What Is the Best and Quickest Way to Find a Job in Las Vegas?

You need to find a job in Las Vegas immediately. Whether you’re new in town or recently became unemployed, you’re looking to get hired as fast as possible.

Working with a staffing agency in Las Vegas is the quickest way to find a new job, because recruiters are hiring experts. Here’s why you’ll land a new job in no time at all if you allow a staffing firm to guide your search.

Four Ways a Recruiter Can Help You Get Hired Fast

Get Help Standing Out From the Crowd

There’s a lot of people searching for jobs in Las Vegas right now. As of November 2020, the unemployment rate was 11.5%, according to the Bureau of Labor Statistics. Tough competition means you need to present yourself as the obvious choice to hiring managers.

Your recruiter knows what it takes to stand out, and they’ll help you do it. From working with you to polish your resume to preparing for interviews, they’ll make sure you shine.

Score Personal Introductions

Top recruiters have a reputation for making great placements in Las Vegas. Therefore, companies trust them and are more likely to hire candidates they recommend.

When you work with a recruiter, you’ll gain a competitive edge by having them stand behind you. They’ll introduce you to hiring managers searching for candidates like you, which will help you get hired faster. Hiring new team members is a big deal, so employers prefer candidates recommended by someone they trust.

Access More Jobs

When searching for jobs on your own, you’re limited to publicly posted job listings. However, many companies hire exclusively through recruiters, so you’ll only find out about these opportunities if you’re working with a staffing firm. Having more jobs at your fingertips increases the chances you’ll get hired faster — and find an opportunity that checks all your boxes.

Find Temporary Opportunities

The last thing you want is to rush into a new job, just because you need a paycheck right now. Your recruiter can help you find a temporary opportunity that will keep the bills paid, while you search for a job that truly supports your future goals. This is the best of both worlds because you’re able to get hired quickly, without making a long-term commitment that might not be the best choice for your future.

Get to Work ASAP

Need to find a job immediately? PrideStaff Las Vegas wants to connect you with top local employers ready to hire talent like you. Contact us today to start your search!

Best Practices for Performance Management While Remote

As a good supervisor, you strive to get the best out your team, no matter the circumstances. However, that task gets trickier when direct oversight isn’t actually possible. In those situations, you need to upgrade your managing game. To do that, you should implement the best practices for performance management to get the most out of your remote workers.

COVID has driven most companies to embrace a remote workforce. According to Upwork, nearly 42% of U.S. workers operated from home as 2020 neared its close. This reality makes it critical to learn the best performance management techniques.

And remote work isn’t going anywhere. While experts expect many to return to the office once the pandemic passes, the work-from-home movement will continue to have a major impact on corporate structures. The same Upwork figures suggested that more than a quarter (26.7%) of employees would remain remote through 2021. Looking longer term, the company estimates that by 2025, 22% of people will conduct their business daily routines from their homes.

Given this outlook, you should take the opportunity provided by COVID to learn the best practices for remote management. Here are some things to keep in mind:

Stress Results, Rather Than Process

Just think of the definition of remote: far away, removed. Not exactly the type of arrangement that lends itself to close scrutiny of every minor task. Give up on micromanagement and focus on results instead.

Provide the Proper Tools and Training

Don’t just send your staff home and expect them to remain productive. You have to give them the proper tools and support. Build a strong technological backbone, one that facilitates effective communication and the appropriate productivity checks.

At the same time, ensure that everyone has the right training. Don’t leave people to figure out the software on their own. Provide a formal education process and follow this up with easy-to-use reference materials.

Build in Flexibility

Everyone’s home life is a little different. Remote work doesn’t have the controlled environment of an office. Instead, it more resembles controlled chaos.

Take this into account as you make your schedules and set your expectations. Have a flexible attitude to both hours and the process for completing projects. As you give up some of your rigidity, focus on outcomes and let your workers have a big say in the details of execution.

Encourage Frequent Communication

It’s important to stay in contact with your remote employees. This lets you track progress and solve minor problems. At the same time, you can maintain relationships, which often become faded in remote situations.

All-hands video conferences can be time-consuming, so keep those at a minimum. Instead, rely on less formal communication. Send texts now and then…or drop the occasional email. These small gestures will allow you to keep the discussion going.

Set Transparent Expectations

So, you’ve adapted to remote working by leaning into a results-oriented culture. Next step: you’ll need to make your expectations clear. Since you don’t have direct control over the day-to-day details, you need to track progress and guide your team by setting effective goals.

Timelines play a big part in this process. Set achievable deadlines and make sure your workers meet them. At the same time, create Key Performance Indicators, or KPIs. This lets your workers know how they will be evaluated.

Understand the Mental Toll

Remote work can take a toll on mental health. The lack of direct human contact can wear on your employees. Keep that in mind. As part of your communication strategy, find ways to build friendships and encourage the development of outside support systems.

Installing a remote work structure requires a high degree of trust. You need the right workers to make the system operate effectively. By partnering with a top-flight recruiting firm, like PrideStaff, you can build the perfect team for your remote environment.

Contact PrideStaff today to learn more.

How to Turn Your Internship Into a Full-Time Job

An internship can help you gain valuable experience for your resume, but it doesn’t have to end there. If you’re strategic and intentional, your internship can get your foot in the door and start your professional career. Learn more about how to turn your internship into a full-time job: 

Master the Basics of Professionalism

Treat your internship like one extended job interview and focus on making a positive lasting impression. Before you can be considered for a bigger opportunity, you need to demonstrate that you’ve mastered the basics of professionalism. Show up each day punctually and with a positive attitude. Pay attention to detail – always ask questions regarding expectations for any tasks and ensure you complete them according to instructions and ahead of deadline. 

Focus on Networking 

Organizations often cycle through many interns, so if you want to be memorable enough to land a full-time job, you have to get to know people there. Show interest in any employees you interact with – smile, ask questions about their careers, and invite them to have lunch or get coffee. These interactions can help you stand out from other interns and help you get personal recommendations that can open doors for future professional opportunities.

Request Feedback

As an intern, you’re still in the learning phase of your career and getting experience in a professional environment. To increase the likelihood of getting a full-time job after your internship, make it clear that you take the opportunity seriously by requesting feedback. Midway through your internship, ask your supervisor if you could arrange a meeting to discuss your performance, the areas in which you excel, and what skills you need to develop and/or improve. Then, most importantly: put this feedback into action, so you demonstrate growth and impress your manager. 

Express Your Aspirations

Don’t assume your internship supervisors know that you would like a job there. An internship’s main purpose is to figure out what you’re looking for in a career, so if you’ve decided you’d like them as an employer, speak up. Express your aspirations to your supervisor and let them know you’d be interested in being considered for a full-time position. 

Keep in Contact 

Landing a job is often a matter of timing, so make sure you are top-of-mind and accessible when an opportunity becomes available. Proactively reach out to the contact(s) you made from your internship periodically to stay in touch and demonstrate your continued interest in coming to work for them. 

Achieve Your Career Goals

Find job 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 from employers across industries. Search our database of current available jobs to get started.

There are Many Reasons Why Empathy Matters in the Workplace

Back in the day, the words “empathy” and “workplace” were rarely muttered in the same sentence. There was no room for feelings or emotions once you arrived at work. You checked them at the door and went on with your day – picking them up again when you headed home.

Theoretically, it may have been plausible. But in reality? Not then – and not now.

Recognizing and promoting empathy is essential to building a healthy work environment. Empathetic leadership – the ability to understand and be aware of others’ needs and feelings – is sometimes overlooked as a key performance indicator, which is unfortunate.

Why Empathy is Important

As employees strive to act professionally, they may keep their emotions at bay. But unless they bring their full, authentic self to work, they’re less likely to perform at their best – or be happy with themselves or their performance.

How Can You Build Workplace Empathy?

Creating an empathetic workplace is up to everyone in an organization, from the top down.

It’s not always easy to grow your company for success. At PrideStaff Modesto, it’s our goal to help deliver the business results that matter most to you, circa 2021. For more tips on developing an empathetic workplace or staffing, employee, and management development formula targeted exclusively to you, contact us today to talk further.

The Key to Making a Job Description Captivating and Attention-Worthy

It’s often overlooked as a mere formality, but the importance of a well-written job description cannot be emphasized enough. The key to doing it right is understanding the role it plays in attracting attract top talent and getting them excited about the job.

If you’re working with a staffing partner in Las Vegas, they’ll help you write a winning job description that generates a buzz. However, if you’re trying to do this on your own, you probably need some advice. Keep reading to learn how to catch the eye of your ideal candidate.

Four Tips to Write a Compelling Job Description

Start From Scratch

When you need to fill an open position, it’s tempting to simply repost the same job description used last time. Taking the easy way out won’t get you top talent, so roll up your sleeves and get to work writing a new one. This is important, because jobs evolve with time and you want to make sure you’re accurately portraying the position.

Get Detailed

The best and brightest candidates won’t apply for just any job. They want to learn as much as possible about the position, before deciding if it sounds like a good fit. Therefore, you’ll want to highlight key responsibilities associated with the role, along with a glimpse of a day in the life of the selected candidate.

Information like metrics for success in the role, upcoming projects the new hire will work on, must-have skills, required years of experience and salary range are also important to include. The more details you provide, the easier it will be for candidates to envision themselves in the role.

Focus on Impact

Ambitious professionals don’t just want a job — they want to make a difference. Make your job description more attractive by highlighting the impact of the work. Understanding not just what they would be doing, but why it matters, will inspire top talent to apply.

Sell Your Company

You want candidates to be excited about the job, but that’s only part of the equation. It’s also important for people to understand why your organization is a great place to work. Describe your culture and some of the top reasons employees enjoy working for your company. Learning more about your organization will get people excited about the possibility of joining the team.

Find Your Dream Hire

If you’re having trouble filling an open position your team, allow PrideStaff Las Vegas to assist. We’ll handle all hiring activities, so all you’ll have to do is make your final pick. Contact us to discuss a partnership!

3 LinkedIn Features That Can Help You Land an Accounting Job

LinkedIn provides an excellent resource for landing an accounting job. However, to get the most out of the site, you need to go beyond the basic functions. You should take advantage of more advanced features in order to attract the attention of accounting recruiters.

You can use LinkedIn as your career hub as you push forward with your professional development. LinkedIn estimates that there are more than 3.5 million accounting jobs worldwide, with employees staying in their positions for a median of 1.7 years. That’s a lot of opportunity if you know how to find it.

At the same time, LinkedIn represents a go-to resource for hiring managers. One study showed that nearly 9 out of 10 recruiters (87%) used the platform regularly to search for candidates.

Your job is to catch the attention of these hiring executives. How do you accomplish that? By getting value from some of LinkedIn’s lesser-used functions. With that in mind, here are three features that can help you land an accounting job:

Keep Your Skill Endorsements Up to Date

LinkedIn doesn’t just let you list your skills. It also provides an “Endorsement” feature. This confirms that you have the capability you’ve highlighted, giving potential employers an added sense of security.

To put it in terms an accountant might appreciate it, think of the process like a preapproval for a mortgage. The LinkedIn endorsement process gives you a “preapproved” reference. A hiring manager doesn’t have to follow up with your contacts. The stamp of approval already exists.

Here’s how it works: You add a skill to your profile. Then, that ability can receive validation from one of your contacts (it has to be a first-degree connection…someone who can vouch for you based on their own experience). That reference becomes the endorsement, a kind of thumbs-up for the skill in question.

Stand Out by Uploading Media Files

Most LinkedIn profiles are relatively similar. A few personal details and a list of previous jobs. Yawn.

You can use media files to make your profile stand out. Of course, you probably already have images attached, even if that just consists of your single head-shot picture. But you can include a more expansive array of content as well.

Spice up your profile with audio files, slide-decks, and video. You can use these to highlight your accomplishments or underline your best skills. At the same time, these elements let you include more personality. You’ll get more opportunities for the accounting jobs you want because you’re able to make a deeper connection with the hiring managers who scout you.

Share Your Story

We often use LinkedIn as a supped-up resume storage area. But don’t forget: it also acts as a social media platform. And just like Facebook or Twitter, you can use LinkedIn as a way to share your story, updating your contacts with details about your career and your thoughts on the industry as a whole.

These functions give you added opportunities to impress hiring managers. Once again, you can showcase your personality, cementing a strong initial impression. At the same time, you can position yourself as a thought leader. By posting about industry trends and your growing knowledge base, you let potential employers know that you sit at the cutting edge of the accounting profession.

This content also lets you leverage LinkedIn as a networking tool. Even if your posts don’t draw immediate recruiters, you can connect with others in the accounting profession. These contacts can lead to further contacts, letting you expand your footprint on the site.

LinkedIn provides a great way to give your accounting career a boost. You can further improve your prospects by teaming with a strong recruiting agency, like PrideStaff. They can help you find the perfect position for your skills and background.

Contact PrideStaff today to learn more.

Is a Candidate the Right Fit For You? How to Make the Right Choice

As a hiring manager, you invest a lot into finding candidates, reviewing resumes, and conducting interviews. This all leads up to decision time and making your final pick.

If you’re lucky, one particular candidate stands out above the rest. However, in most cases, it takes some assessing and consideration of multiple candidates. And if you choose the wrong one, it will cost you in the form of lost time, lost productivity, lower morale, and more hiring expenses.

To avoid this and hire the best-fit candidate, here are some steps to take:

Evaluate their past experience.

You want to ensure they have the right skills and abilities to get up and running quickly. This includes soft skills, like teamwork, collaboration, and communication. Beyond evaluating hard and soft skills, think about the results they’ve achieved. Did one particular candidate make a stronger impression with their accomplishments? They might be the right choice for you.

Evaluate the questions they asked.

The questions a candidate asks can often indicate what’s important to them. Even if you have a great candidate, if they’re asking about advancement and you know your company can’t offer it, it’s not the right person for you. In addition, if a candidate only asks basic questions or none at all, it’s a good indication of how serious they’re taking the opportunity.

Evaluate their personality.

Just because a candidate has the right skill set and experience doesn’t mean they will mesh well with your culture. If you have a more formal culture, for instance, and they’re looking for one that’s laid back and casual, they’ll have a hard time adjusting if hired. Therefore, it’s important to think about what you’ve learned about each candidate during the interview process and which will fit the best with your culture.

Evaluate your instincts.

Do you have a strong feeling one way or another? While you shouldn’t decide based solely on gut instinct, it’s still an important part of the process to consider. Perhaps a reference said something that was a red flag about a particular candidate. Or a detail on their resume didn’t make sense. Whatever the case, figure out what’s bothering you and try to get answers so you can make the best decision moving forward.

Do you need help hiring the best-fit people for your staff?

The Phoenix recruitment team at PrideStaff is here for you. We can handle the sourcing, screening, interviewing, and more, so you get several pre-qualified, talented candidates to choose from. Hiring will be faster and easier, with less risk for a mistake during the process. Contact us today to learn more!

Avoid Hiring Bias with These 5 Crucial Tips

Diversity is a major core value for many organizations, but subconscious bias in making hiring decisions may be hindering that goal. Common examples of hiring bias include: being drawn to candidates for their personal likeability or connecting more with candidates who have a shared background. Avoid hiring bias with these five crucial tips: 

1. Raise Your Awareness

Knowledge is power. Before you can take practical steps to avoid hiring bias, you must first fully understand it. Raise your awareness of the topic by participating in training. This will teach you the fundamentals of how/why bias occurs, how to recognize it, and what solutions need to be implemented to combat it on a larger scale. 

2. Evaluate Job Descriptions 

Often hiring bias can come into play long before you even come into contact with candidates in the form of the job description. In particular, gender bias can become an issue through the type of language used in the job description and may result in one gender being more likely to think they meet the qualifications than the other. Avoid any words/phrases that align with gender stereotypes, such as “competitive” (often associated as a masculine trait) or “collaborative” (often associated as a feminine trait). If you’re unsure, there are tools that will specifically scan your job posting for common examples of gendered language based on research findings. 

3. Make Initial Review as Blind as Possible

To significantly reduce the possibility of bias in your hiring process, limit the use of candidates’ identifying information. Have the names removed from applications before you review them. Focus on evaluating candidates solely on their qualifications for the job by including skills tests as part of the initial review. 

4. Establish Set Standards for Evaluation Criteria

The phase of the hiring process in which you will know candidates’ identifying information is a critical time in which bias can rear its ugly head. To protect against this, establish set standards for evaluation criteria, and most importantly, stick to it exactly. Decide ahead of time what specific criteria you will be basing your decision on and only rank candidates based on it. Every candidate interview should also be as standardized as possible in terms of the questions asked. 

5. Get Multiple Perspectives

The most challenging aspect of hiring bias is that you may not realize it is happening in your mind and influence your decision-making. Avoid this by bringing in other stakeholders to get their perspectives of the candidates. They can make you aware of shortcomings you may not have considered, or if you’re overlooking positive qualities in your lower-ranked candidates. 

Make Your Hiring Process as Effective as Possible

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.

Follow these Simple Tips to be Happier and More Productive

Where did the time go?

You started with great intentions, and you could have sworn you woke up with an energized, productive attitude. But at the end of the day, all you can do is sigh. You haven’t accomplished nearly as much as you thought – and it’s frustrating.

If you’re not where you want to be in terms of your mental energy and enthusiasm at work, here are some helpful tips to turn things around.

Become a morning person.

Set your alarm to wake up just 15 minutes earlier than usual. Then use that extra time to do something you enjoy as your first “assignment” for the day. It could be a short exercise video, taking the dog for a brisk walk, or reading a favorite novel chapter. Then move into work mode.

Get the un-fun stuff out of the way first.

By starting your day with some “me time,” you should feel like you’re in a good place mentally to tackle work. Roll with that positive flow and tackle at least one unpleasant duty right off the bat. Because you know that cumbersome report or difficult phone call isn’t going to just disappear, get it over with. You’ll feel like a huge weight has been lifted from your psyche.

De-clutter.

It’s a lot easier to finish a project on time when you can find that sticky note where you jotted down the related contact information. As noted by experts at the Mayo Clinic, clutter isn’t just unattractive, it’s stress-inducing and makes it hard for you to focus. Organize your workstation, go as paperless as possible (which has the added benefit of saving trees as well as your sanity), and remove anything you no longer need. Make it a point to do this once a day, so it’s not overwhelming.

Eliminate time wasters.

Among daily activities that Inc.com defines as unnecessary – and that consume an astounding 51 percent of the average worker’s time – are meetings and emails.

il?

Take breaks.

Despite the way it may sound, taking breaks can actually make you more productive. Schedule these into your day, too. If you’re not sure how that might work for you, try the time-tested Pomodoro Technique. Because like the old commercial jingle goes, “You deserve a break today.”

As you grow your career – or perhaps find your next great professional opportunity – consider working with the staffing experts at PrideStaff Modesto. Read our related posts or contact us today to learn more.

6 Tips to Take Your Career to New Heights

The past year was a difficult one for everyone. However, it’s a New Year and a good time to assess your career. Where do you want to go and how are you going to get there? Now’s a good season to start asking yourself these questions, so as the year progresses, you’re able to make the right career moves. Below are some tips to help you:

#1. Identify and set small goals.

Having big-picture goals is important. However, to achieve them, you need to break them down into smaller, bite-sized steps. You should also attach a timeline and milestones you want to meet to evaluate your progress regularly.

#2: Ask your boss for feedback.

Asking for feedback sometimes feels like walking into the line of fire. The good news is it’s really in your best interest. When you know where you stand, you can make improvements where needed and continue to enhance your strengths. You’ll become a more valuable member of the team, as a result.

#3: Keep track of your accomplishments.

If your goal is to ask for a raise or promotion this year, you need to start documenting your accomplishments. This includes anything from positive customer reviews to completing important projects on time. Big or small, keep track of your performance, so you can make your case when the time comes.

#4: Focus on self-improvement.

You might not have time to go back to school. However, you can read industry publications, blogs, and books and join an online forum. Staying on top of trends and new information is a key part of evolving and moving up in your career.

#5: Ask for more challenges.

If you’re growing bored or stagnant at work, ask your boss for a change. This can be a stretch assignment, a lateral move in your department, or to spearhead a new project or initiative. During it, focus on making connections and gaining skills to put you on track toward meeting your career goals in the future.

#6: Find a mentor.

If your employer offers a formal mentoring program, take advantage of it. Also, participate in any training or advancement opportunities. If there aren’t any at work, then look for those outside your company. Start networking and doing research on ways you can grow in your skills and advance your career.

Ready to take your career to new heights at a different company?

Turn to the Tempe recruitment team at PrideStaff. We’ll work hard to learn about your career goals and background, so we can connect you with a new job that’s a great fit for you. Contact us today to learn more!