The Effective Interview

A successful interview is essential to narrowing down candidates when filling an available position. Use this guide to develop a better understanding of questions that should be asked during an effective interview.

• Qualifying The Candidate – Right Person

When Were You Exhilarated About Your Work?
What Major Mistake From You Past Do You NOT Regret?
What’s Your Favorite Movie?
What’s A Misconception People Have About You?
In 5 Years, How Will You Justify Having Taken This Job?
Why do you think you are the ideal candidate for this position?

• Operating Methods – Right Organizational  Culture Fit

Do You Like To Work With People?  Why?
What Are The Three Most Important Services You Should Provide Our Customers?
By The Way, Do You Know Who Our Customers Are?
Do You Prefer A Lot of Direction And A Lot Of Direct Supervision Or Would You Prefer To Work Alone?
Describe How To Help our Customers With Trouble Calls And Request for information?

• Talent Check – Right Skills/Talent
  

How Would You Communicate Information to an Entire Branch?
Give An Example Of Where You Came Across New Challenges And Periodic Change –  How Did You Handle this?
Talk About How A Business Runs (i.e. What General Processes Take Place)  Who Is A Supplier, How Do They Get Paid

• Hypothetical Situations – Right Reaction/Response To On The Spot Questions

If You Were Unsure Of How To Do A Part Of Your Job, What Would You Do?
What Would You Do If You Could Not Find Your Supervisor?
If Your Shift Was Up But Your Work For That Day Is Not Complete, What Would You Do?
If You Knew You Would Be Sitting Idle For ½ Hour, What Would You Do?

• General Company Discussion

Describe The Length Of Time Your Company Has Been In Business
Number Of Employees
Hours Of Operation
Description Of Opening
Review Job Description

What to Do if You Hate Your Job

Many professionals know what it’s like to feel stuck in an unsatisfying job. Maybe you struggle to work well with your colleagues. Perhaps your daily tasks aren’t utilizing your full potential. Or is it a concern over your salary expectations?

Whatever the reason is, life’s too short to stay in a job that you’re not happy with.

The most important thing to do when you’re feeling unsatisfied at work is to develop a plan of action. Here are a few key ways to deal with your situation.

Mum’s the Word (Even if you’re Unhappy).
One of the biggest mistakes that you can make when you’re unhappy at work is to tell a group of other people about it. Even if you hate your job and have every intention of looking for work elsewhere, try to limit the number of people that you share this information with. First and foremost: don’t tell your co-workers. And certainly don’t complain about your job (or your boss!) via social media. Too many employees have made this detrimental error.

Instead, quietly consider what it is about your job that is bothering you and begin planning for how you will solve the problem.

Weigh Your Options.
Even if you’re absolutely sure that your current job isn’t working for you, don’t resign in haste. Maybe there’s an easy solution that doesn’t involve leaving the organization. Could you transfer to a different department? Is there anything that might make a difference and convince you to stay? If you have a good relationship with your boss or supervisor, perhaps you could raise some of your concerns with them and try to generate a solution together.

Start Your Search.
Once you’ve made the final decision to leave, it’s time to begin your job search. Searching for a job while you’re still in another position can be tricky, but it’s certainly not impossible. Start by updating your LinkedIn profile and resume to showcase your most current skills and experience. Then, do some research on companies in your area that might be a better fit for you. Tap into your professional network and quietly ask around about potential openings. Though as we discussed above, don’t go broadcasting your job search to everyone you know—unless you’d like your current company to know that you’re looking to jump ship.

Resign Gracefully.
Always provide a polite, courteous resignation letter—whether you hated the job or not. Leave your position without any hard feelings and offer to help make the transition as smooth as possible while you’re still at the company. It’s always best to leave on a positive note. You never know when you may need a recommendation in the future.

Interested in learning more about making a career transition?
Contact PrideStaff Las Vegas Today.

Solving Human Resources Challenges

Having superb problem solving skills is par for the course in the world of Human Resources. When you’re in charge of managing the delicate balance between companies and their staff, you simply never know what kind of obstacles may arise from one day to the next.

Even the most seasoned HR professionals can still be tripped up by some common Human Resources challenges.

Here are few of the most common challenges that Human Resources professionals face (and a few effective ways to solve them).

Workplace Productivity
The #1 goal of any HR department is to manage and organize employees. When employees clearly understand their place within an organization—and have all of their essential duties taken care of—they are far more likely to stay productive. Some of the many challenges associated with ensuring that employees stay productive include the following: deciding on the number of employees per shift; structuring team assignments; creating motivational incentives (such as bonuses); and keeping employee morale high. Human Resources professionals are always struggling to make changes to one area without overly affecting another.

One possible solution to the problem of correcting or modifying employee programs is to allocate additional time to the planning process. Thoughtful, well-planned HR programs have a much higher success rate when it comes to increasing productivity. Plus, they use up less company resources as they rarely require adjustments after the fact. 

Recruitment and Retention
Another constant challenge for Human Resources departments is attracting and retaining talented employees. In order to keep your workforce strong, productive and effective, you need the best people. And, most importantly, you need them to stick around.

One popular solution to recruitment challenges is to refresh your company’s corporate image. Job seekers want to work for companies that appear positive, engaging and employee-focused. If recruitment is low, take a look at your public image and the first points of contact for job seekers. This will most likely be your website and your recent job postings.

Conflict Resolution
It wouldn’t be a discussion about Human Resources without some mention of conflict resolution. The HR department in any organization is responsible for resolving a wide range of conflicts each and every day. From payroll discrepancies to letting employees go to co-worker disputes, Human Resources professionals see it all.

Some of the most successful HR departments choose to deal with daily conflicts by deferring to their preexisting conflict resolution policy. Having a policy to deal with conflict gives you a fixed document to refer to whenever a conflict arises. Even if policies aren’t your workplace’s style, many HR departments swear by it.

For more information on dealing with common HR challenges, Contact PrideStaff Las Vegas. As staffing and recruitment experts, we’re always happy to discuss your Human Resources needs.

Stop Getting Overlooked By Hiring Managers!

If you’re on the hunt for a new job, it can sometimes seem like you’re sending your resume into a black hole of oblivion. This is certainly a common feeling – and, as are result, some job candidates resort to crazy stunts to get noticed.

However, as one of the leading employment agencies in Tempe, PrideStaff can tell you that you don’t need send the hiring manager free concert tickets, take out an ad in the newspaper, or submit your latest glamour shot in order to stand out.

In fact, there are a few simple and subtle things you can do that will not only set you apart, but also help you make a positive first impression. Here’s a look:

Leverage Your Network.
When you find a job you’re interested in, the first thing you should do is see if anyone in your network works at the company or knows someone who does. A referral from someone the hiring manager knows is going to be far more effective in convincing them to bring you in for an interview than a resume. So use the power of social media sites – like LinkedIn – to see where your connections work and reach out to them for help.

Connect With Company Representatives.
Speaking of social media sites, you should also follow companies you want to work for and their employees on Twitter, like them on Facebook and try to connect with them via LinkedIn. When you do, not only will you learn more about the company – and be able to better evaluate whether it’s a good fit for you – but you’ll also hopefully land on the radar of a hiring manager in the process.

Also, if the company is holding a job fair, or hosting a community event, attend and try to connect with a hiring manager there. When you become a known face or name, they’re much more likely to bring you in for an interview than if you’re a stranger.

Rename Your Resume File.
Rather than sending a resume with the file name “resume,” use your name and even your job title in the file name; for instance: “Michael Smith_Resume” or “Michael Smith_Project Manager.” Doing so will help you stand out to a hiring manager and also make your resume easier to find.

Follow Up With the Hiring Manager.
Right after an interview, send a thank you note to the hiring manager reiterating your enthusiasm for the job and why you think you’re a good fit. It sounds like such a simple step – and it is; yet, many job candidates don’t do it. And it’s just one more opportunity to stand out in the mind of the hiring manager and hopefully land the position.

Need Expert Help Finding Your Next Job?
If you’re struggling to find your next job and would like some expert help with the process, let PrideStaff know. As one of the leading employment agencies in Tempe, we work with top 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.

Is Your Culture Killing Retention?

As a manager, you’re likely focused on keeping your team on task and getting orders out the door. But if worker retention isn’t a part of your everyday efforts, then you could be in for a rude awakening when your top talent jumps ship to another company.

As leading Phoenix recruiters, PrideStaff knows that one of the biggest issues impacting retention is workplace culture. In fact, it can drive employees to do more and deliver…or drive them out the door.

So if culture is becoming an issue, what can you do to improve workplace conditions? Here are a few ideas to consider:

Evaluate attitude when hiring.
When hiring, most managers look at skill set and background. But it’s also important to look at attitude when hiring. Why? Because doing so will you give you a good sense of whether a potential new hire will fit well into your company culture. Even if they have the strongest skills, if their personality doesn’t mesh with the workplace environment, then they’re likely not going to succeed on the job.

Create learning opportunities for your staff.
You should be regularly investing in your people, whether it’s through tuition reimbursement, training opportunities, or simply brown bag lunches where team members share knowledge and discuss concerns. The more knowledgeable and better trained your staff is, the happier, more motivated and more effective they will be for you.

Keep a close eye on managers.
One of the biggest reasons people leave their employers is an issue with their direct supervisor. Managers are responsible for setting the tone on teams and delivering results. So if you have a manager with higher-than-average turnover, it’s time to offer some training and support to improve their leadership abilities.

Be mindful of team sizes.
It’s hard to build a sense of solidarity on a huge team. So make an effort to keep it small. When you do, team members will get to know each other better and the connections forged will be stronger as a result.

Foster communication.
Open communication is key to success for any company. So foster as much of it as you can through meetings, social events, town halls, and get-togethers. Keep your staff members informed on upcoming projects and talk about what worked and didn’t work on past projects. Create an environment where people feel comfortable sharing their thoughts, concerns, and ideas. When you do, the entire company will benefit.

Need More Help Staffing for Your Culture?
If you do, let PrideStaff know. As Phoenix recruiters, we can find qualified employees who are a great fit for your company, so you can focus on running your business and improving your bottom line.

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

Job Search Tips for Job Hoppers

Perhaps you haven’t found your niche. Or maybe you’ve had to deal with multiple lay-offs. Whatever your situation, you have several jobs on your resume, each of which you’ve only been at for a year or less. As a result, a hiring manager will label you a “job hopper.”

So why is this bad?

As leading Phoenix employment agency, PrideStaff can tell you that many jobs with short durations can lead a potential employer to think you won’t stick around at their company either. Not a good position to be in if you’re looking for a new job.

However, you can explain your past transitions in a way that positions you in a positive light for a hiring manager. Here’s how:

Explain How You Benefited
When you walk into an interview, the hiring manager will undoubtedly ask about your job-hopping background. So be ready to explain how you benefited from the moves. For instance, perhaps you landed a new job with more responsibility or better pay, or at a company that offered opportunities for advancement.

Explain Why You’ll Stick Around
Once you’ve positioned your job-hopping in a positive light, you need to alleviate the fear a hiring manager has that you’ll jump ship at their company in less than a year. Perhaps it’s the company’s stellar employer brand, or their mission you’re especially passionate about. Whatever it is, you need to convince the hiring manager why you want the job…and why you’ll stick around.

Clearly, if you’ve been laid off, then you don’t have much choice in your situation. But if you are changing jobs often by choice, then you need to consider the kind of impact it’s going to have on your career in the long-term.

In the future, aim to stay at a position for at least two years if you’re in the beginning of your career. If you’re more mid-level at this point, then a duration of four or five years is more appropriate.

Ready to Jump Ship to a New Job?
If you are, let PrideStaff know. As leading Phoenix employment agency, we can help you craft a resume that gets results, as well as match you with job opportunities that are a great fit for you.

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

Dealing with Tardiness in the Workplace

Managers everywhere struggle with employee tardiness.

While we’ve all been late for work on occasion, a widespread lack of punctuality can really take its toll on a work environment. An employee who regularly shows up late sends the message that he/she doesn’t value their role in the company. And as a manager, if you’re not careful, this kind of attitude can spread like wildfire through your team.

So how do you deal with tardiness before it gets out of hand?

Here are a few ways to address the issue and/or approach your repeat offenders.

Communicate Your Policy on Tardiness From Day 1.
Make sure that you have a tardiness policy written in your employee handbook so that every new employee is familiar with the company’s expectations for punctuality.

Post Schedules in Advance.
If your workplace operates on a schedule system where employees check their hours each week, make sure to always post a week in advance. That way there will never be any confusion about what time an employee is expected to be on the job.

Don’t Let it Slide. Not Even the First Time.
If any employee on your team is late for work, don’t forget to ask them why. Even if it’s one of your best workers who has never been late before, still ask them to explain their tardiness. You don’t need to approach a first-time offence sternly, but you should always ask for an explanation. This sets the tone for the rest of your team. Specifically, it makes them realize that if they are late without a just cause, they are going to have to answer to you immediately.

One-on-One Time.
Once you’ve observed repeated tardiness from one of your employees, it’s time to sit down and have a conference with them. Try to avoid getting angry and instead approach the issue from a problem-solving standpoint. Ask them to identify what’s been preventing them from arriving at work on time. If they are having family or transportation issues, perhaps there’s something that you could do to better accommodate their schedule. By speaking with them one-on-one, you will quickly get a sense of the problem and whether or not it can be solved.

Lay Down the Law.
When “You want us, We want You”! It’s important for your team to understand that there are consequences if tardiness becomes a regular occurrence. After you’ve met with a tardy employee and explained that the behavior needs to change, monitor their punctuality in the following weeks as much as possible. Issue a written warning if matters haven’t improved. And if they continue to arrive late without a reasonable explanation, it might be time to let them go.

For more help on how to deal with tardiness in the workplace, Contact the staffing experts at PrideStaff Las Vegas.

5 Red Flags When Interviewing Summer Interns

It’s that time of year – when potential summer interns are flooding you with resumes, hoping to get their foot in the door at your company. But while they may be pursuing you relentlessly, just how carefully are you screening them?

Even though the work arrangement is temporary, a hard-working intern may just be your next great hire…or they could be a nightmare. That’s why you must look out for some red flags during the interview process. Here’s a look at five common ones:

Sign #1: They’re late.
They’re students, so you think you’ll cut them some slack. But as one of the leading Tempe staffing agencies, PrideStaff can tell you that if they’re late to the interview, then that’s a sign of what’s to come should you hire them. If, however, they’re early, then that’s a good sign they’re both eager and well prepared.

Sign #2: They ask about pay first.
If you want to attract the best interns, then you should compensate them fairly. However, if money is the first thing a potential intern asks about, then that’s likely the only thing they’re interested in – not the position, not the company, and not the industry.

Sign #3: They’re arrogant.
When intern candidates are answering questions, they should come across as poised and articulate. They should also be prepared to promote their accomplishments that are relevant to the position. However, there’s a fine line between confidence and arrogance. And if a candidate comes off as egotistical, then you may just have an office diva on your hands.

Sign #4: They’re unprofessional.
Some signs of unprofessionalism include not dressing appropriately, bad language or swearing during the interview, not being prepared to answer your questions, and not asking any questions of their own. If the candidate can’t follow proper interview protocol, then they’ll probably struggle once on the job at your company.

Sign #5: They seem unenthusiastic.
You’ll be able to quickly spot the eager candidates over the unenthusiastic ones. You want to hire someone who truly wants to work for your company and in your industry; not a mediocre candidate who just needs the class credit.

Just because you’re hiring an intern, doesn’t mean you should skimp during the interview process. Be prepared, ask tough questions, and thoroughly analyze each candidate to ensure you hire the right one.

And if you need some additional help with your hiring process, let PrideStaff know. As one of the leading Tempe staffing agencies, we can help you overcome your staffing and HR-related hassles, so you can focus on running your business and improving your bottom line.

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

Staying Top of Mind is Key to Job Search Success

You’ve submitted your resume to a staffing agency. You’ve met with your recruiter. You’ve discussed your work history and what you’re looking for. Now all you have to do is wait for that perfect job, right? Wrong.

When you’re actively searching for a job, it’s crucial to take extra steps in order to stay top of mind at all times. Many staffing agencies claim that individuals who regularly update their contact information and resume are much easier to place as they actively show a degree of professionalism and seriousness about finding work. By staying in touch with their recruiter, this type of job seeker demonstrates that they understand how important it is to be ready to go when an opportunity knocks.

 In fact, a staffing agency recently shared a brief story about this very scenario, which nicely illustrates just how important it is to stay top of mind during a job search. 

 This is the story of an extremely eager job seeker. Let’s call him Fred. Fred had some past issues and his file was fairly average. However, Fred religiously called in available for over 2 months. Whenever Fred couldn’t reach someone in the office, he left a voicemail saying that he was available. Each and every day.

 Finally, a temporary job opening that matched Fred’s skills came up. And even though the job was one that many other candidates might have been interested in as well, Fred was the first person that the recruiter thought of. The staffing agency’s risk management department authorized Fred’s hire and he was subsequently placed in other assignments as well.

All that persistence paid off.

This is a great example of what eagerness can do for you when you’re looking for a job. While no one’s advocating that you call your recruiter—or a prospective employer—daily, staying in close contact is absolutely necessary if you’re serious about finding work.

 For more great tips on how to stay top of mind during your job search, Contact PrideStaff Las Vegas today. 

5 Myths That Are Hurting Your Recruiting Effectiveness

When it comes to HR functions, none can impact your company more than the task of finding and hiring the right people. Unfortunately, there are many common myths out there about recruiting that can actually interfere with your organization’s hiring effectiveness.

To help ensure you don’t fall victim to them, here’s a look at 5 – and how you can overcome each:

Myth 1. With the slow economy, you can offer lower compensation.
Not true. When it comes to top talent, if you low-ball an offer, candidates will go elsewhere to find employment. Likewise, if you’re not offering your existing employees fair market value for the work they do, you’re likely going to lose out in the long run. So always pay workers what they’re worth…and if you can offer more, then that gives your company a competitive advantage.

Myth 2. Social media is just a trend that will die soon.
As Tempe recruiters, PrideStaff can’t predict the fate of social media. However, what we can tell you is that today, more than half of all job seekers look for jobs using social media.

So ask yourself this: Are you really willing to miss out on over half the talent out there just because you view social media as a trend that will lose impact?

Myth 3. Your company doesn’t need an employer brand.
A clearly defined employer brand can offer important benefits. It can improve the number of applications you receive from qualified candidates and offer you a more attractive pool of candidates to choose from.

In addition, if you work in an industry or are recruiting for a position where competition is strong, having a clear employer brand can give you an edge; it can make you stand out, keep you top of mind, and give compelling reasons for candidates to work for your company.

Myth 4. Testing candidates is the most important aspect of the hiring process.
Of course, testing is important. But so is sourcing, screening, interviewing, checking references, and the list goes on. It’s not these individual tasks that are going to help you hire; it’s the sum of them that enables you to uncover the true candidate…and see if they’re a good fit.

Myth 5. There is a perfect-fit candidate.
No there isn’t. There’s a great candidate, an ideal one, a right-fit one. But there’s no such thing as the perfect-fit candidate (just as there’s no such thing as the perfect-fit employer).

So rather than trying to attain the impossible, focus your efforts on hiring a candidate with the skills to get the job done and the attitude and personality to thrive at your organization…even if they have some flaws.

Don’t Have Time to Recruit?
If you need to recruit, but simply don’t have the time, let PridStaff know. As Tempe recruiters, we can take the hassle out of hiring – so you can focus on other priorities while still gaining access to quality talent.

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