Kick Start 2015 with these 3 Social Media Friendly Job Search Tips

Since the mid-2000s, social media have surpassed job boards as tools for hiring managers to source and select job candidates. A solid 94 percent of employers in a 2013 survey said they were using or planning to use social media as a key aspect of their recruitment strategies.

It’s no longer question of whether you should use social media in your job search, but how to maximize its effectiveness.

LinkedIn Continues to Lead the Way

Now starting its 12^th year, LinkedIn remains the number-one social network for job searches. Its business-oriented platform provides the largest online network for marketing yourself and expanding your network of connections.

Have a complete, robust profile. The more relevant information you include, the better. A completed LinkedIn profile makes you 40 percent more likely to receive a job opportunity. Include your major accomplishments, experiences, education, skills, honors and any other professional achievements you would incorporate into your resume or an interview.

Request recommendations. Turn to your most credible connections. It’s best to ask for their recommendations in person before sending the generic LinkedIn form.
Grow your network. Start making connections as soon as your profile is complete. Import your address book. Connect to friends, family, alumni and past and present colleagues and supervisors. Try to add at least one new person a week to your network. But remember: Quality is more important than quantity. You want a large network, but don’t invite strangers or people you only vaguely know – and don’t be offended if they deny your requests.
Join groups. Add value to discussions. Share your view or link to a relevant article or video.
Use LinkedIn Jobs. It suggests open positions that align with your interests and allows you to search jobs based on different categories. You also can see how you’re linked to the person who posted the job opening.

Don’t Hesitate to Network on Facebook

Facebook may be best known as the most “social” of all the social networks, but don’t overlook your professional network on this site. These contacts may even be more helpful, because friends who know you personally have more of a stake in helping you succeed.

Make sure your Facebook profile is private. Much of it is public by default and you probably don’t want potential employers to browse your personal updates. Under Account, then Privacy Settings, choose Friends Only. That way, if an employer should Google you, they won’t be able to see details of your profile, your photos, or your personal status updates.

Find Information on Hiring Managers

Before you submit your resume, look up HR and hiring managers on LinkedIn and Twitter. (If they’re smart, they’ve made their Facebook profiles private.)

Twitter feeds can be information gold mines. Knowing more about a person can help you tailor your cover letter to their needs and be better prepared to break the ice and converse naturally with them in an interview. It also supports that you’ve done your research and it’s a great professional courtesy to know a little bit about your interviewer.

The professional recruiters at PrideStaff Modesto can help ensure that you not only search, but succeed as you take your career to the next level in 2015. Read our related posts or contact our experienced team of recruiters today to learn more.

How to Help Your Employees Beat the Post-Holiday Blues

After the festivities of the holidays, the month of January can be a bit of a downer. Employees are expected to get their nose back to the grindstone andthe projects start piling up. How can you help your team beat the post-holiday blues – and get excited about 2015? Here are five quick tips:

Tip #1: Help employees set workplace resolutions.

Your employees have likely set personal resolutions. The start of the New Year is a great time to set workplace ones, as well. If you haven’t already conducted performance reviews with your staff, then now’s the time. When you do, the outcome should be not only on setting expectations, but also working with them to develop clear and achievable goals for the coming months and year.

Also, remind them of the value they bring to the table and what the workplace successes and results they deliver mean to the company. This will give them focus and help keep them motivated.

Tip #2: Kick-start new projects.

Get your team re-ignited by kick-starting new company initiatives that challenge them. For instance, is there a project you’ve wanted to tackle for a long time, but haven’t? Or a community philanthropic activity you’ve wanted your staffto get involved in? Develop a strategy and work together to make it happen.

Tip #3: Jumpstart your team with team building.

If early in the year is your company’s slow time, then use the opportunity to schedule team building activities. Whether it’s weekly lunches, or hosting a formal event, doing so can inspire your staff and may just be the stimulation they need to re-ignite their enthusiasm.

Tip #4: Ask about vacation time.

The start of the year is a good time to ask your employees to begin making vacation requests. Not only will this give you a sense of who will be out of the office and when, but it will also boost their moods as they start thinking of their next vacation.

Tip #5: Encourage a culture focused on health and well-being.

Elevate your employees’ moods by promoting a healthy workplace culture. When you have a lunch meeting, don’t order pizza. Opt for something healthier. Stock the community room with better snack options than chips and cookies. And encourage employees to take breaks and get up and move around.

And if part of your staff’s winter blues has to do with being over-worked, 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.

Hiring Mistakes we Can Learn From

“Everyone makes mistakes”–a very familiar platitude, and a very true one. And hopefully, we all learn from our mistakes (another familiar statement). When those mistakes occur in the hiring process, however, the lessons gleaned can range from minor and annoying to complicated, prolonged, and expensive. So take a look at some of the hiring mistakes you and others may have made in this past year and do what you can to avoid them in 2015.

Hiring in a hurry

If you need to hire someone to fill a sudden vacancy or have unexpected growth that requires you to bring in someone new, rushing to fill that spot almost never ends well. Not taking the time to do your due diligence with regard to the hiring process often results in hiring someone who’s just not right for the position–and that ends up meaning more time and money spent hiring someone else. Try to figure out your hiring needs over the next two years, basing it on previous trends and expected increases in business. Structure your teams so losing a key member won’t mean a gap in knowledge–others on the team can fill in while you look to find a replacement.

Unclear expectations

To put it bluntly, if you want the right person for the position, you have to make your expectations and requirements clear in both the job description and the interview. Not doing so wastes both your time and the candidates’. Take the time to figure out exactly what you need and what you want, as well as the background the candidate needs to best fulfill the spot. Make sure you discuss a summary of the position, duties performed, background required, the purpose of the job, and next steps. Finding the right person takes time, but making expectations clear will make the process more efficient.

Not checking references

It happens–you take the time to find the right candidate, he interviews well, he seems like a great fit, so do you really need to check his references? Yes, without question. Another question: Is the potential burn worth the risk? You might want to consider telling the candidate flat-out that you plan to check references and note the reaction–it allows them to come clean, if necessary, about any issues. And most references will want to paint the candidate in a positive light, so listen to both the words and tone in the person’s response—both will tell you something. Skipping this step can lead to trouble you just don’t want or need.

These mistakes have various stories associated with them–do what you can in 2015 to ensure you have more positive hiring stories than negative ones. For help with hiring, visit PrideStaff.

How a Staffing Firm can Help You Find a New Job for 2015

Is one of your New Year’s resolutions to find a new job, either getting away from your current position or finally getting back into the workforce? You don’t have to go it alone–to help marshal your resources and cast a wide net for yourself, it will truly help if you make use of a staffing firm.

Their job is to help you find your job.

Think of it this way: A staffing firm’s purpose entails connecting job seekers with companies looking for quality hires. They’re the business equivalent of a dating site–although obviously focusing their talents on matching up compatible skill sets and experience with a position that best fits. Companies want to know they’re getting a well-vetted candidate, and staffing firms provide that service. So use a staffing firm to take some of the burden off yourself.

They have the inside scoop.

Want to find the jobs that aren’t advertised on Monster or Indeed? Connect with a staffing firm. Certain companies work with staffing firms as the firm’s clients–they want the best person for their industry, and the firm in turn helps them find what they want. Plus they’ll have job openings available to you either before they hit the general public or even the ones that may not make it that far. Some firms focus on specific industries, so it may help you to scout around a bit to help you focus your finding.

They’ll help you put your most professional foot forward.

For many staffing firms, it’s not just about you coming in with a ready resume and having them match you up. Staffing firms will help you with resume and cover letter writing–a website such as PrideStaff’s has a wealth of information ranging from when to look for jobs, to how to dress for the interview, to how to follow up afterward…and much more. As the PrideStaff folks put it, it’s the difference between looking for a job and finding one. With a staffing firm’s expertise combined with solid effort from you, you can present the best possible version of yourself and be well on your way to finding employment, whether temporary or regular.

Considering January is also a key time for hiring with many companies, connect yourself with a staffing firm today to get ready for new employment in the new year. Visit PrideStaff to get yourself started.

A Look into the Top Job Seeker Resources of 2014

Will 2015 be your year to land a new job?

You wouldn’t be the only one. Of 450 employers surveyed recently by LinkedIn, 49 percent expect their companies to be hiring in 2015. And 3.4 million people will turn 65 in the next 12 months as the vast Baby Boomer population continues to exit the workforce and create vacancies.

PrideStaff Modesto blog followers likewise reflect this national trend, as indicated by the most read posts during 2014. Leading topics were top reasons to quit your current job; how to politely decline a job offer, and how to job search without being overly aggressive in your approach.

Time for a Change?

Everyone has days, or even weeks, when it seems like nothing about work is going right. But if these feelings persist over time, you may need to think seriously about a job search. Top signs that you may need to make a change include:

Your working relationship with your manager is beyond repair. You’ve made every effort, but the chemistry just isn’t there. In this case, avoid making a rash move. Instead, explore all your options and take the high road, with no badmouthing or trash talking.
Your career is out of sync with your personal lifestyle. This tends to happen after you’ve undergone a major life change such as a marriage, the birth of a child or the added responsibility of caring for a loved one. With these new demands on your time, focus and income, you may need to reevaluate your situation.
There’s a culture clash. If your employer or job doesn’t help fulfill your personal mission and vision, it’s time for a change.
The stress is unsustainable. Pursue a job change at the point where your stress level becomes so high that it threatens your health or personal relationships. Don’t make salary your sole reason for staying in a job. It won’t get you what you want.

No, Thank You

You’ve successfully interviewed and been offered a job, but choose not to accept it. Decline with grace and professionalism so that the employer and recruiter remember you in a positive light.

Respond promptly and formally. As soon as you know you can’t accept an offer, respond accordingly. This gives the employer optimal time to hire another candidate.
Clearly state that you’re rejecting the offer. Be diplomatic and briefly state your reason. You’re not obligated to go into detail. It’s sufficient to simply say that “the job did not meet my career objectives.”
Put it in writing. Even if you initially decline in person or by phone, follow up with a letter.

When Job Searching, Be Assertive – Not Aggressive

When job searching, determination and tenacity are strong, positive traits. But be careful not to cross the line between assertiveness and aggression.

Focus on the value you’ll add. Put your prospective employer’s needs ahead of your own. Convey to them that you can add immediate value – and do so in a manner that reflects your leadership skills.
Stay away from hard-selling questions in your interview. For instance, don’t ask “Is there anything standing in the way of me getting an offer?” No hiring manager wants to feel they’re being pushed.

Working with a career coach can be the key to success in your job search. Contact the recruiting specialists at PrideStaff Modesto to learn more.

A Recap of the Top HR Resources of 2014

As an HR professional, what talent acquisition and management challenges will you face in 2015?

Among the most prominent issues will be retention, as indicated by recent research that shows that 52.3 percent of close to 1,700 Americans surveyed are unhappy in their work. Compensation is also center on the radar screen. The Society for Human Resource Management reports that this remains the most important, though not the sole, factor in overall job satisfaction.

And if you were to ask PrideStaff Modesto blog followers, their readership trends would list these topics as among the most important: evaluating candidate skills and qualifications; managing counteroffers, and creating strong workplace bonds among employees.

Evaluating Skills & Qualifications in an Interview

Interviews are your opportunity to finalize hiring decisions and get the real story behind candidates’ experiences, goals and plans.

Lay the groundwork. Specify clear requirements with a carefully-crafted job description. Separate resumes using a “three-pile” approach: qualified, possibly qualified and not qualified. Then develop an interview schedule and stick to it.
Ask open-ended, neutral questions. Stay away from anything evocative or judgmental. Be careful asking “why” questions, which may infer a cause-effect relationship that doesn’t exist or cause respondents to become defensive.
Spend 90 percent of the interview listening. Prompt candidates to continue conversations that provide telling information.

With Good Candidates Come Counter Offers

Counteroffers should be expected as you hire top talent. The key to managing them is to take a proactive approach and be prepared.

Stay in the game. Mitigate the chance of a counteroffer by addressing it early. Ask candidates directly what they would do if their current employer requested that they stay. Find out what’s motivating prospective hires to make a move. After making an offer, keep the motivation level high by staying in contact with candidates and remaining at the top of their minds.
When faced with a counteroffer, don’t get into a compensation war. You won’t win. Make your best offer and leave it at that. If you up the ante and the candidate accepts, they still may leave at the first opportunity they get for a higher salary.

Provide Social Support

Now that you’ve got great talent on board, you need to keep them. Research has shown that social support at working increases feelings of personal control, and positive emotions are indicative of high-performing organizations. Happiness at work is infectious – and it starts with you.

Define the team you want to build. Organizational success is based on everyone understanding your company mission and how their roles contribute to it. Set clear expectations, clearly communicate responsibilities and expected outcomes, and support your employees with the resources they need.
Encourage innovation. Place a high value on employee input, unique solutions and out-of-the-box ideas. Reward team members who take reasonable risks to make improvements.
Be there for your employees. Get to know them as individuals. Lead by example, creating an atmosphere of optimism by demonstrating it yourself – even in challenging times.

As you source, hire, recruit and retain your industry-leading team in 2015, partner with the workforce experts at PrideStaff Modesto for the most effective results. Contact us today to learn more.

Important Company Policies to Implement Before the New Year

As the new year approaches, you want to approach it with everything in place in terms of policies for your employees. And this is the perfect time to implement any new policies or changes to current ones–set everything up so that when 2015 comes around, employees will know your expectations right away.

Computer Security

Unfortunately, in an increasingly advanced technical world, hackers and occasional unscrupulous employees can find ways to sneak into company online computers. Make it a policy to regularly change passwords and make them somewhat complex (at least one uppercase letter, at least one symbol, etc.). Have a specific person or set of trained people in charge of security and put a program in place on computers that doesn’t allow employees to download any new software or hardware without running it through those people first. A simple “helpful” download can lead to all sorts of problems. If you’re in a large, open area, you may also want to consider having people lock their screens whenever they walk away.

Social Media

On the heels of that, you definitely want to consider a social media policy. While many companies use social media to connect with clients, prospective employees, and the general public, you should really make it clear as to how and if employees may use social media while in a company capacity. Remind them that what they post reflects back on the company, and they hold responsibility for their posts. You may also want to put a policy in place regarding personal use of social media, particularly on work computers. Consider implementing an Acceptable Usage Policy that details how employees may use social media and specific consequences for violations. A lot of this is about reputation management, something no company can afford to gloss over.

Vacation Time

While employers have no legal requirement to offer vacation, it stands to reason that allowing sufficient time off helps alleviate burnout and yields other health benefits to employees, all of which leads to happier, more productive workers. Consider your priorities: Do you want this PTO to be competitive, create a reward setup, or minimize costs? Decide what days the office will close (e.g., certain major holidays). Will you allow for rollover days from the previous year? If so, how many of those days will you allow employees to use and in what capacity (can they use them as PTO or sick days?), or does a “use it or lose it” policy work better for you? Look at policy from the past, consider getting employee input, and go from there.

Above all, when implementing new policies for the new year, make sure they’re clearly stated and they have the best interests of everyone in mind, both the company and its employees. Any vagueness can lead to misinterpretation. For help putting one together, visit the well-trained staff at PrideStaff.

With 2014 Nearing an End … Have You Reached Your Annual Goals?

How close are you to meeting your 2014 business goals now that you’ve turned the calendar to December?

The holiday season is here, which can be a natural formula for reduced productivity and distraction. Or, it can be a time for heightened success and a positive push towards turning at least some of those unmet objectives into reality before the New Year begins. It’s also a prime time to plan ahead for 2015.

Define Your Focus Areas

When it comes to achieving goals, you have to be realistic and at the same time, a bit unreasonable, especially if your timeline is limited. So start by taking a look at all your 2014 initiatives. Which have you completed? Which can you accomplish by year end, if you push just a little beyond your comfort zone? And which should be updated with the goal of achieving them in a timely fashion come 2015?

Your wish list may include:

Retention for star employees. The job market has opened up again, so employee retention is on your front burner. Focus on keeping your top performers happy and engaged. Appoint them to lead task forces that will help the company reach a business-critical goal. Give them increased responsibilities, mentor them and guide them towards success. Finally, reward them and their teams accordingly – perhaps with extra recognition during your holiday luncheon or party.
Hiring goals: Are there any short-term staffing gaps caused by the holidays or seasonal absenteeism? Will you be growing any departments in 2015? Stay in touch with your staffing firm so both immediate and long-range needs will be met.
Safety, health and wellness: Healthcare costs will continue to be a significant concern in 2015. And the holiday season can be particularly challenging as employees are distracted and overtaxed with personal demands. Implement a safety initiative, such as more ergonomically-friendly workspaces or the removal of potential hazards from your break rooms. Launch wellness programs to get everyone started on healthy eating, exercise and smoking cessation as part of their New Year’s resolutions.

Stretch Those SMART Goals

You’ve probably heard of the SMART formula for setting business goals that are:

Specific
Measurable
Achievable
Relevant
Time specific

During the waning weeks of 2014, shake your goals up a bit. Don’t just make lists and hold planning meetings; take action. While keeping things SMART, also use this formula:

Imagine: Look back at the year and list the objectives you wish you’d completed. Then, imagine them done. Can you make it happen?
Think: Brainstorm, draw mind maps, and take your ideas out of the abstract and into the concrete.
Capitalize on opportunities: Be alert for every opportunity to secure the necessary resources and buy-in to achieve a goal. This comes naturally if you keep your eyes on the prize … you’ll quickly start to hear of stepping stones and tools connected to your goal.
Commit: If you decide you can complete a task, go all in. Look for every possibility to bring it to fruition.
Take action: Put one foot in front of the other and go! Ask for assistance, network with like-minded people and create an environment in which your goal can be reached.

The workforce experts at PrideStaff Modesto can partner with you to successfully tie up loose ends for 2014 and be ready to take your business to even greater heights in 2015. Contact us today to learn more.

Six Interview Questions You Should be Asking EVERY Candidate

As you prepare to interview prospective candidates, you probably have a list of things you want to tell them and ideas of how best to get the measure of each person before making a decision to hire. But no matter what industry you work in, you should ask every candidate these six questions that will truly help you get to know who they are as people and as potential employees.

What’s important for you in a job?

This question gets to the heart of the candidate’s priorities and tells you where his focus lies. Does he talk the most about succeeding in his position? Learning more? Working with others? Work-life balance? Hitting his goals? Whatever the answer, that will give you an idea of whether this person’s values coincide with those of the company, as well as whether he’ll have a good cultural fit.

Tell me about a time when you had to overcome a major obstacle that stood in the way of you accomplishing a goal or commitment.

The candidate’s answer will inform you how she deals with setbacks and what she does to overcome them. This also gives you insight as to what she defines as an obstacle and how she connects with her co-workers. You’ll see how she approaches problems and what methods she uses to solve them.

How do you handle working with a difficult colleague?

The answer to this question tells you whether the candidate can manage functional working relationships regardless of personality. Listen to whether he attempts to deal with it himself, whether he chooses to get management involved, and whether that’s the best decision or not. Does he manage to get the job done regardless of contentious colleagues? This will give you insight as to how he deals with stress as well.

How will you add value in 30-60-90 days?

From your end, seeing how a new hire does after 30, 60, and 90 days gives you an idea as to how she will work out in the long term. Asking this question of the candidate allows her to promote her skills and demonstrate how she will make the company better in specific ways. Look for specifics and see how much research she has done on the company to be able to confidently answer the question.

Tell me about your greatest achievement at work.

Again, this gives the candidate the time to shine and promote his accomplishments. It also tells you where his priorities lie, whether in helping land a new client, dealing successfully with a difficult customer, or reaching a personal milestone. It shows you where his values lie and what he considers an achievement.

What prompted you to apply for the job/what interested you most about this position?

This may get surprisingly honest answers, partially because a number of candidates don’t think about how to best answer the question. It tells you where the person’s heart lies and if she has an interest in the position based on how it fits with her skills, the opportunity it affords her to shine in a new atmosphere, or, sometimes, whether she truly understands why she wants the position. It really answers the unspoken question, “Why do you want to be here and not somewhere else?” The answer will help you see what motivates this person and where her focus lies.

Interviewing candidates can be nerve-wracking on your end of the desk as well. Visit PrideStaff to discuss other ways of vetting quality candidates.

Team Building During the Holiday Season

The holidays are here – and it’s time for fun, relaxation and joyous celebration. But all the fa la la-ing, hall decking, shopping and reconnecting with loved ones also can cause added stress and anxiety, especially if work turns hectic on top of it all.

Emotions run high during the holiday season and the crunch is on to meet year-end deadlines, study for finals, make it on time to the school concert, and agonize over whether that much-wanted toy will still be available after the Black Friday tsunami passes.

How can you help your employees to truly enjoy the spirit of the season – without being plagued by sleepless nights and stress-crammed days?

This really can be “the most wonderful time of the year” when it comes to team building and setting the stage for success in 2015. Try these options at your workplace:

Give Back

Encourage your employees to donate to charity. Add a competitive element by dividing people into teams and have a “charity challenge” to see which group can raise the most money or collect the most gift items or canned goods. As a prize for the winners, have the company match their efforts and then treat team members to lunch with the boss.

Employees also can volunteer their time. Send teams to local soup kitchens, nursing homes and other organizations who can use their assistance. They can serve meals, read to children or distribute gifts and sing carols.

Visits from “Secret Santa”

This is a great time to start a Secret Santa system. Change the name to a more diverse “Secret Pal” and you can continue it year round.

Set ground rules up front. For instance, limit spending on any single item to five or 10 dollars. Defining expectations ahead of time avoids anyone’s feelings being hurt.
Reveal Secret Pals at a holiday party. This can be a more elaborate lunch or dinner – or to keep things cost effective, have everyone bring a dish. Add interest and tradition by having them share favorite recipes. You can even have a quiz regarding who brought what and the story behind the items. Then distribute gift cards as prizes.

Keep Things Diverse

Whenever you plan employee events, keep diversity top of mind. You may want to establish an Activity Committee, with this as one of their overall objectives. Your committee also can plan, orchestrate, staff and keep records. Membership should include both veteran and new employees to ensure fresh ideas and continuity.

Honor multiple cultures. This may mean serving something in addition to hot dogs at your next picnic, for vegetarians and those who adhere to religious restrictions. If it’s Ramadan, offer takeout boxes for those who are fasting and if it’s a Friday during Lent, include fish on your menu.
Support dietary restrictions. Include sugar-free, gluten-free and nut-free foods. Have your committee look into any other specialized needs amongst your employee population.

Holiday team building done right can help position you as a caring employer who really knows, understands and respects the greatest gift of all: your people.

For additional morale and productivity boosting ideas, read our related posts or contact the workforce development experts at PrideStaff Modesto today.