4 Tips for Selling Your Company to a Candidate
As top Tempe recruiters, PrideStaff knows that many times, employers make the mistake of focusing too much on their needs during the hiring process. But successful hiring is a two-way street. While you must communicate your needs to a candidate, it’s also important to consider their perspective and needs, as well – including why they should want to work for you. If you don’t, you could be missing out on an opportunity to attract and hire great people.
If you don’t know where to start when it comes to selling your company to candidates, consider these tips:
Tip #1: Survey your staff
Survey your current staff to find out what they like most about working at the company. You may get some unexpected answers. While certain benefits are a given, such as flex-time and mentoring programs, other responses may surprise you. But they’ll be invaluable in terms of gaining insight into what’s important to future employees.
Tip #2: Identify your differentiators.
In other words, what makes your company or the job opportunity different, unique or special? What can your company offer that others can’t? When identifying your differentiators, go beyond the standard “competitive compensation.” Employees expect this. Instead, focus on how a candidate stands to gain from taking on a new opportunity at your company.
Tip #3: Reveal your values.
Your company values are a part of what makes your organization unique. When you’re looking to attract top talent – and like-minded individuals – it’s important to communicate these values throughout the hiring process. For instance, if community involvement is an important aspect of your company, share stories of how your staff members have given back and impacted others.
Tip #4: Be honest.
For candidates, one of the most frustrating parts of the hiring process is feeling like they are out of the loop. So if there’s a delay in the decision-making process, let candidates know right away. If you promise a candidate you’ll get back to them with an answer to their question, do so as quickly as possible. If you realize a candidate isn’t the right fit, let them down gently as soon as you can. Being honest and transparent with candidates throughout the process will go a long way in boosting your employer brand – and helping you attract high quality people.
Remember, the best people have a choice when it comes to where they want to work. You need to promote your opportunity in right way so they choose you.
Do you need more help promoting opportunities with your company and finding high quality candidates?
Call PrideStaff. As top Tempe recruiters, our specialists know how to best position companies and jobs to attract top quality candidates.
How to Identify a Real Leader for a Management Position
When considering management positions, you want someone who’s a good leader. We’ve all dealt with people in management or leadership roles who exemplified both sides of the coin, the best and the worst of leadership. So how do you identify a true leader to be promoted to manager?
● They lead by example.
Nobody wants to follow a leader who acts as if he’s above his subordinates or plays the card that the rules don’t apply to him. A real leader acts with authority but has something behind it, meaning he’s earned his position because he’s worked hard and knows the company well, as well as how to get things done. The leader who holds himself to the same high standards as those he’s leading demonstrates that he understands it takes effort from everyone to get the job done well.
● They communicate well.
Not only does a true leader communicate clearly to her staff, she also makes a point to listen to those around her. Her team never has to guess what she means or wants because she’s effectively shared her intentions and ideas. And she’s smart enough to recognize hers is not the only voice; she may be the manager, but she’s still part of the team, and everyone has something to contribute. She’s seen as in charge but approachable.
● They hold themselves accountable for getting things done.
The real leader recognizes that a successful team only works as well as the person leading it. If something goes wrong or doesn’t come through, he looks at what he could have done differently to motivate or stay on top of employees to make sure all deadlines were met, t’s crossed, and i’s dotted. He doesn’t pass the buck by saying the employees didn’t work hard enough–and if that is the case for some individuals, he does what’s necessary to make sure those few people don’t negatively affect the team next time.
● They delegate effectively.
This involves a leader knowing each person’s strengths and allowing them to utilize them effectively. Once each person has a task, she then trusts them to do what they do best. Employees respond well to that sort of leadership, producing even better work. And delegating appropriately allows the leader to focus on tasks she needs to do herself rather than occupying herself by micromanaging everyone else.
The best managers know how to conduct themselves as true leaders, which makes them truly effective. For help in hiring your next manager, visit PrideStaff.
The Secret to a Flawless First Impression
Congratulations: you’ve landed an interview for your dream job! You worked hard to get this far, and the last thing you want to do is make the wrong impression when you first meet your prospective employer. Your resume has provided a glimpse into your brand … but now, the real work begins.
Prepare in Advance
Your goal is to make your personal and professional brand memorable for the right reasons. When you start your interview on the right foot, you’ll be able to face the tough questions with more confidence and self-assurance.
- Research the organization and your interviewers. Learn as much as you can, not only about the company and its products or services, but also about the working environment, dress code and culture. Google your interviewers, so you’re familiar with their background and interests. With the plethora of social media available, there’s no excuse for going in “cold” when it comes to research preparation.
- Be on time. In fact, be 10 to 15 minutes early. Then you can relax and compose yourself prior to your interview. It’s a good idea to take a trial run shortly before the actual day, around the same time as your interview. Then you can avoid unexpected mishaps like traffic jams.
- Dress the part. Keep your attire professional and conservative. Take this a step further by having everything neat and organized. Copies of your resume and reference list should be easily accessible, so you don’t have to rifle through your bag.
At the Scene
You’re a pro. Let it show from start to finish.
- Be courteous to everyone you meet. This means everyone you speak to in person or on the phone, from the point of first contact with a company until you leave the premises. Many employers specifically ask front desk attendants to report back on the demeanor of interviewees, and this likely plays a role in hiring decisions.
- Find a connection. After initial introductions have been made, make a connection with your interviewer. Your previous research should help you find a commonality that will set a smooth tone and help you establish a relationship. Or, look for a diploma on the wall or a photo on the desk that reveals something about the person. (“Oh, you went to USC. I’m a Trojan myself …”)
- Tell compelling stories. As you answer questions, be prepared with memorable stories to demonstrate your experience and expertise. Practice them ahead of time, so they sound genuine and not rehearsed. Be sure they include relevant statistics and specific examples of your past accomplishments as they relate to the job.
- Never be negative. Don’t complain about previous employers or past work experience. An employer will be turned off immediately. Be careful and be positive.
Consider partnering with a professional recruiter from PrideStaff Modesto as you prepare for your next job interview. Contact us today to learn how we can help you take your career to the next level.
Hiring New College Graduates in Modesto, CA
Are you taking the right steps to address entry-level hiring, development and retention?
As an employer, it behooves you to take a look at the goals and expectations of recent college graduates in Modesto and the marketplace as a whole.
A recent survey of more than 1,000 U.S. college seniors who graduate this year, along with another 1,000 who graduated in 2013 and 2014, shows high levels of confidence, preparation, focus and loyalty as these Gen Y employees enter the workforce.
A New Grad Profile
Here are some of the telling statistics that emerged from this research, which paint a picture of these future business leaders:
- 80 percent of 2015 grads believe their education prepared them well for careers, with studies in STEM (science, technology, engineering and math) among the most popular majors.
- Nearly 75 percent expect to stay at their first job for at least three years.
- On the downside, about half of 2013 and 2014 respondents reported that they were underemployed. 41 percent earn less than $25,000 a year. Nearly half hold jobs that don’t require college degrees.
- Many recent graduates prefer to work at smaller companies. 10 percent of this year’s graduates said they plan to work for startups, and another six percent plan to go into business for themselves. This is a one percent decline in both categories from a year ago.
There is some disparity between new graduate expectations and the reality of the working world, which may offer ideas on how to improve your talent supply chain:
- Now that they’ve been out of school for a while, only 64 percent of 2013 and 2014 graduates believe that their education left them well prepared for their jobs.
- 77 percent of 2015 grads said they expect their first employer to provide formal training. Of their 2013 and 2014 counterparts, 53 percent note that they’ve actually received such training.
- 2015 graduates are optimistic about their earning potential. 85 percent of them say they expect to earn more than $25,000 in their entry-level position.
How to Land the Best Gen Y Talent
As a Modesto employer, you can learn a lot from these statistics. Adopt the mindset of a millennial – and you’ll pave the way to attracting and keeping the best of them.
- Promote a positive culture. Millennials put significant emphasis on a positive work environment. Among 2015 graduates, 60 percent said they would settle for a lower salary if a job offered a good social atmosphere. Keep those Happy Hours, wellness programs and team-building initiatives coming.
- Let them know you’re socially conscious. The two most popular employment sectors for new graduates are education and healthcare. Gen Y is more socially conscious than any previous population segment. Demonstrate that your company is just as committed as they are to giving back.
- Prioritize internships and similar programs. It’s increasingly important for you to engage prospective hires early on. 72 percent of 2015 graduates have already completed internships, apprenticeships or co-ops. And 47 percent of 2013 and 2014 grads found their current positions as a result.
- Utilize mobile apps. They continue to grow in popularity when it comes to millennials searching and applying for jobs. Among 2013 and 2014 grads, 36 percent used them – and this year, that percentage soared to 64 percent.
Do you need more ideas on prioritizing entry-level jobs as you build your future workforce? Read our related posts or contact the specialized recruiters at PrideStaff Modesto to learn more.
Are These 3 Fears Holding You Back in Your Career?
Everyone is afraid of something. But as one of the top employment firms in Phoenix, PrideStaff knows there are certain fears that could be holding you back when it comes to your career. So what are they – and how can you overcome them to achieve career success? Here’s a look:
- Fear of Rejection
Do you have a terrific idea for a new company product or a way to streamline production? Don’t let the fear of rejection stop you from pitching your boss. Nobody likes to hear the word “no.” But if you don’t take that chance, you’ll never raise your visibility and get noticed by those who can propel your career forward. So go ahead; take a chance and try something new. Even if you do wind up getting rejected, you will likely learn from the experience and be able to apply that knowledge in a positive way in the future.
- Fear of Change
Most humans are creatures of habit. And it’s a way of life that can negatively impact career progression. If you haven’t made a change in a while, then you could be missing out on some exciting possibilities. So step outside your comfort zone and embrace change. It could wind up being the best thing you’ve ever done for your career.
Also, if you work in an industry or field that’s stagnant, or on the decline, then making a change might be necessary Even if you’re comfortable where you are, you’ll never move ahead and prosper if you don’t switch to a more in-demand field. Keep in mind, many skills are transferable across industries. So do some research and take the plunge if you think it will have a positive impact on your career.
- Fear of New Responsibilities
Many people avoid leadership or management roles out of a fear of taking on new responsibilities, such as supervising employees and making presentations. While these tasks come with the territory and can seem scary, don’t avoid them out of a sense of fear. If you know an opportunity isn’t right for you, then don’t take it. However, if you’re interested in a new position – but afraid of the tasks that come with it – don’t let that fear stop you. You’d be doing yourself – and your career – a disservice.
Are you ready to say good-bye to your fears and embrace the change of a new job? Call PrideStaff. As one of the top employment firms in Phoenix, 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.
Contact PrideStaff today to learn more about how we can help you.
Understanding When Employees Are Reaching their Breaking Point
Have you noticed a change for the worse in your typically upbeat and energetic team? If people who were once pleasant to work with have become cynical and 
unproductive, there’s a very good chance they’re on the brink of burnout. Disengaged employees don’t care about their work. They become lethargic, irritable, isolate themselves and seemingly have lost the sense of pride in their work that they once had.
It’s important to take action immediately, before these workers go over the edge entirely. Get started by making the following changes:
- Create a strong work-life balance, allowing people to have time with their friends and family. If you’re forcing people to work 80 hour weeks, denying vacation requests and making them stay connected to the office 24/7, it’s no wonder they’re exhausted and unhappy.
- Make people feel valued by taking an interest in the projects they’re working on. As an employee, it’s very discouraging to feel like your manager doesn’t care what you do. After all, what’s the point in doing great work if the boss isn’t interested and no one ever receives recognition for a job well done?
- Hold staff appreciation events to promote team bonding and show your staff their hard work doesn’t go unnoticed. This can be anything your budget can handle, from a free pizza lunch, to hosting a Saturday afternoon picnic for employees and their families.
- Promote employees from within, instead of hiring external talent. It’s downright maddening for your best employees to be passed up for a great promotion without even being considered for the job. It’s not always possible to hire internal candidates, but make a point to do so whenever you can.
- Pay people the salaries they’re worth. If you can’t remember the last time you gave your employees a raise, you can be certain this is at least a contributing factor in their job dissatisfaction. The amount you pay your team is directly related to the standard of living they’re able to enjoy. If you want high retention rates, you better be willing offer competitive compensation. Use sites like the S. Bureau of Labor Statistics and PayScale to gauge average salaries in your area.
Partner with PrideStaff Las Vegas to make the right hiring decision every time. We offer temporary, temp-to-hire and direct recruiting services for a wide-range of industries.
4 Tips for Finding the Right Company Culture For You
A job is not just about the salary and the benefits package. In order for you to stay at your job (and like going in every day), you should find a place that’s the right fit for you. Admittedly, sometimes you have to take a job you may not like out of necessity, but if you can work at a place that has a company culture you agree with, it will mean less stress and frustration for you, which in turn will likely lead to success. So how do you find that company culture fit that works best for you?
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Get to know the company
Look at the website, any social media feeds they keep, news articles written about them. Look at their mission statement and read the “About Us” section on the website: what is their philosophy? What do they value? Does it fall in line with your own values and what’s important to you? Does the website give you the sense of a more creative, open environment or one that’s more traditional and buttoned-down? Do they support causes you’d like to align with? Monthly happy hours? This will give you a good sense of the day-to-day and the overall culture.
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Take mental notes during the interview
How does the interviewer treat you–friendly, formal, or a combination? When you get the chance to ask questions, ask about what constitutes a typical day and what the preferred style of communication is. Their answers (listen to their words and examine their body language) will give you an idea of what working there would entail on a daily basis.
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Find out about benefits (and not just the financials)
What do they offer aside from holidays and salary raises? Do they allow for growth opportunities and will they support you if you want to take a class to improve your skills? Do they offer flexible hours for a better work-life balance? Health insurance? Certain types of rewards? You want to figure out what incentives the company offers and what you need to do to earn them to see if they offer benefits that you find important.
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Examine the atmosphere
As you walk in, how are you greeted? Look around and observe how employees dress and interact with each other. Do they seem happy? Stressed? Are they allowed to show a little personality in their personal spaces, or does the office look more uniform and stark? Do you see animated conversation or a more quiet atmosphere? You should know how you work best; find an office that will fit your work personality best.
Don’t overlook office culture when job hunting; you’ll thrive in an environment that matches most closely to how you work best. For help figuring out what culture will work best for you, visit PrideStaff of Akron, OH.
How to Create a More Diverse Workplace
As top Tempe recruiters, PrideStaff knows diversity is certainly a buzzword in the workplace these days. But it’s not something you should easily dismiss. In fact, a diverse workforce can offer your company a variety of valuable benefits, including:
- Better solutions. Creativity and innovation increase when individuals with different ways of solving challenges work together towards a common solution.
- Better people. Competition is fierce for the best workers. Research indicates that a more diverse workforce can actually help companies recruit the highest caliber talent. In fact, according to a survey by Glassdoor, two-thirds of those polled said that diversity was important to them when evaluating potential employers and job offers.
- Best results. When you work in a diverse environment, with those from differing background and experience, your company can more effectively communicate with a wider audience, expanding your market share in the process.
Now that you know a few of the benefits, what can you do to create a more diverse workplace? Here are a few tips:
#1: Be Sensitive in Job Descriptions.
When creating job postings, focus on details and benefits that will be especially important to a more diverse applicant pool, such as on-site daycare, flexible schedules, or accommodations for religious holidays. When you take different kinds of people into account – and what’s important to them – you’ll be better able to attract diverse talent.
#2: Recruit From Diverse Sources.
When you’re looking to hire, reach out to local organizations, such as cultural agencies, colleges, churches, and non-profits to source minority applicants. Ask your existing staff members for referrals to their peers. Also, advertise the job in publications that appeal to a diverse range of individuals.
#3: Make Sure Your Hiring Process is Standardized.
Create a standardized process in which to assess candidates so that you avoid any accusations of discrimination during the hiring process. By having a standardized process in place, you’re simply using the exact same criteria to evaluate candidates for a position. As a result, you’ll also lower the chances of any personal biases entering the decision making process.
#4: Have an Anti-Discrimination Policy.
Develop an anti-discrimination policy when it comes to hiring, promotions, and all other pertinent HR and staffing practices. Be sure to include it in your employee handbook and make sure that every employee gets a copy of it.
Do you need help hiring for your diverse workforce?
Call PrideStaff. As top Tempe recruiters, our specialists can help you find the people you need, where and when you need them.
Contact PrideStaff today to learn more about how we can help you.
How to Keep Your Stars on Staff
You have a great team – and you want to keep it that way. But, as one of the top staffing agencies in Phoenix, PrideStaff knows the reality of the situation is that more than half of U.S. workers are open to new opportunities.
In fact, according to the website Jobvite.com, 50% of employed workers are actively seeking or open to a new job. While some turnover isn’t a bad thing – and can actually be healthy for your company – too much of it, especially among your top performers, can truly hinder success.
So how do you keep your stars on staff? Here are some tips to help you get started:
Tip #1: Find out what they value.
Some workers are after a bigger paycheck, while others want a more flexible schedule. It’s up to you to find out what your top performers want and then give it to them – as long as the work is getting done well. If you don’t, another company will.
Tip #2: Help rising stars move up.
If you want top talent to stay at your company, it’s important that they have opportunities to rise up, take on new challenges, and experience different types of work. Otherwise, they’ll grow bored and eventually start looking for more engaging opportunities elsewhere.
Tip #3: Offer development opportunities.
The best workers want to learn and grow. That’s why it’s important to fund development opportunities such as conferences, seminars, and coaching programs. While it’s true that these things cost money, you’ll reap the rewards in the end with a more loyal, more knowledgeable and better trained staff.
Tip #4: Give feedback.
Top performers want to be recognized when they deliver exceptional results; likewise, they want to know when there’s an area that needs improvement. If there’s a skill they need before they can get promoted, tell them so they have an opportunity to develop it. Likewise, if there’s an instance where they truly went the extra mile, then thank them so they feel appreciated.
Tip #5: Strive to be a great manager.
Most employees don’t leave bad companies; they leave bad managers. To be a great manager, you need to ensure you’re offering clear guidance and expectations, handling interpersonal issues and performance problems quickly, and living up to your own standards. If your management skills could use some work, then commit to improving them. Keep in mind: Great people want to be report to great managers.
Do you need help hiring star performers for your team? Call PrideStaff. As one of the top staffing agencies in Phoenix, our specialists can help you find the people you need to improve productivity – and boost business results.
Contact PrideStaff today to learn more about how we can help you.
Maintaining a Proper Work-Life Balance as Summer Heats Up
Summer can pose unique challenges when it comes to managing your work load and taking care of yourself and your family. Being able to maintain a healthy work-life balance has become increasingly important as workers across all industries have even more on their plates.
You don’t have to make major changes to find this mental equilibrium. A little rest and relaxation here and there goes a long way towards enhanced health and happiness.
Focus on What Matters Most
There are only 24 hours in every day, so use them wisely. The more organized you are on the front end, the less time you’ll waste scrambling to catch up later on.
Keep your calendar updated.
Keep all meetings, appointments and deadlines current. In addition, include the fun stuff, such as your upcoming weekend camping trip.
Make a daily to-do list.
You can do this at the end of the day or first thing in the morning. It will be 10-to-15 minutes well spent. When it comes to checking items off the list, complete your least favorite ones first. Record how much time it takes you for each item. At the end of a week, brainstorm how you could get things done more efficiently to cut out extra time. Set priorities, dedicating optimal time to the things you really want to do.
Know when to say “no.”
Drawing the line can be easier said than done, but it’s critical that you take charge and be your own advocate for your time. On the flip side, if the fun begins to interfere with your work performance, then it’s time to cut back in that regard as well.
Leave work at work.
Make a clear distinction between where work ends and your personal life begins. Don’t make a habit of staying in the office late or taking work home, unless it’s a true emergency. When you bring work home, it can become difficult to separate professional and personal time. This leads to a strain on your relationships and eventually, to serious job burnout.
Don’t waste time.
Avoid getting caught up in office gossip or wasting time on non-work-related social media. Be conscientious of how much time you spend not getting work done. Engage only in value-added actiSharevities, so you can shut it down and go home sooner: physically, emotionally, and psychologically.
Make time for fun.
Use your vacation time – all of it. Even an occasional break to relax by the pool or take your kids to the park can make a major difference.
Consider finding a form of exercise that makes you happy.
Numerous studies have shown that the best way to relieve stress is to get moving, and there’s no better time than summer to make this a priority. A simple 20-minute walk or swim a few times a week can be a lifesaver. Ultimately, you’ll get more done with an increased energy level and a better ability to focus.
Time for a Change?
Maybe it’s time for a career change to get your life in balance. The summer months can be an opportune time to kick start or reenergize your job search efforts. Let the experienced recruiters at PrideStaff Modesto help. Read our related posts or contact us today to learn more.
