How to Get Through a Day of Customer Service When You’re in a Bad Mood

In many jobs, bad moods don’t matter much. Factory workers and back-office staffers can just put their heads down and make it through the day. However, in customer service, you don’t have that option. You have to find a way to deal with customers even when you don’t feel much like communicating.

After all, success at your position depends on positive interactions with the outside world. This fact makes it tough to get through a day of customer service when you’re feeling lousy. A bad mood isn’t a small thing. Theoretically, an ill-timed outburst could threaten your job.

So how do you get through it? How can you stay upbeat and courteous with customers, even when you’ve got that little black raincloud hovering over your brain? Here are some tips to get through a day of customer service when you’re in a bad mood:

Stay Professional

Remember: customers calling in with a complaint aren’t mad at you personally. They might be frustrated with the situation and behave badly as a result. But you shouldn’t let it get under your skin. If you start to lose your cool, use professionalism as a shield. Instead of getting angry or snapping back, focus on your training. You can fall back on your customer service script or stock phrases to keep the conversation moving forward, without saying something you’ll regret.

Recognize When Your Patience Is Fading

Sometimes anger boils over all at once. However, even in these situations, you can usually feel your temper simmering. When you start the day in a bad mood, you need to stay alert to the signs that you’re reaching your breaking point. Remember, you can’t count on introspection from an irate customer. Your self-awareness goes a long way to keeping the interaction productive. When the temperature of the conversation starts to rise, you can take early steps to avoid conflict.

Take Mini Breaks

Ideally, if you start to get heated, you want to step away and take a few moments to collect yourself. This might not be an option every time. Scheduled breaks come when they come, not when you need them most. And there might not be enough time in the day to take a breather after every frustrating encounter.

Still, if you start to feel the end of your patience approaching, take a second or two to regroup. Even a short, self-reflective beat can be enough to regain your composure for the next customer.

Just Breathe

A momentary break might not even be an option. In a busy call center, for instance, customer interactions often come one right after another. However, there are still ways to inject some mindfulness into your day, allowing you to settle your nerves while you maintain a hectic schedule.

The easiest of these: close your eyes; take a breath. Before you snap back at a client, take a second to appreciate the situation and calm yourself down.

Talk to Your Coworkers

Every customer service rep has their battle stories. Share yours with your coworkers and elicit some of theirs in return. Think of it like a support group. You can get valuable advice on how to deal with the most troublesome complaints. At the same time, you won’t feel as alone. The conversations will give you an opportunity to vent in a relatively constructive way. If you’re complaining with your coworkers, you’re less likely to turn on your customers.

Bad Mood or Something More?

Bad days come and go. Hopefully, you can push through your sour mood and start fresh tomorrow. However, if you feel yourself getting frustrated constantly, and begin to dread each customer interaction, it might point to a bigger problem. You might not be in the ideal situation for you. If you decide that the job itself might not suit your talents, there are steps you can take.

You might need a change of scenery. By partnering with a highly respected staffing agency, like PrideStaff, you open yourself up to new (potentially less frustrating) opportunities.

Contact PrideStaff today to find out more.

7 Secrets to a Successful Video Interview

Traditional job interviews are nerve-wracking, nail-biting experiences. Video ones can be even more challenging because most candidates aren’t used to them. Instead of letting your anxiety show, follow these tips for a successful performance and a possible job offer:

• Do your homework.
  Just as you would with an in-person interview, do your homework ahead of time. Read all you can about the company, formulate answers to common questions, and reach out to anyone you know who works there for tips on getting hired. 

• Dress the part.
  Even though it’s a video interview, you are still expected to dress professionally. So wear a suit and make sure you look like you would if you were going into their office. Don’t take any shortcuts either, like pajama bottoms. If you have to get up for some reason, like to reach a file or folder, you don’t want to create an awkward moment.

• Check the quality of your video and audio.
  Make sure that your camera and microphone are both working and delivering quality visuals and sound. Also troubleshoot any technical problems ahead of time by going to the link the interviewer provided and making sure the software works on your computer or tablet. 

• Choose a quiet, private spot.
  Best-case scenario, you want everyone out of your house during the interview. This ensures there aren’t distractions or noises in the background. If this isn’t possible, find a private room where you can close the door and focus on the interviewer without interruption.

• Don’t speak too loudly.
  It might take a few seconds to find your footing during a video interview. One tip is to speak at your normal voice level. Most tablets and computers have adequate speakers and will transmit your voice at a level that is appropriate, so you don’t need to talk loudly.

• Have your resume and notes nearby.
  You don’t want to have to get up and search for an item, like your resume or a piece of paper and a pen. So make sure you have everything you’ll need ahead of time, right in reach, so your interview goes more smoothly.

• Ask about next steps.
  Just like a traditional interview, ask about the process and what you can expect from it, including when a decision will be made. This will help to ensure there aren’t any surprises and that you also know when it’s appropriate to follow-up if needed.

Looking for professional help finding your next job?

PrideStaff is here for you. We’re one of the leading employment agencies in Tempe and know who’s hiring and how to get your foot in the door. Find out more by contacting our team today!

What Safety Measures Do I Need in Place for Employees After COVID-19?

The COVID-19 pandemic caused many companies to dramatically change the way they do business, such as with immediate transitions to remote work or significantly altered workplace processes. As your company starts to adapt to the “new normal,” your employees are likely to be concerned about their safety, understandably. Learn more about what safety measures you need in place for employees after COVID-19:   

Employee Screening 

The most crucial way to protect your employees and keep your workplace as safe as possible during the COVID-19 pandemic is to be vigilant about who enters your facility. Employees should ideally never push through and work if they are sick with common viruses, but for COVID-19, it can be a matter of life and death, so they should be strongly told not to come in if they are ill or exposed to others who are.   

Establish a pre-screening process at the opening to your building, in which employee temperatures are taken to ensure they don’t have a fever, and they are asked about any recent symptoms, such as shortness of breath or coughing.  

Adhere to a Stringent Cleaning Routine 

All it can take to spread the virus rapidly is for infected respiratory droplets to be left on a shared surface, and then touched by employees. Be vigilant about sanitizing your workplace to keep your employees safe. Ensure that all spaces, from bathrooms to offices to printers or other commonly used equipment, are disinfected often. If possible, provide disinfectant wipes and hand sanitizer throughout your workplace.  

Implement a Face Mask Policy 

To prevent the transmission of the COVID-19 virus, the CDC recommends implementing a face mask policy and requiring employees to wear a face covering (unless they have medical conditions that prevent them from doing so safely). If employees are unable to procure their own face masks or they don’t meet your approval, have a supply on hand to provide to them.  

Institute Social Distancing Practices 

Since COVID-19 is so contagious and people can be asymptomatic carriers, ensure your employees are able to maintain at least a 6 feet distance between them and their coworkers or customers. Although certain work duties can make that impractical or outright impossible, institute social distancing practices as much as you can. Space out work stations and seats in common areas with markings to indicate a 6 feet distance.  

Call Us Today to Find Top Talent

Attract top talent to join your team by working with experienced staffing firm PrideStaff Akron. Our recruiting experts will evaluate candidates to match you with the prospects that fit your needs. Contact us to learn more about our services.  

Managers Play an Important Role in Employee Well-Being

“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”

These are the words of Jack Welch, a well-regarded global business leader and CEO of General Electric from 1981 to 2000. They should resonate with you as a manager today. Sure, your plate is full. But one of the most important – if not the most important – things you can do is make time for your employees and support them as they grow.

Understand their goals.

One of the most powerful conversations you can have as a manager is about your employees’ goals. When you tap into what drives their passion, you optimize their motivation on the job. And, connecting with their goals also strengthens your working relationship with them.

• Remove any obstacles standing in their way. Be sure your employees have the tools, resources, and support they need to achieve their goals. Ensure they’re in the right roles to get there and help them prioritize and organize their workload accordingly.

Keep your door open.

A common complaint among employees in virtually every industry is that their managers only communicate well when they’re handing down assignments or tasks, but are often unreachable otherwise. Make every effort to reach out and ensure that people have the information and tools they need to succeed.

• Take it a step further and manage by walking around. Team members should not only feel comfortable coming to you when needed, but it also helps to go to them. Build rapport by stopping by their workstation for a casual chat. Get to know them better, and at the same time, you can talk one-on-one about what’s currently on their mind regarding their work.

Be fair and humble.

Treat your employees as equals. Get to know them as individuals. Understand their circumstances and avoid showing favoritism.

Communicate. It starts with listening.

Actively listening to what your employees have to say will not only keep you in the loop about potential problems on the horizon but also show that you care about them and the conditions they have to deal with.

• The goal of listening is to help the other person feel heard and understood. Let your employees talk, without interrupting or jumping in to give advice, until the time is right. Paraphrase back to them what they’ve said, so they know that you got the message.
• Let them know they’re part of something bigger and that what they do matters. When it is your turn to speak, make this crystal clear. Consistently communicate your vision and the shared purpose behind their efforts. Last but not least, acknowledge their contributions and recognize the value they add each and every day.

At PrideStaff Modesto, our goal is to deliver the most to you when it comes to talent acquisition and management. Let us custom tailor an employee and management development strategy for your growing business. Contact us today to learn more.

Avoid Getting Ghosted by Candidates With These Tips

Why does getting ghosted feel so much different than being rejected? Part of it has to do with the mystery involved. Where did they go? What did we do wrong? What’s happening here?

Ghosting in personal circumstances is one thing. In business, it can have concrete financial consequences. A disappearing job candidate, especially late in the process, can lead to a significant drain on resources, causing delays and indecision.

In recent years, the situation has become increasingly common in the recruiting realm. A survey conducted by Indeed showed that more than eight out of ten employers (83%) have had a job candidate suddenly break off communication.

In some respects, ghosting can be attributed to the strong job market of the last few years. Prior to the COVID-19 outbreak (which, of course, has thrown a major wrench into the economy), unemployment had been hovering around multi-decade lows. The tight labor market gave strong candidates many options…enough that they could dump some prospective opportunities without much ceremony.

The Indeed survey data backs up this claim. The figures show that 69% of employers saw ghosting as a relatively new problem, arising in the last couple years. The figures also suggest that a relatively few number of candidates are the root of the ghosting problem. While 83% of employers have been ghosted, only 18% of candidates say they have done the ghosting.

Even if the strong job market contributed to the problem, ghosting will likely remain an issue even in the post-COVID economic climate. With unemployment rates approaching 15%, candidates will surely be more attentive to every potential employer.

However, there are signs of longer-term problem. Just look at that Indeed data from another perspective. Sure, 69% of employers see ghosting as a relatively recent phenomenon. But that implies that nearly a third (31%) don’t have the same perspective, suggesting the problem could have been simmering for some time. Meanwhile, the other stat points to nearly a fifth of job candidates admitting to a penchant for ghosting.

Obviously, the threat of ghosting is still, well…haunting the job market. With that in mind, here are a few things you can do:

Streamline Your Recruitment Operation

The hiring process can sometimes unfold over a long period of time. You might contact a candidate early in cycle, and then let weeks pass before reaching out again. This opens the door to ghosting. Candidates get other opportunities, or simply get frustrated with the wait.

You can alleviate this problem by shortening your timeline. Try to close the gap between your first contact with potential candidates and a final hiring decision. A streamlined recruitment process will reduce ghosting by lowering the chances that frustrated applicants to move on to other opportunities.

Maintain Consistent Communication

Touch base with candidates during the process. Encourage them to reach out to you, and occasionally ping them as you proceed through your hiring checklist.

If your process will take some time, you can lower the chances of ghosting by being upfront about your timeline. Candidates get frustrated when they continually hear that you will review their materials “soon.” Provide a concrete schedule…one that you can reasonably stick to.

Establish Short-Term Deadlines

Some ghosting causes more problems than others. A no-show at an interview, when you’ve assembled your entire hiring team, wastes a lot of time (and creates a significant level of embarrassment). However, not hearing back from a candidate when you’ve assigned, say, a pre-hire essay – that makes a much smaller impact. Annoying, yet manageable.

Test that your candidates are engaged in the process before devoting significant resources. Here are a few things you can schedule early in the process to lower the chances you’ll get ghosted at a key moment later:

• Candidate Questionnaire
• Practical Tests
• Personal Essays
• Additional References
• Pre-interviews with Lower-Level Staff

By creating small deadlines along the way, you let applicants show they are committed to further participation. These tasks will also let you know if they are able to follow a pre-set timeline.

Take an “It’s Not Me, It’s Them” Mentality

Getting ghosted is frustrating. But, on a practical level, it’s also no different than having a candidate turn you down in a more formal way. Ghosting may be rude, but it reflects more on the disappearing job applicant than it does on you.

The key is not to allow the situation to drain your resources. Attempt to contact your candidates. If you don’t hear back in a reasonable time, move on. There’s no value in chasing a potential hire who doesn’t actually want to get hired.

Another way to avoid ghosting? Use a staffing agency. A top-flight recruiter, like PrideStaff, can provide the team members you need quickly and efficiently, without a lengthy, frustrating process.

Contact PrideStaff today to learn more.

The Signs Top Talent Might Be Leaving Soon

Retention is generally a top organizational priority, as replacing employees, especially high performers, is costly. Not only does it negatively affect productivity if you’re understaffed or while a new hire is becoming acclimated, but there are also expenses for advertising the opening and training replacements. Turnover may be able to be prevented if you’re able to notice and address it before it’s too late – check out these signs that top talent may be leaving soon: 

Change in Attitude 

If a normally talkative employee is acting more withdrawn, that could indicate they have mentally checked out. Acting more cynical, such as venting or gossiping more, can also mean an employee is losing patience and could be ready to move on. 

Decline in Performance 

When a top performer is suddenly starting to miss deadlines, come in late and/or leave early, and turn in lower quality work, they’ve most likely become disengaged. Reduced work ethic is a major warning that an employee no longer cares and may have a foot out the door.  

More Time Away 

Is your employee suddenly not around the office as much? If they seem to suddenly be taking more private personal calls, or there is an increase in long lunches, appointments, or paid time off, that is often a sign they are taking interviews.  

Less Likely to Volunteer 

Engaged employees are proactive in suggesting new ideas or offering to take on tasks and projects. If a top performer isn’t volunteering to take on additional work, especially long-term projects, it could be because they don’t see a future at your company. 

Discussion on Advancement  

Did you recently have a discussion regarding advancement opportunities with an employee? If the outcome wasn’t what they hoped (such as you saying there aren’t available promotions), be prepared that they may start exploring new employers to achieve their professional goals. 

Colleagues Also Left 

Top performers are likely to have close professional relationships with their colleagues. Whenever one employee leaves, the chance grows that their former coworkers could soon follow. It changes the dynamic of the team, which could lead to job dissatisfaction, or they could even be recruited to a new employer based on the past employee’s recommendation. 

Call PrideStaff Akron Today to Find Top Talent

Attract qualified prospects for your hiring needs by working with PrideStaff Akron. We provide a variety of employment services, including direct recruiting, temp-to-hire, and temporary staffing, and will work closely with you to find the right candidates for you. Contact us today to learn more about our staffing solutions. 

Important Tips for How to Calm Your Nerves Before an Interview

With so much riding on your performance, it’s normal to be nervous before a job interview. In fact, as noted by Psychology Today, a certain level of anxiety can motivate you to be more energized and better prepared. But, you don’t want to be so overwhelmed with nerves that you can’t be your best self for this critical meeting. Here are some tips to help you stay on a calm, even keel:

Prepare your talking points and questions.

Make a list of the key points you want to get across during your interview, as well as the questions you want to ask. This will help you avoid drawing a blank when the time comes.

Hold mock interviews.

Take those talking points and questions and use them to hold mock interviews. Then, you can practice in real-time, with a trusted friend or colleague acting as your interviewer. Rehearse as often as necessary until you feel less anxious. Ask for honest feedback to see where you can improve.

Practice relaxation techniques.

Try meditation, exercise, reading, listening to music, or being outside in the fresh air – whatever takes your mind off your nerves.

• Practice breathing exercises. Try breathing in for a count of four, holding for two, and then breathing out for a count of four.

Use the STOP method.

This technique is effective for tackling just about any stressful situation:

• Stop what you’re doing and focus on your thoughts.
• Take a few deep breaths.
• Observe what’s going on in your body, emotions, and mind, and why you’re feeling this way.
• Proceed with an intention to incorporate what you observed in your actions.

The Night Before …

To avoid having to rush on the day of your interview, change as many “day of” preparations into “the night before.”

• Iron your best blouse or shirt. Layout your outfit and conservative accessories. Pack your briefcase or portfolio with copies of your resume, paper, and an extra pen, and any other documents that may be required. On the Big Day, you want to be able to get ready and ace your interview, not stress out over a missing button or broken zipper.
• Cut out the caffeine and alcohol, go to bed at a reasonable hour and get a good night’s sleep.

The Day Of …

Eat a healthy meal before your interview. Allow yourself enough time to arrive about 15 minutes early. This gives the employer the impression that you’re punctual and respectful of others’ times, as well as giving you that crucial decompression time.

Finally …

Keep things in perspective and remember: Your interview is important, but it’s just a conversation.  As nervous as you are, the employer has asked you there for a reason. As noted by Richard Moy, author of How to Keep Your Cool When You Interview with Your Dream Company, “As much as you want to work for them, they’re also really hoping you’re the one.”

The career counselors at PrideStaff Modesto can work with you throughout your job search process – from finding the right available opportunities to preparing for your interview, and negotiating the best offer when that awesome time comes. We have a proven track record of more than 30 years matching top candidates with leading employers throughout the Central Valley and beyond. Contact us today to learn more.

Why Working With a Phoenix Staffing Firm is More Important Than Ever

Hiring under typical circumstances is challenging. But with today’s new normal, it’s harder than ever. There are social distancing protocols to consider, not to mention an onslaught of candidates searching for employment.

It’s a lot to deal with, but at PrideStaff, we’re here to help. As an experienced staffing firm serving the Phoenix and Tempe areas, we know where to find the best candidates, how to carefully vet them, and what to look for to ensure they’re a great match for you. This includes screening them not only for the position, but your company’s culture too.

So what are some other ways we can assist during these extraordinary times? Here’s a look:

Our network.
Our team of recruiters uses many different techniques to source candidates, from traditional networking to social recruiting. Not only that, but we have existing relationships with both active and passive candidates who are well-qualified and interested in new opportunities. This helps you to hire faster, getting the skilled talent you need, where and when you need it.

Our processes.
As staffing experts, PrideStaff also has processes in place that are proven effective when it comes to thoroughly evaluating candidates. From conducting phone screens to performing video interviews and more, we can leverage today’s technology to overcome the current hiring obstacles. As a result, we can ensure you’re able to hire the best people, whether they’re local, looking to telecommute, or want to relocate to the area.

Our team.
At PrideStaff, we are staffing industry leaders and have deep expertise when it comes to making excellent matches between employers and new hires. We take into account many factors, from personality and technical skills to past experience and accomplishments. We’ll also consider your unique company and culture, all to ensure the potential employees we send your way are right for you. This leads to fewer hiring mistakes and a happier, more productive and cohesive team overall.

Ready for expert help hiring?

If you need to focus on business priorities other than hiring, PrideStaff is here for you. As a leading staffing firm, we have experience in a range of industries in the Phoenix area and can provide you with talented professionals on a full-time, part-time or temporary basis. Find out more by contacting our team today!

The Benefit of Spending Just 2 Hours a Weekend on Learning to Improve and Maximize Your Career

You work at least 40 hours per week, so weekends are sacred. Saturdays and Sundays are your time to relax, spend time with loved ones, and get things done around the house. Therefore, the thought of dedicating even two hours to career-focused learning might not be appealing. 

However, it’s important to realize that the actions you take today directly impact your success tomorrow. Taking a couple of hours on the weekend to learn a new skill or earn an additional certification can take your career to new heights. Here’s a look at what you can gain by dedicating a small portion of your weekend to continuing education. 

Three Benefits of Weekend Learning 

Boost Your Resume 

Every new skill and certification you acquire makes your resume shine even brighter. If a potential employer has to choose between you and another candidate with similar experience, the knowledge you gained during weekend learning sessions can make you their pick. You never know what must-haves will be in the job description for your dream position, so make sure you don’t get passed up. 

Improve Your Performance 

You’re a great employee, but like everyone else, there’s always room for improvement. Weekend learning can help you acquire skills that allow you to be better at your job. Improved performance can lead to more responsibility, better assignments, and even promotions. This is a great way to gain new abilities you don’t have the opportunity to learn on a daily basis, so you can develop a truly well-rounded skillset.  

Show Initiative 

Make a great impression by learning on your own time. Whether you’re trying to impress your current manager or a potential boss in a job interview, committing to weekend learning is a good look. This shows employers you’re fully dedicated to your career and want to succeed. Actions speak louder than words, and this makes it clear you’re a hard worker who is in this career path for the long haul. 

The Sky’s the Limit 

Ready to take the next step in your career? PrideStaff Las Vegas is here to help you find your perfect fit. Contact us today to start your search! 

Is Your Company Culture Influencing Candidate Decisions?

Company culture consists of the core values that set the foundation for the organizational mission. To truly put these values into practice, culture fit should be prioritized when evaluating candidates. Otherwise, it will not be a successful long term hire and will be mutually unsatisfying. Make hiring decisions with your company culture in mind with these steps:  

Define Core Values and Traits 

Clarity is essential if you want to develop an objective framework to utilize for measuring candidates’ cultural fit. Define the core values of your organization – what does it stand for and what is it committed to? Some examples include: serving customers and/or the community, striving for excellence, or being innovative and cutting-edge. Then, once you have a clearly defined set of core values for your company, expand on that to define what traits your most successful employees share, which makes them align with your company culture.   

Ask Questions to Assess Cultural Fit 

Once you have the criteria with which to measure candidates’ cultural fit, use it to create your interview strategy. In addition to the questions you ask regarding work experience and other qualifications, also include questions to assess cultural fit. Some possible interview questions regarding cultural fit include: “What type of work environment allows you to perform to your very best level?”; “What types of tasks or projects make you the most passionate and feel the most rewarding, and why?”; or “What types of work situations do you find most stressful?” 

Get Cross-Departmental Input 

Like the phrase indicates, company culture should be consistent across the company, not just within a specific department; therefore, hiring decisions should not be made solely based on the perspective of one hiring manager. Otherwise, there is the likely possibility that each area within a workplace may have varying sub-cultures, rather than a cohesive culture company-wide. Get cross-departmental input regarding candidates’ cultural fit when you make hiring decisions.  

Ask key stakeholders from other areas for their opinions of candidates, and if they align with the culture – the feedback may be eye-opening and something you may not have realized on your own. Plus, welcoming the input from other colleagues can protect against the risk of unintentional bias, in which you hire people who you personally find likeable or who are similar to you.   

Call Our Recruiters Today!

Find top talent to join your team with PrideStaff Akron. Our team of dedicated 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 employment needs.