Most Common Mistakes When Hiring Temp Employees

Temporary employees provide a great way to augment your team. They offer flexibility and the ability to handle sudden surges in orders. However, hiring temp workers can be tricky. You need a good process to make sure you get the highest level of productivity you can.

Without the right procedures in place, temps can become a trap. You can end up cycling through unqualified workers. Or you can see your efficiency suffer because of your new undertrained and underprepared team members.

However, it doesn’t have to be that way. There are steps you can take to make sure you get the most out of your temp hires. Here are a few common mistakes to avoid when bringing in temporary workers:

Mistake #1: Not Creating a Detailed Job Description

Companies sometimes think of temp workers in general terms. They consider them fill-in labor that can be thrown into any situation. This conception can lead to a casual attitude toward preparing job descriptions and other pre-hire materials.

This is a mistake. Like with any other employee, individual team members will have skills and shortcomings. You want to match those attributes with the work you need to be done. By having a complete and detailed job description available, you make it easier to find the best person for the position.

Mistake #2: Going Too Fast

The casual approach to hiring can spill over into the recruitment process itself. Companies can get short-sighted about the situation and look to bring in warm bodies as fast as they can. While this can speed up the process, it can lead to problems later.

Avoid these pitfalls by creating a thorough process for hiring temps. Then, stick to your procedures as much as possible, even as deadlines get tight. Obviously, you must do what’s necessary to get your work done. But, by investing a little time and effort, you can save headaches down the road.

Mistake #3: Not Providing Enough Training

Another casualty of the too-fast approach to recruiting temp workers: training. Because they are considered temporary, companies often treat these team members as short term stopgaps. This leads firms to cut corners when it comes to training.

This strategy can dramatically cut into productivity. Even on a short-term basis, a lack of training can significantly limit efficiency. Better to spend a little additional time and effort in the early stages and get better production over the course of a worker’s time at your company.

Mistake #4: Treating Them Like Temps

Sometimes companies hold temps at arm’s length. Because these workers are temporary, supervisors and coworkers don’t integrate them into the team. This can impact productivity, weaken morale, and leave a bad impression with the temps, which can ultimately hurt your employer brand.

Recognize temps as important parts of your team. This will help them produce from the first moment you bring them in. Also, actively engaging your temporary workers gives you an opportunity to groom them for potential long-term assignments.

Mistake #5: Focusing on the Short Term

The word “temp” can be misleading. Though they may join your organization in what is considered a temporary capacity, these workers have to potential to impact your company in dramatic ways. Long-term skills like teamwork and communication come into play. Don’t ignore these by focusing too intently on the short term.

Getting the best temporary workers lets you take your business to the next level. A top staffing agency, like PrideStaff, lets you find the ideal people to fill out your team.

Contact PrideStaff today to find out how to increase your flexibility and upgrade your staffing prospects.

4 Signs It’s Time for Your Company to Partner with a Staffing Agency

In theory, you know a staffing agency can be a valuable business partner. In reality, your company has never used one before. As a result, you might be wondering how to know when the time is right to create a partnership.

To help you navigate this new process, here’s a look at four signs it’s time to consider reaching out to a staffing agency in Phoenix:

Sign #1: You don’t have time to hire.

You have to fill a certain position. The trouble is, it keeps get pushed off your to-do list by other more pressing priorities. You’re stretched thin and don’t have the time in your day to write a job description, review resumes and screen candidates. This is where a staffing agency can be especially helpful. They can free up your time and your day, while hitting the ground running finding the people you need.

Sign #2: Your company doesn’t have the right resources.

Not large enough to have an HR department? Don’t have managers who are trained in hiring and interviewing best practices? A staffing agency can certainly help. They’ll be able to learn about your company’s hiring needs in terms of the position, timeline and culture. At the same time, they can also broadcast your opportunity to a much wider network and identify great-fit candidates faster, all without you have to lift a finger.

Sign #3: You have evolving business demands.

Have sales increased recently? Are you uncertain whether you can sustain the uptick? These are the kinds of situations that can be exciting yet tricky. You need the manpower to complete new orders and service existing customers. At the same time, you’re not sure whether it makes economic sense to hire full time.

Once again, a staffing agency can come to the rescue, providing the temporary or contract workers you need for as long as you need them. On top of that, you can convert them to full-time paid staff if it becomes clear that your company is able to sustain growth.

Sign #4: You’ve made a few hiring mistakes.

Hiring isn’t easy and takes a lot of work to get right. Even under the best of circumstances, hiring mistakes can still be made. It’s when you’ve had a few and it’s starting to impact the bottom line that it’s time to consider a staffing agency. They can handle all the background checks, vetting and reference verifications to ensure you find the employees that are just right for your company.

Partner With PrideStaff

There are many other scenarios where it makes sense to bring in a staffing agency. If you think you’re ready to take the leap, contact the leading one in Phoenix, PrideStaff. We partner with organizations all over the city to connect them with top talent and make the hiring process easier. Contact us today to learn more or get started.

How to Build the Company That You Would Want to Work For

The foundation of organizational success generally comes down to one major factor: company culture. It impacts the quality of candidates you attract, retention rates, productivity, and engagement. A positive workplace culture organically leads employees to feel committed and loyal to your organization because they enjoy being there and want to go above and beyond to contribute to the mission. Build the company that you would want to work for with these tips.

• • Focus on Communication

A company that values transparency is the basis for a strong workplace culture. Withholding information or only sharing on a “need to know” basis can quickly create a distrustful environment in which employees question the motives of leadership. To build a company that you would want to work for, focus on communication. Prioritize sharing news, providing clear expectations, offering up timely feedback, and listening to your employees.

• • Encourage Risk-Taking and Being Uncomfortable

Complacency is a morale killer, which is why the workplaces that most people want to go to each day are the ones where they are challenged and can grow professionally. Often what prevents companies from being innovative is the fear of failure, so employees and leadership hold back on putting forth new ideas. Protect against a “comfort zone culture” by encouraging risk-taking and being uncomfortable. Reward employees for being creative and trying to learn new skills, so they know perfection shouldn’t be the end goal.

• • Make Visual Surroundings More Appealing

Employees spend so many of their waking hours in the workplace, so it’s crucial to ensure the physical appearance of the environment positively contributes to their mood and performance, rather than detracting from it. It may seem inconsequential to focus on what your work environment looks like, but drab, uncomfortable, or messy surroundings can add stress and simply be uninviting. Make visual surroundings more appealing, such as adding color and décor, and removing clutter to add a sense of fun and calmness to your work environment and make it a more enjoyable place for employees to be.

• • Prioritize Employee Wellness

Employees who are physically, mentally, and emotionally healthy are also more productive and, most importantly, happier at work. Build a company you would want to work for by prioritizing employee wellness at your workplace. First and foremost, ensure your team has adequate work-life balance, as work-related stress can be a significant cause of health issues. Encourage them to take breaks during the day and to use their vacation time, and avoid contacting them outside of office hours. Also, cultivate a culture that makes employee wellness possible during the workday, such as promoting physical movement and water breaks throughout the day.

Hire Great Candidates with PrideStaff Akron!

Building the company culture you want starts with who you hire. Find top talent to join your team with PrideStaff Akron. Our team of dedicated experts will work with you to learn about you’re looking for in candidates and provide you with thoroughly vetted prospects to save you time and make your hiring process more effective and efficient. Contact us for more information on how PrideStaff Akron can help you with your employment needs.

4 Ways to Create an Amazing Company Culture

Your company culture affects virtually every aspect of your business – from recruitment and retention through ongoing employee engagement and, ultimately, higher productivity and better overall results.

Recent research shows that 94 percent of executives and 88 percent of rank-and-file workers believe that a positive culture is essential to a company’s success.

To make your organizational culture the very best it can be, start with these four tips:

1. Begin by defining your culture.

You can’t perfect your company culture until you know what it is. Culture comprises the environment in which people work, the standards to which they are held, the relationships they have with their colleagues, the ways they communicate, and the beliefs they share.

• It’s all about shared values. Your corporate values are the aspirations of your organization. Portray them through your mission and vision statements, your objectives and goals, and your commitments to business practices. Weave them into employee communications whenever and wherever possible. The bottom line: Ensure that company values align with those of each individual team member.

2. Promote work/life balance.

Historically, companies have not emphasized the importance of a healthy work/life balance enough – but fortunately, this mindset is shifting. Today, the most successful businesses are those that constantly come up with new ways to implement cultures where this balance is a top priority.

• Like most of the best business practices, it starts at the top. Senior executives and managers must lead by example. And employees who work for supportive supervisors experience fewer work/life conflicts, improved health, and increased on-the-job fulfillment.

3. Reward and recognize your people.

As competition for the best talent continues to intensify, employee recognition becomes more and more critical. Human nature dictates that people thrive on feeling appreciated for a job well done.

• Make recognition a core aspect of your management philosophy. In numerous surveys, employees have indicated that being appropriately recognized would incite them to produce better work more often.
• It doesn’t have to be expensive or complicated. Ask your employees what type of recognition they would prefer. In many cases, you may be surprised to find that a simple, sincere expression of thanks is enough. (Hint: You may want to make this question part of a more comprehensive employee engagement survey.)

4. Invest in employee perks.

Like recognition, employee perks don’t have to be elaborate or budget-straining in order to be effective. They can be as simple as free snacks in the break room or working out a deal on discount memberships at nearby gyms. Or, support team members’ favorite charities, perhaps by organizing teams to participate in 5K runs, walks, or similar projects.

• Here are a few more ideas to get your thought process started on cool perks: healthy snacks in vending machines, on-site walking and bike paths, yoga and other fitness classes, chair massages, and streaming music and headphones right at people’s workstations. Think out of the box about what would realistically work for your organization.

At PrideStaff Modesto, our objective is to help you deliver what matters most to you as a business leader. Turn to us when it comes to defining and fine-tuning your company culture, as well as hiring, developing, and retaining top talent – in industries including IT, customer service, legal support, healthcare, production, and accounting and finance. Contact us today so we can tell you more.

Tax Season Preparation: Materials You Need from Your Employer

Just when you start to get excited about spring, you remember that annoying chore that comes around every April 15: Tax Day. It’s the time of year when you must round up all your paperwork and crunch your income numbers.

To some extent, you need your employer to be a partner in this process. They need to provide certain materials in order to make your tax-season preparation go smoothly. Here’s what you need to know to gather the right materials from your employer this tax season.

Navigating the New Economy

The structure of the modern economy can make the tax process more complex. In the past, most employees had a single employer, who they worked for full time. They would also stay with that company over a long period of time. There was a limited amount of paperwork involved, and the process followed a predictable annual rhythm.

In the contemporary world, most working relationships are more complicated. The gig economy has led to a situation where people are likely to have multiple contract relationships at once.

More than a third of U.S. workers (36%) take part in the gig economy. This includes people who freelance full time and those who pick up extra money on the side. Another study showed that 55% of gig workers also held down full-time jobs elsewhere. Clearly, people are becoming more comfortable with complex working lives.

Even if you have a single employer at any given time, the modern economy is far more flexible than it used to be. Switching jobs has become more common. If you have a different employer than you did last year, you might not know their processes very well. That means you might have to chase them down to get the paperwork you need.

What You Need from Employers

The more complex work-life created by the modern labor market puts much of the weight on you to gather the proper tax-related documentation. Don’t just wait for stuff to arrive in the mail and hope it’s all there. Keep track of what you need and follow up as necessary to make sure you get the paperwork.

Here are the basic forms you’ll need from your employer:

W-2

This is the basic old-fashioned tax form you receive from an employer. These come from companies that officially list you on their payroll. If you’re an independent contractor, you’ll receive a different tax form (more on that in a second). The W-2 comes from firms that pay you as an employee.

The form will list your personal details (name, social security number, etc.), along with information about the employer (including the company’s tax ID). It will also detail the amount you earned over the course of the year, as well as the amount of taxes withheld on your behalf.

1099

In the modern economy, more and more workers act as independent contractors. One study showed that a majority of people (52%) have worked as an independent contractor, or will try it out in the next years.

In these arrangements, you aren’t officially on the books as an employee. As such, the company doesn’t withhold taxes for you or pay payroll taxes for you. 1099 is the tax form needed for these independent-contractor situations.

1099 resembles the W-2 in many ways. It shows your info, along with the information for the company. The document also totals the amount you received from that firm during the year.

However, in a contractor relationship, the company will not withhold any taxes for you. So, the 1099 will not have that information, for the simple reason that those figures don’t exist. Instead, you are responsible for paying those taxes yourself.

The modern labor market is a brave new world. It opens lots of opportunities, but also involves new levels of complexity. It helps to have a guide. By partnering with a top-flight staffing firm, like PrideStaff, you get the advice and direction you need to maximize your potential.

Contact PrideStaff Bend today for more information.

Learn How to Build a Better Relationship with Your Boss

You spend a lot of time at work – and so does your boss. By developing the best possible relationship, all those hours you spend at the office will be a lot better for both of you. But as an employee, what steps can you take to make this happen?

Start with the obvious: be a great employee.

Even if you’re the friendliest, most outgoing person in the office, if your work isn’t up to par, it’s going to be tough to maintain a good relationship with anyone, especially your manager.

• Make sure that whatever you do during the course of your workday adds value to your organization. This includes being a consummate professional. Chime in with constructive ideas, avoid office gossip, and maintain a positive attitude and high quality of work.
• Offer to help. If your boss seems stressed or overwhelmed, step up to the plate and see if you can assist. Even if they turn you down, the fact that you’ve reached out carries a lot of weight.

Foster open communication.

Feeling comfortable enough to have open, honest communication with your boss will strengthen your relationship – even if you don’t agree with them 100 percent of the time.

• Find out exactly how your manager prefers to communicate. Do they like to have weekly or monthly meetings? Do they rely heavily on email because they’re frequently on the road? It’s human nature to communicate with others in the way one would prefer to be communicated with.
• Ask for feedback. This shows your initiative and commitment to continuous performance improvement. Just don’t take this concept to the extreme. Demonstrate that you’re interested in growing and evolving as needed, without being a pest.
• If you do have a differing opinion or idea, be ready to present an alternative solution. And, be polite, tactful and respectful when you have this conversation. Or, maybe you can simply adapt their idea to make it work better.

Be empathetic.

Your boss is human too. And being responsible for not only your own work but also that of others can be a tough job. By simply understanding this and being empathetic toward your boss’s feelings is enough to shift perspective and significantly improve your relationship.

• Be yourself around your boss. There’s no official handbook that defines exactly what that relationship should look like. But you should both feel comfortable, whether the two of you are quite close and casual – maybe you’re social media friends and hang out together at Happy Hour – or not. Regardless, there’s never harm in making small talk, keeping things a little friendlier and less rigid.

Your boss plays a leading role in your career advancement. The better they know you and your work, the more likely you are to be rewarded. And they need you, too, because they don’t work alone. They’re only as good as their team. Keep this in mind as you constantly work on that relationship, just as you would with key personal relationships in your life.

For additional tips on this and related career issues – or to find the job opportunity that’s just right for you – contact the PrideStaff Modesto team today.

5 Types of People to Include on Your Professional Reference List

When it comes to landing a job, it takes more than a great resume and a strong interview performance. You need to have the right professional references in place.

This shouldn’t be simply a list of people who know you. Instead, you need to be strategic about the references you provide, even giving different lists to potential employers depending on the particular job and its requirements.

It’s a lot to get right. To help you in the process, so you continue to impress hiring managers, here are five types of people to consider including:

1. Your managers.
   When you’re interviewing for a job and on the short list, hiring managers want to see references from managers. You might have worked alongside colleagues more, but your past bosses will have a better understanding and offer more insight into your attitude, skills and contributions to the team. As a result, references from them will carry more weight when it comes your job search. So if a potential employer asks for three to five references, make sure at least two of them are from past managers.
2. Your co-workers.
   Another source to tap when it comes to giving references is your past co-workers. Only offer up those people who have worked in-depth with you and have a good handle on your skill set and experience. Even if you’re close to a particular co-worker, don’t simply choose them because they’ll give you a glowing reference. The best references stand out because they’re able to offer specific detail about abilities and results.
3. Your customers.
   If you work in a position where you’re communicating with customers on a regular basis, then asking one to serve as your reference can be helpful. This is especially true if you’ll continue to work directly with customers in the position you’re trying to get. Just make sure that you’re able to keep the situation confidential so that your current employer doesn’t find out about your job search.
4. Your fellow volunteers.
   If you work in a volunteer capacity, then your fellow volunteers or your manager there can also serve as good references. They can demonstrate your generous spirit and willingness to give back, all while talking about your skills and abilities.
5. Your subordinates.
   If you’re in management, then there are likely many individuals you’ve managed in the past. If you’re looking for a similar position, then having a former subordinates on your resume is important. Potential employers will want to know how you lead and manage a team and only someone who’s worked for you can offer that insight.

Need more help finding your next job?

As one of Tempe’s leading employment agencies, PrideStaff is here for you. We know which companies are hiring and what potential employers want to know. As a result, we can help you find a rewarding new job, faster. Contact us today to learn more or get started.

The Top 4 Assessment Tools to Help Find the Right Hire

If you don’t have Las Vegas hiring support in the form of assessment software, it’s time to get it. Plenty of amazing screening tools are currently on the market, that can streamline your hiring process and help you find the best person for the job.

Nothing is more important than the quality of your new hires. These platforms require a bit of an investment, but they’re well worth it. Here’s a look at five tools to consider.

eSkill

Put candidates’ skills to the test with eSkill. This online assessment platform offers more than 800 standard job-based and subject-based tests — or the ability to customize your own — to truly find the best person for the job. Tests are curated for selection and skills gap assessment, allowing you to reduce your risk, cost, and chances of hiring the wrong person.

Self Management Group

Hire better with screening tools from the Self Management Group. Tests are available in 40 different languages and can be completed in five to 10 minutes. Most notably, the company offers performance assessments that can predict the performance and retention of salespeople.

HireSelect

Another pre-employment test platform, HireSelect offers aptitude, personality and skills tests to assist with your hiring needs. Designed by Harvard psychiatrists, this service is used by a variety of industries. Pre-employment tests measure a plethora of traits and abilities, including motivation, honesty, and potential.

Koru

Discover your company’s performance drivers, increase quality hires and reduce bias with Koru predictive hiring software. The company claims this software can allow you to hire 30% more high performers and eliminate phone screens. Koru prides itself on measuring the seven job competencies that matter most — grit, rigor, impact, teamwork, presence, curiosity and ownership.

Get the New Hire Your Team Deserves

While assessment tools continue to enter the market, finding the right person for the job requires serious time and effort, and PrideStaff Las Vegas is up to the challenge! Contact us today to learn how we can further assist you and you expand your workforce this spring.

Is a Temp Job Right For You? Here’s What You Should Know

You’re ready for a change in your professional life. Right now, you’re searching for a traditional full-time job, because you think that’s your only option — but it isn’t.

A top job agency in Las Vegas can connect you with non-traditional opportunities that might better meet your needs right now. Here’s a look at what you have to gain by taking on temporary opportunities.

Five Benefits of Being a Temp Worker

Enjoy a Flexible Schedule

Life doesn’t always follow a standard 9 a.m. to 5 p.m. schedule. Whether you need a job that works with your hectic personal life or only want to work for a few weeks, there’s a temp opportunity for you. Simply give your recruiter your schedule and they’ll find something that works for you.

Get Your Foot in the Door

You desperately want to work for a certain company, but getting hired isn’t easy. Many employers prefer to test candidates out on a temp-to-hire basis, so they can see if they’re a good fit. Therefore, accepting a temp job at the company can serve as your “in.” If you make a great impression, there’s a good chance you’ll receive a full-time offer when your contract ends.

Bulk Up Your Resume Quickly

You want to compete with top talent for the best jobs. However, if your resume doesn’t include much recent experience in your field — i.e., you’re a new graduate, returning to the workforce after time away or trying to change careers — you might not stand out to employers.

Temp work allows you to build up your resume in no time because you learn new skills at every job. In no time at all, you’ll gain more experience than you would in years at a full-time job.

Test Drive a New Career

Changing careers can be scary. Temp work allows you to test the waters, before jumping fully into a new field. This is the only way to see if a new line of work is a good fit, with zero strings attached.

Earn a Paycheck Between Jobs

Finding the right career opportunity can take time. However, if you’re currently unemployed or downright miserable at your current job, you might feel obligated to take the first offer that comes along. Temp jobs allow you to keep your bills paid while taking your time searching. This means you won’t have to take a job until you find your perfect fit.

Get a Temp Job That Fits Your Life

Searching for a temp job that checks all your boxes? PrideStaff Las Vegas is here to connect you with an opportunity that supports both your personal and professional goals. Contact us today to get started!

Most Valuable Recruiting Investments for 2020

Your recruiting efforts ultimately get judged the same way as any other activity at your company. You review the resources that go into an operation, and then compare that to what you get out of it. Simple ROI calculations.

So, as you plan the rest of your recruiting plan for the year, the question becomes: where’s the biggest bang for your buck? What recruiting investments represent the most valuable for 2020 and beyond?

Here are some of the best places to put your money as you look to upgrade your recruiting processes during the rest of the year.

Keep Going Mobile

Let’s face it: most people are essentially cyborgs at this point. Our phones have become like additional limbs, no less important to us than a hand or foot. (Some people might have to think hard if given a choice between losing a foot and never getting to use their smartphone again.)

Given this near-universal reliance in the general culture, a focus on mobile technology in your recruiting efforts can only help you engage candidates. It also lets you find the savviest and most-forward-thinking talent out there.

Just consider this stat: one survey showed that nearly nine out of ten (89%) of job seekers see a pivotal role for mobile devices during a job search. If you don’t have a robust mobile footprint as part of your recruitment process, you won’t be able to compete for top-end workers. You might as well publish job postings on the back page of newspapers.

The focus on tech doesn’t have to stop with a further reliance on mobile recruiting. You can improve your ability to find talent with other technology upgrades as well. For instance, including AI-enabled operations in your candidate-search procedures can streamline the process and lead to improved outcomes.

Focus on Your Employer Brand

Fostering an enticing brand has always been important. Traditionally, though, this idea has represented a strictly consumer-facing concept. The goal of a well-manicured reputation was to attract clients and increase sales.

However, recent years have seen an increased focus on the recruiting power of a strong brand. A sturdy employer brand lets firms leverage the ideas of brand management for the sake of recruiting. The target here is job candidates, rather than consumers.

This trend is set to continue into the 2020s. The ubiquity of social media provides an excellent outlet for content designed to burnish an employer brand. Meanwhile, a competitive labor market (especially for the most highly-skilled candidates) means that companies must take every opportunity to get noticed.

Strengthen and Leverage Your Culture

Culture and brand are inexorably tied. Think of culture as your brand turned inward. Just as building a strong employer brand helps you recruit, a dynamic and welcoming culture will allow you to retain employees and encourage teamwork.

Any investments in building your culture ultimately serve your team-building efforts. It makes it easier to recruit and retain strong talent. It also lets you turn your employees into recruiting agents, as they recommend jobs to people in their networks.

To build a recruitment-friendly culture, encourage ideas like diversity and inclusion. At the same time, find ways to trumpet the benefits of working for you. Here again, social media can play an important role. You might also consider creating a formal employee referral program.

Recruitment is all about competition. Like any other market, you have to stay ahead of all the other firms looking to hire the best talent. This means making the right investments. It also means having the right partners. By teaming with a top-ranked recruiting firm, like PrideStaff, you increase your ability to compete in the labor market.

Contact PrideStaff today to find out how they can improve your team-building efforts.