Email is Killing Your Productivity: Staying Productive amid Distraction

With ongoing onslaughts of work emails, personal emails and multiple open browser windows, the workplace is becoming increasingly distracting. We’ve all experienced a colleague’s phone buzzing during a meeting or conversation, and it’s tough to get back on track following these digital distractions.

According to a recent University of California study, there are typically only three minutes of consistent focus before an employee in an average workplace is interrupted or self-interrupts. Then, it may be as long as 23 minutes before they get back to whatever task they were working on.
In another study, it was shown that businesses lose more than $10 million a year, or $10,000 per employee, on distractions and poorly designed technology. Of 515 people who took this survey, 45 percent reported working interruption-free for just 15 minutes or less, on average. For 53 percent or respondents, at least an hour a day was consumed by various digital distractions.

How to Fight Back

Some companies are taking conscious efforts to combat this problem by bringing back the phone call or banning devices during meetings. In order to minimize distractions, you need to manage your work environment so you can focus on achieving the day’s business priorities.

Encourage employees to use the first hour of their day to make headway with their top priority or most difficult projects. Consider a “quiet time” policy where digital devices are turned off or set aside. Or, at least designate a conference room or other space for this purpose.

While email is invaluable, it is one of today’s most problematic work distractions. If left unchecked, your employees could spend entire days simply reading and responding to their messages. Direct and encourage them to:

Schedule email times. Set aside specific times to check and respond to mail. This may be right before lunch and again about an hour before the end of a work shift. It may be useful for them to let their contacts know, so they can reach them another way in case of an emergency.
Be sure that emails are turned into action items. If a person requires more than a few minutes to respond to or act upon an email message, have them turn it into a new action on their to-do lists.
Emails should be closed — or at least, audible alerts turned off — when not in use. This eliminates the temptation to check them constantly. Most programs also will allow users to fetch new messages manually with a “send/receive” button, or to get new mail automatically at certain times, such as every three hours.

With a little thought and creative planning, you can maintain maximum productivity while allowing your team to stay in touch with their world. And technology will remain your friend and business assistant, instead of becoming a liability.

To learn more about building workplace productivity – and the team you need to get there – consider partnering with the recruitment and employee development experts at Pridestaff Modesto. Contact us today to learn more.

Hiring Talent from Your Competitors

As one of the top recruiting firms in Tempe, PrideStaff knows the ideal candidate for your job isn’t always looking for a new opportunity. In fact, they make be gainfully employed – and perfectly content in their current position. But just because they aren’t actively pursuing a new job doesn’t mean they’re not open to one. They’re just going to be more selective than an active job candidate.

So with that in mind, how can you entice them to make a move to your company? Start by considering these tips:

Learn all you can about the candidate.

Before you reach out to a potential candidate, find out all you can about them, whether it’s Googling them, looking to LinkedIn, or reading up on their bio on the company website. When you learn about their background and skill set, you may find areas in which you can offer them specific opportunities for advancement and growth. You can leverage these perks when you’re selling your opportunity.

Learn about their current job.

Find out about their current company’s employer brand. Do they have a strong reputation or a weak one? In what areas can you offer better perks, benefits or opportunities to the candidate? You have to entice the candidate to want to make a move to green pastures.

Make sure your job is clearly defined.

Nobody is going to risk leaving their existing employer for a vague opportunity or one that doesn’t have clear duties, expectations, and goals. So if you don’t know all the details of the position you’re hiring for, find out. You want to ensure you’re able to properly sell the position to the candidate, as well as answer any questions they may have.

Determine what makes it special.

In other words, what makes your company or the position unique or rewarding? How will a candidate benefit from accepting an opportunity at your company? You need to go beyond the job’s day-to-day duties and focus on why your company is exceptional or the job is an “opportunity of a lifetime.”

In addition to talking about the perks you can offer, make sure you clearly define how your job will help improve the candidate’s career or life. Will it be a step up? Will they have more flexibility and a healthier work life balance? Will they be able to learn and develop in new and exciting ways? Whatever the case, make sure the candidate clearly understands the tangibles and the intangibles of the job.

If you’d like more help recruiting for your team, call PrideStaff.

As one of the top recruiting firms in Tempe, our specialists can help you with the process from start to finish, giving you access to the skilled and dependable people you need, where and when you need them. To learn more, contact us today.

Ask for an Interview in Your Cover Letter

Your cover letter is your introduction to your resume … and to you as a candidate. It shows your interest in a position and makes a personal connection between who you are and why you’re the right person for the job. Use the following tips to strengthen your cover letter and land an interview.

The most important element of your cover letter is the last one: the confident statement where you ask for an interview. It should leave the reader feeling that you are the best selection for their next hire.

Finish Strong

Research has shown that job seekers who ask for an interview in their cover letters are twice as likely to get one. Close your cover letter with a strong request that will help you land an interview.

Let your passion show. Your statement should illustrate your ability to fit into the company’s culture, and how your personality and work ethic are precisely what they are looking for. You might say, “I am very excited to learn more about this opportunity and share how I will be a great fit for ABC Corporation. I will contact you next week to follow up on my application and arrange for an interview.”
The most essential part of your closing is your call-to-action statement. Don’t end your cover letter by saying simply that you “hope to get in touch.” Explain exactly when you will do so – and, make sure you follow through.
Describe what you find attractive about working for the company. “I believe this is a position where my passion for this industry will flourish because of the opportunities you provide for your employees.” This shows how much thought you’ve dedicated to applying for the job.
Make it clear how the employer will benefit from your experience and skills. “I would appreciate the opportunity to meet with you to discuss how my qualifications will be beneficial to your company’s success.” Emphasize how your goal is to help the organization succeed, not how the position will contribute to your personal success.

The PrideStaff Modesto team of specialized professional recruiters can help you find, prepare for, and land your next great job in the Central Valley and beyond. To access our job portal or learn more about our services, including cover letter and resume preparation, contact us today.

5 Signs It’s Time for a New Job

Do you constantly feel an unhealthy level of pressure at work? Do you dread Mondays? Do regularly butt heads with your boss?

As one of the top employment firms in Phoenix, PrideStaff knows these are some clear signs that it’s time to initiate your job search and look for new opportunities. But what about when it’s not so obvious? In other words, you think you might want a change, but deep down you’re not really sure.

The end of the year is a great time for reflection. So dig a little deeper and evaluate your situation so you can make the right move in 2016. To help you, here are some subtle signs you’re ready for greener pastures:

You’re a clock-watcher.
You used to hit the ground running each day, operating at optimal efficiency. But now it seems like the days can’t end soon enough. It may because you’ve outgrown your job. It’s no longer stimulating and you’re bored as a result.

There are no advancement opportunities at your company.
You’ve been in your position for a while now and feel like you’re ready to spread your wings. The trouble is: There aren’t any opportunities to do so at your company. If that’s the situation you’re in – and you don’t see it changing anytime soon – you’re going to grow disengaged. It’s time to move on. The company may not be about investing in the development of their employees, so it’s time to find an employer who is.

You have no idea where you stand.
You don’t know if your boss loves or hates you work. That’s because you never get any feedback. You ask for it and either don’t get it all or it’s too generic to put to any good use. The best boss is one who is interested in your career development and is generous with insight and advice. If yours isn’t, you owe it to your career to find a more engaged boss.

There’s constant restructuring.
It can be hard to remain productive and motivated in a job when the company keeps re-structuring. You might not even know whether you have a job from one week to the next. While even the best companies undergo restructuring, it’s a process that eventually needs to end. If it’s ongoing with your employer, though, it’s a sign of turbulence and perhaps more challenges ahead.

You hate talking about your job.
Whether you’re with your family or out with friends, you don’t want to talk about work…ever. You think about it all the time, but talking about it just emphasizes your frustration. This is a big red flag that you’re somehow either overworked or unfulfilled by your job.

Do these signs sounds familiar? Are you ready to make a move to a new job?

Call PrideStaff. As one of the top employment firms in Phoenix, we can partner with you to get to know your career goals and needs. We’ll then get to work finding opportunities that are a great fit for you. Contact PrideStaff today to learn more about how we can help you.

Are You Making These Common New Manager Mistakes?

As one of the top recruiting firms in Phoenix, PrideStaff knows getting promoted into a management position is certainly exciting. However, there’s not a lot of time to revel in your success. You’ll be expected to get up and running and soon as possible. However, there are a few common mistakes that quickly derail many new managers. What are they – and how can you avoid them? Here’s a look:

#1: Micro-managing.

It can be a little scary that your success depends on the performance of others. However, that shouldn’t give you license to become a helicopter boss. Micro-managing will quickly lead to frustrated employees, which isn’t the foot you want to get off on in your new role. Instead, actively listen, clearly communicate goals and expectations, and then give employees the freedom to do their jobs.

#2: Not defining expectations.

One of the quickest ways to disengaged employees is not being clear about your goals and expectations for each one. That’s why it’s so important to meet with each staff member individually, talk about what you expect and when, and offer plenty of feedback on a regular basis. When you’re both on the same page, you’ll enjoy more positive results.

#3: Acting too quickly.

You probably have your own vision for your team. However, don’t move too quickly implementing change unless it’s an absolute necessity. Take the time to learn about and understand your employees’ roles, concerns and challenges before you make any radical changes. If change is in the works, communicate about it often and openly with your staff so they know what to expect and when.

#4: Letting your promotion go to your head.

If you’ve been promoted, then clearly you’re doing something right. However, that’s not a license to act in an arrogant or egotistical manner. If you do, then you’re quickly going to alienate your fellow managers, as well as your new team members.

#5: Not seeking advice.

Asking for help is not a sign of weakness. It’s a sign that you understand your limitations and want to learn and grow so you can achieve your leadership potential. So don’t ever be hesitant to seek counsel from other managers and experts both inside or outside your company.

As the boss you have a lot of hats to wear.

If one of them is hiring, and you need help with the process, turn to the experts at PrideStaff. As one of the top recruiting firms in Phoenix, our specialists can help you with the process from start to finish, giving you access to the skilled and dependable people you need, where and when you need them. To learn more, contact us today.

What 3 Things Work-Related Things Are You Thankful For (Besides the Paycheck)

Thanksgiving is just around the corner, so there’s no better time to reflect on everything you’re grateful for this year. As a gainfully employed professional, you’re certainly pleased to be earning a paycheck, but think about the other aspects of your job for which you’re thankful.

If you’re working for a company that deserves you, it should be easy to come up with a long list of work-related things that make you feel fulfilled. Your job is a huge part of your life, so don’t settle for something that doesn’t make you truly happy. If you use the three sentiments below to describe your job, you’re in the right place.

Doing Work You’re Passionate About

You know you’ve stumbled onto a really good thing when your job doesn’t even feel like work. Whether you’re working for a cause that’s close to your heart or have the ability to use skills that truly make you happy, consider yourself very fortunate if you’ve found your passion. A true sense of job satisfaction is something even the highest salary could never match.

Being Part of an Amazing Team

For most employees, their colleagues are simply people they collaborate with on projects and sit next to in a cubicle. If your co-workers feel like family, you work for a company that’s really special. You spend at least 40 hours per week at the office, so if you’re surrounded by people you truly enjoy, you’re enjoying a much higher quality of life than most of the workforce.

Having an Outstanding Manager

A bad boss can make your life miserable by treating you unkindly and hindering your growth. You deserve a manager who is genuinely kind, supportive and truly believes in you. If this sounds like your boss, consider yourself very lucky. It’s a wonderful feeling to have a manager in your corner you feel comfortable going to with any issues, who is committed to helping you learn and grow.

Find a Job That Makes You Happy

Are you stuck in a career rut? PrideStaff Las Vegas can help. We offer temporary, temp-to-hire and direct hire opportunities with some of the leading companies in Las Vegas. Contact us today and let us help find you an exciting new career opportunity.

The Best Ways to Build Your Network

“It’s not what you know; it’s who you know.”

This common saying holds true in many respects for job hunting, and it makes sense — most people would rather hire someone they know or someone whom a mutual acquaintance can vouch for. In fact, it’s how the majority of hiring occurs. And at a time when one job opening can yield somewhere in the neighborhood of 200 applicants, it does help to have your resume get moved toward the top of the pile. But where do you start? How do you effectively build your network?

Start with the basics.

If you have friends, family, co-workers and superiors, you’ve got the start of your network right there. Don’t be afraid to ask them to connect you with others in your preferred field … who better to introduce you than someone who knows you well both socially and professionally? And this isn’t you asking someone to get you a job; it’s simply making those connections and turning them into possible professional relationships. A good referral can go a long way.

Use social media.

It’s called social networking for good reason. Use social media sites such as LinkedIn, Twitter, and Facebook for the exact reason they came about – to connect with others. LinkedIn’s very design brings professionals together. So create a detailed profile, add those aforementioned friends, family, co-workers, and superiors to your network, and see whom they know and could “introduce” you to. Find groups within your geographical or professional area. Use Twitter to follow businesses and people you’d like to network with and create a presence by responding to their tweets or posting articles related to their industry. See who you know on Facebook who might have helpful business connections.

If you want to get something, it helps to give something.

Avoid networking with the sole purpose of using others to get you a job – see what you can do for them, too. Sometimes it’s as simple as creating an informational interview by reaching out to set up a coffee date (where you treat, of course) and telling the person that they work in a field you’re interested in getting into, and you’d love to hear about how they got into it. That way, it’s more of a conversation where you can offer to help them with something as well, whether it’s volunteering your expertise or connecting them with someone down the road. Give support to get it in return.

Check in.

Connections work best when they actually remember who you are. Meeting someone and then asking for a favor out of the blue won’t get you as far as if you maintain some sort of relationship with the person, reminding them that 1) you’re still out there, and 2) you’re available to help them as well. Figure out who in your network would be the most helpful and cultivate the relationship as best you can.

You may have the best qualifications around and a terrific work ethic, but sometimes you need someone else to help you find the position. Use your network to help you open doors; it’s then up to you to walk through. For help with networking strategies, visit PrideStaff.

The Challenge of Hiring the Best Employees for Your Team (Not Just the Job Assignment)

You probably get dozens of resumes for each open position on your team, so it’s always exciting to find a candidate who has all the skills you’re looking for. While this person may seem perfect on paper, it’s important to keep your options open, as they may not be the right fit for your company culture.

Sometimes the best person for the job isn’t quite as talented as your top contender, but that really doesn’t matter if they’re a better fit for the team. The skills needed to excel at the position can be learned, but personality traits are innate. If you want to have a strong, fully functional team, you need a group of people who seamlessly fit together.

Consider yourself very fortunate if your most highly skilled candidate is also a great match for your company culture, but it doesn’t always work that way. Hiring decisions can be tricky, as personality and skills both need to be weighed in, meaning your ultimate choice isn’t always the most obvious one.

3 Benefits of Hiring for Company Culture

Still think it’s okay to hire for skills alone? Learn three reasons you need someone who’s a good cultural fit:

Better Work Environment

Simply put, teams of like-minded professionals function better than those with major differences. When everyone shares the same values, people are much more likely to get along, which makes collaboration much easier.

Greater Levels of Productivity

Teams with the same work style are much more productive, because they’re all on the same wavelength. It only takes one person to disrupt the flow and cause delays for everyone.

Higher Retention Rates

People want to work for a company where they fit in. If you hire someone who clearly doesn’t mesh with the rest of your team, they’re not going to last very long. The last thing you want is to have to start the hiring process over after you’ve just finished it.

Find the Best Fit for Your Team

Searching for the right person to fill an open position on your team? Contact PrideStaff Las Vegas. We work with some of the most respected companies in the area and can assist you with the growth of your organization.

These Commonplace Compliance Mistakes Will Cost You

Everyone bends the rules sometimes, right?

As a company, you cannot afford – in any sense of the word – to take this sort of attitude toward certain areas of compliance. Read on to find out about common compliance mistakes that you can easily avoid when filling out the OSHA form – because not doing so can put your business in jeopardy.

Mistakes to avoid:

Recording incidents incorrectly.

If you happen to record an illness as an injury, as per OSHA qualifications (OSHA makes it clear which is which) you could face heavy consequences. Remember that cumulative incidents such as sunburn or noise-induced hearing loss are considered illnesses. Incidents that occur suddenly or from a single exposure are considered injuries.

Not entering incidents of temp staff.

Even if a person is working for you as a contract temp, if an incident occurs, it must go into your OSHA injury and illness records. Improper recording of a temporary employee’s incident can cause headaches for you, as well. If you are in charge of day-to-day activities, you have a responsibility to keep a proper log of all employees.

Not recording incidents within time allotted.

If you know of an incident on the day it occurs, you have a duty to record it within seven days. If you find out a few days after it happened, your seven days starts then. But either way, you must record it on Form 300 within that time frame. Update your logs regularly and often – when you forget and do them only once a month, or even less often, you’re asking for trouble. Get it logged while the incident is still fresh in your mind.

Under-reporting “Total Hours Worked.”

In Form 300-A (Summary of Work-Related Illnesses and Injuries) you must record the total hours worked by all employees at the establishment during the corresponding year. Most employers under-report, not realizing that doing so will artificially increase your incidence rates. This usually comes from employers forgetting to count any and all hours worked by those in support roles, the boss him/herself, and supervisors and managers.

Forgetting to add a case number.

In column A of Form 300, you list all of your case numbers. You make up the numbers yourself, remaining consistent across the board as you assign to each incident. Note that this same number must go on Form 301, line 10, under “Injury & Illness Incident Report.” Not doing so will mean mistakes in your record keeping, which threatens you being in proper OSHA compliance.

A little thought before the incidents occur will allow you to not only attend to more of your employees’ needs, but also stay in compliance with OSHA regulations. For help with any OSHA-related needs, visit PrideStaff.

Top Job Seeker Posts of 2015

Ask for an Interview in Your Cover Letter

Follow Up After Your Interview

How to Decline a Job Offer

Email is Killing Your Productivity: Staying Productive amid Distraction

Hiring Talent from Your Competitors

Learn all you can about the candidate.

Learn about their current job.

Make sure your job is clearly defined.

Determine what makes it special.

If you’d like more help recruiting for your team, call PrideStaff.

Ask for an Interview in Your Cover Letter

5 Signs It’s Time for a New Job

Do these signs sounds familiar? Are you ready to make a move to a new job?

Are You Making These Common New Manager Mistakes?

#1: Micro-managing.

#2: Not defining expectations.

#3: Acting too quickly.

#4: Letting your promotion go to your head.

#5: Not seeking advice.

As the boss you have a lot of hats to wear.

What 3 Things Work-Related Things Are You Thankful For (Besides the Paycheck)

Doing Work You’re Passionate About

Being Part of an Amazing Team

Having an Outstanding Manager

Find a Job That Makes You Happy

The Best Ways to Build Your Network

Start with the basics.

Use social media.

If you want to get something, it helps to give something.

Check in.

The Challenge of Hiring the Best Employees for Your Team (Not Just the Job Assignment)

3 Benefits of Hiring for Company Culture

Better Work Environment

Greater Levels of Productivity

Higher Retention Rates

Find the Best Fit for Your Team

These Commonplace Compliance Mistakes Will Cost You

Recording incidents incorrectly.

Not entering incidents of temp staff.

Not recording incidents within time allotted.

Under-reporting “Total Hours Worked.”

Forgetting to add a case number.