Is There a Best Day of the Week to Search for Jobs?

This may surprise you, but that question does have a clear answer: Tuesday.

A 2015 study from SmartRecruiters recognized that companies tend to post jobs on Tuesday…and most places extend job offers on Tuesdays as well. If you think about it logically, it makes sense: Monday tends to be a bit frenzied; that’s the day used to plan the week and get everything organized. By Tuesday, the dust has settled a bit and there’s time to post positions. So how can you best take advantage of this?

Get yourself ready over the weekend and Monday.

Take some time to tighten up your resume, and put together a basic cover letter you can adjust as needed. Make a list of companies you want to look at or positions in your field you’d like to apply for. After you make those lists, you may also want to take some time to review where companies post their jobs — do they have a specific career/job opening page? Do you want to look through Linkedin? Indeed? Monster? See if you know anyone connected to the places you’re most likely to apply to…it always helps to have a reference or inside track. Finally, consider making a spreadsheet with the date you applied and where you applied to. Leave room for updates, either from the company itself or follow-ups you initiated.

Make the most of Tuesday morning.

The same SmartRecruiters study found that most jobs were posted on Tuesdays by 11 a.m. — the morning hurry had settled and HR had time to post positions…just in time to see who applied first during their lunch break. Most job seekers apply around 2 p.m., which makes for a 3-hour window to get your application in. While it’s not quite first-come, first-serve, you’ll probably get a better look from a potential employer if you’re one of the early applicants. So if you have your resume perfected, all you have to do is tailor your cover letter appropriately and fill out any necessary forms as soon as you see a posting.

Stay strong for the rest of the day.

Even if you don’t get your application in before noon, keep checking to see who else has posted during the day and act accordingly. Once you’ve sent one in, update your spreadsheet and, again, see if you have any connections (this is where using LinkedIn can help tremendously) that you can contact. Make it a goal to find a certain number of prospects and apply. Basically, you want to end the day knowing you did everything you could for your job search on that Tuesday with no regrets or “I should haves.”

If you need help with your job search on any day of the week, visit PrideStaff. They’ll help make your job search that much easier.

BREATHE … Overcome Job Search Stress!

A long job search can wear on your attitude, outlook, self-esteem, and even your physical health. Keep in mind that fear, stress and frustration are common side effects for job hunters – and you are not alone. But if the search is taking significantly longer than you anticipated, a few practical tips can help.

Have a plan.

Create and follow a long-term plan for your search. Be realistic. Acknowledge that it may take several months to land your dream job.

Avoid becoming overwhelmed by breaking big goals into smaller, more manageable steps. Set reasonable amounts of time in which to complete each step and ultimately find a position.
Estimate how many contacts you’ll need to make and leads you’ll need to generate in order to get an offer. Break this down into monthly, weekly and if needed, daily time frames. A conservative “hit rate” is one interview per 15 resumes sent or contacts made – and one in eight interviews may yield an offer. If you’re not having success in meeting these deadlines, take some time to rethink your approach.

Be positive.

Having a positive attitude really does make a difference. Believe in yourself, instead of beating yourself up over a disappointing interview or a rejection letter.

Encourage yourself by being prepared. For instance, practice for an upcoming interview with a good friend or trusted colleague.
Look for ways to find positivity in other areas of your life. Continue to pursue your favorite hobbies and pastimes, and spend quality time with friends and family.
Don’t try to shoulder the stress alone. Let others know that you’re job hunting. Their simple words of encouragement can be a huge boost at this time, and taking action will help you feel more in control of the situation. Surround yourself with people who support and believe in you. Stay away from the naysayers.
List your positives. Write down projects you’re proud of, situations where you’ve excelled, and things you’re good at. Review this often as a self-confidence shot in the arm.

Take care of yourself.

Treat your body and your psyche well. Now is not the time to slack off on exercise, proper diet or sleep. All these things help you keep stress levels under control and maintain focus throughout your search.

Exercise is a great outlet for stress. It’s also a powerful mood and energy booster.
Sleep has a huge influence on your mood and productivity. Strive for seven or eight hours of it every night.
Try relaxation techniques such as deep breathing, meditation or yoga. These boost feelings of serenity and joy, and teach you to stay calm and collected in challenging situations.

Stay connected through networking.

The vast majority of – and the best – job openings are never advertised. Take advantage of networking and relationship building, both online and in person. Make this a regular, ongoing aspect of your job search plan.

Do you need additional tips for managing job search stress – or with your overall plan and strategy as you take your career to the next level? Consider partnering with a professional recruiter from PrideStaff Modesto. It’s the most important networking step you can take.

Check out our related posts or contact us today to learn more.

Is Q4 Really Next Month?? Crushing Through Your 2015 Goals

It’s hard to believe it, but fall has officially arrived, meaning the end of the year is just around the corner. If your company hasn’t been working to achieve all of those lofty goals you set at the beginning of the year, it’s time to kick it into high gear and make some serious progress! The last thing you want to do is end the year by falling short of your own expectations.

5 Tips to Exceed Your 2015 Objectives

Feeling a bit overwhelmed because your company is nowhere near reaching its 2015 goals? Take a deep breath and follow these five steps to pick up the pace and achieve the success you’ve been envisioning all year:

Review Your Goals: It’s easy to veer off-track when things get busy. If you’re having a bit of trouble remembering the goals your team set for the year, dig them out and refresh your memory. Evaluate where you are in relation to where you thought you’d be by this point in the year to gauge what needs to be done.
Reassess Your Priorities: Take a close look at your goals to make sure they’re all still relevant. Some action items that seemed pertinent at the beginning of the year may no longer make sense, so if that’s the case, cross these off the list and create new objectives that align with the direction you’re currently headed.
Create an Action Plan: Gather your team together to review your goals and devise a game plan to achieve them by the end of the year. Assign people specific duties and attach deadlines to create a sense of urgency, so they don’t get pushed aside again. Break down specific actions that must be taken, so everyone is on the same page with what needs to be done.
Meet Regularly to Discuss Progress: Hold your team members accountable for their part in helping the company reach its goals by planning regular status meetings. When people know they’ll need to provide updates on the strides they’ve made, they’ll be motivated to work hard to accomplish everything on their list.
Consider Hiring Temporary Workers: If your team is currently overwhelmed with competing priorities that will keep them from working towards your goals, consider taking on temporary staff to assist. These employees will help your staff complete day-to-day activities, so they can focus their efforts on the big picture.

Partner with PrideStaff Las Vegas to build a team that can help you exceed your 2015 goals and beyond! We’ll work with you to develop a customized recruiting plan designed to help your company reach new heights.

What to Say to the Candidates Who Weren’t Chosen for the Job

Once you’ve gone through the often exhaustive process of hiring a new employee, do you really have to contact the candidates who didn’t get chosen? Actually, yes, you should. Even if they didn’t get the job, they got close, and they probably wanted the job just as much (and sometimes more) than the candidate who fit the best. Plus, acknowledging candidates who didn’t get chosen will actually improve your reputation in the long run.

In the first place, you really should say something – one study shows that a whopping 94 percent of job applicants get no closure on the position whatsoever. You should strive to make both the hiring and the dismissal of candidates as amicable as possible. Having to contact a company to ask makes candidates feel desperate.

In this day of social media and ease of connection, not responding can burn more than one bridge. Those who hear nothing regarding the job process can share their experiences, sometimes going online to a website such as Glassdoor to put up a negative review of your company – and considering half of all job seekers use Glassdoor, other people will definitely read it. You don’t want to get a reputation as the company that only contacts those it chooses to hire; it speaks poorly to your overall communication skills.

As pointed out, the candidates you didn’t hire may well have had solid qualifications in their own right, and they feel just as much eagerness and nervousness waiting to hear as the person who got it. They should get recognition for getting as far as they did in the process. For the finalists, offering some feedback may prompt them to improve for future interviews … maybe even with your company down the road for a better-fitting position, so offer to stay in touch as well. As soon as possible after you’ve made your final decision, contact those finalists, explain your hiring criteria, and where they fell short. Keep it helpful and professional, and you’ll both walk away feeling a sense of closure.

In general, you should – at the very least – send out a timely letter or email to candidates stating that you thank the person for their time, but you’ve chosen a more suitable candidate who better fits the requirements for the position. If applicable, you may want to inform them that you’re keeping their resume on file and encourage them to apply again in the future for another position. Above all, keep it prompt and professional. Even the most frustrated candidate will acknowledge that you treated them and their time respectfully.

While it’s not easy communicating with the people who didn’t get the job, it will improve your overall standing with potential candidates, if you do. For help with this process, visit PrideStaff.

Are You Making These Employee Retention Mistakes

It wasn’t that long ago when employees stayed with a company for 20 or 30 years. Today, you’re lucky to get five years. But as a top Tempe staffing services firm, PrideStaff knows there is a way you can boost employee loyalty to your company and improve retention in the process. Start by avoiding these mistakes:

Mistake #1: Not investing in retention.

When times are tough, it’s tempting to cut back in areas that aren’t viewed as mission critical. Oftentimes, retention efforts wind up on the chopping block. But when this happens, the best employees are often the first to quit, leaving the B-team behind.

Mistake #2: Thinking employees will speak up when there’s an issue.

If you’ve had really bad service somewhere, do you always communicate it to the staff? No, you probably just vow never to do business there again. Employees are the same. Many won’t let you know there’s something wrong…until it’s too late and they’ve accepted another job offer. That’s why it’s important to check in with your people regularly to talk about issues and concerns.

Mistake #3: Not providing enough training or support to managers.

When it comes to dealing with employees, your managers are on the front lines. But if they’re not properly trained, then they could be doing more harm then good. Most employees quit companies because they are unhappy with their direct supervisor. Don’t let this happen at your organization. Make sure all managers are well trained in management best practices.

Mistake #4: Not communicating.

When employees don’t understand your goals and expectations, or when these keep changing, they’re going to start looking for opportunities elsewhere. This is especially true for new hires. Confusion, uncertainty, and constantly changing targets all kill retention.

Mistake #5: Assuming employees will remain loyal.

According to the Bureau of Labor Statistics, the average tenure for today’s worker is a little over four years. So if you automatically assume employees are going to remain loyal to your company, you’re in for a rude awakening. You need to be pro-active in order to retain them. If you don’t, it will cost you.

It’s not a buyer’s market anymore. In fact, according to a 2012 survey by Jobvite, 3 out of 4 workers (75%) are actively looking for or open to new jobs. So retention is a serious issue for every employer out there!

Would you like more help recruiting and retaining top people for your team?

Call the experts at PrideStaff. As a leading Tempe staffing services firm, our specialists know how to help you source, hire and retain the people you need.

Contact PrideStaff today to learn more about how we can help you.

Finding the Perfect Job that Fits Your Skillset

If you’re tired of going from one dead-end job to the next, it’s time to find a meaningful position that can catapult you to success. However, this often easier said than done, so you’ll need to create a well-planned strategy to get exactly what you want. Settling for a job that sounds close enough to your ultimate goal will temporarily serve as a bandage, but will soon leave you frustrated and ready to move on once again. Stop the cycle for good by taking the time to reflect on past jobs and use this to figure out where you’re headed.

Determine What You Want

It is very possible to excel at something you don’t enjoy. Instead of basing your job search on what you do best, consider the type of work you find the most fulfilling — if you’re lucky, this is one in the same. Set your end goal before you start looking, so you know exactly where you’re headed. You’ll likely veer off-track into a job you’re not truly passionate about if you try to chart your course while already in motion.

Gauge Cultural Fit

After defining the type of job you’d like to have, it’s important to find your ideal cultural fit. Even the best job in the world won’t cut it if you’re working for a company that doesn’t match your style. Think back to your past jobs to gain an understanding of the type of work environment that you thrive in, then don’t stop searching until you find an organization that measures up.

Work with a Recruiter

There are few things more frustrating than taking a new job, only to quickly realize it’s not for you. Minimize this risk by partnering with a recruiter to help you find exactly what you want. These staffing experts are specially trained to help you match your skillset with a job where you can thrive. Recruiters have extensive knowledge on the companies they work with, allowing them to help you decide if the position is a good fit.

Find Your Dream Job

If you’re ready to find a challenging and fulfilling new job, contact PrideStaff Las Vegas. We’re committed to helping you find an exciting new position that perfectly aligns with your skillset.

Encouraging and Promoting the Growth and Development of Your Workforce

Encouraging their personal and professional growth shows your employees that you care about their progress and their future – and it inspires lasting loyalty.

Here are some tips for offering learning and development to help all your team members improve:

Do …

Serve as a role model. Take an active part in your own professional development. Lead by example, and let employees know that you value opportunities to advance your own career. Encourage them to enroll in professional associations and organizations by your own participation.
Cross train. On-the-job training is a traditional, effective method of encouraging professional development. Once an employee masters the tasks required in their own role, offer opportunities to learn the skills of complementary positions. Cross training shows team members they are valuable enough to take on other responsibilities. It also makes good business sense.
Provide access to resources. Build a DVD or online video library of training materials and tutorials. Arrange on-site workshops and seminars. Host lunch-and-learns with guest speakers on current issues and industry trends.
Provide mentors. Your good performers can move to the next level with the help of mentors. Your lower performers can get up to speed with some clear guidance.
Reward performance. One of the biggest mistakes you can make with good employees is to ignore their achievements. Offer praise, both privately and publicly. As for poor performers, it’s critical that they see rewards for their successes, no matter how small. When they realize they’re capable of doing well, they’ll be more inclined to keep striving for additional accomplishments. Then, they’ll begin to grow and become more valuable contributors.

Don’t!

Take advantage of hard workers. Carefully consider all assignments. Make sure you’re not inadvertently punishing your best performers by giving them tedious and unpopular tasks, just because you know they’ll get them done. Give good workers tasks which will enable them to stretch and grow. Make it clear that you are there to help and realize an assignment is a stretch. The most capable individuals thrive on this approach.
Give in to underperformers. It’s part of your job to help them grow and succeed as well. Assign them projects and then work with them – stopping short of micromanaging – to be sure they succeed. A person may be doing a poor job only because they don’t know how to do a good job.
Disregard personal growth. If your employees aren’t achieving their personal development goals, they won’t care as much about work or the success of your business. Allow for their ongoing work/life balance and time for them to become who and what they want to be. A true leader makes sure their team members are always growing and progressing, both in their careers and their lives.

The workforce development experts at PrideStaff Modesto can partner with you to meet all your human capital challenges – including recruitment, retention, training and growth. Read our related posts or contact us today for more information.

Get Ahead … But Don’t Become a Workaholic!

Hard work pays off. But overly long hours can throw off your delicate work-life balance and be harmful to your health and well-being.

Being a hard worker is not the same as being a workaholic. Workaholism, like all addictions, becomes a recurring obsession as you practice repeated destructive behavior, despite knowing how harmful it is. Hard workers put in long hours, but still give back to their loved ones and enjoy outside activities in their free time. Many workaholics, by contrast, would like to stop their habit of placing work above all else, but are powerless to do so.

How to Avoid Workaholism

Time management, delegation, boundaries and efficiency all come into play as you master the art of working hard without suffering the symptoms of workaholism.

Master time management. Time is one of your most valuable and important resources. Decline nonessential meetings. Dedicate slots on your calendar to accomplishing one task, starting with those you may dread the most, such as finishing that tedious-yet-required sales report. Finish one item before starting another. Allow for periodic breaks, but set clear end goals to keep your productivity in check.
Know which tasks require your expertise and which do not. Understand your team’s strengths and make good use of them. Be honest about what you can and cannot take on. If you feel overwhelmed, then you won’t be able to do your best work. Be willing to say “no” sometimes, and ask for help.
Set and honor boundaries. Remember why you’re working in the first place: to support yourself and your family, and to feel fulfilled. Create clear boundaries. This may mean leaving the office by 6 p.m. every night, no matter what, or blocking out time during your lunch break to work out at the gym. Be strict with yourself about not working during hours you have set aside for leisure time.
Be efficient in the work you do. If you can be highly productive in a relatively short time, you can use this achievement to calm your workaholic conscience and relax. If you stop being a workaholic, it doesn’t mean you can’t work efficiently and aim for excellent quality. But, you can set sensible limits on your work so it doesn’t eat up the rest of your life.

At PrideStaff Modesto, we help you to succeed in your career, as well as take it to the next level, and to be the best professional you can be. Contact us today for more information.

4 Ways to Turn Workplace Conflict into a Positive Learning Tool

Workplace conflict is something we naturally want to avoid, but you can turn that negative experience into a positive with the right approach.

Focus on clear communication.

Poor communication often leads to conflict in the workplace, but you can make something good out of it. When employees become frustrated due to unclear expectations, it allows you to gather feedback and find new and more effective ways to talk with employees. And once you get their input and use it to improve communication, they’ll feel as though you truly listen and everyone will grow as a team. Plus, from the HR side, understanding how employees prefer to deal with conflict and come to a resolution allows for more prompt resolution in the future. You can then pass this knowledge to your managers, who will then more readily spot conflict and know how to best communicate with the frustrated employees, promoting growth among them.

Channel the opportunities.

Conflict often arises in negotiations — it’s a natural occurrence when one or both sides feel they’re not getting what they want in some respect. It’s your chance to gather all the information surrounding the conflict, make sure they understand you, and listen carefully to all sides to find a resolution (notice how important communication is?). And in meetings, conflict can actually lead to a more productive session — just make sure you lay down ground rules about how to respond when disagreeing and ensuring that everyone gets a voice…this way you get different perspectives and can come to a team consensus.

Increase productivity.

When employees get to the point of conflict where they refuse to work together or hinder each other’s work, you have to deal with it as quickly and effectively as possible. In this case, avoid ignoring the problem hoping it will smooth itself out or taking the “wait-and-see” approach. Instead, proactively address it, stating that you believe there’s a problem that’s affecting productivity and share specific examples (generalizations will just have you spinning your wheels). Then see what you can do to make each side feel they’ve been treated equitably so nobody views himself as the “loser” in the situation. Resolving the conflict will improve productivity.

Embrace it as it comes.

Think of it this way: Conflict forces you to look at how you’re running your company and everyone involved in it. If you look at conflict as something to be avoided or swept under the rug, it will probably escalate. If you view conflict as a potentially needed nudge (or sledgehammer, depending on how great the issue) telling you that procedures and methods of communication need changing, you’ll come out stronger in the end.

For help dealing with conflict, visit PrideStaff.

5 Steps to Acing a Skype Job Interview

If you’ve been working for any number of years, then you are probably well prepared for a job interview. But what if that interview takes place via Skype? Do you still know how to ace it?

If not, don’t worry. As one of the top Phoenix employment agencies, PrideStaff can tell you that Skype interviews are very similar to in-person ones; there are just a few different steps you’ll need to take to be successful in them.

Step #1: Make sure your space is clean.

Wherever you plan to conduct the interview, make sure it’s clean and uncluttered. You don’t need a dedicated office, just a place that looks tidy and doesn’t distract the interviewer or send the message that you’re sloppy. You should also remove any provocative artwork or posters and create a completely neutral zone.

Step #2: Steer clear of bold, patterned clothing.

This is true too for a conventional interview, but it’s even more so for a Skype one. Bright colors and patterns come off differently on screen and can be almost blinding. You don’t want to distract an interviewer from what you’re saying with a shirt that’s too loud. So again, stay neutral, crisp and professional. Also, make sure you are properly dressed from head to toe. If you need to get up to access a file, you don’t want to be wearing a suit on the top and jogging pants on the bottom.

Step #3: Limit distractions.

Once you know when your Skype interview will occur, be sure to limit distractions for that time period. Make sure the kids and pets are out of the house for the duration of the interview. Also, turn off your cell phone and land line so it doesn’t ring during the interview. A barking dog or cranky child is not the way you want to make a memorable impression. Plus it will distract you from what you’re trying to say.a

Step #4: Make sure everything is working ahead of time.

You don’t want to have to deal with technical difficulties right when you’re about to start your interview. To avoid this situation, do a test run of Skype on your computer ahead of time so you know you can access it and you can also work out any bugs or issues you encounter. Also make sure your microphone is working and your web camera isn’t zoomed in too closely.

Step #5: Remember the camera is always on.

If the person interviewing you is talking for a while, it can be easy to get distracted and start doodling or playing with your phone. But you need to keep eye contact and maintain good body language – just as you would if you were in their office for an interview.

If you’d like more tips for acing an interview – or help finding your next job, call the experts at PrideStaff.

As one of the top Phoenix employment agencies, we can help you with the entire job search process, from writing a resume that gets results to connecting you with rewarding opportunities that aren’t always advertised.