Preparing for 2014 – Setting Challenging yet Reachable Goals

Your company is only as good as its employees.

Think about it: Where would you be otherwise?

Midway through this year’s fourth quarter, it’s time to set goals and objectives for 2014. And in order to be successful, you need total workforce buy in, right from the start.

Engagement is No Longer Enough.
According to recent industry reports, the bar has been raised in terms of employee ownership in your business strategies for the year ahead. Passion is the new engagement.

The 2013 Deloitte Passion Report notes that in order to succeed, businesses must cultivate workers “with the passion to realize extreme sustained performance improvement … Employee engagement is no longer enough. Times have changed. Worker passion, defined by three attributes, will be critical.”

Those attributes are:

A continuing commitment to accomplishment in a particular domain.
A disposition to quest and explore.
An openness to connect with others on a team.

Deloitte notes that cultivating this passion may demand that companies restructure their work environment and “assess how they encourage or discourage workers to actively collaborate on work projects.”

In other words, give employees direction. Lead them – versus dictating to them – and then get out of their way. As part of this strategy, clearly communicate to workers how each individual makes an impact on the company, as well as the broader industry.

Tap Into Employees’ Desires.
To ensure that employees contribute at or near 100 percent every day, never lose sight of the question “What’s in it for me?” In order for your company objectives to be attainable, they must matter to every single person involved in reaching them.

With this in mind, set goals for your employees that are:

Aligned with your organizational mission and strategy.
Clear, easy to understand and well communicated.
Accepted and recognized as important.
Measurable in terms of progress.
Framed in time with clear beginning and ending points.
Supported by a robust rewards program.
Challenging, but achievable.

Read that last point one more time.

Be sure that employee goals are not dependent on circumstances beyond their control. In other words, set your employees up to win. The results will be mutually beneficial and productivity will soar.

Align Employee Goals with Company Strategy
Writing for The Wall Street Journal’s how-to guide on goal-setting for employees, Alan Murray emphasized the importance of team involvement in your company’s planning process.

“You must make sure the goals you set for your team align with those of the broader organization,” Murray noted. “The more you can involve your employees in setting goals for themselves and the group, the more committed to those goals they are likely to be.”

2014 is almost here. It’s an exciting prospect as the economy turns around and employers shore up for a successful future. But it also can be daunting. For direction in guiding your workforce toward business success in the New Year, contact the team at PrideStaff Modesto. We’ll partner with you to make it happen.

How to Manage a Perfectionist – Without Tearing Your Hair Out

When you think of a perfectionist, someone who has high standards and is detail oriented comes to mind. But as a top recruiting firm in Tempe, PrideStaff knows that despite these positive attributes, a perfectionist can also be incredibly difficult to manage.

Why? There are a variety of reasons. But one of the main ones is that they are oftentimes frozen by their perfectionism. They are unable to wrap up a project or make a final decision for fear of it not being absolutely, 100% perfect. Likewise, they have difficulty just “rolling with the punches” and can be tough to work alongside as a result.

That said, perfectionists can also lend tremendous value to your team. So how do harness the positives of perfectionism while conquering the negatives? Here are some tips to help you:

Look at the Plus Side
While managing a perfectionist can be frustrating at times, there are also many positives. For instance, perfectionists typically raise the bar for the whole team. When other co-workers know a perfectionist will be involved in the project or reviewing their work, they’ll be more thoughtful and meticulous about what they produce. The end results are higher standards – and a higher quality product.

Also, in today’s world, so many employees are disengaged. But perfectionists are usually quite the opposite. They care passionately about performing to the best of their ability and will almost always go the extra mile to do so.

Put Them in the Right Positions
Perfectionists aren’t great at delegating. They often think they can do the job better themselves. They’re also typically more critical and impatient with others. Therefore, a leadership role may not be the best fit for them. Instead, put them in positions where being detail oriented and meticulous serves both you and them well.

Be Clear About Your Expectations
Without proper direction, perfectionists will often set unrealistic expectations for themselves, turning the smallest project or task into the biggest undertaking. So let them know ahead of time what you expect. Sometimes you want a full report and other times you simply want a quick outline. But by being clear from the start, they won’t waste their time doing work that you don’t think is important.

Collaborate With Them
Perfectionists often don’t like to share their work with managers until it’s completed. They fear that if you view a draft, you’ll think it’s the best they can do. But the risk of this is that they can go full speed ahead in the wrong direction.

Instead, encourage them to share work-in-progress with you. Also, to calm their fears, be clear that you understand it isn’t the final product.

Need More Help Hiring & Managing Great Employees?
Let PrideSatff know. As a top recruiting firm in Tempe, we can take the hassle out of the hiring process for you. We can also help you implement proven strategies that will enable you to retain and motivate your top-level talent.

To find out more about how we can help you, just give us a call.

Network to Make Professional Contacts in Las Vegas

Professional contacts can provide valuable knowledge. The latest jobs, industry innovations, news, and events are communicated via social media and staying informed requires staying involved. Knowing that a skilled employee is available for work can help an employer’s staffing strategy. A competitor’s new policy, revealed by an industry contact, might be one that you would like to emulate in your organization.

New professional contacts should be well-chosen. Quantity does not trump quality. Industry and network groups that an individual participates in should be a top industry knowledge source and should offer an opportunity to share business experiences and acquired knowledge. The Guardian provides advice on how to approach potential new contacts in an appropriate way:

Slow down. Take the opportunity to chat with the people you come into contact with each day such as staff, suppliers, even competitors. Be approachable and genuinely interested in others; you will be surprised what you discover and the common interests that you might have.
Join industry networks on sites such as LinkedIn and keep ahead of upcoming conferences and events. Attend those that are relevant to your area of business or attend the sessions that appeal to you. Represent your organization and introduce yourself to people during social events.
Participate in social media networking groups that are relevant to your business. Offer advice if you can and ask for it if you need it. Start a conversation on Twitter and you may see interesting contributions from other industry specialists. Respond to other posters and contribute to discussions and chat rooms
Post articles and micro videos that you find interesting on a company Facebook site or other platform and develop a reputation as an expert in your field. You may develop followers on Twitter. Regular blogs may increase your organization’s visibility and pull visitor’s to your website.
Post articles and videos of your experiences that you think others could learn from. Solicit advice and case studies from others but remember to maintain the confidentiality of those with whom you communicate. Respect and trust is vital in building relationships and even potential partnerships.

Want to learn how PrideStaff Las Vegas’ networking circle can benefit your staffing strategy? Contact us today to learn how we can help!

The One Mistake That Will Cost You Top Talent

Just a few years ago, a website optimized for mobile devices was a “nice-to-have.” But, as a top recruitment firm in Phoenix, PrideStaff knows in today’s world – with the majority of candidates using phones and tablets to search for jobs – it’s imperative.

So if your website isn’t optimized for mobile, then you’re making a mistake that will cost you big time – in the form of top talent.

In fact, some reports state that upwards of 60% of job candidates are using their mobile devices to search for jobs. Sure, if your website isn’t optimized, some may then use their desktop computers to check out your site. But what about the others that simply won’t waste their time? What if the best fit candidates fall into that category?

Despite what you might think, your mobile site doesn’t need to be huge. Even if you have a large company website, your mobile recruiting site can be a few simple pages that reflect your company’s employment brand and available opportunities.

Not sure where to begin? Here’s a list of a few key items your mobile site should include:

An online application that is easy to use.
The ability to search jobs using relevant keywords.
The ability to sign up for alerts via text or email when a job opening in a specific area or with a certain title becomes available.
Information about the company, including history, mission and vision, and what it’s like to work at there. You may even want to include features like short videos of employees talking about what they like about working at the company.
The ability to get status updates on a job application that was submitted.

Another component you’ll want to consider adding is the ability for job seekers to interact with company employees online. However, if you already have a recruiting page on Facebook for your company, then it may be easier to direct candidates there instead.

Need More Help With Your Mobile Recruiting Efforts?

Let PrideSatff know. As a top recruitment firm in Phoenix, we use both offline and high-tech strategies in order to source today’s top talent. We know where to look, when to look and how to connect with those career professionals looking for an opportunity just like the one you’re offering.

To find out more about how we can help you, just give us a call.

Making a Lasting First Impression in Modesto California

Actor Will Rogers was spot on with this quote: “You never get a second chance to make a good first impression.”

And as noted by Forbes magazine, it takes just seven seconds for a person to develop their first impression of you. So when preparing for a job interview, your goal is to make an immediate positive impact.

Analyze the Job
Use the job description, posting and related information to list the skills, knowledge base, and qualities required for the job. Then, list your own assets and match them to these requirements.

Prepare compelling talking points pinpointing situations where you effectively utilized your qualifications. Be prepared to show that you’re the best candidate for the job, based on these success stories.
Capitalize on your credentials. Be sure to mention accreditations, certifications, courses of study and related accomplishments.
Be honest. Don’t say you know how to do something when you don’t. If you lack required education or skills, the company may be willing to train you. And if not, it will probably be better to pass on the job or you may risk losing it – along with your credibility.

Dress for Success
The last thing you want during your interview is a wardrobe malfunction. And a key part of fitting into a company and its culture is your appearance.

Check out the company dress code. Make this part of your pre-interview research. Then, make your attire just slightly dressier. If the normal work attire is casual, think business casual. If the norm is business casual, then kick it up a notch and wear a conservative suit.
Do a head-to-toe “mirror check.” Be sure your hair is clean and professionally groomed. Minimize perfume or cologne and wear only conservative jewelry. Nails neatly trimmed or manicured? Shoes shined? Everything ironed? No strings, missing buttons or pet hairs? Check, check, and check again. Remember, when you look good, you feel good.
Bring your stuff. This means your portfolio, extra copies of your resume, and a notepad. It’s perfectly fine to take notes during an interview; in fact, it further emphasizes your interest in the position.

Be Your Best
Zero Hour has arrived. Like the premier of a play, the curtain is about to open. It’s time to get into character and nail your Best Interviewee nomination.

Respect the front desk. Act as if anything you say or do in front of the receptionist or security staff will get back to your interviewer – because it will.
Rev up your mind. Take a few minutes to review your talking points, so you can function at 100 percent the minute your interview begins. A lag of even two or three minutes is too long; your interviewer has already formed an opinion.
Mind your body language. Use a firm handshake with everyone you meet. Maintain eye contact and keep hand gestures to a minimum. Speak clearly and at a moderate pace. Relax and smile – like you mean it. After all, this could be the start of something big!

You’ve made it this far – and with the right preparation, you can snatch the brass ring and make the job yours. For further job search guidance, contact PrideStaff Modesto and speak with one of our expert career coaches today.

Finding the Perfect Job (What’s Even in a Perfect Job?)

Are you having trouble finding the perfect job? Does it even exist? And for starters, do you even know what your perfect job is?

You spend a lot of time at work – and it is your livelihood. So that means – or should mean – more than just a paycheck. It should be on par with passion, with getting up in the morning and looking forward to your day, with the satisfaction that comes with knowing you made the right choice in defining your career path.

How do you define the job that’s right for you? And how do you find it and make it your own?

Personality and Passion
Everything you do reflects your personality, and work is no exception. Your high school guidance counselor may have been onto something when she made you fill out that silly questionnaire to reveal which career plan should make post-graduation.

Don’t just get a job. Get a job that matches your character. It may seem like you have no choice, but with the right determination and mindset, you do. If you have to plan ahead for it – financially and otherwise – do so. But make it happen.
Don’t just get a job. Get a job you love. Years spent in the same position or with the same company can put you in a comfort zone – which is a euphemism for “rut” – and keep you from choosing a different career path. You may not hate your job, but there probably are other options out there that are better suited to you and the rest of your professional life.
Is there a product, service or aspect of society that you’ve always wanted to change? Consider this, as well as the non-negotiable items you need in your job, such as hours, flexibility, or giving back to the community.

Do a personality and passion self-examination. Did that proverbial light bulb go on – or maybe it was more like a flashing neon sign blaring “Time for a change!”

Finding Your Job
Here are some tips for finding the job that has “you” written all over it:

Target your dream companies. List the companies you’d most like to work for – and why. Then, search the Career, Jobs or Join Us links on their web sites. Many companies list prime jobs only on their own media, in order to reach out to their own network and avoid the chaos of public listings.
Stay up to date. Follow articles related to your particular career interest. Watch for updates and announcements about who is joining companies, who’s leaving, who’s hiring and who’s laying off.
Keep your skills current. Educate yourself on the newest programs, tools and methods related to your preferred career. Do not become that person who can’t open the presentation because you don’t know how!
Do unto others. If friends or colleagues send you their resume, don’t ignore them. Instead, reply and then do whatever you can to facilitate their job search. Remember, what goes around comes around.

A professional career coach can be an invaluable resource as you seek out your next job. To learn more, contact the expert team at PrideStaff Modesto. Perfection may just be within reach!

An Economic Outlook on Las Vegas

Las Vegas, located in southern Nevada, is famous for its entertainment and gaming industry. It is no surprise, therefore, that the major industries are tourism and gambling. The major companies based in Las Vegas include the entertainment hospitality giants such as Las Vegas Sands Corporation, Caesars Entertainment, and Wynn Resorts. The metro area has a population of approximately two million according to Forbes.

The region has experienced recent job growth of 1.9 percent, which is expected to grow to 2.6 percent for 2014. The economy is in recovery and job growth is being fueled by the tourism, gaming, construction, and real estate industries. Certain indicators that may be of interest to hiring companies and job seekers include:

Nevada’s unemployment is currently 9.5 percent; however, Las Vegas has a higher rate at 9.8 percent. The unemployment rate is dropping and is expected to decline to 6.9 percent by 2014. Demand may grow for skilled labor in the popular industry sectors of construction and entertainment in the near future.
Visitors to Las Vegas numbered 42.7 million in 2012; this number is expected to jump to 43.7 million in 2014. Economists are expecting gaming revenue to increase from $9.3 billion in 2012 to $9.8 billion in 2014. Entertainment and hospitality companies are likely to increase their hiring activity to meet staffing needs.
The hospitality industry saw increased revenues in 2012. Hotel occupancy increased by 320 rooms to a total of 150,481 for 2012. In 2013, an additional 451 rooms are expected to be added and the new SLS Las Vegas will open in 2014 offering an additional 1,600 rooms.

These entertainment and construction industries will continue to be the largest employers. The growing economy and decreasing unemployment rate may cause future labor shortages for these industries. Employment in high tech industries is approximately two percent and only seven percent of adults have advanced degrees, whereas 83 percent of adults have a high school degree. This suggests that those companies who require specialized, highly educated individuals may need to expand recruitment efforts to other geographical areas. The University of Las Vegas is the top college in the area. The cost of living is slightly higher than the national average but an average commute time of less than 25 minutes is attractive and competitive with other metro areas.

According to the Las Vegas Journal Review, the city remains highly dependent on the gaming, entertainment, and construction industries, which may become competitive with respect to the labor pool.

Looking for employment or employees in Las Vegas? PrideStaff Las Vegas understands the local market and your needs. Contact us today for more information!

How to Model Effective Time Management

We all wish we had more time in a day. The productive use of time requires realistic expectations and a disciplined plan. A leader who models such a skill will encourage others to do the same. Effective time management ensures that tasks are completed, stress is minimized, and there is adequate time for other activities. In a recent presentation, product design and marketing manager, Etienne Garbugli, offered time management insights that he wished he had known earlier in his professional career. The following are some key takeaways that we particularly enjoyed and wanted to share.

Plan for an average of four to five hours of work per day. Some days will be highly productive, others will not. Realistic expectations can provide solace and relief in your unproductive hours.
Focus; don’t multitask. As tempting as it is, multitasking is inefficient and can lead to mediocrity. Focus on one task at a time for superior, quicker results. Work on demanding tasks when you can but remember that, often, work is completed quicker when there are time constraints.
Split large tasks into increments and complete one at a time. Don’t anticipate the end; start somewhere and keep going. Concentrate on the next hour only. Every small step brings you closer to the goal.
More work hours may not mean more money. Constraints are sometimes more lucrative and can lead to breakthroughs. Find opportunity in your less busy times.
Separate complex tasks that require strategy from rote tasks that are automatic. Work on one project for the whole day; switching back and forth will break your rhythm.
Minimize meetings, communicate online, and plan appointments for early in the day. Group appointments to free up larger windows of time for other tasks.
Be kind to yourself. Procrastinate but then push yourself. Work hard, set a deadline, and then relax. Learn from mistakes but don’t dwell on them. Take breaks.
Prioritize and concentrate on tasks that have the largest impact. Delegate if someone else can do the job almost as well as you.
Don’t trust that you will remember; use a reminder system. Write down distractions and forget them when you are engaged.

As one of the leading staffing agencies in Las Vegas, we pride ourselves on solving customer solutions. Have questions on how you can be more efficient in the office? Contact us today and let us offer our insight!

Can You Really Fire Me For That?!

Some things in life are no fun – and firing an employee can almost certainly be included on that list. But if you’re a manager or an HR professional, it’s an inevitable part of doing business. When the time comes, ease the burden by being prepared, being fair and being professional. And, be knowledgeable about the reasons why you can – or can’t – terminate a person.

Discrimination & Retaliation
Most employees in the U.S. work “at will” which means you can fire them at any time you deem necessary, unless your reason is illegal. Generally, federal and state law prevent termination due to discrimination or retaliation.

Discrimination occurs when an employee is fired due to age, race, gender, national origin, religion, sexual orientation or disability. This includes termination related to a pregnancy or related condition.
Retaliation occurs when a person is terminated because they asserted their rights under anti-discrimination laws.

Other Legal Violations
It is generally illegal to fire an employee for:

Refusing to take a lie detector test. This is dictated by the federal Employee Polygraph Protection Act.
Being an alien. The federal Immigration Reform and Control Act (IRCA) prevents most employers from using a person’s alien status as a reason for termination, as long as the employee is legally eligible to work in the U.S.
Complaining about OSHA violations. The Occupational Safety & Health Administration mandates that it is illegal to fire a person for complaining that work conditions fail to meet federal or state safety rules.
Violating public policy. While laws vary, most states prohibit firing employees who violate public policy; that is, termination for reasons most people would find morally or ethically wrong. This could include an employee’s refusal to commit an illegal act, such as lying to a government auditor; complaining about an employer’s illegal conduct such as failing to pay minimum wage, or exercising a legal right, such as voting or taking family leave.
Engaging in lawful political activity. This refers to non-disruptive advocacy related to an employment concern that takes place on an employee’s own time and in non-work areas. It is subject to any restrictions imposed by lawful work rules.

Contracts
If an employment contract exists, you must treat an employee fairly and fire only for “good cause.” While this definition can vary from state to state, examples generally include:

Poor performance
Low productivity
Refusal to follow instructions
Habitual tardiness
Excessive absenteeism
Possession of a weapon at work
A threat of violence
Violation of company rules
Criminal activity
Endangering health or safety
Revealing trade secrets
Harassment
Disrupting the work environment
Preventing coworkers from doing their jobs
Insubordination

A word of caution: An implied contract can be just as legally binding as a written one. For instance, courts have ruled in favor of employees who were verbally promised job security and later terminated.

Needless to say, termination is an action to be taken seriously – and not an area where you want to make an error due to poor judgment or lack of information. A knowledgeable staffing firm can help, as you comb through and seek to understand related legal requirements. Contact the professionals at PrideStaff Modesto to learn more.

Tips for Developing Your Workforce

The recruitment process can be expensive and time consuming. Once a workforce is established, it is difficult for employers to allocate additional resources for staff training and development. While maintaining competitive IT capabilities and systems within your organization requires regular training for IT staff, there are other steps that an employer can take on a daily basis to improve workforce efficacy that do not require any financial investment. The American Society for Training and Development suggests the following:

Encourage self-learning. Provide on-line tutorials for staff to watch at their own pace. They can learn new software or gain exposure to other company information when they have downtime or on an as-needed basis. Staff can also be encouraged to use libraries, external online resources, or other resources that the company can recommend. Providing incentives for self-motivated learning can effective especially if incorporated into yearly appraisals.
Voluntary work is an opportunity for staff to learn new skills that they can apply to their own work setting. Community outreach carries the added benefit to employers of relationship building with an external market. Additionally, a company that contributes to the local community and the development of its employees is more likely to attract the best talent.
Internal mentoring programs are mutually beneficial. Each individual can learn skills from the other and communication, listening, and coaching skills can be developed and training costs reduced.
Encourage creativity and allow for mistakes. Innovation requires an environment that allows for failure. Give employees autonomy for decision making when working in teams to achieve a certain goal. Hard work should be rewarded and staff held accountable for reaching targets and goals.
Allow time for social activities and promote social networking. Social interaction is a key motivator and a human need. Employers must balance the benefits that online network tools can bring such as cross functional collaboration with online knowledge building tools, but develop guidelines and policies that employees can follow to avoid detrimental use of social media.

Leaders should be encouraging and set a good example. A culture of trust with transparent rules and policies can be developed through that facilitate feedback from staff such as staff surveys or online chat rooms. However, workplace adjustments must respond to staff feedback such as instituting flexible working arrangements or procedural changes that make sense.

For more information, contact us today! Experts in staffing the Las Vegas, Nevada area, we are happy to discuss any staffing questions you may have.