Choosing the Right Staffing Agency

Not all staffing agencies are created equal. If you have made the decision to seek out a staffing agency to help improve your workforce, it is important to understand how to choose one that’s right for you.

Here are a few key things to consider before you contact an agency.

What are your workplace needs?
Evaluating your company’s needs is crucial before you get in touch with a staffing agency. Maybe you’re looking for temporary employees to help you out during a peak period, or to cover for a current employee’s leave. Or perhaps you need a highly skilled worker to help out with a particular project. Every company’s needs are different and there are a number of different types of staffing firms that cater to each individual niche market. Once you know exactly what you are looking for, you will be in a much better position to solicit an agency.

Do your research.
As we discussed above, each staffing agency will have an area of expertise. Some focus primarily on filling temporary placements. Others place highly skilled professionals in specific industries. Examine a few different agencies in your area and get a sense of what they specialize in.                          

Shop around for prices.
Any staffing firm that offers up professionals at a price below market value might not always be the smartest choice. While the price might be right, this could mean that they aren’t placing high-quality staff. Similarly, an agency that’s charging a premium might be taking a large cut and paying employees very little. Shopping around helps you determine which agency is most appropriate for your company’s budget.

Take a look at their past clients.
Once you’ve narrowed down your list of prospective staffing agencies, you may want to examine each firm’s client list. Have they worked with companies similar to yours in the past? Are there reputable organizations that have trusted this agency with their business? A long history of serving top clients is often a very good sign of a high-quality agency.

For more great tips on how to select a staffing agency in the Las Vegas area, Contact PrideStaff Las Vegas. As staffing leaders in the region, we’d be happy to help you with all of your staffing needs.

What Are Stay Interviews…and Should You Be Conducting Them?

In a time when most workers out there are either actively looking for – or at least open to new job opportunities – conducing stay interviews is one way to combat high employee turnover.

So what’s a stay interview?

Stay interviews are simply interviews with existing employees to find out what they enjoy most – and could do without – when it comes to working for a particular company. As one of the leading staffing agencies in Phoenix, PrideStaff can tell you that the ultimate goal is find out why an employee opts to “stay” with an organization as opposed to seeking employment elsewhere.

Stay interviews are the opposite of performance appraisals, giving employees the chance to evaluate the employer. As a result, they can offer a host of benefits, including an opportunity to:

• Increase employee morale and job satisfaction.
• Improve engagement and productivity.
• Deal with any employment or work issues that may become apparent during the stay interview process.

They can also serve as an early warning sign that an employee is becoming disengaged, dissatisfied or unhappy with work.

So what kinds of questions should you ask during a stay interview?
Here’s a look at 8:

1. What do you love about your job?
2. What do you hate about your job?
3. Describe your ideal job.
4. Is there something you were doing in the past that you enjoyed (in terms of responsibility) that you aren’t doing now?
5. Is there something you’re doing now that you don’t like?
6. If you could change just one thing about your job, what would it be?
7. What kinds of benefits, perks or other things could another company offer you that would make you consider leaving?
8. What can our company do to increase job satisfaction for you?

Don’t wait until an exit interview to find out why an employee is disengaged and leaving. Instead, conduct stay interviews and find out what your company needs to do to maintain or improve job satisfaction – and hold on to key talent. Like performance appraisals, they should be conducted at least once a year.

Need Help Increasing Retention at Work?
If you do, let PrideStaff know. As one of the leading staffing agencies in Phoenix, 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.

Job Search 101: When You Can’t Seem to Get Hired…Anywhere

You have skills, experience, a good attitude…and yet, you can’t seem to find a job anywhere. You apply and hear nothing; you go to an interview, only to get a rejection letter; or you think you’re a shoo-in, only to find the position has been cancelled.

What gives?

While it’s hard to tell without knowing your unique situation, as leading Tempe recruiters, one of the most common problems PrideStaff sees among job candidates is that they’re applying to everything.

But there are a few big problems with this approach, which is why it doesn’t work:

Problem #1:
When you apply everywhere, you’re probably applying to jobs that you’re overqualified for. That means the hiring manager sees you as a big risk. They know you’ll likely leave the second a better opportunity comes along.

Problem #2:
You’re also likely applying for jobs that you’re not qualified for. It’s the “hey, you never know” approach…except that you’re wasting your time and the manager’s time if you’re really not qualified.

Problem #3:
You’re applying for jobs you don’t really want. As a result, your resume is vague and generic; you’re not doing anything in it to promote your accomplishments and why you’re the best fit for the opportunity. Managers want to hire someone who want their particular job…not just any old job.

So what can you do?

• First stop applying everywhere. Spend your time and effort crafting a quality cover letter (based on research about the company and how you can help make an impact there), along with a resume tailored to each position you’re applying for.
• Determine what it is you want. You’re desperate to land a job, but all you’re really doing is spinning your wheels. Stop. Think about what kind of job you really want. Ascertain your career goals and the work, duties, and responsibilities you’d really like to take on.
• Identify a few specific companies that you’d like to work for. Even if they don’t have job openings posted, figure out how to get your foot in the door there. You may need to reach out to your network for help on this one. Or by conducting some quick web research, you can probably find the name and contact information for the manager of the department you’d like to work in. Send along your cover letter and resume and let him or her know you’re inquiring about openings.
• Consider relocation. If jobs in your field are drying up in your area, then perhaps it’s time to relocate. Scary as it is, if you want to stay in your field it may be inevitable.

Want More Job Search Help from the Experts?
Let PrideStaff know. As leading Tempe recruiters, we will work to get to know you, your background, skills and personality – all so we can match you with job opportunities that are a terrific fit for you.

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

How to Use Temporary Staffing to Drive Profits

Contrary to popular belief, temporary employees are more than just fill-ins!  In fact, temporary employees are an integral part of many of the world’s leading companies.

From reducing costs to increasing productivity, hiring the right temporary employees can have a lasting impact on your company. Here are just a few of the many ways that temporary employees help to drive profits and improve your workforce.

Managing peak demands.

All companies experience busy periods from time to time—some of which occur seasonally. It’s often very difficult to stay on top of the workload during these times without overspending and causing your current staff to work overtime hours. A skilled team of temporary employees can significantly alleviate the pressure during your busy season and save you money in the process.

Seamless transitions.

Whenever key members of your team require time off—for vacations, maternity or medical leaves etc.—your operation inevitably suffers. Temporary employees ensure smooth transitions during both short-term and long-term absences.

More skills. More knowledge. 

Temporary employees can bring a wealth of specialized knowledge to your workforce. If you’re looking to fill a particular skills gap in your team, working with a staffing agency gives you immediate access to professionals with the specific expertise that you need.

Increased opportunities.

Many organizations are forced to hold off on new business opportunities due to limited resources. Often this means missing out on profit or expansion because you simply lack the manpower or skills to take the plunge. Supplementing your existing staff with temporary employees in order to pursue a new opportunity is an ideal way to grow as an organization.

Want to learn more about what temporary employees can do for your company?
PrideStaff is one of the leading staffing agencies in Las Vegas and specializes in helping companies find great new employees. Contact us today for more information.

Making a Career Transition

Did you know that most new professionals will change careers up to 8 times over their working life? At PrideStaff, we consistently work with job seekers throughout Las Vegas looking to enter a different field. In fact, our owner Bob Daniel taught career planning at The Watson Management Development Center in Armonk, NY.   

While embarking on a new path can certainly be a challenge, there are a number of key ways to help make the transition easier. 

Here are a few of our best tips and strategies for making a career change:

Looking for more great tips on how to make a smooth career transition?
PrideStaff LasVegas specializes in matching skilled professionals with rewarding careers. We’d be happy to discuss your needs with you. Contact us today to learn more and view our current Las Vegas job openings.

Are Your Job Postings Mobile Friendly?

You may not think it’s a big deal whether or not your job postings are mobile friendly. But according to information coming out of CareerBuilder.com, you may want to think again.

The site reports that nearly “40 percent of mobile candidates abandon the application process when they are notified they are about to encounter a non-mobile friendly apply process.”

In simplest terms, if you’re not optimizing your job postings for mobile devices (smart phones and tablets), then you could be losing 40% of your candidates. What’s worse is that you could be losing them to your competitors, who do have mobile friendly job postings.

So this is your wake-up call!

You need to ensure your job postings are mobile friendly, making it as easy and convenient as possible for candidates to apply. To help you, here are a few tips to keep in mind:

Tip #1: Optimize Your Career Site for Mobile Devices.

Doing so might sound like a hassle, but losing out on the best candidates will wind up costing you a lot more in the long run. If you don’t have the design and IT staff in house to do it, then this is one project you may need to outsource. Your mobile site doesn’t need to be as robust as your regular career website; just be sure to keep the content simple and engaging.

Tip #2: Leverage Social Networking Sites.

Sites like YouTube, Facebook, and LinkedIn have apps that are designed specifically for mobile devices. So post recruiting videos on YouTube and point candidates to your Facebook and LinkedIn pages to learn more about your company culture and job postings.

Tip #3: Put the QR Code to Use.

Use QR (quick response) codes on company recruiting brochures, on business cards of HR staff, and on other promotional items that a job candidate may get their hands on. It’s an easy way to direct them to your (mobile friendly!) career site.

Tip #4: Create SMS Text Alerts.

SMS alerts – or short message service – are used to send text messages to mobile phones. In the case of recruiting, if a candidate signs up to receive text alerts from your company’s career site, then you can add them to your subscription list and notify them via text when new openings are available.

Need Help With Your Mobile Recruiting Process?

Hiring is hard work, plain and simple. And technology can sometimes make it more complicated. If this sounds familiar, let PrideStaff help. As a leading staffing services firm in Tempe, we can handle the entire process for you – employing traditional as well as high tech tactics – to ensure you get the top candidates you need without the headache.

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

A Career VS a Job

We can all agree that there’s a big difference between a career and a job.

To help determine if you have a career or a job, ask yourself this simple question: Why do you work?  If the answer relates specifically to earning money, more than likely you have a job!  On the flip-side if you answered something along the lines of: to gain experience, to grow professionally, because I love what I do…then congratulations, you have a career! 

A career is the pursuit of a long-term goal. It requires the use of specialized skills and (hopefully) provides you with a great deal of professional satisfaction. And, while many people factor in salary when considering career options, a career usually isn’t simply about collecting a pay check. Pursuing a career gives you a sense of self-worth and the feeling that you have a distinct place in the world.

A job, however, tends to feel a bit different.

Jobs are more about making a living than achieving a professional goal. While a job may also require special training and the use of your knowledge/skills, a job is much more likely to leave you feeling a bit unsatisfied. Similarly, where a career is part of a longer project, jobs are often short-term and tentative. Many employees feel somewhat trapped in a job—bringing to mind the expression ‘stuck in a dead-end job’—because they can’t advance or move up in the same way that one can on a career path.

Finding a career instead of a job

Increased flexibility. Greater personal and professional satisfaction. More opportunity for advancement.  These are just a few of the many reasons that at PrideStaff, we prefer to help people find careers rather than jobs. There’s nothing more rewarding than working with a professional to help them find a career path that they’re passionate about.

For more information, contact PrideStaff LasVegas today. We’d be happy to discuss your career goals with you.  And be sure to view our currently available careers in Las Vegas. 

The Right Hiring Decision

So your business is stable and or growing and you’re now in a position where you want to hire someone to assist you in getting to the next level.  There are a number of questions you should answer prior to beginning the search for the “right individual”:

• Can the business afford an additional expense right now?
• What will the pay rate be?
• Will this be a long or short term need?
• Exactly what will this individual do?
• Can existing staff perform the additional work with or without overtime?

As you can see the questions are limitless and the decision is not one to be taken lightly because an incorrect decision or hire may result in a company set-back financially, impact other workers and or disrupt a homogeneous office culture; just think, we have not mentioned the impact of employee benefits on the hire decision. 

Clearly, the hiring decision is one in which due diligence dictates going the extra mile, not to mention the wrong hire can impede the businesses growth. Just think, we have not mentioned the impact of employee benefits on the hire decision. 

You’ve answered the questions affirmatively and are ready to proceed.  At this point you should be aware of and resolved Human Resources considerations and how this individual will be managed and or supervised to ensure adherence to applicable laws to forestall issues going forward. 

This is the tricky part of the hiring process. When seeking the right individual, frequently, the focus is on task when it should be on the results you want achieved.  There is a big difference.  Here’s a little taste of the difference:  You want to hire a receptionist to answer phones, do a little copying, faxing, filing and data entry.   I’m sure you’d agree these are not difficult task.  However, suppose the individual hired, sends faxes to the wrong recipients,   fails to correctly transfer calls and or take messages as well as when entering data has a 25% error rate?  Resumes only tell one part of the story.  Assessments, reference and background checks will provide a more complete picture as will the long term goals of the candidate.

In today’s multi-generational workforce skills and experience account for quite a bit.  However, it’s critical for workers to fit the organizations culture for absent this critical “attitudinal” component 30 days down the road, you could have a “bad hire” on your hands.

A new hire will be a wasted investment unless that person produces results.   Developing, clarifying with the candidate and utilizing a job description then determining the results against the plan will result in clearer communications, no surprises and ultimately a “hiring process” that works for all concerned and delivers the anticipated results. 

So you see the secret is “plan, communicate and measure”.  In using this formula, Metrics frequently are the missing items in hire decisions and this absence can lead to misunderstandings, incorrect expectations, frustrations and ultimately “bad hire decisions”.  Remember, inspect what you expect then measure for results.

Temp Help Hiring Tips: Gearing Up for the Dog Days of Summer

Spring is here…and that means summer is just around the corner. If you use seasonal hires, are you gearing up to start the process? If not, here are some tips to get you started so you’re not left scrambling:

Tip #1: Begin the process now.

As one of the leading staffing agencies in Phoenix, PrideStaff knows the earlier you start, the better your chances are of finding and hiring the best temporary workers. Wait until the last minute and you’ll wind up with the “B” team.

So now’s the time to be assessing your upcoming needs and forecasting where you’ll need to focus your hiring efforts. Within the next few weeks, have your advertising in place for hiring seasonal workers and prepare your hiring managers to get ready for the flood of resumes that are going to come in.

Tip #2: Search beyond job boards.

Don’t just rely on job boards for qualified candidates; look to other, more reliable sources, as well. For instance, ask your employees to refer candidates for seasonal work; reach out to retirees in the area who may be open to a steady stream of income during the summer; and if you have a storefront, advertise your openings in there as well. Post positions at local schools and community colleges. Also, don’t overlook social media when you’re sourcing summertime temp help.

Tip #3: Look for people with a good attitude.

When it comes to seasonal work, it’s often performed under stress. Things are busy, demand is up, and everyone has a lot of work to do. As a result, it’s important to look for people with a good attitude who can roll with the punches. You can always train for skills, but attitude is generally fixed.

Tip #4: Have a proven training program in place.

This is probably the most important aspect of seasonal hiring. Even if you hire the best temporary workers with great attitudes, things will fall apart if those workers don’t know what they’re doing. So spend the time and resources to get them up to speed. And make sure you check in with them often so they have an opportunity to communicate any issues or concerns with you.

Tip #5: Treat seasonal workers well.

Your temporary workers can serve as a great source of future talent for your company. So it’s wise to treat them well. And if you have a temporary worker who truly stands out, then be sure to reward their success. You may have just found your next star employee.

Need More Help Hiring Seasonal Workers?

Give us a call. As one of the leading temp staffing agencies in Phoenix, PrideStaff can give you fast access to skilled, dependable and hard-working temporary summertime employees – where you need them and when you need them.

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

When Should You Use Texting at Work

In today’s world, texting has become a ubiquitous form of communication. However, as one of the top employment agencies in Phoenix, PrideStaff knows that when it comes to workplace etiquette, that doesn’t mean it’s an appropriate way to communicate in every situation.

Furthermore, there seems to be a lack of policy in the workplace surrounding texting. This can lead to confusion, a negative impression, and a lack of productivity.

So what are some situations in which texting is ok – and what are some in which it’s just not? Here’s a look:

Situation #1: You’re sick and can’t make it to work today.

When you’re not feeling well, it’s tempting to just punch out a quick text, hit the send button and go back to bed. But avoid the temptation. Instead, give your boss a call directly and let him or her know you won’t be making it in. Doing so will make you look more professional and committed to the job. Plus your boss may have questions about what you’re working on, so you really need to have a conversation.

Situation #2: You just made a big sale.

You should definitely be promoting your “wins” on the job. Shooting your boss a quick text about an important achievement – like a big sale – will help you do that. Even better, though, would be to stop by your boss’s office and talk it over in person. This will rev up the excitement about your achievement even more.

Situation #3: You want a raise.

Asking for a raise via text message is likely a good way NOT to get promoted. First, it makes you look insincere. Secondly, you need to sell yourself – and your unique value – before you can convince your boss you deserve a raise. And you can’t do any of that in a text message.

Situation #4: You have to push back a scheduled meeting by ½ hour.

In this kind of situation, it’s ok to text, as long as you know everyone scheduled to attend the meeting regularly checks their phones for texts.

Situation #5: You’re quitting.

Absolutely not! You may hate your job and your boss, but quitting via text will make you look incredibly unprofessional. Instead, follow proper protocol and submit a standard letter of resignation.

When it comes to texting at work, they key rule is not to discuss major issues via text. Those are the kinds of conversations that demand face-to-face time or at least a phone call. For minor issues, it’s likely ok. Just use some good, old-fashioned common sense if you’re not sure.

Need Help Finding Your Next Great Job?

If you do, let PrideStaff know. As one of the top recruiting agencies in Phoenix, we’re experts at matching talented professionals with rewarding opportunities at companies throughout the area.

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