Text and Email Etiquette When Applying for a Job

Gone are the days when a job application must be submitted on the best bond paper and sent via snail mail. A recent survey by SuccessFactors revealed that 51 percent of hiring managers and executives use texting and PrideStaff Las Vegas | Tips to Consider When Applying for a Job in Vegas
social media during the recruitment process. Each communication medium, however, has certain etiquette, and a level of formality is expected especially when using a more informal communication method such as texting.

Take yourqueues from the employer or recruiter. A response to a text can be in the form of a text. But an email should be responded to with an email. Follow the instructions on the job posting. If you are sending an unsolicited application, email is more appropriate than a text, and a hard copy application is also perfectly acceptable.
When texting, spell out all words and do not use abbreviations such as “lol.” Use formal phrasing and check for grammar and spelling errors before pressing send. Texting often involves short, rapid, multiple messages. Don’t try to fit all of your information into one message, you can always follow up with an additional text. Check that your text is going to the right person; it is easy to text someone in error. Ensure that all voicemail and text signature messages are professional.
For email, always follow instructions. An email may be sent by one individual, but the body of the email may ask you to respond to someone else. Don’t ask questions that a visit to the company website will answer. You want to show that you have done your research. Provide a written record, for example, repeat the date, time, and location of the interview when confirming your acceptance so that everyone is clear.
When replying to an email use a subject line that explains the content. Don’t delete the email history. Use an electronic signature on your email to facilitate an easy reply from the employer. Sending an email as a thank you is acceptable, but a hard copy shows that you are prepared to make that extra effort. Use “Ms.” as a title for women in business communication and, if you are not sure of a person’s gender, investigate on the internet or call the organization.

Never use all caps because it can give the impression that you are shouting. And always explain what is in an attachment so that the receiver is not forced to open it to discover its contents.

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Where Do You See Yourself in Five Years?

This question can be challenging for a lot of job seekers in Las Vegas, after all 5 years is a long-time. Often times it is posed in an interview to gauge your commitment to the job and to ensure that you are enthusiastic. The best answer will convince the employer that this is the company that will help you to reach your goals and that you plan to stay around for a considerable length of time.

The best way to convince someone of something is to believe it yourself. Therefore, if you are applying for a job but not that enthused, it might be difficult to be convincing.

3 Ways to Address this Challenging Interview Question

Be honest.
You could say that you now see the position as a great fit with your goal of developing relevant skills and becoming a mentor to others. It is fine to admit that you want to be sure that the job is a good fit for your future; the employer also wants you to be committed.
Be specific about the job and the company.
Explain why you are interested in the position and how you think you will benefit. Try to incorporate mutual benefits in your response so that the employer can see that there is an overall fit between your skills and goals and the company’s needs. For example, this company specializes in A, which is my area of expertise versus B or C.
Avoiding focusing on a specific professional level.
For example, avoid saying that you would like to obtain a management position. Phrase a desire for career advancement by discussing the possibility of imparting the experience and knowledge that you have gained to others. Stress that you feel confident that you are ready and willing to assume additional responsibility.

Looking to advance your career in 2014? Contact the expert Las Vegas Recruiters at PrideStaff Las Vegas. We can prepare you for interviews and find the right opportunities that will help you to reach your future goals.

What NOT to Do After Being Laid Off

Being laid off can be devastating, but it can also be a time for positive change. Employers are starting to hire again in anticipation of an improving economy. The Las Vegas Sun recently reported that economists are predicting that 200,000 jobs were added in March, the largest number since November of 2013.

To take advantage of the burgeoning economy and to improve your employment potential, take some time to examine your situation, where you would like your career to go, and the options that you have. Temporary work is increasing and is an opportunity to explore new ground. A hiring professional can provide valuable advice and guide you. When you are ready, here are some ways to bounce back.

Don’t neglect yourself. Roberta Chinsky Matuson, a Monster contributing writer, suggests creating a plan. Organize your day with time devoted to research, time for networking, and time to focus on you. Personal time can include exercise, buying a new interview suit, or taking a course to improve your skills. All can lift your self-esteem and improve your outlook.
Don’t rely strictly on job boards. Referrals are the best way to a new job. Network with real people and request informational visits to companies that you would like to explore; a manager that you meet may know another who is hiring.
Don’t avoid questions. Prepare your response to family, friends, and potential employers to possible questions about your lay-off. It is not uncommon in today’s economy, and for many it is a catalyst for change. Now is the time to leave a less efficient company for a more progressive and innovative situation where you can expand your professional experience.

Career counselling can be informative. A professional staffing firm can offer assessment tests and analyze your situation to guide your job search. Such firms possess established employer networks and are able to suggest possible opportunities. Staffing firms can maximize the chances that your next role will be one with longevity.

Companies are anticipating labor shortages in many areas and industries. Ensure that you are informed and ready to take advantage of the improving economy. Contact the expert recruiters at PrideStaff Las Vegas today! Experts in staffing Las Vegas, we are happy to help you with your next job search!

3 Things That Send Your Resume to the Trash

“Resumes are the heartbeat of a career search. If done well, your resume will tell your story and sell you.”

These are the words of Jacqui Barrett-Poindexter of Glassdoor. They summarize the importance of a strong resume as the primary tool in your job quest.

Here are three pitfalls to avoid so you can assure your resume isn’t done poorly:

Poor Structure or Readability
A well-written resume weaves a compelling story that demonstrates your mastery of relevant capabilities, industry-specific knowledge and soft skills.

Focus on transferable skills. Your resume should show in 20 seconds or less how you’ll add value to a company by saving money, generating new business, promoting customer service or building key relationships. Show your stability and growth and put the most relevant information at the top.
Include a link to your online portfolio. You build instant credibility with a web portfolio that loads fast, is visually professional and showcases your accomplishments, mission statement and leadership aptitude.
Use bullet points. Dense paragraphs and long, run-on sentences will make prospective employers yawn and lose interest.
Keep it simple. Avoid industry jargon and acronyms. Don’t go overboard with multiple fonts or graphics. One to two pages is the ideal length. Choose accomplishments that are most in line with the position and the company’s values and eliminate the rest. Any work experience beyond 10 to 15 years ago is probably irrelevant or should be summarized in a short bullet or two.

Lack of Connection to Employer Need
Make your job search about the employer, not you. Pitch relevancy and perform an in-depth SWOT (strengths, weaknesses, opportunities and threats) analysis of the company’s needs.

Present your achievements in a way that demonstrates your understanding of the employer’s challenges. This is especially critical if you’re transitioning to a new industry. Your resume must speak the industry’s language or you will not be heard.
Tailor your resume to the job description. In a recent survey, 36 percent of employers said the leading reason they rejected resumes was that they were too generic. Take time to understand what each employer is looking for and tailor your resume accordingly. This includes the use of keywords to ensure it’s not rejected via an automated system.

Dishonesty
There are serious consequences to fabricating or exaggerating your information on your resume. Your credibility may be permanently damaged as a result.

There is absolutely no good reason to lie. Don’t overstate your educational experience or work history. Decision makers routinely conduct background and reference checks, so it will not go unnoticed.
Be sure you feel completely confident with your resume. Revise it until you’re 100 percent comfortable that all content is truthful and accurate.

A professional career coach can assist you in developing your resume, as well as partner with you throughout your successful job search. To learn more, read our related posts or contact our experienced Modesto recruiters today.

Where to Draw the Line between Work and Play

Employees just wanna have fun – even before the working day is done.

Employees place a high value on socializing at work. This includes up to 88 percent of those in their 20’s and 30’s and about 60 percent of boomers – those born between 1946 and 1964. In an ideal workplace culture, fun and socializing are catalysts to everyone on the team doing their job better and more efficiently.

Fun Builds Retention
Does having fun at work make employees more or less effective? Research on the topic is mixed, but most conclusions support the premise that encouraging fun is a positive approach as long as it doesn’t threaten key business results.

A November 2013 study showed that having fun at work increased retention but had the potential to hurt productivity. While the old-school concept of negative feedback to push for higher outcomes is long gone, employers need to teach employees how to avoid turning work into an all-day party.
Organized workplace fun is most effective when employees are open to it and know how to handle it. It may not jive with everyone’s work style. But for many, it’s key to forging meaningful relationships that make them look forward to coming to work each day.
The opposite of play isn’t work. It’s depression and demotivation. Once organizations understand that work and play can coexist, they uncover a great secret that can enhance their reputation as the most sought-after place to work on the market.

Striking the Right Balance
Laughter and fun in the workplace can lead to better results, more creative solutions, higher morale and fewer absences – all key factors to long-term retention and success. The key is for employees to stay focused and on task, without taking their work too seriously. As an employer, it’s up to you to lead the way.

Hire employees with high energy. Find creative people who enjoy life and have a natural ability to play well with others. Their presence will change workplace dynamics and get others to loosen up.
Break down walls – literally. Try rearranging work spaces so they’re more open. This not only destroys physical walls, but it also breaks down hierarchy barriers. You can still have quiet rooms for breaks, confidential meetings and specialized, high-intensity project work. You might even consider a recreation area with table tennis or an outdoor basketball court where employees can step away from creative roadblocks.
Encourage socialization. The California firm Thumbtack, which connects consumers with professional services online, has its employees sit together family style for lunches prepared by a professional chef. Google has led the social-workplace revolution as its employees glide around the building on scooters and climb ladders between floors. They design their own work stations with treadmills and tinker toys. Among all this, innovation happens daily through interaction and collaboration.

You may not be able to go to these extremes, but think creatively about how to help your employees balance socialization with getting the job done. You may find that the results are nothing short of stunning.

To learn more about developing your workforce for maximum performance, satisfaction and productivity, read our related posts or contact the expert team at PrideStaff Modesto today.

Four Employee Retention Tips from HR Professionals

The secret to attracting and keeping talented staff is to engage and motivate them. Bob Kelleher, author of “Louder than Words” suggests that motivation comes from leaders and managers. Leaders must be culturally aware of the benefits of a diverse workforce and be willing to meet employee needs by offering benefits such as flextime and health plans.

Effective brand management will attract new talent; staff will remain in a culture that is dynamic, progressive, and supportive. Kelleher recommends using an employee survey to determine why your staff members stay with your company. Use this information to develop a brand and to market your firm to potential recruits.

Use feedback to determine the needs of your staff and promote a culture of open communication. Use social media platforms in the work place for team collaboration. Instill pride in your workers by including them in company goals and strategy. Celebrate corporate achievements and appreciate staff efforts.
An employer’s reputation and integrity can be quickly destroyed by unfair hiring or compensation practices. The loss of employee trust is costly. The Equal Employment and Opportunity Commission stresses the importance of instituting transparent HR policies that are fair to all. Develop clear organizational goals and communicate them to staff. Provide the opportunity for staff to develop professionally. To keep employees interested in a company, the company must be interested in them.
Hire effectively. You may have a culture that is progressive, and you may have innovative ideas, but if hiring practices are poor, your revenues will drop. Anticipate future need. Consider cultural fit when you hire new staff, not just credentials and experience. Use the services of a staffing firm to search, screen, and conduct background checks to reduce the risk of a bad hire.
Make work fun. Provide the opportunity for social interaction. Encourage light relief from work with office games and competitions. According to US News, Zappos, a content development company, encourages workers to be themselves by instituting a casual dress code and allowing staff to express their personality and creativity.

PrideStaff Las Vegas, Las Vegas staffing professionals, can help you hire staff that fit your company culture. Don’t wait for staff to leave before hiring needed skills. Develop a long-term strategy that is an investment and not a cost to your bottom line.

Avoid the ‘Kitchen Sink’ Approach With Your Job Postings

First impressions count.

And when you’re recruiting for your company, the first impression a candidate is going to have of you many times stems from the job posting. What do you think is more appealing?

A) A simple, balanced one with a few key requirements for the opening, along with information about what it’s like to work at the company.

B) A 1,000-word posting with 20 job responsibilities and 30 requirements plus a lengthy application form.

What’s unfortunate too is that both positions might be exciting, rewarding and highly sought after – except for the way they’re presented. A candidate is going to be far more likely to apply to position A than B; this is especially true for in-demand professionals.

As a leading staffing services firm in Phoenix, PrideStaff can tell you it’s all about positioning. And the way you position your openings and your company is going to impact your recruiting efforts. Simply put: A great job posting will help you attract higher caliber candidates.

To help you enhance yours, here are a few strategies to consider:

Define what success in the role looks like.
Instead of listing a bunch of job duties and requirements, define what success in the role looks like. If it’s producing 50 widgets everyday, then state that. If it’s being able to expertly answer phones, file papers and greet customers all it once, then communicate that. The more clearly you describe the role – and how a successful hire will perform in it – the better fit candidates will come your way. People will think “hey, I can do that” or, on the flip side, “no, I could never do that.”

Identify a few key requirements.
There are likely certain key requirements that are absolute must-haves for your position. But there probably aren’t 30. So don’t take the “kitchen sink” approach when you’re writing your job posting. It does not need to communicate every single detail about the job to candidates. Instead, list out only 4 or 5 non-negotiables and leave the rest for the interview process.

Make it easy to read.
You may not think how your job posting looks impacts results, but it really does. So don’t make candidates work hard just to learn about the opening and the company. Keep paragraphs shorts, use bullets and infuse a little personality into it – otherwise, they will give up and move onto to other job leads.

Need more help crafting effective job postings? Call PrideStaff. As a leading staffing services firm in Phoenix, our expert team of recruiters can work with you to define the position, write an effective job description and posting, and source and recruit top candidates for it. Find out more! Contact us today.

Spring Cleaning Your Job Search

This spring is a particularly meaningful one for job seekers as the economy is on the upswing and companies are hiring again. At the same time, employees who may have been hesitant to pursue a job change in uncertain times are changing their tune. The race is on!

This is a great time to review and reevaluate your job search goals. It’s like throwing open your windows to let the fresh air inside. Dust off your resume and your plan of action and take whatever steps are necessary to pick up the momentum. Speaking of windows, this is that golden one between the New Year’s resolutions that have long since lapsed and the hazy, lazy days of summer – and vacation and related corporate down times – that are just around the corner.

So don’t just sit there. Get busy!

Revamp Your Resume
There are many facets to your job search strategy, but your resume is your primary tool. This is the document that opens doors to contacts and interviews and sells you, your skills and your expertise.

Make sure it’s up to date. Are there any recently-acquired skills that need to be added? If you completed relevant coursework, are volunteering or doing temporary work while you job hunt, be sure to include this information. It fills resume gaps and portrays you as a go-getter who turns a less-than-ideal situation into a growth opportunity.
If you have a strong online presence, build it in. Add hyperlinks so potential employers can check out additional information on you without having to overload your resume.

Clean Up Your Social Media Profile
Rev up activity on your professional and social networking sites. Above all else, remove anything you don’t want a potential employer to see.

Update LinkedIn. Be sure all information is consistent with your resume. Delete anything that’s outdated or irrelevant.
Revisit your groups. Consider finding new ones to join, dropping those that are stale, and increasing your participation level in those that matter the most.
Check out people at companies you admire. Ask to be connected as you build your online presence.
Keep Facebook, Twitter and other platforms squeaky clean. If necessary, change your privacy settings. Review any photos that may have been posted since your last check to ensure they uphold your desired image.

Find Fresh Ways to Network
Supplement social media with more face-to-face networking. Remember, the two should complement – not replace – one another.

Your network is only as strong as the time you put into it. Set up a schedule to attend new events with people you haven’t met before. Be as active as you can in your professional associations, reaching out to newcomers rather than huddling with the same people at every conference or meeting.
Send a quick email to your contacts with an update on what you’ve been up to. Keep it friendly and be sure it doesn’t sound like a sales pitch. Make notes on your calendar to reconnect over coffee or lunch.
Check in with your references. Be sure it’s still okay to use them. Update their contact information as necessary. This also reminds them that you’re still actively seeking employment.

Consider partnering with a career coach as you reenergize your job search this spring. Contact the team at PrideStaff Modesto 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.

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.

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

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

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