From Retirement to Rehire: Tapping into the Experience of Retirees in the Sansdemic Era

Currently, companies are struggling to secure the talent they need, and the situation isn’t likely to resolve any time soon. Operating during a sansdemic – a period when the workforce isn’t sizeable enough to meet the demand for talent – makes finding candidates and retaining employees challenging. As a result, employers need to explore recruitment alternatives that may be outside of their typical process, such as rehiring retirees.

Rehiring retirees not only increases a company’s access to talent; it also provides extra benefits. Here’s a look at why tapping into the experience of retirees in the sansdemic era is worthwhile and how to attract these candidates.

The Benefits of Rehiring Retirees

A Wealth of Experience and Knowledge

Generally, retirees bring a wealth of experience to the table. Many spent decades in their selected niche, and they often evolved as their fields changed over time. As a result, they’re not just familiar with foundational processes; they’re also usually reasonably current when it comes to workplace technologies used in their niche.

When you explore rehiring retirees, the candidates also possess ample institutional knowledge. They’re highly familiar with your environment and systems, so any learning curve associated with bringing them back up to speed is often manageable.

Strong Work Ethics

Retirees are typically from generations with exceptionally strong work ethics. Additionally, there’s a tendency toward employer loyalty. In turn, it’s often easy to count on returning retirees, as they’re highly punctual, accountable, and dedicated.

In some cases, their degree of commitment can also benefit your company culture. Effectively, they may serve as an example to other employees who are newer to the workforce, giving them insights into how to approach a professional workplace and shaping their behavior.

Well-Developed Skill Sets

Rehiring retirees means you’re exploring candidates with well-developed skill sets. As mentioned above, most retirees have decades of relevant experience, and they’ve cultivated an array of skills during their career journey. Those who’ve recently retired are often familiar with newer advances in your industry, allowing them to make quick use of available tools. However, since they began their careers without these solutions, they’re also capable of handling tasks without advanced technologies, something that can prove valuable if you use legacy methods in your current operations.

Mentorship Potential

When you rehire retirees, you’re also bringing in potential mentors who can guide younger employees. The rehired retirees can pass down their skills, knowledge, and hard-earned wisdom, increasing the effectiveness of their mentees. Plus, this creates opportunities for ongoing knowledge transfers, ensuring their expertise doesn’t disappear from the organization should they choose to fully retire.

Contact PrideStaff Bend Today

Ultimately, rehiring retirees is beneficial for all of the reasons above. As a result, it’s a recruitment method worth considering, particularly during a sansdemic. If you’d like to learn more or want to partner with a recruitment agency to fill vacant positions efficiently, PrideStaff Bend wants to hear from you. Contact us to speak with a recruitment specialist and learn more about our services today.

What Can You Do to Find a Job Faster in Modesto, CA?

There are lots of job opportunities out there. It may not always feel that way – or at least, it may seem overwhelming to try and find the right job for you. But if you have a plan of action in place, achieving that goal can be easier than you think.

Start with your resume.

Keep your resume updated and tailor it to each job you pursue. Include only relevant information. If there are gaps in your employment history, bolster it with other activities such as volunteer work or projects.

• Include a cover letter with each resume you submit, and be sure to customize it as well. Keep both your resume and cover letter concise and to the point, so they immediately grab and hold hiring managers’ attention.

Ramp up your networking.

Once your professional connections know you’re looking for a job, they can keep you in mind and link you into others in their own networks who may prove helpful. Attend networking events and use social media platforms to your advantage.

• References are important as employers make their final hiring decisions. Turn to your network and get recommendations from colleagues, clients, managers and others.

Keep your options open.

Use multiple tactics in your search. In addition to networking, use advanced search options on job boards, as well as old-school newspaper ads.

• Don’t apply for every open job you find, only those that match your skill set and align with your values and needs.
• If you previously applied for a job and have not heard back from the company, consider reapplying if the position is advertised again. You may have been a top contender when the job was filled and now that it’s open again, it could be the perfect door opening for you.

Be your best when interviewing.

Prepare ahead of time for an interview by doing thorough research, rehearsing responses to typical questions, and dressing appropriately. Get a good night’s sleep and eat something healthy before you leave.

• When it’s go time, be confident and assertive but most importantly, be yourself. Use storytelling to share your experiences and strengths. Listen actively and show interest in everything you hear. Last but not least, follow up with a personalized thank-you note.

Take care of you!

Be kind to yourself during your job search – and keep your eyes on the prize.

• Don’t accept an offer if it means compromising on your values or priorities. Be sure it’s a good fit – or you could wind up back in the job market before you even know what hit you.
• Be patient and don’t take setbacks too seriously. If you stay focused on your plan, the right opportunity will come your way.
• Work with a career coach. The right staffing agency partner will be by your side from start to finish – and even after you’ve landed your dream job. Contact PrideStaff Modesto to tap into our Modesto network and learn more about full-time, temporary and temp-to-hire options in your desired field.

Don’t Forget to Follow Up After the Interview. Here’s How.

There are plenty of job openings, yet competition is still fierce. One way to stand out is with a follow up email or note after the interview. This can often serve as a way to remind the hiring manager why you’re the best fit and also communicate any key details about your background you didn’t mention during the interview. If the position is up for grabs – between you and another candidate – following up can even make or break whether you get the offer.

To help you follow up properly, here are some tips to follow.

Follow up promptly.

Don’t wait to follow up. Aim for sending an email or note within 24-48 hours of the interview, when you’re still fresh in the mind of the hiring manager.

Keep it short.

Write a concise email or note. Mention one specific aspect of the interview to highlight, such as a mutual acquaintance, skill that is key to the role, or fact you found interesting about the company. In addition, convey your enthusiasm for the opportunity.

Here’s an example:

Dear [manager],

Thank you so much for your time yesterday. I enjoyed our conversation and was interested to learn that the ABC Company was the first company to [interesting fact here]. I think my background in the industry and extensive experience with XYZ [insert trait or skill here] will make me an excellent fit for the job. It’s certainly an exciting opportunity and I look forward to hearing more about it.

Continue your job search.

While this part of the process is nerve-wracking, focus your energy back onto your job search once you’ve sent your follow up note or email. Continue networking and looking for new opportunity while you wait to hear back.

Follow up again.

If you don’t hear back from the hiring manager by the date they said they were going to make a decision, follow up again. Within a week, send another email inquiring about the position and progress. Ask when to expect a decision about the job.

Keep it professional and positive.

If you still don’t hear back or you find out you didn’t get the job, don’t get angry or send an aggressive email to the hiring manager. Take the high road and move onto other possibilities.

Get expert help.

If you’d like to take an easier way to get a new job, let PrideStaff help. As a leading employment agency in Tempe, we can connect you with rewarding opportunities that are a fit for you. Ready to get started? Simply contact us or search our jobs now.

Making the Most of Temporary Staffing: How to Optimize Productivity and Flexibility

Utilizing temporary employees can be a helpful resource for your business, from coverage when employees are out for extended periods of time to handling short-term projects or influx in demand. However, if not handled with an intentional strategy, you may not be maximizing the value of your temporary hires. Learn more about how to manage your temporary staff to optimize productivity and flexibility:

Onboard Effectively

Since temporary employees have such a limited duration for their employment and won’t have the time to acclimate gradually, training them thoroughly upfront is especially important. Make your onboarding process as effective as possible and ensure they have all the protocol, step-by-step processes, frequently asked questions, and other relevant information clearly explained and stored in an easily accessible place for reference as needed.

Set Clear Expectations

Communication is key to making the most out of your temporary employees. In order to have them help, rather than hinder, your workflow, it is crucial to set clear expectations with them. Be direct and detailed as you discuss what they should be working on, deadlines, performance standards, etc.

Touch Base Regularly 

Time is of the essence with temporary workers, so be consistent about checking in with them. Schedule time to touch base with them regularly to see how things are going for them and if they have any questions or concerns. Additionally, provide ongoing feedback so you are both on the same page as to how they are performing – this will help them gain confidence and be more productive than if they are questioning themselves about if their work is satisfactory to you. 

Hire the Right Workers

Ultimately, the key to making the most of temporary staffing and optimizing productivity is the quality of the employees. Hiring the right workers who are not only qualified in the technical skills needed, but also adaptable, proactive, and fast learners, can be challenging. Working with a staffing firm that specializes in placing temporary employees can better ensure you are bringing on top talent who has what it takes to be an asset to your organization.

Partner with PrideStaff to Attract Top Talent in Akron, OH 

Find employees to join your team by working with experienced staffing firm PrideStaff Akron. Our mission is to work closely with you to understand your hiring needs and match you with the candidates who are the best fit. Contact us to learn more about our staffing services. 

Are You Missing Out on Top Employees by Not Partnering With a Staffing Firm?

You’ve always handled your hiring in-house, but you’re starting to second-guess that decision. To be honest, your recent hires haven’t really lived up to your expectations, so you’re thinking about changing course.

Partnering with a staffing firm is a great way to ensure you’re truly hiring the best. Here’s four ways working with a recruiter can help improve the quality of your new hires.

Access a Larger Talent Base

Recruiters hire for a living, so connecting with top talent is literally their business. They work hard to create and maintain talent pools filled with both active and passive candidates. When you work with them, their contacts become yours. This allows you to substantially expand your reach, which is important to find the right fit.

Fill Open Positions Faster

It’s possible you’re missing out on top talent because your hiring process takes too long. This is a non-issue when you work with a staffing firm. They’ll streamline your hiring process, so it’s both more effective and faster than ever.

You’ll have final say on all hiring decisions, but they’ll handle all the legwork. This allows you to focus on your actual job, instead of having to find time in your day to deal with filling an open position.

Delegate Hiring to an Expert

Finding the right person for the job is a lot more complex than many people realize. It’s not uncommon for hiring managers to have little-to-no training to actually learn how to hire the right way. This causes bad hires, because they don’t know the right way to manage a hiring process.

When you work with a recruiter, this is a non-issue. Recruiters are hiring experts, so you can feel confident in their ability to find the right fit. From what to look for in a resume to the right interview questions to ask, they will cover every single base.

Reduce Hiring Costs

Hiring is expensive — especially when you make mistakes like choosing the wrong person, allowing the process to drag on too long or both. You might think working with a recruiter will increase your hiring costs, but it won’t. In fact, it will actually lower them. Clearly, you have nothing to lose and everything to gain by working with a recruiter.

Let’s Form a Partnership

Tired of hiring the wrong person for the job? PrideStaff Las Vegas wants to help. Contact us today to find out how we can assist your team!

Reshaping Workspaces in the Sansdemic: Solutions for Safe and Productive Environments

Companies face an array of challenges when attempting to reshape their workplaces to make environments safe and productive, particularly during the sansdemic. Safety and health guidelines and regulations shift regularly. Additionally, employee expectations – particularly around mental health and well-being – continue to evolve.

Many employers also end up battling financial constraints, especially if gaps in their workforce are hindering productivity or requiring risky approaches, such as long-term, mandatory overtime. A lack of personnel can also make instituting changes harder, as the implementation or installation of new solutions may require manpower that the company lacks.

Fortunately, there are steps companies can take to reshape workspaces in the sansdemic.

Here are some solutions for safe and productive environments companies can explore.

Have Clear Safety Protocols and Procedures

Establishing clear safety protocols and procedures that are tailored to your specific workplace is essential for ensuring the well-being of employees. By doing so, it gives employees explicit guidelines on how to handle various tasks, particularly those with a degree of risk. In turn, they’re less likely to engage in dangerous behavior, reducing the odds of injuries or situations that could hinder productivity.

Offer Safety Training Regularly

Set policies and procedures are only beneficial if employees are aware of what’s needed from them. Since that’s the case, companies need to offer safety training regularly. Along with an initial safety course upon hire, have annual or semi-annual refreshers to remind workers of any safety requirements. Additionally, have additional training when new technologies, equipment, or procedures are introduced, ensuring they’re familiar with fresh protocols as soon as they become relevant.

Provide the Right Equipment

Ideally, having personal protective equipment (PPE) shouldn’t be a burden placed primarily on the shoulders of employees. Instead, companies should make the PPE available whenever possible, as that ensures it’s available when employees come in for their shifts. However, for PPE that needs to fit a specific worker – such as work boots – reimbursements, gift cards, or similar options that make the PPE affordable could be a viable substitute.

Companies should also look into equipment that supports proper ergonomics, as that can also reduce injuries. Adjustable height workstations, chairs of multiple sizes, and similar solutions can work well, as well as designing workspaces to support proper posture.

Have Formal Emergency Response Plans

Emergency response plans let employees know how to act when an urgent situation occurs. For example, it can tell them the paths to use if evacuating a facility is necessary, as well as where to head to ensure they’re accounted for after they exit. It can also outline what to do if equipment malfunctions or an injury happens, increasing the odds that they’ll proceed in a way that’s safer overall.

Make sure to create formal emergency plans based on situations that may arise in your specific workplace. Then, offer training on the procedures and conduct drills to help familiarize employees with how to respond.

Partner with a Recruitment Firm

While partnering with a recruitment agency may not look like a safety improvement on the surface, it can function as one. Recruitment firms provide companies with access to more talent, including for short-term and long-term needs. As a result, they can help a company continuously right-size their workforce and fill critical gaps faster. That can decrease the need for mandatory overtime, ensuring workers aren’t spread so thin that safety and well-being become an issue.

Contact PridStaff Bend Today

If you’d like to partner with a recruitment firm to make hiring simpler, PrideStaff Bend wants to hear from you. Contact us to learn more about our services today.

What Do Candidates See as a Company Red Flags?

As an employer, of course you look for red flags as you interview job candidates. You wouldn’t be doing due diligence otherwise.

But remember: it’s a two-way street.

Just as you’re evaluating potential new hires, they’re also scrutinizing your company … going over details with a fine-tooth comb as they decide whether or not they want to work for you. Here are some of their most common red flags:

Culture Concerns

Prepare to answer all the questions posed by candidates, including those pertaining to your company culture. Research continues to reinforce the importance of the right employer/employee cultural match. In one study, 46 percent of job seekers said company culture was a key factor in their employment decision-making, and 15 percent said they had declined an offer due to culture-related concerns.

Communication Issues

There are myriad aspects of effective candidate communication, but for starters, keep job seekers constantly in the loop as they either progress through your hiring process or are eliminated from consideration. This is especially important if there are delays in scheduling interviews or otherwise progressing from step to step.

On the other hand, overly excessive communication is also a faux pas. It may give candidates the perception that you don’t have a sense of boundaries and could likewise make unreasonable demands on them once hired. So, know when to say when.

Website Shortfalls

Before a candidate even applies at your company, chances are good they will peruse your company website. Don’t let their application plans become a non-starter by having an unprofessional, poorly designed, outdated, or user-unfriendly site.

A Poor Candidate Experience

There are lots of considerations here, too – from a disorganized or messy interview or onboarding process to disengaged or downright unprofessional interviewers or even lack of an employee handbook, should a candidate inquire about it. Treat potential hires like the high-priority customers they are. Roll out the red carpet and leave them with a sterling impression of your company, so they not only want to work there themselves, but also spread the word to their own colleagues and contacts.

Company Reputation

There’s no room for poor reviews about your company, on or offline, when your goal is to attract top talent. If despite your best efforts, something negative is published, address it immediately and professionally, with clear information focused on continuous improvement.

A Cumbersome Application Process

Make sure your application process is efficient, from a candidate’s very first click on your website through their early days onboarding and getting started on the job. Don’t make things harder or more complicated than they have to be. For instance, while it may be necessary to go through additional rounds of interviews, keep things reasonable. And, getting back to effective communication, let candidates know exactly what to expect, and when.

Do any or all of the above issues strike a chord when you consider what candidates think about your company? PrideStaff Modesto can help. Reach out to us today for more information.

Workforce Planning in the Sansdemic: How to Prepare for the Generational Shortfall

Today, companies are facing unprecedented workforce challenges related to the sansdemic, and they aren’t likely to resolve in the near future. Baby Boomers are continuing to retire, and the number of incoming workers from younger generations isn’t able to fully replace them. Birth rates also remain on the decline, meaning the situation won’t automatically resolve as children grow and become working-age adults.

While aspects of the current situation aren’t resolvable by employers, that doesn’t mean companies can’t effectively prepare for generational shortfalls. With proper workforce planning, it’s possible to reduce future difficulties, ensuring companies can achieve their workforce goals with greater ease. Here are some steps employers can use to move in the right direction.

Succession Planning for Higher-Level Positions

Succession planning is crucial for ongoing business continuity, ensuring there are no unnecessary disruptions related to experienced employees and leaders retiring or otherwise leaving organizations. Ideally, companies should identify key roles within the organization – including leaders and subject matter experts – particularly those that are at clear risk due to looming retirements or potential exits. Then, determine which positions could feed into those jobs and identify existing employees with appropriate foundations for those roles.

After that, it’s wise to set up programs designed to prepare the identified workers for those positions. Mentorships are a straightforward way to manage succession, though other types of knowledge transfers or training could also work well.

Upskilling and Reskilling Programs

Upskilling and reskilling programs are potent tools that can help organizations address skill gaps by training existing employees to handle the related responsibilities. Typically, formal training is the most effective option if the capabilities needed aren’t present within the workforce. However, if low saturation is an issue, cross-training, mentorships, or similar informal approaches are worth leveraging.

When identifying what skills to cover, consider both current and near-future needs. Any missing skill that’s actively inhibiting productivity or the ability to pursue a worthwhile upcoming project should typically be a priority, though looking to future needs can also be valuable if existing needs are generally met.

Talent Acquisition and Pipeline Building

During a sansdemic, talent acquisition is inherently challenging. However, companies can adjust their recruitment practices to build an effective, reliable pipeline, increasing their access to viable talent.

Creating an employer brand that’s enticing to candidates is a critical first step. Make sure to openly discuss how your company supports its workforce, as well as highlight intriguing aspects of the company’s culture.

Internships are another worthwhile strategy, as they can attract new or soon-to-be graduates looking for real-world experience. Launching an employee referral program is also worth doing, particularly since it tends to lead to strong matches.

Finally, partnering with a recruitment firm is a must during a sansdemic. Recruitment agencies typically maintain robust databases of active and passive talent. Plus, recruiters can offer guidance on candidate sourcing and can assist with candidate engagement, increasing access to top talent further.

Contact PrideStaff Bend Today

If you’re ready to see how a recruitment agency in Bend, OR can make navigating a sansdemic easier, PrideStaff Bend wants to hear from you. Contact us to learn more about our services today.

The Key To Embracing Diversity and Inclusion in Las Vegas Workplaces

Your Las Vegas company isn’t very diverse. While you realize this isn’t ideal, you’re not convinced it’s actually that big of a deal — but in reality, it’s a huge problem.

It’s time to embrace diversity and inclusion at your workplace, and the key to that is to truly understanding its importance. Here’s four benefits your company will realize by making diversity a priority at your company.

Increased Creativity

Great minds don’t always think alike. When most — or all — of your employees come from similar backgrounds, they tend to have similar thought processes. This can make it difficult to come up with new ideas, because no one is able to add fresh input to the mix. Conversely, a diverse group of people is able to use their differences to come up with concepts that are truly unique.

Improved Cultural Awareness

When employees work alongside people just like them, they’re unable to gain an understanding of other cultures. A diverse team gets to learn from one another, which promotes personal and professional growth. This helps people better relate to and understand those who are different from them. Your products and services will benefit from this, because they’ll be made to appeal to a much broader audience.

Lower Levels of Turnover

No one wants to feel like an outcast at work. If you’ve tried to make a few diverse hires here and there, but people quickly resign, this is a problem. Basing a hiring strategy on the philosophy of diversity and inclusion increases turnover, because it provides people with a sense of belonging. When employees find a company where they feel comfortable and can be themselves, they tend to stay put.

Enhanced Customer Satisfaction

Las Vegas is a cultural melting pot. If your company isn’t diverse, you’re likely turning customers away. This could mean your marketing strategy isn’t inclusive, because your staff doesn’t know how to reach many of your customers. It could also mean people don’t feel comfortable coming to your business, because employees all appear to come from a mold they don’t fit.

Build the Right Team

Need help incorporating diversity and inclusion into your hiring process? PrideStaff Las Vegas is here to assist. Contact us today to discuss a partnership!

How to Set Healthy Boundaries at Work

At work, you want to be a dependable, go-to employee that delivers reliable performance. At the same time, you don’t want to get overloaded with additional tasks, helping others get their work done, and constantly changing goals. How can you set healthy boundaries in a way that’s good for your career and your life? Here are some tips to keep in mind.

Know your priorities.

At work, you have obligations that have to be met and jobs that must be completed. You also might have tasks that would be nice to get done but aren’t urgent. Make sure you know your priorities and handle them first. This way, you won’t be left scrambling or stressed if something unexpected happens. In addition, if your plate is full of these priorities, then you know it’s time to say “no” to additional asks or talk to your boss about re-prioritizing your assignments.

Delegate where you can.

If you have items on your to-do list that someone else can handle, ask them to take it on. You might need to get permission from your boss, but doing so will not only clear your schedule for more important jobs but also help you to focus without stressing about your workload. You’ll be able to maintain a reasonable workload and have the energy and drive to handle it all.

Create a plan.

Before the end of the day, make a plan for the next day. Write down your tasks and goals and prioritize them so you know what you have to do and when. This might need to be revised during the day. However, it gives you a big-picture look at what you need to get done and if you have more time or room to take on more.

Take breaks and vacations.

One of the biggest factors that can lead to burnout is not taking breaks or vacations. Some employees think they are sending the message of just how committed they are. But actually, in the long run, they will face burnout that can derail their career. So, when it comes to keeping boundaries, make sure that taking time off is part of your plan.

Set limits at home.

If you struggle with taking work calls after hours and checking emails, then this can cause issues with your personal life. Sometimes, these are urgent and must be addressed. But in most cases, they can wait until business hours. So, set boundaries and request that only urgent matters be communicated outside of work hours.

Looking for a job that can help you maintain healthy boundaries?

Turn to PrideStaff. We’re a leading Phoenix employment agency and specialize in connecting with smart, driven professionals with rewarding job opportunities. Let us do the same for you! Search our jobs now.