Personality Traits to Highlight for an Administrative Assistant

If you’ve ever worked in an office and really paid close attention, you’ve come to the realization that a good administrative assistant plays an absolutely invaluable role in making that office (and the life of whoever they’re working for) run smoothly. And it’s way more than just getting coffee, typing emails and memos, and answering the phone. So what personality traits make a quality administrative assistant?

Communication

First and foremost, an administrative assistant needs to be a superior communicator. An administrative assistant serves as the first impression one gets of the manager, often before they even meet. The admin must know how to communicate well and clearly with everyone and act as the “voice” of the manager or executive they work for, all while maintaining a professional attitude.

Problem Solving

In that same vein, a quality administrative assistant needs to be an efficient problem solver. They will likely have to deal with the frustrated and angry clients, and deal with any other issues that come up, so they have to be able to have a great deal of patience, use their listening skills well to understand the problem and think quickly to come up with a viable solution. As the first line of defense, the admin assistant keeps things running smoothly – and fixes them when the bumps arise, doing so with discretion and diplomacy.

Organization

And the most successful administrative assistants are incredibly organized. They pay attention to details and multi-task effectively, keeping multiple plates spinning at the same time. It helps to have that sort of “Type A” personality where they stay on top of everything, keeping track of all objectives, projects, and events. The organized administrative assistant uses the tools available to them to manage the many tasks, small and large, daily and long term, of their employer.

Team Player

Finally, administrative assistants must have a “team player” mentality, knowing how best to support and work with their employer, as well as others in the office. They have the attitude of jumping in where needed instead of pushing work off onto others, and know that a team works best when everyone does their part – including them.

If this all sounds familiar, you may want to consider the position of administrative assistant for yourself. Visit PrideStaff to see how they can help you find the right fit.

Finding the Right Talent (At the Right Time)

Nevada is experiencing economic growth in sectors such as real estate, manufacturing, construction, hospitality, and entertainment. Unemployment rates are lower than they have been in over five years. Nevada Business magazine projects that employment will grow at a rate of almost 50,000 jobs annually through 2017. Such economic good news, however, is causing employers to work harder to find and retain top talent.

The Nevada Department of Employment Training and Rehabilitation reports that job seeker confidence is high, evidenced by an increase in the job quitting rate. A high rate of job seeker confidence means that employers must excel in attracting top candidates who are more discerning with respect to job offers. Employers must also retain top talent that is at risk of being poached by competitors. Wanted Analytics shows data that reflect a marked increase in employer hiring demand.

PrideStaff can help you attract, secure, and retain top talent in an increasingly competitive labor market.

• Find top talent by building your reputation as a leading industry employer. PrideStaff can help you to identify and market the aspects of your company that are most appealing to the job seeker. Our professionals use the latest software and strategies to reach your target candidates.

• Our recruitment processes reflect fairness and professionalism that will, in turn, increase your company’s reputation. Poor hiring practices and delays in hiring quickly put-off the best candidates. Typical screening tools can eliminate those candidates that could be just what your business needs. Our background checking and screening processes reduce your hiring risk while complying with the US Equal Employment Opportunity Commission requirements.

• Our professionals monitor local economic trends and the labor market. Retain your best employees, and don’t lose them to competitors. Highlight your employee development programs and attractive benefits. PrideStaff understands what employees require to be engaged and productive at work.

The Nevada economy is showing no signs of slowing down. Your employees and potential candidates will seek the best employers and the most attractive work situations. Don’t struggle to find talented employees.

PrideStaff has the expertise to improve your company’s visibility and reputation, attract the best workers, and conduct a smooth and efficient hiring process. Contact our team today for additional assistance.

3 Reasons to Shadow Current Employees When You Start a New Job

Job shadowing is an increasingly common technique being used by employers to train new employees. It involves spending time during your first weeks on the job with seasoned team members, observing and learning from the things they do during the course of the day.

Shadowing may begin on your very first day on the job or after a period of general orientation. Either way, it can be very beneficial as you get a genuine feel for your new company, its culture and work environment.

The major advantages of job shadowing include:

It helps you fit in and hit your stride.

Changing jobs consistently ranks as a leading lifetime stress factor. Shadowing helps you to feel less intimidated and to build confidence around your new role.

• Because you’re literally spending time “in the shadow” of a person currently doing the job, you get a realistic preview of what to expect. You may have the opportunity to attend meetings, take part in planning and brainstorming sessions, and learn how you can contribute to projects and initiatives. In addition, you get a feel for relevant systems, procedures and processes.
• Shadowing helps you to absorb the values, norms and standards of your new company, as you see them in everyday action. You observe the day-to-day patterns and rigors of the job and have the opportunity to ask lots of questions. You experience the more experienced employee’s approach and the interpersonal actions required, as well as the steps and components required. These are details that your supervisor or trainer may not think to mention.

It enables you to build relationships with coworkers.

Shadowing can be an excellent time to establish and develop relationships with coworkers, managers, customers, vendors and other key stakeholders.

• Build rapport. Integrate into your new role more quickly and efficiently. Observe, listen and learn. Gain a sense of who the key decision-makers and influencers are so that when the time comes, you can work with them to advance your ideas.

It provides a feel for future opportunities within the company.

Even for its wealth of information, the Internet cannot beat the experience of learning about future growth opportunities at your new company from the perspective of a professional who currently works there.

• Gain a broader understanding of the variety of jobs and functions within the organization. This insight gives you a glimpse of how you might grow within the company, versus outgrowing it and eventually leaving to work elsewhere.
• Hone your skills. According to 75 percent of participants in one recent study, job shadowing proved effective in helping new employees build their professional skills through observation of the best practices of others.

It’s no wonder that among employers studied, an increasing number indicated that although their firms don’t currently have job shadowing programs, they plan to implement them within the next two year.

Do you want to learn more about tools, tactics and strategies for taking your career to the next level? Consider working with a specialized recruiter from PrideStaff Modesto as you investigate the right path to follow. To learn more, read our related posts or contact one of our team members today.

Stop Perfectionism! Some Efforts are Great Enough!

Knowing when an effort is “great enough” is the secret to balancing obsessive perfectionism with a more lackadaisical attitude. There is a difference between conscientiousness and perfectionism, and the latter can have serious unintended negative consequences.

A study by Professor Simon Sherry of Dalhousie University is featured in Science Daily and describes why perfectionism, often considered a positive trait, can actually be a significant problem. A large sample of over 1,200 psychology professors showed that perfectionism reduced research productivity in terms of published works, citation frequency, and the impact ratings of publishing journals.

While conscientiousness can be described as self-discipline and goal orientation with a focus on results, perfectionism tends to be rigid and relentless with unrealistic goals. Therefore, rather than providing satisfaction and achievement, perfectionism can lead to frustration and inefficiency.

Brad Tuttle of Time Magazine gives examples of when imperfection is good enough. He cites Robert C. Pozen of the Harvard Business School, who uses memo writing as an example. Pozen states that it is better to write a memo quickly and then revise it, than to painstakingly correct each sentence as you go. Time should be spent where it matters most, not on perfecting jobs to the point where they are never finished.

Pozen also suggests that companies should change their focus from face time or hours worked to accountability for results. Staff members who are given the flexibility to get a job done under their own terms, often become more productive and responsible. For example, giving staff the opportunity to work remotely can increase their enthusiasm and commitment.

Workaholism is another trait often used as a badge of pride. However, overworking is likely to cause illness and exhaustion rather than boost an individual’s professional career. Tuttle cites a study from New Zealand that shows that people who over-work are likely to abuse alcohol or other substances and suffer from heart disease. Moreover, the same study found that middle-aged people who have chronically over-worked are at risk of dementia.

Change the culture in your organization. Stop the need for perfectionism and watch your productivity soar.

PrideStaff Las Vegas understands your need for conscientious and flexible staff.  If you’re looking to hire this summer, contact our team of experienced recruiters for additional support. 

How to Motivate Employees When the Job is Boring

Remember that line from Mary Poppins, “In every job that must be done, there is an element of fun.” Let’s face it: It’s not always easy to find that fun element in every job. Some jobs just seem…boring. Even bosses have to admit that. So how do you manage to help employees find that “spoonful of sugar” to help their motivation?

Overall, employees want a reason to come to work each day; and a boss whom they view as a competent leader and tasks worth completing go a long way toward creating that motivation.  So what can you do as a leader to accomplish this?

Create a connected workplace

If employees feel they know each other, they’ll work much better as a team. So celebrate birthdays and anniversaries together, start a tradition like a holiday potluck or a cookie-baking competition (friendly competition in all aspects of work can help motivate), or have the office take a well-deserved break during the workday every so often. For yourself as a leader, be available and encourage ownership of ideas and projects — this will help employees feel more connected to their workplace and what they do every day.

Recognize employees

Call out people’s professional achievements and accomplishments — everyone wants acknowledgement for hard work, whether personal or for the company’s benefit. Always give credit where it’s due, and recognize people’s strengths. Above all, listen to your employees and take time out of your busy day to hear their ideas and their concerns…for many employees, this alone goes a long way toward motivation because they feel they have a voice.

Have a creative atmosphere

Want to combat employee boredom? Keep an open mind and be flexible. Show employees you want to examine new methods and possible changes. Encourage picking up a new skill and putting it to use, and embrace each person’s individuality — everyone has something unique to contribute.

An overall positive work environment is one where employees see themselves creating a career, not just a stopgap on the way to something else. In order to do that for your company, take these tips under advisement to keep your employees motivated…and your business thriving. Visit PrideStaff for ideas on how to put these suggestions into practice.

Don’t Delay your Seasonal Hiring: Get Started Sooner than Later

Spring has sprung … and now is the time to start planning for your summer seasonal hiring needs. Dragging your feet may mean you lose the best candidates to other jobs. An additional benefit to starting the process early is that you give yourself ample time to properly place and train your summer help.

Make a Roadmap

Map out your plans for summer hiring starting now. No fooling … April 1 is not too soon to begin. Prepare a list of summer 2015 positions that need to be filled, by when and for how long. Determine exactly what kind of talent you need to fulfill all your seasonal requirements.

Revisit last year’s numbers.

Will this year be similar? Dedicate resources to pinpointing what you’ll be up against this summer. The more information you can gather, the better.

Update seasonal job descriptions.

They should include essential functions and expectations, qualifications, who oversees each position, and time specifications. How long do you need temporary employees for each job … a few weeks? A month? All summer? Also, make sure that your website is up to date regarding seasonal hires.

Think about where and how you’ll find your summer temps.

Start by reaching out to your current workforce. Employee referrals are an excellent source of reliable labor, as they already have your company’s best interest in mind.

Include a training plan.

Your summer employees may have just as much contact with key stakeholders as your full-time employees, at the very least, when it comes to their internal customers. Train them so the transition is seamless. Begin well before the summer crush hits, so you can work out the bugs.

Be sure to follow the rules.

Seasonal and temporary labor fall under their own state and federal laws and regulations. Be sure you’re compliant regarding work hours, overtime and worker’s compensation, and other issues.

Partner with a Pro

Seasonal employment is an area in which your professional staffing agency can shine. They offer the industry knowledge, expertise, resources and contacts to get the job done. If you’re looking to hire in the Modesto region this summer, read our related posts or contact the experienced recruiters at PrideStaff Modesto today.

5 Secrets to a Perfectly Polished Resume

Whether you’re searching for a new job, or happy in your current one, your resume should always be up to date. However, if it’s been a while since you’ve touched yours, it’s hard to know where to begin. Here are 5 tips for polishing your resume – and transforming it into a document that gets great results:

#1: Write it all down.
As one of Phoenix’s top employment agencies, PrideStaff can tell you that it’s much easier to write everything you can think of down about your work background and then edit it. So list out each job, all your responsibilities and tasks, every achievement, the different software programs you know, and any other detail that could help you land a job. Then go back and trim and tailor as needed.

#2: Focus on accomplishments.
When writing about a job, don’t simply outline your responsibilities. Instead, communicate the results you delivered, as well. Also, wherever possible, quantify your achievements. For instance, rather than stating you “managed the office budget,” say:  “managed an office budget of $100,000 and reduced supply costs by 10%.” The more details and numbers you can provide, the better.

#3: Look for inspiration from other sources.
Writing a good resume is hard. Looking for inspiration from other sources can certainly be helpful in the process. Use the web and professional networking sites like LinkedIn as a resource. Research those individuals that hold similar positions as yours and see how they describe their skill set and accomplishments. You shouldn’t be copying and pasting from others; simply using them as a guide.

#4: Review past evaluations.
Another source of inspiration for your resume is past employee evaluations. If you have copies of yours, review them to see if you’ve overlooked any important accomplishments, goals met or results achieved to include on your resume. If you didn’t keep copies, then now’s the time to start.

#5: Customize your resume for each opening.
Make sure you tailor your resume for each job opening you apply to. For instance, if for one particular opening, knowing a certain software program is critically important, than put that front and center on your resume. One way to do that is to include a bullet list called a “Summary of Expertise” at the top of your resume, under your contact information, and listing it there. That way, it’s one of the first items a hiring managers sees when scanning your resume.

Your resume is your ticket into the interview process. Follow the tips above to ensure yours is as polished as possible.

Need more resume help?
Call PrideStaff. As one of Phoenix’s top 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.

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

Necessary Skills for Warehouse Managers and Supervisors

Last month we wrote about personality traits to look for in warehouse employees. This month, we’ll expand on that a bit, focusing on necessary skills for warehouse managers and supervisors. While we delved into that a bit in March, we’ll go a little more in-depth here.

A good warehouse manager does just that — and by overseeing and coordinating the laborers, they also manage to function as both administrator and laborer. As such, they need to have a few key skills:

Physical fitness

Managers and supervisors don’t get to stand and watch the (often literal) heavy lifting; they need to be able to operate machinery and equipment, as well as helping lift and move items during the busiest times of the day in order to get work done.

Organization 

A person in this position has to keep track of overall schedules (when shipments come in, when they need to go out, where everything has to go), as well as put together those of their employees. In addition, a manager has to check equipment and freight for any damage and schedule regular performance reviews. Staying on top of all of this requires a strong sense of organization.

Communication 

Active listening skills and the ability to communicate instructions and needs clearly to employees make a warehouse manager successful. Miscommunications can lead to mistakes that affect overall productivity, not to mention serious injury. Clear communication also comes into play when training workers and providing structure — a quality supervisor makes overall and daily expectations obvious and enforces them.

A cool head

Sometimes conflicts do arise, and a good warehouse manager knows how to deal with them quickly and calmly, solving the problem effectively for all. Workers will recognize, respect, and respond to a manager who does this well.

When hiring, you may want to use personality tests to find the best candidates. Visit PrideStaff for help setting up what you need and figuring out what sort of warehouse supervisor will work best for you.

5 Keys to a More Flexible Work Environment

Don’t think workplace flexibility is here to stay? Think again. According to a 2009 Forrester report, 43% of the U.S. workforce will be working from home by 2016. That’s 63 million people, compared to just 34 million in 2009.

This trend is driven by many factors, including the desire for professionals to have more flexibility and control over their daily lives. But, as one of the top recruiting firms in Phoenix, PrideStaff knows it’s not just workers who can benefit from added freedom.

In fact, according to a recent Harvard Business Review article, you can increase revenue by giving your employees more flexibility at work. The article states that companies that officially allow employees to work remotely at least three times per month were more likely to report revenue growth of 10% or more within the last year, compared to firms without such policies.

So how can you add flexibility to your workplace? Here are some tips:

Tip #1: Define clear expectations.
When employees know what they’re supposed to be doing, then they require far less hand-holding and oversight. They’re empowered to act independently, solve problems and make decisions on their own. In addition, when employees have clear expectations and know what they’re supposed to be delivering, you can better monitor their effectiveness and measure their success.

Tip #2: Give employees flexibility with their schedules.
Thanks to technology, employees no longer have to work between the hours of 9 am and 5 pm. Some work best at the crack of dawn, while others are more productive at night. So, for instance, if an employee is meeting expectations and producing good results, let them work at night or on the weekends and leave at 4 pm during the week.

Tip #3: Create a plan for your flex strategy.
That said, before letting employees telecommute or devise their own schedules, create a flexible-work strategy. Identify the departments and employees who will be able to work remotely or have a flex schedule, how flexible it will be and who will have final approval of the arrangements. Also, determine how you’ll track productivity under the new strategy to ensure it’s effective.

Tip #4: Train virtual workers and managers.
Managing a flexible workforce isn’t the same as managing a traditional one. So part of your strategy should also include creating policies and training for those employees and managers who will work virtually. This should include tips and tricks for telecommuters, training and access to technology tools, and information on how to lead a virtual team. For instance, managers should be trained to more regularly check in with team members, ask questions, and be readily accessible by phone, email or IM.

Tip #5: Leverage technology.
Your flex plan will fail without a communication plan in place. So find ways for teams and individuals to continue communicating and collaborating when scattered across home and business offices and working different schedules. Determine which apps are best to use and employ online collaboration tools to ensure continuous communication.

The bottom line? A flexible work arrangement can benefit your company in many ways, including in cost savings, reduced turnover and increased employee satisfaction. But first you need to take the right approach.

Need help hiring a flexible workforce for your company? Call PrideStaff.
As one of the top recruiting firms in Phoenix, our specialists can give you access to the skilled and dependable people you need, where and when you need them. To learn more, contact us today.

How to Promote New Skill Development for Employees

Developing the skills of your employees is an important retention strategy. It is vital to the success of your company that your people continue to grow and learn. It can reduce the temptation to look for new challenges at another company. Protect investment in your personnel by providing and encouraging ongoing training and development.

Communicate Skills Requirements

Communicate the skills requirements and goals you have for your employees so they understand what is expected of them.  Roll out a development program that helps them build the skills they need to be successful and grow at the company. Offer trainings that focus on one skill at a time or a comprehensive program where they can earn a certificate or other recognition. Training programs can be offered for individuals or as part of a group.

Develop a Culture of Learning

When employees of all levels participate in continuing education, it becomes part of your company culture. From offering in-house training programs to reimbursing people for undergraduate and graduate coursework, keeping people up to date and well-trained can keep them engaged and interested. This helps you to develop and keep your best people.

Create Skills Development Milestones

Ensure that employees continue skill development by creating milestones for each skill. This can include providing a certificate to the employee when he completes a course or scoring the employee’s efforts to master a new skill. Milestones should include a due date. When the employee knows he or she needs to develop the skill within a specific timeframe, it can encourage timely participation in each step of the program.

Recognize Employee Achievements

Recognize employee achievements to encourage others to take part in the skills development. When employees know they will be rewarded and acknowledged for their achievements, they may be more interested in participating in the program.

Looking for Additional Support on the Growth of Your Workforce?

Browse additional resources by visiting our blog or contact our team today for more information. Experts in staffing Las Vegas, we’re happy to help with your workforce needs.