Stop Making Excuses! Find the Perfect Job Today

The perfect job is one that you will enjoy and that provides an opportunity for development and career growth. Finding a job that you will enjoy requires an understanding of your own personality and strengths. Many career advisors use assessments to discern personality type, your preferred working style, and the type of job that is best for you.

The Myers-Briggs is a common tool used to analyze personality. Companies often use it as part of diversity or team training to provide employee insight and to improve interpersonal communications in the workplace. Different personality types approach work tasks in different ways. A certified Myers-Briggs administrator is required for a formal assessment.

It is also important to determine what your priorities are in terms of work. Do you want a job that provides flexibility? Does your job need to provide “meaning”? The Huffington Post reports a survey by Payscale that determined that money does not necessarily bring work satisfaction. A graphical presentation shows the occupations that provide the most meaning to workers and these included clergy, health workers, and educators.

Once you have identified a work area, include these steps in your job search.

Research companies on LinkedIn, Glassdoor, and Payscale to determine company culture, pay, and flexibility options. Reach out to companies that interest you and request informational interviews. Keep in touch with people that you meet and grow your network.

Determine your unique skills and traits and what you can offer a potential employer. Develop a presence on social media and market your skills effectively. Create a page on LinkedIn and gather any items that you might be able to use as part of a portfolio to show an employer. Revise your resume and tailor it for each job.

Consider volunteer work that can add to your experience and that relates to the type of job you are seeking. Hiring managers will consider volunteer work to be evidence of strong motivation and commitment.

Recruit Some Support for Your Job Search.
Looking for additional support for your job search? Contact our team of skilled recruiters today to learn how a partnership with our team can positively impact your job search!

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Turn Networking From a Pain Into a Pleasure

If you’re like most people, networking is a chore to cross off your “to do” list each week or month. But did you know that there’s an easier – and more effective way – to network?

Below are some tips to help you take advantage of everyday opportunities to build new relationships – and build your network in the process:

Change Your Perspective
As one of the leading employment agencies in Phoenix, PrideStaff knows when most people think of networking, they imagine a formal event where everyone is wearing a nametag and handing out business cards. But networking can be as simple as grabbing coffee with a colleague. Or re-connecting with an old college buddy over lunch. In other words, you don’t need to go to an official networking event to network. And considering that networking is really about building relationships, spending some one-on-one time with new connections and old colleagues is a far more effective way to cultivate partnerships.

Consider What You Can Do for Someone Else
Oftentimes, when it comes to networking, people think about what’s in it for them. That’s only natural. But rather than looking to others for help, serve as a source of inspiration, job leads, knowledge, information, or guidance for someone else.

For instance, next time you attend an industry conference, think about how you can help the different people that you meet. Can you connect them with a valuable partner or help them source a new vendor? When you position yourself as an expert or problem solver, you’ll make some truly transformative connections.

Follow Up & Follow Through
When you meet someone new, follow up with them to build on the relationship. If you come across an article you think would be of interest to them, pass it along. If you hear of an industry event they could benefit from, share the details. Think of various ways to stay connected – whether it’s inviting them to lunch or introducing them to others. Following up turns those you’ve met into those you know.

Establishing a great network takes time and effort. But doing so can make your career and your life more fulfilling. So don’t network only at formal business events; instead, try to reach out and create connections every day.

Need more help networking your way to a new job?
If you do, give PrideStaff a call. As one of the leading employment agencies in Phoenix, we work with top employers in the area and can give you access to rewarding jobs that aren’t always advertised.

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

When Your Team Keeps Missing Deadlines

Does your team have trouble with deadlines? As one of the top recruiting firms in Phoenix, PrideStaff knows that while one missed deadline may not be a big deal, regularly missing them can have a huge impact on your bottom line. To get your team back on track – and meeting deadlines on time – here are a few tips to follow:

Commit to reasonable deadlines.
Before you set a deadline, do some work and make a plan ahead of time to determine whether it’s reasonable. Without a plan in place, you’re simply setting an arbitrary date that may not be realistic. If it’s not realistic, people won’t take it seriously and will continue to blow deadlines. When this happens regularly, it communicates to your staff that you don’t really mean what you say and your deadlines aren’t absolute.

Be clear about deadlines.
If you need a report by Friday from Bob in accounting, don’t say “I’d really like to have the report by Friday.” That communicates that while it would be nice to have, you don’t require it. Instead, tell Bob “I need the report by Friday.”

Prioritize your team’s workload.
If you have a critical deadline looming, make sure your staff isn’t caught up in non-urgent work. Evaluate their workload and tasks to ensure they have the time and resources to meet the deadline. If there is something standing in their way, make sure they know that they must communicate any issues to you. If there’s a serious lack of manpower, then bring in temporary or contract help for a period of time to take on everyday tasks, while your staff focuses on meeting the deadline.

Hold people accountable.
If team members are missing milestones on their way to the deadline, hold them accountable. Otherwise, they won’t take your deadlines seriously. You don’t need to get angry, but you do need to meet with that person and let them know you’re concerned about their lack of progress.

Ask about obstacles.
If your team keeps missing deadlines due to events outside their control, then you need to know what those things are and deal with them. For instance, if IT problems are hindering their productivity, then those issues need to be solved if you expect your team to meet your deadlines.

Celebrate successes.
Celebrate milestones met and deadlines achieved. You’ll keep your staff motivated and engaged so meeting a deadline isn’t such a hassle the next time.

Need temporary help to complete your next big project? Call PrideStaff. As one of the top recruiting firms in Phoenix, our expert team of specialists can help you recruit and hire the skilled employees your business needs to keep it innovating and growing. We’re just a click away! Contact us today.

Personalization is Key in Your Application

When you’re job hunting, the ongoing task of sending out resume after resume, accompanied by cover letter upon cover letter, can be daunting and feel downright insurmountable at times. It’s tempting to just “go form letter” and make about three zillion copies of everything, staple and mail them. Check, done and hand me the TV remote, please!

But you know this isn’t the way to go, right?

If you stand any chance at all of getting an interview, you want your cover letter and resume to make an impact among the hundreds that may be received by a hiring manager or recruiter. And you must, must, must– without exception – target them to the company and position for which you are applying.

Your Cover Letter

Use your cover letter to pinpoint why you’re the perfect candidate for the job. This document should be position specific, concise, and customized to your desired employer.

Start with the job posting. List all the criteria the employer is seeking. Then, list your own skills, qualifications and experience. Match them up – and include these details in your cover letter. If you don’t have a posting or job description, research the company and find out how they could benefit from the unique value that you can offer.
Specifically address the job and why you’re right for it. If your list doesn’t come close to matching the position criteria, think twice about pursuing this particular opportunity.
Address your cover letter to an actual person. If necessary, call the company HR department and find out to whom it should be sent. Stay away from the “to whom it may concern” lead.
Use the company name and job title. Address specific organizational needs. But in doing so, keep your cover letter concise. Three or four paragraphs is a good rule of thumb.

Your Resume

Submitting the same resume for every position can’t possibly meet each employer’s individual needs. To grab their attention, give them what they want by tailoring your resume to them.

Remember, your resume will likely be reviewed by software as well as humans. Increasingly, companies utilize applicant tracking systems to narrow their fields of job candidates. Include in a prominent position in your resume the same keywords found in the job description. This will increase the chance of it matching available positions.
Prioritize content. List your most relevant and important experience first, with key accomplishments listed at the top of each position.

It takes more time and effort to prepare customized cover letters and resumes, but it’s worth the effort. Without taking this key strategic step, you can pretty much count on your materials landing in the circular file or the electronic trash bin.

Partner with a professional recruiter from PrideStaff Modesto as you plan and implement your job search strategy. Read our related posts or contact our team of experienced recruiters today to learn more.

Writing a Resume for Skilled Trade Positions

As you put together your resume, remember for yourself that there’s no “one-size-fits-all” formula. In fact, it will look better for you if you tailor each resume to the particular company or industry you’re focusing on. While some of the basics will remain the same, bear in mind that for something such as a skilled trade, you want certain aspects of your background to stand out immediately. The average resume gets anywhere from six seconds to five minutes of viewing by HR, so you want to make yours stand out immediately from the pile.

Start with the basics: contact information such as your full name, address (mailing address added if different from your permanent), telephone number, and an email address. Make sure the email address looks professional; you want it to read JohnSmith@gmail.com, not something confusing or juvenile that you chose when you were less mature. Add a short (1-2 sentence) objective that conveys specific industry, positions, and/or relevant skills: What are you looking for and why would you be the right fit?
List your education in chronological order, starting with the most recent degree. Include the name of institution, city and state, as well as degree earned, major, and year the degree was awarded. You don’t need to list your GPA.
Have a section for your range of experience. Here you put in any apprenticeships, accreditations, certifications, and licensing affiliations. It may also help to add the year you went through/earned each.
Now focus on your skills and experience. This is where you list your previous positions (again, start with the most recent), responsibilities, and any specific achievements. List by job title, adding in employer name and location, and dates of employment. Under each be sure to prominently list skills an employer is looking for – remember, an employer may only give the resume a good once-over, so you have to somehow make those relevant skills and achievements pop out.
Have a list of references ready, ranging from former employers and co-workers to customers. It helps to have the wide range of people who have worked with you in different capacities. You should list a phone number and email contact for each one.

The focus for skilled trades is just that – your skills. While the rest of the information in a resume is necessary, make sure your objective and job descriptions cover the skills that make you the right person for the job.

Are These Social Media Mistakes Costing You Great Candidates?

As recruitment experts in Tempe, PrideStaff knows an engaging social media presence can go a long way in helping you attract great candidates for your job opportunities. On the flip side, a weak presence can send them running.

What are some of the mistakes companies make on social media that repel top talent? Here’s a look at 4 of them:

Mistake #1: Not Having a Social Media Presence
According to a Mediabistro survey, more than 14 million job candidates have used social media to find a job. In addition, 29% of respondents said they use social media as their primary job search tool.

The lesson here? Social media helps you to expand your talent pool. If you’re not on social media sites, then you’re missing out on a big slice of the candidate pie.

Mistake #2: Not Having a Social Media Policy
It’s critically important that your company has a social media policy in place. The last thing you want is a great candidate to slip through the cracks because they saw an employee bashing customers on a social media site.

Employees are protected by their first amendment rights; however, there are certain limitations your company can put in place via such a policy. For instance, you can forbid employees from displaying or posting items that are personal in nature on business social media sites. Likewise, your company can also prohibit employees from discussing confidential information, trade secrets, or making disparaging remarks about customers.

Mistake #3: Focusing on Quantity, Not Quality
When it comes to attracting the best candidates, quality trumps quantity every time. If your online content lacks focus, is poorly written, or is off the mark, then you could actually be deterring candidates from applying at your company. Concentrate instead on producing quality content that’s both interesting and valuable to candidates.

Mistake #4: Not Responding to Comments
Responding to comments allows you to engage in a conversation with your audience – in this case, candidates – giving you the opportunity to further showcase your employer brand. In addition, if someone posts a negative remark, it also gives you the opportunity to respond and diffuse the situation. On the other hand, ignoring comments, especially critical ones, lets your audience have too much influence over your brand.

Need more help attracting great candidates?
Call PrideStaff. As recruitment experts in Tempe, our team of specialists can help you find and hire the skilled employees your business needs to keep it innovating and growing. We’re just a click away! Contact us today.

Selling Your Company to a Candidate in a Job Interview

Recruitment is about selling – and as an employer, your product is your company. An interview is a two-way street. Not only are you assessing candidates, but they’re trying to get a good look at your organization and determine whether it’s where they want to continue their career. Your effective salesmanship depends on maximizing candidate interest while at the same time conducting a thorough analysis of each applicant.

Know What You’re Selling

Before a sales representative can close a deal, they must have a strong knowledge of their target market – or in the case of a job interview, their desired candidate.

Your job description is your marketing brochure. List the traits and qualifications you’re looking for and be as transparent as possible in presenting them.
Know everything possible about the position. Your JD should include an accurate description of your organization as well as the duties, expectations and requirements of the position. Include information on the compensation package and benefits. If you don’t have a clear-cut role to sell, candidates will quickly look elsewhere.

Be Passionate About the Position

In order to effectively sell an opportunity to a candidate, you need to present them with an opening that has some allure. If you were in their shoes, would you take the job?

Know what’s important to each individual applicant. Besides salary and job duties, what do they want? What are their motivators? For instance, they may be seeking flex time, more learning opportunities, or the chance to regularly work on challenging, high-profile projects.
Know what makes your company unique. Are you an industry leader? Do you make a true difference in your community and/or society as a whole? Find and sell those features that will get the candidate excited about working for you versus the competition.
Know your culture. More and more candidates, especially millennials, want details on company culture before they’ll consider an offer. Explain what yours is like: the perks, the people and the overall work atmosphere. When you talk culture during an interview, not only will you entice top talent, but candidates will gain a clear sense of whether the job is right for them.

Do you need help developing your sales strategy to attract and retain the best candidates? Consider partnering with a specialized recruitment firm that can help you hit your hiring targets head on. Read our related posts or contact PrideStaff Modesto to learn more.

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How to Show You Will Bring Value to an Organization Immediately

Beginning with your resume, the success of your job search relies on how well you demonstrate that you can add value to an organization. If your resume is a success, chances are you’ll land an interview – the next big step in impressing a prospective employer.

Value via Your Resume

Your resume helps an employer to decide whether they want to shortlist you for an interview. When you add value to your resume and any supporting documents, you boost your chances of making it to the next candidate selection round.

Include details on how you added value to past organizations. Use specific numbers to highlight results that you achieved. For instance, if you built sales or increased profits, list the percentage of improvement accomplished.
Make the information relevant. All the numbers in the world won’t make an impression unless they apply to the job for which you’re being considered. Carefully review the job description or posting and tailor your resume – and in fact, your entire presentation strategy – to meeting your prospective employer’s needs.
Prepare your references. Not only should you submit a list of three or four solid references, but you also should keep them informed of the specifics regarding employers who may be likely to contact them. Your references can be a tremendous asset in showcasing the value you bring to the table.

At the Interview

Treat your job interview like a sales pitch during which you promote yourself and all you can do for the company. Your success will depend on your ability to discover your interviewer’s needs and empathize with them.

Interview yourself first. Ask yourself a series of questions, the answers to which will help you understand your own value. For instance: What are you really good at in the context of your work? What qualities do you have that will add real value to the company? What would be your greatest asset to them? These questions dig deep into your psyche and help you develop confidence and the conviction that you’re the right person for the role.
Write a winning elevator speech. This is a sentence or two that highlights your skills, qualities and talents and entices the interviewer to listen and want to hear more. Speak about the future of the organization and how you can help them get there.
Rehearse with a trusted friend. Have them ask questions that you expect to hear during your interview. Respond using talking points from your elevator speech, as well as facts and numbers that detail your previous value-added accomplishments.

Seal the Deal

Dress and act professionally, show enthusiasm and confidence, and at the conclusion of your interview, express your thanks. When you get home, send a thoughtful, well-written yet brief note to everyone you met. Follow up as appropriate, without being overly aggressive. In other words, continue that sales pitch right up until you seal the deal and an offer is made.

How Can PrideStaff Modesto Assist Your Job Search?

Consider working with a professional recruiter as you progress through your job search process. Read our related posts or contact the team at PrideStaff Modesto to learn more.

Keeping Productivity up in the Fall

As the days shorten and the inevitable march toward winter approaches (imminently, according to various drugstore Christmas displays), our minds unconsciously move toward a sort of hibernation approach as we mentally prepare for colder days. So how can you keep your employees motivated and productive in the fall as we move out of the beach attitude of summer? Here are a few tips and ideas to help workers stay focused and reaping the benefits of their continued efforts.

Get back to school.

Focus on that back-to-school mentality of a fresh start, a renewed sense of energy and opportunity. Teachers start out detailing their plans and goals for the school year with their students; this could be an excellent time to sit down with your team and review what you’ve done so far, whether you’ve accomplished your set goals thus far, and what you have yet to do as the end of the calendar year approaches. In keeping with the school mode, look to see what you can do to introduce a new way of approaching a project. And as you move toward winter “break,” make sure you’ll have everything done beforehand so you can take a few days off knowing you’ve crossed all Ts and dotted all Is.

Expand your knowledge.

In keeping with the idea of going back to school, harness the vibe by helping employees learn a new skill. See who you can bring in for an on-site professional development day – or, even better, help keep energy up by having the office go offsite for a local speaker or conference day. Sometimes a new location helps spark new ideas. Have HR check to see what opportunities exist for helping an interested employee sharpen her skills through online or college courses.

Take time to play.

The crisper, cooler weather doesn’t mean you can’t get outside. Organize a team outing to play or watch a sport together – it allows employees to interact outside of the office and bond a little. See if there’s a volunteer opportunity the office can participate in to give back to the community. Treat the office to lunch after a particularly well-executed project. Host a Happy Hour at a local restaurant or pub on a Friday to give employees a chance to wind down and relax together. As the saying goes, all work and no play…

Fall can be fleeting. Don’t let opportunities to help your office stay productive and focused slip away from you before the snow flies. And if you need any ideas, the experts at PrideStaff can help give you ideas to maintain a productive and efficient workforce as well.

When Hiring, Finding a Fit for Your Company Culture is just as Important as a Candidate’s Overall Knowledge

Hiring candidates based solely on knowledge and experience is a recipe for high turnover andunnecessary recruitment expenses. Although an individual may possess the required expertise to do the job, their personality or work style may be in conflict with the existing organizational norms. Erika Anderson reports in Forbes that approximately 90 percent of hiring failures are a result of a candidate not assimilating into a new corporate culture.

A company can eliminate the risk of a bad hire and maximize the likelihood that a new employee will fit successfully into the corporate environment by screening for pre-identified traits. For example, if your office is open-plan with daily collaboration, an individual who prefers to work independently in a quiet atmosphere might not be the best fit.

Take an objective view of your organization and identify what type of personality would enjoy working within the existing parameters. The culture is not going to change quickly, so an honest analysis is crucial. Include team members and other managers to obtain as broad a perspective as possible.
Prepare interview questions that allow the interviewers to glean some idea of the candidate’s preferred work styles. Behavioral interview questions reveal the past behavior of a candidate, which can be an accurate predictor of future behavior. Have the candidate interact with as many staff members as possible and ask them their opinions. An individual may act quite differently outside of the interview room.
Consider the candidate’s expectations in terms of career development and short-term job functions. If they do not align with the realistic job situation, let the candidate know. Both the employee and the employer should be honest with each other so that there are no disappointments later. If a candidate is over-qualified, no one will benefit.

Cultural fit does not mean organizational homogeneity. Diversity brings innovation and a wider skillset to a company. The Bridgespan Group recommends treating each position separately, and each role will tolerate a different type of personality. Seek the feedback of the staff members who work in similar roles to determine their opinions before writing the job description.

Looking to Hire Additional Employees to Grow Your Workforce?
We have the skilled recruiters on hand to assist you with your hiring needs! Contact the expert recruiters at PrideStaff Las Vegas for additional resources for your hiring initiatives.