview for a Position That You’re Underqualified For

You sent in your resume for a job you know you’re not quite qualified for…yet. But the opportunity sounded so perfect that you had to take a shot. And now it looks like you’ll have your chance in an interview. The question is: how do you prepare for it when you know your skills and experience aren’t quite what the employer is asking for? Here are several tips:

Talk to someone who works in the industry.

Do you have a friend or family member who works in a similar position? Reach out to them and ask about their job. What do they do on a daily basis? What kinds of challenges do they face? What industry issues are trending now? Talking to someone who actually works in the field can offer you a veteran’s insight into what kinds of questions you might be asked about in the interview.

Talk to an existing employee.

As one of Phoenix’s top employment agencies, PrideStaff knows LinkedIn can be a beautiful thing in these kinds of situations. You can search and see if you know anyone who works at the company. If you do, then reach out and get the scoop from them about getting hired there. Ask them what to expect during the interview and anything you can do to impress the interviewer. They may be able to offer you some key insider details or information that you can use to stand out – despite your lack of experience.

Talk up your accomplishments.

 You don’t have extensive experience. However, a proven record of successful and relevant accomplishments will help a hiring manager overcome any doubts they might have about you. So talk about how you cut expenses, landed a big new client, or spearheaded a profitable initiative in your previous roles. Achievements can go a long way in making up for less experience.

Talk about anything unique you bring to the table.

Do you speak a second language – and know the company is looking to expand globally? Did you spend years in a different field – so you can offer a new perspective and fresh insights? Whatever the case, identify what make you special or unique and how it can help you make impactful contributions at the company.

Whether or not you’re underqualified, interviewing is stressful. However, if you invest the time and effort to position yourself just right, then you can put yourself in the running for the job.

Would you like expert help with your job search? Call PrideStaff.

As one of Phoenix’s top employment agencies, we can assist you with your resume and interview preparation, as well as connect you with terrific job opportunities often not advertised. Find out more! Contact PrideStaff today to learn more about how we can help you.

Should You Ever Be “Hands Off” in Your Job Search?

Focus is key when searching for a job. You need to stay on track and optimize your time for the best possible results. To stay “hands on,” be sure to target specific positions and industries – and consider working with a professional recruiter who can help you pinpoint and achieve the right career fit.

Hit Your Target

The whole point of a target is to hit the center. Stay focused in your job search by:

• Customizing every resume and cover letter. Tailor all your tools to the position. Note keywords from the job description and make them prominent in all your materials. The average recruiter spends six to 10 seconds on the initial scan of a resume, so make sure you grab and hold their attention. The same holds true for applicant tracking systems, which will automatically reject resumes that lack specificity.
• Considering your passions. Find similarities between the path you want to follow and your work/life balance needs. Think about your personal brand, and then find a role that fits.
• Doing your homework. Research companies and jobs. Then, you will be prepared to talk and take action in your interview.
• Knowing your qualifications. Know your skills and qualifications, so you can direct your efforts towards positions that best utilize them.
• The best jobs are never advertised. Rather, they are spread via word of mouth and personal networking. Your professional contacts and connections are essential.

How Your Recruiter Can Help

Build a relationship with a professional recruiter who can serve as your liaison to hiring managers and coach you through the job hunt process. Your recruiter can help you succeed by:

• Connecting you with prospects. Recruiters are tapped into the market, including those prime, unadvertised jobs. They can help you get your foot in the door.
• Marketing your talent. Your recruiter will get to know you and understand your passion for your work. They’ll do more than just share your resume. They will become your greatest advocate as they discuss your unique talents with hiring managers.
• Providing industry insight. Recruiters have the latest information on who’s hiring, salaries, and other key market intelligence. They can provide and update this strategic context for your search.
• Helping you polish up your portfolio. In partnership with your recruiter, you will keep your resume and other collateral materials up to date and sharp, so they catch and hold the attention of prospective employers.
• This includes identifying and filling any gaps in your current skillset. Working as your career coach, your recruiter will help you feel prepared, confident, and capable of speaking with ease about yourself and the value you can add once hired

Utilize these frequently-asked questions – and contact a PrideStaff Modesto recruiter today to ensure that you stay on track in your job hunt. We’ll help you land the right opportunity and not just search, but succeed.

Our Four Tips for Solving a Candidate Shortage

The irony of our improving economy is that with more companies adding positions, it can lead to a lack of candidates competing for positions. If you find yourself affected by fewer available candidates, you can take these four steps to improve your odds of finding employees and overcoming the general labor shortage.

• Plan ahead.

In any company, vacancies may suddenly open up: An employee leaves for another position, they move away, a family commitment arises. If you don’t have a plan ready, you may find yourself scrambling to fill a key role. Look at your hiring needs by figuring out success factors and risks connected with your workforce. Include such data as good recruitment strategies, key behavioral traits, and what causes turnover. When you know these answers, you’ll have a much easier time finding qualified employees to plug the holes in your workforce. 

• Understand employees want more than a good salary.

If you want to entice candidates, don’t consider compensation as the main draw. In fact, most millennials – the fastest-growing working generation – view work-life balance as more important than salary. If you offer flexible schedules and telecommuting options, you’ll open yourself up to far more candidates. 

• Think outside the [hiring] box.

The usual methods not working for you? Look at alternative talent pools such as veterans and retirees, hire via social media such as LinkedIn, or consider candidate referrals. While their experience may not fit perfectly in the role, you’d be surprised at what a good attitude and wealth of experience can bring. 

• Bulk up your talent pipeline.

As an employer, you want to have quality candidates ready to contact should an opportunity arise. Consider forming partnerships with those who have growing talent such as educational institutions – think of what you can gain from offering student training or internships! You should also seriously think about connecting with a staffing agency such as PrideStaff, who always has talent at the ready.

Don’t let the labor shortage affect your company. Think ahead and make sure PrideStaff is part of your hiring plan.

Are Your Employees Living Models of Your Company Mission Statement?

When you started your company, you created a mission statement intended for all employees to abide by. This was likely effective for awhile — maybe even years — but lately you’ve been noticing a disconnect. If much of your team is no longer behaving in a manner aligns with the purpose of your organization, you need to address this immediately.

For your company to continue moving forward, everyone must be on the same page. Find out how to revitalize your mission statement and make it a core part of your business once again. This may include giving it a major overhaul or simply a few minor tweaks, so be open to the change the needs to happen.

Three Ways to Bring Your Mission Statement to Life

Ask for Employee Input

Your mission statement defines your company, including your culture. If staffers are disengaged, they’re probably feeling like your company culture failed them. Talk to your employees — or survey them anonymously if you don’t think they’ll be honest face-to-face — to get to the root of their unhappiness. Perhaps they feel undervalued or like they don’t have a voice, which directly conflicts with your mission statement.

Make Much-Needed Changes

After receiving feedback from your team, show them you really listened to their concerns by implementing some major changes for the better. Make sure the right leaders are in place, review your hiring process to ensure you’re choosing the best candidates and address any other main concerns brought by your employees. Your intentions will seem insincere if you ask for suggestions to improve, but don’t make any changes based on the response.

Lead By Example

Management — yourself included — must behave in a manner that directly supports your mission statement, because employees model themselves after company leadership. When people see their boss and other leaders adhering to company standards, they’ll follow suit. From treating everyone fairly to abiding by company rules and regulations, management sets the pace for the organization as a whole.

Attracting the best and brightest professionals in Clark County can be a challenge, so partner with PrideStaff Las Vegas to get it right every time. We offer temporary, temp-to-hire and direct recruiting for a variety of industries.

Don’t Forget to Ask these 3 Questions at an Interview

As you go through an interview, know that you’ll get your chance to ask questions as a sort of wrap-up. While you’ll obviously have a chance for some discussion as you speak with the interviewer, make sure you take full advantage of the opportunity to ask questions of your own. Choose them carefully so you get the most information about the position; these three will help you gauge whether you’ll fit well with the position and the company itself.

1. “What three attributes does someone need in order to be really successful in this position?”

This one relates specifically to the job. By asking this, you make the interviewer think about the position and what they really want, getting a clear idea of the top skills or qualities that will help you do best in the position. This question also allows you to respond, pointing out how you will embody each attribute and how your experience lends to each. 

2. “How would you describe the work environment here – is the work more collaborative or independent?”

With this question, you find out about the culture, a significant part of any work experience. Both employers and employees view culture as an integral part of the workplace: If your [working] personality doesn’t fit that of the workplace, you probably won’t feel comfortable there and will have a much harder time connecting with both your colleagues and the way the office runs. Asking this question helps you understand the everyday flow of the office: Is it a lot of teamwork or are employees more isolated and disconnected? 

3. “Where do you see the company in the next few years?”

Ask this question because you are, in fact, working for a company and should know about its overall mission and plans. While you likely perused their website, you want to know straight from someone who works there what plans they have and if you can become a part of them. Plus, an interviewer who gives a vague or unsure answer indicates to you that this company isn’t quite sure of its own goals…and that doesn’t bode well for longevity or transparency for you.

Any interview may seem daunting, but if you go in with these questions at the ready, you’ll gain a much broader idea of what you’re getting into if you take the job. For help getting that next interview, visit PrideStaff.

Is Compensation the Primary Driver of Employee Motivation?

“Question Originally Appeared on Quora“: Is Compensation the Primary Driver of Employee Motivation?

As an employment agency in Las Vegas, we have the pleasure of working with candidates in a variety of industries, from a host of different backgrounds. These people come to us for assistance in finding a fulfilling job they truly enjoy. Of course, salary is important, as it determines their standard of living, but we’ve discovered it certainly isn’t everything.

We know many employers struggle to find top employee motivators, often falsely assuming compensation is the answer to everything. Consequently, we’ve decided to address this topic to put an end to the myth that employees only care about money.

Four Key Non-Monetary Employee Motivators

Meaningful Work

Any employee you really want on your team is driven by the ability to do work that matters. These people push themselves to succeed because they’re truly excited about the finished product and the positive impact it will have on others. They put a huge amount of effort into everything they do, because they truly care about the work. Help them retain this passion for the work by assigning interesting, challenging projects designed to make a difference.

Regular Growth Opportunities

Dynamic professionals are hungry for knowledge. Never content with the status quo, they’re constantly working to improve themselves, which directly benefits the team. Keep them motivated and engaged by offering regular growth opportunities. This can include sending them to conferences and seminars, hosting regular lunch and learns, bringing trainers into your office to teach new skills or even encouraging them to enroll in continuing education programs and footing the bill — or part of it if you don’t have the budget.

Dynamic Company Culture

Cultural fit is a key driver of motivation, because it indicates how well a person will fit into the group. An employee can have all the right skills, but if they don’t share the same values as the organization and the rest of the team, they won’t succeed. It’s hard to get excited about doing great work when you just don’t sync with rest of the team.

Solid Work-Life Balance

For most people, work isn’t the only part of their lives that matter — and that’s healthy. The best and brightest employees value companies that respect their personal time, making it possible to balance a thriving career with a happy home life. Perks like the ability to work from home, flextime and paid parental leave are hugely appreciated, because not every organization makes it easy to have it all. When you present employees with these benefits, they’re beyond grateful, which causes loyalty to skyrocket and makes people want do their very best work.

Attract Top Las Vegas Candidates

Talented, driven employees are the secret to your company’s lasting success, so learn how to get the best people on your team and keep them motivated. As your trusted staffing partner, PrideStaff Las Vegas is here to help you every step of the way. Contact us today to discuss a partnership!

Don’t Knock a Job Hopper Before You Try One

The general consensus tends toward avoiding job hoppers as potential employees – the switching from job to job raises a red flag that this person will flake out after just a year or two because of lack of interest, personality clashes, or something similar. But look at the flip side of the coin: Some employees move from job to job because they want to acquire new skills and learn all they can from each one, thus making them more valuable for you.

• They tend to be high performers.

Job hoppers don’t want to stay in one place for too long – they want to gain knowledge, skills, and experience and seek out new and better opportunities. The fact that they continue to find new jobs can indicate their excellent performance in that other companies seek to hire them away. So look carefully to assess why a candidate has switched jobs rather frequently: Have they earned promotions or continually taken on larger responsibilities each time? Definitely consider hiring. 

• Consider the climate.

You likely know by now that the days of getting a job out of college and sticking with it for 30-plus years have become the anomaly, not the norm. In the U.S., the Bureau of Labor Statistics says the average has become 4.6 years at one job, and the millennial generation will definitely continue this trend, as they prefer not to get stuck at one job for too long before looking for the next great opportunity. Again, look at the details of each position rather than just the timeline. 

• They bring valuable skills.

An employee who moves from job to job successfully clearly knows how to adapt quickly and successfully to a new position, plus they bring the background from each prior job with them, adding those skills to the job and those around them. They also know how to quickly make and build contacts, again bringing prior contacts as well – which means potential new clients. And most importantly for you, they have knowledge of the competition, which you can use to your advantage.

Before omitting job hoppers from the mix, look at the details first. You may find the benefits far outweigh the drawbacks. For help finding your next most valued employee, job hopper or not, visit PrideStaff.