Become a Boss Your Employees Will Love

As one of the top staffing agencies in Tempe, PrideStaff knows every manager wants their employees to love working for them. However, considering that most employees end up quitting due to poor managers, this is obviously easier said than done.

You know that being a good manager is not only critical for your team’s success, but your career success, as well. Here are some tips on becoming the kind of boss your employees will love – not leave:

Be mindful of your behavior.

One of the quickest ways to lose your best staff members is with bad behavior, such yelling or disparaging people. No one wants to work for a boss who acts in such a way. So always be mindful of your behavior. Even if you have every reason to be angry or frustrated, don’t show your temper.

Be clear about expectations.

As a manager, one of your most important responsibilities is to communicate clear expectations and goals to your staff members. If your people don’t fully understanding what they’re supposed to be doing, or what you expect from them, then they’re never going to succeed. It’s up to you articulate clear standards for success.

Be true to your word.        

Do what you say you’re going to do, within the timeline you set. If you promise something to an employee, then follow through. If you’re not sure that you can deliver, then don’t commit to anything in the first place. One of the easiest ways to lose trust with your staff members is to say one thing and then do another.

Offer feedback.

The best bosses let their people know where they stand – the good, the bad and the ugly. While it’s never fun to have performance improvement conversations with staff members, it’s imperative if you want your people to deliver the best results. Likewise, if you want to keep your top performers on your team, then you need to recognize them for their achievements.

Ask for feedback.

Employees should never feel like they can’t come to you with questions, issues, or concerns. You should have an open door policy and encourage employees to offer input on everything from HR policies to new company products. And whatever you do, don’t get defensive. Instead listen with an open mind so that you create an environment in which employees aren’t afraid to say something negative.

Give support.

Determine what your employees need to be successful or to do their jobs better – and then give it to them. This could be anything from specific training programs and equipment to a more flexible work schedule.

Being the boss isn’t always easy. But by following the tips above, you’ll be well on your way to not only being a good boss…but being one your employees will love.

Do you need help hiring for your team? Call PrideStaff. As one of the top staffing agencies in Tempe, 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.

3 Ways to Intensify Your Job Search This Summer

Conventional wisdom dictates that you slow down your job search during the summer months, as everyone moves into vacation mode. But in reality, the opposite may be true. With patience, persistence and the right strategy, your June-through-August search efforts can reap major rewards, including a possible new role for you by the time autumn rolls around.

Don’t take a vacation from job hunting.

As noted by life coach and author Laura Berman Fortgang, summer may be a prime time to land your next career opportunity. “Few people take long vacations anymore, so for the corporate world, it’s business as usual in the summer. Why waste three months when you can move things forward during that time?”

• In many cases, major projects hit the ground running in the fall. So employers want all the right people in place, making summer months an excellent time to interview and hire. And summer’s quieter pace gives managers more “brain space” so they can be more attentive to applicants.
• The U.S. Bureau of Labor Statistics reports that many people do tend to ease off on job hunting in the summer. Keep this under your hat … and take advantage of this fact by intensifying your search during a time when there may be less competition for the job you’re seeking.

Build your credentials and bolster your resume.

Use the summer months to enhance your qualifications and to reflect your best self by fine-tuning your resume.

• Consider going back to school. Unemployment is lowest among those with more advanced degrees. Complete whatever coursework is necessary to make yourself more marketable. If you already have a degree, work on keeping your most important job skills fresh.
• Every relevant experience counts. Look into volunteering or interning. Even if the work is unpaid, it will help reveal your potential to a prospective employer. If you’re interested in working for a non-profit, start out by volunteering for them. If you want to join a corporation, see if they support any charities and get involved. This will make your application stand out and give you a strong interview discussion point.

Capitalize on seasonal networking opportunities.

During the summer, work all your personal and online connections – and their contacts.

• Create a circle of influence. Start with a blank piece of paper and write your name in the center. The people closest to you – family and good friends – are in your first circle. Go beyond that to the second ring, which may include colleagues and associates. Your outer circle is every person you come into contact with on a regular basis. Every single ring around you is an untapped network.
• Leverage your circle on LinkedIn and Facebook. Make sure your profiles are professional and up to date.
• Get out there and work the room. Summer is a busy season for festivals, barbecues, weddings, graduations and other social gatherings. It’s a perfect time to reconnect with people. Use these opportunities to let them know you’re looking.

A professional recruiter can be an invaluable asset in your career search toolbox as you make the effort to intensify your job search this summer. Read our related resources for job seekers or contact the expert team of recruiters at PrideStaff Modesto to learn more.

Should You Consider an Overqualified Administrative Candidate?

When looking for an administrative candidate, you obviously want to find someone with a certain set of skills who can do the job well. But what about when you come across a candidate who can do the job…too well? Do you really want to consider a person whose skill set seems to go way beyond what you need? Don’t overlook them just yet–take a few points into consideration before you put them in the reject pile.

Avoid assumptions

Ask enough questions so you can assuage your fears that they’re simply using you as a “transitional” job before moving on to something bigger and better. This candidate may want to pick up new skills utilizing the ones she already has. Or perhaps she’s willing to take less pay for a better location, a stable company, or a somewhat flexible schedule.

Focus on the positives

Taking on someone who seems overqualified can also mean you don’t have to spend large amounts of time training him–he’ll have the experience and skills to make onboarding a relatively quick process and a more seamless transition. And this means he’ll begin making quality contributions earlier as well. Not only that, but he can help out other less experienced administrative newcomers. In addition, considering that a quality administrative assistant deals with some of your most pressing and sensitive information, it’s great to have someone working for you whom you can trust to take care of things properly.

Consider the value of your investment

In an “overqualified” candidate, you’re ultimately getting someone who won’t feel overwhelmed or burn out quickly but will have the motivation to get going in this new position and do it to the best of her ability…and then some. Her other skills may give her an edge that another candidate won’t have, and she may bring new ideas to the way she does her job that will benefit both of you. Chances are good that she can easily balance the multiple tasks any good administrative assistant deals with on a given day and do them well–once again, it’s one less worry for you.

If you do choose to hire the overqualified candidate, ask questions beforehand to make sure it will truly be the right fit for both of you, just as you would with anyone interviewing. To help tailor questions for such a candidate in order to get the most helpful answers, visit PrideStaff.

Building a Culture that Encourages Leadership, Engagement and Innovation

Leadership should not be limited to your management team. Leadership skills are valuable throughout the organization. By inspiring your employees to take the lead, you’ll increase engagement and build a team that is fully invested in the success of your organization. Begin by being open to new ideas and allowing your employees to take charge at times.

Commit to Communication

To increase engagement, keep employees in the loop regarding the organization’s vision, goals and strategies. Share challenges and upcoming projects and encourage your people to offer ideas or feedback. Ask them to share best practices with their coworkers and take ownership of projects that they are involved in.

Solicit New Ideas

Make clear to your employees that their ideas are welcome.  Hold regular meetings where employees are encouraged to think outside the box and share their ideas. Implement or at least investigate ideas that have merit.  Take their efforts seriously.  Seeing that their input is valued will make employees feel like an integral part of the organization and will encourage them to come forward with additional ideas.

 Reward Innovation

If you take innovation seriously, you must reward it. Give your team opportunities to brainstorm and problem solve. Not only will this help your current organization, but it will also attract candidates seeking an employer who will value creativity. By establishing a reputation as an organization that encourages and rewards innovation you’ll attract the best people.

Seek Development Opportunities

Identify employees who are quick to take charge of projects and mentor others. Create a program that will allow highly motivated employees to advance their career within your organization. This will improve retention and prevent you from losing your best people to a competitor who recognizes their potential.

Engaged employees are happier, more productive and more invested your organization. To increase engagement, initiative and innovation, offer consistent opportunities for employees to contribute and reward them when they do.

Looking For Inspired Candidates?

Partner with PrideStaff Las Vegas for your short and long-term staffing needs. Our experts can help you find the talent you need to increase your organization’s growth and profitability.

Do You Really Know How to Make Your Staff Happy?

Being able to bring their dogs to work. Weekly social hours at the most popular bar in town. On-site exercise facilities. Are these the benefits your employees really want? As one of the top Tempe staffing agencies , we can tell you that the answer is “no.” You don’t need to spend a lot of money to make your staff happier. In fact, it’s easier than you think. Start by following these tips:

A pat on the back.

It may not sound like a big deal to you, but for employees, openly recognizing them is huge. They want to know that you not only notice the work they’re doing, but you also value and appreciate their contribution. Whether it’s simply a quick email or a formal recognition program doesn’t matter. What does matter is the fact that you praise great employees regularly.

Flexibility.

From flex hours to the ability to telecommute from home on a regular basis, these are the benefits that today’s employees are after. Having a flexible schedule enables them to juggle work, home and all other responsibilities much easier. The end result? A happier person and a happier employee.

So go ahead; let your employees choose their own schedules (within reason, of course) or work from home one or two days a week. When you do, you’ll also be able to attract and retain the best talent.

Being able to take time off without guilt.

Whether it’s a sick day, or a full week vacation, employees don’t want to be made to feel guilty by taking the time off they are entitled too. And when employees feel like they can’t stay home when they’re sick or take time off for a family vacation, they’re going to either burn out or start searching for a job elsewhere. So while you may get more done in the short-term, it’s going to harm your company in the end.

Opportunities to learn and grow.

Employees don’t want to stay in the same positions doing the same work forever. They want to enhance their skill set, gain new knowledge, and grow as professionals so they can take on new challenges. And it’s a win-win situation. Employees are happier and more productive and your company has a stronger workforce.

The benefits people truly want from their employers are pretty basic, in reality. Follow the tips above and you’ll be well on your way to ensuring your best employees are happy, productive and loyal to your company.

Do you need help hiring for your staff? Call the experts at PrideStaff. As one of the top Tempe staffing agencies, our specialists can help you with the process from start to finish, giving you access to the skilled and dependable people you need.

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

Improving Workplace Safety in Modesto

It doesn’t take many injuries to put your workplace in peril – even serious peril. According to the federal Occupational Safety and Health Administration (OSHA), approximately 4,600 American workers are killed on the job each year. Among the top injuries sustained are falls, ladder and forklift incidents, machinery accidents, hazardous energy occurrences and respiratory issues.

Production is important. Quality is key. Customer satisfaction is paramount. But none of these are achievable – and nothing is more critical to the future of your business – than the safety of your workforce. You need to do whatever it takes to send every employee home the same way they came into work: safe, healthy and injury free.

Start improving workplace safety in Modesto, California. Follow these tips to minimize the risk of employee injury while hitting production tickets and without adding prohibitive cost:

Hire Smarter

Hiring someone quickly because customer demand is high doesn’t mean you should compromise quality – or safety.

• Hire competent workers and they will reward you with fewer on-the-job accidents. Consider any potential risk that may be involved with hiring a candidate. Is there a likelihood of their becoming injured? Carefully screen applicants to ensure they have the skills and experience to work safety and successfully.

Enforce Safety Regulations – With No Exceptions

Your credo must be: It is never, ever acceptable to work unsafely. Then, practice what you preach.

• Engage every employee in a company-wide commitment to safety. This may mean sacrificing “making the numbers” in order to ensure safety training and practice.
• It starts at the top. A strong, continual demand for and support of safe work practices coming from senior leadership will be the difference between success and failure. If you, as the boss, enforce all safety rules and regulations, without exception, then your entire team will stand behind you.

Provide the Right Tools and Equipment

You cannot expect your employees to take necessary safety precautions without providing them the needed tools and equipment. The cost of steel-toed shoes and safety glasses is miniscule compared to the price of a traumatic injury.

• Don’t allow workers to risk using the wrong tool or to take short cuts for the sake of production expediency. Keep up with preventive maintenance. This not only enhances efficiency and productivity, but also helps ensure safety by not putting operators at risk with malfunctioning machines.

Practice Good Housekeeping

Keep your workplace clean and uncluttered, and be sure every team member understands and supports the value of the 5S approach:

• Sort
• Set in order.
• Shine
• Standardize
• Sustain

It all comes back to basics. Keep stairways, exits, workspaces and the facility in general clean and free of unnecessary debris. Find a place for everything and put everything in its place. It’s not rocket science, but it does take a few moments of thought and consideration. And the results can be life-saving; for instance, if that oil-coated rag properly disposed of prevents a fatal, facility-closing fire.

Recognize and Reward Safety

Praise and reward team members who offer viable suggestions for working safely. Be careful not to provide rewards simply for achieving zero injuries. This could essentially mean rewarding zero reporting, which may actually increase the number of incidents.

The HR and workforce development experts at PrideStaff Modesto can help you strategize, develop and implement the most effective safety program for your facility, while at the same time achieving your ongoing production and business objectives. Contact us today for more information.

Are You Onboarding New College Grads Right?

You should have an onboarding process in place for each new hire. But as one of the top staffing agencies in Tempe, PrideStaff knows when it comes to recent college graduates who have just joined your staff, you need to give them some extra attention. Here’s how to onboard them – and get them excited about their first work experience out of college:

Provide training and administration online.

Before their start date, let your new hire complete administrative forms online, as well as some of their basic training tasks. That way, they won’t be stuck filling out paperwork their first days on the job.

Give them a warm welcome.

From the moment a new hire walks through the door, make sure they feel welcomed. Be available to greet them and show them around. Have their work-station and computer set up. Give them a welcome basket that includes an employee directory, a list of local restaurants, and company apparel. And have a plan in place for getting them up to speed as quickly as possible.

Remember, this is their first work experience out of college, so they’re probably a little apprehensive. But when you welcome them with open arms, you boost their confidence, leading to a more motivated and productive team member.

Pair your new hire up with a buddy.

New college grads want to make the best impression possible. They may fear by asking a lot of questions – especially about basic stuff – they’re going to appear incompetent. Overcome this by pairing your new hire with a buddy; someone they can turn to for questions and advice on everything from company politics to using the phone system.

Give them opportunities to be social.

Make sure your new hire has plenty of opportunities to meet new people in the company. Invite them to lunch with colleagues on their first day. Include them at the company mixer. Make sure they know about the monthly brown bag lunches in the cafeteria.

Doing so will help them expand their network and learn more about what the company does in areas outside their own department. It will also help them feel like a part of the team faster.

Turnover is expensive. That’s why it’s important to support new employees, particularly those new to the working world, with comprehensive onboarding to ensure their success.

Need more help hiring and onboarding new talent for your team? Call the experts at PrideStaff. As one of the top staffing agencies 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.

To learn more, contact us today.

Why Candidates Should Receive a Rejection Letter

The long interview process has ended and you’ve finally chosen your candidate from among the many. Next step, onboarding the new hire and making the transition as seamless as possible–but what about the finalists you didn’t choose? Do you really need to do anything more with them? Yes.

From a candidate’s perspective, they may have sent out numerous resumes and they may have missed out on what they considered to be their dream job. Or maybe they worked incredibly hard, had a great interview, and feel a bit stunned that they weren’t chosen. You could go the route many companies do of not ever contacting them again. However, this sort of non-response doesn’t paint your company in the best professional light, and the limbo of waiting for some sort of response is agonizing and frustrating.

Sending a brief rejection letter to the top candidates who missed out and giving some of your rationale as to why you didn’t choose them gives them incredibly helpful constructive feedback and allows them to improve for the next interview. You may feel you don’t have any obligation to do this, but professionally, it’s the right move. And you never know when another position may open up that a former candidate may be even better suited for–so it’s best to keep a cordial working relationship.

A rejection letter also closes the door on the other candidates continuing to pursue you with follow-up inquiries. It provides a sense of closure for both sides and a resolution to the process and, again, it allows them to consider you favorably. Disgruntled candidates tend to speak up about their experiences, and you never know how your lack of response could come back to you in the future. If you want to give a more detailed response, do so carefully and avoid anything that could be construed as insulting.

You certainly don’t have to write a rejection letter to every candidate who applies for a position (a simple automated response can work for first-round online submissions), but taking a few minutes to respond to candidates who went far in the process gives everyone a sense of closure and demonstrates that you treat people with respect. For help with crafting rejection letters, visit PrideStaff.

Etiquette for an Off-site Job Interview

You just got a call for an interview at your dream employer. You assume the interview will take place at their office, but when you inquire about the address you’re told the hiring manager wants to meet at a local restaurant instead.

The question is: Is an interview off-site any different from one on-site?

As one of the top employment firms in Phoenix, PrideStaff can tell you that it is different, only in that there are a few unique and potentially awkward situations you’ll have to deal with (for example, “who pays for lunch?”).

Here are some tips to help you ace your off-site interview:

Wear a suit.

If you’re interviewing in an office, a suit is a no-brainer. But what about a more casual setting, like a diner? Still wear a suit. Just because you’re not interviewing at the employer’s location doesn’t mean you shouldn’t follow proper interview protocol. You want to appear both polished and professional. Wearing a suit will help you do that.

Find a photo of your interviewer online.

Don’t know what your interviewer looks like? Try to find a picture or headshot of him or her online, such as on a site like LinkedIn or on the company’s Employee Bios web page. That way, you can walk into the interview location and easily find the person you’re interviewing with…rather than just wandering around awkwardly. If you can’t find a picture of the person, simply give them a heads up about what you’ll be wearing. For instance, “I’ll be in a black suit and blue shirt.”

Be strategic about the seat you pick.

If you arrive ahead of the interviewer, then carefully consider the spot you pick. You want to find a place that you’re going to be most comfortable in and that offers enough privacy.

Don’t order anything messy.

Think ahead about what you’re ordering. If you’re going to a restaurant for lunch, skip the spaghetti and meatballs and instead go with a sandwich or salad. If your interview is at a coffee shop, order a regular coffee rather than a foamy latte.

Let the interviewer pay.

If you’re going to a coffee shop and just ordering drinks, you can avoid the “who pays?” moment if you arrive ahead of the interviewer. However, if that’s not the case, the interviewer should be offering to pay for the meal or drink. After all, he or she is the one who invited you for the interview.

Be polite.

Wherever you do go for the interview, be polite to the staff who work there. If you treat them with indifference or disdain, that might signal arrogance to the person interviewing you. Also, clean up after yourself, don’t talk with your mouth full, use your napkin and sit up straight.

Need more advice on landing your next job? Turn to the professionals at 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.

Good Workplace Habits That can Lead to a Promotion

Been at your job long enough that you feel you’ve begun to outgrow it a bit and want more of a challenge? If you’re working at a place that allows for some upward mobility, answer another question: What have you done to get yourself mobile? In other words, what can you do to earn yourself a promotion?

First, some tough love: If you’ve come from the more recent generations who all got a trophy for playing and As for doing imperfect work, you need to understand that you will not get promoted simply for doing your job. That’s a general expectation, not a rationale for moving up the ladder. Even if you’re not from one of those generations, you must understand that in order to get promoted, you have to prove to your employer that you’re worthy of one. So make sure these habits become part of your daily routine if they haven’t already:

Attitude matters.

Most employers agree that they’d rather promote the hard worker with less experience than the more experienced one who does the bare minimum. Education and years don’t necessarily mean you’re the best person for the job if you’ve branded yourself as difficult to work with. The employee who works well with others, learns all she can, and does more than what’s asked of her will earn a promotion more readily than her colleagues who don’t follow her good example.

Solve problems.

One great way to show that you’re promotion material? Become the fixer–become the problem-solver. If you consistently show that you can figure out solutions when trouble arises or see where problems will arise and anticipate how to head them off, that skill is one that any employer will value. When you see how something can be done more efficiently or better, voice your ideas and demonstrate that you’re both involved and proactive about figuring things out.

Rack up results.

Always keep track of the results of the work you do. While it may seem obvious to you that successes and improvements occur because of your actions, your superior may not realize it from their vantage point–and it’s important that you can demonstrate your own value to others. That’s not bragging; it’s showing that you appreciate and understand your company’s goals, as well as how to meet them.

Employers want to promote employee who improve their business. Get into the habit of doing what you can to make those improvements and do something good for yourself as well. Visit PrideStaff for advice on how best to be a worker who will rise up the corporate ladder.