How to Grow a Successful Employee Referral Program

One of more intriguing ways to enhance the staff at your office is to implement an employee referral program. A recommendation from one of your best workers can lead to another strong person on your team helping to make a positive difference for your organization. Once word gets around about what a great place to work you offer, expect more referrals to potentially help your company grow.

How do you build a top notch employee referral program? Let’s take a closer look at some ideas worthy of further exploration.

Incentives, Incentives, Incentives

Offering meaningful incentives to your employees for submitting quality candidates is a great way to jumpstart your referral program. Consider awarding some form of bonus — a gift card, some comp time, or simply cash — after the referred candidate is hired and remains employed for at least one half-year. Taking this simple step helps to build a winning team at your office in no time.

Publicize your Openings and Company Needs to your Employees

Make it a regular practice to inform your office staff of any hiring needs on both a short-term and a long-term basis. That way your team is able to know beforehand if anyone within their professional network makes a good fit as a potential candidate. Consider creating a newsletter for the referral program that details company needs and openings, referral successes, and awarded bonuses for your team members.

Combine your Referral Program with your Staffing Agency Partner

While an employee referral program provides a great source of potentially top notch candidates, it won’t completely solve your organization’s staffing needs. Leveraging a partnership with a top notch staffing agency helps to fill in any gaps that your own referral program misses. The best staffing agencies offer fully-vetted candidates able to fill a variety of roles on both short-term and direct-hire contracts, giving your company added hiring flexibility.

If you are searching for just that kind of staffing agency to complement a referral problem, look no further than PrideStaff Las Vegas. As one of the leading employment agencies in Las Vegas, we can offer your company the quality candidates to ensure your hiring needs are met quickly. Schedule a meeting with our team of experienced recruiters today!

New Hiring Methods for a New Economy

The economy has picked up and, as we well know, there’s a somewhat different pool of talent to cull from when it comes to candidates. The type of person looking for work ranges from the recent college graduate, to the seasoned professional laid off due to cutbacks, to the person looking to make a career change, just to name a few. So with this new batch of candidates, many of whom have a great deal to offer, you as a potential employer or recruiter should look at new methods of hiring if you haven’t begun doing so already.

Here are some tips for rethinking your hiring methods:

Rethink job boards.

In the past, filling a position involved casting a wide net and throwing back all but the most qualified candidates. Now, with applications flooding sites like Monster and Indeed, you may want to scale back on which boards you use and how many positions you post there. Too often, you’ll get a huge pile of unqualified people, and the few who would do well get lost, or it takes you too long to respond to them while wading through the other applications. Consider posting positions to industry-specific or niche job boards (national or local) before moving to the broader ones. 

Look at different types of social media sites.

If you haven’t used LinkedIn yet to find a quality candidate, do so now. The site is designed to connect not only person to person, but also employer to potential employee. Within LinkedIn, you can specify a search for just who you’re seeking. Networking isn’t just for candidates looking to connect anymore. And don’t count out a site like Facebook to find talent…your friends may well have a quality candidate they can refer to you through public social job postings. 

Use your recruiters effectively.

Nowadays you can find recruiters who headhunt for your particular industry and have experience in networking rather than simply processing on paperwork. That expertise can also include luring passive candidates away from current jobs and bringing them to you. And recruiters do the work of connecting with candidates before the competitors can. As a side note, don’t count out employee referrals — sometimes the talent you already have works as a powerful resource.

As you look at hiring, make sure you use the most up-to-date methods for this updated workforce and economy. For help finding the best candidates, visit PrideStaff to take full advantage of their expertise.

When Employees Get Romantic

Don’t think employees are dating? Think again. According to a recent CareerBuilder survey, 39% of respondents said they’d dated a co-worker at least once during their careers, and 17% reported dating a co-worker at least twice. Thirty percent of those who’d dated a co-worker married them.

Most relationships happen between co-workers, but some do occur between managers and subordinates, which can be especially risky. This Valentine’s Day, how do you ensure your company is protected from office romance gone wrong? Start by following these tips:

Deal with the situation.

When employees are in a relationship, it’s awkward for everyone not involved, especially at first. But that doesn’t mean you can just ignore the situation if you find out about it, particularly when it involves a manager. If a sexual harassment lawsuit ever takes place, you could be accused of “willful ignorance.” So make sure you meet with both parties, talk about the impact of their relationship on the workplace, and ensure compliance with all sexual harassment policies and laws.

Have a written policy about romantic relationships between employees.

As one of the top Tempe staffing agencies, PrideStaff knows a policy won’t stop romance at work, but it’s still helpful to have one to instill clear boundaries for all involved. Before crafting yours, it’s important to think about what best fits your culture. Your policy should also outline acceptable and unacceptable behavior in the workplace (such as no public displays of affection) and whether employees are required to disclose of their relationships to management.

Have the couple sign a written disclosure.

Often known as the “Love Contract” approach, a signed disclosure will confirm that the relationship is a consensual one and offers an additional notice of understanding of your company’s sexual harassment policy. Your employees should be encouraged to talk to a lawyer before signing.

If you’re like most managers, you likely view office romance as a source of potential headaches. The good news? There can actually be an upside to employees in a relationship. In fact, some studies suggest that married co-workers are a source of social support to each other and can serve as a buffer for stress.

Need help hiring for your team? Call PrideStaff. As one of the top Tempe staffing agencies, 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.

If your company is looking to promote new skill development in its employees, contact PrideStaff Las Vegas to learn more about development programs. Or, if you would like to find talented new employees to add to your staff, we can help! Contact us for more information.

Start Your New Year with a New Job

It’s 2015, and one of your resolutions may well be to become employed, either after a stint of unemployment or in a new position. Either way, new methods to go along with that resolution will give you the momentum you need. The following tips and best practices for finding a job will help you enhance your search and help you successfully reach that goal.

Use a staffing firm.

You don’t have to search for employment alone. As we mentioned last month, a staffing firm’s job is to help you find one. Consider your particular needs and, if possible, find a staffing firm that focuses on your skill set or industry. Staffing firms, such as PrideStaff, often have working relationships with specific companies and will also have the inside track on positions that don’t appear in the “Help Wanted” ads or the major job sites–this allows you access to jobs the competition won’t know about. And because staffing firms work for the companies, it costs you nothing to use them until they help you find a job.

Make finding a job your job.

It’s too easy to think, “I’ve got time to do this,” and then suddenly it’s 3 p.m. and you’ve played around on the Internet and done exactly 1.5 loads of laundry, but no job search. Wake up early and get ready to start your search at a “working” time, about 9 a.m. Make a schedule for your day and stick to it, even if it means setting some sort of alarm so your “breaks” don’t run too long. Plan what sites you’ll go to, what letters you’ll write, who you’ll call, what sort of follow-ups you’ll make. And consider answering this question: “What can I do more of/differently that others won’t?” See what you can do to make yourself stand out. You won’t realistically spend eight hours a day searching for employment, but carving out a good chunk of your day will help you focus and move forward.

Learn about and promote yourself.

Take this time to look at your talents, what you do well. What skills, either technical or personal, do you bring to a company? Make your own list and ask others who know you well or whom you’ve worked with before. What do you do that makes you a “go-to” person? This exercise will help you see you have a lot to offer and keep you positive. On the flip side, examine what you could have done differently or better at your previous position. Then figure out what measures you can put into place so things will work out differently next time. Hint: Doing this can give you something to honestly discuss at an interview: You admit you’ve made mistakes but have specifically addressed them. That says a lot about your character.

Make 2015 the year you find a new position for yourself. Use these practices and contact a staffing firm like PrideStaff to give yourself the leg up in the job search–resolve to make it happen.

How to Follow Up with Rejected Candidates

It can be daunting to sift through anywhere from tens to thousands of resumes for any given open position. But managing your communication with applicants can help to improve your reputation among job seekers, possibly increasing the quality of candidates you attract. Develop a system of staying in touch with candidates throughout the entire hiring process, even if they have not made the final round of interviews or been offered a position.

Send an Email

Have your human resources department send a generic email to applicants who have been rejected from consideration without being asked to interview. This early in the process, contact can be minimal and does not need to be personalized. Automated emails can be customized for use at various stages in the hiring process. The emails can also be combined with phone follow-ups for candidates with whom you have had a greater degree of engagement.

Write Thank You Notes

Follow up with rejected candidates with a thank-you note. The note can express appreciation for their time, their interest in the company and even provide them with information on the next steps if their resume is being kept on file. If you are rejecting the candidate outright and will not be considering them for future positions, remain professional, but considerate.

Use Rejection Postcards

Rejection postcards can be useful for large hiring campaigns. Simply drop the postcard in the mail when a candidate has been eliminated from consideration. Use postcards for candidates who applied, but did not have direct contact with you or a hiring manager.

Make a Phone Call

If the candidate has reached the interview stage, consider calling them to let them know they will not be getting an offer. The five or ten minutes you take out of your day to explain your decision to them and offer to answer any questions can be worth it if you would seriously consider them for a future opportunity.

Tell them that their resume will be kept on file for at least six months and they should apply for any other job openings they come across at the company – but only if you have genuinely interest in speaking to them regarding other opportunities. Be as polite and forthcoming as possible, but don’t lead them to believe they have a shot at future opportunities if they don’t.

Looking for Assistance with Your Hiring Process?

Contact the experienced recruiters at PrideStaff Las Vegas for more information on the benefits of partnering with our team to successfully grow yours!

10 Ways to Make Yourself Smile at Work Today

Having a tough day? Looking for reasons to smile at the office? Here’s a list of 10 ways to make your workday more productive and a little bit more enjoyable.

10. Decorate Your Office/Cubicle

Whether you have an office or a cubicle at work you can brighten it up with some things from home. Include pictures of loved ones or pets, or souvenirs of your favorite vacation spot. Reminders of why you are working so hard can serve as inspiration to keep it up.

9. Read an Inspirational Quote

Post inspirational (and work-appropriate) quotes on your wall or keep a book of them at your desk to pull out when you need a pick up. These quotes can help to keep you motivated on even the most challenging day.

8. Compliment a Co-Worker

Don’t hesitate to compliment a co-worker on a job well done or thank them for help on a project. Going out of your way to be kind and appreciative to people in the office makes the environment more pleasant for everyone.

7. Take a Social Media Break

Keep in touch with outside world via Facebook or Twitter on your lunch or break. Take a break to read a blog that can teach your something about your industry. Reading something funny and feeling connected can help you get through a tough day.

6. Avoid Negativity

You don’t always get to choose who you work with, but minimize the time you spend with negative people as much as possible. Their attitude can bring you down as well. Find solutions rather than complaining about problems. It will make your office a more pleasant and constructive place to work.

5. Take a Walk Outside During Lunch

An excellent way to enjoy your day more is to take time to enjoy nature during your lunch break. Instead of sitting in the same cafeteria for the 100th day in a row, go outside and take a walk around a local park.

4. Pay it Forward

If you are on the way to work and stop at a local coffee shop, consider paying it forward for someone in line ahead of you. It could make their day, and yours.

3. Take Time to Reflect

Take five minutes during the day to reflect on all the positive things in your life right now. People who focus on the positive rather than negative aspects of their lives are known to be happier and more productive.

2. Say Thank-You

One of the best ways to smile at work is by thanking those around you for work they have performed or for any favors they provided you.

1. Look For a New Job

If you consistently feel sad or depressed at work, it may just not be the right fit for you. Take some time to assess what you like and dislike about your current situation and how it can be improved in your next role.

Need help finding a job that will make you happier?
We have the skilled team on hand to assist you. Contact PrideStaff Las Vegas today to begin your job search.

Don’t Waste Your First Impression When Interviewing

Landing a job interview is no small feat. You’ve impressed a prospective employer enough that they want to learn more about you, your qualifications and your overall fit as a member of their team.

You should feel very good about this opportunity.

You also need to be prepared to make the best possible first impression. The hiring manager already knows the basics about you from your resume.  Now they’re saying, “Here’s your chance to prove to us that you’re all you say you are – and preferably even more.” And your first impression can make or break your chances of success.

Do Your Homework

Learn all you can about the company, your interviewers and the job. This shows that you’re well organized, take initiative, and are serious about the position.

• Start with the company website. From there, turn to its LinkedIn and Facebook pages, as well as other social media venues. Google your interviewers and check their online profiles so you know something about them.
• Use your personal connections. If possible, speak with current or former company employees. Ask them what the organization values most in its workforce.
• Scope out the location in advance. Know the best and at least one alternate route, so you arrive in plenty of time. Plan to be at least 10 minutes early. Then you can organize and recollect yourself well. In addition, being punctual shows your reliability.

Dress the Part

Your appearance and demeanor speak volumes about your suitability for a job. Remember, when you interview, you’re a salesperson and the product is you. So be sure to package it well.

• Dress for the job you want, not the one you currently have or formerly held. Try and get a sense of company dress code and if in doubt, kick it up just a notch. Dress professionally and conservatively. Think “polished.” This means clean, neat and well groomed. Leave the dangly earrings and any visible body piercings at home!

Watch Your Body Language

What you say in an interview is obviously very important. But also be aware of the non-verbal messages you send. The manner in which you carry yourself and your overall body language should reflect your passion, interest and enthusiasm without appearing arrogant or overconfident.

• Make eye contact, but don’t stare. Sit relaxed but not slouched, with your head in line with your spine. Maintain a calm, poised demeanor as long as you’re on company premises.
• Show that you’re actively listening. You should be able to paraphrase back what an interviewer has asked and answer questions in a way that satisfies whatever they have on their mind. Look for the purpose underlying a question. What does the interviewer want to know and how can you best respond?

Be Positive from Start to Finish

From the time you arrive on the premises till you pull out of the parking lot, be positive and professional with everyone you encounter.  It begins with your sincere smile and firm handshake – and even beforehand, as you interact with security personnel, receptionists and others.

• Leave on a high note. Indicate that you enjoyed the experience and look forward to hearing back from the company. Thank everyone.
• Be polite and friendly to everyone. Your interviewer may ask them their impression of you afterwards.

The specialized recruiters at PrideStaff Modesto can provide coaching and counselling to help you best prepare for your next interview – and find the right job for you and your lifestyle. Contact us today to learn more.

Compliance in 2015: Are You Up to Date?

As you prepare to welcome 2015, it’s a good idea to take a look at your company policies and make sure you’re starting the year off on the right foot, particularly with regard to safety policies and OSHA regulations. If you haven’t revisited or revamped in a while, take time now to do so. It helps create a safe working environment for all involved and helps keep you in compliance with proper health and safety laws.

Since the Occupational Safety and Health Act of 1970, OSHA has helped companies ensure safe and healthy workplaces for their employees. OSHA’s administrator answers to the Secretary of Labor, a member of the president’s cabinet—the safety and health of America’s workers is taken seriously by the highest forms of government. The OSH Act itself covers a majority of private sector employers, their employees, and some public sector employers and workers.

All employers who fall under the OSH Act must consistently remain in compliance with OSHA regulations. Some of the basics include:

• “…provid[ing] a workplace free from serious recognized hazards and comply[ing] with standards, rules, and regulations issued under the OSH Act” (https://www.osha.gov/as/opa/worker/employer-responsibility.html)
• Making sure workplace conditions align with applicable OSHA standards
• Posters, labels, color codes, or signs to alert workers of possible hazards
• A prominently displayed OSHA poster informing workers of rights and responsibilities
• Safety training in a language and vocabulary all workers can understand
• Established and/or updated operating procedures conveyed so employees adhere to health and safety requirements
• Keeping records of work-related injuries and illnesses, as well as providing access to the log of those records
• Refraining from discrimination against employees who use the Act to exercise their rights
• Encouraging adoption of an Illness and Prevention Program (some states require one)

In order to remain in compliance with OSHA requirements and standards, use OSHA’s specific requirements to create a viable working safety program. You must also check with your individual state (FYI: Ohio does not have its own health and safety laws; it goes solely by the federal regulations) to see if it has specific OSHA-related rules. Consider your short-term and long-term needs in terms of immediate and ongoing worker protection when creating your program. To put it simply, the best program will anticipate, identify, and eliminate health and safety hazards.

If you need any help creating or updating your OSHA program to be in compliance with the laws, contact PrideStaff. There is nothing more important than the well-being of those who work for you.

Make 2015 the Best Year in Your Company History

With the onset of the New Year, it’s an opportune time to review your HR management practices, performance, and departmental and business needs. Look ahead to pending changes that will impact your plans in the next 12 months. From technology to tax laws, from health care to wage requirements, there’s a lot to consider as you develop the best possible strategy for success in 2015.

Legal Changes on the Horizon

For California employers, the past year has been very active both in the courts and the legislature. Among the issues to keep on your radar screen as you complete your 2015 HR objectives are:

• New employment-related legislation.
• The state’s new mandatory sick leave law.
• Wage and hour requirements.
• Exempt status changes.
• Disability accommodations.
• The Affordable Care Act, and more.

The Need for a Global Approach

In 2015, HR will continue to go global, as businesses trend toward using more contingent and remote employees. These are freelancers, temps, part-timers and contractors who currently help make up the workforce at almost 35 percent of U.S. companies. Fortune magazine predicts that this percentage will soon grow to between 40 and 50.

• Talent is where you find it. That doesn’t always mean it’s in your geographic proximity – or even your own country. This entails payroll and compliance issues as well as talent search needs.
• Increase your global presence. Technology puts it at your fingertips via worldwide networks and social communities.

A Cloud-Based Future

Cloud-based HR solutions enable your employees to become empowered, as they have instant access to helpful apps and resources through their mobile devices.

• Use of the cloud simplifies work flow and improves information reporting. This allows your HR team to use their time more proactively in support of larger business goals.
• Cost savings stem from greater agility in your processes. You can make use of the latest cloud technology without making any major changes to your tech infrastructure.

A New Employee Culture

In 2015, Millennials will become the dominant workplace population segment for the first time in history and the youngest Baby Boomers will celebrate their 50^th birthdays. Be ready for an emerging workforce that expects 24/7 flexibility and transparency. And have plans in place to ensure a seamless knowledge transfer between generations.

• Make your employees feel they’re integral to the organization. Flexibility, innovation and openness to change are required not only to attract Millennials, but also to retain them. Research has shown that in many cases, they’ll go elsewhere if they don’t quickly find the culture that works for them. For many younger workers, this is even more important than compensation.
• Employee recognition is critical. It has to be valid and sincere. Get to know your team members as the valuable individual contributors they are. A simple pat on the back doesn’t cut it anymore.

Social Media Here to Stay

The benefits of connecting on a growing variety of social networks and convey information to targeted audiences in real time are immeasurable.

• Instead of policing access to social media, enlightened and agile companies harness its vast power and reach.

The recruitment and workforce development experts at PrideStaff Modesto can help you manage your ongoing HR needs, stay on top of relevant developments, and lead your company to competitive success in 2015 and beyond. Read our related posts or contact us today to learn more.