How to Streamline Recruitment Processes and Minimize Costs

The average cost to hire a new employees is about $4,000, as reported by Glassdoor, as industry experts discussed onboarding best practices. Of course, hiring costs can vary greatly according to specific positions. And replacing employees can result in even bigger hits to your recruitment budget.

Here are some tips to help save time and money while ensuring that you hire and retain the best talent:

Write winning job descriptions.

Candidates spend an average of 14 seconds reading a job posting – so make sure yours grab their attention quickly, and hold on to it long enough for them to apply. Keep job descriptions brief and to the point, with clarity in titles as well as all other content. Salary transparency is also very helpful, as it builds candidate/employer trust early on.

Build a talent pool.

As you recruit, build your bench strength of qualified, engaged candidates who either weren’t quite the right choice for a particular position or already work at your organization in another capacity. Have these contacts handy for when you do need them. By pre-qualifying them, you can make your hiring process much more cost efficient in the long run.

Start an employee referral program.

Your best brand ambassadors are often already under your roof. Employee advocacy can be an extremely powerful tool to help you attract professionals who genuinely want to work for you and have a mindset similar to your current high performers. Employee referrals eliminate many time-consuming steps, such as initial resume screenings, ad postings, and cold calling.

Optimize your career site.

Your website is one of the pillars of your recruitment marketing strategy. Be sure your site is clean, mobile friendly, and constantly up to date. This is your own real estate: you have complete control. So, invest in keeping it fresh and simple to use.

Use social media to your advantage.

Another pillar supporting your hiring success is effective use of your social media platforms and presence. The shareability of social posts means friends and contact of your company and its employees and other stakeholders are more likely to grab the attention of desired candidates. Use various social forms to offer a realistic, compelling peak into your day-to-day operations, vision, and the type of people who succeed at your company, as well as links to job postings and your website.

Automate your processes.

While you never want to remove the “human” from “human resources,” you can save time and money by automating many of your more routine talent management functions. An Applicant Tracking System (ATS) is just one example. It lets you  use software to handle such tedious tasks as screening hundreds of resumes as you narrow down your candidate field. Another option is conducting video interviews, which help standardize your process, filter applicants, and reduce the time spent on each candidate.

For additional tips on streamlining and improving your talent management processes, contact PrideStaff Modesto today.

Have You Kept Your Career New Year Resolutions?

With summer wrapping up and autumn just ahead, now is a good time for a career check-up. If you set goals at the start of the year, where are you in terms of achieving them? Has your situation changed, or are you on track toward meeting your end-of-year objectives? Whatever the case, here are some steps for performing a check-up on your career resolutions, so you can get ahead.

Step #1: Re-prioritize goals.

Read through your career resolutions and makes sure they are still in the right priority order. If not, modify your resolutions to ensure they reflect where you are currently. This will help to ensure you complete 2023 without losing focus and in a strong place.

Step #2: Measure progress.

If you set career goals and are working toward achieving them, now is a good time to check your progress. Are you meeting deadlines? Have timeframes changed due to an unexpected event? Are your goals different now than they were six months ago? Make changes to your plan, so it’s completely up to date.

Step #3: Be honest with yourself.

Don’t set a goal you know you won’t achieve. This will set you up for failure and disappointment. Instead, if you have a resolution and it’s clear you won’t accomplish it by the end of the year, revise it. Perhaps you need to break the goal into smaller pieces so it’s easier to achieve. Or maybe something unexpected got in the way and you simply need to rework the timeframe.

Step #4: Ask for accountability.

If you haven’t already, ask your spouse, partner, friend, or family member to help you achieve your goals. Tell this person about your goals, which will make you more accountable for achieving them. If you keep them to yourself, it’s easier to lose sight of them and avoid making progress in meeting them. This person can also serve as a source of encouragement and support during the process.

Step #5: Reward yourself.

If you realize you’re in a great spot and on track toward achieving your career resolutions, then congratulations! Treat yourself to something special. You earned it.

If one of your 2023 career resolutions has been to find a new job, and that hasn’t happened yet, turn to PrideStaff for help. We’re a leading employment agency serving candidates in Phoenix and Tempe, connecting them with great-fit jobs. Let us help you too! Search our jobs now to get started.

The Benefits of a Mentor-Mentee Relationship in Your Career

If you want to boost your career, consider getting a mentor or becoming one yourself. Mentorship is not a one-way relationship – it can help out both the mentor and the mentee in a variety of ways. Check out the benefits of a mentor-mentee relationship in your career:

Benefits of Having a Mentor:

Career Progression

A mentor who has had a career path you would like to emulate is such a valuable source of information based on their own experience. You can learn from them how to best approach your professional development for your desired career progression, such as specific skills to develop or tips for landing a promotion, and ask for constructive feedback so you can address your challenges and build on your strengths.

Practical Advice and Guidance

Mentors can provide you with practical advice on how to achieve your professional goals, but they can also offer guidance for navigating office politics or other interpersonal situations in the workplace. They can be a support system for holding you accountable and keeping you motivated during the more challenging times. 

Professional Networking

It can be difficult to make professional connections when you are in the early stages of your career. A mentor can introduce you to their colleagues or acquaintances in their network, which may lead to job leads or referrals in the future. 

Benefits of Being a Mentor

Soft Skills Development

When you are serving as a mentor, gives you a chance to develop soft skills, such as collaboration, communication, active listening, and leadership. This will build your self-confidence and help make you more marketable for promotions or new jobs in the future, especially if you don’t have much management experience. 

New Perspective 

Whenever you have the opportunity to interact with people who come from a different background from you, it can be an enriching experience. A mentee who is younger and less experienced professionally than you can bring you a new perspective that you can gain insight from which can help you to be innovative. 

Personal Satisfaction

Serving others can be gratifying and make you feel like you have made a meaningful contribution to their lives. Being a mentor can give you a sense of personal satisfaction, knowing that you have inspired another person and provided valuable information to help them. It can also renew your passion for your line of work, and improve your own professional satisfaction as well. 

Find the Right Job for You

Get your job search started with the help of PrideStaff Akron. We work with area employers to fill their open positions and can connect you with opportunities that are best for your needs located in Akron. Search our current available jobs to get started.   

Strategic Staffing: Maximizing Success Through Collaboration with a Las Vegas Staffing Agency

Your company is already successful, but you feel like there’s a lot of untapped potential. Staffing issues are big part of the reason you’re not seeing the results you want, so you’re thinking about teaming up with a local Las Vegas staffing firm.

This is a great idea, because your recruiter will help you create a strategic staffing plan that supports your company’s continued growth. Here’s a look at some of the key actions your staffing partner will guide you through.

Four Steps to Create a Strategic Staffing Plan

Set Goals

You have big plans for your company, but you need the staff to support them. Setting objectives is the first part of a strategic staffing plan, because you’ll use them to create a team composed of both the right number of people and the right skills. These goals will serve as a guide throughout the planning process, so work with your recruiter to ensure the objectives are ambitious, yet realistic.

Determine Staffing Needs

After deciding what you want your team to achieve, your recruiter will help you specify the types of positions and skills that will make your goals a reality. Many of these positions will likely already be part of your company, but others may need to be newly created.

Conduct a Gap Analysis

When it’s been determined exactly what positions — and skills — need to be part of your team, your recruiter will help you analyze where your staff is currently at. Some people might need to move into different positions, others may need to learn a few new skills and you’ll likely need to hire some outside talent as well.

Don’t panic, as this won’t need to happen overnight. Your recruiter will help you create a timeline that aligns with your objectives. They’ll also work with you to determine which positions need to be a full-time part of your team and which can be included on a temporary basis.

Make Changes as Needed

Your strategic staffing plan is never set in stone. If you exceed your goals faster than expected or decide to go in a different direction, your recruiter will help you make adjustments.

It’s really as easy as it sounds, so enter into a staffing partnership today and prepare to watch your company thrive.

Set Your Team Up For Success

Ready to build the best team you’ve ever had? PrideStaff Las Vegas is here to make that a reality. Contact us today to start creating a strategic staffing plan that gets results!

The 4 Best Ways to Promote Your Jobs to Candidates

If your company is like most, you’re focused on what kinds of skills and experience you need from a candidate when hiring. However, in today’s competitive marketplace, top talent is in demand. As a result, you also have to promote your position in a way that attracts and appeals to them. Otherwise, you’ll wind up with second-choice candidates and new hires.

To help you in the process, here’s how to position your opportunity and promote it to candidates so your top pick accepts the offer.

#1: Ask your team.

Your first stop should be to your employees. Ask them about what they like most about working for the company or in their roles. This will give you a clear sense of what to focus on during the candidate search, whether it’s your company culture and leadership, challenging assignments and interesting work, or a unique office environment.

#2: Identify what makes your jobs appealing.

Do you pay for employee gym memberships? Do you offer the ability to work from home or on a hybrid schedule? Are your healthcare or retirement benefits better than your competition’s? These are areas to promote in the job description and during the hiring process so you attract the best people.

#3: Focus on values.

Another area to focus on during the hiring process is company values. What do they look like, and how do your people live them out each day on the job? You can promote these on social media, the company website and blog, and in other ways, such as job postings. Even better, feature employees talking about these values and what they mean to them.

#4: Offer a simple candidate experience.

If you’re a great company to work for, yet your hiring process is long, complicated, and cumbersome for candidates – or you don’t return their emails or phone calls – it sends a different message. Make sure the process is simple and straightforward for candidates. This will reflect well on your company brand and can lead to a great new hire.

If you need help hiring for your company, turn to PrideStaff. We’re a leading staffing agency serving companies throughout Tempe, Phoenix, and nearby areas with a range of staffing services. We can make the process easier, more efficient, and more effective for you! Contact us today to learn how.

Career Paths in Production Management and Manufacturing Engineering

The manufacturing industry has a variety of professional possibilities with an in-demand and well-compensated. Being involved in making a product develop from a plan to a physical reality can be highly rewarding. Although there is a wide range of jobs in the manufacturing field, two of the main categories are production management, which is involved in the hands-on process of making a product, and manufacturing engineering, which is the higher-level designing and planning aspect. 

Learn more about possible career paths in production management and manufacturing engineering:

Production Management Overview

Roles in production management are responsible for overseeing production processes to ensure the accuracy, efficiency, and safety of production plans. They involve monitoring employee performance, equipment functionality, production data, budget, deadlines, and other logistical details related to specific projects.

Careers in Production Management

Production management careers can range from being in charge of managing the entire production process for a manufacturing company to meet its production output goals to leading specific departments within a manufacturing plant. Entry-level positions related to this role may include assistant manager or plant manager. 

Requirements

Production management jobs require technical experience with equipment and manufacturing processes and knowledge of safety regulations, as well as soft skills like communication and collaboration, attention to detail, project management, critical thinking, and problem-solving. A bachelor’s degree is generally required, although some places may allow for production line experience and certification programs. 

Manufacturing Engineer Overview

Roles in manufacturing engineering are responsible for developing the technical systems and processes to manufacture products, such as machinery, assembly, and other tools. They involve designing specific methods for programs, hardware, and applications to make operations more efficient and effective. 

Careers in Manufacturing Engineering

Manufacturing engineer careers can range from a senior level that oversees engineering operations for an entire manufacturing company to more specialized products or processes. Positions that can progress to manufacturing engineer include industrial engineer or project engineer. 

Requirements

Manufacturing engineer jobs require technical experience with manufacturing production equipment and computer program design software, as well as strong organizational and time management skills and the ability to troubleshoot design and equipment issues. A bachelor’s degree is required, with a preference for a master’s degree and additional certifications. 

Explore New Opportunities in Akron, Ohio!

Get help with your job search by teaming up with PrideStaff Akron. Our team of recruiting experts can help you find new opportunities that are the best fit for your qualifications and professional goals. Search our available jobs to learn more.  

Upside of Cross-Industry Recruitment: Tapping into Transferable Skills During the Sansdemic

The sansdemic is putting a strain on employers in a wide array of industries, dramatically limiting their access to classically qualified talent. Fortunately, there are strategies that can help organizations overcome hiring difficulties.

One approach that’s worth leveraging is cross-industry recruitment. This technique involves assessing candidates with past experience in other sectors and identifying transferrable skills they possess that can provide your organization with value. By doing so, it can make your viable talent pool substantially larger.

Here’s what you need to know about cross-industry recruitment:

How to Tap into Transferrable Skills During the Sansdemic

First, it’s critical to understand that transferrable skills are any capability that’s not inherently job-specific. Instead, the related competencies are applicable to a wide array of positions and industries, allowing them to provide value to employers in a variety of sectors.

Many transferrable skills fall in the soft skill category. Communication, teamwork, problem-solving, and organization are prime examples. Similarly, tech-savviness is a cross-industry trait, as it means the candidate can learn new systems with relative ease.

Other characteristics can also qualify as transferrable skills. For example, a willingness to learn is highly valuable, as well as accountability and dependability.

When you want to find candidates with beneficial transferrable skills, consider the core traits required to handle the non-technical aspects of the duties and identify job seekers that possess the needed capabilities. Then, factor in the candidate’s passion for the opportunity, as a high degree of interest is usually coupled with a desire to learn and grow. Finally, factor in the training you are willing and able to offer. Once you do that, you can figure out which candidates have the right foundation, allowing you to choose a new hire that you can functionally mold into your perfect employee.

Additional Advantages of Cross-Industry Recruitment

With cross-industry recruitment, the focus is typically on transferrable skills that could apply to your company in a relatively direct way. However, there are other advantages to consider.

For example, selecting a candidate with an unconventional background means they have a unique perspective compared to other team members. Their expertise in other sectors could lead to innovations that would otherwise be overlooked simply because they’re used to examining situations from a different angle.

Additionally, skills not commonly required for the role could allow your organization to explore new ways of operating. Just because a skill doesn’t seem transferable based on how you operate today doesn’t mean that it can’t provide value if you adjust a procedure or implement new technology. In those cases, the other skills the candidate has could simplify a transition to a different way of doing business, essentially opening doors that were otherwise closed.

Contact PrideStaff Bend Today

Ultimately, cross-industry recruitment is powerful during a sansdemic, and it could lead to opportunities you couldn’t usually access. If you’d like to learn more or are interested in partnering with a recruitment agency to connect with more talent, PrideStaff Bend wants to hear from you. Contact us to learn more about our services today.

Career Development Made Easier: Leveraging Staffing Agencies for Professional Growth

You’ve been working hard your entire adult life. Despite that, you don’t really feel like you have a career. Admittedly, your work history is a bit all over the place, but you’re ready to change that.

To be honest, you’re not really sure what you want to do or how to even go about building a career. Thankfully, you don’t have to go it alone.

When you team up with a recruiter, they’ll take you under their wing and guide you through the process. Here’s what you have to gain from this partnership.

How Can Staffing Agencies Help You Achieve Professional Growth?

Make a Career Plan

You’ve held a wide-variety of jobs — some you liked and some you didn’t. This is great, because it gives you a better idea of the direction you’d like to head. Your recruiter will help you further narrow down your options, so you can start building a meaningful career. If you’d still like to try out a few new areas, that’s no problem. They can connect you with temporary opportunities that will give you the chance to briefly step into roles that interest you.

Learn New Skills Fast

Maybe you want to learn specific skills or perhaps you’re trying to change careers. Whatever the reason, you need to boost your resume in a short period of time. When you work with a recruiter, you can do this without gaining a reputation as a job hopper. As noted above, they can set you up with temporary roles that allow you to gain the experience you need in no time at all.

Expand Your Network

Who you know can majorly impact your career. Working with a recruiter can open all kinds of doors, because they’ll share their connections with you. Employers favor candidates recommended by a recruiter they know and trust, so this will give you a competitive edge.

Plus, if you’re looking for a temporary job, you’ll also be able to make a host of new contacts on every assignment. If you make a good impression, they’ll likely be happy to keep their eyes open for future opportunities that might interest you.

We’re Here to Help

Ready to take the next step in your career? PrideStaff Las Vegas is here to get you on the right track. Contact us today to find out how we can help you achieve your goals!

Do You Take Employee Engagement Seriously?

Employee engagement has a lot to do with value – which is, by definition, the worth, utility or importance of something, according to Merriam-Webster and other sources. And shared values are critical to employer/employee relations and ultimately, the success of your business.

Engaged employees:

• Are happy and excited to work for your company.
• Understand and value their roles and individual contributions to your success.
• Likewise understand and value your company mission, vision, goals and objectives. Note: It goes both ways: you understand and value theirs, too!

In essence, that’s what employee engagement is all about. It all adds up to a healthier work culture, which in turn contributes to increased loyalty, lower staff turnover, higher productivity and profitability, and better customer relations.

• When they’re engaged, employees become more energized and efficient, and tend to go above and beyond what’s expected of them. This has a natural positive effect on their mental health and well-being and spills over to influence those around them, including coworkers and customers.

The proof is in the numbers.

According to one recent Gallup study, organizations with highly engaged workers see an average of 20 percent higher sales than those where people are disengaged. In other research:

• Thirty-nine percent of employees said they would work harder if they were happy in their current roles.
• Sixty percent of workers would take a job they loved over one they hated, even if the preferred position paid only half what they would earn.

How to Build Engagement

These tips will help you build a culture of engagement at your company:

• Foster two-way communication. Have the tools, systems and resources in place to maintain effective communication, both formal and informal. This includes a focus on actively listening to your employees and giving them forums and media to share their ideas, suggestions, concerns and questions. Feedback needs to be open, honest, transparent and constant.
• Encourage your engaged employees to share their enthusiasm. People outside your company will trust their thoughts and recommendations more than any marketing material. Start an employee referral program. Beyond this, facilitate the sharing of information on social and traditional media.
• Recognize and reward people to reinforce desired outcomes. Have an organized program for this purpose and keep it relevant, vibrant and top of mind. Reward and recognition should be personalized and relevant. It can range from something as simple as an email or shoutout in a team meeting to a more expensive gift. Three words: Make it count
• Measure engagement frequently. Engagement surveys are great, but don’t let it start and stop there. For starters, don’t let survey results gather dust on a shelf or go to waste in a file. Respond to them – and either implement suggestions or explain why it’s not feasible. Also, use one-on-one meetings, exit interviews, and shorter, more frequent surveys to shore up your data.

For additional ideas on building engagement – and recruiting and retaining the workforce you need to keep your employer brand strong and vibrant – contact PrideStaff Modesto today.

Your Team Needs a Training Plan. Here’s How to Create One.

School’s still out, but that doesn’t mean your employees should stop learning. In fact, the more you invest in their development, the more productive, engaged, and satisfied they’ll be on the job. It’s truly a win for everyone. To help you get started in creating a training plan that actually works for your company and your team, here are some tips to keep in mind:

Tip #1: Talk to your team.

Before you get started, ask your employees for input. Are there certain areas they want to learn more about? Are there skills or technologies they want to explore and potentially become certified or more literate in? Are there areas where they don’t feel well-equipped? This feedback will be the foundation of your training plan.

Tip #2: Evaluate your needs.

Before creating a training plan, another area to focus on is your skill gaps and future hiring needs. This will inform you in terms of areas that employees need to be trained in. Be sure to evaluate the strength and weaknesses of each team and look for areas where you know you’re going to need more knowledge or more skilled people. This too, will help you identify where to focus on in training.

Tip #3: Check for compliance issues.

Another area to ensure your employees are trained regularly on involves compliance. For instance, require every new employee to read and sign the employee handbook so they understand what is expected of them. Also, offer regular cyber security training to ensure people at every level of your organization know how to keep confidential data safe.

Tip #4: Offer different mediums.

Offer a range of different ways to learn, from online learning to in-person or off-site opportunities. Not everyone learns or is engaged in the same ways. So it’s important to provide everything from how-to videos and informational articles, to live demos, webinars, brown bag lunch seminars, off-site conferences, and more.

Tip #5: Track efforts.

Once you have a training plan in place, track and measure the results. This will help you determine what’s working and what’s not, so you can make modifications where needed.

Do you need more tips on how to hire and retain talent for your team? Call the Phoenix recruiters at PrideStaff. We can help with everything from a staffing strategy to temporary and direct hire staffing to training and onboarding. Contact us today to get started!