Is AI Completely Changing Your Hiring Process?

As it already has in a number of other industries, artificial intelligence is poised to drive major changes in the HR field. By adding AI to your hiring process, you can streamline your recruitment operation and improve your results.

There’s still time to gain a competitive advantage by adding AI. A study conducted by CareerBuilder a few years ago showed that only 13% of HR managers used AI as a regular part of their routine. However, in the same data set, 55% of those surveyed believed it would become a regular part of HR structures by the early 2020s.

Gaining an Edge from AI

AI uses computer technology to better accomplish certain tasks. You can apply algorithms to hiring situations, allowing you to cut the clutter and more accurately target promising candidates. Think of how Netflix suggests movies and TV shows you might like based on your previous viewing habits. AI can help you leverage that same convenience in hiring.

At the same time, you can cut down on time involved. A task that might take you hours (say, sifting through resumes) will only take a computer a few seconds.

Here are a few of the specific tasks that AI technology can accomplish in the HR field:

Filtering Candidates

In its most basic form, AI works like a search engine, allowing you to narrow your focus on the best candidates. Think of the filters on tools like LinkedIn and Indeed.

Communication

You can also use AI technology to facilitate communication with job seekers. Chatbots can improve your ability to juggle large numbers of applicants while improving the candidate experience.

Video Interviews

Machine technology can also facilitate the early stages of the interview process. The software can walk candidates through a video conference, asking pre-set questions, and recording the responses. On the high end, these programs can even read facial expressions and posture.

Advantages of Using AI in Hiring

The use of AI technology can boost your recruiting process in a number of ways. Here are a few of the most relevant benefits you can receive by integrating artificial intelligence:

Search Multiple Platforms

When you conduct job searches by hand, it becomes a labor-intensive process. You need to connect to multiple job sites and sift through the resulting resumes one by one. Using AI eliminates much of this hassle. You can funnel your sources of resume into your computer program, creating a one-stop method for finding candidates.

Streamline the Process

AI also cuts down on the work involved in filtering resumes. You apply an algorithm to your job applicants, allowing you to find the most promising candidates, those that best match the qualifications you are looking for. Your first cut becomes virtually instantaneous. If you don’t find the person you’re looking for, you can always return to your resume stack for another pass. But the AI process allows you to jumpstart the next phase of your hiring plan.

Weed Out Bias

Bias often hides below the surface. It can also take forms we don’t recognize – bias for certain schools, for certain parts of the country, for certain pet peeves about grammar or format. Left unchecked, these unconscious prejudices can derail your search and exclude otherwise deserving candidates.

AI can eliminate this problem. An algorithm doesn’t have unconscious biases. The only ones it applies are the ones you explicitly program. The program makes sure you only filter using the criteria you want to use, not ideas floating around in your unconscious.

Computer technology can significantly improve your recruitment process, so can good-old human expertise. By teaming with a top-flight staffing firm, like PrideStaff, you gain the insight and industry knowledge you need to develop the highest-performing staff possible.

Contact PrideStaff today to learn more.

This is How You Can Spot a Bad Hire During an Interview

One of the most critical things you can do for your company is to learn how to spot a bad hire. As reported in Harvard Business Review, 80 percent of employee turnover is attributed to bad hiring decisions. The Society for Human Resource Management (SHRM) places the cost of a bad hire at five times the individual’s annual salary.

Look for these candidate red flags to avoid becoming part of these alarming statistics:

Lack of Preparation

A candidate should have at least a basic knowledge of your company and its mission, as well as your product and industry. They should also be able to provide a succinct summary of their qualifications. All this should be part of their strong case for why you should hire them.

• You can spot unpreparedness at any point during an interview, but a good indicator may come towards the end. When you ask them what questions they have, they should come through with well thought out queries that show they are engaged and enthused and have done their homework.

Self-Focus

Of course, candidates are going to talk about themselves during a job interview. But, look for those who also include others in their answers.

• Listen for a “we mentality” versus a “me mentality.” When you ask about projects an applicant has been a part of, they should acknowledge team success, not just their own achievements.
• Ask about a situation where one of their coworkers did something impressive. You can learn a lot by how the response is formed.
• Candidates should display a willingness to take ownership. This includes instances where mistakes were made. Do they place all the blame on others yet, when discussing successes, make it all about themselves? This should lead you to question some key qualities you desire in your team members, including teamwork, honesty, and integrity.

Lack of Enthusiasm

If a candidate seems genuinely excited about your company and the position, this enthusiasm will likely spill over onto the job. Likewise, if they appear bored or “checked out” during an interview, this is a good sign you should take a pass on them. Look for passion, curiosity, and a willingness to hit the ground running.

Lack of Professionalism

From the moment a candidate arrives, you can begin gauging their professionalism and whether or not you’d want them to be a representative of your organization.

• It starts with being on time. Poor punctuality could indicate a problem with overall accountability. Unless there’s a rock-solid excuse for a person’s tardiness, it also shows a lack of respect.
• Also, pay attention to a candidate’s appearance. What are they wearing? For most interviews, a sharp, appropriate suit or outfit is standard. A fashion faux pas may signal immaturity, arrogance, or disinterest.
• Monitor their demeanor: Did they greet each of their interviewers with confidence, courtesy, and a firm handshake? Do they practice good posture or slouch in their seats? Keep an eye on this throughout your conversation.

To make better hires, start with a better hiring blueprint. The PrideStaff Modesto team can help you target the best talent, conduct effective interviews, reduce time to hire – and avoid those dreaded mistakes. Contact us today to learn more.

Strategies for Every Manager to Display More Empathy When Employees Need It Most

You might not realize it, but you have a profound impact on your team. In the short-term, the way you treat them affects their day, but your behavior also influences their long-term job satisfaction. 

If empathy isn’t your strong point, you might be treating employees more sternly than intended. No one wants a boss who lacks compassion, so here’s some advice to help you soften up. 

Three Strategies to Become a More Empathetic Leader 

Ask Questions and Listen Carefully 

You can’t read your employees’ minds. If you want to know their thoughts on a certain topic or how they’re doing in general, you have to ask pointed questions — and really listen. If you’re used to doing most of the talking, this might be easier said than done, but it’s a must. Allow them to speak without interruption and carefully listen to what they’re saying.  

Being heard by your manager feels great, and makes employees feel valued. When you’re able to stop and listen, you can make meaningful changes that bring employee happiness and high levels of retention. 

Bond With Your Team 

It can be hard to empathize with people you don’t really know. Change this by making an effort to bond with your team. Plan group outings — i.e., lunches, happy hours, volunteering — and spend more time in their work area to form a deeper connection with them. They’ll appreciate the effort you’re making to learn more about them as people, and as your bond deepens, they’ll see how much you truly care. 

Put Yourself in Their Shoes 

Different people often have different reactions to certain situations. If you’re only able to view the circumstances from your own point of view, you won’t be able to understand where they’re coming from. Having the ability to step outside your own thoughts and see things from another perspective is a must because it will allow you to have compassion for someone who needs it. 

Build a Strong Team 

Choosing the right person for the job is often easier said than done. As hiring experts, PrideStaff Las Vegas understands how challenging it can be to find the perfect fit, but we’re here to help. Contact us today to discuss a partnership! 

How a Positive Attitude Can Impact Your Career

You have intelligence, drive, and the right qualifications, along with a career-focused mentality. However, you need one other ingredient to maximize your professional development. You need a positive attitude.

Having a sunny disposition might not seem vital. Maybe it will make you more pleasant to work with, but how can it help you reach your career ambitions?

There are lots of ways. In fact, the right perspective can significantly accelerate your progress. Here are a few ways that a positive attitude can impact your career:

Improves Health

Having a positive outlook improves your health profile. According to Johns Hopkins, an upbeat attitude is associated with a 13% lower risk of a heart attack or other coronary event. A sunny perspective can also lower blood pressure and boost your immune system.

What does this mean for your career? Basically, it means that you can stay in the game. You’re going to miss fewer days of work, letting you get more done and giving you more opportunities to get ahead.

Lowers Stress Levels

Your physical health isn’t the only thing that will benefit from an upbeat outlook. Your mental health will improve as well. A positive attitude becomes a self-fulfilling prophesy. Because you tackle challenges with an optimistic approach, you don’t face as much stress as a result.

The Mayo Clinic reports that positive “self-talk” can help reduce stress and stave off depression. This makes you better suited to overcome the day-to-day problems that can arise at work.

Enhances Productivity

An upbeat attitude also helps you maintain a high energy level. You’ll stay on track and productive, even during the dreary parts of your job. You’re less tempted to fall into a “what does it all matter” trap and waste a couple of hours watching cat videos on YouTube.

Instead, a positive view of your working life will help you keep your mind on your work. You’ll get more done and see a notable improvement in the quality of your output.

Encourages Teamwork

A sunny disposition makes you easier to get along with. Your coworkers will likely respond better to a positive attitude than to a negative one. This encourages closer collaboration.

Your upbeat perspective will nurture a better team dynamic. At the same time, your optimistic mindset will provide fertile ground for suggestions and constructive feedback.

Facilitates Problem Solving

At its core, problem-solving requires optimism. If you don’t think you can fix a situation, you won’t get very far in creating a solution. In this way, an upbeat attitude sets the stage for more creative responses to challenges.

Helps You Get Your Ideas Heard

It’s difficult to advocate for your ideas in a corporate setting. To make changes, you need to navigate the bureaucratic maze in search of innumerable approvals.

A positive, upbeat personality improves your chances. The right perspective will keep you going, even when the process seems daunting. At the same time, your sunny disposition will help you push through resistance by making people more responsive to your suggestions.

Let’s You Overcome Setbacks

Failure is part of any career development. In fact, how you handle setbacks goes a long way in determining how far you are able to go. A positive outlook helps you on this front. You’re able to absorb and overcome any disappointment that comes along.

Armed with the right attitude, you can easily push your career to the next level. You just need to find the right situation. Teaming with a strong recruiting partner, like PrideStaff, makes that possible. They will help you find the perfect placement for your skills and background.

Contact PrideStaff today to learn more.

How To Answer The Phone When A Recruiter Calls

Recruiters often opt for having the first point of contact with candidates be a phone screening, as a way to save time as they evaluate baseline qualifications before proceeding to formal in-person interviews. However, if you land a phone interview, you should still put forth the same level of preparation as a face-to-face meeting. Answer the phone when a recruiter calls and make a positive impression with these tips:

Minimize Distractions Beforehand

Before you answer a recruiter’s phone call, minimize distractions in the area in which you’ll be taking the call. Pick a location that is quiet (so away from other people or pets) and has a strong signal so you and the recruiter can clearly hear one another. Otherwise, you risk getting flustered and not able to participate in the interview with confidence.

Smile as You Speak

The potential drawback to phone conversations is that you don’t have facial expressions and body language to help you set the tone and convey your personality. Alleviate this by smiling as you answer the phone when a recruiter calls. It may feel unnatural, but forcing a smile beforehand actually makes your voice more upbeat and personable.

Use Your Name in Your Greeting

Don’t just answer the phone with a standard “Hello?” when a recruiter calls. Make a stronger, more professional impression by using your name in your greeting – “Hello, this is [Name].” This allows the interview to have a smoother, less awkward start since the recruiter won’t have to waste time asking if they’ve reached the right person. Plus, it shows confidence and serves as an initial introduction.

Express Your Appreciation

After you’ve communicated your initial greeting and introduction, transition into expressing your appreciation for the opportunity. Saying something like, “Thank you so much for the consideration and taking the time to talk with me today, I’m looking forward to it,” makes it clear that you’re enthusiastic and would be a pleasant person to work with if hired.

Call Us Today to See How We Can Help You

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.

How Might You Help a Coworker Who Is Visibly Shaken up and “Just Needs a Minute”?

Life can be tough, and sometimes troubles bubble to the surface during work hours. Whether the issue is actually work-related or something of a personal nature, you want to step in and help.  

As a compassionate person, you hate seeing others upset — especially colleagues you care about. 

How to Help a Visibly Shaken Coworker 

Give Them Space 

When someone is upset, you immediately want to help. However, a visibly shaken person who asks for space probably does truly want it. A few moments alone will help them gather their thoughts and compose themselves, which will make them feel better. However, if they don’t come back in few minutes, it’s fine to check on them.  

Lend a Helping Hand 

If someone is visibly shaken, they need time to calm down before returning to work. If your coworker has job duties that require their attention before they’re ready to come back, volunteer to pitch in. If you’re able to complete a task or two for them — or find someone else who can — they can calm down on their own time, which is important. 

Be a Shoulder to Lean On 

Chances are, your colleague needs someone to talk to. Be there for them by allowing them to speak uninterrupted. Getting their problems off their chest will make them feel better, so just sit back and listen. Don’t offer advice unless they ask for it. Sometimes all people need is to be heard and have their feelings acknowledged.  

Find Out What They Need 

Different people need different things to help them through periods of distress. Instead of assuming you know what you can do to ease their situation, take the time to ask. Their response might surprise you. You want to make a positive impact, so it’s important to be sure you’re doing something that’s truly helpful. 

Find the Job You Want 

Need a little help finding a job that makes you feel happy and fulfilled? PrideStaff Las Vegas is here to assist. Contact us today to make the next chapter of your career the best yet! 

5 Tips to Successfully Manage Your Remote Team

The coronavirus outbreak has many managers looking for ways to upgrade their ability to successfully manage their remote teams. What had been a finely tuned machine in the office has, in the wake of COVID-19, become a frustrating mess. Workers struggle to adjust to their new at-home routines, and supervisors scramble to create productive procedures on tight timelines and in the face of a confusing situation.

While coronavirus serves as a hard teacher in this regard, the lessons learned during the crisis will have a long-term impact. Successfully managing a remote team will become more important as the 2020s unfold. It’s good to get as much practice as you can, even under this stressful situation.

Even before the coronavirus forced a large number of workers into their homes, the market had already seen a significant trend towards remote operations. According to FlexJobs and Global Workplace Analytics, the number of remote workers jumped by 159% from 2005 to 2017, with nearly 5 million people consistently putting in time outside the office.

And even with those numbers, we’ve only really scratched the surface of the potential for remote work. According to government statistics, more than a quarter of workers (28.8%) have the ability to work from home, totaling nearly 36 million people.

Clearly, managing a remote workforce is more than a COVID-only skill. Going forward, you’ll have to master the ability to supervise a physically dispersed workforce in order to tap the full potential of your team. Here’s how:

Keep Up Communication

Outside the office, it’s easy for employees to get off track. We often take for granted how much casual communication takes place when everyone works together in the same space. Need to clarify something with a colleague? Walk over to their desk and have a quick word.

That becomes less possible when people work remotely. As such, you have to take a more conscious approach to keeping the lines of communications open.

Schedule regular meetings (by phone or through video chat) with members of your team. This way, you can stay updated, and everyone remains on the same page. Between these formal meetings, check-in with your employees in more casual ways. Ping them regularly by text to maintain contact and encourage a close connection.

Embrace Flexibility

You have to remember that your workers face different distractions at home than they do at the office. Working remotely, they have to fight for space and attention with spouses, roommates, kids, and pets. A continuous nine-to-five work regime might not be possible.

All this means you need to be open to new ways of operating. Accept that you have to give additional leeway when your workers are at home.

Manage Results, Not Processes

Flexibility doesn’t just come into play in day-to-day operations. It applies long term as well, extending to the way you measure performance.

After all, remote operations don’t lend themselves to micromanagement. You can’t have the same oversight as when your workers share a physical space with you. As such, you won’t be able to tweak every aspect of your employee’s process. You can only judge the result.

Provide Clear Targets and Maintain Accountability

Flexibility doesn’t mean a free-for-all. You should still expect an appropriate level of output from your remote workers. They might have some give on their methods, but you should still expect a high-quality result in a reasonable period of time.

To maintain this, be transparent about your expectations. Let your workers know how they will be evaluated and make them accountable for their output.

Use Technology Wisely

Find a technology infrastructure that works for you and your team. Use remote meeting software, like Zoom and Skype. Also, keep track of projects through work-flow management programs, like Asana.

However, don’t rely too heavily on tech to solve your management problems. Too many layers of software can create distance between you and your team. They can also become confusing and counterproductive, as employees invest more and more of their time updating various apps.

Get the most value out of your tech investments. Find the sweet spot and sufficiently train your staff on how to use the various attributes of the software you choose.

With the right approach, you can coax a strong performance out of your team under any circumstances. It helps when you have the right staff to start with. By partnering with a strong staffing firm, like PrideStaff, you’re sure to have the people you need to reach your maximum output.

Contact PrideStaff today to learn more.

How to Tap Employees for Referrals

With record low unemployment rates, you would think hiring would be easier today. But many companies are reporting that it’s still hard to find top talent.

When it comes to hiring, there’s also always some risk involved. Even with the most diligent vetting process, you never really know what you’re going to get in the form of a new employee until they’re actually on the job.

But there is a way that you can cut down on some of that risk. It’s with referrals from your existing employees. Employees understand your culture and can offer you access to candidates, both passive and active, who would be a good fit for it. This not only leads to better hires, but faster ones too.

To take advantage of all that employee referrals offer, though, you must have a strong program or policy in place. It should include:

Guidance.

You don’t want employees referring just anyone who is a friend. You need people with the right technical and soft skills, those who will make a positive contribution to your team. In order to get them, it’s important to offer employees guidance in your referral program. This means outlining exactly what you’re looking for when hiring, as well as any benefits or perks you’re willing to offer for a successful hire.

Responsiveness.

People who are referred to you should get information and an answer as to whether you’re interested in interviewing them within a few days. Likewise, let the employee who referred their contact to you know the status of the hiring process. When you are responsive in terms of communication, you’ll provide a more positive experience for everyone.

Incentives.

Many employee referral programs include financial incentives. For instance, if an employee is hired and performs successfully on the job for a period of time, then the individual who referred them would receive a bonus or perk, such as more vacation time.

However, even if you can’t offer these kinds of incentives, you can still entice employees to offer referrals through other motivators, such as publicly acknowledging them at company meetings and online, thanking them with a luncheon, or making a contribution to their favorite charity.

Need more helping recruiting and adding to your team?

Beyond employee referrals, the recruiters at PrideStaff can help you tap local talent, both active and passive to fill your positions. Whether you have a full-time opening or are looking for someone on a temporary basis, we’re here with all the staffing services you need. Contact us today to learn more or to get started.

The Right Way to Give Employees Constructive Feedback

Constructive feedback is critical to your employees’ professional development, which contributes to your overall business success. Because the better your team performs, the better your company performs.

But giving that feedback is a delicate process. There’s a fine line between helping employees grow and discouraging them. For this reason, managers are often hesitant to start down this path.

Just remember, sticking your head in the sand won’t make a problematic situation go away. Instead, it will fester and worsen, unless you effectively handle it at the earliest possible point. Once you learn to do this, you can have insightful conversations with your employees about their performance and how they can continue to improve.

Build feedback into your culture.

In a recent Harvard Business Review study, 72 percent of employees surveyed said they wanted constructive, rather than strictly positive, feedback from their managers. So, as hesitant as you may feel, know that in offering constructive criticism, you’re helping your people to become better at their jobs and feel better about themselves.

• Make yours a company culture where employees are secure in their roles and understand their – and the organization’s – goals. This means acknowledging that it’s okay to make mistakes, as long as people learn from them.

Provide feedback at the right time and in the right place.

Constructive feedback should be offered face-to-face and in private. And, it should be provided as soon as possible after you realize the need for it.

• Make specific notes regarding what you need to discuss with an employee. Then, set up a meeting with them. Don’t wait until your next regularly scheduled appointment or performance review.

Be specific with feedback.

When you schedule your meeting, be specific about the feedback you will be providing. At the same time, make sure your message is sincere and encouraging. Instead of saying, “come by my office later so we can discuss your recent performance,” ask if we “can meet this afternoon to discuss progress.” This will make your employees feel more relaxed about meeting with you one-on-one.

• Lead the conversation with something positive. Mention something the employee has been doing well. This will give them an example of what your expectations are. Make it clear that you want to help them to develop their skills and do well in all areas. Then, you can segue into the core of your conversation.
• Create a solution together. Give your employees ample opportunity to respond to your comments, so you can see the situation from their perspective. Once you’ve gathered all the facts, create a plan together. Give suggestions of how they could adjust their performance and ask what steps they think they should take to improve. And ask how you can help.

Follow up by recognizing progress.

Once you feel you’ve clarified goals and solidified your mutual plan, step back and let your employee work on it. Avoid the temptation to micromanage. Instead, follow up by recognizing them once they’ve effectively implemented needed changes.

Your people are your greatest asset. Contact the PrideStaff Modesto workforce development experts for additional guidance as you tackle even your most challenging talent management hurdles. From staffing and recruitment through coaching, training, and retaining your best superstars, we’ll customize a strategy that meets your unique business needs.

The Benefits of Maintaining Strong Communication With Your Candidates Through A Crisis