The Key to Putting a System in Place to Alert You When It’s Time to Hire

Things have gotten really busy at your company. You definitely need to hire immediately, but you wish you would’ve realized this sooner. Business has been gradually increasing for a while now, so with the right checks and balances in place, you would’ve recognized this need earlier.

The best Las Vegas recruiters know consistency is the key to putting a system in place to alert you when it’s time to hire. Creating a set of company standards for all managers to follow ensures the hiring process will be kicked off before your team is inundated with work. Here are a few indicators to include in your guidelines.

Four Signs It’s Time to Hire

You’re Turning Away New Opportunities

New business should make you excited, but if you’re so overwhelmed you’re having to decline prospects you would otherwise jump at, you’re short-staffed. Whether increasing your client load or expanding your offerings, new opportunities keep your company fresh, relevant, and thriving. Don’t ignore this key red flag.

Overtime Costs Are Consistently Up

No doubt, your company has a few busy periods each year that require employees to work overtime. However, this shouldn’t be the standard. If you’ve been paying extra overtime costs for quite some time, this is a sign you need to hire more employees. Overtime expenses add up fast, and existing employees will likely achieve burnout if you keep asking them to work so many long hours.

Employees Are Making Notably More Errors

Your employees are talented people, but no one can function at full capacity when they’re overworked. Mistakes happen when people are tired and rushing from one assignment to the next. If you notice a decline in the quality of several employees’ work, it’s not them, it’s the amount of pressure you’re putting on them.

Customers Satisfaction Is on the Decline

If your team is spread too thin, they’re probably not able to give your customers the same attention they’re accustomed to. People notice when customer service wait times are longer and the same attention to detail is no longer given. Clearly, this doesn’t go over well and can cause you to lose business. If customers are telling you something has changed with the level of service they’re currently receiving, this can be a clear sign you need more team members.

Get the Hiring Help You Need

Hiring is a full-time job in itself, but you’re already a busy manager. PrideStaff Las Vegas is here to handle all of your hiring needs, so you can focus on your existing team. Contact us today to discuss a partnership!

Top Excel Skills to Land a Finance and Accounting Job

It takes a lot to get ahead in the finance and accounting world. Intelligence, creativity, leadership, networking skills, and luck. But sometimes mastering the basic skills can have the biggest impact.

That’s why it’s important to get the most out of foundational tools like Excel. Any job you get in finance or accounting will require that you have a basic knowledge of the program. Meanwhile, knowing some of the advanced tricks will make your life easier and open up new possibilities.

Statistics back this up. One study showed that nearly two-thirds of companies (63%) think of Excel as a vital accounting tool.

At the same time, consider how competitive accounting and finance can be. Each year, nearly 55,000 people graduate with a Bachelor’s degree in accounting. Another nearly 22,000 will get a Master’s degree in the subject.

That’s a lot of new candidates entering the market each year. You need to find ways to stand out. That means getting the most out of every tool, including Excel. With that in mind, here are the top skills you need to know to land a finance and accounting job:

Learn the Fundamentals

Always start with the basics, right? It might seem like everyone can do the bread-and-butter tasks on Excel. That might be true to some extent. But getting the most out of these elemental tools will create a great foundation for more complex functions.

• Formulas: You won’t get very far in Excel without a working knowledge of the formulas and functions capabilities. This lets you create algorithms you can use to speed your computational tasks.
• Conditional Formatting: This process lets you set rules that will change the formatting of a cell-based on what appears there. Make losses red and profits black, for example. Mastering this will let you build more readable spreadsheets.

Crunching the Numbers

You don’t just want to compile data. You want to use it. Excel provides tools to make that possible, letting you analyze the information you input.

• Pivot Table Analysis: This function summarizes and reorganizes your data, letting you look at it from a fresh point of view.
• Data Validation: Avoid mistakes in your data entry by putting this feature in place. It limits the type of information that can be entered into a cell.
• What-If Analysis: Use Excel to dream about what could be. This tool lets you change values in a cell and see how it will impact outcomes in other areas of your spreadsheet.

Communicating Your Findings

Finding a crucial insight into the data is just the first step. You also have to convince your coworkers and your managers to follow your findings.

The ability to communicate information is crucial. A simple spreadsheet rarely does the job adequately. Luckily, Excel has some functions to help on this front.

• Sparklines: This feature creates small charts inside a cell within a spreadsheet. It gives a very quick visual summary of the shape of change data has over time.
• Create Charts Based on Data: Nothing tells a story better than a picture. Excel’s charting functions let you boil down the numbers into a more appealing format.
• Create Tables: You can also easily turn your data into a referenceable table, ready for insertion into any report.

Ability to Learn New Excel Skills

We know: this isn’t strictly an Excel skill. But continually adding new tricks in the software will help you become more efficient over time. Eventually, you’ll be able to get more done and achieve better results, thanks only to your upgraded Excel skills.

This is true for technology in general. From the abacus to the adding machine to the calculator to high-powered accounting software, success in finance and accounting has always involved a certain level of tech-savviness. Start with Excel and then expand your skills with other powerful accounting and finance programs.

Talking about Your Results

Here’s another one that has little to do with the nuts and bolts of operating Excel. Still, learning to talk about your Excel-based results will give your career a step up.

Finance and accounting topics can be difficult to understand for people not versed in the technical language. And, let’s face it, the subjects can prove very boring as well. Try showing an average person one of your Excel “a-ha!” discoveries. Expect a yawn or a puzzled look.

For these reasons, your ability to explain financial topics to non-specialists will make you a valuable part of any finance team. You’ll be able to share your Excel-driven insights with clients and others outside the narrow group of industry professionals.

Ready to put your Excel skills to work? PrideStaff can help you find the ideal accounting and finance job.

Contact PrideStaff Bend today to locate the perfect outlet for your skills and background.

Why Hiring is So Hard Right Now & What You Can Do About It

As the pandemic has eased, life was supposed to get easier. However, if you’re the owner or manager of a company, then you’re likely experiencing difficulty finding new recruits. You’re not alone.

In the wake of the COVID-19 pandemic, there are millions of unemployed workers and endless job opportunities available. Yet, companies are still having a hard time filling openings.

What gives? There are several reasons, including the following:

• Some potential workers are unvaccinated and still wary about interacting with the public.
• Child care issues. Some parents are still facing issues with lack of child care, summer camp size limits, and lack of in-person school and summer school programs.
• Federal unemployment. That temporary boost in federal unemployment means many are earning more than if they were working full-time.
• COVID restrictions. Capacity restraints due to social distancing are hitting certain industries hard, such as restaurants and hospitality.

Together, these are all creating a difficult environment for many companies to operate in. If they don’t have enough staff or workers in the right positions, it’s hard to keep up with demand. While the future ahead looks brighter thanks to vaccinations, restrictions being lifted, and low case numbers, companies still need people now.

What can you do to find skilled workers in the face of these challenging circumstances? Here are some tips:

Ask employees for referrals.

Your existing staff is your best source for leads on new hires. So create a referral program where you’re rewarding workers who successfully refer you to someone you can hire.

Promote your openings.

Use every avenue you can to promote your openings, from signs at your office to social media channels, job listings on online job boards, enhancing your career website, and attending networking and business events.

Make your job descriptions engaging.

Too often, job descriptions are a laundry list of requirements. However, candidates want to know what’s in it for them if hired. So talk about culture, perks, benefits, and the kind of personality traits it takes to thrive at your company.

Work with a professional recruitment team.

When you work with a professional recruiter in Tempe, they can focus on sourcing candidates for you while you tackle other priorities. They know where to look to find talented professionals and also have relationships with many active and passive candidates. This can make the entire hiring process faster and easier.

Ready to work with professionals to recruit?

At PrideStaff, we’re Tempe’s leading recruitment team for a reason. Companies from all over the area turn to us to fill job openings faster, with a range of skilled candidates. When you need people, we can help. Contact us today to get started.

How to Stand Out in a Competitive Job Market

Hiring managers may receive dozens or even hundreds of applications for one open position. Although it can be challenging for you to get noticed, if you’re strategic with your job search, you can be the one to land the job. Stand out in a competitive job market with these tips:

Do Your Research

For each job you apply to, do some research on the company. If you want to be able to make a memorable first impression, you must understand what the company does and its mission and culture. This will allow you to tailor your cover letter and resume content and your interview responses to appeal to the company’s specific needs in an employee. Review the company’s website, social media, and any news or press releases to learn about it.

Highlight the Right Skills

Never submit the exact same resume for every job for which you apply. Even for similar positions, it’s likely each employer will prioritize the qualifications differently, so you won’t be showcasing your skills appropriately if you don’t customize your resume. Carefully review each job posting and determine which skills are the most important, then rearrange your resume to highlight your experience in those areas.

Write a Compelling Cover Letter

When you’re competing against many candidates with similar work backgrounds to yours, your cover letter is your most effective tool at standing out. A compelling cover letter uses your own voice to show some personality, provides context to your resume and why you have the right qualifications, and expresses your enthusiasm for the role. 

Tap Your Network

If you can get a personal referral from someone who is trusted by the hiring manager, you may be able to get your application prioritized (or even be able to skip the application process completely). Tap into your network and see if anyone you know has connections to the employer or specific hiring manager and would be willing to recommend you and provide your resume directly. 

Work with a Staffing Agency 

Rather than going at your job search alone, improve your chances of getting noticed by getting support and working with a staffing agency. Staffing agencies provide employers with qualified candidates for their job openings and can connect you directly to the opportunities for which you’re qualified.

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.

Learn Some of the Best Questions to Ask an Interviewee

It’s just as important for you to prepare for a job interview as it is for your candidate. After all, this conversation is your chance to determine whether an applicant would be a good fit for your open position and your organization.

The questions you ask are key to nailing these answers and ultimately making the right hiring decision. They’ll help reveal the true core of a candidate, regardless of your industry. And, the best questions also benefit job seekers by allowing them to speak to details that may not have fit on their resume.

So, craft your list of questions carefully, thoughtfully, and strategically. You may want to start with:

Candidates who are prepared and right for the role will love this chance to shine. Those who aren’t are more likely to stumble or try to cobble together some generic response. Either way, you get to hear more about what the individual considers their top core competencies and confirm that they have an appropriate understanding of what the position entails.

Behavioral questions are an effective way to better understand how a candidate’s experience translates from paper to the real world. Getting a grasp on how they tackle difficult circumstances will help you zero in on the best fit for the role and your team.

You want to build a diverse team, but you also need to ensure that new hires will work in a way that meshes with the way things already operate. For instance, do they prefer a collaborative approach or to work more independently? Do they perform best with a lot of direction, or are they more of a self-starter?

Posing this question will give you greater insight into a candidate’s professional history. It will also help confirm their honesty and integrity, both must-have qualities in every new hire. Watch for the red flag of an applicant complaining about or bad-mouthing a previous employer: not what you’re looking for when it comes to teamwork or professionalism.

This is a different twist to the standard “what’s your biggest weakness?” question – with a more positive spin. Rather than asking an interviewee to point out a flaw, you’re giving them a chance to discuss areas of growth and improvement.

At PrideStaff, all our services are designed to match leading employers in Modesto and beyond with the best active and passive talent on the market. Whether your needs are for temporary, temp-to-hire, or full-time staff placements, you can count on us in areas including administration, customer service, IT, finance, legal support, healthcare, and production and distribution. Contact us today to learn more.

Three Red Flags to Look for When Hiring in Las Vegas

Hiring a new employee is a very big deal. You want to choose the best person for the job, so it’s important to be aware of red flags that suggest a candidate isn’t the right fit.

As top hiring support in Vegas, the team at PrideStaff Las Vegas has seen it all. Sometimes it’s clear you shouldn’t proceed with a certain candidate, but other warning signs aren’t as obvious. Here’s a look at three key indicators you might not immediately recognize that should be taken seriously.

Too Few Questions Asked

A job interview is a two-way street. You ask candidates most of the questions, but you also expect someone truly interested in the position to have plenty of their own. Therefore, a candidate who asks very few substantial questions — or none at all — should raise eyebrows. This can indicate they’re not that interested in the job or want to remain mum so you don’t realize they’re actually underqualified.

Lack of Specific Work Examples

Job seekers want to shine in an interview, so those with relevant work experience are eager to tout their accomplishments. Be wary of anyone who offers vague responses or tries to direct the conversation in a different direction. If they’re unwilling or unable to divulge specific work examples, they likely either don’t have any successes or have nothing at all to share.

Unreliable References

The best and brightest candidates understand the importance of references, so they take time to put together a strong list of qualified people who will sing their praises. If a candidate offers up references that don’t seem real, are from jobs far ago in their past or those of a personal nature — despite requesting professional references — you should be suspicious.

Honest candidates should have no trouble getting former managers, colleagues, clients or teachers to speak on their behalf. If this person cannot do this, they likely have something to hide.

Hire With Confidence

Tired of choosing the wrong person for the job? PrideStaff Las Vegas is here to help you hire right every time. Contact us today to find out what we can do for your company!

5 Things to Make Sure Are In Your Relocation Package

You’ve found the perfect engineering job. One problem: it’s located in Bend, OR. You’ll have to move to take advantage of the opportunity. How do you know what’s reasonable to ask for in a relocation package?

As the COVID restrictions lift, these questions will become more relevant. During the pandemic, the rise of the work-from-home trend made it seem like formal relocations would become a thing of the past.

However, a return to normal will bring back old-school concerns about geography. Are you ready to grab your dream job, even if it means relocating?

What is the average relocation package in 2021?

The amount of support you can expect for relocation depends on the particular job involved. For an entry-level engineering position, you might need to cover the expenses yourself. Meanwhile, for an executive position, the support might tally up to a significant amount.

Realizing that every case has its unique combination of factors, let’s put some numbers on it just to provide a frame of reference.

One study showed that the average lump-sum relocation package amounted to $7,200. Again, put that in a broader context. Another estimate put the range of relocation expenses anywhere between $2,000 and $100,000.

Obviously, that opens up a lot of room for negotiation. Only your specific circumstances will decide what you can expect from any particular employer.

What is a generous relocation package?

A lot will depend on your negotiating leverage and on the company’s expectations. If you have rare engineering talents, your employer will likely roll out the red carpet. The firm might be ready to match any requests you make.

At the same time, a company that routinely facilitates relocations will be more likely to have programs in place. On the other hand, if your move represents something unique in the firm’s experience, you might run into more snags along the way.

In other words, the definition of “generous” will depend on the situation. See what support you can get. Whatever happens, factor in your overall cost of relocation into your deliberations when weighing whether to accept a job offer.

What to look for when you get relocation assistance for work

Cash is the key to any relocation program. However, it isn’t the only factor to consider. Here are five components to consider in any relocation assistance:

1. Cash for Expenses: This can come as a pre-set lump sum or as reimbursement for individual expenses. The key is to avoid paying out of pocket for as many of the costs as possible. Make sure to discuss when the relocation bonus is paid. Ideally, it will be paid on your first paycheck.
2. Help Selling Your Current House: When you sell a home in order to facilitate a career move, you won’t get much chance to time the market. Also, you might not have the time to conduct a proper sale process. As a result, if your employer can provide some resources or support, it can significantly smooth the unloading of your old home.
3. Flexible Onboarding Expectations: You’ll have a lot to deal with just getting physically to the office. Ask your employer to build some flexibility into your early days in the new location that don’t eat into Paid Time Off.
4. Temporary Housing: It might take time to find a new home. See if your company will provide a temporary place to live in the meantime.
5. Logistical Support: Every step of the move requires time and effort. This can range from the obvious stuff (like packing up your home and transporting your belongings) to sometimes under appreciated details (like sorting through your child-care options). Ask your employer if they can take some of the burden off you by providing logistical support.

Finding a great job is possible in almost any location. You just need the right help to do it. Working with a top recruiter, like PrideStaff, lets you find your ideal situation.

Contact PrideStaff Bend today to learn more.

What Hiring Managers Look for Online About You

In today’s tech-driven world, one of the first places recruiters and hiring managers go to when screening you for a position is Google. They want to see what pops up in search engine results, as well as access any social media profiles you have made public.

The most popular site is LinkedIn, with Facebook and Twitter coming in at second and third. In addition, other sites they’ll look to for details about you include YouTube and Pinterest. So what are recruiters trying to find out? Here’s a look:

Consistent information.

If the details on your LinkedIn profile are drastically different from what’s on your resume, it’s going to send off alarm bells in the mind of the hiring manager. It’s why it’s important to ensure any professional profiles, like those on business or industry sites, are as updated as possible with your most relevant background details, skills, and abilities.

Also, make sure they align with your resume. They don’t have to be the same but should offer similar information.

What your personality is like.

Hiring managers know that personality and soft skills are important when it comes to finding the right candidate. It’s why they’ll also look to your social media profiles to get a better sense of who you are as a person. This helps them assess whether you’re going to be a good match for their company culture.

A professional online persona.

If a hiring manager Googles you and nothing comes up, it will be equally alarming as any red flags. It’s therefore important to ensure you have some type of online persona. Even if you’re not into social media, at least create a LinkedIn profile to ensure the hiring manager can verify your background and past positions.

A reason not to hire you.

Hiring mistakes are expensive. It’s why hiring managers look for any red flags, including details or information that could paint you in a bad light. They’ll also look for any photos or content you’ve posted that seem questionable.

Your social media profiles can have a big impact on your job search success. It’s why, when you’re looking for a job, one of your first steps should take is to Google yourself and find out what comes up. This way, if anything unflattering is out there, you can take steps to have it removed or deleted. Even if you can’t, at least you know what it is and can address it during the hiring process.

Need help finding a new job that’s a fit for you?

The team at PrideStaff is here for you. We have professional recruiters who are ready to go to work connecting you with opportunities that are an ideal fit. Contact us today to get started.

4 Ways to Support and Retain Working Parents

According to the Department of Labor, parents comprise a significant amount of the entire working population – 71.2 percent of mothers and 92.3 percent of fathers with children under the age of 18 were employed in 2020. If you fail to take the necessary steps to allow your working parent employees the work-life balance they need, your company will likely lose out on many top performers and have difficulty attracting new talent. Check out these four ways to support and retain working parents:

Start a Discussion

Establish an open dialogue to determine your working parent employees’ current satisfaction levels with their jobs overall, especially how they feel about work-life balance. Gather their feedback so you can determine their unique needs and how to best be supportive to them. For example, they may think you have higher expectations of them regarding workload turnaround and accessibility than is actually true, and just letting them know that could alleviate anxiety. 

Implement Parent-Friendly Benefits and Perks

Cultivate a company culture that is supportive of working parents by implementing official policies. Offering paid parental leave, affordable, comprehensive healthcare plans, flexible work schedules, and remote work opportunities demonstrate your commitment to being a parent-friendly employer. These types of benefits and perks can often be the deciding factors in whether or not a working parent is able to stay in the workforce. 

Focus on Results 

Micromanaging negatively impacts productivity and morale for all employees, but especially for working parents. Reduce the pressure your working parent employees may feel to get things done within a tightly defined timeframe and instead focus on results only. Establish your expectations upfront in terms of deadlines and any other necessary details, and step back and let them get it done however they choose. This flexibility will empower them to establish the work-life balance they need while still being productive performers. 

Be Empathetic

Many working parents are concerned about not seeming like they are committed, team players if they have to take time off or can’t stay at the office as late because of their family responsibilities. Be empathetic to the obligations they are juggling and take the time to recognize their effort, and express your appreciation for their hard work. 

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.

5 Years of Service and Gratitude

What an amazing five years it’s been – and we’re just getting started!

We want to celebrate with you as we commemorate our 5-year anniversary! After a challenging and rewarding year, we are launching our birthday celebration with “Throwback Thursdays” over the next several weeks by looking back on some local and national highlights. Our hearts are filled with gratitude as we consider all you’ve helped us accomplish over the past five years. Thanks to continued partnerships with the Central Oregon community, we’ve filled thousands of vacant jobs with hard-to-find people in the area. We also launched our charitable giving program in 2018 and have consistently donated to organizations in our area such as the Boys and Girls Clubs of Bend, Friends of the Children, Habitat for Humanity, Bethlehem Inn, the Family Resource Center, and Saving Grace. These achievements are because of you!

And we’re just warming up. 

We’re pleased to announce that we’re expanding our placement services to include management and executive-level roles through G.A. Rogers and Associates.

G.A. Rogers and Associates’ professional search consultants in Bend are ready to provide expert guidance and evaluate your talent needs for:

• Controller / Accounting Manager
• Accountants / CPAs / Staff Accountants
• Finance / FP&A
• Accounts Receivable, Accounts Payable
• Project Managers / Estimators
• Project Engineers / Superintendents
• General managers / Operations

Be on the lookout for our “Throwback Thursday” posts on social media and spread the love as we celebrate 5 years with our Central Oregon community!