Should You Use the Same Cover Letter for All Interviews?

Your resume will be stacked up against more competition than ever before – so be sure to make your cover letter stand out from the crowd. Because unless a recruiter or hiring manager is impressed by your cover letter, they won’t even get as far as your resume.

Six Crucial Seconds

An employer or recruiter spends an average of approximately six seconds on the initial scan of a cover letter or resume. If it’s bland or generic, it immediately gets tossed into the “rejection” file. On the other hand, if your cover quickly addresses the unique qualifications you bring to the table and is relevant to the job and the company’s hiring needs, you have a winner.

Market Yourself

Think of your cover letter as your introductory piece of marketing collateral. Hiring is about more than just the qualifications outlined on your resume. It’s also about your communication skills, intellect, emotional intelligence, enthusiasm, and drive – all traits that can be highlighted in your letter.

• Don’t just summarize your resume. You do yourself a disservice if you use your cover letter to simply repeat the same information included on your resume. The letter should add something new to your candidacy; for example, personal traits and reasons why you’re interested in the job.
• Keep the tone of your cover letter conversational and engaging. Use it to make a convincing case that you are the best fit for this specific opportunity.

No Form Letters Allowed

Hiring managers can tell when they’re reading a letter tailored to their job. If your cover letter works for all the jobs for which you are applying, then it needs to be more customized.

• Research the position and the company. Reflect this knowledge in your cover letter. Be sure to include keywords from the job description here, as well as on your resume.
• Find the name of the hiring manager and address the letter to them. Uncover their name and title as part of your research. Salutations like “Dear HR Manager” or “Dear Sir or Madam” are not acceptable.
• Tell how you can meet the company’s needs if hired. It needs to be all about them. Quantify and give specific examples that support the claims you are making. As you write your cover letter, put yourself in the hiring manager’s place and give them an answer to the question, “Why should I consider hiring this person?”

Remember, your goal is to get a phone call and an appointment for an interview, not simply to fire off as many cover letters and resumes as possible.

Turn to the specialized recruiters at Pridestaff Modesto for additional guidance as you perfect your cover letter and resume – and implement your successful job search strategy. And, keep an eye on our job portal for the latest openings in your field. Read our related posts or contact us today to learn more.

How to Show Off Your Awesome Company Culture to Job Seekers

As potential candidates look at employers, they value company culture just as much – and sometimes more – than a steady paycheck, particularly the millennial generation, which will soon make up almost half the workforce. The reality is that you need to advertise yourself to candidates just as much as they have to show their best qualities to you in order to find a well-balanced match. If you have a company culture that you know will appeal to top job seekers, you want to do what you can to let them know about it by showing them what your culture entails in every step of the hiring process.

• Show how the company engages with the position.

During that initial interview with HR, they need to make it clear and specific to the candidate how the role connects to the rest of the company. Rather than speaking in broad terms, focus on the details of the role and indicate that they take it seriously, demonstrating that the company has the means and intention to utilize everyone rather than sectioning work off. 

• Toot your own horn.

If you want potential employees to know what an amazing place you are, take up the resume angle and let them know about your company’s achievements, complete with quantifiable numbers if possible. This shows job seekers what you’ve done and where you’re going – and if you frame it right, they’ll want to come with you and help the company grow. 

• Give candidates a seat at the table.

To that end, talk to the candidate about what they’ll be involved in and how they can grow; let them know what sort of path a career with your company can take. If you have recent initiatives, discuss them with the candidates and ask for their opinion and what approach they would take. In discussing this you’ll also give a good idea as to your company’s culture in terms of what sort of pace you all set and whether you take a formal or informal path. 

• Extend the interview beyond one room.

After the formal interview, take the candidate for a walk around the office to show them around and introduce them to other staff – their potential coworkers. What better way to show off your culture than allowing a look at the real thing? You may also want to consider having the team they’ll work with sit in on the interview as well to allow the candidate to get a feel for how everyone will work together. 

• Keep it timely.

Anyone who’s ever waited weeks for a response after an interview gets the impression that the company doesn’t truly care about the hire – the person or the position. No matter the next step (follow-up interview or making an offer), do so promptly. Even if candidate doesn’t quite fit this particular role, who knows what may come up down the line…and it gives a positive impression of your company culture by showing respect for the job and the person’s time.

Whether your company focuses on sales or not, you’re always selling yourself to get the best talent. Showing off the company culture goes a long way toward bringing them on board. Next time you want to promote your culture to job seekers, do so with some help from PrideStaff.

Help your friends. Get paid. It’s that simple!

Do you know someone who dreads heading into work each and every day?

We can help you, help them.  And you’ll get rewarded too!

If you know someone currently looking for employment, or someone that might benefit from a change in scenery, let us know. Simply complete this short Refer a Friend form and we’ll get to work finding job opportunities that match their skills and interests.

As a bonus for helping a good friend, you’ll get rewarded too. For each person you refer who works a minimum of 160 hours, you’ll get $100!

Refer a friend now!

Have You Outgrown Your Employer?

It happens to almost everyone at some point in their career. You reach a point where you hit a wall in your current position and are unsure what steps to take. When you’ve outgrown your job, your feelings of boredom, underutilization, lack of challenge and plain old unhappiness can be devastating.

The Writing is on the Wall

You may have outgrown your job if any of these signs are painfully familiar to you:

• You’re not challenged enough. You may have gained lots of great experience, but your responsibilities haven’t kept pace with it. You’re not stretched enough and there doesn’t appear to be any more room to grow.
• You can’t see where your role is taking you. There are no evident opportunities for you to be promoted at your company. Or, you can see where you’re going, but it’s not at your current place of employment.
• The passion is gone. You no longer think about the possibilities and contributions ahead with a sense of excitement. As noted by Teri Hockett, CEO of What’s for Work, “Your job might not be 100 percent interesting at every moment. But 80 percent or more of your time at work should be enjoyable or interesting.”
• Your inner voice says it’s time for a change. You can’t stop thinking about quitting or at least exploring what’s out there. Or, your body lets you know. It feels out of balance; for instance, you get head, back, stomach or muscle aches or you have trouble eating or sleeping.
• You fail the “last day in your life” test too often. Steve Jobs used this test every morning and shared it in his 2005 commencement address at Stanford University: You ask yourself, “If today was the last day of my life, would I go to this job?” You can answer “no” on occasion, but not on a regular basis.

What to Do

Should you go or should you stay? Only you know for sure.

• Think about possible changes in your current job. Consider what opportunities may fit the direction in which you want to steer your career. If the mission of your company is the right fit but the skills you use are not, get training and volunteer for projects that may open new doors for you. Have a constructive conversation with your boss that outlines your goals. Ask what the organization needs that might align with your aspirations.
• If it’s time to move on, start experimenting. Find ways to gain insight and experience with anything you have a hunch may be right for you. Brainstorm a list of possibilities. Then ask yourself, “How can I get a better taste of what this would actually be like?” Perhaps you can volunteer for an organization you think you might like to work for. Or, meet with someone at that company for an informational interview. Get as much feedback as possible. When an experience resonates positively for you, keep following that path.

Consider partnering with PrideStaff Modesto to improve your opportunities and find your career niche – whether it’s at your current company or elsewhere. You’ll have access to a broad range of positions, as well as the resources you need to build your skills and realize your dreams. Read our related posts or contact us today to learn more.

3 Ways a Short-Term Temporary Job Can Help You Advance Your Personal Life

If you’re like most people, when looking for a new job, you probably only consider direct hire positions. You’ve likely seen a few temporary employment listings, but quickly passed them over because you didn’t realize all they have to offer — but it’s time see what you’ve been missing out on.

Whether you’re new to the workforce, trying to switch careers or simply want to take your time making your next move, short-term temp work just might be the perfect choice. It’s hard to be truly happy when holding a job you hate, so use this opportunity to change your life for the better.

3 Ways Temporary Employment Can Boost Your Personal Life

Trying to decide if temp work is right for you? Learn three ways you’ll benefit from this type of non-traditional employment.

More Money

Finding the right job can take months, but you need money to pay the bills in the interim. Working as a temp allows you to earn a competitive salary and take your time searching for the right opportunity. Instead of accepting the first offer that comes along just because you need the money, you can enjoy being selective.

Skill Growth and Development

As a temp, you’ll gain a wealth of experience in a very short period of time that will look great on your resume. No two companies are the same, so you’ll learn something new at each temp assignment you accept that will make you even more valuable to potential employers. This is the absolute best way to gain a great deal of experience quickly!

Business Networking and Connections

In the professional realm, the more contacts you have, the better. When you hold temp jobs at multiple companies, you get the chance to substantially broaden your network in no time at all, with minimal effort. You never know who might be able to connect you to your dream job, so this exposure can be largely instrumental in shaping your career.

Ready to jumpstart your career? Contact PrideStaff Las Vegas. In addition to temporary employment opportunities, we also offer temp-to-hire and direct hire positions with some of the most competitive employers in the region.

Why Employee Recognition is so Powerful

We’ve all heard the stories about the employee in the large company who feels like just one more cog in the giant corporate machine, doing a thankless job and getting no recognition aside from a paycheck and a W-2. And as an employer you might make the legitimate statement that you simply don’t have time to learn each person’s name and pat them on the head for a job well done; most of that is from an increasingly entitled generation who expects accolades for simply doing their job.

But there’s something to be said for employee recognition; and if you can make it feel legitimate and actually does something positive for all involved, you’ll reap what you sow.

• Titles matter.

When you give an employee a vague title, such as “executive administrator”, nobody knows what that means. Defining roles through titles tells an employee exactly what they need to do, and they’ll rise to the occasion. Moreover, others will follow suit, knowing that they go to Person X for a specific request or question. A specific title gives a sense of purpose that a broad, overarching one does not.

• Make them feel wanted from day one.

Some companies wait until an employee has been there for a number of years before officially recognizing that person’s contributions; if you start early, you demonstrate that you value him from the get-go and consequently earn his commitment. John Ruhlin of The Ruhlin Group points out that his company gives employees an engraved piece on their first day, showing how happy and excited everyone is to have them there.

• Make it meaningful.

Gifts of significance and thoughtfulness often do more for employee morale and longevity than an increase in salary. If possible, do something for employees that makes their lives easier, such as offering an extra day off once a month, or flexible schedules to pick children up from school, demonstrating that you understand they have busy lives and you want to do something to help alleviate some of the stress and help achieve that work-life balance. It goes much further than free doughnuts in the break room.

• All employees want to feel wanted.

So make sure to treat everyone as valuable, from the highest CEO to the lowest-paid staff worker. Nobody wants to feel replaceable, so treat everyone with respect. Allow entry-level level employees in on important meetings and solicit their opinions; give them responsibilities and let them have a voice on decisions. This empowers them to rise to the occasion and feel like a valued part of the company, and it will get the best out of each person.

The saying, “There are no small parts, only small actors” applies here: Everyone’s role is important. Make sure that your employees know that you realize that as well. For more tips on how to recognize your employees, contact PrideStaff today and speak to one of our skilled experts.

How to Know an Employee is Unhappy

Leading a team isn’t easy. And no matter how skillful you are at it, there will be times when you have to face the challenge of dealing with an unhappy employee. If you handle it well, you can turn a disgruntled poor performer into a star. If not, you may lose the employee due to job dissatisfaction or worse, face legal action.

A 2015 study of close to 1,400 employees showed that people who are happy at work are 22 percent more likely to be productive. As noted by workplace productivity expert Cholena Orr, “People who are productive are likely to be happier at work, and people who are happier tend to be more productive at work.”

Signs of Unhappiness

Look for these signs that an employee is unhappy or dissatisfied at work:

• They focus on the wrong things. Unhappy employees report higher instances of procrastination. They have 16 percent greater difficulty focusing on important work and are 17 percent more likely to attend unnecessary and unproductive meetings.
• They come in late or work excessive hours. It may seem surprising, but unhappy employees are 13 percent more likely to work more than 50 hours a week. This doesn’t necessarily result in better outcomes; in many cases, it is detrimental to performance. Productive employees work reasonable hours and are 10 percent more likely to have a healthy work/life balance. Disgruntled workers also may tend to avoid responsibility through absenteeism or tardiness.
• They complain about a lack of management direction. Unhappy employees are 31 percent more apt to complain about having no direction. They may avoid contact with management and thus miss out on opportunities to gain the clarity they need to provide them with direction.
• They have a messy workspace. There is a 17 percent greater likelihood that an unhappy team member will have a messy desk, an overflowing inbox or files tossed all over the place. These employees are 14 percent more likely to spend up to two hours a day looking for information that they’ve misplaced.

Helpful Tips

Here are some tips to help identify the cause of employee unhappiness and move toward a solution:

• Assess the situation thoroughly. Take time to find out what’s really going on. If the issue stems from something within your company, gather as much information as possible before deciding how to act. If it’s an external lifestyle factor, don’t ignore it. Use this as an opportunity to show a person that you – and the company – care.
• Don’t put it off. The longer you wait to address an issue, the more time it has to fester. And, depending on the specifics, you may need to discuss it with the rest of your staff as well. Nip any rumors in the bud and let people know the situation is being handled, without disclosing any information that may be confidential.
• Keep cool. Keep your head on straight and your temper under control when handling an unhappy employee. If they begin to get upset, speak gently and allow them time to calm down. Step away momentarily if necessary; they may need time to process before they can resume a professional conversation.
• Discuss strategy. Outline key performance indicators clearly in a one-on-one discussion. Don’t leave it up to email or group communications.

The PrideStaff Modesto workforce development team can assist as you develop an effective strategy for dealing with unhappy employees. Contact us today to learn more.

How to Ace a Job Interview When You’re an Introvert

Speak up! Look the interviewer in the eye! Ask questions! All the usual advice for doing well in an interview may not seem so easy to put into play if, like many job seekers, you fall into the category of introvert. So how do you manage to make a good impression when, too often, interviewers mistakenly translate shy or reserved into uncommunicative or unfriendly? Use your introvertedness as power, not a weakness.

1. Start off on the right foot.

Preparing for the introduction ahead of time allows you to feel more confident when you first meet the interviewer. Fair or not, many interviewers judge candidates based on their enthusiasm, and the calm quiet of the introvert can get misunderstood as bored or uninterested. Find out the interviewer’s name beforehand and go on LinkedIn or other social media sites to see if you have anything in common or simply discover a talking point as an ice-breaker when you first meet (and remember a firm handshake and a warm smile go a long way as well).

2. Do some prep work.

Introverts sometimes have trouble improvising answers to questions. Look up some of the most common interview questions and figure out your answers beforehand. Practice them so you sound confident but not rehearsed. So when the interviewer asks you. “Tell me about a time when you dealt with a difficult work situation,” you have an answer at the ready and sound polished, not panicked.

3. Expect the unexpected.

As a counterpoint, occasionally you may get a curve-ball: Some interviewers like to throw out unusual questions just to see how you’ll think on your feet. You may arrive and discover someone else will conduct the interview, the job description has changed somewhat, or that you’ll now attend an all-staff meeting in addition to the interview. Again, think about some of these situations and mentally prepare for how you would handle them. That way, if something comes up out of the blue, you’ve forearmed yourself a bit.

4. Take some time.

Before the interview, get some alone time. Introverts should aim for about 30 minutes before the interview to simply charge their batteries: listen to music, take a walk, read, draw, or just sit quietly. Allow for similar downtime after the interview where you can also review it and go over your strengths and weaknesses to better prepare for the next one.

5. Use your nerves as a strength.

While introverts dislike being the center of attention, and an interview is that very situation, they can turn that shot of adrenaline and ball of nerves into energy and enthusiasm. It may embolden you to make better eye contact and get your brain firing up with those answers you prepared, making yourself look more interested in the position.

6. Get some perspective.

Remind yourself beforehand that you got the interview because you have the background and talent they want. And don’t forget–you’re not the only one on stage. If you’ve made it to the interview stage, you’ve made it to the top of the candidate list, and the company has to sell themselves to you as well. Consider it more of a conversation, a back-and-forth that allows each of you to see if you’ll fit well together.

Companies need introverts, too – and that means you. If you do a little bit of prep work beforehand and get yourself ready, you’ll shine in your own way. For advice on interviews, visit PrideStaff.

The Customer’s Always Right… A 3 Part Series on Customer Service Jobs in Las Vegas

In the first part of the series, we explained four key traits that every outstanding customer service professional must have — outstanding listener, empathy, restraint and team player. Part two offered advice on five questions you can expected be asked during a job interview for a position in this line of work. The third and final part of this series will discuss a challenge everyone in this industry faces at least once — dealing with difficult customers.

You chose to work in customer service because you really enjoy being around people. Thankfully, most are pleasant and kind, making your job truly fulfilling, but of course there’s always a handful that are impossible to satisfy. Instead of allowing these challenging customers to wear you down, learn how to handle them in the best possible manner.

4 Tips to Effectively Deal With Difficult Customers

Listen to Their Viewpoint

Often times, people just want to be heard. Interrupting the customer will only make them angrier, so just stay quiet and listen to their grievances. Sure, the person might be overreacting, but they could also have a valid point. Listen carefully to see what you can do to make them happy.

Show Compassion

It’s your job to make the customer feel valued, so be empathetic to their needs. Let them know how sorry you are that they’re unsatisfied and display body language that supports this assertion — maintain eye contact, a sincere facial expression and a soothing tone of voice.

Remain Calm

Becoming visually agitated with the customer is completely inappropriate and it will resolve nothing. If you maintain a calm demeanor, the person will likely emulate this when they realize you really do care about solving their problem.

Don’t Take It Personally

It’s only natural to feel offended when a customer is angry, but try to remember they’re upset with the company, not you. If the person becomes abusive or degrading, call your manager for assistance instead of engaging in a battle with someone who is clearly upset about something much deeper.

Put Your Outstanding Personality to Work

If you’re a people person, a career in customer service could be your ideal fit. Contact PrideStaff Las Vegas to gain access temporary, temp-to-hire and direct hire opportunities with some of the area’s top employers.

3 Motivational Quotes to Share With Your Team

Your employees are a fantastic group of people. They’re passionate about their work, they frequently exceed your expectations and you strongly believe every single person adds value to the team. Working with a group of people like this is inspiring in its own right, but sometimes even the most driven professionals have moments of frustration—and motivational quotes can help.

Some of the most successful people in the world—both the super famous and those who prefer to stay in the background—have offered truly rousing sentiments about how they got to where they are today. Reading these words can remind your team of valuable lessons, including everyone encounters failure at some point in their life, major achievements don’t happen without a great deal of effort and the importance of doing truly fulfilling work.

Get Your Team Inspired with These 3 Motivational Quotes

Whether you send them in an email or hang them on a wall in the break room, these three quotes are sure to give your team a boost when they need a little extra motivation.

“The reason most people never reach their goals is that they don’t define them, or ever seriously consider them as believable or achievable. Winners can tell you where they are going, what they plan to do along the way, and who will be sharing the adventure with them.” — Denis Waitley

“Yes, I’ve made a great deal of dough from my fiction, but I never set a single word down on paper with the thought of being paid for it … I have written because it fulfilled me. Maybe it paid off the mortgage on the house and got the kids through college, but those things were on the side—I did it for the buzz. I did it for the pure joy of the thing. And if you can do it for the joy, you can do it forever.” — Stephen King

“The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather a lack of will.” — Vince Lombardi

Your company needs the best and brightest employees to get to the top of your industry — and stay there! Contact PrideStaff Las Vegas to gain access to leading professionals who are eager to join your organization.