These 5 Tips Will Help You Keep Your Job Search Organized

Finding the right job takes a lot of time, energy, and resources. And it’s important to keep track of it all so you don’t miss a deadline, lose valuable contact information, or forget to make a follow-up call.

Start by taking a deep breath and developing a system for staying organized throughout your search. There are many options for doing this, so choose the one that works best for you. It doesn’t have to be the most high-tech unless that’s what floats your boat and keeps you on track. You do you. And soon, that dream job will become a reality.

See which of these tips resonate as you head down this exciting path:

Create a spreadsheet.

A spreadsheet is a simple, effective way to keep track of everything going on in your job search. Your columns might include:

If you’re not a fan of Excel, you can create a simple table in Word, Google Docs, or a similar word processor.

Use Google Drive and Calendar.

If you have a Gmail account, you can use Google Drive to create, save and export your spreadsheet and other job-related documents. And, you can link to Google Calendar as a further means of keeping track.

Set up job alerts.

Most job sites have alert systems that notify you when there are new openings that match your interests. When you sign up for these alerts, you receive job listings via email. This saves you having to mine through everything on every search engine. When you decide to apply for a job, you can use the information in the original message as a starting point.

Go mobile.

If you spend more time on your phone or tablet than your computer, you may want to use a mobile app to organize your job search. Also, on your phone, you can use your Notes, download a spreadsheet app, or use alarms, alerts, and the calendar to stay on top of impending deadlines and developments.

Or, go old school.

Sometimes, technology can be cumbersome. You’re welcome! So if you prefer, buy a good old-fashioned notebook and dedicate it to your job search. Invest in your favorite pens, pencils and/or highlighters, too!

The career development experts at PrideStaff Modesto can help through every stage of your successful job search, from resume development and submission to landing and preparing for interviews, following up with employers through salary negotiations, and making a smooth transition into your new role. Our focus areas include administration, customer service, IT, accounting and finance, legal support, healthcare, and production. Read our related posts or contact us today to learn more.

Networking Is Your Golden Ticket to Your Next C-Level Position

Everyone knows networking is essential to building a career. This is even more true for C-Suite positions, where the hiring process almost always comes down to relationships.  For these high-level executive positions, networking becomes the golden ticket.

Managing professional connections is important at every level of the corporate hierarchy. A study conducted by LinkedIn showed that eight in 10 professionals consider it important to career success. (Who knows what that other 20% are doing…)

This becomes even more pronounced at the highest levels of leadership. Other forms of recruitment — like posting job ads — don’t apply to this situation. That mostly leaves your web of contacts as your main conduit to better opportunities.

So how do you make the most of your connections? Here’s how to make networking your golden ticket to C-Level positions:

Get Background Research

Before you reach out to any of your contacts, learn as much as you can about the situation. Know what kind of job you want to land and what value you can bring to a company. Get conversant with all the current talking points and develop specific views about industry issues.

Target Your Networking Efforts

With your background research complete, you’ll be better able to focus your networking attack. Use a concentric circle approach. Have a highly targeted goal to start. Then, work your way to less appealing objectives as that becomes necessary.

Strategically Reach Out to Your Contacts

Once you’ve settled on a plan of attack, you can begin leveraging your network. Selectively reach out to your contacts, focusing on the people who can best help you execute your strategy.

You can also use your network during the research phase. Talk to people within the industry to learn as much as possible. This will also soften the ground for your more targeted push later on.

Find Favors You Can Do

Don’t forget that networking represents a two-way street. Just because you’re looking for a position doesn’t mean you can’t still help others in your web of contacts. Look for ways to help people. Not only is it the right thing to do, but the goodwill you generate could also contribute to your own job-search efforts.

Keep Building Your Network

You can keep adding to your web of contacts even while you search for a job. In fact, this is a crucial part of the process. Even if you don’t have a position right now, seek out new people. Make new connections and expand your network.

Develop an Executive Brand

You shouldn’t have to work for every addition to your contact list. People should also find you.

Create an executive brand. That way, you make yourself available for passive offers. At the same time, you can build an audience that will help you boost your reputation.

Develop your brand through:

• Social media
• Speaking engagements
• Consulting gigs
• Attending industry conferences
• Thought leadership

Use a Recruiter

A recruiter acts as a network amplifier. You plug into another web of connections, letting you consider opportunities you might have access to otherwise.

Ready to get started? Pridestaff can provide the expertise you need to find the ideal C-Suite position. You’ll get the contacts and the industry know-how you need to accelerate your career.

Contact the leading recruiters at Pridestaff Bend today to learn more.

5 Ways to Prepare for Success in a Second Interview

When you are contacted for a second interview, that indicates you’ve moved from a qualified candidate to a top contender. While first interviews assess whether you have the necessary skills and experience to perform the job duties, the second interview tends to go more in-depth, so hiring managers can evaluate your likelihood of success in the role and as an overall employee. Here are five ways to prepare for success in a second interview:

1. Fully Develop Your Pitch

At this point in the hiring process, you’ve demonstrated that you have the essential skills for the role to the hiring manager. Now you have to be ready to make a compelling case that you are the top choice out of the other candidates who share the same qualifications. Fully develop your pitch so you can be ready to concisely explain, in a few sentences, what you can bring to the job that no one else can.

2. Clarify or Expand on Topics from the Previous Interview

Think back on how the first interview went – obviously, the outcome was successful since it led them to bring you back for another round. However, were there any points you didn’t get to make or explanations you didn’t get to flesh out? Before your second interview, brainstorm any topics from the previous interview that you would like to clarify or expand on in order to leave the best impression possible.

3. Narrow Down Specific Examples

Second interviews typically include more in-depth questions since hiring managers are trying to get to know you on a deeper level. They will be expecting detailed explanations in your responses, so narrow down specific examples from your past work history to support your claims. Common questions to prepare past examples to refer to include times in which you worked with a team, overcame a challenge or dealt with conflict.

4. Research Salary Information

There’s a chance you may be asked about your salary expectations in the second interview. Research salary information for the job title, years of experience, geographic location, etc., to determine a common market range so you can have a fact-based discussion.

5. Prepare Questions of Your Own

Your interviewer(s) will likely conclude the interview by asking if you have any questions for them. This is more than a professional courtesy – it is also another opportunity for them to gauge your enthusiasm for the role and further solidify what you would be like as a potential employee. Prepare questions of your own, especially ones related to the job duties or company, to highlight your interest.

Explore Your Job Options

Find opportunities that are right for you by working with an experienced staffing agency like PrideStaff Akron. Our team of recruiters can match you with the jobs that are the best match for employers across industries. Search our database of currently available jobs to get started.

How to Attract Passive Candidates to Your Available Job Opportunities

Right now, several positions on your team need filled. You’ve hired enough employees in the past to know the best person for each job might not necessarily be searching for new opportunities.

Any reputable staffing agency near Las Vegas and beyond knows finding passive talent is frequently the key to success. Here are a few tips to help get your job openings in front of these talented professionals.

Four Ways to Connect With Passive Candidates

Reach Out to Your Network

No doubt, you’ve built an extensive professional network filled with former colleagues, clients, and associates. Share the job postings on LinkedIn or any other social network you use professionally. Consider personally reaching out to anyone you really think might be a fit themselves or could introduce you to a lead in their network.

Create an Employee Referral Program

Your team members each have networks of their own, so don’t miss the opportunity to tap into this resource. Create an employee referral program that rewards people for recommending successful hires, who stay with the company for at least a certain amount of time. This — and simply wanting to work with people they like — will inspire them to help you make your next great hire.

Use Social Media

If your company has a presence on sites like Facebook, Twitter and Instagram, share your job postings on these platforms. This is a great way to reach the right kind of passive candidates because they already follow your company. It’s also easy for people to share posts, so your followers can pass job postings on to anyone they think will be interested.

Take on a Staffing Partner

The most hassle-free way to find passive candidates, staffing firms maintain carefully curated pools of passive talent. When you partner with a recruiter, you gain access to these databases, which likely contain your next great hire(s). This allows you to fill open positions quickly, without sacrificing quality.

Find the Right Fit for the Job

Need to fill an open position on your team? PrideStaff Las Vegas is here to help you find your ideal candidate. Contact us today to discuss a partnership.

3 Things to Look for in an Executive Recruiter to Find Your Niche

You’ve spent years developing specialized skills and a deep wealth of information about your industry. You need a leadership position that will get the most out of this targeted knowledge. That’s why you need an executive recruiter with a standout reputation within your niche.

But how do you find these gems? A niche recruiter will connect you with companies that can best leverage your experience, creating value for them and helping drive your career forward. But being niche, these recruiters might not be the first name that comes up in a Google search.

Still, it’s possible to find the perfect executive recruiter for you. You just have to know what to search for. Here are three things to look for in an executive recruiter to find your niche:

You Hear Good Things from Your Network

Networking is the key to most job searches. Even if you’re not using your connections to land a job directly, they can help you target the right executive recruiter.

Talk to people in your industry about the experiences they’ve had. You should be able to narrow your list based on this information. You might also get a key introduction that gets the ball rolling.

Meanwhile, look back at your own experiences. If you’ve used an executive recruiter in the past, try to reconnect with your contact there. You might be able to recreate your previous success. At the very least, the process will get a head start because you already have a relationship with the people and companies involved.

Your Research Points to a Particular Recruiter

Conducting in-depth research will give you a good look at the industry and the top players in it. From there, you’ll have the information you need to pick the right recruiter for you.

A simple Google search will get you started. However, you should push beyond the obvious to dig deep into your recruiting choices. Here are a few other resources you can consider:

• Check Out LinkedIn: You can follow connections on the top professional social media platform to discover the recruiters who consistently earn the most success within your niche.
• Use Published Guides: There are several well-respected guides to recruiters that offer valuable information.
• Track Recruiters on Social Media: Once you’ve created your shortlist of possibilities, scrutinize your potential selections. Read up on the recruiters and dig into their public announcements.
• Drill Down on Individual Recruiters: Circle back to your network and ask them specifically about your top recruiting choices. You can get valuable anecdotal data this way.

Your Chosen Recruiter Is Highly Valued by Industry Groups and Top Employers

If you’re looking for a specialized recruiter, what’s the best place to look? Often the most actionable information will come from their clients.

You’ll get a lot of good information by drilling down on your particular niche. Turn to industry groups and individual employers to see what recruiters they use. After all, these are the organizations that you’re hoping to get jobs with eventually. They will have important insights into their process.

This strategy can give you an additional boost. It gives you an excuse to talk to industry insiders. This will let you expand your network. At the same time, you might make a key connection or uncover an under-the-radar opportunity.

Ready to get started with a top recruiter? Pridestaff has the resources and expertise you need to find a top position in your field.

Contact Pridestaff Bend today to jumpstart your executive search.

Stop! Before Your Job Search, Clean Up Your Social Media

When it comes to your job search, you need to do more than create a strong resume and polish your interview skills. Before you launch it, it’s vital to review your social media profiles and ensure you’re not making a negative impression on potential employers.

This is more important than you might think, considering the majority of hiring managers use social media to screen applicants. In fact, according to a CareerBuilder survey, that number is 70%. If there are red flags online, a hiring manager may think twice about calling you for an interview.

To ensure that doesn’t happen to you, here are a few areas to focus on and remove from your social media:

Unflattering images.

If you have unflattering images that might send the wrong message about you, remove them. It’s not worth having a hiring manager wonder about your background and your moral compass because of a single picture of you taken out of context.

Angry rants.

In today’s world, it seems like everyone has strong opinions. However, if you express yourself in a way that’s aggressive, angry, rude, or filled with curse words, then a hiring manager might assume that’s how you’ll behave if you’re part of their team.

Mocking or making fun of others.

A silly joke is one thing. But if there are posts that are mocking or bashing people for the way they look, for instance, then a hiring manager will wonder how you will get along with those who are different from you.

Other content that will make you look bad?

-Illegal drug use

-Discriminatory content related to race or gender, for instance

-Bashing a previous employer

-Poor writing and communication skills

-Lies about your background

-Criminal behavior

-An unprofessional screen name

One or all of these could impact your ability to get hired. Before you begin your job search, it’s therefore important to Google yourself and see what results come up. Also, review your social media profiles and clean them up where needed. This will ensure when a potential employer searches for you online, you’ll make a professional impression.

Do you need professional help finding your next job?

Turn to PrideStaff. As one of Phoenix’s top employment agencies, we work with a range of employers and can connect you to rewarding jobs in a variety of industries. Get started today by contacting our team.

Tips on Writing an Attractive Job Description

Writing job descriptions may appear to be straightforward, but it requires more strategy than just compiling a quick list of duties and qualifications. The amount of effort you devote to creating a comprehensive job posting that clearly and succinctly describes the job and the ideal candidate will pay off by attracting more qualified applicants. Check out these tips on writing an attractive job description: 

Structure

No matter how great your content is, if the formatting is unappealing to the eye, job seekers may miss relevant information or even skip reading it over altogether. Develop a structure for your job description that is divided into clear sections with bullet points for key details. 

Tone

Write your job description with a neutral or positive tone, so you don’t come across as off-putting to candidates. For example, “Applicants with fewer than 5 years of experience will not be considered” may seem harsh as compared to, “This is a senior-level position, so we are looking for candidates who have experience successfully leading a team.” 

Title

Since job seekers are most likely searching online for jobs, ensure you are using a commonly accepted job title when writing the description. Being creative with the title can backfire because your posting may not show up in search results for qualified candidates who are using more standard keywords. Even if the position’s official title isn’t within industry norms, you may want to consider adding a clarifying keyword/phrase in parenthesis so you get the attention of the right applicants.  

Responsibilities

Listing out the responsibilities of a job is among the most crucial aspects of the description. Break down the overall responsibilities of the position into bullet points that describe specific job duties. It is essential to be as accurate and detailed as possible so potential candidates have a realistic idea of the role, if they will be a good fit and what a typical day will be like for them. 

Requirements 

Don’t include a “wish list” of qualifications – instead, take some time to reflect on the ideal candidate and what qualifications they have that would make them successful for the role. Think beyond education and work history, and also highlight the soft skills and personality traits that are necessary to be a strong performer for the position. This will help you better attract the candidates who have the most potential to be hired. 

Branding

Remember: job descriptions are not just purely informative. They are also a marketing opportunity to “sell” the position to the right candidates. Don’t forget to include a section on the positive aspects of your company as an employer, such as a supportive culture, professional development opportunities, comprehensive benefits package, and other attractive perks. 

Partner with Us for Recruitment

Find top talent to join your team with PrideStaff Akron. Our experienced team of staffing experts will work with you to understand your needs and provide you with qualified candidates. Contact us for more information on how PrideStaff Akron can help you with your staffing needs.

Three Steps to Writing the Perfect Cover Letter

You’re hard at work searching for jobs hiring in Las Vegas, NV. Despite applying for several opportunities, you have yet to score an interview.

This can certainly feel discouraging because you know you’re a great candidate with a lot to offer. It’s possible your cover letter is holding you back, so here are a few tips to help you make improvements that will get you noticed.

Three Steps to Writing the Perfect Cover Letter

Customize for Each Opportunity

Writing a cover letter is hard work. Since it can be time-consuming, it’s easy to simply reuse the same one for each opportunity. However, this doesn’t do you any favors in the long run, because you’re not selling yourself for that specific opportunity.

Not only does a generic cover letter fail to address key details for the job — it also makes you look lazy. Hiring managers read dozens — or even hundreds — of cover letters for each position they fill, so they can easily spot one that wasn’t written just for them.

Expand On Your Resume

Your resume and cover letter are two separate documents, so treat them as such. Don’t just restate the same bullet points on your resume — expand on them. This is your opportunity to include additional information that further highlights your fit for the job. Structure it in a manner that focuses on the value you can bring to the team, instead of the boost it would give your career.

Convey Enthusiasm for the Job

No one wants to hire a candidate who isn’t passionate about the job. Your cover letter is the perfect place to briefly touch on what drew you to the company and the position itself. For example, if the employer is a nonprofit dedicated to a cause close to your heart, explain that. Highlight your desire to bring your skills to the position and do outstanding work for the organization.

Make a Winning Impression

Having trouble getting noticed by top employers? PrideStaff Las Vegas is here to guide your search for a rewarding new opportunity. Contact us today to take the next step toward a very bright future!

There are Many Benefits to Meeting Consistently with Employees

Even if they sometimes make you roll your eyes, meetings at work are still important – especially regular one-on-one conversations between managers and their direct reports. They are forums to discuss current projects and performance, company plans, and career aspirations. They’re also an important way to engage employees and invest in their long-term happiness.

If you only meet with your employees when there’s a problem, you create the wrong expectations.

So, schedule regular one-on-ones. And. Do. Not Cancel. Them. You make think you’re too busy. But you would be wrong. It’s vital to meet regularly, regardless of what else is going on.

Develop camaraderie.

Regular meetings make it easier to discuss and resolve issues and keep communication lines open.
• Build trust. During one-on-one meetings, both parties get to know one another better and build and strengthen lasting relationships. When employees feel trusted at work, they tend to be more confident and perform at higher levels. They’re also likely to be more forthcoming about issues in their personal or professional lives that may be impacting their performance. Biannual or annual performance reviews can be too little, too late.

Drive development.

Research has shown that 87 percent of millennials value growth and development in a job – and one-on-one meetings are the perfect time to talk about it.

So, continue to meet with your employees – and take the time to actively listen and make each session effective. Remember, you’ll get out of it what you put in.

For more tips on holding successful meetings and improving overall employee communications, turn to the workforce development experts at PrideStaff Modesto. Because what matters most to you is what matters most to us. We’ll help you develop strategies and tactics geared toward reaching and exceeding all your business goals. Contact us today to learn more.

How to Ensure Company Security When an Employee Quits

Your employees are crucial to your success. If they leave, you want to wish them well and welcome the fresh talent that arrives behind them. However, departing workers can also pose a security risk. As a result, you need a plan in place to ensure security when an employee quits.

It’s a problem that’s likely to come up quite a bit. Even great companies suffer turnover.

Many times, you know your departing workers well. They’ve been with you for years and you have complete trust in them. However, that isn’t always the story.

After all, one survey found that 30% of workers have left a job within the first three months. These short-term employees will likely have little loyalty for you.

Even your longer-term workers might accidentally create a security problem. Without knowing it, they can spark a data leak or carelessly handle sensitive information after they leave.

It’s up to you to protect your business. Here are a few tips to ensure security when an employee quits:

Have an Exit Plan

Don’t wait until it’s time for an employee to leave before you consider what to do. That’s a recipe for trouble. Instead, create a detailed exit plan that you can apply when a team member decides to quit.

With a pre-set program, you won’t have to scramble during a sensitive time. Having clear policies also ensures that you don’t forget key steps.

Change Passwords and Retrieve Keys

Limiting access is a crucial security measure. This includes both data and your physical offices. As soon as possible, change any relevant passwords and get back keys and key cards.

Cut Off Access to Work Email and Databases

Your employees often provide your connection with the outside world. Once an employee leaves, you don’t want any confusion about whether they still represent you. Immediately cut off access to company emails and social media accounts.

Similarly, secure your sensitive information. Don’t let former employees linger in your database, where they could conceivably gather proprietary information.

Get Work Equipment Back

Don’t forget about company property. During their tenure, your employee may have acquired some of your equipment — things like laptops or cell phones. You’ll want these valuable items back.

Retrieving this equipment doesn’t just save you money. You also further protect your company’s data and reputation by getting back whatever is stored on those devices.

Create Redundancy Plans Ahead of Time

Don’t just think about digital and physical security. Also, consider the integrity of your business.

Your departing employee presumably filled a valuable role at the company. How will you fill that hole? You can’t afford to have your customers notice the absence.

For every worker, ensure that you have a backup plan in place. That way, a hasty departure doesn’t sidetrack your business. You can continue as if nothing has changed.

Departing workers can create turmoil. With the right policies in place, you can protect your security and maintain a smooth operation.

Still, you’ll also need to replace those departing employees. Pridestaff can help. You’ll find the perfect staff member for your organization.

Contact the leading recruiters at Pridestaff Bend today to find out more.