Four Misconceptions Most Companies Still Believe

#1: Multitasking is critical. (Actually, it’s making your work take 25% longer!)

People have literally been laboring too long under the assumption that human beings are capable of doing two cognitive tasks at the same time. We’re not. What we actually do is learn how to move rapidly between tasks. Whether people toggle between browsing the web and using other computer programs, talk on cell phones while driving or read email while on a conference call, they’re using their “executive control” processes. And executive control involves two distinct, complementary stages: goal shifting (“I want to do this now instead of that”) and rule activation (“I’m turning off the rules for that and turning on the rules for this”). Both stages help people unconsciously switch between tasks.

Rule activation itself takes significant amounts of time, several tenths of a second–which adds up when people switch back and forth repeatedly between tasks. Switching time increases the total amount of time it takes to finish the primary task you were working on by an average of 25 percent. Thus, multitasking may seem more efficient on the surface, but may actually take more time in the end.

#2: A little bit of anxiety helps us perform better. (Actually, it reduces creativity and increases turnover.)

Think for a moment about how you feel when you’re performing at your best. What adjectives come to mind? Positive words, right? And anxiety probably isn’t one of them. Anxiety may be a source of energy, and even motivation, but it comes with significant mental and physical costs.

The more anxious we feel, the less clearly and imaginatively we think, and the more reactive and impulsive we become. That’s not good for anyone. And it has huge implications if you’re in a supervisory role.

As a boss, your energy impacts your employees, by virtue of your authority. Any time your behavior increases someone’s anxiety–or prompts any negative emotions, for that matter–they’re less likely to perform effectively.

The more positive your energy is, the more positive their energy is likely to be, and the better the likely outcome.

#3: Creativity is inherited, not able to be taught. (Not true! Creativity is a process.)

In a global economy driven by unprecedented competitiveness and constant change, nearly every CEO is seeking ways to drive more innovation. Most CEOs don’t think of themselves as creative, and they share with most people a deeply ingrained belief that creativity is something you are born with.

The truth? Researchers have come to a surprising degree of consensus about the stages of creativity and how to approach them. As it turns out, the creative process moves back and forth between left and right hemisphere dominance. While our educational system and most company cultures reward the rational, analytical, deductive left hemisphere thinking, creativity is actually about using the whole brain more flexibly. And this process unfolds in a far more systematic–and teachable–way than you might think. People can learn to access the hemisphere of the brain that serves them best at each stage of the creative process–and to generate truly original ideas.

#4: The best way to get more work done is to work longer hours. (True, if you want more mistakes and less quality.)

This is the most destructive of all workforce myths. Human beings are not designed to operate like computers–at high speeds, continuously, for long periods of time.

Instead, we are designed to shift intermittently between spending and renewing energy. Enlightened leaders recognize that it’s not the number of hours people work that determines their value, but rather the energy and quality they bring to whatever work they create.

Rather than systematically burning down our reservoir of energy as the day wears on, as most of us do, periodic renewal makes it possible to keep our energy steady all day long. Strategically alternating stages of intense focus with periods of renewal, at least every 90 minutes, makes it possible to get more done, in less time, more sustainably.

Want to test the assumption? For the rest of this week, choose the most challenging task on your agenda at the end of each day. Set aside 60 to 90 minutes at the start of the following day to focus on that activity. Choose a designated start and stop time, and do your best to minimize interruptions. If you succeed in getting your 60 to 90 minutes of uninterrupted time and focus, it will almost surely be your most productive period of the day.

As a manager, it’s time to let your employees know the truth about these lies. You need to help your people set priorities and avoid giving them too many projects that are due all at once. You need to be a cheerleader, not a drill sergeant. Set the bar high, but not in a way that creates constant stress. Give your employees the chance to learn and implement creative processes in their daily work. And help them better plan and organize their days so they can focus their most productive time on their most important tasks.

Are You Prepared to Have “The Talk” With Your Employees?

The economy may not exactly be booming. But it’s better than it has been in a while. And, as Phoenix recruiters, PrideStaff knows that after a long stretch of “doing more with less,” you likely have some employees who are hungry for a pay raise.

So the question is: Are you prepared for “the talk”?

If the thought of negotiating salaries and pay raises makes your palms sweat and your ears ring, then the answer’s “probably not.” The good news is that there are steps you can take to turn this stressful situation into a positive one for you, your employee, and the company at large.

Evaluate the Market.

Before heading into salary negotiations with an employee, have answers to questions like:

What does the employment market look like in your industry?

What are professionals with similar skills making at other, similarly sized companies?

If an employee walks in asking for the moon, you can show them that the numbers don’t back up their request.

Know Your Limits.

Once you’ve taken a look at the landscape around you, look internally to the company’s goals and limits. For instance, is the company performing well overall, or just barely getting by? Has there been a budget set for pay raises? Are there certain skills or positive atttributes (such as sales numbers, perfect attendance, or employee loyalty) that the company wishes to reward?

Analyze the Employee.

Before sitting down to talk numbers, analyze what the employee brings to the table in terms of value to better determine a reasonable pay raise. For instance, do they consistently outperform – or underperform – on expectations? And how important is their skill set to the company’s success?

Hear the Employee Out.

Typically, when an employees come to you to talk pay raises, they’ve done their homework and have prepared reasons why they believe they deserve a raise. So listen actively to what they have to say.

Be Honest & Direct.

After you’ve heard your employee out, let them know what you can provide them – – and what you can’t. One mistake some managers make at this point is over-promising and under-delivering. So be honest and firm about what you can deliver. If you can, share the rationale and numbers behind your decision.

Offer It in Writing.

Make sure there’s no ambiguity about what’s being offered by putting the terms in writing.

Need Help With Salary Negotiations?

Whether you’re looking to hire, or negotiating with existing employees, PrideStaff can provide you with the market data you need to prepare for “the talk.” And, as Phoenix recruiters, PrideStaff can also work with you to source, screen, and recruit top-performing employees who can hit the ground running at your company.

Contact PrideStaff today to learn more.

Could a Job Promotion Be a Step Back?

The offer of a job promotion can certainly be flattering. But just because it’s upward movement, doesn’t mean it’s a step in the right direction.

In fact, while you might be tempted to accept a promotion on the spot, don’t. Just like any important employment decision, you need to think about if it’s right for your career and your life. In other words, you must evaluate the positives and negatives of a promotion…and then make a decision.

So what are some reasons you might want to pass on a job promotion?

Reason #1: A Bump in Salary is the Only Positive.

As one of the top employment agencies in Tempe, PrideStaff certainly understands that taking home more money is enticing. But if that’s the only pro, it won’t be worth it. Sure, you’ll have a fatter wallet…but you’ll also be miserable.

Reason #2: Your Gut is Screaming “No.”

Perhaps you know deep down it’s not a fit for you, or you’re uncertain whether you really want to stay with the company. Whatever the case, if your intuition is telling you to pass up the promotion, you should listen.

Reason #3: You Don’t Think You’re Ready.

One major career failure can really set you back. So even if upper management declares total faith in you, if YOU know you’re not ready, then it’s wise to politely turn down the job promotion.

Reason #4: It Doesn’t Jive With Your Leadership Style.

For instance, if the new position calls for a lot of confrontation and you hate confrontation, then the position isn’t right for you. Or if you’d be asked to take on tasks that aren’t aligned with your values or beliefs, then you’re going to have a hard time performing to expectations.

Reason #5: There’s No Clear Path Forward.

Don’t let yourself get talked into a position that you know is going to wind up being a dead end. Your boss might be disappointed, but you’ll be even more disappointed when you feel trapped in a new job that offers no room for advancement.

Reason #6: The Position is a Revolving Door.

If multiple people have held the position within a short timeframe, that’s red flag. There’s a reason no one has been able to gain ground and hold onto it for an extended period.

Reason #7: It Will Harm Your Personal Life.

If you have a young family, for example, and you know you’ll have to work much longer hours, you really need to think about whether a promotion is worth it. Likewise, if a promotion calls for you to relocate, take into account what that will do to your personal life.

And just remember, you can always get a new job…but you can’t get a new life. So when it comes to considering a job promotion, think about how it will impact all elements of your life, not just your career.

Want to Promote Yourself to a New Job…With a New Employer in Tempe?

If so, we can help. As one of the top employment agencies in Tempe, PrideStaff can give you access to a broad range of positions where your skills can be put to the best possible use. We help ensure that you don’t just search, but succeed.

Ready to learn more? Contact PrideStaff today.

Which Industries in Tempe & Phoenix are Hiring in 2012?

If you’re out of work or searching for a new employment opportunity in Phoenix or beyond, you may be wondering, “Where are all the jobs?”

Well, the answer might surprise you.

At PrideStaff, we’ve put together a list – based on data from job aggregator site Indeed.com – highlighting the industries that are undergoing the most growth and the biggest declines in terms of job postings as of March 2012.

Here’s a look:

Where’s the Job Growth?

The Hospitality industry has had the biggest increase in job postings – a 48% jump since March 2011. Likewise, the Education industry has seen a 39% increase in the number of postings from a year ago. These surges are likely, in part, due to the fact that both industries experienced drastic job cuts during the economic recession, as educational institutions as well as households tightened their budgets significantly.

Other industries that are seeing growth in the numbers of job postings include:

The Construction, Healthcare, and Real Estate industries, all with 9% increases;
Manufacturing with an 8% increase;
Media with a 5% increase;
And both the Retail and Transportation industries with 3% increases.

Where are the Job Declines?

Some of the industries that are seeing a slight downturn in the number of job postings since March 2011 include:

Accounting and Financial Services & Banking, both with 8% drops.
Information Technology with a 5% drop.

Locally Speaking…

The good news is that the Phoenix employment market is #21 on Indeed’s list of the 50 most populous metro markets ranked by job postings per capita – with 61 job postings per 1,000 people. That’s up from #23 last year and almost triple the lowest ranked city of Riverside, CA, which only offers 22 job postings per 1,000 people.

However, for every one job posting, there are still two unemployed people, so competition in the Phoenix employment market is still quite strong.

Need Help With Your Job Search?

At PrideStaff, we love helping candidates find great jobs within our network of clients. When you work with us, you’ll have access to a broad range of positions where your skills can be put to the best possible use.

For instance, one of the exciting opportunities we currently have available is for a Forecasting Analyst to provide forecasting for inventory and purchasing. It’s a temporary-to-hire position with the possibility of full-time employment and offers up to $50K in salary.

If you’re interested in learning more about this job – or any others we have available – just visit our Search Jobs in Arizona section or contact us today.

6 Critical Factors to Choosing the Right Phoenix Staffing Agency

If people are your most important asset, then hiring the right ones is vital to the success of your organization. However, between strategizing, troubleshooting, and managing your current crop of employees, it’s often difficult to find the time it takes to hire new recruits.

That’s where a staffing agency can help.

The right staffing agency can essentially help you manage your hiring function, so you can focus your energy on day-to-day priorities. They can source, screen, interview, test, and verify candidates – and provide you with only the cream of the crop to choose from.

That said, not all Phoenix staffing agencies are created equal. So how can you find one that’s right for your organization?

Here are 6 critical factors to consider before hiring a staffing agency:

Know Your Needs
The most important first step to take before hiring a staffing agency is to understand what you’re trying to accomplish through one. For instance:

Do you need fast access to a large number of temporary employees on a regular basis?

Do you only want a staffing agency to work with you to recruit skilled direct hire candidates?

Do you need help in both areas?

Whatever the case is for you, understand and know your needs ahead of time so you can choose the staffing agency that’s the best fit for them.

Look at Location
Is the staffing agency actually located in the Tempe-Phoenix area? An agency with a local office is going to better understand important factors unique to the area, such as the local economy, staffing challenges, and salary ranges for different positions, as well as have access to a stronger network of candidates.

Evaluate Expertise
If you work in a niche industry or have a very specific staffing requirement, you may need a staffing agency that specializes in that area. For instance, some staffing agencies focus exclusively on industries like finance, healthcare, or IT. Other staffing agencies are dedicated to delivering administrative or light industrial workers on a temporary basis. The bottom line is that if you need help recruiting a C-level manager for your company, then you’re not going to want to work with an agency that concentrates on temp staffing.

Review Results
The true measure of a staffing agency is in the results. So, when assessing Phoenix staffing agencies, make sure to ask questions about their candidate evaluation process and placement success rate.

Research Reputation
Thanks to the Internet, there are numerous online sources you can look to in order to evaluate the reputations of Phoenix staffing agencies. Also be sure to read through their websites to learn about who they are and how long they’ve been in business. In addition, you can use sites – like the Better Business Bureau’s – to see if there have been any complaints filed against the agency recently.

Consider the Cost
Obviously, cost is going to be an important factor in your decision. There are many different fee structures depending on the agency or service you’re considering, so it’s important to ask questions related to cost and make sure you clearly understand what each agency will charge you.

And if you’d like to add PrideStaff to your list of Phoenix staffing agencies to consider hiring, let us know. We’d be happy to meet with you, discuss your unique staffing needs, and demonstrate how we can help you hire faster and smarter. Contact us today to schedule a meeting. [link to https://www.staffingagencyphoenix.com/contact-us]

2012 Arizona Employment Statistics

As we all know, Arizona was not immune to the country’s economic struggles over the last few years. With that said, The Arizona Department of Administration’s Office of Employment and Population Statistics has shared some very positive signs and encouraging trends:

And, according to the most recent Bureau of Labor Statistics, the Phoenix-Mesa-Glendale unemployment rates continue to be near the lowest in the state.

The Manufacturing Sector Continues a Strong Comeback

The manufacturing sector is expected to gain 7000 jobs or 4.7% from 2010 – 2012!

Health and Education are leading Job Growth

While some sectors like Government continue to see large decreases, other sectors such as education, health services a nd hospitality have seen tremendous growth in 2011, which has carried through to 2012.

Looking for more information about the employment or job market in Phoenix, Tempe or beyond?

PrideStaff can help! As one of Tempe’s top staffing agencies, we recruit for a variety of different jobs in Tempe, Phoenix and beyond. Whether looking for work or interested in temporary staffing or full-time support, we can help!

Top 3 Trends in Employee Recognition You Need to Know

By Razor Suleman

New year. New you.

New problems? No thanks.

Well, that fresh attitude may have sufficed for the dawn of 2012. But now that we’re a little bit deeper into the year, it’s time to shake off that idealistic approach to this year’s workplace.

Let’s be honest with ourselves for a moment. For HR professionals, the reality is that the industry’s ever-evolving and fast-paced nature is bound to bring on challenges “bigger and badder” than the year before. And turning a blind eye isn’t going to work to anyone’s advantage if you want to retain your top talent.

A pat on the back won’t suffice

So, when it comes to 2012, it’s important to recognize what obstacles sit top of mind in HR and the most effective means of overcoming these hurdles. The performance equation between employee engagement scores and business results are directly correlated.

Naturally, the C-Suite and HR professionals alike want an engaged workforce because it means: a) that the employees are happy; and, b) the business is succeeding. The best form of motivation? Recognition. Employee recognition identifies positive behaviors and inspires repetition, which in turn, increases business results.

In 2012 though, a pat on the back just won’t suffice. HR professionals must identify and recognize the major recognition trends in order to execute a seamless engagement strategy. There are many recognition trends taking precedent in the workplace, but here are the top three that everyone in HR needs to know this year:

1. Social recognition

Thought you exhausted the term “social” in 2011? Well, in 2012, “social” will become your second nature.

As technology continues to enable (and monopolize) our lives, social media too is evolving, providing more forums and outlets to solicit immediate feedback. We saw the spark of social recognition last year. This year, be prepared to see this trend take off.

Gone are the days when feedback was an annual, one-on-one conversation between managers and employees. Today, employees not only want feedback more regularly; they need ongoing recognition to be motivated to drive results.

What’s more? It’s not enough for them to know how they’re doing at work. The employees of 2012 want to be able to share meaningful moments and recognitions at work with their social networks, hence, social recognition.

2. Mobile

Believe it or not, computers are not only a trend of the past, but they’ve also been replaced. In 2012, everything is mobile-enabled, and if it’s not, it’s kaput.

More and more, you will see your employees depending on their mobile and tablet devices to work, communicate, and socialize (virtually, of course). As is the same for an effective recognition strategy. It is essential that recognition be mobile-enabled so that employees have access to the feedback they need to drive results.

Mobile recognition leverages a company’s ability to create a collective culture, as it transcends global barriers.

3. Gamification

A motivated workforce is a successful workforce; that’s why the smart employers in 2012 are making an investment in their employees to ensure they are happy, challenged, and stimulated at work on a day-to-day basis. The Gamification strategy has proven to be a particularly successful trend when it comes to recognizing and rewarding sales teams or departments with specific metric goals, identifying top performers and reinforcing positive behavior.

Implement a Gamification strategy that inspires individual performance without compromising a team dynamic. Incorporate gaming into the workplace is a recognition trend that will foster individual results while targeting team collaboration.

Reprinted with permission of TLNT.com

Razor Suleman is founder and chief evangelist of Achievers (formerly I Love Rewards), a company that helps organizations reward and recognize brilliant employee performance. Contact him at razor@achievers.com.

How to Make Your Workday Fly By

Some days are better than others at work: you’re engaged in what you’re doing, you’re crossing things off your to-do list, and you can’t believe it when 5:00 rolls around. Other days, you feel like nothing is going right, and the hands on the clock are dragging. Here are several tips that will help you pace yourself, organize yourself, and make every day go by smoothly.

Leave your problems where they belong.
This isn’t always easy to do, but focus on work when you’re at work, and on home when you’re at home. It makes no sense to dwell on things you can’t take care of right now.
Set small, achievable goals each day.
If you’re trudging through a project and feel like you’re not making any headway, set some milestones for yourself to make sure you’re getting things done at an acceptable, even pace. You’ll feel more accomplished as you reach each goal and, therefore, more motivated to reach the next one.
Reward yourself.
After you reach each goal, reward yourself. Get up and get a fresh cup of coffee, take a trip to the water cooler, or just step outside for some fresh air. This will recharge you for reaching your next goal. Allow yourself a moment or two to applaud yourself for what you’ve finished.
Develop camaraderie.
If you don’t have friends at work already, foster some social relationships. If you do, maintain those relationships. You don’t have to be best buddies, but finding common ground with co-workers and sharing a laugh or two can make the day go faster.
Listen to music.
If you can do so without bothering anyone around you, see if it’s okay to listen to something you like. It will make you more comfortable and happy and help engage your brain–as long as it doesn’t become a distraction.
Break up your work with a little “you time.”
Even the most focused people will notice the need for a break after every 45 minutes or so of concentrated activity. Once an hour, take a few minutes to check your email, make a quick phone call or look at some pictures of your last vacation–just a few! The object is to give your mind a break.
Don’t just sit there.
Give your body a break, too. Especially if you’re starting to get bogged down, get up and walk around the office for a few minutes. Changing the scenery can help re-center your thoughts. If walking around the office isn’t quite working, excuse yourself and go for a quick walk outside. Enjoy the weather, clear your head, then get back in there and finish up your work. You’ll feel much better when you return.
Take notes.
Writing down your activities–and occasionally your thoughts–throughout the day is a great way to keep track of how you spend your time. Schedule five minutes in the morning to write down your plans for the day, then check in at the middle and end of each day to reflect on what you’ve done and what you still need to do. It will help you stay focused on what you have to do, even if you follow steps 6 and 7.

Looking for a more enjoyable job?
As one of the top temp employment agencies in Tempe, PrideStaff offers great job openings in Tempe and beyond. Search our Tempe jobs openings.

Managing, Recruiting and Retaining Generation Y Talent

What do you think of when you hear the term “Generation Y”?

Diverse? Entitled? Informal? Opinionated?

No matter how you view this dynamic group of individuals, one thing is certain – you must adapt your hiring and interviewing strategies to attract and retain the best.

Diverse, demanding and socially aware, millenials are creating a major paradigm shift in recruiting. Here are a few tips to help you hire and interview the best talent our next generation has to offer: Managing, Recruiting and Retaining Generation Y Talent.

How to Reignite Your Job Search in the Phoenix – Tempe Area

A job search is almost always a daunting task, and the economy over the past few years hasn’t helped. In fact, the government had to create a new term, “discouraged worker,” to classify the thousands of people who are eligible for employment and able to work, but are currently unemployed and have stopped looking for a job in the previous four weeks. Discouraged workers have usually given up on the job search because they’ve found no suitable employment options or have had no success when applying.

Don’t Be a Discouraged Worker
If you feel yourself falling into this category, pull yourself out. Remember that you are not powerless and can be in more control than you think is possible.

It’s time to make sure your mental focus is clutter-free and fully engaged in getting a good job. Clarity in your job search comes from shutting out all of the negatives, the “I can’ts,” the “what ifs” and the “if onlys.” Replace them with “I can, I will and I’ll do it soon.” Keep both your thinking and the area where you work on your job search–your office, your desk, your kitchen table–clutter free so new thinking can enter and your enthusiasm can be reignited.

A Positive State of Mind
When you’re focused, new opportunities will emerge as your clarity and enthusiasm grow. When one job does not work out, adopt the attitude that others will come along, and soon. Avoid the gloom and doom pronouncements of the 24 hours a day news cycle, and eliminate negative people in your life who discourage you. And when you’re feeling really down, make sure to take a few minutes each day to be grateful for who you are, the talents and skills you have and the opportunities that are coming your way.

Connections and Engagement
Include everyone in your job search and continually expand your contact database. When job searching, there is no better alternative for connecting with people than one on one. Join local organizations whose members could be a potential employer. Get connected via social media and stay connected. Do not isolate yourself! Stay in regular contact with past employment colleagues. Ask friends and neighbors for help–they are all connected to someone that might know of a job opportunity that may not otherwise come to your attention. And while you’re making and maintaining your contacts, create and practice your “elevator speech,” which you can use anytime someone asks, “What do you do and what type of job are you hoping to find?”

Routine
Create a job search schedule and stay with it. Searching for a job is your job! Treat job hunting like any other job and schedule specific hours to work on it.

Include research: keep informed of trade and industry trends to help you obtain a competitive edge and provide you greater knowledge about companies that are poised for future growth.
Sort your job searches into short tactical strategies to reduce boredom or discouragement. Select one field to search in at a time. For example, if you’re in management, search for a specific length of time in the high tech field, then move to the healthcare industry, then onto yet another.
And schedule down time and creative time to remain balanced and stay encouraged.

Career Enhancement Opportunities
Improve your searching skills by reading career books and attending seminars. Take advantage of learning opportunities to improve your job search and career management skills offered by local business groups and the government. By pursuing professional development and participating in classes, seminars, certifications and conferences, you’ll keep your interactive skills sharp, increase your employable value by staying current and expand your connections.

Technology is Your Best Friend
It’s critical in today’s marketplace to utilize websites and social media to connect with your industry as well as build personal visibility. Create or update your online profiles and check sites like LinkedIn and company Twitter feeds regularly. This may be a harder step for anyone over 45, but the Internet and social media sites are the fastest way to connect. And be sure to visit PrideStaff’s job board to search top jobs in Phoenix and Tempe.

Tangible Results
In a down economy you can’t ask, “What’s in it for me,” but rather, “What can I do to help a potential employer?” This means that you need to be able to identify a potential employer’s most pressing needs and challenges–then explain how you can successfully address those issues based on your past experience and education. It’s all about fulfilling a need they have, not what you want. So shift your thinking from an “about me” to an “about them” attitude–keeping clarity on this perspective will set the right tone to reignite your job search.

Draw on Inner Strength
Don’t face your job search alone. Look to supportive and encouraging friends, family members and your religious leaders to help get you through difficult times. Words of encouragement will help you maintain a calmness and clarity during the process.

Bonus Tip: Contact PrideStaff
As the leading employment agency in Phoenix and Tempe, we offer a variety of jobs throughout the city of Phoenix and Tempe. From temporary assignments to new full-time opportunities, PrideStaff can help you land your dream job. Contact us today!