7 Steps to Safer Chemicals in Your Facility

The handling of unsafe chemicals can have a big impact on workers – the Occupational Safety and Health Administration (OSHA) estimates that 50,000 deaths and over 190,000 illnesses each year are the result of exposure to unsafe chemicals. To prevent the hazards of chemical exposure in the workplace and improve employee performance, OSHA developed a set of guidelines beyond the organization’s basic safety requirements. Check out OSHA’s seven steps to safer chemicals in your facility:

1. Engage
   Put together a team of workers to focus on developing new safety standards for chemicals in your facility. The main tasks at hand will be to brainstorm and enact ideas, as well as create and monitor safety goals.

2. Inventory and Prioritize
   Have your team take an in-depth look at all of the current chemicals being used in your facility to figure out which chemicals may be dangerous and in need of replacement. Once you have all of the chemicals inventoried, rank them in terms of hazard levels in order to prioritize which ones need to be addressed first.

3. Identify Alternatives
   Research the options for other chemicals that could be used in place of the most potentially dangerous chemicals that are currently being used. Your team can also brainstorm changes in processes that could alleviate the use of chemicals.

4. Assess and Compare
   Gather all of your research on alternatives and then determine the projected hazard level reduction, as well as the cost of the new measure, and its expected performance. Assessing and comparing your various alternatives will ensure your safety measures don’t counteract your facility’s needs or budget.

5. Select
   Make the final decision on what new chemical alternatives your facility will use. Keep records of advantages, disadvantages, and potential trade-offs of each option and have your decision-making team review all research in order to select the best option.

6. Test
   Choose a few processes to use your selected chemical alternative. OSHA recommends piloting your new chemical safety measures in a small trial run, rather than launching it on a full scale throughout your facility. This is to prevent any long-term impacts in the event of any unforeseen disruptions or failures.

7. Evaluate
   Make any necessary changes to the chemical alternative after your pilot run and prepare a step-by-step plan to implement the chemical alternative facility-wide. This includes details such as training workers on using the new chemical, as well as any changes in current processes, and putting together methods of regularly reviewing the alternative and receiving feedback.

An understaffed facility can make implementing these types of safety regulations more challenging if you’re constantly under time constraints. Grow your team with the strategic staffing skills of PrideStaff to find the right manufacturing candidates in Akron for your workplace needs. Contact PrideStaff Akron today to learn more about our client services.

How to Network Like a Champion

It’s 2014 and we’re deeply ingrained in the social media age. And yes, that needs to be the focal point of your career networking activity. But you need to further expand your strategy and get creative with off-line sources. Networking is about building relationships that lead to new opportunities, using whichever media or method is most relevant to your unique goals.

Tips on Networking Like A Champion in Modesto

Social Media
Never underestimate how interested hiring managers are in finding you online. Many of them believe they can connect with the best candidates using social media and chances are, they’re right on. So be sure to spend your time and energy in networks where you’ll successfully connect with prospective employers.

The Society for Human Resource Management provides these statistics regarding how companies use social media:

• 77 percent rely on social networking tools to recruit potential job candidates.
• 69 percent use it to target and recruit talent with specific skill sets.
• 67 percent capitalize on it to boost their own employer brands.
• 57 percent use it to allow potential candidates to easily contact their organization regarding employment.

Which platforms do employers perceive as most valuable?

• 92 percent use LinkedIn.
• 58 percent use Facebook.
• 31 percent use Twitter.
• 25 percent used Google+.

Here are some tips for leveraging social media tools in your networking strategy:

• Use the platforms that make the most sense for you. Don’t necessarily limit yourself to “professional” site like LinkedIn. Participate in those that showcase your best skills. For instance, if you like to post short updates, use Twitter. If you’re a strong writer, start your own blog. If you’re in a visual field, create collages on Twitter to post as tweets when using a mobile app – or upload photos onto Facebook and make them public and searchable.
• Be searchable. Optimize you online profiles by including keywords that employers will use to search for someone like you. Add professional skills to your Facebook profile and make this section public. With the introduction of Graph Search, recruiters use Facebook to search for individuals whose profile details match open jobs.

General Networking Tips
If you’re serious about job hunting, you’re always networking. In addition to optimizing your social media presence, you might be surprised where leads emerge. But this is only true if you’re aware of all the possibilities and incorporate them into your overall strategy.

• Know how to make your pitch. Be clear regarding your employment goals. Craft an “elevator speech” and practice delivering it in 10, 30 and 60 second increments so you can “turn it on” on a moment’s notice.
• Keep track of your contacts. Maintain detailed records of your networking activity. Who did you talk to? When? What did you discuss? What were the results? Record it all using a reliable system, whether it’s an Excel spreadsheet or a simple set of index cards.
• Build your net worth. Thank everyone who helps you and keep those who are interested posted on the progress you make. Last but not least, make yourself available as a resource for other job seekers. Follow the Golden Rule by treating them the way you’d like to be treated by others within your professional network.

Looking for Additional Resources on Networking?

Read our related posts or contact the experienced recruitment specialists at PrideStaff Modesto for additional resources and guidance as you maximize your networking potential.

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5 Skills to Look for in an Office Clerical Candidate

Office clerical workers fill a diverse assortment of job duties – such as answering phones, keeping records, and scheduling appointments – in the workplace to support your staff. According to a recent survey from the International Association of Administrative Professionals (IAAP), most office administrative workers support three executives on average. Since office clerical candidates carry so much responsibility to help keep the workplace running smoothly, it is especially important to find the right person for the job. Be on the lookout for these five skills in the ideal office clerical candidate:

1. Communication
   Your office clerical worker is typically the first point of contact outsiders have with your company. It is imperative that clerical workers are able to communicate in a pleasant and helpful manner with potential customers or clients – or else you could lose valuable business without even knowing it.
2. Time Management
   Juggling multiple duties is par for the course in the average day of an office clerical worker. The ideal candidate needs to be able to prioritize tasks in order to complete the most important ones, while still meeting deadlines in the face of constant distractions or interruptions.
3. Organizational
   Office clerical work can generally be summed up in one word: details. For your office to run smoothly, you need a candidate that is able to remain organized in the face of constant details, from delivering messages to scheduling meetings and keeping impeccable records for executives.
4. Judgment
   The main reason offices need clerical workers is to handle the tasks that managers and executives are too busy to take care of – therefore, candidates must demonstrate they have the judgment skills required to make decisions, handle issues, and work without close supervision. They should have the initiative to ask questions when needed, without needing to be micromanaged.
5. Technology
   With more and more standard administrative tasks becoming electronic, office clerical candidates need to be technologically savvy and open-minded to learning new programs. The most qualified candidates will have experience in working with basic word processing, spreadsheet, and online presentation programs, as well as electronic record database software.

Searching for the perfect office clerical candidates? Narrow down to only the top job seekers by working with PrideStaff Akron. As a staffing firm in the Ohio area, we are experienced in connecting clients with our extended network of qualified candidates. Find the perfect office clerical candidates in Akron today with PrideStaff Akron.

Evaluating Overall Skills and Qualifications in an Interview

Hiring the right person in today’s market is more important – and more competitive – than ever. Interviews are your opportunity to finalize hiring decisions and get the real story behind candidates’ experience, goals and plans. How can you make them work for you and avoid costly hiring mistakes?

Even Before the Interview
Lay the groundwork for a successful interview experience by taking these preliminary steps to make your candidate evaluation process easier and more efficient:

• Specify clear job requirements. Carefully craft a job description, including all relevant details and duties. Separate necessary attributes from desirable ones and include both hard (task-related) and soft (interpersonal) skills. Provide this document to candidates ahead of time.
• Review all documents provided by candidates. Use application forms to screen out individuals who clearly don’t meet requirements. Read cover letters for additional information linking candidates to the job. Separate resumes using a “three-pile” approach: qualified, possibly qualified and not qualified. Your objective is to compare information provided against your specific selection criteria.
• Develop an interview schedule and stick to it. This must be a top priority for everyone involved. Arm interviewers with lists of questions, the job description, and candidates’ resumes and related materials. Have the same interviewers meet with all candidates.

Interview Questions
Not only should your interview team be consistent from applicant to applicant, but your questions likewise should be uniform. Otherwise it’s impossible to make a fair follow-up assessment when you meet to debrief and decide.

• Ask open-ended, neutral questions. Avoid wording that might influence responses. Stay away from anything evocative or judgmental.
• Be careful asking “why” questions. They may infer a cause-effect relationship that does not truly exist. Or, they may cause respondents to become defensive.
• Avoid asking leading questions. These prompt candidates to tell you what you want to hear versus answering with true candor and honesty.

Interview Tips
Get to know candidates as individuals. Uncover their passions, goals, interests and pain points. Then begin to envision how working for your company may – or may not – be a match.

• Don’t talk too much. Spend 80 to 90 percent of the time listening. Prompt candidates to continue conversations that provide telling information and facilitate the process so you cover all the necessary ground. But otherwise, zip your lips and pay attention.
• Take detailed notes. Continue to listen and jot down notes through the entire interview. Don’t shut down or make a decision too early in the game.
• It’s generally okay if a candidate is nervous. For most jobs, nervousness is natural and doesn’t matter. Exceptions are jobs where this trait may negatively impact their ability to perform, such as making cold sales calls.

How Your Recruitment Partner Can Help
Successfully interviewing and evaluating candidates can be a time-consuming process – and you can’t afford to skip steps that may come back to haunt you later on. The right recruitment firm can help you reduce time and cost to hire by handling much of the preliminary work, as well as counseling you objectively throughout your final hiring decision. Your recruitment partner also offers:

• A broad candidate data base and network of expert contacts.
• A proven track record and vast industry knowledge.
• An added measure of confidentiality throughout the process, and more.

To learn more, read our related posts or contact PrideStaff Modesto today.

3 Situations a Meeting Can’t Solve

Business culture dictates that, when a problem occurs, a meeting is required to discuss the course of action. While a meeting can provide consensus, obtain input and knowledge from different perspectives, and is a vital part of effective communication, there are many cases where a meeting can hinder progress, add unnecessary bureaucratic functions, and waste time and money.

Many managers and employees complain about the amount of time spent in unproductive meetings. Psychology Today referenced Industry Week, found 2000 managers claimed that almost 30 percent of their time spent in meetings was pointless. Another article by Industry Week showed that 27 percent of workers claimed that meetings represented the biggest waste of time. An effective leader must differentiate between a problem or situation that would benefit from a meeting and one that would not.

When is a Company Meeting Unnecessary?

• Standard protocol should be established to handle problems that can be anticipated as part of doing business. For example, an issue of poor performance by an employee can be handled directly by an HR representative who should be trained and aware of HR policy, disciplinary procedures, and the approval process.
• Issues that fall under the purview of a particular business area or manager should be handled by the respective manager. Certain professional positions come with a level of accountability and responsibility. A manager should be empowered to make autonomous decisions in established areas. For example, the IT manager has a budget and should be charged with decisions as to how much of that budget should be allocated to threat management tools and software.
• Interpersonal relationships and conflicts within teams are a complex area. A meeting might be called for to clear up any misunderstandings or to discuss perspectives; however, there also may be a need for an investigation and fact finding, followed by mediation to solve any differences. Simply calling a meeting between factions may serve only to add fuel to the fire.

Meetings that are designed to collect feedback or information are often a waste of everyone’s time. Some attendees may be reluctant to provide input in front of colleagues. Additionally, it is more efficient to send out a questionnaire. This way, people can take their time to consider the questions and provide input at the most convenient time for them.

Looking to Hire Additional Staff in 2014?

PrideStaff Las Vegas has the expertise to find you the talented and enthusiastic candidate to catapult your organization further. Contact our team of experienced Las Vegas recruiters today for more information on the benefits of partnering with our team!

3 Benefits of Accepting Temporary Positions

The face of the working world is changing: since June 2009, temporary positions have accounted for nearly 20 percent of all jobs – and the trend is projected to continue to grow. While the advantages of temporary employment may seem to benefit employers, employees can also use temporary work to further their career objectives. What are some of the main benefits of accepting temporary positions?

1. They Fill in Gaps on Your Resume
   If you’ve been unemployed, accepting a temporary position can be beneficial in maintaining an active work history on your resume. Employers often see a wide gap in employment as a potential red flag. It can cause concern that your skills may not be up-to-date, or even worse, that you’re not motivated. Temporary positions keep you in the workplace so you can maintain your skills and qualifications, and remain an active member of the workforce.

2. They Give You Networking Opportunities
   Available jobs posted in classified ads or online job boards are generally inundated with hundreds, if not thousands, of applications, which makes for some stiff competition and difficulty in standing out. Accepting temporary positions gives you the chance to network and meet new contacts so you can hear about career opportunities first. If you establish professional relationships, these contacts may keep you in mind if they hear of any available job openings in the future.

3. They Get Your Foot in the Door
   Although many employers hire temporary workers for short-term needs, others will use temporary positions as a lower risk way to preview how candidates will perform full-time. So think of accepting temporary positions as the equivalent of participating in a really long interview, and approach it as a way to prove yourself as a good long-term investment. Impress the right person and you could be recommended for a direct hire position or be at the top of the list if a job opens up.

Ready to get started on your search for a temporary job? Join PrideStaff Akron’s Talent Network today to get access to employers looking for temp workers for their business needs. View our available jobs to find the best opportunity for you.

Is it Time to Leave Your Current Job?

According to a recent report by The Wall Street Journal, 1.8 percent of people – or 2.4 million – left their jobs in December 2013. This is the highest percentage since the recession ended. Some retired or dropped out of the workforce, but most moved on to new positions.

Are you constantly stressed about your work? Don’t feel that you fit in or that your skills are being effectively used? Are you bored – or do you simply hate every minute of it? These are among the signs that it’s time to move on.

For some, the decision is crystal clear. But for many, it may not be as obvious. That’s why it’s a good idea to continually reflect and ensure that your job aligns with your personal long-term goals and lifestyle.

7 Signs That it’s Time for You To Look for a New Job

• The passion is gone. You no longer feel excited about your work. That feeling you had when you first started working there – enthusiasm and an adrenaline rush regarding future possibilities – has vanished. If you no longer like what you’re doing, you’ll never tap into your true potential.
  
  
• You really dislike your coworkers or boss. You’ve done all you can to work things out, but the problem is irreparable. This is especially true when there’s a lack of chemistry with your manager. The adage that “people don’t quit their jobs, they quit their bosses” has a lot of truth to it. If you’ve gone over your supervisor’s head or to HR and the situation has not been resolved, then it’s probably time to go.
• Work related stress is constant and damaging. You’re continually stressed, negative and unhappy about work. Even just thinking about it makes you lose sleep at night. The stress may even be affecting your physical, mental or emotional health. No job should take that kind of toll on your life.
• You no longer fit in. There are ethical, moral or cultural differences that you can’t overcome. You’re morally misaligned, which makes every workday uncomfortable. If after six to 12 months on a job, you still have trouble – or the culture changes for whatever reason – then you need a change.
• You’re overqualified or your skills are not being tapped. Management is not acknowledging that you have more to offer than what you’ve been contributing. You’ve been passed over for promotions or more challenging assignments. Your proposals are met with silence or denial. Your ideas are not being heard and/or you can’t get time with key decision makers.
• Your duties have changed, but not your pay. Even if downsizing has moved your team into double time, but you’re nowhere near double compensation, it may be time to move on. This is especially true if the organization is performing well.

Now What?
If you realize it’s time to make a change, you need a carefully thought out and executed plan to ensure your next move is for the better. A professional career coach can be an invaluable asset as you make this transition. To learn more, contact the PrideStaff Modesto team today.

Developing Relationships with Your Coworkers When on a Short-Term Assignment

A temporary assignment presents certain challenges in terms of fitting in with peers and colleagues. Developing relationships requires the same interpersonal skills regardless of whether it is a long-term or short-term context; however, understanding your role as a temporary employee can help you to avoid stepping on toes or having overly ambitious expectations.

The obvious common courtesies apply. Make eye contact, say hello. Engage in conversation when invited but respect the time of others. Dawn Rosenberg McKay of About.com offers advice on building relationships with colleagues. To break the ice and make a good impression, remember something about those who you meet and use that as a conversation starter the next time you encounter them. For example, Alice may be a poker player or Pete an avid golfer.

4 Ways to Develop a Relationship with Your Coworkers

• Identify an appropriate person as a mentor and ask them if you can come to them if you need help or have questions. Respect their time and always ask if they are available; don’t assume that they can respond immediately.
• You may have been hired for your niche skills, and you may be required to work independently. However, people warm to those who need their help, and many enjoy the opportunity to provide assistance. Don’t hesitate to show your ignorance and vulnerability in certain situations – where are the bathrooms, and where can I get a cup of coffee?
• If you are required to work with others in a team environment, listen and try to shadow someone as you learn the ropes. Don’t try to impress or to appear that you already know something. Every environment is different, and you may be surprised at what you learn.
• Avoid engaging in office gossip or conversations concerning politics and religion. This can only reflect poorly on you and can be very dangerous. If you find yourself in such a situation, politely decline to give an opinion. After all, judging a situation from your limited experience would be presumptuous and unwise.

Show your appreciation for the patience of others. Answering your questions and providing training takes time and effort on their part.

Looking for a new place to work in 2014?

Contact a PrideStaff Las Vegas recruitment professional and let us discuss your potential opportunities with you! Experts in staffing the Las Vegas area, we are happy to assist you with your job search!

Dress Appropriately! What to Wear to Your Next Manufacturing Interview

Standard “Job Interview Attire 101” advice typically doesn’t apply for jobs outside of the basic cubicle office job. If you’ve been selected for a manufacturing interview, you may not know what to wear – a suit and tie may make you stick out (and not in a good way) in a factory atmosphere, but you don’t want to look overly casual like you didn’t put in any effort. Keep these three things in mind when deciding what to wear to your next manufacturing interview:

1. Location
   Try to find out where the interview will be taking place. Knowing if you will be visiting the manufacturing shop itself can help you dress appropriately for the situation. If so, be prepared with basic safety gear, such as a pair of protective glasses, a clean cut short-sleeve shirt, and steel-toed boots. Not only will you be dressed to safely visit the shop, you are likely to impress your interviewer by being prepared.

2. Current Dress Code
   The rule of thumb to keep in mind for your manufacturing interviews: go one step above the current dress code. For instance, if current employees all wear old T-shirts and jeans, a step above that would be a casual but nice polo shirt and clean well-fitting jeans or khakis. This will prevent you from looking awkwardly dressed up while still demonstrating that you take the interview seriously. If you’re not sure of the current dress code, ask someone at the company beforehand.

3. Grooming
   The best interview gear will not send a great impression if you don’t pay attention to the details. Even if the interview is for a manufacturing job at a place that has a very casual or messy atmosphere, take the time to be as well-groomed as possible. Always veer on the conservative side until you can determine how the employer stands on things like visible tattoos, piercings, or long hair. Don’t miss out on a job you’d be a perfect asset for because the interviewer didn’t think you took the time to pay attention to your appearance.

Still looking to land the perfect manufacturing job opportunity? Join PrideStaff Akron’s Talent Network! We’re a staffing firm that connects top candidates to employers with jobs to fill. Search our current job openings and apply for any jobs for which you best fit.

What Motivates Your Team?

Just about everyone wants to do interesting work, earn a decent salary and feel they’ve contributed to something bigger than themselves. But truly motivating your employees takes more than a regular paycheck and the occasional pat on the back. What’s required is a well-defined strategy that tailors compensation, rewards and motivational drivers to each individual’s needs.

It’s a natural extension of customer relationship marketing (CRM), whereby you take the same concepts and model them internally with your team. After all, you wouldn’t have your external customers without the commitment of your internal ones. And your employees are hard pressed to treat customers uniquely if they don’t feel that’s how they’re treated by you.

• Employee motivation is as individual as the people who work for you. One person may be driven by money, another by personal recognition and still another by owning equity in your business. But you can boil it down to finding out what your employees want and how to give it to them or enable them to earn it.

Manage – and Motivate – One on One
No two employees are alike. Your charge is to determine what makes each one tick as an individual. Collect this information on an ongoing basis and translate it into offerings that effectively motivate that particular person.

• There’s no single recipe for motivation. The Society for Human Resources Management (SHRM) recently looked at 160 corporate benefits ranging from ice cream socials to prepaid funerals. Employers who practice one-on-one employee relations management devise creative perks that correspond precisely to individual needs. For some, this means flexible hours and telecommuting. For others, it’s funding for professional conferences, tuition reimbursement, or vegan and kosher meals in the company cafeteria.
• Understand employees’ personal lives. Are they balancing work with raising children or caring for elderly parents? Is there a crisis at home, such as a newly-diagnosed illness? Without prying, be aware of these issues and stand ready to help. Perhaps you can provide free housecleaning, hot meals or a day away with a loved one.
• Employee CRM is cost effective. This target marketing provides the right products and services to people to meet their specific needs. You eliminate the inefficiency that comes with providing blanket benefits or rewards to employees who may not want or need them.

Go Ahead and Ask
How do you identify individual desires and motivators? To create a CRM-focused organization where employee needs are known and served, devise a procedure for obtaining feedback on a regular basis. Some companies do this as part of every new hire orientation, asking attendees in what form they prefer their benefits and perks. This is then updated as part of regular performance reviews.

• Get to know people. If your organization is too large to do it one employee at a time, schedule small-group breakfasts or lunches, limiting attendance to no more than half a dozen individuals. There’s no formal agenda, though you can take a few minutes to update them on current company developments. Just chat about whatever’s on their minds. Ask if the organization is meeting their needs and if not, why not.

For additional ideas on developing and motivating your team, read our related posts or contact PrideStaff Modesto today.