4 Resume Tips for All Admin Positions

When you’re looking for a new administrative position, a solid, eye-catching resume is key. Tailor your resume to each position you apply for and be sure to proofread carefully – attention to detail is a much sought-after attribute in an administrative professional. Create a resume that demonstrates that you understand what the employer is looking for by analyzing the employer’s needs and showing that you can meet them.

These 4 Resume-Building Tips Will Put You at the Top of the List for Any Administrative Position:

1. Know the position: Look carefully not only at the specific job you are applying for, but also refer to the company site to get an idea of the company culture and goals. Match your skills to the qualifications listed in the job description to show that your skills and experience are exactly what the employer is looking for and that your goals align with that of the company.

2. Use keywords: List your experience in chronological order, starting with your most recent position. Construct your resume so that key verbs and phrases stand out. Use action words rather than just listing your duties. The words you choose should reflect specific job requirements show your skills, previous employers, pertinent credentials, and technology/software knowledge. Look at the “must haves” in the job posting and use the same terminology.

3. Be clear and concise: Use bullet points instead of paragraphs – this makes your resume easier to read. Don’t fill the page too much with writing – leave plenty of white space. Start with your contact information, a skills summary, and an experience section with positions listed chronologically. Follow with your education, any special training or certifications, and list any pertinent technology you’re familiar with.

4. Pitch yourself strongly. Your skills summary section should highlight your top talents and match the listed requirements. It should be a bulleted list at the top of the page, so that it can be scanned quickly. Most resumes are skimmed for 5-7 seconds, so show the employer what you can offer right away.

Use these tips and the skilled staff at PrideStaff Akron to help you craft your own administrative resume that will help separate you from the pack. Use their Job Seeker Resources as well for extra tips.

3 Perks to Offer Your Employees to Keep Them Focused and Committed

A study by Glassdoor revealed that only one in five employees considered perks such as a free lunch or casual dress as the most important benefit at work. Not surprisingly, 76 percent considered medical benefits or vacation
and sick time more significant. However, employee perks can lift spirits and renew a sense of commitment. Some perks have additional benefits such as improving communication and teamwork.

Summer can be a time to allow some flexibility and to try alternative ways to improve camaraderie. Use the less busy season to experiment and to pilot new ideas. Allow staff time to take classes or to undertake training. Plan a weekly meeting to solicit staff feedback and to inquire what they would like to see instituted. According to Rich Mintzer of Entrepreneur, some of the most appreciated perks can be low cost.

• Consider flexible working schedules or work from home days. While this may not work year round, the summer is a time when employees will greatly appreciate some control and the ability to manage summer schedules. Some firms find that empowering employees and allowing them to manage their own time improves productivity.
• Host a yoga class once or twice a week. Yoga is for everyone, and even if everybody does not take advantage, they will appreciate the gesture. Yoga can reduce stress and add an element of fun to the work environment. Alternatively, provide health club membership or a free day pass to a health club.
• Provide community service days. These activities provide variety for staff and the opportunity to volunteer that they would not have time for otherwise. Additionally, such a program improves the company’s reputation and visibility. Relationship building with the local community is an investment for a firm, not a cost at all. Let staff choose what activity they would like to be involved in and support their endeavors.

David Krevitt of Huffington Post suggests that perks that encourage staff to collaborate and get together can have the greatest effect on interpersonal relationships. Group outings or lunches are effective.

Contact a PrideStaff  Las Vegas professional for your hiring needs or advice on HR strategies. We build relationships with clients and job seekers to match corporate skills needs with the right candidates.

How to Ask Your Network for Job Search Help

On the hunt for a new career opportunity? You’re probably scouring the job boards and Internet for just the right position. But don’t forget to tap into the power of your #1 advantage when searching for a new position: your network.

That said, asking for help from colleagues when looking for employment in Phoenix can certainly be uncomfortable. To help you reach out in the right away, here are a few tips to follow:

Reach out to people separately.
It might be easier from your perspective to send out a mass email to everyone in your network. But you’ll have better luck if you reach out to people individually. They’ll feel like they need to respond because you’re communicating with them directly.

Think of it this way: when you send a mass email, there are going to be a whole bunch of people who assume someone else on the email list will help you. But when you send a personal communication straight to one individual, they will feel a responsibility to get back to you.

Be specific about what you want them to do.
Asking for general job search help – for instance, “hey, if you hear of any accounting job openings, let me know” – is ok. But getting specific is far more effective.

So if you come upon an opening at a certain company, and a former colleague works there, reach out to them and ask them directly about the scoop on getting hired and if they would submit your resume to HR.

Connect with people outside your field.
Don’t keep your networking efforts to your field. Get in touch with those outside the industry too because they may know about opportunities at their own companies or others that may not be advertised. When you only communicate with those in a narrow circle, you’re limiting your access to these opportunities.

Be diplomatic.
It can be frustrating when someone doesn’t get back to you – especially if you know they could connect you with the right opportunity. But don’t get too pushy or aggressive when you don’t hear back.

There are any number of reasons why they’re not responding – they could be too busy, not think you’re a good fit for the job, or may not be in a position to help. Whatever the case, let it go and focus on those in your network willing to assist.

Looking for employment in Phoenix?
Get help from PrideStaff, one of the city’s top employment agencies. Contact us today to find out more about how we can help you shorten your search and find a great job.  And be sure to view our current job openings in Phoenix and Tempe.

3 Reasons New Grads Should Consider Temp Positions

Is Your Job Search Growing Tiresome?

According to Jacqueline Smith, contributor to Forbes, approximately 80% of available jobs are never advertised. Success requires tapping into this hidden job market. But how can a job seeker approach such an intangible
task? If you have been job seeking for a period of time, submitting your resume with no success, it’s time for a new approach.

The recession has caused firms to be cautious in their hiring, and many firms only hire referred candidates. According to Dr. John Sullivan of Ere.net, candidates who are referred from another company employee are more likely to have their resume reviewed and to be hired. Additionally, social media has made it easier for firms to seek talent themselves rather than wait for a flurry of resumes that must be sorted and screened.

Two key factors are evident. Referrals are key and social media is an integral tool. A new strategy in your job search should focus on these two factors. Here’s how.

• Build a profile on social media such as LinkedIn. Dr. Sullivan suggests using key words that screening and searching tools will recognize. Consider uploading a one minute introductory video to social media platforms. A lot of information can be provided in one minute and videos are increasingly popular as a marketing tool. Companies use testimonials to attract potential employees; you can use one to attract an employer.
• Make sure your resume and profile is in scannable format and necessary items such as company names, dates, and education are clear. Test your resume, have a recruiter or HR professional scan your resume to check that they can pick up the key points in six seconds.  The average hiring manager will spend six seconds looking at your resume.
• Network. Use social media to build your network. Join groups and post interesting articles. Contact old school friends and old employers and ask if they know of any opportunities. Face-to-face networking is effective; all companies that interest you and request an informational interview.

Once you start networking, referrals will come. A temporary or contract position may be a positive move and allow you and a potential employer to see if there is a good fit. This is an ideal way to choose the right long-term job next time.

Don’t rely on job boards. Contact a PrideStaff Las Vegas professional and let us help you access the hidden job market.

3 Must-Have Candidate Screenings to Improve Retention Rates

As a recruiter or hiring manger, you know the basics of hiring a solid candidate:

• Evaluate resumes and cover letters
• Select the most promising prospects
• Conduct interviews to get to know the candidates

This is a great start, but how can you ensure that you find the best candidate for the long term? Can you accomplish this consistently and successfully? These strategies will help you hire better, improve your business and reduce turnover.

Conduct a probing interview. Your initial interview should be a combination of straightforward, situational and behavioral questions. This will give you good means with which to evaluate the candidate. Allow the candidate plenty of time to answer and ask follow up questions for any answer that requires clarification. For many positions additional interviews will be required.

Consider these 3 Candidate Screenings:

1. Tests or assessments. These come in many forms – from aptitude tests to job-specific skills assessments. There are a wealth of online assessments available at varying costs. Combining objective assessments with your own interview-based evaluation can confirm (or cause you to re-think) your first impression.

2. References. Check every reference that the candidate provides – and find your own. Reach out to former supervisors for their opinion of the candidate. Ask open ended questions and put them at ease so that they will engage in conversation with you.

Be sure to ask questions like these:

• Is the candidate eligible for hire?
• What are the candidate’s greatest strengths?
• Did the candidate go above and beyond his job description?
• Did he get along well with his peers?
• Does he have the necessary skills to succeed in (new position)?

3. Pre-employment screenings. Depending on the position you are filling, some of these screenings are more critical than others, but don’t rush through the process in an attempt to fill a vacant position quickly.

Common screenings include:

• Employment verification
• Education verification
• Criminal history screening
• Credit history
• Drug testing

Taking the time to conduct candidate screenings can ensure that the hire you make today will last through the long haul. While it may slow down your initial hiring process, the time you take now is nothing compared to the time and expense it takes to replace a wrong hire.

Need advice on candidate screening in Akron or a partner that can do some of the legwork for you? Contact the recruiting experts at PrideStaff today!

Are Your Employees Tired of Their Jobs?

The summer especially is a time when motivation can wane in the workplace. A study by Captivate, a leading digital media company, showed a decrease in productivity of 20 percent at this time of year. Staff can be distracted, stress compounded, and absences more prevalent. With the right policies, however, the summer can be a time to provide some flexibility and to review the accomplishments of the past year.

Renewed enthusiasm can be instilled in employees by appreciating their efforts. In the event of a slight reprieve in workload, Jacqueline Smith of Business Insider offers some ideas to show appreciation to staff.

• Provide flexibility. Summer comes with family commitments. Children are off school and vacations are planned. Captivate suggests that summer hours can contribute to a drop in productivity. Use the summer as a trial period. Motivate staff to remain productive; if the flexible options work, they may become policy year round. Productivity often increases when individuals are empowered and can manage their own time.
• Maintain goals. Although the pace may be slower, a company must stay on track. Determine what needs to be done and check in with staff to monitor progress. Allow downtime as long as the necessary work is done. If projects are completed sooner than anticipated, arrange a lunch outside or a social event.
• Review. Use social events, such as a happy hour or a lunch, to review the past year and to collect staff feedback. Address changes required for the coming year. The summer is an ideal time for reviews because individuals are more relaxed, and there is less pressure with respect to workload. Act on staff suggestions and they will sense that they are valued and can make a difference.
• Install new equipment or furniture. If you have been planning equipment or furniture upgrades, plan these for the summer. A fresh environment or new tools can invigorate tired employees. Staff may have more time to learn new software before deadlines and efficiency are more critical.

Discuss development opportunities for staff. Training can be a reward and shows an effort to invest in employees and their career development. Showing that staff are appreciated is a powerful way to increase motivation, boost productivity, and renew enthusiasm. Contact PrideStaff Las Vegas and let us help you build a successful team.

5 Things You Should Know about Every Candidate You Interview

Interviewing job candidates is more than just asking a series of questions. The more you know about a person – including their motivators, passions, personality and strong and weak points – the better equipped you are to add real value to your hiring process.

Information should flow both ways as you carry on a productive conversation and accurately gauge candidates for job and cultural fit. As you actively listen and paint the overall picture that will drive your final decision, consider these “need to know” areas.

What They Want versus What They Have
Rarely does a candidate change jobs for salary alone. Money is always a factor, but often there are other key things missing from their current situation. This disparity is called “position differential.” You need to find and address it.

• By filling a candidate’s needs, you can develop the strategy and elements you’ll need to close the deal. Is the underlying issue hours? Corporate culture? PTO, health insurance or other benefits? Find the individual’s pain points and determine how you can relieve them.

How They Work Best
Some people do their best work if left alone. Others thrive in a team environment. You already have a good handle on your company philosophy and environment. Will the candidate fit in?

• A person’s working style is just as important as their skills. Not everyone who is capable of doing a job will be a success at it. If you believe a person has the wrong “DNA” for your organization, it’s imperative to raise this issue.

Overall Strengths & Weaknesses
Everyone has both assets and liabilities. Identify them in each of your candidates and then determine whether or not they can succeed in your position, based on your findings.

• Hint: Ask them. We’re seldom good at things we don’t enjoy, so ask you candidate which job functions they don’t like handling and why. Don’t end the interview till you’re satisfied with the information you gather.
• Take a behavior-based approach. Never hire based solely on “gut feeling.” Rather, you need solid information based on a candidate’s past situations and experiences. Gauge this with the needs of your company and the current position.

Complete Compensation Details
Understand exactly how a candidate’s current compensation program is structured, so you know what you’re up against.

• Compile a complete list of wages and benefits. It’s about way more than just base salary. Deal breakers might include bonuses, stock options, or HMO versus PPO health coverage. You just don’t know till you know.
• Find out when the applicant is up for their next performance review. Depending on the timing, this could be a factor altering cash compensation.

What You Need to Close the Deal
Once you’ve found your superstar, quantify exactly what they want and nail down what it will take to make them part of your team.

• Are other offers imminent? This is essential information. If there are other opportunities on the table, you need to move fast.
• Get the details. If an applicant wants more money, how much? If they want more challenging projects, what type? Get down to the nitty-gritty.

Remember, it will all be worth it if you make a successful hire in a timely fashion. The long-term ROI will be top quality, performance and productivity … in other words, success!

For additional guidance in perfecting your recruitment process, contact the experts at PrideStaff Modesto today.

3 Signs a Candidate Has Something Scary to Hide

Their resume looked great. They performed well in the phone screen. But then they arrived at your office for the interview and something appeared off. You can’t quite pinpoint it, but the candidate just didn’t seem to be who they said they were.

As leading Tempe recruiters, PrideStaff knows there are plenty of job candidates who can fake it all the way to the interview…and that’s where the mask comes off. If you notice any of the following signs, then you could be well on your way to a bad hire – if you don’t cut ties now.

1. They didn’t research your company.

When you inquire whether the candidate has any questions, they start asking you basics about the company. What do you do, what services do you offer, who are your clients? This is the sign of a badly prepared candidate.

They should know the basics – and more – about your company before coming to the interview. After all, why would you want to hire someone who doesn’t care enough to spend the time learning about a potential employer?

2. They don’t ask questions.

This is even worse than asking basic questions. How can a candidate possibly learn about the company, the position and whether they’re a fit without asking questions? The answer is: they can’t.

This is a sign that they’re either lazy and unprepared, or they aren’t all that interested in your opportunity. Either way, not a candidate you want to hire.

3. They can’t remember or talk about details from their resume.

You ask about a specific project or accomplishment they listed out on their resume, and all you get is a blank stare in return. Then they start fumbling for answers. Clearly, there’s been some resume embellishment going on if they can’t quickly recall information they submitted to you on their own resume.

Another big mistake candidates make is listing a skill that is in-demand in their industry, but really they know nothing about – for instance, “social media expertise.”

Just because they have a Facebook account doesn’t mean you should hire them to handle your social media presence. When you ask them to explain their so-called “expertise” and they can’t, then again, you may be dealing with a less-than-honest candidate.

If a candidate shows any of the signs above, then run, don’t walk the other way. There are plenty of skilled and talented professionals out there looking for opportunities just like yours. If you need help finding them, call Tempe recruiters, PrideStaff. We know where to look to find and recruit today’s top talent for your company.

Contact us today to learn more.

PrideStaff Wins Inavero’s 2014 Best Of Staffing® Diamond Awards

FRESNO, CA – The PrideStaff group of companies, including PrideStaff, PrideStaff Financial, Rx relief and Insurance Relief, announced today it has been named as one of Inavero’s 2014 Best of Staffing® Award winners and has also earned the 2014 Best of Staffing Diamond Award for achieving the highest client and talent service quality scores for five consecutive years.Diamond_Award_2014

Presented in partnership with CareerBuilder, the fifth annual Best of Staffing Award provides the only statistically valid and objective service quality benchmarks in the industry, revealing which staffing agencies are providing the highest satisfaction to their clients and talent. Less than two percent of all staffing agencies in North America receive the Best of Staffing Award for service excellence. And better yet, PrideStaff was among only 12% of the 2014 Best of Staffing winners that earned the 2014 Best of Staffing Diamond Award for outstanding client and talent satisfaction over five consecutive years.

“PrideStaff is the only commercial staffing firm in the U.S. and Canada with over $100 million in revenue to earn the Diamond award for both client and talent satisfaction.” said PrideStaff COO Tammi Heaton. “This honor demonstrates that PrideStaff continues to deliver a large national firm’s comprehensive range of services and deep resources, while maintaining our commitment to providing hands-on service to our clients, candidates and the community at each of our locations.”

“The staffing industry is helping organizations bridge the skills gap and add jobs today more than at any other point in U.S. history,” said Inavero Founder and CEO Eric Gregg. “Between the well documented skills gaps and economic uncertainty, partnering with a top staffing agency is more important now than ever. The true measure of excellence in staffing is consistent, exceptional service. I’m thrilled to introduce the Best of Staffing Diamond Award recognizing those who have reached exceptional service levels for 5 straight years. The staffing industry continues to play a huge role in the U.S. economy and job creation, and at the forefront of that effort are the 2014 Best of Staffing Diamond Award winners. We’re proud of the accomplishments of our 2014 award recipients.”

About PrideStaff

PrideStaff was founded in the 1970s as 100 percent company-owned units and began staffing franchising in 1995. They operate over 50 offices in North America to serve over 3500 clients. With 40 years in the staffing business, headquartered in Fresno, CA, PrideStaff offers the resources and expertise of a national firm with the spirit, dedication and personal service of smaller, entrepreneurial firms. For more information on our services or for franchise information, visit www.pridestaff.com.

PrideStaff’s Mission: Consistently provide client experiences focused on what they value most.

About Inavero

Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world. Inavero’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive service quality partner.

Inavero’s Best of Staffing® is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent). Bestofstaffing.com is the central place that businesses and talent go to find the best staffing agencies to call when they are in need.

Inavero’s complete Best of Staffing lists can be viewed at www.bestofstaffing.com. For more information about Inavero, visit www.inavero.com.