What Happens to Top Applicants When Your Hiring Process Takes Too Long?

Your company is a great place to work, but unfortunately, you’re having trouble securing top talent. Plenty of seriously impressive professionals apply for open positions, but your long hiring process typically causes them to drop out before you’ve made a decision.

As the best staffing firm in Las Vegas, PrideStaff Las Vegas can confirm a drawn-out candidate selection process will cause you to lose top candidates because they’re in demand. If another company makes them a great offer first, they’ll likely accept it.

Here’s some advice to make your process more efficient, so you stop losing out on the best people.

Five Ways to Speed Up Your Hiring Process

Seek Employee Referrals

Each of your employees has its own network filled with talented professionals. When you need to hire, ask them for referrals of people they know and trust. Since their reputation is on the line, they won’t recommend anyone they don’t truly believe would be a good fit. This can eliminate the need to cast an enormous net to find talent, which can speed up your hiring process.

Streamline the Process

Hiring a new employee is a huge deal that requires plenty of steps. However, all of these steps don’t have to be as time-consuming as you’re currently making them. For example, instead of bringing candidates into your office for first-round interviews, conduct them using the phone or teleconferencing tools.

Identify Common Holdups

Some parts of your hiring process are likely very efficient, but they’re canceled out by portions bottlenecking your quick progress. For example, requiring candidates to keep coming back to your office to interview with multiple people, instead of scheduling all interviews on the same day, can really slow the process down.

Time It Right

If hiring is a team effort, you need everyone to commit to dedicating the necessary time and energy to the process. Holdups happen when key people are too busy to do their part or out of the office, so check everyone’s schedules before posting a job. This ensures you won’t have to put interviews or other activities on hold for a week or two, while waiting for a colleague to step in.

Take on a Staffing Partner

Hiring a new employee is a job in itself, and you already have enough on your plate. Hire faster, while improving quality, by outsourcing your candidate selection process to a staffing firm. Recruiters work hard to build and maintain talent pipelines, allowing them to quickly access plenty of active and passive job seekers who could be a great fit for the position. They’ll handle all hiring activities, so you just have to meet with their top choices and make the final pick.

Get the Best Person for the Job

Tired of losing top talent to a slow recruitment process? PrideStaff Las Vegas is here to help you hire faster while increasing the quality of your new hires. Contact us today to discuss a partnership!

Employee Retention Tips to Reduce Company Turnover

High turnover represents an unnecessary cost. With the right retention policies, you can keep your best talent in place. You’ll save money and get more out of your limited resources.

But how can you make that happen? Keeping your employees happy requires foresight and a holistic approach.

These investments pay off in the long run, though. The high cost of turnover makes retention an essential aspect of any team-building strategy.

One study suggested that the costs of replacing a worker runs about 33% of that employee’s annual salary. That equates to about $15,000 on average. But the dollar value only represents a portion of the true cost.

High turnover can impact your business in other ways:

• Limited output
• Reduced morale
• Lost institutional memory
• Slowed momentum on long-term projects

Given these consequences, it’s important to limit your retention rates. Here are a few employee retention tips to keep your turnover under control:

Keep Your Compensation Competitive

Tired of having your best workers stolen by the competition? Make sure you’re paying a market rate for their services.

An important note here: a competitive compensation package represents a moving target. What passed as adequate pay not too long ago could become unacceptable very quickly. Meanwhile, a good salary level could look paltry if economic conditions change.

Factors like inflation, labor-market dynamics, and industry conditions could alter the definition of “good compensation.” For that reason, you need to review your policies regularly.

Also, don’t just look at salaries. Consider bonuses and benefits as well. You could win the battle on base pay, but lose a good employee over something as simple as a dental plan or a vacation policy.

Invest in Culture

Foster a corporate culture that will encourage your employees to stay for the long haul. You can gain that by implementing worker-friendly policies:

• Ask for worker feedback
• Promote diversity
• Offer flexible schedules
• Encourage a healthy work/life balance
• Promote from within
• Provide ongoing training or educational opportunities

Strengthen Your Onboarding and Training Programs

Build a connection with your employees as soon as they join your organization. A comprehensive training program will provide a good basis for further growth.

At the same time, review your onboarding procedures. These can leave a permanent impression on your new employee. They represent an introduction to the HR department and to the corporate culture in general.

Make sure you make a welcoming and confidence-inspiring first impression. Here are a few potential steps you can consider:

• Have an organized onboarding plan
• Introduce your new employee to their coworkers
• Assign a veteran mentor
• Have their supervisor take them out for lunch
• Create a process for sparking two-way communication
• Provide constructive feedback early and often

Get Better at Hiring

Have a problem with retention? Maybe you aren’t hiring the right team members in the first place.

Finding a perfect fit with your organization lets you keep workers for the long term. This can represent a complicated process. It helps to have expert advice.

A top staffing agency, like PrideStaff, gives you the tools and support you need to maximize your recruiting efforts. You’ll find the ideal match for each open position.

Contact PrideStaff Bend today to upgrade your talent search.

Laid Off? Here’s How to Navigate Your Next Interview

In the best of circumstances, job interviews can feel stressful. However, when you have to explain a lay-off, it can be even more nerve-wracking. How do you approach this sensitive topic in a way that won’t impact a potential offer? Here are some tips to help you:

Be honest about the situation.

Trying to avoid the topic or talk your way around it doesn’t work. Instead, just be honest about the situation. For instance, if you were laid off due to the pandemic, explaining that will go a long way in positioning you in a more positive way.

Bring it up yourself.

Don’t just hope the hiring manager won’t ask about your layoff. They will, and bringing it up first will demonstrate to them you have nothing to hide. It will show you’re confident and comfortable talking about the situation, as well as willing to answer any questions they might have.

Offer facts if you can.

If you were one of hundreds of employees laid off from your company, tell that to the hiring manager. Whether it was due to the pandemic or restructuring, explaining that your job loss was part of a larger company issue – and not based on your performance. This will take the attention away from you.

Keep what you say simple.

Don’t be too long-winded when it comes to talking about your layoff. Explain the “what” and “why” it happened and then move on. Be prepared to talk about what you learned about the situation or any silver linings that came from it, such as the opportunity to find a more rewarding position. Then move onto why you’re a good fit for the job.

Practice what you’re going to say ahead of time.

This is not a conversation you want to walk into without preparation. Instead, think about what you want to say and how you want to frame it. Then practice your response. You’ll feel more comfortable talking about the situation to the hiring manager. It will also help you avoid getting emotional during the conversation.

Need more help finding a new job after a company layoff?

At PrideStaff, we’re a leading employment firm in the Tempe area. We have relationships with many of the top employers throughout the area and can connect you with a great new job at organizations that are hiring. Contact us today to get started.

Should You Go To an Interview If You’re Happily Employed?

You really like your job. The work is interesting, the people are great and you’re treated well by the company. Therefore, you were caught a little off guard when a recruiter contacted you about a position that sounds good, but would of course require you to move on to the next chapter of your career.

Recruiters in Vegas often seek out passive talent like you, because the best person for the job isn’t always actively looking. They know you’re content in your current position, but they’re hoping they can convince you to consider the opportunity at hand. If the job itself truly does pique your interest, here’s why it’s always a good idea to take the meeting and hear them out.

Four Reasons to Interview For a Job When You’re Happily Employed

Expand Your Horizons

Being satisfied in your current job is great, but it can also give you a bit of tunnel vision. When you don’t envision yourself going elsewhere in the foreseeable future — or ever — you might inadvertently accept that your career is headed in a direction that might not be your dream. Going on a job interview can give you a fresh perspective about what you really want from your career, so you don’t settle for something that’s just alright.

Relish Being in a Position of Power

As a passive candidate, you’re in control. Since you’re already happy in your current job, the interview is a low-pressure situation. This means you can ask for things like a higher salary and specific perks without fear of causing your requests to keep you from getting hired. If the employer decides to appease you, that’s great, but if not, you still have an amazing job to fall back on.

Sharpen Your Interview Skills

If you’ve been with your current employer for a while now, your interview skills are likely rusty. Meeting with the recruiter is a great way to learn more about the position while refining your skills. You’re content in your job today, but you don’t know what the future holds. The ability to shine in an interview is something every professional need, so use this opportunity to polish your interview presence.

Make New Contacts

Your professional network can be invaluable to your career growth. Taking this meeting with a recruiter will allow you to make a new contact who can help you find work in the future. Even if you decide this particular job isn’t for you or now isn’t the right time to make a career move, they’ll stay in touch and be there to assist when you’re ready to take the next step.

Move Up the Ladder

Ready to take the next step in your career? PrideStaff Las Vegas wants to help you find the perfect fit right here in Clark County. Contact us today to get started!

6 Common Hazards in the Workplace (And How to Avoid Them)

All workplaces carry the risk of accidents, even office or other seemingly non-physical environments. In honor of June being National Safety Month, take some time to educate yourself on what you can do to protect yourself against accidents at work. Here are six common hazards in the workplace (and how to avoid them):

1. Slips, Trips, and Falls

According to the National Safety Council, slips, trips, and falls are among the leading cause of workplace injuries and fatalities across all industries. Protect yourself by being aware of your surroundings and being on the lookout for wet spots or objects on floors and walkways, as well as open file cabinets and other drawers.  

2. Fire

There are approximately 17,000 workplace fires annually, reports the U.S. Fire Administration. The leading cause is cooking, so be mindful of using any heated appliances and always turn them off when done. Ensure you know where fire extinguishers are located in your workplace, as well as the emergency exit plan in case of the need for evacuation. 

3. Ergonomics

Repetitive stress injuries are a common affliction in the workplace, and poor ergonomics is typically to blame. Perform stretches to help alleviate muscle aches and joint pain caused by repetitive actions. If you use a computer, make sure to take time every two minutes to look away from screens to prevent eye strain. 

4. Violence

Unfortunately, workplace violence is a common hazard, with 20,870 assault-related injuries occurring in workplaces in 2019. The best way to protect yourself and those around you is to be vigilant at recognizing aggressive or otherwise suspicious behavior and reporting it to your employer, who should ideally have a zero-tolerance policy. 

5. Indoor Air

Poor indoor air quality, such as due to contaminates like dust or mold, can cause respiratory issues. For one-off incidents of poor air quality, you can increase air circulation by opening windows or using fans. However, you should report incidents of poor indoor air quality to your facilities manager since it may indicate there are HVAC issues.

6. Noise 

Noise levels in the workplace can range from a distraction that affects productivity to a major trigger for migraines and other headaches and contribute to high blood pressure. Use headphones when possible, and place plants in your workspace to reduce noise levels. 

Explore New Opportunities with PrideStaff

Are you ready to start your job search? Work with PrideStaff Akron to find the role that’s right for you. We can match you with available positions that align with your qualifications and professional goals. Search our available jobs to learn more.  

Employee Recognition Will Always Be Critical

Is employee recognition worth your time and investment?

The answer to this question is a resounding, non-debatable “yes.” If you have any doubts about making employee appreciation and rewards an integral part of your company culture, kick those thoughts to the curb. Right now.

Honest, authentic recognition can be as small as a personal note or thank-you card or as large as a sizable cash bonus or a shout-out at an important company meeting. What’s essential is that it’s sincere, heartfelt, and tailored to whatever is most meaningful to its recipient.

Here’s a closer look at the benefits:

Increased Employee Satisfaction and Engagement

When you show your employees that you appreciate them and their work, they feel better about what they do every day. As a result, they’re happier, more motivated, and more engaged.

Trust and Mutual Respect

Building a workplace foundation of trust and respect starts with showing appreciation for what others do for you and your organization. When employees know that their efforts contribute to a larger cause and are noticed by their superiors, they feel a deeper connection to leadership and a stronger sense of ownership.

Enhanced Loyalty and Retention

When asked why they were changing career paths, most employees in one U.S. Bureau of Labor Statistics report said they felt either a lack of respect or a lack of autonomy. Providing appropriate recognition to your employees can avoid them becoming part of such woeful statistics – and help keep your top talent around longer.

Great leaders know that they can never give too much recognition, as long as it’s honest and deserved. In the words of HR industry expert Susan M. Heathfield, “Recognition is not a scarce resource. You can’t use it up or run out of it.”

If you need further guidance in creating or improving your employee recognition strategy or building your winning workforce through effective sourcing, recruitment, and talent management, read our related posts or contact PrideStaff Modesto today.

Can I Use My LinkedIn As a Resume?

LinkedIn represents a critical part of any career development process. However, has the social media behemoth become central enough to replace traditional job-hunting tools? Specifically, can you use LinkedIn as your resume?

The platform certainly has a wide enough reach. It boasts more than 750 million members. Meanwhile, LinkedIn’s users offer more than 10 million active jobs with over 9 million employers.

Still, you need to be careful about scrapping the old-fashioned resume format. It still has its uses in the modern age.

Your best strategy involves a blended approach. Keep your resume handy but leverage LinkedIn’s reach to improve your career prospects. Here are a few factors to keep in mind:

Every Company Is Different

For many companies, a LinkedIn profile acts as a substitute for a formal resume. However, this is far from universal.

For instance, research shows that 87% of recruiters use LinkedIn to vet candidates. That’s an extremely high rate, indicating how central to hiring LinkedIn has become. Still, the figure also suggests a certain limit.

The flip side of that stat: 13% of recruiters don’t use LinkedIn. As a result, if you rely exclusively on the platform, you’ll automatically exclude yourself from about one out of every eight employers.

Also, note the language used in the survey. The vast majority of recruiters look to LinkedIn as a vetting tool. They don’t necessarily lean entirely on the information included in a profile. The hiring managers include it among a list of data-collection sources.

For instance, the same survey showed that 43% of recruiters check out Facebook and 22% review Twitter to gain insight about a candidate. LinkedIn is necessary to maximize your career opportunities. But it’s not the only tool you should use.

LinkedIn as Enhancement, Not Replacement

You don’t necessarily have to replace your resume with a LinkedIn profile. Think of them as complementary tools. LinkedIn can enhance the information included in your other documentation.

A company might require you to submit a resume as part of the application process. That’s fine. You can offer a link to your LinkedIn profile as well, giving you even more value.

For instance, one study indicated that a strong LinkedIn profile can boost a candidate’s chances of getting hired by 71%. This increase comes even when an applicant submits a resume as well. The statistics suggest that a link to the LinkedIn profile as part of the resume improved callback rates.

The takeaway: you don’t need to look at a resume and a LinkedIn profile as competing tools. They support and complement each other. Feel free to use both during an application process.

How to Use Your LinkedIn Profile

Don’t just think about LinkedIn as a possible replacement for your resume. It has a bigger part to play in your career development.

Because of its reach, you can use the platform to build connections and find new opportunities. You just need to get the most out of it:

Keep It Updated

Just like with a resume, regularly update your LinkedIn profile. This will ensure that it contains the latest information about your skills and background.

Use Additional Features

LinkedIn goes well beyond a digital resume. It offers additional features, like educational offerings and content-creation capabilities. These let you connect with potential employers and build your network.

Become a Master Networker

Ultimately, LinkedIn is about making connections. Just look at the name…linked in. Use this function as much as possible. Meet new people and seek out like-minded professionals. These could open the door to the perfect job.

Navigating the modern job market can be confusing. It helps to have expert guidance. Partner with a strong recruiting firm, like PrideStaff, to maximize your job prospects.

Contact the leading recruiters at PrideStaff today to learn more.

Safety Measures All Employers Should Provide in 2021

June is National Safety Month, intended to raise awareness of potential hazards that contribute to accidental injuries and fatalities. After dealing with COVID-19 for more than a year, 2021’s National Safety Month is the time to focus on how to navigate workplace safety as the pandemic begins to improve. Learn more about the safety measures all employers should provide in 2021:

Vaccination Policies

As COVID-19 vaccinations become more widely available throughout the US, employers must determine their company-specific vaccine policy, as CDC safety guidelines for workplace safety vary depending on whether or not workers are fully vaccinated. Clarify if you will encourage or require employees to get vaccinated, as well as review full guidance from the Equal Employment Opportunity Commission (EEOC) for ensuring your policies abide by workplace anti-discrimination laws. 

Sanitization 

For workers in a shared space, preventing the spread of viruses is truly a group effort. While the more major cleaning and sanitizing should be done by a designated facilities manager as a safety measure, you also need to provide supplies for employees to pitch in on an individual basis. Ensure you offer hand sanitizer and cleaning wipes, so employees feel comfortable when having to use common flat surfaces, tools, supplies, etc. 

Ventilation 

Poor indoor air quality is not just an annoyance in the workplace – it can be a hazard to your employees’ health by contributing to respiratory problems due to dust, smoke, mold, or other irritants, as well as encouraging the spread of airborne viruses. Get your HVAC systems checked to verify they are providing proper ventilation in your workplace. 

Mental Health Resources 

The pandemic hasn’t just affected physical health – even for those who never contracted COVID-19, the stress related to it contributed to mental health issues, such as anxiety, depression, or substance abuse. It’s essential to provide mental health resources to your employees they can turn to if they are struggling to keep them safe and healthy. Communicate any employee assistance programs that are available and make it clear they will not be judged in any way if they need to utilize these resources. 

Attract Top Talent with PrideStaff

Find 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. 

How Persistent Is TOO Persistent When Applying for a Job?

Competition for the best jobs in Las Vegas can be intense, so you’re not afraid to be persistent.  This is a great quality to have, as it shows hiring managers you’re truly interested in the position at their company.

Of course, there’s a fine line between showing ambition and outright irritating the hiring manager. While everyone has different parameters for this behavior, there are several general rules to follow that will help ensure you don’t fall into the latter category.

Three Tips to Avoid Being Labeled a Pest in Your Job Search

Be Patient With Follow-Ups

It’s only natural to want to know where you stand as soon as possible after applying for a job or going on an interview. Unfortunately, that’s not typically how it works. Generally speaking, you need to wait around 10 days after applying for a job to reach out to the hiring manager.

When interviewing, it’s always advisable to ask for a timeline at the end of the meeting. Remain mum during this time, but if you don’t hear back, it’s perfectly fine to reach out afterward.

Don’t Get Too Personal With Social Media

Social media sites like Facebook, Twitter, Instagram, and LinkedIn make it easier than ever to connect with hiring managers and learn more about them. However, many people will consider it an invasion of privacy to receive a follow or friend request from a candidate on a platform typically reserved for more personal interactions.

Therefore, it’s generally fine to send a request to connect on LinkedIn — along with a brief message reminding them about the position you interviewed for and reiterating your interest in it — but stop there. Attempts to connect on other social sites will probably feel like an invasion of their privacy.

Know When to Take a Hint

When pursuing a job you really want, it’s important to know you did everything possible to market yourself as the best candidate. It’s undoubtedly frustrating when the hiring manager strings you along or doesn’t respond at all. Do know, in these situations, reaching out more often will not elevate your candidacy.

If the hiring manager isn’t contacting you, there’s a reason, so accept this and move on. Refocus your efforts on finding a job at a company that truly deserves you.

Land Your Dream Job

Ready to take the next step in your career? PrideStaff Las Vegas wants to help you find a new job that checks all your boxes. Contact us today to find out what we can do for you!

How to Establish a Connection with Your Employees

The human brain is wired to connect. By nature, people are motivated by a drive for social connection, which applies at work and in their personal lives. Not everyone has to be best friends with their coworkers, but the better people get along with each other and upper management, the more beneficial business results and long-term success.

According to one Gallup poll, companies with the most engaged workers are 17 percent more productive, 21 percent more profitable, and make 20 percent more sales than others.

So, how do you get your team members enthused, passionate, motivated … and truly connected? Here are some ideas to get you started:

Make it personal.

To connect with someone, you have to get to know them first. Learn more than just your employees’ names and what they do for your company. Ask about their weekend, their interests, and what’s going on in their lives outside work. And encourage people to get to know their colleagues, too. If things haven’t opened up post-pandemic, try Zoom coffee or happy hours … hopefully, you can deliver the message that these get-togethers can soon become not only live but in person, again soon!

Make sure everyone feels heard – and understood.

Employees who feel their opinion is valued are more likely to be invested in their work and in their future with your company.

Establish a culture of appreciation.

Expressing appreciation for milestones reached and jobs well done works wonders in terms of building engagement and connection. Start or reenergize your employee recognition program; people need it now more than ever. As always, be sure recognition awards are appropriate and tailored to each recipient. Otherwise, they may backfire.

For more than three decades, PrideStaff Modesto has been partnering with leading companies throughout the Central Valley and beyond to develop winning workforce development strategies, communication and recognition tools, and cultures. Let us help you with a plan custom-tailored to your company and its unique needs. Contact us today for more information.