4 Rules of Recruitment Advertising You Shouldn’t Break

In this day and age, there are countless ways to communicate with others–job seekers included. And an effective recruitment strategy will make use of a finely balanced mix of channels throughout the process. In the early stages of talent attraction, one way to get your company name and employer brand message in front of target candidates is through a recruitment ad that may feature a requisition you’re trying to fill or a broader message on culture. But to see the best engagement, there are a few rules you must follow.

4 Recruitment Ad Strategies for Engagement Success

The recruitment ad strategies outlined below are actually quite relevant for any recruitment marketing technique. But with advertising, it’s key to take the job seeker’s perspective. Display ads may be seen as an annoyance to some, so it’s critical to create and target them in a way that will elicit a response from ideal candidates.

1. Hone in on the voice/personality of your organization. Aside from the fact that ads tend to follow you everywhere you go online, the Internet itself is totally congested and filled with clutter. When developing a recruitment ad for your company, you’re not just trying to stand out from your competitors, but everything else that pops up on the Internet as well. This makes it incredibly important to have a voice that job seekers will recognize and relate to in the few seconds your ad is on the screen.
2. Select appropriate channels and platforms. This is a no-brainer, but with all of the hype over Facebook advertising, it’s something to note. Just as you would carefully research and select the best platform for your talent community, corporate blog, etc., you’ll want to do the same with your recruitment ad. If your target audience is on Facebook, give it a whirl. But remember, search engine marketing and other platforms can also be big players in your strategy.
3. Focus on more than career opportunities. While focusing your recruitment ad on a specific job opening isn’t a terrible idea (especially if you’re advertising on a job board or other job search-related site), don’t miss the opportunity to showcase your employer brand to job seekers who may not be a fit for a particular role. By creating ads that represent your culture, you can target your recruitment ad at a larger group of candidates who will fit with your company–now or in the future.
4. Constantly improve by analyzing metrics and making changes as necessary. Being strategic means taking the time to select appropriate metrics for the task at hand, analyzing results and making adjustments in the future. This is not a one-time thing, but an ongoing attempt to understand your recruitment marketing efforts, where they fall short and where they are successful. No more “post and pray” with your job postings or recruitment ads. Go where your target candidates are and tweak your placement, content, etc., as necessary.

Reprinted with permission. Originally published at http://talentminded.com/recruitment-ad-engagement-strategies/

About the Author: Autumn McReynolds is a master of communication, and with two years in the recruiting industry and over five years of experience in journalism and content creation, she was thrilled to take her career in a new direction as a Blogger and Content Strategist focused on talent acquisition in the digital age. In addition to writing, Autumn spends her time managing social media accounts for business and pleasure. Follow her on Twitter @AutumnMcRey.

PrideStaff Expands in Tempe With New Accounting and Financial Staffing Division

TEMPE, AZ, May 4, 2012 — PrideStaff, a national staffing organization, is pleased to announce the expansion of their existing office in Tempe, AZ.  PrideStaff Financial, a PrideStaff division specializing in Accounting and Financial Staffing, will offer expanded services for companies seeking accounting and financial specialists.

“We have seen a significant increase in demand in the Tempe and Phoenix area for qualified accounting and financial professionals,” says Ann Gilbert, Owner/Strategic-Partner of the  PrideStaff Tempe office. “We are rapidly expanding our network of highly skilled financial professionals and we look forward to helping them meet their career goals by matching them with top employers throughout Tempe and Phoenix.”

As a national staffing services organization, PrideStaff provides outstanding results to its clients and candidates.  The company developed PrideStaff Financial to meet the specific staffing needs and challenges associated with Accounting and Finance. The Tempe office has added staff, processes and a specialized approach to recruit superior accounting and financial candidates for employers across the Tempe and Phoenix areas.

“Successful accounting and financial recruiting requires focus, unique processes and a dedicated staff,” says Gilbert. “I’m excited to provide specialized accounting and finance recruiters that have a keen understanding of the needs in this area. Both our clients and the accounting and finance professionals we represent, are already benefiting from this expansion. Nothing is more rewarding than seeing the positive impact we’re making on businesses and individuals careers!”

About PrideStaff

PrideStaff was founded in 1978 as 100 percent company-owned units and began franchising in 1995.  They are a national franchise with over 40 offices operating nationally to serve over 2,500 clients. With 40 years in the staffing business, headquartered in Fresno, CA, PrideStaff offers the resources and expertise of a national firm with the spirit, dedication and personal service of smaller, entrepreneurial firms. For more information on our services or for franchise information, visit www.pridestaff.com.  For specific information on the PrideStaff Financial division, visit www.pridestafffinancial.com.

PrideStaff’s Mission: Consistently provide client experiences focused on what they value most.

Are You Letting Your Company Succumb to the “Temporary Worker Stereotype”?

When you ask most people what their impression of a temporary worker is, answers can range from “lazy” to “unqualified to get a full-time job.” But as one of Tempe’s top staffing agencies, PrideStaff knows that this couldn’t be further from the truth!

 First of all, many temporary workers choose (that’s right…choose) to work as temporaries due to the flexibility and varied assignments offered. They’ve got all the skills and traits needed to succeed – they just don’t want to be tied down to a full-time gig, whether because they have small children, are recent retirees, or are earning a degree.

In addition, there are also many skilled and qualified temporary workers out there who are simply biding their time until the right full-time opportunity comes along. They too have a lot to offer employers, but due to bad luck and a bad economy, they are simply taking advantage of the opportunities available to them.

So while there are certainly temporary workers out there who don’t make the grade (just as there are sub-par full-time employees), the vast majority are hard-working, skilled individuals – many of whom are also specialists in their fields. As a result, they have much to offer employers, like you, including:

Temporary Workers Cost Less.

Temporary workers don’t require expensive benefits packages or costly insurance. They simply get paid an hourly wage for the time they worked. Once the project is finished, they move onto their next assignment with another company. This arrangement translates into projects completed and happy customers – all without the fixed expenses.

Temporary Workers Deliver Flexibility.

Whether you have an employee out on maternity leave or you’re experiencing a seasonal increase in demand, temporary workers offer the perfect solution for getting work done, without having to hire full-time or part-time help.

Temporary Workers Enable You to “Try Before You Buy.”

You may be interested in hiring for a certain position, but don’t want to make a hiring mistake or aren’t really sure you need someone full-time. Bringing in a qualified temporary worker can enable you to evaluate them in action to see if they meet your expectations, while at the same time giving you a better sense of whether you have the workflow to justify a full-time hire.

The lesson here?

While temporary workers may not be right for every employer or every position, it’s also important that you don’t succumb to the “temporary worker stereotype” that temporaries are lazy or not good enough to get a full-time job. Otherwise, you’ll miss out on all the valuable benefits they can offer you.

Ready to Tap Into the Power of Temporary Staffing?

 Let PrideStaff know. As one of Tempe’s top staffing agencies, we can give you access to the qualified people you need, where and when you need them – whether on a temporary or temporary-to-hire basis.

Ready to learn more? Contact PrideStaff today.

Does Your Resume Need a QR Code?

QR codes. They’re all the rage in advertising. But are they really the next “must-have” on your resume?

If you’re new to the conversation and don’t even know what a QR code is, don’t feel bad. Many people don’t. So here’s a quick primer:

A QR code is that funny looking bar code image that can be scanned using a smart phone. It either opens up a web page or gives people the ability to download some kind of document, like a sale coupon or a work portfolio.

As one of the leading employment agencies in Phoenix, PrideStaff knows that when it comes to your resume, a QR code could be just the boost it needs to get noticed. But is it always in a good way?

The answer is: It depends.

If you’re just including a QR code on your resume to look cool or cutting edge, and it doesn’t link to some kind of relevant information, then it could actually hurt your job search efforts. Hiring managers want substance, not style.

However, if you have an online portfolio or a website that you can link to with great examples of your work and testimonials, then a QR code could be an interesting way to point hiring managers to it.

Also, if you’re in an industry where QR codes are well known, such as advertising, then using one could certainly work in your favor because it demonstrates that you’re current with trends in technology and communications.

That said, if you’re submitting your resume online, then skip the QR code and just include a link to your online portfolio. Otherwise, it could get distorted during the submission process. But if you’re handing out hard copies (at a job fair, for instance), then a QR code linking to relevant information about you is a great way to get noticed!

Want More Resume Help from the Experts?

You’ve come to the right place. As one of the leading employment agencies in Phoenix, PrideStaff can not only help you craft a winning resume, but we can also help you polish your interview skills and gain access to some of Phoenix’s top job opportunities!

Ready to learn more? Contact PrideStaff today.

Just How Important is Trust to Your Team?

The answer: very.

Trust is a vital component of every workplace. After all, you trust your employees to show up each day (we hope!), get their jobs done, and meet expectations. But when it comes to your virtual team, the issue of trust becomes even more important.

In fact, according to the book, Virtual Team Success, by Darleen DeRosa and Richard Lepsinge, virtual teams surveyed and cited as “top performing” reported having higher levels of trust when compared to other less successful teams.

But trust is tricky. While it can take months – and even years – to build, it can also be destroyed in a matter of seconds. That’s why it’s so important that you, as a manager, pay attention to not just developing, but also maintaining, trust among your virtual team members.

Here are some tips to help you along the way:

Communicate, Communicate, Communicate.

Whether it’s through phone calls, emails, IM-ing, texting or video conferencing, communicate often. Also, make sure all virtual employees know the contact info for their fellow team members and the best method to reach them.

Enable Team Members to Get to Know Each Other.

There’s no office water cooler or company lunchroom to meet socially. So while an IM or quick text might be perfect for checking in, develop an environment in which team members can get to know each other on a more personal level. For instance, create a Facebook page or conduct a video conference at least once a week. That way, everyone can put a face to the name. And, if and when possible, meet face-to-face.

Make Your Expectations Crystal Clear.

There are a few fundamental ground rules you should set to ensure everyone’s on the same page. For instance, you may require a progress report by 9 am every Friday or that attendance is required during a Monday morning video conference.

Reward Results.

Employees who work well virtually tend to have more of an independent streak. But that doesn’t mean they don’t need to be praised and motivated. So just as you would with an on-site team who’s delivering stellar work, also be sure to praise and reward your virtual workers when they perform well.

Give Team Members Some Autonomy.

Micro-managing doesn’t tend to work well in a virtual environment. Both you and your employees will eventually wind up frustrated and unproductive. So give your virtual team members some autonomy to make decisions and take action without having to consult you every step of the way.

Need Help Hiring for Your Virtual Team…or Any Team?

Give PrideStaff a call. As a leading Phoenix staffing services firm, we’ve successfully placed thousands of professionals all over the city – and beyond – in a variety of positions with our clients.

Ready to learn more? Contact PrideStaff today.

Should You Talk Politics at Work?

With November 2012 just around the corner, election season is officially in full swing. And nowadays, it’s hard to go anywhere without being inundated with opinions on the candidates and their viewpoints.

But what about when people start talking politics at work? Should you get in the game – or keep yourself on the sidelines?

At the end of the day, you’re better off avoiding it. Most people are strongly rooted in their opinions, candidates, and parties and things can get heated pretty quickly. And unless you work in a setting that revolves around a certain set of beliefs (such as a church or environmental group), you’re putting yourself – and your career – at risk by starting or participating in conversations about sensitive issues.

Still not convinced?

Chances are, not everyone is going to agree with your opinion. Therefore, when you plunge headfirst into the political waters at work, you risk offending those colleagues you need to work alongside everyday to get your job done. Worse, by creating unnecessary conflict, you may change your boss’s opinion of you and create long-term hard feelings in the office. So why even go there?

 But what if it’s your boss or colleagues who always want to discuss politics, and you feel caught in the middle?

Nod and smile. Make a few neutral comments. But above all, try not to engage too much in the conversation. They’ll eventually get the picture that you’re not interested. And you’ll keep your reputation as the calm, diplomatic employee that you are. Not bad for a day’s work!

That said, not all talk of politics at work should be avoided. For instance, if your boss is bringing up politics to discuss how a particular piece of legislation negatively or positively impacts your company or industry, how a party’s or candidate’s stance will help or hurt your business or industry, or just the economy in general, then you’ll certainly want to listen up and get involved in the discussion at that point.

Looking for a New Job With a Less Heated Political Climate?

 If you are, let us know. As one of the top recruiting firms in Tempe, PrideStaff has partnered with leading employers in the area to connect you with rewarding job opportunities.  Contact PrideStaff today to get started.

Should You Rehire a Former Employee?

Picture it:

You’ve got a job opening and just received a flood of resumes. As you’re perusing them, one in particular stands out. Not necessarily because their resume is so great…but because the name sounds familiar. And then it hits you: The candidate used to work for you.

So should you toss their resume in the recycling bin, or take a second look?

The answer: It depends.

Obviously if this person left on bad terms, delivered poor performance, or didn’t get along with their co-workers, then the recycling bin is certainly the most appropriate place for their resume.

However, if you remember the employee as generally solid, then they’re worth a second look. Here’s why:

1. You Know What You’re Getting.

This is hugely valuable. With new hires you’ve never worked with before, there’s always a certain level of risk involved. There’s the whole “they looked great on paper, but fell apart after they were hired” scenario that can play out.

However, when it comes to a former employee, you know what you’re getting in terms of their personality and work ethic. As a bonus, their skill level may be more advanced or diverse than when they worked for you in the past.

2. They Know What They’re Getting.

So many new hires only last a few short months before jumping ship. This is due to a variety of factors, including a bad cultural fit. But when it comes to a former employee, they know exactly what they’re getting at your company. And if they’re applying for another job there, then they likely believe the culture is a good fit for them.

3. They Can Hit the Ground Running.

Certainly other employees have come and gone, processes probably changed, and company services may have expanded. But a former employee is still going to know a lot more about the company than a completely new hire would. As a result, the learning curve will be shorter.

But before you make a decision about rehiring a former employee, it’s wise to touch base with their former manager and co-workers. Oftentimes, those who worked directly with the former employee may be aware of strengths and weaknesses you’re not, and can provide you with additional insight into the matter.

Want to Outsource Your Hiring Process?

If you simply don’t have time to handle the hiring process, we can help. As one of the leading staffing agencies in Tempe, PrideStaff can partner with you to source, screen, interview, and test candidates on your behalf. We’re just a phone call away. Contact PrideStaff today to get started.

6 Reasons Athletes Make Great Employees

While the 2012 Summer Olympics are now behind us, it’s hard to forget the inspiring stories of so many athletes from around the world. They made their respective sports look easy, but it’s still clear that it required plenty of drive, determination, skill, and discipline to make it to the top.

Did you ever think that those are exactly the kinds of traits you need in an employee?

If you have, then you’re right on track. In fact, as a leading Phoenix staffing services firm, PrideStaff knows that, many times, athletes make great employees for a variety of reasons, including:

Reason #1. They’re Competitive.

A desire to win is critical for success in sports, but it’s also a great quality for employees, particularly those in certain positions, such as sales. Not only does that spirit motivate employees to win, but it also drives them toward excellence in all that they do.

Reason #2. They Have a Team Mentality.

Athletes are used to being a part of a team. They know that each player is important to the success of the whole team and are skilled at working collaboratively. In addition, they’re great at praising and encouraging others to excel and reach their potential. And these affirmations can have a positive impact on workplace morale.

Reason #3. They Demonstrate Mental Toughness.

Athletes have to regularly deal with failure, injuries, mistakes, and losses. And the best ones simply get back up and do it all over again. They demonstrate a mental toughness that serves them well both on the field and in the workplace.

Reason #4. They’re Used to Feedback.

Athletes are used to coaches, mentors, and fellow athletes offering feedback about what they’re doing right…and what they’re doing wrong. And in the sports world, remarks aren’t typically sugar coated. So athletes can generally handle scrutiny and criticism better – and learn from it, as well.

Reason #5. They’re Persistent.

Athletes know that you don’t get results overnight. It takes a lot of hard work (sometimes, years’ worth), due diligence, and persistence in order to accomplish goals.

Reason #6. They’re Disciplined.

Achieving success in sports isn’t just about working hard; it’s also about discipline. Athletes must adhere to a rigid schedule, strict diet, and sacrifice time with family and friends in order to make it to the top.

So does every athlete make a terrific employee? Certainly not. But for many, competition on the field or on the court is certainly great preparation for the workforce.

Need Help Hiring A-Level Talent?

If you do, let us know. As a leading Phoenix staffing services firm, PrideStaff can partner with you to source, screen, interview, and test candidates on your behalf – all so you hire A-level talent. We’re just a phone call away. Contact PrideStaff today to get started.

Five Ways Body Language Can Help You Ace Your Next Interview

Getting a job in today’s economy is tough. The dwindling recession is still characterized by unusually high levels of unemployment, which makes it harder than ever for the unemployed to get back on their feet and back into the workforce. There are too many people competing for too few positions resulting in a job search process that is often brutal, depressing and all too often unsuccessful.

It’s not enough to be qualified and to have all the right references. You often need an additional edge to separate you from the pack of other job applicants. You can get this edge through effective management of your body language.

Many job applicants are sabotaging themselves because they are non-verbally communicating low confidence and low self-esteem. To represent yourself successfully in a job interview, you need to project an air of confidence and ability. High confidence sells, while fear and doubt poison the impression you make on others. A lack of confidence manifests itself in your body language and can ruin your chances in a job interview.

How important is body language? Research points out that up to 93% of the impact you have is influenced by factors other than the words you use. It’s not enough to say the right things; you need to back up your words nonverbally with the right image and impression.

Try these five body language tips during your next job interview:

1. Use a firm handshake – In the minds of most people, weak and limp handshakes equal weak character. Be sure you deliver your handshake with a firm grip while looking them right in the eye.
2. Watch your posture – There is a definitive difference between a confident posture and a posture that communicates low self-esteem. The best advice is the same your mother gave you, sit up straight (ramrod down your back) with your feet firmly planted on the floor. Again, slumping equals low self-esteem or even disinterest.
3. Make eye contact – Regular, strong eye contact is associated with confidence, honesty and boldness. Making eye contact is vital.
4. Monitor your vocal delivery – Experts estimate up to 38% of our communication is conveyed by our voice and vocal qualities, which means you need to pay attention not only to what you say, but also how you say it. When we’re nervous, we tend to speak faster and at a higher pitch, which robs us of our authority. Take a tip from the acting profession and practice speaking slowly and deliberately.
5. Pay attention to the interviewer’s body language – You want to convince the interviewer that you’ll be a good fit for the company and its values. You do this by reading the interviewer’s body language and responding appropriately. You need to show the proper amount of “social intelligence” and awareness to stand out from the other interviewees competing with you for the job.

So there you have it, five aspects of body language and nonverbal communication that will better your odds of succeeding in your next job interview. While having the correct body language might not win you the job, the wrong body language can definitely guarantee you won’t.

Using Corporate Legends to Communicate Culture

We often hear that communicating organizational culture is an important task. However, most people fail to provide examples on how to do that very thing! I’ve been testing different methods for sharing culture (collecting touchstones, for one), but one of my favorite ways to share our corporate beliefs and values is through the “legends” within our organization.

What is a legend?

In this sense of the word, a legend is defined as a person who took extraordinary action to achieve a goal. The guy who drove 400 miles to support a customer’s urgent request. The team that brought 40 employees on board with 48 hours’ notice. The woman who, despite all odds, successfully navigated a corporate audit with a successful conclusion. Basically, it’s the people and actions that embody the high standards that your organization stands for.

What’s the purpose?

Sure, I can tell you what our corporate values are. I can even give you some generic idea of what they mean. However, human communication has a long historical basis in storytelling and traditions. Telling you about how one of our employees really embodies the spirit of our corporate values makes it stick in your brain that much better. If a similar situation arises, you won’t be wondering how to proceed. You’ll be able to recall the legend and what someone else did to achieve success.

How to get started

Start talking with the people who have been at your company for a while. Ask questions that are designed to dig into previous accomplishments. For example:

• Can you tell me about a time someone went above and beyond the call of duty?
• What was the biggest success this department has ever had?
• Has there ever been a big innovation or breakthrough at the corporate or team level? What was it?

If you’re stuck with few examples, you need to get started capturing and communicating the legends that you have. Start reaching out to managers and ask them to share with you when one of their people has a successful project or does something that demonstrates excellence. It’s your job to take those stories and use them to encourage others to embody the same characteristics.

While there might be better ways to communicate organizational culture, using internal legends is fairly straightforward, it’s easy to get started, and it has an immediate impact on the people who hear them. Do you have any legends of your own?

About the Author:
Ben Eubanks is an HR pro from Huntsville, AL who writes the upstartHR blog. When he’s not working or blogging, he’s getting ready for the next HRevolution (an HR conference on steroids) and chasing his twin toddler girls around the yard. In February 2012, he was named one of the Top 100 Human Resources Experts to Follow on Twitter. This post originally appeared on the UpstartHR blog: http://upstarthr.com/corporate-legends-your-culture-weapon/.