The Four Best Ways to Recruit Millennials

Considering that millennials (the generation born between 1980 and 1999) will make up half of the work force in the coming years (and predicted 75 percent by 2025), you need to make sure your company has what appeals to them. Millennials’ work wants and needs differ from that of either baby boomers or generation X, and it benefits you to find the best ways to attract and recruit them.

1. It’s about more than money.

Millennials would rather work a low-paying job that they love than a high salary at a position that bored them. They want a position with a clear work-life balance, and they want to work at a company where they truly feel they can make a contribution and create something. A job isn’t just a paycheck to a millennial; you must find a way to let them know they will personally have the ability to use their skills and have some sort of tangible results but not have to commit their lives to the job. 

2. Consider your brands.

Remember you have to sell yourself to your candidates, and your clients should as well. Millennials want to know about a company’s goals, purpose, and background, and all of that has to pique their interest enough that they want to become a part of it. Millennials will research a company thoroughly before interviewing, and they’ll examine a company’s social media presence and branding identity. Make sure you have a strong showing with regard to each and that your social media savvy complements your company’s brand. 

3. Pitch values that match theirs.

Put them with clients who have a similar ideology and figure out how they can best use their skills, and give them room to grow. Millennials are about strong and open communication. They want to take pride in working for a company with strong values. as well as get a chance to add value to the company through their own efforts. This group, when given the opportunity to do something they truly care about, will arise as your most dedicated, engaged, and creative employees. 

4. Take a gender-based approach.

Take note that men and women have different needs when approaching a new job. Men focus on good compensation and like to feel challenged by an innovative company. On the other side, women want a job with a good work-life balance and place a great deal of importance on finding a company culture that matches with theirs. So, when recruiting millennials, try to match candidates with a job that offers a chance for career advancement, along with good compensation and benefits.

To recruit this large, dynamic group best, know how millennials think and work – and do what you can to get them working for you. For help with your next great recruit, visit PrideStaff.

First Job Out of College? It’s Time to Move On!

Congratulations, college graduate!

You may have already started (in which case, kudos to you), but now is the time to put a concentrated effort into your job search – researching where you want to work, establishing your professional reputation, and starting the network of connections that will support your career for the long term.

Follow these suggestions as you take the time to do it right:

Use your school’s career services office.

The career development office at your college can connect you with other alumni who work in your field of interest. Typically, these offices provide myriad career resources. The most valuable is the alumni database, where graduates register to share their experiences and contacts. Take advantage of it.

Manage your online reputation.

According to one recent study, 80 percent of employers and recruiters will do an Internet search of your name before they consider inviting you for an interview. It’s time to get rid of the spring break photos and optimize your online presence.

• Clean up Facebook and other social media pages.
• Google yourself and see exactly what those employers will find out about you.
• Delete, fix, replace or improve as needed.

Build a strong LinkedIn profile.

LinkedIn remains the pre-eminent professional social networking site. Yet, studies show that only one-third of college students have a LinkedIn presence. So, make yours stand out!

• Complete your profile. In addition to your new degree, include most of all of the jobs you have had. They show how you have successfully shouldered responsibility. As you accumulate more professional experience, you can delete earlier positions as you add new ones.
• Grow your list of connections. Connect to as many adults as you know you have solid LinkedIn profiles.

Start a blog.

Only one in nine college students has a presence on Word Press, known by many as the best site to put together a personal blog. Buy your own domain name through a service such as GoDaddy.com, and then install Word Press on the site you create.

• If you’re unsure about your career path, blog about a personal interest. It’s preferable to hone in on a professional topic, but if you can’t, then write about another subject that interests you. It’s still a great way to grow your network.

Find a mentor.

Make use of your networks to find a career mentor: someone who is successfully doing what you want to do. The right mentor can open doors and change everything for you when it comes to building your career.

• Do an advanced LinkedIn search for companies or fields where you want to work. Send emails to people you find, and ask if they will meet with you. Many will be impressed by this approach, as noted by Dan Schawbel, author of the personal branding book, Me 2.0: 4 Steps to Building Your Future.
• Join a professional development or industry-specific group. In addition to being a possible source of a mentor, such groups offer educational, social and networking benefits. Get involved on a committee or project to enhance your visibility and showcase your skills, knowledge and commitment.

The career development experts at Pridestaff Modesto can help as you start down the path to your lifelong career following college. We specialize in connecting job seekers to leading area employers – at no cost to you. Read our related posts or contact us today to learn more.

How to Answer the “Where to Do You See Yourself?” Interview Question…When You Don’t Know Where You’ll Be

Growing up, you may have pictured your career going one way. In reality, it’s gone in a completely different direction. Going forward, you don’t really know where you’re headed – except that you’re open to new opportunities and possibilities.

So, when a hiring manager asks you the inevitable “where do you see yourself in 5 years?” question, it can be tough to answer. The truth is: You don’t know. But you don’t want to sound like you’re uncertain, unfocused, or simply happy to sit by and let your career flap in the wind.

Why do hiring managers ask this question to begin with?

As top recruiters in Tempe, PrideStaff knows it’s typically so they can understand how the job opening fits with any career goals or paths you might have in mind. They’ve likely been burned before by a candidate who seemed like a perfect fit – only to leave after two months because the position didn’t “align with their career path.”

Your answer to this question can help pinpoint to a hiring manager whether you’re a strong fit for the job. For instance, if the job has the potential to lead into management, and you hope to become a manager one day, then it’s going to make you a better contender for the position.

That said, you don’t have to answer this question with a specific plan in place or goal in mind. Most people don’t know where they’ll be in five years, let alone next year. So when you answer this question, just consider why this position interests you and why it makes sense for your career right now. It’s also ok to tell them that you’re not sure about the future.

Your response could sound something like this:

You know, Mike, I can’t say for certain. But I know I’m looking for a company where I can establish some roots. I want to find a position where I can take on new challenges, grow as a professional and make valuable contributions to the team. I’m not just looking for any job, I’m looking for a place to build a career.

One key point here is to be honest in your answer. If you don’t see yourself in a management role one day, don’t lie and say you do just because you think that’s what the hiring manager wants to hear. If you twist the truth, you could wind up in a position and with a company that’s not the right fit for you.

Do you need more help finding job leads and acing interviews?

Call the employment experts at PrideStaff. As top recruiters in Tempe, 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.

What Should You Really Be Looking at When You Read a Candidate’s Resume?

There’s no doubt about it — the hiring process is very tricky to navigate. If you’ve had a little trouble finding the best person for your team in the past, you might not be focusing enough on little details that are actually very telling. Obviously, you need to carefully assess each person’s skills, education and career history, but there’s a lot more to proper vetting than just that. Learn four ways to read between the lines to find out if you should bring a candidate in for an interview or not.

Personalization

Top talent is well aware that sending generic resumes to employers is no longer an acceptable practice. Highly motivated job seekers who are truly excited about the possibility of working for your company are willing to go the extra mile to personalize their resume to stand out from the piles of others you’ll inevitably receive. Disqualify anyone who didn’t care enough to include an objective pertinent to the job, relevant keywords and highlight skills and experience confirming their fit for the position.

Hard Facts

Many candidates fill their resume with fluffy buzzwords — “team player,” “self-starter,” “creative thinker,” etc. — that sound good, but don’t really say anything about their accomplishments. When people have impressive achievements to their name, they want to share them, so stop wasting your time on those who clearly aren’t qualified, instead focusing only on candidates who include numbers to back up their claims. For example, learning the candidate saved their current employer $30,000 last year is much more telling than simply reading they’re a “hard worker.”

Spelling and Grammar

At first glance, one misspelled word or poorly placed comma may not seem like a big deal, but these glaring errors can be very telling. Candidates know their resume is likely the first impression they’ll make on you, so anyone worth your time is going to make sure its flawless. Think of it this way, if the person is so lazy they couldn’t even submit an unblemished resume, what kind of work will they turn in when they get really comfortable on the job. 

Employment Longevity

Instead of simply looking to see which companies a candidate has worked at, pay close attention to the amount of time they spent at each organization. Don’t automatically judge the person for not spending too long at one or two companies, but if they seem to move on every six months or so, consider this a red flag they’re a serial job hopper.

As a bonus tip, you should also pay close attention to a candidate’s past work experience. What did a particular candidate do for their past employer? Did they launch a particular initiative that increased revenue? Did they institute a process that helped reduce expenses or improve impressions? Take note of this and let this help you influence your hiring decision!

Choose the Right Person for the Job Every Time

When hiring a new employee to join your team, there’s no room for error. The expert recruiters at PrideStaff Las Vegas are here to guide you through the candidate selection process, ensuring you make the best decision for your company. Contact us today to start your search!

Banish Job Search Depression by Changing Your Attitude

So you’ve hit a bit of a rut in your job search. You’ve sent out dozens of cover letters and resumes, filled out the applications, and yet you haven’t landed anything yet. That stiff upper lip has begun to tremble … so how do you manage to keep up your spirits?

Change your attitude with one word.

When you think of your career aspirations, how do you phrase them? Most of us, when asked, answer something like this:

“I want to get a steady job.”

“I want to move ahead in my field.”

“I want to be successful.”

Now, use that last sentence and change one word: “I expect to be successful.” By replacing “want” with “expect”, you’re changing your attitude from a desire to an inevitability – something you hope for versus something you’re certain of. In doing this, you’re taking away the doubt that you might not achieve success. Steven R. Covey, author of The Seven Habits of Highly Effective People, wrote, “Treat a man as he is and he will remain as he is. Treat a man as he can and should be and he will become as he can and should be.” Do this for yourself within your job search.

An expectation of success changes your outlook.

You’ll gain clarity on what you want out of your career and be able to more clearly relate that to those around you. Your resume can change from a list of duties in your past work experiences to one that focuses on your top qualifications based on what you’ve done and the value that you will clearly bring to the position in terms of a company’s needs. Your expectation of success will come across in an interview as confidence because you know you have the background and self-assurance needed to do well. You’ll spot opportunities that others may miss that will get you closer to success, and “failures” can become learning experiences.

This sort of mindset takes focus and determination – like anything, you need to practice. View your next set of applications as your first “session” and see how much better you do as you expect success. For help with your positive transition, visit PrideStaff.

Employee Promotions: What to Do When You Have to Say ‘No’

You have an employee who desperately wants to get promoted. They’re itching to take on more responsibility and fervently believe they’re ready for bigger projects. The trouble is – you know they’re not prepared to take on more.

How can you handle the situation without bursting their confidence?

On the one hand, you don’t want them to disengage and quit. On the other hand, you know promoting them would be a huge risk – one that likely won’t pan out well for you and your organization.

If you’re in this situation, here’s what to do:

Be direct but also kind.

Don’t just say no to an employee promotion. Explain to them your reasoning as to why you’re not promoting them now. The key here is to be clear and candid, while also being kind. You’re not doing your employee any favors by shading the truth just because it’s an awkward situation. However, you’re also dealing with a delicate subject matter that needs to be handled with care.

Be appreciative of their efforts.

When employees are turned down for promotions, they often feel disheartened and underappreciated. So once you’ve delivered the bad news, tell your employee how much you value their contributions to the team. Name one or two specific strengths or accomplishments that have made a meaningful impact at your company.

Be clear about next steps.

If you see potential in them, then talk about next steps and what they can do going forward to earn a promotion. You don’t want a good employee to feel like they’re stuck in a position with no room for advancement. Instead, get specific about what classes they need to take, what areas they need to improve upon and what skills they need to acquire in order to get promoted.

If, however, there’s no path for promotion for an employee, be clear about that too. You don’t want to give an employee false hope only to have them wind up angry and resentful down the road when they’re once again passed over.

Do you need help hiring high-potential employees for your team?

Call the experts at PrideStaff. As one of the leading recruiting firms in Tempe, we can give you access to highly qualified, high potential professionals for a variety of positions in your organization. Contact PrideStaff today to learn more about how we can help you.

Should You Include Staff in Interviews?

Successful talent acquisition has a powerful impact on your employer brand and ultimately, on your company’s bottom line. Each new hire is an opportunity to find the next superstar that will take your organization to the next level and help outshine your completion. It is crucial that your interview process – and those who take part in it – create a positive candidate experience and set the stage for future growth.

Involving current employees in interviews helps you to build a results-oriented team that meets the needs of both the candidate and your company.

Build Your Interview “A Team”

By taking a 360-degree approach and involving employees at various organizational levels in the interview process, you include people who will look for different qualities and skills in a prospective team member. Choose participants who:

• Represent your company well.
• Ask questions that push candidates to share valuable information.
• Are knowledgeable about the position, your culture, and interview procedures.
• Bring the highest possible level of comfort to the candidate.

Whether you are conducting a video or in-person interview, consider including these players on your team:

• Your recruiter or HR contact: This should be the person who initially reached out to the candidate. They will remain the candidate’s primary contact person throughout the hiring experience. Including them in interviews helps to ensure that your prospect will feel comfortable. This person also will be valuable in steering the conversation in the desired direction.
• The person’s potential supervisor: This manager should know the role through and though and be able to ask the most relevant questions. They also will be adept at addressing job-specific inquiries as posed by the candidate.
• A future coworker: An interview with a potential peer can provide unique insight into culture, work style, and the type of personality that will fit a position. If the new hire works out, you have started the colleague bonding process at the earliest possible stage. Your candidate can learn what it will take to be successful, both day to day and on a long-term basis.
• A high-level manager or senior executive: Once a candidate has been thoroughly vetted, it is helpful to have a senior manager weigh in. This person has a global view of long-term organizational fit. For business-critical roles, you need their buy-in, in order for the hire to be successful.
• A direct report: In some cases, you may want to include the possible future direct report of a person in their interview. The chemistry has to be right and, while you may not learn everything from a single meeting, it will help to pinpoint any flagrant red flags or personality conflicts.

Best Practices

Here are a few tips to follow as you fine tune your interview team:

• Make sure everyone is on the same page. Train your team ahead of time. Set the criteria for successful interviews. Coordinate the process, so key questions are not repeated and everyone is not firing them at the candidate at the same time. You want your prospective hire to be relaxed and sharing openly and honestly, not guarded, nervous or defensive.
• Use consistent, repeatable interview practices. Any inconsistencies will add variables, which make it more difficult to accurately track and interpret results.

The PrideStaff Fresno recruitment team can help you address interviewing, hiring and related human capital challenges to build your company for a successful future. Read our related posts or contact us today to learn more.

Tips and Strategies for Applying for a Job Outside of Your Skill Set

When it comes to your career, there’s no such thing as dreaming too big. If you’ve set your sites on a job you’re not exactly qualified for, it may seem impossible to even score an interview — but it’s not. Whether you’re trying to change careers or simply land a job that will require you to fill some pretty big shoes, you can markedly improve your chances of success by properly marketing yourself.

4 Ways to Get a Job When You Don’t Meet the Hiring Criteria

Use a Functional Resume

Chronological resumes — the traditional format — place a heavy emphasis on recent job experience, but this layout won’t do you any favors. Instead, switch to a skills-based format showcasing your transferable skills, to focus on what you have to offer, rather than what you’re lacking. Your employment history goes at the bottom of the page, so it’s still there, just not front and center.

Gain Relevant Volunteer Experience

Learning skills on-the-job is only one way to boost your resume. If you’re a career changer trying to break into an entirely new realm, volunteer some of your free time in a position similar to one you’d like to secure as a full-time gig. This is a quick and easy way to gain valuable experience to boost your resume, and help a great cause in the process.

Demonstrate Cultural Fit

For many employers, finding a candidate who can seamlessly adapt to the company culture is even more important than an amazing skills fit. Research the company by carefully reviewing the corporate website, blog, social media presence and employee review sites like Glassdoor.com to learn more about its culture. Use this information to write a cover letter that matches the tone of the company and craftily weaves in aspects of your personality that would make you blend right in with the rest of the team.

Emphasize Your Passion for the Work

Employers want to hire a candidate who is truly excited about the job, so also use your cover letter to specifically explain what interests you about both the position and the company. In a situation where you’re seriously underqualified, very briefly acknowledge this and emphasize your willingness to learn. If you’re currently enrolled in a training program, mention this as it shows the reader you’re serious about boosting your skill set.

Find a Job That Makes You Happy

If your current job no longer feels fulfilling, it’s time to move on to a position you’re passionate about. PrideStaff Las Vegas offers temporary, temp-to-hire and direct hire opportunities with some of the top employers in the region. Take the first step towards your future and contact us today!

Why You Should Make a Mistake This Week

To start, no, that title has no typos (although that would be deliciously ironic). We all strive so hard to achieve flawless work and avoid doing anything wrong that we forget the old adage about learning from our mistakes. As philosopher and educational reformer John Dewey put it, “Failure is instructive. The person who really thinks learns quite as much from his failures as from his successes.” See what you can learn from making a mistake.

• Your teachers were right.

Everyone makes mistakes. Think of anything you started doing for the first time. Did you figure out how to do it right off the bat? Or did you make beginner errors and slowly but surely learn what worked better and what worked best for you? We live in an era of perfectionism, but the fact of the matter is that if you live your life afraid to make mistakes, you’ll find yourself stuck most of the time, not attempting anything new until you master it first. And how can you master something until you’ve tried it and seen what doesn’t work? 

• Don’t view mistakes as failures.

You only fail when you don’t try. Think of the “failures” of Thomas Edison, who famously said he learned over 9,000 ways an electric light bulb didn’t work before getting it right. Think of Steve Jobs, whose early version of the Mac computer did so poorly that he lost his job at Apple. Think of J.K. Rowling, whose first Harry Potter manuscript received rejections from twelve major publishers. And while you may never achieve the fame of these three, you can still find something good in making mistakes if you persevere. 

• It will give you a chance to grow.

The concept of personal growth gets a little overdone at times, but it rings true: By doing something you fear or taking a chance on something new, you may fall flat on your face … but you might not. Or, in the words of the old song, you’ll pick yourself up, dust yourself off, and start all over again – but with that much more experience. View mistakes as experiences, both good and bad, and you can always move forward.

So try something this week, something that you’ve never done before, something that seems daunting, and see what you can get from it. And if you keep making mistakes in your job search, reach out to PrideStaff to help you out.

Don’t Network Online Only

Social networking is a critical tool in your job search – but it’s not the only one. Never underestimate the power of your personal connections. Research has shown that more than 80 percent of jobs are found through one-on-one networking. According to the Pew Research Center, the average American has approximately 634 contacts – including family, friends, and current and former colleagues. Not all will prove fruitful, of course, but many will offer potential.

It’s Who You Know

The more people with whom you network, the more leads you’re likely to generate. Utilize social media, but follow up with in-person contact. Just one method is to engage in groups to showcase your knowledge and then get to know people personally. Expand your network by getting out there.

• Attend conferences, meetings and events where you can engage with people in your field or profession. Spread the word that you are on the market and open to suggestions. As your network expands, your chances of landing a job will increase significantly.
• Make a list of your priorities. Then determine which of your connections would make the best reference for each of them. By creating a list of contacts with the highest potential for leads and communicating with them frequently, you are effectively using your personal network.
• Show respect. Speak with your contacts in a friendly, professional manner. Be polite and engage them in discussions on topics other than just your job search. Offer to do something for them in exchange for the help they are providing you.
• Participate in job fairs. Research companies that interest you ahead of time. With each person you meet, ask for contact details and references. Your goal is to leave a lasting impression, so you can follow up with them or even get a call from them down the line.

Arrange Informational Interviews

The purpose of an informational interview is not to get a job, but to learn more about the market, a specific company or role, or additional connections. Be proactive in setting up these networking opportunities.

• Send a copy of your resume in advance.
• Pay for coffee or lunch and plan to keep the person you meet updated on your status. They have assisted you – and it shows courtesy to thank them and keep them in the loop.

Participate in Networking Groups

More formal networking can be done through meetings of groups, which are sponsored by professional associations, schools, community centers and churches.

• Come prepared. Have a 60-second “elevator speech” describing yourself, your qualifications and your career goals.
• Be ready to join in and help others. Networking is a two-way street. Think about people you know. The more you reach out to help others, the more they’ll want to reciprocate.
• Make it easy for people to reach you afterwards. Have resumes and business cards available. Don’t be shy about mixing with other participants. Introduce yourself to the group leader and stick around after the meeting ends to talk to others.
• Put your best foot forward. Dress casually but professionally. Remember, these people may be recommending you to someone they know, so look as though you merit their trust.

The experienced recruitment team at PrideStaff Modesto would love to help you build your contacts and opportunities – and find your next great job. Our local offices are backed by a national network that spans the United States. Contact us today to learn more about what we can do for you.