Do I Need a Resume for a Job Interview?

Asking if you need a resume to apply for a job is like asking if you need a ticket to board a plane.

Of course you do!

Whether you’re interviewing for a CEO position, a warehouse job or an office position, a great resume helps you stand out from the crowd. It’s your calling card, your first impression, and your one big chance to shine. 

So how do you write a resume that will impress a prospective employer? Here are a few of the best ways to get noticed.

Be Clear and Concise.
Depending on the size of the company, hiring managers receive hundreds—if not thousands—of resumes every year. That means your resume needs to be easy to read and quick to scan. You can accomplish this by using bullet points wherever possible, creating well-marked section headings and choosing a font that’s easy to read. While your resume needs to hit all of the highlights of your career, it should also be easily digestible and concisely written.

Add Value with Keywords.
Most companies now advertise their open positions exclusively online. As a result, it’s absolutely essential to incorporate keywords in your resume to ensure that you stay in the running. If you’re not unfamiliar with how keywords work, it’s extremely simple. Keywords are search terms that employers use to narrow down their candidate pool. Usually they are the same terms that appeared in the job posting. When an employer receives a large number of resumes from prospective candidates, keywords make it easy for them to automatically reject anyone who doesn’t include relevant terms. So, for example, if the job positing asks for “an experienced project manager” with “excellent organizational skills,” you should do your best to include these terms in your resume and/or cover letter.

Get Their Attention with an Opening Sentence.
A really great strategy for catching someone’s eye with your resume is to write a snappy opening line at the top of the page that describes who you are. Right below your name and contact information, include a quick profile sentence that models a similar format to the following example: Skilled Marketing Manager with 5+ years experience in a higher education environment. This approach gives the person reading your resume a fast, clear snapshot of the person they’re dealing with. And if they like what they see, chances are they will continue to read on.

Additional Resume Tips From PrideStaff Las Vegas Strategic Partner/Owner – Bob Daniel

• Write it Yourself – No one knows you better than you!
• Proofread, Proofread, Proofread!
• Make it look good
• Simple is best (less is more)
• Be Honest
• Be Positive
• Be Specific
• Ensure it communicates the value you will add to the organization
• Update it as needed 

For more tips on writing an outstanding resume, Contact PrideStaff Las Vegas. We’re happy to discuss any questions you may have!

Join the Conversation: Like us on Facebook

Employees Unmotivated? Here’s How to Inspire Your Team

As one of the leading staffing services firms in Tempe, PrideStaff knows that motivated employees are the key to getting stuff done, plain and simple. Unfortunately, getting your employees engaged and inspired is easier said than done; and despite what many managers think, it’s certainly not as simple as handing out a bonus.

So what can you do if your team seems de-energized, disengaged and just plain bored? Here are a few tips to get your staff back on track and excited about their future at your company:

Think About What Motivates You

When talking employee motivation, most people’s minds automatically go to monetary incentives. But you don’t have to hand out bonuses in order to get your staff engaged.

Instead, think about the things that motivate you – and the things that de-motivate you. You’ve likely had good and bad work experiences in the past; effective bosses and poor ones; successful projects and ones that failed. Look at your background and determine what kept you motivated and what you found discouraging.

Find Out What Motivates Your Staff

Most people would love better pay or more benefits. But you may be surprised by some of the other things that really motivate and de-motivate. So ask them what they want out of their job; what concerns they’re facing and what areas need improvement.

In the process, you’ll likely find that employees are going to be motivated by different things, like more challenging assignments, more opportunity for development, more efficiently run projects, and a more flexible schedule. When it comes to motivating your staff, you need to find out what they want and then enable them to earn it.

Get Rid of De-motivators

Whether it’s an uncomfortable workspace or a lack of recognition, these are the things that are sucking the life out of your workplace. And if you want to achieve company goals, then you need to banish them as quickly as possible.

Some will be easy to remove, while it may take some time to get rid of others. But the fact that you are working toward a solution – even if progress is slow – will send the message to your staff that you care, which serves as a motivator.

Take Action

If in talking to your employees, you find some common themes – such as a desire for a flexible schedule or more training opportunities – then consider implementing a company wide policy. If many employees will be positively impacted by a new policy or program, then it certainly makes business sense to accommodate them.

Open the Door

Don’t sit at your desk all day behind a closed door. Instead, get out there and walk the job. Talk to your staff, interact with key players, and show a genuine interest in what they’re doing. In other words, keep those lines of communication open. You’ll earn the respect of your staff and they’ll feel more comfortable approaching you when there is a problem or concern.

Need Help Hiring Motivated Employees?

Anyone can act ambitious in a job interview. But how do you know what their “true self” will be once in the position?

If you need to hire self-motivated people – and don’t want to risk a hiring mistake – let PrideStaff know. As one of the leading staffing services firms in Tempe, we know the questions to ask, the tests to administer and the red flags to look out for in order to recruit driven, skilled and dependable people.

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

Is it the Right Time to Search for Candidates?

Searching for candidates often involves a precise formula.

Many employers assume that temporary staff will be readily available whenever and wherever. However, the truth is that there are ideal times to search for qualified candidates. And knowing when and how to start searching reduces the likelihood that you’ll be stuck understaffed during a crucial time for your business.  

So when is the right time to search for candidates?

Well, the first key step is to begin to anticipate your workforce’s needs i.e. when you will likely need to staff up or down. Common reasons for expanding a team include vacations, medical or parental leaves, large projects and annual busy periods. When you begin tracking your company’s patterns and identifying when your team is most commonly understaffed, you’ll start to notice trends. Ideally, you want to get ahead of these periods and create a well-defined plan of action.

In other words, the best time to search for candidates is actually before you need them. You want to have a set of options available when the time comes, or in the event that you need someone urgently. Waiting until you’re already short-staffed and overworking your current team is waiting too long.

How Do I Start Searching?
There’s simply no better way to get in touch with qualified and available candidates than to team up with a staffing firm. Not only do they know your local market inside and out; they also have access to hundreds—if not thousands—of job seeking professionals.

And that’s not all. Working with a staffing team also takes the pressure off your HR team when it comes to finding and interviewing prospective employees.

With a qualified staff on board to interview and screen candidates, you’ll know that they candidate your staffing partner provides you will be ready to work on day 1.

Want to Learn More?
Contact PrideStaff Modesto today! One of the leading staffing firms in Modesto we understand staffing the industry inside and out. Let us worry about your staffing needs so you can focus on your other day to day operations.

I Sent My Resume to a Hiring Manager. What Happens Next?

Ever wonder what happens to your resume once you drop it in the mail, or hit the “submit” button?

On your end, you’re often left waiting for days or even weeks before you hear anything back. But in the meantime, a hiring manager is hard to work.

Here’s a look to help you understand:

The Review

As one of Phoenix’s top employment agencies, PrideStaff can tell you that resumes are typically reviewed in one of two ways.

If you applied for a job at a large company, they likely have software in place that first filters resumes before an actual person sees them. In many other companies, though, the hiring manager will receive dozens and sometimes even hundreds of resumes and start the process of weeding through them one-by-one.

Most hiring managers typically only spend a few seconds – six to 10 – on each resume. That may not sound like a lot of time, but a highly experienced manager can pretty quickly discern whether a candidate will be a good fit for them in this time.

So what are they looking at?

Your name, job title and current employer, past titles and employers, start and end dates for all your jobs, and education. That means even if you have extensive experience, if your resume isn’t formatted in a clear and concise manner – with this information bolded or called out in some way – it could wind up in the trash.

The Phone Screen

If the hiring manager sees potential in your resume, the next step of the process is the phone screen. Even though it’s simply a phone call, you should act as if this is a formal interview. So be sure to do your homework ahead of time to find out as much as you can about the job and the company. Also have a list of questions ready to go so you can get the information you need to discern whether the opportunity is right for you.

The Interview

If the hiring manager likes what they hear during your phone screen, then you will be invited in for an in-person interview. To put your best foot forward in an interview, be sure to show up on time, dress professionally, and bring several copies of your resume. Also be prepared to highlight a few accomplishments that are most relevant to the position.

If you don’t hear back for a few weeks at any point in the process, don’t panic. Many employers are slow to hire and may also be hiring for other positions, as well, which can slow down the process even further. If you haven’t heard back after two or three weeks, feel free to follow up with the hiring manager via phone call or email.

If you’d like more job search help from the experts, let PrideStaff know. As one of Phoenix’s top employment agencies, we work with leading employers in the area and can give you access to exciting and rewarding jobs that aren’t always advertised.

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

Top Behavioral Interview Questions in Las Vegas

What makes a truly successful employee?

The answer to this question is undoubtedly multi-facetted. But one thing is for sure: there’s a lot more to a successful employee than the qualifications on their resume.

So many employers say that an employee’s behavior in the workplace is just as important as their skillset and work experience. Even when an individual possesses all of the required qualifications and skills for a job, it’s equally important that they’re able to work well with your current team.

For this very reason, more and more employers have started integrating behavioral interview questions into their repertoire. Behavioral interviewing—unlike more typical, generic, questions—gives you the opportunity to dig deeper into a candidate’s personality and gain a better sense of how they conduct themselves in a professional setting.

Here are some of the top behavioral interview questions to help you get started.

Give me an example of a goal you’ve achieved and how you achieved it?
Employers can learn so much from the way in which a prospective employer answers this seemingly simple question. First of all, their answer will help you determine whether or not the person is goal oriented. If they struggle to come up with a time when they achieved a goal, this might be a red flag. You’ll also want to observe whether they credit other people for their success, or if they choose to take all of the credit themselves.

When you’ve encountered a difficult situation with a co-worker? How did you handle it?
What’s good about this question is that there is no right or wrong answer—a common trait of most behavioral interview questions. From the way that they answer, you should get a good sense of whether the person is a team player. Pay extra close attention to their tone on this one. Do they sound hostile about the situation or resentful of the co-worker? Does this seem like a person who is potentially difficult to work with?

What would you do if you disagreed with your boss on an important professional issue?
Again: this question really forces the candidate to think about his or her response as there is no clearly defined right or wrong answer. Different companies are looking for different things when it comes to opinionated employees. In some work environments, calling your boss’ actions into questions would be seen as a great thing. In others it might look defiant and out of line. For most it’s more likely to be somewhere in the middle. But by listening to the person’s response, you should be able to discern whether or not their disposition will be a good fit for your company.

For more great tips on how to ask behavioral interview questions, Contact PrideStaff Las Vegas.

Maximize Hiring Potential Through a Detailed Cover Letter

Far too many job seekers rely on generic cover letters when applying for positions.

Using a standard letter and simply tweaking details for each company says one thing and one thing only to prospective employers: I don’t really care about this job. It’s always obvious when someone hasn’t made a real effort to write a personalized letter. Don’t get caught in this common trap.

Instead of relying on a formulaic cover letter, dare to be different. In today’s competitive job market, it’s now more crucial than ever to stand out from the hundreds of other applications that hiring managers receive. While your resume is usually the determining factor for whether or not you’re qualified for a position, your cover letter is what will tip the scale. This is your first chance to show off your written skills, as well as to introduce yourself and explain why you feel you would be a good fit for their company.

So what separates an average cover letter from an outstanding one?

Clarity and Vision.
A cover letter should clearly articulate why you are applying for a position. It should also detail your most important qualifications and explain what you would bring to the table if you were hired. You want to showcase your passion for the role and make obvious that you understand the company’s vision and hope to contribute to it. 

Research that Goes Above and Beyond.
Anyone can conduct a quick Google search and find out some basic facts about a company. However, a truly great cover letter shows that you’ve spent quality time learning about the company and what they’re all about. It doesn’t just skim the surface but shows real insight. While it might take a lot more time to learn about each company, if you’re applying for multiple positions, it will absolutely be worth it.

A Unique Perspective.
Generic buzzwords can be useful for keyword searches or demonstrating industry-knowledge, but your cover letter is your opportunity to let your true colors shine. Don’t be afraid to offer your own unique perspective. Tell your prospective employer what your individual strengths are and what makes you different. Without fail, the best way to stand out is to always be yourself.

For more great tips on writing an effective cover letter, Contact PrideStaff Modesto Today. 

Resume Holes – Explaining a Gap in your Resume

There are many reasons why a talented professional might have a gap in their resume. Maybe the economy took a turn and you lost a job. Or perhaps you took time off to have a baby, or to care for an ill relative. Securing a new position immediately after having been unemployed isn’t always easy. And sometimes this in-between period can lead to a significant gap in your resume.

It’s obvious that a gap isn’t ideal. Most employers are looking to hire someone who has been steadily employed and, hopefully, has continued to advance. But it’s also not the end of the world if you have a gap in your resume. With a little planning, you can easily explain your unique career trajectory to a prospective employer.

Here are a few ways to overcome the gap.

Start With Your Cover Letter.
As soon as a hiring manager looks at your resume, chances are that they’re going to do the math and notice the gap. Thus there’s no point avoiding it or trying to pretend that it isn’t there. Use your cover letter or a one page summary of achievements and background to highlight accomplishments. 

Your objective is not to gloss over the holes, rather to explain. Briefly describe your situation and why you took the time off. If you simply couldn’t find work within an extended period, go over the additional skills that you worked on during that period and how it has better equipped you for new opportunities. If you get everything out in the open in your cover letter, you’ll be in much better shape to discuss things further in an interview setting.

Be Honest.
The absolute worst thing you can do if you have a gap in your resume is to lie about it. Don’t pretend that you went back to school if you didn’t. Don’t say you took the time off to travel if you didn’t. And certainly don’t invent a fake position to fill in the unemployed period. There’s nothing worse than getting caught in a lie. In this situation, it’s much better to face it head on and tell your prospective employer the truth.

Choose Your Words Wisely.
Pay very close attention to the way that you describe the gap in your resume. Speak positively and confidently. Try to avoid making any disparaging comments about companies that didn’t hire you. Even if you went through a frustrating period of unemployment, you want to show a prospective employer that you have a positive attitude and that you can persist even when the going gets tough. Finding a way to describe the silver lining in a less than ideal situation will go a long way in this instance.

For more information about how to explain a gap in your resume, Contact PrideStaff Las Vegas. We are happy to discuss any questions your may have!

Stop! Consider This Before Making That Job Offer

You’ve screened resumes, interviewed candidates, and performed background checks. Now, you’re ready to make the offer.

But have you done all your homework to ensure you’re making the right hiring decision?

Unfortunately, for many hiring managers, the answer is “no.” As top Phoenix recruiters, PrideStaff knows that not only do they often make decisions based on gut vs. fact, but they also tend to hire those who are most like them – and that’s not always the kind of person who will thrive in a particular position.

So to help you make the best hiring decision for your company, here’s a look at a few factors you should always consider before extending a job offer:

Check References and Review Feedback

If you haven’t checked references, then now’s the time to do it. Make sure you talk with at least two former supervisors.

When you do, don’t just ask about job title and years on the job (which you should always ask about too; after all, if the candidate isn’t telling the truth about the basics, then what else are they lying about?); also ask strategic questions that can help you elicit valuable information, such as “If you could hire this person again, would you?”

Assess Cultural Fit

If a candidate has all the right skills and experience, it can be tempting to ignore whether or not they will fit in culturally with the organization. But if you don’t assess cultural fit, you will regret it in the end. So if your candidate prefers a lot of independence and the job requires extensive collaboration, then they’re likely not a good match for the position.

Evaluate Skill Set

Obviously, a candidate can become the most popular new hire ever, but they also need the existing skills to do the job – or they need to be able to obtain them quickly through training.

So if you’re hiring for a bookkeeping position, and the candidate only has small business experience, but you’re a larger corporation, can they expand their skill set in order to handle the demands of the job?

You need to ask these tough questions before making a decision.

Look at Growth Potential

One candidate may have more experience than another; and yet the latter candidate has advanced forward in his or her career far more quickly. So which do you choose? The one with more growth potential.

When making a hiring decision, look for signs that illustrate a dedication to growth. For instance, how does a candidate stay abreast of industry trends? What new skills has a candidate obtained recently? What have they said that tells you they’re committed to ongoing growth and development?

You don’t simply want to hire a person for the position; you want to bring them into the fold of your company and help them reach their potential so that both parties benefit in the end.

Need More Help Extending Offers to the Right Candidates?
Give PrideStaff a call. As top Phoenix recruiters, we will get to know your company, its culture, and the unique staffing challenges you face. We’ll then get to work finding candidates with the right mix of hard and soft skills to thrive on the job.

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

Modesto, California Employment Analysis

Modesto is the 18^th largest city in the state of California. With a population of approximately 200,000, Modesto is home to a diverse business and employment market, particularly in the agricultural and manufacturing sector.

Labor Force
The civilian labor force in Modesto has remained fairly steady over the past year. That said, we have seen an almost 2% drop in unemployment since December 2012.

Industry
Modesto is known for its large agricultural industry, which is the result of the highly fertile farmland surrounding the city.

Over the past 12 months, the following industries have seen increases in employment:

Manufacturing – an increase of 1%
Leisure & Hospitality—an increase of 0.3%
Government—an increase of 0.6%

Major Employers

Some of Modesto’s largest employer’s include the following:

E & J Gallo Winery
The largest exporter of wine in California has its headquarters in Modesto. Over two thousand local workers are employed with E & J Gallo,

Seneca Foods
This leading processor and distributor of low-cost food has a large office in Modesto, CA.

Del Monte Foods
Headquartered in San Francisco, Del Monte Foods—a large food production company—employs over a thousand at its Modesto location.

To learn more about employment in Modesto, CA, Contact PrideStaff Modesto. We are happy to address any questions you may have.

How to Deal with Employee Turnover

Employee turnover can be highly detrimental to businesses—particularly if you’re losing great people.

Fortunately, there are some strategies to avoid losing employees as quickly as you get them on board. While there will always be reasons why staff members choose to leave a job after only a short stint, there are organizational changes that you can make as an employer to reduce the likelihood of this occurring.

If you’re struggling to keep employees in your workforce, it might be time to consider the following retention strategies.

4 ways to keep the best people on your team 

1.  Don’t Get Desperate.
Many employers rush into a hire when they’re short-staffed and desperate for more hands on deck. Big mistake. Consider using a staffing agency to secure temporary workers when you’re in this position. That way you get the help you need and can devote more time and energy into a more thorough, direct-hire search. Plus—as an added bonus—hiring temporary employees gives you the chance to test out a staff member over a short period of time. If you notice a particularly great temporary worker that really fits into your organization well, you can offer them a direct hire placement.

2.  Offer Competitive Wages.
It’s an unfortunate reality for an employer, but many employees leave simply because they can make more money elsewhere. If you suspect that the main reason for your employee turnover could be your salaries, consider offering more competitive compensation packages for your staff. Organizations that are known for treating their staff well—and providing wages above the industry average—are always highly popular and far more likely to retain quality employees.

3.  Celebrate Your Staff’s Accomplishments.
Sometimes all that’s needed in an organization to make your staff want to stay is a happier, more appreciative company culture. Don’t forget to offer words of encouragement to your team and to celebrate their achievements when they do an especially great job. You might even want to start an employee of the month or awards program to formalize this kind of positive behavior. When an employee feels appreciated, they are far more likely to be happy and satisfied at work.  And a happy employee is an employee that will stick around.

4.  Hold Regular Review Sessions.
Another way to avoid employee dissatisfaction and turnover is to meet regularly with your managers and employees to gather their thoughts. Keep them informed about any company news or upcoming developments. Employees want to feel a part of their organization and keeping the lines of communication open is extremely important. Review sessions are always an ideal forum for employees to express any issues that they may have. This gives you the chance to solve them before they fester and cause larger problems.

For more information on reducing employee turnover, Contact PrideStaff Las Vegas. We would be happy to discuss any questions you may have.