Negotiating Your Salary At A New Job

Once you have successfully made it through the job search process and receive an offer, there is one final, yet often intimidating step: negotiating your salary. When you are excited about an opportunity, it can be tempting to simply accept whatever compensation the employer offers. However, you are in arguably the most advantageous position you will ever be in at this stage. It is crucial to advocate for yourself so you are receiving maximum pay. Check out these tips for negotiating your salary at a new job:

Have the Right Mindset

Go into the interaction with a positive attitude. Remember: negotiating isn’t about “winning” – it’s about working together with your new employer to ensure a mutually satisfactory offer. Throughout the negotiating process, make it a point to be pleasant and express how appreciative and excited you are for the opportunity.

Know Your Worth

Do your research so you have a clear understanding of your market value as an employee. Look up the average salary ranges for your industry, geographical location, years of experience, job title, and any other relevant factors. This will give you a baseline of what range the employer should be offering you. If the salary they bring to you is significantly below the market value, having research to refer to can help you make an objective case for asking for more.

Support Your Claims

An effective tactic for negotiating for a higher salary is to clearly demonstrate how the company would benefit from having you as an employee over a candidate who would accept a lower offer. Support your claim that you are worth a higher salary by highlighting the value you would provide to the employer. For example, if you have quantifiable metrics that demonstrate your previous success (such as making recommendations that cut costs by XY%) or additional technical certifications, include that information as you ask for a salary figure.

Think About Other Benefits

Don’t focus solely on salary – think about other benefits that could provide value to you that you could request. Consider what perks would be most appealing to your work-life balance or could save you money. This could include additional vacation time, remote work, or adjusting your schedule. Employers often have more flexibility in this area, even if their budgets don’t allow for higher salary offers.

Rehearse Your Delivery

There is a lot on the line during the salary negotiation, and the last thing you want is to either settle for significantly less than you deserve (which can hold back your earnings potential for years to come) or come across as overly aggressive and leave a bad impression. Once you have narrowed down the salary amount and/or additional benefits you would like to negotiate for, rehearse your delivery.

Come up with an upbeat opening (i.e., “I am so excited about this opportunity.”). Then, lead into the amount you want based on your research/qualifications (such as, “According to current market value research, a salary of $XXX would more closely align with industry standards. With my [insert achievements and/or qualifications] I feel I would be a valuable asset to the company. Would you be able to amend your offer to be closer to this amount?”)

Explore New Opportunities

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.

A Few Simple Tips on How to Improve Phone Etiquette When Speaking With Customers

As a customer care professional, you represent the front lines for your employer. You are the main human contact between the firm and its customers. As a result, your ability to handle difficult situations and deliver an excellent experience makes a big difference for your company — and for your career.

There is a downside to this dynamic. A poor performance can damage your company’s reputation. Studies show that customers often complain about a lack of effectiveness, a lack of speed, and a lack of accuracy when dealing with customer service reps. Your goal is to cut down on these problems while maintaining an upbeat, positive demeanor.

It’s not always easy. No wonder that almost half of the people working in customer service quit each year. This comes as eight out of 10 reps report dealing with verbally abusive customers. It’s often a tough gig, which requires training and practice to master.

If you’re looking to stick with customer service for the long haul, here are a few simple tips on how to improve phone etiquette when speaking with customers:

Stay Calm

We get it. Callers can become frustrating. Running through an eight-hour shift of argumentative customers can push your nerves to the edge.

However, you need to stay under control. A calm, professional demeanor will keep situations from escalating. You’ll become a better brand representative and your day will ultimately proceed more smoothly.

Become a Partner

Yes, you work for the company. But you’ll get more engaged in your job if you view yourself as an advocate for the customers calling in. Think of yourself as their partner, a guide through the policies of your employer. This will put you and the callers on the same side, helping you to find the best solutions to every situation.

Use Active Listening

As part of your role as an advocate, active listening becomes a crucial component of the process. This skill will help you understand your customers’ circumstances. With this knowledge, it gets easier to find an answer to their issue.

Make a Connection

As you engage in active listening, look for opportunities for empathy. By connecting with customers, you defuse tense situations and build a rapport that will help achieve both your goals. At the same time, you create a better experience for both you and the caller.

Provide Transparent Communication

Let callers know what is happening during each step of the process. Remember: they can’t see what you’re doing. Silence can become a frustrating gap for a distressed customer.

Know Your Products

The deeper your knowledge of your firm’s offerings, the better help you can give. You’ll have the details necessary to deliver innovative troubleshooting. Meanwhile, the process of solving problems will go quicker when you have an intricate understanding of the available options.

Understand the System

Beyond the products themselves, a firm grasp of the customer-care system will ease your task. A strong proficiency with the company organization and the potential alternatives available to help customers will further enhance your ability to find the right steps to resolve an issue.

Maintain an Upbeat Attitude

Your demeanor sets the tone for the conversation. Callers will often enter the situation with a negative attitude. It’s your job to counteract this by maintaining an upbeat, optimistic approach.

Know When to Ask for Help

You can’t solve every problem. Some situations will require intervention from a manager or a collaboration with other parts of your organization. Understand when you need help and ask for the assistance required to respond optimally.

Contact PrideStaff Bend Today

Looking to develop your career in the customer care field? A top recruiter, like PrideStaff Bend, can put you in the best situations available. Contact PrideStaff today to land the perfect job for you.

Ask These Questions to Ensure a Core Value Alignment with Potential Employees

Employers who look for strong cultural alignment between potential hires and their own organizations tend to have the best recruitment results and ultimately, the most successful business outcomes. The most effective employees understand how to complete tasks within the context and culture of their companies, so by assessing the core values of job candidates, you help to ensure this critically important fit.

• When new hires fit a company culture, they quickly feel at ease, come up to speed, and mesh with their coworkers. Shared ideals cement these relationships.
• There’s a positive domino effect. Shared values lead to higher morale and engagement, which in turn leads to enhanced productivity. And, engaged employees are less likely to leave your company; rather, they choose to further their careers within your organization.

Ask the Right Questions

You should showcase your company core values throughout your hiring process, from your website and job descriptions through candidate screenings and interviews. Based on your organization and its unique culture, design interview questions that best reflect the attributes you’re looking for. Here are four examples:

“Tell me about something you’re learned during the past six months.”

A lifelong commitment to learning is a highly desirable trait in virtually any industry or role. This question not only addresses that quality, but also assesses a candidate’s curiosity, perseverance, humility, and willingness to collaborate with others and be open to new ideas and direction when necessary.

• Ask about something a person has recently learned and/or give them a pre-interview task to complete. Then, have them walk you through the process.

“Outside of your educational and work experience, describe something that has helped shape you into the person you are today.”

To respond to this question, a candidate must reach beyond their education and professional roles at life experiences that have influenced them and accurately reflect their personality.

“Describe your most noteworthy technical achievement.”

This question helps determine if a candidate has both the skills and values to succeed at your company. How they speak about their previous technical accomplishments and related work experience can reveal a great deal about how they would perform, as well as mesh with colleagues, at your workplace.

“Describe a situation where you’ve worked successfully as part of a team.”

Be on the lookout for a candidate to respond to this question by elaborating not so much on their own personal contribution, but on how they collaborated, shared credit, and achieved desired results while working in tandem with others. Be sure they can back it up with a solid, real-life example and ideally, the numbers to make it impressive.

PrideStaff Modesto can help you design the right hiring blueprint for your company, and then source, hire and retain talent around it. Whether your needs call for temporary, contract, temp-to-hire or direct hire recruitment, we’ll ensure that you see only candidates who meet or exceed your requirements and qualifications. Reach out to us today to learn more.

What Qualities Should You REALLY Be Looking For in a Candidate?

Hiring a new employee is a huge deal, so you want to do everything in your power to get it right. In the past, you focused heavily on hard skills — i.e., job-specific abilities learned in school, training or in a similar position — but this hasn’t produced the best results.

You want to do things differently this time, but you’re not sure which qualities to seek out. Hard skills are definitely important, but they can be learned on the job.

As long as the candidate has at least the basic abilities needed to succeed in the position, it’s best to focus on their soft skills — i.e., personality traits. Since these are largely innate, they’re much harder to change. Here’s a few to seek out in the ideal candidate.

Five Qualities Must-Have Qualities For a New Hire

Good Communicator

A candidate might be the smartest person in the room, but if they can’t properly communicate, they won’t be an asset to your team. Good communication skills cover a wide realm, including the ability to know their audience, listen to others, succinctly explain their ideas, maintain a friendly tone and show respect to others. This covers both oral and written communication, as both are essential to most jobs.

Motivated

No one wants to hire a lazy employee. It’s important for candidates to be driven because this will directly impact both the quality of their work and productivity. Plus, if they’re not motivated, it will impact the entire team. Other employees will have to pick up their slack, which will almost definitely lead to tension and decreased levels of job satisfaction.

Dependable

Hiring an employee you can’t rely on will be problematic in more ways than one. From being able to count on them to come to work on time to not having to worry they’ll submit assignments by their deadline, you need someone who is consistently dependable. If they’re not, you’ll always be on edge, wondering if they’ll come through or put the team in a tough situation.

Flexible

Your company is a hectic place where no two days are ever the same. Therefore, you need a new hire that has no problem going with the flow. This might mean having to switch gears and prioritize a different project on little notice or staying late to finish up a report, so it can be submitted on time. Anyone who has trouble being flexible will be difficult to manage.

Team Player

It’s cliché, but there really is no “I” in team. This means you need a candidate who is willing to pitch in wherever they’re needed for the good of the company. They might have to complete a task that isn’t technically their responsibility or work extra hours to cover for an absent colleague, but they’re willing to do so with a smile.

Make Your Best Hire Yet

If you need to fill an open position on your team, PrideStaff Las Vegas wants to help. Contact us today to discuss a partnership!

How Cognitive Diversity Can Make Your Team Brighter

The past few years have been challenging for every business. However, those with a cognitively diverse workforce are weathering these storms and thriving. If you’re thinking about the potential obstacles ahead, make sure you’re facing them with a diverse workforce. Here’s what you need to know.

What is Cognitive Diversity?

Cognitive diversity means diversity in terms of how people process information. It’s not based on gender, age, or ethnicity, it’s instead based on perspective and the way people think, engage with others, and process situations.

When everyone on your team thinks the same way, for instance, it’s harder to solve problems. However, when you have cognitive diversity within your staff, you’re more likely to innovate and solve problems, faster. According to Harvard Business Review: “Cognitive preferences are established when we are young. They are independent of our education, our culture, and other social conditioning.”

It’s why a group of employees might not be able to solve a problem quickly. However, a group of siblings – each with the same upbringing, yet a different approach to the way they think – might actually come up with a better solution, faster.

How Can You Hire for Cognitive Diversity?

It’s not easy since it’s hard to look for. Even if you hire employees who come from a broad range of demographics in terms of age, gender, and ethnicity, this does not guarantee cognitive diversity. There’s also a hiring bias. You might find yourself gravitating towards those who think the same way as you, hiring a homogeneous, like-minded workforce in the process.

To overcome this obstacle, you first need to be aware of it. Also, look for those candidates who question the status quo, face challenges and situations in a different way than you would, and voice opinions that may stand apart from your own. Don’t be afraid of candidates who think differently from you.

For your employees, encourage them to be authentic and share their true thoughts and ideas. When you embrace different modes of thinking, people will be more likely to reveal them to you. It might take time to create this sort of safe haven that welcomes cognitive diversity. However, you’ll build a stronger, smarter workforce when you do.

PrideStaff Can Help You Hire Smarter.

With the recruiters at our Phoenix staffing agency, we can help you source, screen, and hire employees who add value, think creatively, and make a difference to your bottom line. Contact us today now to learn more.

Useful Ways to Get Remote Employees To Work Together As a Team

Managing remote employees requires a different strategy than an in-person environment in order to facilitate productivity and collaboration, while also cultivating a positive culture. Although remote work can be advantageous for employees due to having autonomy over their work environment and being able to focus without common workplace distractions, there is a common obstacle managers need to take steps to prevent: employees feeling isolated and not connected to the team. Check out these useful ways to get remote employees to work together as a team:

Create a Space for Interaction 

The quintessential office “water cooler” conversations during which employees make personal conversation is actually a vital part of building a sense of belonging. Remote employees often do not have an opportunity to have this time for informal talk unrelated to work topics. Create a space for interaction, such as a group Slack channel that is strictly for fun, and encourage your remote employees to chat. You can also intentionally build in time for chit-chat into your team meeting agendas so your employees can connect on a more personal level. 

Establish a Standard Communication Protocol

There are a variety of technology platforms that can be used for communication for remote work, so it’s important to get everyone on the same page to make it easier for them to work together. Establish a standard communication protocol to give your remote employees guidelines on how to collaborate. For example, let everyone know that email is the preferred method for regular outreach, while instant messages are best for urgent, time-sensitive manners. If a significant portion of your employees’ work is project-based, consider investing in project management software or other collaboration tools that allow them to interact with and store information on specific projects in one space. 

Host Remote Social Activities

Often the most effective way to help employees work together as a team is to get them to engage with one another in situations that are completely unrelated to work. Since popping out for a quick team lunch isn’t as feasible for remote work, be intentional about hosting remote social activities. For example, a virtual coffee break in which everyone videoconferences and enjoys their beverage of choice, playing team games together online, or having everyone stream the same movie or television show as a virtual viewing party. 

Attract Top Talent 

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

Simple Steps to Better Manage Your Team

As a manager, you’re responsible for achieving business goals while at the same time, prioritizing the ongoing well-being of your team and each of its members. It’s not always an easy balance, but maintaining it is rewarding, not to mention essential to your own success as well as that of your company.

There’s a lot on your plate. You need to juggle overseeing your team or department day to day, acting as a liaison between them and senior leadership, creating short-term goals and a long-term vision for your team that aligns with your company’s mission, and working to make daily operations more efficient and effective. Add to this tracking team progress, noting areas for improvement, hiring and training new team members, and in many cases, working directly with clients or customers. Phew!

How can you be not just good enough, but great, as you advance your role as a manager and your career?

Qualities of an Effective Manager

Here are a few tips on how to be the manager your employees want and your company needs:

• Communicate regularly and well: Perfect your written and verbal communication skills, including active listening and how to give and receive feedback that will benefit your team and your organization.
• Show empathy: You can’t always solve the problems of everyone on your team, but you can be a sounding board and do whatever possible to make things easier. Simply showing that you truly care is a great start.
• Set SMART goals: They will help you and your team focus on what’s most important and establish the right expectations. SMART stands for goals that are specific, measurable, attainable, relevant and time-bound.
• Advocate for your employees’ growth and development: Most people want to learn and improve themselves. When you support this as a manager, the result is happier, more loyal and productive employees.
• Have people’s backs: Advocate for your employees’ resource needs and remove as many barriers as possible as they try to do the best work possible.
• Never lose your integrity: Always act ethically, even when it feels challenging or overwhelming. You will not only set a good example for others, but you can look at yourself in the mirror at the end of each day and feel good about it.
• Celebrate milestones and achievements: Acknowledge individuals as well as your full team for their accomplishments. This shows that you see and value their contributions, which will help them stay invested and engaged. Use private messages or more public recognitions as appropriate – and depending on what works best for the employees involved.

To work on all these tactics and for additional insight on being the best manager you can be, consider partnering with the professional career coaches at PrideStaff Modesto. We can help you achieve and exceed your goals in your current role, or find your next great opportunity as you nurture your professional career. Reach out to us today to learn more.

How to Avoid a Scary New Hire

One wrong move can cost you when it comes to hiring. A poor-fit employee can impact morale, productivity, customer retention, and more. It can also be a headache and a hassle. Instead, hire the right person from the start.

Here are 6 ways to avoid a scary hiring mistake this Halloween season and all year long.

#1: Look at past hiring mistakes.

If you’ve made a mistake with hiring in the past, identify where things went wrong. Maybe you bypassed checking references or credentials. Or perhaps the person wasn’t a fit for the pace or culture of the company. Whatever the issue, find out what it was, so you don’t make the same mistake twice.

#2: Don’t skip steps.

Though you want to hire someone quickly, don’t be tempted to skip steps, such as calling all those references, performing background checks or conducting skills testing. You’ll be glad when you do make a hiring decision, knowing it can be made with peace of mind. Plus, all the steps will help you to identify discrepancies and warning signs, so you can take heed and avoid the wrong candidate.

#3: Create a list of warning signs.

When you’re screening resumes or performing interviews, be aware of some common red flags of a poor hire. These include a generic resume or vague interview answers, poor body language during the interview, or differences between their resume and their interview answers. Also, if a candidate is late, dressed improperly, or seems impatient or irritable during the interview, these are more indications you should steer clear.

#4: Test your top 2-3 choices.

Don’t hire without testing your top-pick candidates. This includes anything from formal skills testing to giving each candidate a homework assignment, so you can assess the quality of their work. If it wasn’t clear which individual is the right fit, this will give a stronger indication, so you extend the offer to the best-fit person.

#5: Ask for advice.

Don’t hire on your own in a vacuum. Instead, make sure others are involved in the process. They can ask questions you might not think of, or spot a strength or weakness that wasn’t apparent to you. Their perspective can also be an invaluable way to make a choice between two strong candidates.

#6: Test a candidate out.

Rather than extending a full-time offer, extend an offer for a week or a month, so you can see the person on the job and in your environment. This can further help you ensure you’re not making the wrong choice when you hire.

Need help making great hiring decisions?

PrideStaff is here for you with our recruiting team, serving Tempe, Phoenix, and other nearby areas. We can connect you with skilled and qualified individuals, so you can focus on other priorities, all while hiring faster, better, and smarter. Contact us today to learn more.

Who Should You Choose for Your Job References?

Hiring a new employee is a big deal for a company, so they want to learn as much as possible about their top-choice candidates. This means you can expect to be asked to provide a reference list if you’re being seriously considered for the job.

It’s best to have this list ready well before the interview, so you’re ready to hand it over upon request. The people that you choose to speak for you can literally make the difference between getting the job or not, so take this into careful consideration.

On the surface, it might seem obvious to choose friends and family, as they’re always eager to sing your praises — but don’t . Unless you’re specifically asked to provide character references, employers always want to hear from people who know you in a professional capacity.

Here’s a look at the best types of professional references to list.

Three People to Choose as Your Job References

Former Manager

Assuming you have a good relationship with a previous boss, this is the best type of reference. No one can speak to your work better than a former manager, and the fact that they think highly enough of you to help you get a new job says a lot. This will impress a potential employer, because they’ll assume you’ll also have a positive relationship with your new manager.

Former Colleagues

No one wants to hire someone who doesn’t get along with their peers, so having a former colleague vouch for you will look really good. Potential employers will like this, because they’ll be able to find out what it’s like to work alongside you and learn more about your skill set. Their words will hold a lot of weight, so make sure you can trust this person to speak highly of you.

Teacher/Professor

If you’re relatively new to the workforce, asking a favorite teacher or professor to serve as a reference is a great idea. They’ll be able to discuss the skills you learned in their class and the kind of student you were. This is important, because it can offer telling insights as to the kind of employee you would be.

Get the Job You Want

Ready to find a great new job that makes you truly happy? PrideStaff Las Vegas is here to help you find the perfect fit. Contact us today to find out what we can do for you!

Here’s How to Find Better Work/Life Balance Heading into Fall

Many workers struggle with feeling as though their lives are dominated by their jobs. With technology making it so easy to always be accessible, it can be challenging not to let work creep into your personal time. However, lacking a balance between work and life can cause chronic stress and lead to burnout, exacerbate health issues, and affect your relationships. Here is how to find better work/life balance heading into fall:

Work on Letting Go of Attaining Perfection

Striving for perfection is often the root cause of an unhealthy work/life balance. It can make you work too many hours because you feel you must always be available or get more and more done. Work on letting go of attaining perfection. Review your current expectations you have for yourself, and see if you can reduce them a bit to be more manageable and realistic. 

Set Clear Boundaries Between Professional and Personal Time

It is crucial for work/life balance to have defined parameters for when your workday is over. Set clear boundaries between your personal and professional time. Avoid checking work email while at home or tackling work tasks on the weekends or other days off. 

Practice a Healthy Lifestyle

You are in a much better position to effectively handle work stress and not let it impact your personal life if you take care of your mind and body. Practice a healthy lifestyle by getting enough sleep, eating balanced meals, incorporating movement into your day, and making time for hobbies or leisure activities you find therapeutic. 

Commit to Taking Time Off

There is a misguided notion among many workers that forgoing their breaks during the day and not utilizing sick or vacation days means they are simply being hardworking team players. Unfortunately, this tends to be counterproductive and more likely to result in fatigue that leads to overall lower productivity and less accurate, lower quality results. Commit to taking time off throughout your workday and for longer periods away from the workplace. You will come back recharged and ready to work more effectively. 

Have a Conversation With Your Manager

If you are feeling overworked, consider whether it is because of self-imposed assumptions that you think your boss expects of you. Have a conversation with your manager to determine their expectations and priorities. You may find that you have inaccurately thought they wanted more out of you than they do. However, if the conversation does not go well and you feel that the expectations of your role do not allow for work/life balance, that may be a sign that it is time to change jobs. 

Find New Opportunities 

If you are interested in starting your job search, team up with PrideStaff Akron to explore the possibilities. We work with employers in the Akron area for their hiring needs and can match you with the job opportunities that best fit you. Search our database of current available jobs.