How to Tell if a Candidate Can Grow With Your Company

Sure, you want to hire someone with the right abilities to do the job. But as leading Tempe recruiters, PrideStaff knows you should also be on the lookout for candidates who can offer more. For instance, they may not have the skills and experience to be a company leader today, but they should certainly have the potential to be one tomorrow.

Why look for candidates with growth potential?
For one simple reason: you get a much better return on your investment in them. Think about it. You hire a candidate for a certain job and offer them additional training and support. As a result, they eventually take on more responsibility, develop new skills, and add more value to the company’s bottom line.

So next time you’re hiring, be on the lookout for candidates with growth potential. You can start by asking the right questions. Here are a few to consider:

Tell me about an important task or project you had to complete on your own.
A candidate with growth potential is going to be able to work independently. However, if they’ve never had to complete an important project or task on their own, it could be an indication that a) their past boss didn’t trust them to do so or b) they weren’t comfortable without a lot of hand holding and support.

Tell me about a time when you had to change gears or be flexible on the job.
You need to hire candidates who can adapt quickly to changing market conditions and demands. And if you’re trying to hire someone with plenty of growth potential, then that person will need to be flexible and roll with the punches, rather than being rigid or going into panic mode when issues arise.

What do you like to learn about?
Asking this question can help you uncover whether the candidate is an eager learner, or simply does enough to get by. A candidate who is enthusiastic to learn will be much easier to train and will be more open to new ideas. So whether a candidate has a hobby they are passionate about, or they love to read up on the latest industry trends and challenges, look for an eagerness to learn, to grow and to improve.

What’s your idea of the perfect job?
The candidate’s answer to this question will help you determine whether your current and future needs align with the goals they have. After all, it’s not just about your needs and wants for a great hire. It’s also about the candidate’s aspirations. If your company can’t help them achieve their goals, then they won’t be with you for very long.

And if you need more help with any aspect of the hiring process – from interviewing to skills testing – let PrideStaff know. As leading Tempe recruiters, we can source, evaluate and test top candidates – all so you get the new hire who can grow with your company.

Contact PrideStaff today to find out more about how we can help you.

How to Tell If You Need Temporary Help

You know that hiring temporary employees can offer you added flexibility without the overhead. But you’re not really sure if temp help is right for you.

Sound familiar? If it does, you’re not alone. Lots of companies are interested in temporary staffing, but they’re undecided about whether to pursue it or not.

If you’re in this position, here’s a look at 5 situations in which your company can benefit from the use of temporary employees:

#1. Increased Demand
If your orders have been steadily increasing with no end in sight, then it’s time to consider adding to your workforce. When you bring in temporary help, you can keep them on for as short or as long as you need them. You can therefore get extra help without having to pay for expensive benefits and overtime. Plus, you’ll buy extra time to see if the growth can be sustained and whether you should really hire full-time employees in the future.

#2. Peak Busy Periods
You have certain months of the year that are always busy. If you know about them ahead of time, why not bring in temp help to supplement your core staff rather than paying expensive overtime? That way, you can get the extra hands you needed without the hefty price-tag.

#3. Leave of Absence
An employee is going on sick or maternity leave and you need someone to do their job while their gone. This is an ideal situation in which to bring in temporary help. A temp employee can stay for as little or as long as you need them – and fill the position until your full-time employee returns.

#4. A Big Project
You just landed a new client – and with it comes an enormous project. Do you have the right people in the right positions to get the job done?

If you’re not sure, consider brining in temp help. You can hire temporary employees to simply provide support services to your core staff, or you can bring in those with specialized skills and expertise to actually work on the project. Once the project is over, they’ll move onto their next assignment.

#5. Uncertainty
There’s a lot of uncertainty out there in today’s economy. As a result, investing in new full-time employees can be a risky prospect. At the same time, you have orders to fill and customer accounts that need servicing.

With temporary employees, you can get the people and the skills you need, where and when you need them. You can get the work done, keep your workforce flexible and also weather the storm of uncertainty until things come into focus.

Ready to Learn More About the Benefits of Temporary Employees?
Call PrideStaff. As one of the top Tempe employment agencies, we can give you access to an extensive network of skilled and dependable talent, helping you keep your workforce flexible without increasing your overhead.

Contact PrideStaff today to learn more about how we can help you.

6 Telltale Signs to Look for in a Job Interview

You go to a job interview armed with all sorts of questions to ask about the position and the company. But did you know you can also learn a lot by simply observing?

That’s right. Rather than sitting in the waiting area flipping through a magazine, sit back and take a look and listen. As one of the leading employment agencies in Phoenix [https://www.staffingagencyphoenix.com/], PrideStaff can tell you that by doing so, you’ll find out a plethora of valuable information about the company and its employees – and whether the environment is a good fit for you.

Some signs to look out for include:

Sign #1. Employee attitudes.
If employees are trudging around morosely, or seem hyper stressed, that’s a sign of an unhealthy work environment. However, if employees seem happy, friendly and energetic, then that’s one point in the court of the employer.

Sign #2. The condition of the office space.
The environment in which you work can have a big impact on overall career satisfaction. And if you hate the environment, then guess what? You’re not going to be happy.

So if the office is messy, disorganized or just plain dirty, this could be a reflection on the company’s overall approach to doing business. You’re looking for an office that’s neat, comfortable and welcoming.

Sign #3. What employees wear.
Perhaps you’re looking for a more formal environment; or maybe something more laid back is up your alley. Whatever your preference, only you know the office environment that’s right for you – and what employees are wearing typically reflects the culture loud and clear.

So if casual is your thing and everyone is in a suit and tie, then you’ll either have to suck it up or reconsider how badly you want the position.

Sign #4. Manager vs. employee offices.
Notice during your interview and a tour of the facility that the manager’s office is lavish, while the employees’ workspaces are downright dingy? That’s a sign of how employees are treated by company leadership.

Sign #5. Body language.
Imagine this scenario: The receptionist seems relaxed and friendly…until the manager walks in. Immediately, their body language shifts; they become noticeably tense. Clearly, there is an intimidation factor going on.

These are the kinds of body language cues you should be looking for during your time at the company.

Sign #6. Your potential workspace.
If you got hired, what would your workspace look like? This is critically important information to find out. Why? Because if you need your alone time and the company only offers an open space environment, then that setting could negatively impact your job performance.

Likewise, if you love to be around people, but would be relegated behind closed doors, then you’re probably not going to be happy there.

Looking for the Work Environment That’s Just Right for You?
Call PrideStaff. As one of the leading employment agencies in Phoenix, we work with top employers in the area and can give you access to rewarding jobs that aren’t always advertised.

Contact PrideStaff today to learn more about how we can help you.

Stop Thinking Like a Job Candidate, Start Thinking Like a Hiring Manager

When it comes to the job search, there are a lot of things to do in order to get hired. From creating resumes and cover letters to networking and interviewing prep, the list of tasks can seem endless.

But there’s one “to do” that most job candidates don’t have on their lists that can actually harm them during their search. While the end goal of a job search is to find a job that’s a match for your background and personality, one of the top ways to get there is to stop thinking like a job candidate and start thinking like a hiring manager. Unfortunately, most candidates are so caught up in their needs that they don’t even consider the needs of a potential employer.

So what do hiring managers want to know? Here are some tips to help you get into their minds:

Google Yourself

When a hiring manager Googles your name (and trust us, they will), what are they going to find out? Are they going to see a professional LinkedIn profile? Or are they going to be able to access your Facebook page, along with all the inappropriate comments and pictures you posted from your best friend’s bachelorette party?

You can be the most skilled professional around; however, when distasteful information about you is available to a hiring manager on the web, then they’re going to assume you’re lacking in the common sense department.

Research the Employer

Before you write your resume or cover letter, learn every detail you can about the company. Find out about the key players, the challenges faced in the company and the industry as a whole, what the company mission and vision are, and its track record of important accomplishments.

When you know all you can about the employer, you can align your skills and background to their specific needs in your cover letter and resume.

Tell Employers What They Want to Know

A hiring manager doesn’t care about that job you had in high school delivering pizzas. They want to know:

a) Can you do their job?

b) Examples of accomplishments that prove you can perform.

c) Will you be a good fit for the company culture?

d) Are you going to be a good return on investment?

When crafting your cover letter and resume and preparing for your interview, keep these thoughts in mind. It’s not all about you; it’s about how your background and skills can benefit the potential employer. The more you’re able to prove that, the better your chances are of landing the job.

So when you’re conducting your job search, put yourself in the shoes of the hiring manager. For every job you’re interested in, learn about their needs and then demonstrate clearly how you can meet them.

Need More Help With the Job Search Process?

If you do, give PrideStaff a call. As one of the leading employment agencies in Tempe, we work with top employers in the area and can give you access to rewarding jobs that aren’t always advertised.

Contact PrideStaff today to learn more about how we can help you.

How to be a Better Boss (Leading by Example)

“I serve with honor on and off the battlefield. I lead by example in all situations.”

This is the creed of the U.S. Navy SEALS, one of the most elite divisions of our nation’s armed forces. SEALs are trained as leaders, regardless of their age, experience level or rank. None of these criteria matter when it comes to being acknowledged as a leader. Instead, what it all boils down to is the premise that people truly follow only those they trust.

And the best way to earn trust? Lead by example.

Why It Matters
As a leader, your job is to inspire those around you to push themselves – and ultimately, your company – to greatness. In order to achieve this, it’s your responsibility to show your team members the way by doing it yourself.

Jack Welch, who led General Electric to renewed greatness during his tenure as CEO, was committed to the concept of “boundary-less organizations” where every stakeholder was encouraged to brainstorm and share ideas about making the company better. Welch stayed true to this passion and everyone, down to the lowest line workers, got his time and attention. Under Welch’s model of leadership by example, GE regained its status as a thriving company – all because employees at all levels trusted that Welch would keep his word.

How to Lead by Example
Leading – and living – by example is not as hard as it may sound. If your team knows you’ll do whatever you expect from them in order to ensure the success of a project, this commitment will quickly build morale and ultimately, boost productivity.

You have a responsibility to your team. They look to you for guidance and strength. So part of your responsibility is to lead them with your own actions. This means keeping cool under pressure, taking ownership for your team’s activities and results, and leading with your own actions.
Get your hands dirty. You don’t have to be the most advanced technical expert on the team, but you do need in-depth understanding of your job, your business and your industry. And you need to roll up your sleeves and work alongside your team members.
Listen to your employees. Give them time and attention. This means waiting till it’s your turn to talk or offer your own opinion, ideas or perspective. And remember, a key sign of being a strong leader is recognizing that you don’t know it all.
If you ask a team member to do something, be sure you’d be willing to do it yourself. And if you implement new rules, be sure to follow them yourself. For instance, if the rule is “no personal calls at work,” then that means you, too.
Take responsibility. It doesn’t matter whether the person who messed up was one of your employees – or you. If you’re the leader, then the mistake is your responsibility.

The best leaders lead by example. And keep this leadership premise in mind: “Managers do things right. Leaders do the right things.” It’s best to be both.

For more tips on honing your leadership skills – and further development at all levels of your organization – Give the experts at PrideStaff Modesto a call. Or contact us online today!

Keeping Employees Engaged & Committed to Work

The results of a recent Gallup survey on employee engagement are, in a word, disturbing. Of 350,000 employee respondents, 70 percent reported they were “disengaged” or “actively disengaged” from their work. The annual cost to U.S. companies as a result? Between $450 billion and $550 billion in lost productivity.

Ouch. Rather than be part of these statistics, what can you do to keep your workforce engaged?

Trust and Value
The Gallup survey reinforced the fact that an employee’s relationship with their direct manager is the single most important factor influencing engagement.

Make employees part of the process and part of the solution. Start by conducting a workforce engagement survey, including the opportunity for comments on issues and suggestions for improvement. Communicate survey results – negative as well as positive. Form employee-led teams to address specific improvement items and have them present their plans to senior management.
Collaborate with each employee on their career plan. Take a genuine interest in their goals. Support employees through mentoring, coaching, training and development.
Remember, employees have lives, too. Offer as much flexibility in scheduling as possible as you acknowledge their personal needs and commitments. Even the smallest gestures can make a big difference. Follow the Golden Rule and do unto others as you would have done unto you.

Fairness
The need to do more with less is not going away – and as such, workloads continue to increase. As they balance business results with employee satisfaction, managers must let fairness be their guide.

Distribute work in an equitable way. Don’t expect top performers to pull all the weight. This is okay in an emergency, but shackling them down on a regular basis will be a morale killer. Keep it up and you may lose them for good.
Listen and communicate. Hold regular one-on-one conversations and team meetings to air issues and improve processes. Give everyone the opportunity to participate.

Rewards & Recognition
Being made to feel appreciated was among the top three motivating factors listed by employees in another recent industry report. (The other two, by the way, were “interesting work” and “a feeling of being in on things.” That’s right. You don’t see “salary” listed.)

Employee recognition doesn’t have to be expensive, but it does have to be consistent, appropriate and thoughtful.

Find the best in everyone. Don’t limit recognition to annual performance reviews or to superstar performers. Reward each employee appropriately, whether it’s a simple “thank you” or a more elaborate recognition.
Make rewards meaningful. When you recognize an employee, align the reward with the individual’s interests. This will be simple, if you’ve taken the time to really get to know your people. For instance, if your assistant relaxes on weekends by playing golf, give her a box of golf balls or let her leave early on a sunny Friday to hit the links. If a young Dad watches the kids while his wife works evenings, how about family movie passes?

Employee engagement isn’t rocket science. It’s more important than that. But it is very achievable, and the results can be nothing short of amazing.

To learn more about building and engaging your work force, contact the expert team at PrideStaff Modesto today.

Eliminate Low Morale and Increase Productivity

Keeping your employees happy and motivated is crucial to the overall success of your organization.

Happy, satisfied employees are more productive and much better at working collaboratively with their co-workers. On the flipside, when morale is low in your organization, your employees are far more likely to underperform, experience conflicts with one another and, in some cases, begin looking for work elsewhere.

So what causes low morale?

The number one cause of low morale in the workplace is poor leadership. While it’s tempting to exclusively blame your employees, chances are a problem of morale is coming from the top down.

Low morale is also frequently caused by some combination of the following things: frequent interpersonal conflicts between employees; an unappealing or depressing work environment; a lack of clear pathways for employee advancement within the company; and poor compensation.

Here are three ways to eliminate low morale and boost productivity in your workplace.

Management Training for Senior Staff Members.
A good management training program can equip your senior staff with the skills they need to provide better leadership. Considering that low morale is usually caused by poor or absent leadership, a program devoted to improving your organization’s management can make a big difference in the overall demeanor and productivity levels of your staff.

Teambuilding Activities.
Teambuilding helps to eliminate workplace negativity by fostering respect and trust among co-workers. Your exercises should focus on giving team members the responsibility and power to solve problems, plan and make decisions. Because problem solving reminds your employees that their individual contributions are important to the organization as a whole, try to include exercises that make your staff feel as though they are needed. This will help your employees reaffirm their role(s) within the company, as well as bond with one another.

Develop Incentive Programs.
Thoughtful incentive programs can improve both employee attitude and productivity. Your programs could be anything from an employee of the month initiative to free lunches to celebrate top employee performance to financial incentives (or ‘bonuses’) to reward employees for their work on special projects. While doing a good job is always a reward in itself, sometimes your staff might need a little extra incentive to work harder.

For more information on boosting morale in the workplace, contact PrideStaff Modesto. Let us put our knowledge and experience to work for you!

Should You Put a Salary in Your Job Posting?

To share or not to share; that is the question.

In this case, we’re talking about the salary for a job opening you’re advertising. As one of the leading staffing agencies in Phoenix, PrideStaff knows there are differing opinions on this topic, which can make your decision whether to include it or not all the more tough.

To help you decide, here’s a look at the advantages and disadvantages of making the salary public in a posting:

Advantage: Including salary will help qualified candidates better determine if the position is right for them.

Disadvantage: Including salary may cause some candidates not to apply because they view it as too low.

Practical tip: If you’re offering a salary that you know is a bit on the low side, then you need to promote all the other perks you do offer – e.g. flexible schedules, the ability to telecommute, generous health insurance benefits, etc.

Advantage: Including salary will help attract a wider range of candidates.

Disadvantage: Including salary may appeal to candidates who are not qualified, making your job of weeding through resumes harder.

Practical tip: If you get inundated with resumes from candidates, consider using an applicant tracking system to screen out the most unqualified candidates. That way, you can reduce the resumes you need to read through to a more manageable number.

Advantage: Divulging salary makes your company seem transparent and the job opening all the more real.

Disadvantage: Your competitors can view your salary information and one up you so they land the top candidate.

Practical tip: Don’t ever include a fixed salary. Instead, include a range that gives you some wiggle room. You may wind up wanting to hire someone with far less experience than you expected but who shows enormous growth potential. And you want to ensure the salary you’re offering reflects their level of experience.

Ultimately, whether you decide to disclose salary information is up to you. However, if you’re not comfortable doing it in a job posting, then reveal it during the first round of interviews with candidates. That way, you’ll only be discussing it with qualified candidates, but you won’t be so far into the hiring process that you lose out on your top pick candidate because of it.

And if you need more help with any aspect of the hiring process – from job postings to skills testing – let PrideStaff know. As one of the leading staffing agencies in Phoenix, we can craft job descriptions, source and screen candidates, and conduct interviews and skills testing – while you focus on other priorities.

Contact PrideStaff today to learn more about how we can help you.

Advice to Consider Before Leaving Your Current Job

If you are not happy with your current job, you are not alone. The Society for Human Resource Management reports that only 38 percent of United States employees are “Very Satisfied” with their current job. The recent recession has encouraged individuals to remain in unsatisfactory positions for fear of an even worse situation. However, economic change and technology innovation is beginning to encourage workers to pursue more fulfilling livelihoods. Before you decide to leave your current job, here is some sage advice:

Analyze why you want to change jobs. Is your current role too demanding or are you not challenged at all? Is the organization that you work for poorly managed and is the culture unbearable? What are your skills and what would you like to be doing? You may want to consider employing the assistance of a recruiter or a job search specialist who can assess your skills and experience in addition to your interests and life goals. An expert opinion may provide solutions or suggestions that you would not arrive at yourself.
Consider other factors that may be contributing to your dissatisfaction at work. For example, assistance with your elderly mother and four children could be the root cause of your current stress. Evaluate the true reason you are feeling unsatisfied and ensure it is (or isn’t) because of your job.
Discuss your situation with your employer. There may be a solution that benefits everyone. An employer may offer you another position, different responsibilities, a flexible schedule, or career development. If the culture is unbearable, or the company poorly-managed, then your options might be limited.
Secure your future job before you leave your current one. Research companies carefully to ensure a wise choice for you. Develop professional goals so that you are clear on what you are trying to achieve and that this is a positive step toward that goal.
Continue to be professional until your last day and consider that your colleagues may not share your dissatisfaction. Be positive and you can maintain good relations with your old employer.

If you go through our checklist and still believe a new job is the solution you are looking for, contact us today! Experts in staffing Las Vegas and surrounding areas, we are more than happy to discuss any questions you may have and help you in your search for a new job.

Solving Local and Global Human Resource Challenges

New research by Oxford Economics is presented in a paper entitled “Global Talent 2021: How the New Geography Will Transform Human Resource Strategy”. The paper examines the global changes that are affecting the staffing and HR industry and what the future role of locally- and globally-recruiting companies might be.

Technology innovation, globalization, shifting labor demographics, customer needs, and competition are rapidly affecting the recruitment industry. The research reports that an estimated 9 out of 10 developed countries such as North America, Canada, most of Europe, Russia, Japan, and Australia will face technical and managerial staffing shortages by the year 2021.

At the same time, certain developing countries such as India, Indonesia, Colombia, South Africa, Brazil, and Morocco will face surplus labor resources. Moreover, education and worker training is inadequate for the needs of many countries adding to outsourcing and off shoring activity to replace the knowledge functions that domestic workers are unable to provide.

The HR and recruitment industry must adapt in the following ways:

HR leaders and recruiters will require skills in new technologies, analytical tools, and trend analysis to predict the future labor market and allow them to meet the supply and demand for staff. Remote work will increase in response to global shortages and surpluses in labor and talent.
HR leaders and recruiters will have to meet the growing demand by hiring companies to provide ROI in terms of talent acquisition and management, and the HR industry will be expected to monitor human resource investment and to recommend where investment is required.
A volatile global environment and unpredictable fluctuations in the talent market will require the HR industry to undertake more risk and to leverage the knowledge that they acquire.

The recruitment and HR industry faces the challenge of transforming from a service industry to a strategic staffing management industry. The industry must utilize global technology and data analysis to offer economic predictions, accurate forecasts with respect to future labor availability, and advice to businesses on human capital investment.

Looking for new, talented employees? Let us put our knowledge and expertise to work for you today! With over 5 years experience as the Owner and Manager of PrideStaff Las Vegas (in addition to 32 years of management experience in hiring, training and managing cross functional teams) Strategic-Partner Bob Daniel and his talented staff are available to answer any of your staffing and recruiting needs. Contact us today!