Here’s How to Answer the Question, “What’s Your Expected Salary?”

One of the more challenging and potentially awkward aspects of interviewing for a job is the compensation discussion. It can be a lot of pressure to figure out a number that you are happy with and communicate your monetary value as a potential employee in a way that projects confidence without seeming arrogant. Learn more about the best practices on how to answer the question, “What’s your expected salary?”:

Do Your Research

To make your response as objective as possible, be prepared by doing your research ahead of time. Look up market value and salary trends for your line of work, geographic area, years of experience, and any other relevant factors. This will give you a baseline to determine what would be an acceptable figure to discuss, as well as to gauge if any offer is significantly under market value. 

Come Up with a Range

Once you’ve done your salary research, use it to develop a salary range that you can respond with when the interviewer asks for a salary amount you expect. This prevents you from inadvertently pricing yourself out of a job offer and gives you some room for negotiating versus having a rigidly defined set number. 

Pivot the Topic to Their Needs

When the interviewer asks you, “What’s your expected salary?” you can try to get a sense of what they want out of the position before you respond with your salary range. For example, “I’m looking forward to finding out more detail about the expectations of the role first, but I’m open to a salary that aligns with the responsibilities and the value I would bring to the organization.” Be aware though that some employers have strict policies about not disclosing salary though, so be ready with a backup response of the salary range you came up with from your research, i.e., “To my understanding, the market value for a job like this in our area is $XY to $YZ.

Highlight Your Qualifications

To give a persuasive response to the salary expectation interview question, open by highlighting your qualifications. For example, you can start out by saying, “Based on my experience and track record of success, I would like a salary in the $X to $Y area.” Not only does it answer their immediate question, but also reminds them of objective reasons you would be worth the investment. 

Discuss Flexibility 

Remember: your annual salary is not the only form of compensation that makes a major difference in your overall financial situation and lifestyle. Other factors, such as comprehensive benefits, generous amounts of paid time off, a flexible schedule, or remote work options, can offset (or even be more personally valuable to you) than just a larger salary. You can add to your response something like, “I am certainly willing to be flexible and am not tied to a particular number as long as the overall compensation is fair.” 

Explore New Opportunities

Are you ready to start your job search? Team up with PrideStaff Akron for help finding the new opportunity that’s right for you. We can match you with available positions that align with your professional goals and skills. Search our available jobs to learn more.  

How to Find an Accounting Job You’ll Love on LinkedIn

With about 800 million members worldwide, LinkedIn represents a crucial hub for any job search. As part of this, you’ll find plenty of opportunity in the accounting field, with hundreds of thousands of positions listed.

However, you can’t just cover your eyes and click. Finding the perfect accounting position comes with challenges, even with a powerful resource liked LinkedIn. To take on the task, you’ll need effort and strategy. You need to know the right steps to maximize your chances.

With that in mind, here are some tips to find an accounting job you’ll love on LinkedIn:

Make a Killer Profile

For many accounting positions, your profile will act as your introduction to a potential employer. That’s true even if you first made contact through other means, like an online application or a connection in your network. In those circumstances, the company will likely head to your LinkedIn page to determine whether to proceed with recruiting you.

As such, you should build the strongest profile possible. To acheive this, include all the experience and skills that you can. At the same time, leverage all of LinkedIn’s tools to put your best foot forward.

Use the LinkedIn Job Section

You can find jobs directly on LinkedIn. A simple search will allow you discover employers hiring accountants with your background and in the geographical area you prefer. You can apply directly, conduct research, and make connections. With this tool, you’ll significantly boost your chances of finding the perfect position.

Enhance Your Networking

LinkedIn was made to facilitate networking. As such, it pioneered the idea of combining the power of a social network with the age-old process of making professional connections. As a result, the platform offers a crucial tool for career development. It allows you to make contacts and to look for opportunities.

However, remember not to overdo your networking push. A scattershot approach has a tendency to alienate potential allies. Rather, make a plan for continual network expansion. However, don’t resort to spamming tactics.

Leverage LinkedIn for Networking 2.0

The value of a social media platform comes in part from applying digital tools to old-fashioned networking.  You can go beyond the limitations of a traditional approach. As such, you can use the tools on LinkedIn to expand your efforts to make connections and to develop your career.

Here are some options to consider:

  • Extend Your Network: Make connections on LinkedIn to keep building on your web of professional contacts.
  • Build Up Endorsements and Recommendations: Fast-track the reference process by using LinkedIn’s ability to add endorsements and recommendations.
  • Join LinkedIn Groups: As with attending industry conferences or belonging to professional organizations, you can accelerate your networking with groups on LinkedIn.
  • Target Specific Firms: Don’t wait for employers to find you. Select companies you admire and use LinkedIn as a resource to learn more about them.

Go Beyond LinkedIn

As we’ve laid out, LinkedIn offers a central tool as you look for your ideal accounting job. However, don’t limit yourself to a single platform. The site should represents a key component of an multi-vectored approach to career development.

Meanwhile, LinkedIn can enhance and expand efforts in other areas. For instance, building a profile on the platform will assist your efforts in crafting the perfect resume. Meanwhile, your traditional networking efforts will feed into and branch off of your LinkedIn-centered endeavors.

Along with LinkedIn, use other means to drive your accounting career forward. This can include:

  • Traditional online searches
  • Traditional networking
  • Other social media platforms (including ones not focused on professional development, like Twitter and Facebook)
  • Staffing agencies

If you’re ready to move beyond what’s available on platforms like LinkedIn, turn to a top staffing agency, like PrideStaff. You’ll get access to more potential job openings and receive the support of expert job-placement professionals.

Contact PrideStaff today to learn more.

I’m Unemployed. How Do I Get Back Into the Job Market?

After being out of work for at least a while, you’re searching for Las Vegas jobs hiring now. Despite applying for several positions, so far, you’re hearing crickets.

It might not seem fair, but your lack of recent employment history is likely working against you. Even if your break from the workforce was voluntary or otherwise no fault of your own, employers don’t always take kindly to a resume gap.

Use this advice to overcome this obstacle and finally return to the workforce.

Five Tips to Get Back Into the Job Market

Manage Your Expectations

If you’ve been out of work for several years, you might not be able to pick up exactly where you left off. This happens for a variety of reasons, including your skills being a bit rusty and many employers preferring to promote existing employees to mid- and senior-level positions.

This might mean you have to accept a job that falls a tier or two below where you feel you should be starting. While it might feel disappointing at first, getting your foot back in the door is a huge deal. After you achieve this, you can get to work showing your boss it’s time to move you up the ladder — and fast.

Start Networking

It might sound cliché, but who you know can absolutely get you hired. Let your existing connections know you’re back and ready to work, because you never know who has a contact looking to fill a position with your name on it.

Additionally, making new contacts is important. Join a professional association, attend networking events and update your LinkedIn headline to further expand your reach and let people know you’re actively seeking new opportunities.

Volunteer Your Time

Gain new experience to put on your resume — while simultaneously helping a good cause — by volunteering at a local nonprofit. Seek out a position similar one you’d like to do for a paycheck to boost your skills and show potential employers you’re serious about going back to work.

You’ll also likely be able to use your supervisor as a reference and make new connections who might be able to offer job leads.

Earn New Credentials

If you’re planning to switch careers or are unwilling to accept an entry-level position in your current field, going back to school can improve your job potential. This can involve anything from taking an online course to earning a certificate, diploma or degree. Choose an option that works for you and makes sense for your career trajectory.

Work With a Recruiter

Finding a new job isn’t easy, but can be especially challenging when you’ve been employed for awhile. Teaming up with a recruiter can allow you to get hired faster, in a job that makes you much happier than you’d find on your own.

They’ll help you come up with the strategy that works best for your unique situation. This might involve pursuing temporary, temp-to-hire or direct-hire opportunities that best support your career goals.

Get Back to Work

If you’ve been unemployed for a while, finding a new job can feel intimidating, but PrideStaff Las Vegas is here to help. Contact us today to start your search!

How Can an Employment Agency Help Me Find a New Job?

It’s a new year and a great time to start looking for a new job. If you’re stressed out about the prospect of going it alone, an employment agency can help. In fact, rather than taking a DIY approach to your job search, a professional recruiter can work with you to connect you with the right opportunity, whether you’re looking for temporary work, a full-time job, or a virtual position. For instance, they can:

 

Get your resume in front of more hiring managers.

 

When you apply to a job opening, your resume is just one of hundreds. However, when a professional recruiter sends your resume, the hiring manager is more likely to take notice. Not only that, but recruiters often know about the hidden job market. These are positions that aren’t advertised and made public but filled quietly, behind the scenes.

 

Connect you with better-fit jobs.

 

When you apply to positions, it’s tough to know whether the role or the company is really the right fit for you. However, when you have a recruiter working for you, they’ll learn about your personality, preferences, background, and career goals first. With their insider knowledge of local employers, they can advise you on which companies you’re best suited for.

 

Offer advice and guidance.

 

Job searches can be difficult if you’re handling them alone. Not only is creating your resume and cover letter a challenge, but when you don’t hear back, it’s hard to know what you’re doing wrong.

With a recruiter from an employment agency, though, you’ll have a partner and an advocate on your side. They can help you improve your resume and cover letter, strengthen your interview skills, and give you advice and guidance about your search. Even if you don’t get the offer, they can often find out why and help you learn from any mistakes made.

 

Help you find a new job faster.

 

You don’t want your job search to drag on for months. With an employment agency, you can find a new position faster. You’ll also avoid wasting a lot of time searching job boards, preparing applications, following up, and wondering how to get ready for an interview. A recruiter will help you in these and other areas, so you can save time in the process.

Once you find a new job, you can also stay in contact with your recruiter. In fact, they can serve as an advisor and help you in the future with any job searches down the line.

 

Launch your job search from PrideStaff.

 

Don’t fly solo in your search. Instead, turn to one of Phoenix’s top employment agencies, PrideStaff, and let us help you launch a more successful hunt. We can connect you with rewarding jobs that are a great job for you, all at no cost. Simply contact us today to get started.

5 Tips to Help Your Company Thrive in a Hybrid Environment

A hybrid workplace model may seem like the ideal flexible solution by incorporating both in-office and remote work. However, for it to be successful in terms of productivity and employee satisfaction, it’s crucial to utilize it strategically. Help your company thrive in a hybrid environment with these five tips:

1. Establish Procedures

With employees going back and forth between in-office and remote, it’s important to have standards specifically outlined in order for operations to be consistent, accessible, and secure, regardless of location. Establish official procedures for what platforms are used for file storage or communication. Otherwise, you risk employees not being able to collaborate effectively. Also, outline any necessary security measures employees must have in place for their remote work devices, so any confidential company information isn’t at risk of hacking.

2. Foster Teamwork and Positive Culture

With some employees at the office and others working remotely, there aren’t the same opportunities for spontaneous interactions; therefore, fostering teamwork and a positive workplace culture will require intention on your part. Plan regular group meetings that bring together the whole team and have group chat threads to encourage relationship building and collaboration. Check in one-on-one with individuals to see how things are going, and make it a point to recognize and thank employees for their effort and achievements.

3. Set Clear Expectations

Decide exactly how your hybrid working model is going to function. Set clear expectations regarding exactly how the work will be split between in-office and remote. For example, will employees be assigned specific days to come into the office each week or only “as needed” (and if so, what are the qualifying circumstances)? Also, can employees set their own remote work schedules or will they need to maintain set times of availability? Make the details clear so employees know what is expected of them.

4. Treat Everyone Fairly

Unfortunately, hybrid working models have the potential to create a situation in which there is a clear division between employees who primarily work in the office and those who are more remote. Treat everyone fairly and ensure you are not subconsciously biased toward the employees who are more in-person when you make decisions for raises, promotions, or other opportunities by using the same performance evaluation criteria for everyone to eliminate subjectivity.

5. Get Employee Input

As your workplace operates with a hybrid model, continue to regularly assess its effectiveness and change tactics as needed. Get employee input to determine if they are having any issues with productivity or morale. Use their feedback and any observations of your own to update your procedures and expectations until you find a hybrid model that fits your company’s needs.

Attract Top Talent with PrideStaff

Start finding the best employees to join your team by working with experienced staffing firm PrideStaff Akron. Our team of experts will work with you to understand exactly what you’re looking for and then match you with the candidates with the right qualifications and traits. Contact us to learn more about our services.

Should Childcare Be Added to Your Employee Benefits Package?

Given the tight labor market that has emerged in the post-pandemic era, you need to take every step possible to appeal to top candidates. That includes working parents attempting to regain their career footing following COVID disruptions. To better position yourself for these candidates, should you add childcare to your employee benefits package?

These programs certainly make a big difference for the parents involved. The average cost of daycare in the U.S. runs at just under $12,000 a year, or around $1,000 a month, per child. That’s a huge financial burden for the parents you have on your payroll.

However, these statistics don’t quite capture the cost. Most families have multiple children, with about 20% of parents caring for at least three kids. That means that about one out of every five of the working parents on your payroll has a daycare bill of at least $3,000 a month.

Benefits of Providing Childcare Assistance

Supporting your working parents as they fulfill their personal responsibilities may boost your sense of moral worth. But how can it help pay the bills? Like it or not, you have to approach the consideration of benefits with a practical eye. You need to think about ROI before you can devote resources to a particular offering.

Luckily for everyone involved, your business receives advantages by implementing programs to support the working parents on your payroll. Here are a few benefits you can receive from providing childcare assistance:

Better Recruitment

Working parents make up a large part of the labor force. About 40% of all families have children under 18, according to government statistics. Meanwhile, the same data suggest that just under half (45.5%) of married couples with children have both spouses employed.

That means that two out of every five of your job candidates will be worried about childcare to some extent. A big chunk of these will involve families trying to juggle two professional schedules at once. By offering childcare assistance, you make yourself more attractive to these working parents.

Broader Talent Pool

Offering childcare options makes it more likely that parents will accept your job offers. However, the benefits start even before the offer stage. By offering childcare options, you increase the number of people who can consider a role with your firm.

For some working parents, childcare assistance represents a nice perk. For others, it’s essential. Think about single parents or at-home parents who need to work around a spouse’s established work schedule. You tap into new reservoirs of talent by making it possible for these potential candidates to apply for a position with your organization.

Types of Potential Childcare Assistance

It’s important to remember that providing childcare assistance isn’t an all-or-nothing proposition. You have several options to consider as you think about these benefits. Here are a few components that can be part of a childcare assistance program:

  • Flexible schedules
  • Remote working options
  • Part-time/contract employment
  • Unlimited PTO
  • Dependent care flexible spending accounts
  • back-up childcare assistance
  • Onsite/discounted childcare

As you can see, these don’t all involve a cash outlay on your part. You can offer support to the working parents in your company through multiple individual benefits. Plus, at least a few of these can apply to candidate in general, making you universally more appealing to job seekers.

As you look to build the best team possible, expert guidance can help you maximize your recruitment program. A top staffing firm, like PrideStaff, can bring you the talent you need to take your business to the next level.

Contact PrideStaff today to find out more.

Here are 3 Tips to Make Your Job Postings Stand Out

Your job postings are often candidates’ first touch point with your company – and you only get one chance to make a good first impression.

Competition is hotter than ever in today’s candidate-driven labor market, so be sure your postings are crisp, clear, attractive and compelling, so they convert job seekers into applicants. Be strategic and creative as you craft them, with your target audience in mind.

Here are three tips:

1. Make sure every job description has visual appeal.

Job postings don’t need to be fancy or complex. In fact, quite the opposite. Focus on simplicity, relevance, and appeal to a candidate’s wants and needs. In one survey, more than half of respondents said they would be more attracted to companies whose job postings had visual elements, such as videos or images.

  • Videos are especially effective. Even if they don’t click play, people spend more time on pages with videos. And if they do click, even better! Videos not only paint a clearer picture of your open position, but they also help you stand out among the competition and provide a peek into your organizational culture.
  • Bright colors that complement your brand can also be helpful in making your job postings stand out.

2. Design job postings with the candidate experience in mind.

Gaining and keeping that competitive edge is all about providing a positive, memorable, personalized candidate experience, starting with your job ads. Job seekers who have negative experiences are far more likely to not only turn away from your organization themselves, but also to discourage others from applying.

  • Make sure the languages in your postings targets your audience.
  • Make postings more descriptive by including information that speaks to what an ideal candidate would look like, rather than focusing solely on educational background and prior work experience. This includes listing relevant soft skills to appeal to personality types that would equate to a good fit.
  • Don’t scare people away. Keep things on the up and up by using positive terminology like “fast paced” versus “high pressure” when describing roles.

3. Showcase diversity and inclusion.

Now more than ever, a diverse workforce is a deal breaker when candidates evaluate job offers. This was reinforced by more than three-quarters of candidates and employee in a recent Glassdoor survey. Think about ways to showcase your diverse, inclusive culture in you job ads and throughout all your candidate-facing resources.

  • It’s not only the right thing to do, but having an ethnically and gender diverse workforce can also enhance company profitability, as recent research has also proven.

For quicker placements, better candidate experiences and cultural fits, and to achieve all your hiring goals – starting with spot-on job postings – reach out to the PrideStaff Modesto team today. We’ll deliver customized solutions in temporary and contract, temp-to-hire and direct hire recruitment.

 

How Gratitude for Your Team Can Make You a Better Boss in 2022

It’s been a difficult couple of years for everyone. If your team has stuck by your side and weathered the many ups and downs that have come along, you should be grateful for them and their resiliency.

However, if you’re not expressing your appreciation, then you’re missing out on a key opportunity to build a stronger team. Just consider this statistic from a Glassdoor survey: 80% of employees reported that they’d be willing to work harder for a boss that showed their appreciation. What’s more, is that 35% say they have never been thanked by their managers.

It might be why so many workers across industries are actively looking for new jobs. Given the challenges of life and work during pandemic times, people have realized they want more from their employers. This includes appreciation and gratitude.

For some managers, though, gratitude can be difficult to express. In essence, you’re saying you couldn’t have done the job without your team. Yet, this is exactly what you must communicate to them on a regular basis if you want to retain them. Making your team feel valued can go a long way in not only keeping them around but ensuring they are happy and working hard.

Here are a few tips for taking advantage of all gratitude can offer in the year ahead:

  • Say “thanks.”

    Whether you like to text, email, or in-person communication, get in the habit of thanking your team members for a job well done. Make sure your praise is timely and specific, so your employees know why you’re grateful.

  • Keep a journal.

    Start keeping a journal of what you’re grateful for. Whether you write in it at the start of each day or the end, or simply write down a shortlist each week, list the people and things that you appreciate. Writing these down and then reflecting on them can go a long way in boosting your gratitude.

  • Encourage your team to share kudos.

    Don’t be the only one sharing appreciation. Encourage your employees to do the same, whether through an online platform, a physical space, or a company newsletter.

  • Be authentic.

    If you’re not sincere in your gratitude, employees will know. It’s not about quantity and the number of times you say “thanks.” Instead, it’s about quality and truly recognizing not only the efforts of an individual but their value and worth as a person.

Do you need help building a better – and bigger – team in 2022?

Turn to PrideStaff. We’re one of Phoenix’s leading staffing agencies and can connect you with talented professionals for a range of roles. While you’re running your business and managing your team, we can source, screen, recruit and vet the best candidates for you. Simply contact us today to get started.

Is LinkedIn Helpful for College Students in Getting a Job/Interview?

As a college student, you’re probably no stranger to social networking. However, LinkedIn is one platform you have yet to explore.

You’re not sure if it makes sense for you to join the social networking site yet, because you’re still in school. However, you’re starting to look for Las Vegas job openings, and you want to make sure you’ve covered all the bases to present yourself as a competitive candidate.

Here’s a look at what you have to gain by joining LinkedIn.

Four Ways LinkedIn Can Help College Students Get Hired

Make Connections

The world’s largest professional networking site, nearly 800 million people in more than 200 countries and territories worldwide use LinkedIn. Who you know can help you get hired, so create a profile and start building a network with your existing contacts — i.e., your friends, family, internship colleagues, professors, etc.

This will serve as a key way to help you get noticed, because potential employers who check your profile out will be able to see how you’re connected. People prefer to hire new employees who come with a referral from someone they know and trust, so your network can prove invaluable.

Conduct Pre-Interview Research

Preparation is the key to interview success. When you’re invited to interview for a job, it’s important to research both the company and the people you’ll be meeting with. LinkedIn is a great place to do this, because you can check out interviewers’ alma mater, previous jobs, blog posts, and more to learn about them. This information can be used to create a connection — i.e., you have the same hometown or they went to your school — that will make you stand out.

Get Recommendations

Potential employers want to learn as much about you as possible, and LinkedIn recommendations are a great way to present yourself. Ask managers and colleagues from past internships to write a recommendation that will be displayed on your profile. If you worked closely with any past professors, they might also be willing to write you a recommendation, which will also look great.

Show Ambition

College students don’t have to create a LinkedIn profile, so taking the initiative to do so makes it clear you’re motivated to start your career. Potential employers will be impressed by this, because they want to hire entry-level candidates who are eager to learn and grow. Many of your peers likely won’t take this step until after graduation, which will put you one step ahead.

Ready to Find Your First ‘Real’ Job?

Getting started in the professional world can be a challenge, but PrideStaff Las Vegas is here to help. Contact us to connect with top local employers looking to fill entry-level jobs with promising new talent like you!

What Soft Skills Should You Look for When Hiring New Team Members?

The new year has arrived and you have big plans to expand your team. Since hiring decisions hold so much weight, you want to make sure you’re searching for people who have both the right hard and soft skills for the job.

As a leading staffing agency in Las Vegas, HTSS, Inc. cannot emphasize enough the importance of focusing on interpersonal attributes when hiring. While certainly important, hard skills can be learned, but soft skills are largely based on personality traits — including the following.

Five Must-Have Soft Skills For Every New Hire

Teamwork

No doubt, you’re familiar with the saying “There’s no ‘I’ in team.” This phrase is so popular, because it’s true. When your company scores a win, it’s not due to the efforts of just one person — it’s thanks to the contributions of many. Finding new employees with a team-focused mindset is a must, because no one wants to work with someone who is only out for themselves.

Flexibility

Every day at your company is different. Therefore, you need employees with the capacity to adapt to changing situations. Anyone who lacks this trait will be largely unhelpful, because you’ll likely face resistance every time you ask them to take on a new challenge.

Communication

When working with others, excellent communication skills are a must. Employees need the ability to listen and converse with people of all different backgrounds. If they can’t effectively give and receive information, they won’t be productive and may have trouble building relationships with their peers.

Emotional Intelligence

It’s important for new hires to have a high level of emotional intelligence, because working alongside someone who lacks self-awareness is daunting. Whether they have trouble managing their emotions or lack empathy, they’re bound to make others uncomfortable and possibly even angry on a regular basis.

Time Management

Each person on the team plays a role in your company’s success, so if a new hire is always running behind, everyone will be affected. They might be the most skilled person on staff, but if an employee lacks time management skills, they’ll constantly hold everyone up by missing deadlines. This will likely cause you to lose clients — or at the very least, ensure other employees have to work overtime to pick up the slack — so it is essential.

Build Your Dream Team

Need a little help finding the best person for the job? PrideStaff Las Vegas is here to guide your search. Contact us today to find out what we can do for your team!