When is the Best Time to Look for a job?

The decision to leave your job should not be the result of an emotional or knee-jerk reaction. However, according to Forbes, the average time that individuals stay in one job is around four and a half years and the younger you are, the less time you will stay. It can be encouraging to know that you are making a proactive decision that will contribute to your development rather than hinder it. Here are three reasons why you should leave your current job.

Financial reasons. US News suggests looking for a new job if you have not had a raise in three years. Given the current economy and, if you love your current job, your job satisfaction may be a reason to stay. However, if a new job provides career advancement and additional income that you need, the decision is made.
Flexibility and Control. More employers are providing their employees with flexible working options because many are juggling work with childcare or care of older parents. A sense of autonomy may relieve a significant amount of stress and make your life more manageable. A job that provides no personal freedom or opportunity for making your own decisions can be frustrating and professionally stunting. If you can find a better situation, do it.
Career Development. The younger you are the further you can go, unless you linger in a dead-end position. If you feel that you have learned all that you can in your current role, and your employer is reluctant to provide you with new challenges, it is time to find them yourself. It can be disappointing to realize that you current employer has no interest in your development, but the sooner you align yourself with one that does, the sooner you will advance.

Try to secure your next job before your leave your current one. A Las Vegas staffing or recruitment agency such as PrideStaff Las Vegas can help you find a new position while you are still with your existing employer. We can alert you to suitable opportunities and help you to develop as a professional. Consider part-time or temporary work until you find a company that you love. Contact a PrideStaff Las Vegas recruitment professional if you are considering a change of employer.

Stop the Madness! How a Staffing Agency Can Help You Avoid Hiring Mistakes

When you hire a new employee, you’re thinking about how to get them up to speed, integrated into the culture, and productive as quickly as possible. You’re probably not thinking that, chances are, they will fail once on the job. But that’s the sad truth. In fact, according to some reports, many new hires quit within six months to a year.

While there are a multitude of reasons for this statistic, there is one step you can take to combat the problem – partnering with a reputable staffing agency.

Such a relationship can help you avoid the risk of hiring mistakes by offering you:

Job Posting That Weeds Out Bad Candidates
For some employers, the job posting is an afterthought in the hiring process; however, as one of the leading staffing agencies in Tempe, PrideStaff can tell you it’s actually a critical part of effective hiring. If you only have a vague sense of what you’re looking for, how can you expect to find the right fit candidate? Staffing agency specialists know how to craft job postings that:

Force you to think through your “needs” and “wants” in a new hire so that your posting is as clear and concise as possible
Attract the most qualified candidates to apply while screening out the least qualified or ill-fitting ones
Promote your employment brand

Access to an Expanded Network of Talent
Staffing agency specialists spend their time building relationships with quality candidates. They consistently work to establish connections with local talent, so when you go to one with an opening to fill, they may already have a few individuals in mind for your position. Even if they don’t, they know where to look to source top talent, how to reach out to them, and how to quickly screen them to ensure they’re a good fit for your needs.

A Rigorous Interviewing & Testing Process
A staffing agency will ensure each candidate undergoes a rigorous interviewing and testing process to verify they have the technical competencies required to perform the job. Going beyond hard skills, a staffing agency will also get to know the ins and outs of your company’s unique culture and then look for candidates with the right personality to operate successfully within it. Considering lack of cultural fit is a major reason many new hires quit or fail, assessing soft skills and attitude is vital to avoiding hiring mistakes.

One bad hire can damage an entire department or company. Why take chances? By working with a reputable staffing agency, you can minimize that risk, gain access to the skilled and hard-working people you need, and meet your company’s strategic objectives.

Ready to reduce your risk of hiring mistakes?
Contact PrideStaff. As one of the leading staffing agencies in Tempe, our expert team of staffing specialists can work with you to define your job opening, write an effective job description and posting, and source and recruit top candidates for it. Find out more! Contact us today.

Overcome Career Uncertainty with these Tips

Choosing the right career in Modesto can be overwhelming. There are days when you feel like you may never get it right. Take comfort in the fact that only 5 percent of people find the right professional path on the first try. They’re known as “fast starters” who tend to be less creative, adventurous and innovative.

It’s questionable whether you even want to be one of these people. But at the same time, you do want to succeed at finding the right career. Rather than focusing on a single direct path, it’s best to start by determining your own goals and needs, then aligning those findings with available opportunities.

Make a List of What You Like

And don’t like. Think about projects that incited you to go above and beyond. Were you inspired by the topic, the type of work required, or both? Drill down further to pinpoint what specific aspects you liked the most.
Now make a list of what you’re good at. These are things you naturally do well or are complimented on most frequently. Be honest with yourself about your weaknesses. You may love doing something, such as singing or oil painting, but your talents won’t make it past the shower or the community center art class.
Compare the two lists. Look for overlaps and start your career search there.

Think About What Works for You

Decide what concessions you’d be willing to make for your ideal job. Some positions require frequent overtime, travel or irregular hours. Others pay low salaries. It’s about accepting reality: No job is perfect in every way. Deciding on a career is somewhat analogous to deciding who to marry. You’ll find flaws in a career just as you do in your significant other. The deal breaker lies in whether or not they’re flaws you can live with, because the overall good far outweighs the occasional bad.
What’s the best environment for your personality type? It’s often helpful to take personality tests, such as the Myers-Briggs assessment. These help identify what you need in your work environment in order to thrive. Introverts and extroverts differ widely, though both can thrive in roles better suited for the opposite type, as long as they’re able to adapt the job to fit their style.

Research the Options

Ask family and friends about their careers. Talk to them about their experiences. Ask probing “why” questions to gain deeper insight. Then consider whether you agree with their viewpoints and remember what stands out to you the most.
Job shadow. Once you identify a career you may want to pursue, find people to job shadow for a day or two. Ideally, shadow at more than one company for a similar position; for instance, at a for-profit and non-profit organization or a small enterprise and a larger corporation. You also can job shadow virtually, to a certain extent.
Learn from the Bureau of Labor Statistics. Check out the Occupational Outlook Handbook (OOH) and Career Guide to Industries (CGI) for a wealth of current information on jobs, educational requirements and earnings.

Working with a professional career coach can be a tremendous asset as you define your career plans and strategy. Contact the Modesto recruitment experts at PrideStaff Modesto to learn more.

Three Employee Contests to Boost Morale!

According to Jack Stack, CEO of SRC Holdings Corporation and business advisor, playing games is a natural activity and serves to exercise an individual’s desire to compete. In an interview conducted by the Center for Ethics and Entrepreneurship, Black describes his early experience in corporate America and his increasing frustration with an unimaginative workplace. He suggests that a stimulating work environment can keep employees engaged and motivated. Games and contests allow employees to succeed, which improves self-esteem and staff morale.

The more input in terms of ideas to a project, the better the result. The ideas and skills of a diverse group can lend more innovation than the contributions of a single individual. Contests that include the efforts of many help to reinforce an appreciation for diversity and individual strengths.

Set a goal such as achieving a certain level of output. Make the goal challenging but not unattainable. It should be a goal that many people can contribute to. The effort involved will improve teamwork and encourage determination. If the goal is attained, staff can celebrate the group’s efforts.
Paul McGhee, Ph.D. offers many suggestions on his website Laughter Remedy.com. One example is to provide a prize to the employee who has the toughest customer of the week, the hardest project, or the tightest deadline. This involves the sharing of experiences and problems. Staff vote for the winner. This type of context allows staff to share best practices with respect to complex situations.
Organize a sweepstakes for a current event such as the soccer World Cup, basketball March madness, or the Superbowl. Draw names for the winner or record who wins the most points.

Fun and laugher provide light relief in a stressful day. They can help with problem solving, remove barriers, and promote creativity. However, it is important to follow certain guidelines to ensure that no employee is offended. Such guidelines include choosing games that are appropriate and that include everybody. There should be no sexist, racist, or sexual connotations, nobody should be teased or made fun of, sarcasm should be avoided, and the game should not detract from overall business operations.

Looking to add to your current team? We’re here to help! Contact our experienced team of Las Vegas recruiters today for more information on how we can help you grow your Las Vegas workforce.

Could a Video Resume be Right for Your Job Search?

Developing a professional profile involves new technology. Few resumes pass across a recruiter or hiring manager’s desk these days without a LinkedIn profile. US News reported that video resumes are now common in industries with a high level of customer interaction, such as hospitality and retail. A video allows a hiring manager to discern a candidate’s people skills.

The technologies required to create a video resume is easy to use and can be uploaded to platforms such as YouTube or Hiredmyway, a feature of Facebook. You can also use the same platforms to upload portfolios and a traditional resume. Free editing software is available for Macs, PCs and on YouTube. Keep your video short. The idea is to attract attention, not lose it. Viewers will monitor the time stamp to judge how long the video will be; therefore, a one-minute commitment is ideal.

Mashable recommends ensuring that the company is “on trend” and will appreciate the video resume. A video presentation is appropriate for a media or marketing firm, but it might be less appropriate for a paralegal position in a traditional organization.
Putting a friendly face to the skills on paper can be appealing. Much more information can be conveyed in a 30-second video presentation than a page-long cover letter. A video can project a professional image, excellent communication skills, a positive personality, and your value to the company.
Key points to include are an introduction that tells the viewer your name and the position to which you are applying. Sell yourself quickly with a short sentence that explains your value to the company and suitability for the position. Follow that up with your relevant skills and experience. Try to highlight a quantifiable achievement that differentiates you from your competitors.

A link to a short video presentation can be a powerful way to attract the attention of the recruiter and put yourself ahead of the competition. PrideStaff Las Vegas hiring professionals can help you develop your professional profile that is appropriate for your personal career choice. Let us match your skills with the right employer. Contact one of our Las Vegas hiring professionals today!

Job Search Tips for the Tech-Savvy Candidate

If you had any doubt about the power of social media as a job search tool, you can erase it right now. In today’s competitive marketplace, you absolutely need to be tech savvy – and promote your social media expertise to potential employers.

In a recent survey, nearly one-fifth of HR managers said they found something on a candidate’s social media site that convinced them to pursue the hire. Percentage of respondents and related reasons included:

57 percent: Candidate conveyed a professional image online.
50 percent: Got a good feel for a candidate’s personality.
49 percent: Candidate’s background information supported their professional qualifications.

And on the downside, employers dismissed candidates for these reasons:

50 percent: Candidate posted provocative or inappropriate photos or information.
33 percent: Candidate badmouthed a previous employer.
30 percent: Candidate showed poor communication skills.

Be sure to optimize your digital footprint and make social media work for you as you pursue dream job.

LinkedIn

Called by Forbes “the most advantageous social networking tool available to job seekers and business professionals today,” LinkedIn’s membership encompasses all 500 of the Fortune 500 companies.

Make your profile work for you. Start with key phrases that you want to be known for, such as “employee communications expert” or “experienced pharmaceutical sales manager.” When writing your summary and describing your experience, include only what’s pertinent to your current job search goal. Use a good, professional photo.
Use Company Search. This enables you to learn more about specific companies and connect to them via people you know.

Facebook
While Facebook is primarily a social site, it also can be a strong networking venue.

Make sure your profile is private. Under Account, go to Privacy Settings and choose Friends Only. Then, when an employer searches for you, they can’t see your personal details or photos.
Be strategic with lists. Use the Facebook Lists feature to build your network without worrying about professional contacts accessing your personal updates. Under Account, go to Friends. Create a new list and customize your privacy settings accordingly.

Twitter
Twitter allows you to connect with people you don’t know, based on common interests. You can use these Twitter features to your advantage:

Connecting: When someone follows you or vice versa, read their bios thoroughly. If you find it’s someone who could connect you to others, get in touch with them.
Twellow: This searches people’s bios and URLS. You can search a company and see associates who are on Twitter.

Google+
If you want to capture the attention of prospective employers, this is the latest place to be. Your Google+ presence also helps boost your personal Google profile ranking.

Build a Google+ profile. Fill it with your work history and skills, so recruiters can find you using keywords.
Share content with people in your circles. Join communities as a further means of exchanging ideas.

Finally, be sure to hyperlink your resume by adding the URL for your Twitter handle and LinkedIn profile. And list all your social media skills on your resume, as they apply to the job you’re seeking.

Contact a professional career coach at PrideStaff Modesto for more in-depth guidance on using social media and other strategic tactics in your successful job search.

How to Interview Your Next Boss

As one of the leading employment agencies in Tempe, PrideStaff can tell you that most people leave jobs behind because of issues with their bosses – not necessarily their positions. So if you want to ensure your next manager is a good match for you, be sure to vet him or her thoroughly. Here are a few questions you can ask to help you do that in a job interview.

What do you like about working here?
While you obviously want to hear about the specific perks and attributes your boss enjoys most about the company, you’re also looking at “how” they’re answering the question. Do they sound enthusiastic and challenged? Or stressed and burned out? If it doesn’t sound like your boss enjoys his or her job much, then it’s going to be tough to be a part of their team.

How do you communicate with your staff?
Your boss might be a hands-on manager with daily progress meetings, or they may take a more laid back approach. They key is to learn where they fall on the management spectrum and ensure you’re comfortable with it. For instance, if the boss seems like they like to stay at arm’s length – and you operate better in a more autonomous environment working independently – then it could be the right kind of employee/supervisor relationship for you.

How do you give input to your staff members?
Some bosses rely on once-a-year performance appraisals, which indicates that their approach is a little too hands off. After all, if there is an issue with your performance or expectations, you’d want to know right away so you can rectify it. Instead, look for a boss that offers regular feedback and advice.

What are your other employees like?
When you ask this question, you’re not necessarily trying to gain a sense of whether you’d get along with them. What you want to know is how the boss views them. If they start bashing their own team, then you know right away this boss doesn’t respect their staff.

Once you leave the interview, be sure to think about the answers the boss gave you too. Did you feel like you connected and like you could you work for this person? Or do you have a nagging sensation in your gut? Keep in mind: you’re probably going to have to collaborate with this person everyday if you accept the position. So it’s critical to ensure you are compatible.

Need more help finding your next great boss?
Let PrideStaff know. As one of the leading employment agencies in Tempe, we can connect you with terrific job opportunities often not advertised. Find out more! Contact us today.

How Can You Successfully Manage a Counteroffer?

Counteroffers should be expected as you hire top talent. It’s a lot easier and less expensive for an employer to make a counteroffer than to let a good employee go. The key to managing counteroffers is to take a proactive approach and be ready for them – even before they occur.

Stay in the Game
Throughout the hiring process, actively communicate with your candidate and ask qualifying questions about their true level of interest in moving to your company. If you’re straightforward and authentic, you’ll weed out those individuals who’d be more likely to accept a counteroffer and leave you hanging.

Mitigate the chance of a counteroffer by addressing it early. Ask candidates directly about their reasons for leaving and what they would do if their current employer asked them to stay. Initiate this dialogue as soon as there’s a genuine interest in hiring a person. Begin the process of convincing a candidate to commit to you by asking them to put their word on the line.
Understand why they’re making a move. Probe to find out what’s motivating them to leave their current company. Rarely does it come down solely to salary. Usually, there’s another reason such as lack of growth potential or the fact that they’ve reached their limit there. Find their pain points and be sure your position addresses them.
After making an offer, keep the motivation high. Stay in contact with your prospective hire and remain at the top of their mind. Ask them how it went when they gave notice. Has their company announced their pending departure or asked them to wait? If there’s a waiting period involved, be prepared for a counteroffer. Meet again with the candidate or better yet, invite them to a staff or company meeting. Involve them in a project and include them on emails as appropriate. Begin the process of integrating them into their new job and your culture.

When You Get a Counteroffer
Your candid, assertive approach needs to continue till you win this battle – or gracefully bow out.

Don’t get into a compensation war – because you won’t win. Make your best offer and leave it at that. If you up the ante and the candidate accepts, chances are they’ll never be satisfied. They may leave at the first opportunity they get for a higher salary or continue to hold you hostage.
If you’ve been consistently addressing the issue, respond accordingly. For instance” “We made you what we think is a good offer – and our best offer. You indicated you weren’t leaving due to money and now it appears that’s not the case. Our culture is built around high integrity, trust and values. It would be a good thing for you to accept the counteroffer, because you probably wouldn’t fit in here.”

Work with a Recruiter
A professional recruiter is invaluable throughout your hiring process, including the crucial salary negotiation stage. As your staffing partner, they are well versed in the different forms, implications and outcomes of counteroffers. And, they will properly qualify a candidate’s search motivations before they even introduce them to you – saving you significant time, money and aggravation right from the start.

Contact the professional recruitment team at PrideStaff Modesto to learn more.

Recruit Your Next Great Hire Through a Professional Association

When it comes to sourcing great candidates, there are so many options to choose from – social media, online job boards, networking…and the list goes on. As one of the top recruiting firms in Tempe, PrideStaff knows that one of the most effective – and often overlooked – is through a professional association.

To help you leverage the recruiting power these groups have to offer, here are a few tips to follow:

Target the right ones.
Take the time to investigate associations with members that are going to be the best fit for your company and the kinds of positions you’re hiring for. For instance, if you work in a specialized industry or field, look for associations that service that area.

Another aspect to keep in mind is location. A local chapter of a larger organization or an association based in your area will give you faster access to local talent.

Be “in the know.”
Read the association’s website, publications and newsletters. Learn all you can about the important issues impacting the field and what’s coming down the pike in terms of future trends. The more you know, the better you’ll be able to assess candidates who work in the field.

Identify industry key players.
Hone in on those people who seem like the movers and shakers in the industry – whether you’re interested in them as a candidate or simply a networking contact. Once you join an association, your membership should enable you to access directories of all the members and their job titles and contact information.

Raise your profile.
If you’re looking to recruit within a certain field, it’s important to raise your visibility among potential candidates. So attend any local or regional meetings or conferences the association holds. Talk to people in the industry to learn about the challenges and opportunities available. Remember to focus on their needs, not on what you’re looking to gain from the relationship.

Once you’ve made a connection with a candidate you’re interested in, follow up with them and discuss the possibility of making a career move. Keep in mind, though, you can’t just show up at one conference and expect to find your next great hire. Recruiting through professional associations is an ongoing effort that will require a long-term investment of your time.

Bonus Tip: Call PrideStaff.
As one of the leading recruiting firms in Tempe, we can take the hassle out of hiring and give you access to the skilled and talented professionals you need. We use a variety of different recruiting tactics to find outstanding passive candidates that are an exact fit for your hiring needs. Contact us today to learn more.

Advice for Ramping Up Morale at Work

The New Year is well underway. But if your employees’ morale is in the doldrums, then now’s the time to get it back on track. To help you, here are a few tips to follow:

1. Praise early, praise often.
This is one tip that is so easy and yet so often overlooked. As one of the leading staffing agencies in Phoenix, PrideStaff knows the great thing about employee recognition is that it’s extremely powerful – and also completely free.

So get in the habit of regularly giving your employees pats on the back for doing good work. They will feel more appreciated and you will create a more positive work culture as a result.

2. Conduct regularly scheduled meetings.
Meeting regularly with every employee may not be doable. But meeting with your top performers is “a must” for a few key reasons.

First, it gives you the chance to learn about any issues or concerns they are having, allowing you the opportunity to deal with problems before they get out of control. It also enables you to keep the lines of communication open and solicit new feedback and ideas from them. And finally, it helps you build strong relationships with those you rely on most, which can have a positive impact on retention in the long run.

3. Offer opportunities to learn.
Nothing is more demoralizing to employees than feeling stuck in a dead end job, or like they never learn anything new. However, by offering educational opportunities to your team, it really benefits your company as a whole. You’re not only sending the message to your employees that you want to invest in them, but you’re also helping them to build and sharpen skills they can put to use each day at work.

4. Solicit feedback, ideas and input.
When employees are encouraged to offer feedback and feel like their voices are being heard, they are much more likely to feel valued and like part of a team. It also creates a collaborative and positive work culture for the company, which not only boosts morale, but retention as well.

5. Give employees what they want.
It wasn’t that long ago that is was Millenials only demanding a more flexible work schedule. However, most of today’s top professionals want to attain a healthy work life balance. So offering perks like flex time and the ability to telecommute will go a long way in earning employee loyalty.

Need more help hiring and retaining top employees at your company?

Call PrideStaff. As one of the leading staffing agencies in Phoenix, we can take the hassle out of hiring and give you access to the skilled and talented professionals you need. Contact us today to learn more.