How to Thank a Manager After an Interview

With Thanksgiving right around the corner, gratitude is top of mind. But when it comes to potential employers, are you thanking them after your interviews?

You might presume that sending an email thank you or follow up after a job interview isn’t really necessary. However, it can be the one difference that lands you the job. In fact, many hiring managers report taking follow-up letters into account when they’re deciding which candidate to hire. Don’t lose out on this opportunity by not sending an email.

The question is: what should you say? Here are some tips to help you:

Write a thoughtful subject line.

Don’t leave the subject line empty or write “interview” in it. Instead, you can use it to say something like, “Thank you for the interview.” The hiring manager will be more likely to click on it and read it when it sounds warm and welcoming.

Extend your thanks.

Begin your email by thanking the hiring manager, by name, for their time and opportunity to interview with them. Be sure to include the job title you interviewed for, since many times, managers are filling a range of roles at one time. Being as specific as possible is important to stand out.

Share a comment or detail.

Did the manager say something that resonated with you? Is there a certain aspect of the job you learned about that you’re excited about? Is there something you forgot to share about your background or abilities that you’d like to highlight? Now is the time to discuss these details, making yourself a more memorable candidate when you do.

Find out about next steps.

If you didn’t ask about next steps after the interview, make sure you do in the email. If you did ask and the hiring manager said they’d be making a decision in a week, then you can write something like: “I look forward to hearing from you next week.”

Conclude your email.

Make sure you end your email following proper business letter writing etiquette. So, for instance, with “Sincerely” or “Best Regards.” Also include your contact information, specifically your phone number, below your name.

Need more help landing interviews and getting a new job?

At PrideStaff, we’re one of Tempe’s leading employment agencies. We work with companies from all over the area to fill job openings. If you’re a professional looking for a new role, we can help. Simply contact us today to get started.

Best Practices for Hiring Your Remote Management Team

The pandemic has spurred a massive expansion of work-at-home options. That means new corporate structures, fresh scheduling options, and, maybe more importantly, the need for different management techniques.

Is your hiring system optimized to find the best remote management team?

Answering this question the right way could have a crucial impact on your ability to compete. A study conducted by Owl Labs showed that 70% of full-time workers operated from home during the pandemic. Meanwhile, eight out of 10 expect to continue their remote working at least three times a week, even when the risk of COVID has passed.

Get ready for this new reality by creating the most effective remote management team possible. Here are the best practices to follow to make this possible:

Create a Structure

Before you begin hiring your next round of remote managers, take a look at your overall system. Have you mastered the details as an organization? Take a moment to consider your options.

If you’ve spent the COVID period (and even some time before that) building an optimized system for managing remote workers, then you’re ready to take advantage of your investment. You should be prepared to expand your management team by plugging the right candidates into place.

However, not everyone has reached that level of performance. If you still need some work on your overall system, you have a couple of alternatives. You can either fine-tune your process before looking for new managers. Or you can focus on supervisory candidates who have the skills necessary to perfect your remote managerial system.

Invest in Tech

Human Resources makes a huge difference when you’re maximizing the management of your remote team. You need the right people in place to supervise your geographically scattered staff.

However, before you look to individuals, think about your technological backbone. When you make the hiring decisions for your remote managers, will they have the tools they need to do their best job? It’s critical to put the right tech in place.

Value Communication Skills

Managing remote workers puts a heavy emphasis on communication. If you’re not careful, you can lose effective contact with your employees. This leads to a lot of frustration and wasted effort.

It’s important that your managers have the right skills to overcome this challenge. When you make your wish list during the hiring process, put communication skill near the top. Check that they have the personality and capabilities to keep their teams on task, despite the fact that they aren’t physically together in one place.

As a result, you should gravitate towards candidates who have remote managerial experience. They can slot directly into the role you need them to fill. In addition, they can give you useful insights on how to optimize your process.

Provide Training

Training gets more complicated in a remote situation. You don’t have the easy back-and-forth that can happen during in-person conversations. That puts more impetus on you to create useful and comprehensive training materials.

Don’t limit your training efforts to front-line employees. Also consider the skill development your supervisors need to get the most out of their teams in remote situations. Invest in enrichment programs for them as well. Give them the knowledge they need to lead effectively in a new managerial landscape.

Set Guidelines and Transparent KPIs

A remote workforce puts many processes out of your line of sight. You have to trust employees to reach performance goals without you being able to micromanaging their moment-to-moment routine.

For you, this means setting clear goals. Your remote managers need to know what defines success in your eyes. By creating clear guidance and transparent performance measures, you make it easier for your supervisors to get the most out of their teams.

Looking for the best remote managers? PrideStaff can help. You’ll get the leadership you need for the new economy.

Contact PrideStaff to start building your ideal leadership team.

Preparing for 2022: What Are the Biggest Challenges Hiring Managers Will Face?

Like many hiring managers, you’re already thinking about filling open positions in the new year. You’re considering seeking staffing support in Las Vegas, but first, you want to find out what you’ll be up against.

Along with the standard hiring obstacles, 2022 will bring a new set of hurdles you’ll face when adding talent to your team. Here’s a look at what to expect next year when searching for the best and brightest candidates.

Three Major Challenges Hiring Managers Will Face in 2022

Tumbling Unemployment Rate

In April 2020, the unemployment rate peaked at 14.8%. Since then, it’s been on a steady decline, falling to 4.8%, as of September 2021. Fewer people searching for work means hiring will become more strenuous, as you’ll have to look harder to find top talent. You might’ve gotten used to simply posting a job and receiving an influx of resumes during the pandemic, but this will likely be a thing of the past.

Choosy Candidates

The best candidates know exactly what they want in a new employer — and they’re not willing to settle. To get their attention, you’ll need to step up your benefits to ensure they’re more attractive than your competitors’. For example, now that people got a taste of working from home, many are seeking new jobs that allow them to work remotely at least part of the time.

Difficulty Retaining Talent

The COVID-19 pandemic caused many people to reassess their lives. Consequently, a lot of talented people are seeking to leave their jobs for something that offers more. This means it’s more important than ever to invest in your existing team or you’ll be filling even more positions than expected. Avoid this by taking actions like ensuring there’s room for each person on your team to grow their careers at your company, creating regular learning opportunities and ensuring your culture is a positive and supportive space.

Make Hiring Challenges a Thing of the Past

Worried about finding top talent in 2022? Make this a non-issue by allowing PrideStaff Las Vegas to manage your hiring process. Contact us today

How to Evaluate Your Company’s 2021 Goals & Set Yourself Up for Success in 2022

Setting goals and tracking their performances is the key to accountability for you and your employees. As the year-end approaches, it’s the ideal time to review your current goals, determine areas for improvement and growth, and utilize these insights to solidify your strategy for next year. Learn more about how to evaluate your company’s 2021 goals and set yourself up for success in 2022: 

Review Your Metrics 

Take a look back at the metrics, such as key performance indicators (KPIs), related to your 2021 goals. Not only will this serve as a baseline for setting 2022’s goals, but it will also be the criteria for evaluating the level to which you achieved your 2021 goals. Document as objectively as possible the final outcome of 2021’s endeavors. 

Discuss Successes and Obstacles

Once you’ve taken a look at your data, dive deeper into what went well, as well as what negatively affected you and your team’s ability to achieve desired results. Discuss your successes and obstacles to solidify your strategy for crushing your 2022 goals by leveraging your strengths and troubleshooting issues. 

Clarify Your Main Priorities 

After you’ve thoroughly reviewed 2021, it’s time to look to the future and set your 2022 goals. Brainstorm all that you hope to accomplish in the upcoming year, and then take time to clarify your main priorities out of the list. This will help you and your team determine where to spend their time and effort, especially during instances in which they have to make choices on how to utilize limited resources for maximum impact. 

Create Long and Short Term Goals

As you plan for 2022, ensure you don’t only focus on what you want to have achieved by the end of next year. Short-term goals are also a crucial component – not only do they keep you and your team on track and accountable as the year progresses, but they also keep motivation up since there is a sense of accomplishment on a more consistent basis. 

Plan Regular Review Sessions

To increase the likelihood of successfully achieving your goals in 2022, make it a priority to consistently check up on their status and make adjustments as needed. After you have defined your 2022 targets you’d like to reach, plan in regular review sessions. Decide now how often you would like to review the performance of your goals throughout the year and get it onto your schedule.

Attract Top Talent 

Get 2022 off to a great start by finding the best employees to join your team by working with the experienced staffing firm PrideStaff Akron. Our staffing experts will assess candidates and connect you with the ones with the right qualifications. Contact us to learn more about our services. 

Strategies When Changing Your Career at the C-Level

Changing career paths is difficult at any level. However, the challenges intensify when you reach the C-suite. That’s why you need well-considered strategies to make a meaningful switch.

At the top rungs of the corporate ladder, your career becomes highly entrenched in a particular industry or specialty. It’s difficult to get people to see you in a new light. At the same time, your options are limited. Given your reputation and your career background, you can’t exactly grab a gig as an intern to reorient your career.

Still, there are steps you can take. Here are some strategies to consider when you are trying to make a career change in the C suite:

Know What You’re Getting Into

Understand the market before you look to make your career change. Target companies that offer substantial growth. Also, define the types of roles that will unlock your full potential.

At the same time, map out the next stages of your career plan. What do you want to get out of your next C-suite appointment? What traits mark an ideal job for you? Once you have these guideposts set, you can better judge your options.

Identify Your Transferable Skills

Yes, a big professional change requires adaptation on your part. You’ll have to master a new role and get used to a new corporate culture. There’s bound to be a learning curve.

But many of your hard-won abilities will cross over to any job. Talents like leadership, communication, and research will help in any C-suite position.

Identify your top selling points from the list of transferable skills. Then, make these the centerpiece of your pitch.

Tap Into Your Network

Connect with your personal and professional contacts to smooth your career shift. Obviously, these connections can help you find a position – networking represents one of the best ways to land a new job. Beyond that though, these conversations provide an excellent way to gather research and intelligence.

Making a career change at the C-suite level requires tact and planning. You’ll need all the advice and insight you can get. That way, you can arrange a painless transition.

Become a Thought Leader

Don’t just seek out your ideal role. Create an environment in which companies will search for you. By becoming a thought leader in your targeted industry, you raise your profile and increase the chances of passive opportunities.

Here are a few techniques to consider:

• Get active on social media
• Publish articles/books
• Arrange speaking engagements
• Appear on panels at industry conferences
• Get Consulting Gigs

Start a Business

Call your own shots. If you want to change careers, don’t look to join someone else’s C-suite. Instead, create your own.

Found a startup. You’ll gather new skills and fresh understanding of an emerging market. You might create a new industry juggernaut from scratch. But even if your new venture doesn’t become the next Amazon or Tesla, can still leverage your startup to open up new opportunities at more established players.

Turn to a Recruiter

Expert guidance can help you land the perfect C-suite position. With the right support, you can move your career in any direction you choose. A top recruiter, like PrideStaff, can match you with the perfect opportunity to expand your horizons.

Contact PrideStaff today to learn more.

Learn Why it’s Important to Show Appreciation in the Workplace

Showing your appreciation and gratitude to your employees lets them know that they’re improving, excelling, and contributing to the long-term success of your business. It also leads to increased engagement and loyalty and enhances people’s sense of belonging, being heard and valued, and feeling like they are genuinely part of a team.

Numerous research findings support the importance of making employee appreciation an integral part of your daily MO and company culture.

The Value of Showing Appreciation

Recognizing your employees and showing appreciation for their contributions benefits not only the individual involved but the rest of your staff – and your company – in numerous ways, including:

How to Show Appreciation

Showing appreciation starts with focusing on an employee as an individual and what they are doing right. Of course, constructive criticism, and maybe even discipline, is necessary occasionally, but try to focus on the positive aspects of a person and their work.

Why not start 2022 with a renewed commitment to showing appreciation for your company’s most valuable asset: its people? Let the talent management experts at PrideStaff Modesto help as you design or fine-tune your appreciation, reward, and recognition efforts. Contact us today to learn more about how we can help you develop your winning workforce, culture, and employer brand.

How to Shine on the First Day of Your Seasonal Job

If you’ve just landed your first seasonal job, you might be both nervous and excited. You might also be wondering what it’s going to take to get up and running and make a great impression. It’s not much different than a full-time job. To help you shine, here are some tips to remember:

Prepare before your first day:

This includes knowing what you’re wearing, where you’re supposed to report, what time to be on-site at your new assignment, and if you have to bring anything with you. The last thing you want to be is rushed on the morning of your first day.

If you’re going to bring a lunch, pack it the night before. Also, bring along a pen and notepad, as well as any other documentation your manager asked for. This way, you won’t have to worry about the details, and you can have a more relaxed morning.

Plan to arrive early.

You don’t want to be sitting in the parking lot for an hour. However, do give yourself some extra time to arrive on the first day. There could be traffic, an accident, construction, or some other issue you didn’t factor in, so give yourself some extra time to get there.

Be friendly and meet your new co-workers.

Being a seasonal worker can be tricky. Sometimes, your new colleagues aren’t as welcoming as you’d like. Also, you’re expected to get up and running quickly, which can be challenging.

One of the best steps you can take is to be friendly, say “hi” to everyone, and try to make connections with those you’re working with. They’ll be more likely to help you, and this will also make the experience more pleasant for you.

Check in with your manager.

You’ll probably meet with your manager when you arrive. But before you leave for the day, check in and say goodbye. Ask if there’s anything you should know about the week ahead, such as other tasks you’ll be handling during the assignment and any additional training you’ll need. During this conversation, also bring up questions you have so you’re able to clarify any uncertainties.

In general, work hard, be on time and prepared each day, and keep the lines of communication open with your manager and co-workers. By following these few simple steps, you can tackle your new assignment in a way that impresses your manager and perhaps even leads to a full-time opportunity.

Looking for a seasonal or temporary job?

At PrideStaff, we can help connect you with a range of temp jobs in and around the Phoenix area. We work with leading employers who are looking for hard-working professionals like you. We’ll discuss your interests and background, all so we can match you with the right assignment. Get started today by contacting our team.

7 Meaningful Things You Can Do to Thank Your Boss This Holiday Season

The relationship you have with your boss significantly influences your overall job satisfaction. If you are in the fortunate position of having a great boss who you appreciate – spread the joy and let them know. Check out these seven meaningful things you can do to thank your boss this holiday season:

1. Handwritten Note

Gestures of thanks don’t have to be over-the-top to leave an impact. Simply write a note to your boss thanking them for how they have helped you or made your professional life better. Be as specific as possible, and it will be meaningful and memorable without requiring spending much. 

2. Thoughtful Speech

Collaborate with your coworkers to each speak up during a team meeting and thank your boss. Give a thoughtful speech thanking your boss and letting them know exactly what you are grateful for. It doesn’t have to be long, but speaking from the heart will make your boss feel happy and acknowledged. 

3. Group Gift

If you want to do something really special for your boss, make it a group endeavor. Determine a doable amount of money for each coworker to contribute, and get a gift for your boss that is related to their interests. 

4. Bring in Treats

Add some festive holiday cheer and thank your boss by bringing in treats. You don’t have to spend a lot of time or money – for example, a container of homemade cookies accompanied with a thank you card is a touching gesture to make your boss feel appreciated. 

5. Take Them Out

Since it is generally your boss, as the one in the position of authority, responsible for taking their staff out for lunch or coffee, they will likely be surprised and delighted to have the tables turned. Work together with your colleagues to arrange a time to invite your boss out of the office for a meal or drink. 

6. LinkedIn Recommendation

Let your boss’s network of professional contacts see what a great leader they are by writing a recommendation on their LinkedIn profile. Not only will it show your appreciation, but it can benefit their career by having positive feedback on their management skills. 

7. Public Recognition

Make your boss look good in front of their own boss(es) by giving the gift of public recognition. If the opportunity arises, such as at a company-wide meeting or an email in which you cc others, thank your boss and explain why they have been so helpful to you. 

Find New Opportunities 

Are you ready to pursue a new role? Team up with PrideStaff Akron! We work with employers in the Akron area for their hiring needs, and can match you with the job opportunities that are the best fit for you. Search our database of current available jobs. 

Using a Performance Improvement Plan Can Help Employees Get Back on Track

Despite the assumption that many people automatically have, employee performance improvement plans (PIPS) are not designed as the first step toward firing someone. Yes, this may be the ultimate outcome, but only as a last resort.

What a Successful PIP Looks Like

PIPs are not only for those individuals who are falling short of their job requirements but also for those who are feeling unfulfilled in their current roles. They can be used to promote employee mobility, whether they allow a person to transition into a higher-level position or move laterally into a role they feel better suited for.

Whether the goal is this mobility or to assist an otherwise motivated worker gone astray, some common elements define a successful PIP. They include:

Do you need more tips or ideas toward leading your team to peak performance – or a staffing strategy to keep things headed in that growth direction? If so, consider a partnership with PrideStaff Modesto. We’ve been successfully serving employers throughout the Central Valley for more than 30 years. Read our related posts or reach out to us today to learn more.

Who Should Be Your Reference When You’re the Boss?

References can represent a critical step in landing your dream job. You need the right people to detail your experience and commend your work habits. However, this process can get muddled when you don’t have a clear direct supervisor in your previous jobs. Who should be your reference when you’re the boss?

A study conducted by the Society for Human Resource Management found that nearly nine in 10 companies (87%) make reference checks a routine part of their hiring process. And this statistic covers all levels of hiring. For key positions, like managers and executives, you can expect an exhaustive process to precede any personnel decision.

Meanwhile, reference checks often make a big difference in the final choice. On survey discovered that approximately a fifth of candidates (21%) got cut from the hiring process due to an unsatisfactory conversation with references.

As a result, it’s crucial to have strong references in place. But the process gets complicated when you’re the boss. Who can you draft to talk about your performance when you’re the one usually called on to provide a reference?

Don’t fear. You can turn to a few types of people to find potential references. Here are some contacts you should enlist as your proxy when you come from a managerial or executive background:

Anyone You Reported to

Even in a top management or C-suite position, you still had bosses. You might report directly to the CEO or, if you were in the top position, you likely had a board of directors or other shareholders that you answered to. Tap one or more of these to provide references for you when seeking new positions.

Colleagues

Any future employer will want information about your work habits, management techniques, and temperament. If they can’t get this information from a supervisor, close colleagues can provide a useful substitution.

Look for peers on the same rung of the corporate ladder. Ideally, find people who have worked with you on a regular basis. Consider the leaders of other teams that dovetailed with many of your projects. If possible, you want someone who has seen your leadership skills in action and can testify to the quality of the results you produce.

Former Employees

There’s another group of people who witnessed your leadership firsthand: your employees. This makes them another potential source of recommendations. They can provide details about your methods and the effectiveness of your process.

Here, the key is narrowing the field of potential references to find the best choice. Even great leaders can come into conflict with their employees—don’t rely on someone you have had a bumpy relationship with. Meanwhile, you’ll want someone who can speak eloquently about your abilities.

Find your best-spoken, most accomplished former team member to sing your praises.

Customers

Ultimately who benefits most from your strong leadership? Employees get guidance and improved productivity. Your colleagues experience the impact of your insights and collaboration. But, in the end, your customers are the ones who harvest the fruits of your hard work.

As a result, they can become your best advocates. They can explain how your talents provide value on the front lines.

Of course, some roles take place behind the scenes. You might not have had much direct communication with clients. In that case, this category might not work for you.

But if you have had strong customer interactions, consider reaching out to these clients when it comes time to name references. Their testimonials will carry a lot of weight.

Selected Friends

Personal references can provide useful information to potential employers. As such, consider designating a friend as one of your references.

However, you should be selective in this process. Ideally, you should find someone with a connection to your industry or a person with a professional connection to you.

For these reasons, competitors often make surprisingly excellent references. If you have rivals in the industry who respect your work, they can make strong advocates when you seek new horizons.

Ready for your next challenge? PrideStaff can help you find it. You’ll land in the kinds of executive roles that can take your career to the next level.

Contact PrideStaff today to learn more.