4 Tips to the Graduating Class of UNLV on Landing a Job

Congratulations UNLV Rebels! Four years ago, you stepped onto campus as kids and today, you’re young men and women ready to enter the workforce. Not all fun and games, college likely presented its fair share of challenges, but you pushed through and now you have your degree.

The time has come to start searching for your very first job as a college graduate, so use these tips to present yourself as a polished young professional, eager to get to work.

Revamp Your Resume

There’s good chance you had an internship in college, so you probably already have a resume. Before applying to any jobs, you’ll need to update this to reflect your status as an adult searching for a challenging entry-level position — not a college kid trying to find an internship. Accomplish this by removing all traces of high school from your resume, replacing it with courses, clubs, internships and volunteer experience completed in college.

Clean Up Your Social Media Presence

College life is about having fun and being crazy, but now that you’re in the real world, it’s time to tone down your image. Delete an NSFW photos of you on any social networks, enable privacy settings on accounts you want to keep for personal use and remove all public posts portraying you as anything less than a mature adult professional.

Focus on Networking

Since you grew up in the digital era, you’re an expert at finding jobs online, but sometimes you have to get out from behind your computer screen to get what you really want. Many professional associations offer discounted memberships to new college graduates, so take advantage of this and join a few. Attend at least one networking event per week to make personal connections that could prove invaluable.

Be Realistic With Your Expectations

You’re extremely talented, and if you work hard, you will go very far in your career. However, you do need to realize that even the most successful people in the world had to start somewhere to gain experience. Landing an executive job doesn’t happen overnight, so be willing to accept a less-than-glamorous entry-level position to build your skillset.

Make Your Workforce Debut the Right Way

Navigating your very first job search can be a challenge, so allow PrideStaff Las Vegas to assist. Choose from a variety of temporary, temp-to-hire and direct hire opportunities, to boost your resume and start earning a real salary. Contact us today to make a plan your future!

How to Secretly Search for a New Job

When you get to the point that your current job doesn’t meet your needs, whatever the reason, obviously a job search must begin. But how do you manage it quietly, without alerting your current boss that you want to move on before you’re ready to tell the news yourself? In some respects, telling a boss that you plan to leave will result in a possible bonus for you, either in salary, position, or a combination of the two. On the other hand, letting your cards show can lead to a negative response that may range anywhere from getting a reputation as a disloyal backstabber to getting fired on the spot in some extreme cases. So tread lightly until you feel ready to break the news yourself.

• Avoid changing your work persona.

As you begin checking out new opportunities, you may begin mentally checking out by easing up on your enthusiasm at work. A boss will notice if your work habits become less devoted, for example, by volunteering less to tackle new projects or take on overtime. Keep up appearances at any social work functions and don’t give a boss any reason to question your suddenly changing habits. 

• Keep any job activity off the premises.

In a similar vein, do everything you can to schedule any interviews outside of working hours. Whether you have to do an early-morning coffee, a lunchtime meeting, or an after-hours interview, make it happen: Taking sporadic half-days or even entire days will raise a red flag to an employer that you’ve begun to set your sights elsewhere. And whatever you do, do NOT wear your interview outfit to work. Even if you have to get creative with a car, a public bathroom, the gym, or the last remaining phonebooth, change into your outfit outside of your current place of employment. 

• Take extra care with your social media.

Have you become “friends” with your boss on LinkedIn or Facebook? If so, take extra care with your settings: Again, a boss will take notice if you suddenly update your profile with skills, a new and professional picture, and a revamped general profile. You can also go into your settings and edit your privacy controls so others won’t see your activity broadcasts, even going so far as to limit your activity feed to only yourself. You can also eliminate feed updates of when you update your profile or follow other companies. And absolutely don’t make the error of writing anything on social media about a job search…you never know who may mention something to your boss even if you aren’t directly connected. 

• Play it close to the vest.

You may feel excited about looking for a new job, but save yourself potential anguish and just don’t mention it at work. To anyone. At all. A slip of the tongue, either accidentally or intentionally, could create a very awkward situation for you.

As you quietly and carefully look for your next job, consider PrideStaff. Their award-winning staff can work with you discreetly to find you the best fit.

Why You Need to Conduct Second Interviews With Candidates

You’re searching for a great candidate. You receive a resume from a top-notch contender. You conduct a phone screen; they ace it. You invite them in for an interview and you’re immediately impressed with their skills and experience.

You should definitely extend an offer, right?

As one of the top staffing services in Tempe, PrideStaff knows that hiring is a big decision. One misstep can have serious consequences. That’s why you should always conduct a second interview – even when you’re almost certain you want to hire a particular candidate.

Why? The phone screen and first interview likely focused on the candidate’s basic skills and experience. What qualifications do they bring to the table? What are their career goals? Why do they want to work for your company?

But you need to go beyond the basics to ensure you’re hiring the right person for the job. And just one interview typically won’t cut it. You have to bring them in for a second interview in order to:

• Gain a deeper understanding of the candidate’s qualifications and cultural fit.
• Confirm your level of comfort with them.
• Get insight and perspective from others in the company about a particular candidate.
• Have more of an opportunity to market your business to your top picks.

To help you in your second interview, here are some tips to follow:

• Add to your interview team. During the first interview, each candidate may have met with HR and the hiring manager. The second interview should include any executives who would work closely with the new hire, as well as potential co-workers and internal customers.

• Plan at least a half-day for the interview. Most job candidates can “fake it” for an hour or so. But if they’re on site for half a day or a full day, it’s harder to project a false image. So plan on interviews, an office tour, and a meal so you can gain full insight into the candidate’s social competence and interpersonal skills, as well.

• Ask for specifics. By the second interview, a candidate should know a good deal about your company. So ask about any ideas they have for the position and what they’d like to contribute if chosen for the job.

• Be prepared to answer questions. A second interview also gives the candidate an opportunity to better assess whether the job is right for them. Look for smart candidates to ask meaningful questions that help them evaluate the position more thoroughly.

• Assess any homework assignments or testing. The second interview is the time to see or hear results from any job related testing or projects you assigned. These will give greater insight into a candidate’s enthusiasm, thought process, thoroughness and experience.

• Promote your opportunity. Don’t forget: The best candidates have choices. That’s why it’s important for you to demonstrate why a candidate should want to work for your company. Talk about the benefits and perks. Ask employees to share stories about what they like about working at your company. And explain how your opportunity can help a candidate achieve their career goals.

The bottom line is that a second interview gives you the opportunity to ensure you’re hiring the best person for the job. Don’t pass it up!

Would you like to outsource your interviewing or hiring process to the experts?

Call PrideStaff. As one of the top staffing services in Tempe, we can help you with every aspect of hiring – from sourcing candidates to interviewing and reference checking. Contact PrideStaff today to learn more about how we can help you.

What Makes PrideStaff Las Vegas One of the Best Employment Agencies in Las Vegas?

Finding a great job in Las Vegas can be tough, because there’s a lot of talented professionals competing for the most highly-coveted positions. Working with an employment agency is a savvy way to get your “in” with some of the top companies in the region. There’s a lot of great staffing firms to choose from, but PrideStaff Las Vegas is certainly one of the best.

2016 Nevada Veteran Owned Business of the Year

At PrideStaff Las Vegas, we’re beyond proud to be named the 2016 Nevada Veteran Owned Business of the Year, by the U.S. Small Business Administration. Our Owner/Strategic-Partner, Bob Daniel, proudly dedicated four years of his life to the Air Force, which he credits as the basis for all of his business success.

A number of incredible companies vied for this honor, with nominees judged according to a number of factors, including:

• Staying Power
• Growth in Number of Employees
• Increase in Sales
• Financial Reports
• Innovative Products or Services
• Response to Adversity
• Evidence of Contributions to Community-Oriented Projects
• Small Business Advocacy

Humbled to win such a prestigious award, Daniel attributed his win to a number of factors, including developing strategic business relationships, helping clients overcome the recession, taking advantage of post-recession business opportunities and having the backing of an amazing corporate family.

Choose PrideStaff Las Vegas

There’s no room for error in your career. One move in the wrong direction can have a detrimental impact on your future, so allow PrideStaff Las Vegas to steer your search. Our skilled recruiters have established connections with some of the best employers in the area and the hiring expertise needed to help you find the right fit.

PrideStaff Las Vegas is unique, because we’re a locally owned business with the support of a major national corporation, so we can offer you the best of both worlds. Choosing a recruiter is a very important decision, and we hope you’ll opt to trust us with this potentially life-changing move.

If you’re ready to get your career on track, PrideStaff Las Vegas is here to help you every step of the way. Contact us today to find a temporary, temp-to-hire or direct hire position with one of the top companies in the region.

3 Tips for Asking for a Raise

Asking for a raise can be an awkward, stressful experience. But if you’re well prepared, it can be simpler than you may expect.

Put yourself in your manager’s shoes and design your approach accordingly. In the words of Harvard Business School Professor Kathleen McGinn, “Think about why your boss should even consider granting your request.” Consider their priorities – and how you can help.

Use these three tips to demonstrate how you add value and make a unique difference to your company:

1. Do your research.

Preparation is critical. Gather all the facts and data you need to bolster your case before you go into the meeting where you pitch your raise.

• Look at the average salary for your position, in your geographic area. How does your current pay rate compare? Then, you can go in with a reasonable target sum in mind. The average for merit-based raises is generally somewhere between 1 percent and 5 percent, but extraordinary factors may be exceptions to this rule.
• Once you have your target number, prepare your supporting evidence. For instance, how many sales or how much profit have you brought to your company? How much have you saved your employer via increased productivity? If you are in a non-revenue-producing role, use emails and other testimonials from clients, colleagues and higher-ups to support your position.
• Gather facts about your contributions. These may include money-saving efficiencies that you have implemented or positive results from projects you have overseen. Remember, your boss may not be aware of all you have accomplished in recent months.

2. Illustrate your plan for the future.

Prior to your meeting, determine exactly what your company needs. Then, define how you will help the organization to get there. Tie your future successes into how the business will grow and benefit. The more concretely you connect your work to the success of the company, the stronger your case will be.

• Pitch your raise as not only recognition for your past achievements, but also as an acknowledgment that you are a dedicated team player, committed to growing with the company. Assure your boss that you understand their pressures and goals – and sell your raise as a way to help. Understand what it is that they value the most, and how you can meet their needs and make their lives better.

3. Take a positive stance.

Strive for a tone of mutual respect. This is not the time to whine, complain, issue ultimatums, or compare your performance or pay level to that of your peers.

• Be direct and confident. Use positive, assertive body language.
• Never start the conversation with a grievance or a threat. You’ll just put your boss on the defensive. Don’t compare yourself to others or complain that you earn less. Instead, stay positive and focus on how much you And, avoid threatening to resign as a negotiating tactic. You will, at best, turn the conversation adversarial. And worst case, you’ll paint yourself into an inescapable corner.

As you prepare to take your career to the next level – whether that means making improvements in your current role or moving on to your next great opportunity – consider partnering with a specialized recruiter from PrideStaff Modesto. Contact us today so we can show you how we can help you realize your professional vision.

Why a Veteran Should Be Your Next Hire

Want your next great quality employee but don’t know how to narrow down the pool? Consider a veteran. When you consider the skills and experience they bring to the workforce outside of that gained on the job, you’ll realize the true value of hiring one.

• They have desired managerial skills.

Ask a manager or employer what skills she wants most in her employees, and she’ll likely say she wants someone with a well-defined work ethic, leadership skills, and the ability to work well with others. Does this unicorn exist? Absolutely — the average veteran has those skills in abundance. Veterans are used to getting the job done, literally or figuratively: They’ve had the training to focus on the best and most efficient methods for task completion. And those placed in leadership positions during their time understand the concepts of taking charge, delegating tasks, and motivating others. Plus they have almost instinctual teamwork skills from having constantly functioned in such settings, knowing the importance of building a team who can trust each other with their lives. 

• They have excellent follow-through.

Regarding task completion, veterans know how to get things done…and they won’t stop until they complete their tasks. Veterans understand how to look at the big picture and figure out a plan to fulfill the mission, so to speak. They don’t shy away from hard work, and they won’t clock out at quitting time if they haven’t finished a pressing task. And if challenges arise, they know how to meet and surmount them while staying focused on the endgame. 

• They’re trustworthy on all counts.

Veterans understand the importance of integrity and responsibility. They appreciate that all actions have consequences, so they don’t make decisions lightly and understand that theirs affect everyone around them. Therefore, they think carefully about their actions and act for the good of the team. And veterans are honest about what they think, not hesitating to speak up when they see a problem or believe processes need to change. 

• They acclimate quickly.

Veterans necessarily have had to pick up skills on the fly, and they do so within a work setting as well. They’re used to training and can incorporate new knowledge seamlessly into their everyday work lives. This goes for technology as well, which has become more and more essential to the military life. Often, the tech skills they acquire in the military help them on the job, and they have a world perspective unique to veterans that they can apply to a growing company outlook.

When looking for your next hire, contact PrideStaff, which can connect you with qualified veterans and anything else you need.

4 Ways to Refresh an Old Employee Handbook (So People Actually Read It)

You need your people to comply with a certain code of conduct, meet specific expectations, and follow detailed policies – all of which are likely communicated in your employee handbook.

The trouble is: Your people don’t actually read it.

They might glance through it quickly when they’re first hired. But by now, it’s likely collecting dust on their desks, or thrown into some dark corner of their office.

Considering the information inside of it is critical, what can you do to make your handbook more user friendly – so your employees actually read it? Here are 4 ways to help you:

#1: Use plain language.

You might be talking about employment laws and legal responsibilities, but do so in plain language. Most of your employees don’t have a law degree (unless you work in a law office). And when your handbook is written in dry legalese that’s impossible to understand, it’s not going to get read.

#2: Include real-world examples.

If you’re talking about the reason your company must comply with a certain law, or a how an employee should handle a particular situation, include a real-world example. Not only will it make for better reading, but your employees will understand the issue more clearly.                    

#3: Keep it online.

With all the changes the government makes to employment laws these days, it doesn’t make sense to print out your handbook every time it gets updated. Instead, keep it as an electronic file that employees can access on the Intranet. That will make it easier for them to get to and easier for you to actually keep updated.

#4: Incorporate videos.

Thanks to the likes of YouTube and Facebook, today’s employees are used to watching videos online – and gaining more and more information using this medium. You can use that to your advantage by creating videos around key points you want to underscore. For instance, you can create a video for new hires about your company and what to expect on their first days and weeks there.

Making your employee handbook more accessible can be a challenge. But when your people better understand the business, the policies and the code of conduct, they’ll be more aligned with company values and stay loyal longer.

Do you need more help with employee handbook and other staffing and HR-related issues?

Call PrideStaff. As one of the top staffing services firm in Phoenix, we can handle your HR and staffing needs, while you focus on other core business priorities. Contact PrideStaff today to learn more about how we can help you.

Make Employee Morale a Primary Focus This Summer

If your once enthusiastic, motivated, happy team seems to be in a bit of a rut, there’s no better time to turn this around than the fun-filled summer months. Employee engagement is the key to your company’s lasting success, so when morale takes a hit, production levels typically follow. Make it your goal to give your staff a relaxing and enjoyable work environment this summer, so they can recharge and find the passion they once had for their work.

5 Ways to Boost Morale This Summer

Use these tips to increase engagement — and productivity — levels this season.

Host a Company Picnic.

Summer is the season of fun, so invite your employees and their families for a weekend BBQ at a local park. This is a great way to enjoy some quality bonding time together outside the confines of the office and get to know everyone on a more personal level.

Allow Flexible Working Options.

Many people like to switch their schedules up during the most relaxed season of the year — and some are forced to do so because their kids are out of school — so be extra accommodating. When possible, let employees adjust their hours or work remotely to enjoy summer on their own terms, without losing an ounce of efficiency.

Offer Summer Fridays.

Many companies offer “Summer Friday” perks, allowing employees to start their weekend off a couple hours early, so join in the trend. Your team will be incredibly appreciative, which will likely inspire them to work harder the rest of the week.

Volunteer Together.

Close your office for a day this summer and volunteer on a community project with your team. Allow each person to suggest a cause and hold a vote to choose which one you’ll donate your time to. Volunteering feels great and it makes people grateful to work for such a giving company.

Hold Meetings Outside.

In the summer, there are few things worse than being cooped up inside while the sun is shining bright outdoors. Alleviate this issue by investing in a picnic table or a few chairs, so you can hold meetings outside. Getting a little sunshine and fresh air feels amazing inside and out.

Make Your Company a Great Place to Work

Finding the right people to work for your company is always a challenge. Partner with PrideStaff Las Vegas to fill your open positions with the most talented, promising professionals in Clark County — every time!

Stumped on Your Hiring Goals? Ask Your Staff!

Research has consistently shown that the more involved employees are in decision-making at their companies, the better it is for morale, motivation, engagement, and overall levels of job satisfaction. So it’s not surprising that involving current team members in your hiring process can yield numerous positive results for them and for you.

Firms including Google, Facebook and Apple have demonstrated the connection between improved employee collaboration and increases in profitability and innovation. Known as team-based hiring, this approach can enable your organization to benefit from a shift away from a strictly top-down approach.

Improve your hiring results with a collaborative approach.

Involving your employees in the hiring process makes them highly visible, thus sending candidates a positive message about what great coworkers they would be. Your employees’ input and knowledge sharing can become a top selling point for your company.

• Enhance your employer brand image. Publicize the fact that you involve employees in hiring and other important company decisions. This will enhance your brand image and thus improve future recruiting efforts.

Your current employees are your best ambassadors.

Your team members live their jobs every day and are the most likely to know the compelling features of their roles. And, they are likely to be perceived by candidates as authentic and credible. They can answer questions and alleviate any hesitations or potential fears. In the long run, this interaction helps to reduce the chances of early new hire dissatisfaction or turnover.

• Reduce turnover among current employees, as well. As your team members are charged with selling your company during interviews, they will learn more and become more aware of your company’s positive features. This may reenergize their loyalty and remind them why they should continue to grow their careers at your organization.

Minimize hiring mistakes.

Because multiple individuals are involved, you get a better overall assessment of candidates via collaborative hiring. Diverse perspectives increase the probability that a new hire will be a good fit. A team interview reveals far more than a single-person interview can.

Improve employee referrals.

As they participate in interviews, current employees are reminded of the value added by A-level new hires. This realization can positively impact both the volume and quality of your employee referral program.

Boost productivity.

Because employees get to know new hires during the hiring process, they help them to acclimate more quickly once they are on the job. And, since team members had input into the hiring decision, they feel more like they “own” their new counterparts. This makes for a smoother, more efficient onboarding and orientation for all involved.

As you build your cohesive team, call on the talent management experts at PrideStaff Modesto to guide you in the right direction. Contact us today to learn more.

Why You Shouldn’t Take a Summer Vacation from Your Job Search

You want to spend your summer relaxing by the pool, enjoying a cool drink. But as top Tempe recruiters, PrideStaff knows if you’re searching for a new job opportunity, summer is not the time to take a vacation from it.

Despite what you might think, employers aren’t slowing hiring down during the summer and in fact, can even be hiring more. In addition, other job candidates may be taking time off, meaning you have less competition for your dream job.

To help you in your quest, here are 4 tips to consider:

Tip #1: Party with a purpose in mind.

Summer is social time. So take advantage of all the barbecues and pool parties to network as much as you can. Remember, you don’t want to be constantly talking about your search for a new job when you’re socializing. However, be prepared with business cards when you do meet someone who can help you. You never know. Your next great connection could be at the summer block party.

Tip #2: Be patient with summer schedules.

Some companies actually have a shorter interview process in the summer months. However, oftentimes, the process can be slower due to varying vacation schedules of decision makers. As a result, a process that might usually take three weeks can take five or six weeks.

Tip #3: Take advantage of the slow season.

The plus side of businesses slowing down in the summer months is that if there’s a company or industry you’re interested in, you can ask for an informational interview…and increase your odds of getting one. Also, if there’s someone in your network that has the kind of job you’re after, offer to take them out for coffee or drinks so you can pick their brain.

Tip #4: Consider contract-to-hire.

Companies will oftentimes have contract jobs open up during the summer due to employee leaves or vacations. If you impress the employer, these opportunities can lead to full-time employment. So if a great job with your dream company opens up – but it’s a contract position – you may still want to consider taking it to see where it leads.

The bottom line is that if you slack in your job search over the summer, you could miss out on a truly great opportunity. Instead, follow the tips above and continue your search, so you head into the fall with a terrific new job.

Need more help finding your next great job?

Call PrideStaff.  As experienced Tempe recruiters, we can give you access to job opportunities that aren’t always advertised – ones that are a great fit for your skills and experience! Contact PrideStaff today to learn more about how we can help you.