Are You Sure You’re Selecting the Best Candidates to Interview?

Candidate screening before scheduling interviews helps ensure that you short list the right people as you move closer to a final hiring decision. It can also reduce turnover, minimize the need for costly rehires, and contribute to improved employee engagement by ensuring that a new hire will be successful and fit well within your company culture.

It’s not an exact science, but there are some tried and true tips to effectively screen candidates. They include:

Craft effective job descriptions.

Be as transparent and detailed as possible when writing job descriptions. State not only the essential requirements, but also those which would be an added plus. However, be careful not to make your descriptions so specific that they deter potential prospects. Last but not least, be sure the language you use is gender neutral and inclusive to ensure you attract a diverse pool of applicants.

Avoid bias.

Despite your best efforts to be fair in hiring, sometimes unconscious bias can occur and influence decision making. For instance, an interviewer may give preference to an applicant because they attended the same college. One effective method for reducing bias is blind recruitment, which essentially removes any identifiable characteristics, such as age, gender or address, from the application process.

Screen for potential.

Screening and interviewing should be standardized processes. But take care to ensure you’re not so rigid that you overlook high-potential talent. View candidates holistically and consider soft skills like initiative, emotional intelligence, motivation and interpersonal strengths. They can be just as important as hard skills as indicators of future performance. Remember, technical skills can be perfected on the job, but potential – which often links to cultural fit – can be neither taught not bought.

Focus on an excellent candidate experience.

Recruitment is a two-way street. Potential hires are evaluating you just as you are assessing them, to see if the two of you would be a good match. Be sure you’re organized, professional and efficient – from a candidate’s first point of contact with your company through your final selection. Keep applicants in the loop through regular communication, so they always know where they stand, what to expect next, and when. This applies to rejection letters, as well. Remember, that candidate may be someone you want to keep in your talent pool for a possible future hire.

Why not leave the multiple steps and legwork involved in candidate screening to a team of specialists who will become your trusted partner throughout your hiring process? By working with PrideStaff Fresno, you can rest assured that you’ll see only the most qualified talent for your open jobs. We’ll work with you to identify your specific needs and then design a customized plan to help you get each new hire right, the first time around. Contact us today to learn more.

Does the Color of Your Resume Matter?

As you write or update your resume, you may think of adding an accent color for some extra pizzazz or a “wow” factor. And it may be okay. But tread cautiously and wisely.

The perfect resume is not about finding the perfect color. It’s about tailoring content to the job, showing an employer your best skills, qualifications and accomplishments, and highlighting your personal brand. An accent color should serve only to enhance and modernize its general look and feel.

What’s an accent color?

An accent color is a color used strategically on your resume to compliment your primary text color. The latter should be black or a dark shade of grey, to provide optimal readability and contrast with your background, which should be white, ivory or a light shade of cream.

• Stick to only one accent color. Use it sparingly; for instance, on resume headers, borders, job titles or key sub-headings. If you overdo it or use multiple colors, you may distract hiring managers or risk sabotaging your job search. Because the focus shouldn’t be on your colors, but rather on your content.

Which accent colors are acceptable, and when?

Your resume should say, “Color me successful” and “color me professional,” not “Ouch! This hurts my eyes.” But that doesn’t necessarily mean it has to be 100 percent black and white. Done well, accent colors can catch reader’s eyes in a good way and draw their attention to key details.

• Blue has been proven safe as a resume accent color. It can add a feeling of calmness or serenity.
• Dark or hunter green is another good option. It also has calming attributes and can portray abundance or growth.

Here are a few more considerations:

• If you opt for an accent color, be sure it’s appropriate to the industry and the role for which you’re applying.
• Avoid templates that use too many – or too bright – colors. You want the look of your resume to emphasize the text. That’s how you should approach its design.
• You don’t have to use an accent color at all. You can’t go wrong with a simple, well-written black and white resume.
• An exception to the general rule may be resume design for creative industries. If you’re applying to be a web or graphic designer, for example, you may want to incorporate a few more bright colors. If so, shoot for an interesting combination that shows you understand unique design elements and will help differentiate you from other candidates.

At PrideStaff, our best-in-class approach has helped thousands of job seekers find their next great opportunity. We look forward to doing the same for you – from perfecting your resume to networking, interviewing, following up to seal the deal, and much more. Reach out to us today to get started.

What’s Your Leadership Style?

Every leader – just like every person – is different and unique. But there are some common leadership styles that you’ll adopt, whether you’re heading up a project, a team, a department, or an entire company.

Here are a few common samples. Can you identify yourself in any of them? (Hint: To achieve optimal effectiveness, you may use more than one leadership style, based on the specific situation or challenge you’re dealing with.)

Coaching Style

If you’re a coaching leader, you can quickly spot team members’ strengths, weaknesses and motivators. You assist people in setting SMART goals and naturally provide regular feedback to promote growth and success.

• The possible drawbacks: Coaching leadership can be time consuming. It requires dedicated one-on-one time with employees. This may be difficult in a fast-paced, deadline-driven environment.

Autocratic Style

This type of leader – also known as authoritarian – is focused primarily on results and efficiency. You may fit the bill if you prefer making decisions alone or with a small group and then presenting them to others. Autocratic can be a useful leadership style in organizations with strict guidelines, or in compliance-heavy industries. It can also be useful in environments where employees need a great deal of supervision, such as teams with little to no experience.

• The downside? Autocratic leaders must take care not to stifle people’s creativity or make other team members feel confined.

Hands Off Style

This style is also known as laissez-faire – and it’s the opposite of autocratic. A laissez-faire leader focuses largely on delegating tasks and providing little to no supervision. This can be an effective leadership style when all other team members are highly experienced and well trained.

• But … a hands-off method can threaten productivity if team members are confused about their leader’s expectations or if they need more hands-on instruction, motivation or boundaries in order to succeed.

Democratic Style

AKA participative, this leadership style is a hybrid of autocratic and laissez-faire. A democratic leader asks team members for input and considers their feedback before making a decision. Since others feel their voices are being heard and their contributions matter, this style is associated with higher levels of engagement and employee satisfaction. By being a participative leader, you help team members feel empowered and unified and often, this is a real morale booster.

• The challenges: This style may potentially be inefficient and more costly, as it can take a longer time to organize larger group discussion and feedback. It also may add social pressure to team members who don’t like to share ideas in group settings.

Do you need further insight or guidance developing as a leader, an effective contributor to your current company, or in making a career change to stay on track with your long-term professional goals? If so, contact PrideStaff Fresno today. We take pride – yes, it’s right there in our name – in helping professionals throughout the Central Valley area and beyond achieve all their goals. Reach out to us today for more information.

Setting Goals for Personal Development

If you play soccer, hockey, lacrosse, handball, or polo, you know first-hand the value of scoring a goal. Getting there requires planning, skill, perseverance, and practice. And the feeling of reward afterwards is awesome!

The same is true in life and in your career. To develop into a superstar, you need to determine what matters most to you, then formulate and execute the right plan to achieve your desired goals. And yes, practice makes perfect.

The Value of Goal Setting

Setting goals can help you feel more fulfilled in whatever you do. Those goals can have short or long-term timeframes; in fact, shorter-term goals are often stepping stones to larger, longer-term ones – and by starting off in smaller steps, the whole process is less intimidating and more achievable.

When you set the right goals, you can approach success with an open mind and realistic expectations. Designed to motivate you to achieve what you want most, goal setting can also help you:

• Be more aware of and open to new opportunities.
• Accept accountability for what you do to grow and develop in various areas of your life, career, and relationships.
• Learn from your mistakes.

A Snapshot of SMART Goals

You may have heard of the SMART goal method, which applies specific, measurable, achievable, relevant, and time-bound objectives to help you reach goals. Each element of the SMART framework contributes to results in goals that are thoughtful, well-planned, clear, and easily trackable.

• S is for specific: The clearer and more specific your goal, the easier it will be to understand the steps needed to achieve it.
• M is for measurable: Setting measurable milestones along the way to reaching your goal gives you the opportunity to re-evaluate and pivot as needed along the way. And of course, you can reward yourself and celebrate as you realize successes along the way, as well as when you cross the final finish line.
• A is for achievable: Before you start working toward a goal, determine whether it’s something you can realistically accomplish at this time. Or, should you take some preliminary steps to become better prepared?
• R is for relevant: Be sure you know why a goal is important to you, how reaching it will help you, and how it will contribute toward your longer term plans. If you’re not satisfied with the answers, you may want to rethink things.
• T is for time-bound: Having an end date for your goals will help you stay motivated and prioritize tasks and deadlines. It’s important to conduct period assessments to see if you’re still on track.

The PrideStaff team can help you define, reach, and exceed all your personal and professional goals, whether it means improving in your current role or moving onto your next great opportunity. We’re here to support you for the full life cycle of your career – which of course, goes hand in hand with your personal fulfillment as well. Contact us today to learn more.

Tips to Improve Workplace Communication

The value of communication within a workplace cannot be underestimated. Your verbal and written interactions with employees, managers, and coworkers help encourage everyone to contribute successfully to projects and assignments and bolster ongoing relationships between team members.

Effective communication not only fosters team building but also:

• Boosts the growth of people’s careers – and your business.
• Enhances innovation, creativity, efficiency, loyalty, and productivity.
• Resolves problems and avoids conflict.
• Builds trust.

How to Build a Culture of Communication

For some people, communication comes naturally. For others, it’s more difficult to articulate words, ideas, thoughts and feelings. The good news is that communication skills and tools can be learned and kept sharp through ongoing use and practice.

Communication may be verbal, nonverbal, visual, or written. The best choice of which type to use depends on the situation and, equally if not more importantly, your audience. Here are some tips for building a culture of communication at your organization:

• Maintain an open environment. Think honesty, openness, and transparency. Managers should leave their doors open whenever feasible as a visible sign of their accessibility. Leaders should share as much information as possible about business developments and expectations.
• It’s a two-way street. As you communicate with others, encourage and empower them to do the same. Practice active listening. Seek and act upon input and suggestions. As you do so, identify areas where you might improve your communication skills and style.
• Clarify everyone’s roles and responsibilities. It’s easier for team members to succeed and perform well when they clearly understand their role and how it fits into the larger business success picture.
• Learn the value of nonverbal communication. This includes appropriate body language and tone of voice. Make sure they match your message. How you present yourself and deliver your message can significantly impact team support and buy-in.
• Use the right media. It may be an open meeting, a one-on-one dialogue, an individual or group email, or a simple conversation during a workday. Each has its place, as well as its pros and cons. A town hall-style meeting, for instance, allows everyone to share their ideas and express their thoughts. However, more introverted individuals may hold back in such a setting. Get to know people’s preferred communication MO and respect them all.

If you feel communication training or related workforce development expertise would benefit your growing company, reach out today to the PrideStaff Fresno team. As we provide customized talent acquisition and management solutions, our mission is to deliver the value that matters most to you and meets your unique needs. We look forward to helping you take your business to the next level in 2022 and beyond.

How to Plan Your Day to Maximize Productivity

It’s not rocket science – but it’s also not easy, at least not every day. To boost your productivity, stay focused on high-priority tasks, avoid missing key events, meetings, or deadlines, and – last but not least – maintain a healthy work/life balance – you need a schedule. One you can stick to.

Wait! Your eyes may be glazing over or rolling … but that’s what it takes. A schedule that’s smart, realistic, and achievable.

It’s worth taking some time to focus on it and make it a regular part of your routine.

The Value of Scheduling Each Day

A daily schedule helps you set SMART goals, making you aware of your capabilities, limits, and how much time you need to get things done. It also helps you to:

• Stay focused. Avoid interruptions and distractions.
• Be more efficient. This leaves time for non-work-related items on your to-do list.

Focus on Time Management

Time management is similar to many skills and strengths: With practice and discipline, you can master it. Here are some tips to get you started:

• First things first: establish a morning routine. Even if you’re not a morning person, get used to waking up early enough to be fully prepared for your day without having to rush. Know how much time you need to eat breakfast (tip: do not skip it!), get dressed, take care of family and personal matters (your kids and pets need to eat, too!), and commute to work or transition into the right mode if you’re a remote employee. Leave a few extra minutes for the inevitable unexpected because Murphy’s Law will occasionally kick in!
• Prioritize your daily tasks. Write down all your tasks for the day, and then put them in order according to which ones are most important. Make sure you choose a realistic number; think about which ones you may be able to postpone for a day or more. Rearrange as needed. (Yes, this should probably be your last task at the end or the first task at the beginning of a daily list!)
• Schedule time for each task. Listing them is a good start, but you must also set a reasonable start and end time for each task on your list. Just as you left time in your morning routine for the unexpected, overestimate the time needed for each daily task. Don’t forget about travel and prep time. Also, factor in meals and breaks.
• Periodically reassess your schedule. It’s a dynamic thing – changing as needed. Reevaluate your schedule periodically to find ways to use your time more efficiently. For instance, if certain projects wind up taking longer than planned, you’ll know to reserve more time for them in the future.

Before long, it will all become routine!

Do you need more tips to keep your career on the growth track – or possibly start seeking out your next great opportunity? If so, reach out to PrideStaff Fresno today.

Make the Most of Your Lunch Break

Who doesn’t look forward to their lunch break midway through the workday?

For starters, if your answer is “What lunch break?” you need to change that up immediately. You’re missing out on an essential time to recharge, revitalize and maintain healthy levels of productivity, focus and overall well-being throughout the day.

So, take your lunch break. After eating, try to spend 15 to 30 minutes focusing on non-work related items. It will help you handle your afternoon tasks in a much better mood and with a higher energy level. During lunch break, you might:

• Go for a run or a workout, or take a walk.

Before you eat, get some exercise. This will not only revitalize you, but also save you time having to work out later on in the day. And it’s a time-tested way to reduce stress, no matter how crazy your morning was.

• Meditate or do some breathing exercises.

Find a quiet spot, such as your car, an outdoor bench or a conference room. These activities https://insighttimer.com/space-7/guided-meditations/short-deep-relaxing-lunch-break-breathing-exerciseare great for calming your mind and body, clearing your head, and boosting your focus level for when you resume work.

• Journal.

Logging your thoughts in a journal is an effective way to deal with any overwhelmed feelings you may have and approach the rest of your day with a more positive mindset and relaxed attitude. You may want to note any elements of the day so far that you need to mentally work through or write about the morning’s happenings and your expectations for the rest of the day.

• Do some healthy meal planning.

In addition to helping you feel more organized and potentially saving you money on this week’s groceries, this can deter unhealthy, expensive convenience purchases, like going through the fast-food drive through on the way home. This week’s sale on produce beats burgers and fries – most of the time anyway!

• Read, or listen to music, a podcast or an audio book.

Avoid topics directly related to current work projects or developments – the idea is to get away from all that. But you could choose something inspirational or helpful to your career or lifestyle, such as learning a new skill or language. Or, just opt for some enjoyable entertainment.

• Spend some social time with colleagues.

This is a great opportunity to get to know one another better, and it helps you establish stronger relationships, which make it easier to collaborate – and simply make work more fun. You may be pleasantly surprised at what you have in common!

• Just enjoy your meal.

After all, it is called lunch break. Simply spend your time enjoying your meal. Close your laptop, unplug your devices … step away from your desk! Let yourself mindfully savor your mealtime, versus trying to multitask.

Self-care and time management are key to being the best you can be at work. For additional tips and guidance – or if you’re seeking a new opportunity that may better suit your lifestyle and long-term career goals – contact PrideStaff Fresno today.

Tips to Find Top Talent and Schedule More Interviews

In today’s competitive market, finding candidates who are the right match for your open jobs – and converting them into applicants – has never been more challenging. Be sure to take a strategic approach as you seek to engage desired talent, streamline your hiring process, and successfully target and interview the right professionals for every position.

Create a positive culture.

If your company culture is positive, word will quickly spread. Cultural matches are critical for engaging new prospects, as well as retaining high performers you already have on staff. Be sure there’s a company-wide commitment to building and maintaining your winning culture, as well as quickly addressing any related issues that crop up. Ensure that your workplace is friendly, diverse and welcoming – and always keep this priority on your business radar screen.

Develop effective job descriptions.

Your job description is often a candidate’s first introduction to your company, so make sure it’s not their last.

• In addition to clearly listing the roles, responsibilities and qualifications of a position, your JDs should paint a picture of what it’s like to work for your organization day to day. Also, make sure to weave in any unique benefits you offer. What makes your company special, and how could someone grow and thrive as part of your team?

Know your best talent sources.

In addition to your career site, target several other talent sources when you embark on a candidate search.

• The key word here is “target.” Don’t just pour time and money into the most popular job boards and online platforms – though those can certainly be fruitful – but find out where desired candidates hang out and get your openings in front of them there.
• Utilize your current employees’ networks. They can often help you reach untapped talent and improve response rates from candidates they know. And when you find a qualified prospect, arrange a warm introduction from a current team member, rather than just a standard HR message, to further raise your chances of engaging them early on.

Consider your process.

Take a critical look at your application and hiring process from start to finish. Eliminate any bottlenecks so it’s quick, efficient and user friendly.

• When you have a candidate you’re extremely interested in, you may want to further increase efficiency by having them meet several team members at the same time or checking their references while scheduling their second interview.
• Professional recruitment software can be helpful in tracking candidates and comparing interviewer feedback, so you can evaluate people more quickly. There are numerous options available.
• Keep people informed of where they are in your hiring process, what the next step will be, and when it will occur.
• Be ready to make an offer to your ideal candidate. They may already have other offers or be interviewing elsewhere.

To help you win the talent war, the hiring experts at Pridestaff have the resources, contacts and knowledge you need, every step of the way. We offer a proven track record for sourcing and hiring in areas including production, manufacturing, clerical, administration, accounting and finance, customer service, IT, legal support and healthcare. Reach out to us today to learn more.

What Strengths and Weaknesses Should You Discuss During an Interview?

Whether you’re a new graduate with little to no experience under your belt or a veteran moving on to a more responsible role, you have both strengths and weaknesses. Everyone does. And chances are you’ll be asked about them in your upcoming interview. The key to effectively addressing these questions – like others that you might anticipate – is to prepare as much as possible. Then, you can establish the right context to give hiring managers honest, thoughtful responses that showcase your self-awareness and professionalism.

Make lemonade out of lemons.

You may be asked about your strengths and weaknesses in one question or two separate ones. If it’s presented as one question, discuss your weaknesses first so that you can end positively. But either way, the formula for addressing both is the same: name a specific weakness or strength, then put it into context, along with a compelling story that puts you in a favorable light.

So, starting with those weaknesses:

• Begin with a truthful response and build your case from there. Focus on something that your interviewers wouldn’t consider an essential quality or skill for the job, as well as action steps you’re taking to improve. Some examples might include being disorganized, self-critical or sensitive, shy or uncomfortable speaking in public, or too focused or not focused enough.

Here’s an example:

• “I can be too critical of myself. For instance, I have often felt I could have done more, even if I was told I did well on a project. A solution I’ve developed is to actively pause and celebrate my achievements. This has not only helped my self-esteem and confidence but has also helped me to better recognize my teammates.”

Know your strengths.

If you aren’t sure about your strengths, ask a trusted friend or colleague what they consider your best qualities. You can also refer to any feedback you’ve received on past performance reviews. And use the job description as a guide, pinpointing specific qualities that align with your most impressive traits.

• Here are some examples: being action-oriented or entrepreneurial, attentive, detail-oriented, collaborative, creative, disciplined, empathetic, enthusiastic, passionate, driven, flexible, innovative, or patient.

And here’s an example of describing a strength:

• Collaboration skills: “I have always enjoyed working in groups and with a variety of different people. Since I began managing my current team, I’ve increased productivity by 20 percent over a three-year period.”

A Few More Tips

As you prepare for these questions, keep these additional tips in mind:

• Don’t be too humble or underestimate yourself.
• Support your responses with relevant examples.
• Be honest. Never lie about your abilities or overinflate your strengths.
• Ensure your answers support the job description and set you apart as a candidate.

The strength and weakness question can be a tough one. But with the right preparation and coaching, you’ll be ready to take on interviewers with poise, confidence, and enthusiasm.

Turn to PrideStaff Fresno today to learn more about how we can help you ace interviews and all the other aspects of your successful job search. And if you’re still seeking your next great opportunity, we can help with that, too. Reach out to us today to learn more.

10 Ways to Say “Thank You” at Work

Two little words.

Thank. You.

But they carry a lot of weight, especially when you want to acknowledge others for something they’ve done to help you or your team. You really want to show your coworkers that you appreciate them and the value they add, and thank them for their time, assistance, and support.

But how?

Here are 10 tips to think about:

1. Spoken Words

You don’t have to overthink it: Just say the words. Thank your coworkers anytime and for any valid reason. It only takes a moment to single someone out and acknowledge their contribution.

2. Written Words

Take it a step further by putting your thanks in writing. For instance, you can use a handwritten note or card, recognition in a company newsletter or on a bulletin board. It’s a great way to show you’ve gone out of your way to show someone your gratitude.

3. Treats

Find out what a person’s favorite treats are and bring them into work or send them to their home. Maybe it’s pizza or other takeout, flowers, a yummy dessert, or renting a popcorn machine for their work area. Just let them know that it’s heartfelt and that it’s from you.

4. Gifts

Acknowledge both your colleague and your company with a logo-embossed coffee mug, tee shirt, water bottle or other swag. Even better, make it a …

5. Personalized Acknowledgement

If you don’t already know, find out what a person’s specific interests are, and tailor your gift accordingly. A gift card to the local burger joint may not work for a vegan – but if you find out they love energy drinks, give those instead. For that golfer on your team? How about a pass to the local driving range? You get the idea.

6. Listening

This one doesn’t cost a dime, yet it may be the most meaningful way of all to acknowledge and recognize someone. Simply put down your phone, shut out any other distractions, and genuinely listen when a coworker needs a sounding board or wants to share their ideas.

7. Knowing Your Coworkers’ Interests

Active listening comes into play here, too. When talking with your colleague, ask about their family, their weekend, their hobbies, and interests. Your genuine interest will go a long way in making people feel valued.

8. Checking In

Interacting with others can’t be a one-and-done kind of thing. To show that you genuinely care, check in often, without making it seem forced or artificial. Ask coworkers how they’re doing, what they’re working on, and how you can help if things are getting intense.

9. Being Specific About What You Value in Others

If you’re specific and remember details when expressing gratitude, it goes a long way toward building lasting relationships, as well as the overall culture of your team.

10. Celebrations

Celebrate team members’ birthdays, work anniversaries, and other special days. Did they just finish another semester at school or reach another personal milestone? Take the lead in organizing a celebration, even if it’s as simple as cake and coffee in the break area.

The PrideStaff team of career development experts can help you be the best you can be at your current job, or find your next great opportunity in areas including production, manufacturing, clerical, administration, accounting, and more. Contact us today to learn more.