Important Tips for How to Calm Your Nerves Before an Interview

It’s natural to feel anxious before a job interview. A certain amount of adrenaline and a high energy level can actually work in your favor. But if your nerves are starting to take over badly, you need to rein them in and find calm and confident, so you can bring your A-game when it’s “go” time.

You’ve already done your research, practiced possible questions and answers – and made it this far. In the 11th hour before your scheduled interview, use these tips to stay on an even keel and bring your best self to the table:

Go for a walk.

Take a brief walk before your interview – preferably outside in the fresh air – even if it’s just for five minutes. If you’re preparing for a phone conversation, you can even take a run if that works for you. If your interview is via video or in person, you can still ease your nerves with a walk before you enter the building or sit down to log in. Allow yourself a minute or two to catch your breath, of course.

Slow down and STOP.

The STOP method’s purpose is to slow down before an important occurrence and be deliberate, not just in what you will do, but also regarding any feelings that may risk taking over and causing you stress. It reminds you that you have the power to banish your own fears and doubts.

STOP stands for:

  • Stop whatever you’re doing and focus on your thoughts.
  • Take a few deep breaths.
  • Observe what’s going on with your body, mind, and emotions and consider why you’re feeling the way you do, and then
  • Proceed with an intention to incorporate what you’ve observed into your next actions and behavior.

Make a cheat sheet.

Jot down all the key points and necessary information about your interview, such as the hiring manager’s name, the time and exactly where you need to be, and the questions you’ve prepared in advance. Read it over right before you go in to fire up your confidence level further.

Phone a friend.

Try giving yourself a last-minute pep talk, but if you need more, make a quick call to a trusted friend or family member whom you know will be positive, caring, and uplifting. It could be just the shot in the arm you need – and you can reciprocate and help them someday.

Think of something fun to do afterward.

Give yourself something to look forward to after your interview, such as a shopping spree, a massage, drinks, and dinner with that trusted friend, or even curling up on the couch with your dog and spending the evening binge-watching your favorite TV shows. You likely won’t obsess about your jitters with something fun to look forward to.

 

Whether it’s interview prep, crafting your resume, networking, or any aspect of your job search, the PrideStaff team can walk you through it and help ensure success. Our best-in-class approach has done just that for thousands of job seekers. Contact us today to learn more.

 

The Fundamentals of Negotiating Your Salary

If you’d like to shoot for a better starting salary than the one you’re offered, you have to be prepared to ask for it. If you handle it like a professional, the worst that can happen is an employer will say no. In fact, a good future boss will perceive you as strong, capable and with good business acumen when you initiate and implement the salary negotiation process well. And often, you’ll emerge even happier than when you went in.

Here are some tips:

Be knowledgeable of salary trends as they pertain to the job.

Get current, realistic data on what comparable positions pay in your geographic area, also taking your education and experience level into account. There are a number of websites that provide such information. You can also consult a career counselor or a professional industry association to learn more.

Build your case.

Don’t just counter a salary offer with a higher number; be ready to explain why you’re worth more.

  • Before you begin negotiating, list concrete examples of how your skills and experience will benefit your new company’s bottom line. Tie your strengths to the role you’re taking on to build a solid case for why you should be paid more.

Consider the whole deal.

Negotiating a salary and negotiating a job offer are not the same thing. Keep in mind the value of perks and benefits, such as more paid time off, flexible work hours, support to continue your education or pay off student loans, better health coverage, and so forth. It may be easier for an employer to give up more ground in areas other than starting salary. Consider what’s most valuable to you to make an offer more attractive.

Practice your presentation.

Ask a trusted friend or mento to practice your negotiation conversation with you. Ideally, choose someone who is business savvy and can coach you in such areas as projecting confidence and fielding unexpected questions. Run through your delivery several times, so you feel as comfortable as possible when the actual time comes.

Know when to say when.

Don’t let salary negotiations drag on too long. Hopefully, you will reach a mutually agreeable offer in a reasonable amount of time. But if not, respectfully withdraw and focus on an opportunity that better meets your expectations. And chalk it up as a great learning experience as you go forward.

Get it in writing.

Once you and your prospective boss have reached an agreement, ask for written documentation. Be sure it covers all the bases, whether you negotiated salary, benefits, bonuses or other details. Make sure the document is signed by both you and your new employer.

 

Negotiating a job offer is never easy, but the right preparation can yield an awesome return on your investment. For additional assistance, consider working with a career coach from PrideStaff Fresno. We not only place professionals in a variety of fields, but we also coach them through the hiring process from A to Z, including salary negotiations and transitioning into a new role. Think of us as your partner through the life cycle of your career. Reach out to us today to learn more.

 

Why You Should Review Your Social Media Accounts Before Beginning Your Job Search

As part of their hiring process, employers will search candidates’ social media profiles and accounts, so take this into consideration before you even launch your job search. Don’t just clean things up and delete any content that may be questionable or work against you, but take it a step further: Be proactive in making your accounts attractive to those key decision-makers at companies that interest you.

  • According to one recent study, more than 75 percent of hiring professionals believe that checking a candidate or employee’s social media profile is an acceptable way of vetting them.

Keep all your profiles consistent.

Make sure all your employment history on social media matches your LinkedIn profile. Any job titles, companies, dates, degrees, or other pertinent information that doesn’t match up will be an immediate red flag for a hiring manager.

Show that you’re engaged with other people in your industry.

Your online interests and the groups in which you participate say a lot about you. Mention those interests and be an active participant in groups within your field and industry. Take part in conversations, contribute articles, and share helpful links.

Include examples of your best work.

Post or link to samples of the best work you’ve done or received accolades for, such as blogs, articles, case studies, or your portfolio.

Check your hashtag use.

As you clean up your social persona, removing anything obsolete, immature, or unprofessional, remember to check the hashtags you’ve used. Make sure that they, like all the rest of your content, do not include any wording that is crude, controversial, or inappropriate.

Google yourself.

Every few months or so, Google yourself and see what pops up – because this is likely where employers will begin their search as well. This can help you get ahead of any negative content and make sure search results produce results that benefit – not hurt – your job search. You may want to set up Google alerts, so if anything of concern does pop up, you’ll know right away.

Keep personal accounts private.

Consider creating separate social media accounts for professional purposes and keeping your personal accounts private.

Launching a job search can be overwhelming – unless you have the right professional partner on your side. That partner is PrideStaff. Contact us today to connect with one of our recruiters and join our dynamic job network in areas including customer service, healthcare, IT, accounting, insurance, sales and marketing, insurance, and more. We can assure you: the right job is closer than you think!

 

How to Make Your Job Postings Stand Out

A well-crafted job posting can mean the difference between a desired candidate applying for your open position – or skipping over it and moving on to the competition.

That posting may be a job seeker’s first point of contact with your company, so be sure to make it a good one. You need to sell your opportunity in a unique and engaging way. So if those applications are only trickling in – or, worse yet, not even that – then clearly it’s time to make some changes.

Look at your competitors’ postings – and make yours better.

Compare your postings to your competitors’ and give compelling reasons for candidates to choose you first.  For instance, what unique benefits or perks do you offer?

  • When you make this and all other assessments of your postings, always look from a job seeker’s perspective. Would whatever change you make increase your response rate by truly engaging your audience?

Pump up your job titles – just enough.

Your job titles will be more likely to appear in search results if they contain the right keywords and word strings. Also, the more specific a title is, while incorporating those keywords, the better.

  • Don’t over inflate or try to be too catchy or “cute.” Avoid cliche phrases like “superstar sales manager” or “rock star admin assistant.” But also, don’t be too generic. Say more than just “customer service representative” or “programmer.” (Hint: Also watch for any wording that may unconsciously be biased in any way.)

Keep your postings clear, concise and direct.

Longer is not necessarily better when it comes to job postings. In fact, often the opposite is true. Describe your position clearly and concisely. The optimal length is generally somewhere between 300 and 500 words.

Include a direct link to the job.

You’ll quickly lose candidates’ interest if your link leads them anywhere but directly to your position. The key is to make applying as easy and efficient as possible. A great way to test this is to go through the application process yourself and see where any delays or bottlenecks occur and how many times a person has to click on links.

  • Don’t require a sign-in. You could add one as an option toward the end of your posting, so candidates can check their status once they’ve applied. But otherwise, avoid it.

Make sure your website is mobile friendly.

An increasing number of candidates are using their smartphones to apply for jobs. So, be sure your website is mobile optimized.

End every posting with a strong call to action.

Tell candidates that you want to hear from them now by ending every job posting with a call to action that speaks urgency.

 

For additional assistance in creating outstanding job postings and attracting outstanding talent – and for help with any or all aspects of your hiring process and strategy, contact PrideStaff Fresno today.

 

The Fundamentals of Negotiating Your Salary

If you’d like to shoot for a better starting salary than the one you’re offered, you have to be prepared to ask for it. If you handle it like a professional, the worst that can happen is an employer will say no. In fact, a good future boss will perceive you as strong, capable and with good business acumen when you initiate and implement the salary negotiation process well. And often, you’ll emerge even happier than when you went in.

Here are some tips:

Be knowledgeable of salary trends as they pertain to the job.

Get current, realistic data on what comparable positions pay in your geographic area, also taking your education and experience level into account. There are a number of websites that provide such information. You can also consult a career counselor or a professional industry association to learn more.

Build your case.

Don’t just counter a salary offer with a higher number; be ready to explain why you’re worth more.

  • Before you begin negotiating, list concrete examples of how your skills and experience will benefit your new company’s bottom line. Tie your strengths to the role you’re taking on to build a solid case for why you should be paid more.

Consider the whole deal.

Negotiating a salary and negotiating a job offer are not the same thing. Keep in mind the value of perks and benefits, such as more paid time off, flexible work hours, support to continue your education or pay off student loans, better health coverage, and so forth. It may be easier for an employer to give up more ground in areas other than starting salary. Consider what’s most valuable to you to make an offer more attractive.

Practice your presentation.

Ask a trusted friend or mento to practice your negotiation conversation with you. Ideally, choose someone who is business savvy and can coach you in such areas as projecting confidence and fielding unexpected questions. Run through your delivery several times, so you feel as comfortable as possible when the actual time comes.

Know when to say when.

Don’t let salary negotiations drag on too long. Hopefully, you will reach a mutually agreeable offer in a reasonable amount of time. But if not, respectfully withdraw and focus on an opportunity that better meets your expectations. And chalk it up as a great learning experience as you go forward.

Get it in writing.

Once you and your prospective boss have reached an agreement, ask for written documentation. Be sure it covers all the bases, whether you negotiated salary, benefits, bonuses or other details. Make sure the document is signed by both you and your new employer.

 

Negotiating a job offer is never easy, but the right preparation can yield an awesome return on your investment. For additional assistance, consider working with a career coach from PrideStaff Fresno. We not only place professionals in a variety of fields, but we also coach them through the hiring process from A to Z, including salary negotiations and transitioning into a new role. Think of us as your partner through the life cycle of your career. Reach out to us today to learn more.

 

Why You Should Review Your Social Media Accounts Before Beginning Your Job Search

As part of their hiring process, employers will search candidates’ social media profiles and accounts, so take this into consideration before you even launch your job search. Don’t just clean things up and delete any content that may be questionable or work against you, but take it a step further: Be proactive in making your accounts attractive to those key decision makers at companies that interest you.

  • According to one recent study, more than 75 percent of hiring professionals believe that checking a candidate or employee’s social media profile is an acceptable way of vetting them.

Keep all your profiles consistent.

Make sure all your employment history on social media matches your LinkedIn profile. Any job titles, companies, dates, degrees or other pertinent information that doesn’t match up will be an immediate red flag for a hiring manager.

Show that you’re engaged with other people in your industry.

Your online interests and the groups in which you participate say a lot about you. Mention those interests and be an active participant in groups within your field and industry. Take part in conversations, contribute articles, and share helpful links.

Include examples of your best work.

Post or link to samples of the best work you’ve done or received accolades for, such as blogs, articles, case studies, or your portfolio.

Check your hashtag use.

As you clean up your social persona, removing anything obsolete, immature or unprofessional, remember to check the hashtags you’ve used. Make sure that they, like all the rest of your content, do not include any wording that is crude, controversial or inappropriate.

Google yourself.

Every few months or so, Google yourself and see what pops up – because this is likely where employers will begin their search as well. This can help you get ahead of any negative content and make sure search results produce results that benefit – not hurt – your job search. You may want to set up Google alerts, so if anything of concern does pop up, you’ll know right away.

Keep personal accounts private.

Consider creating separate social media accounts for professional purposes and keeping your personal accounts private.

 

Launching a job search can be overwhelming – unless you have the right professional partner on your side. In the Central Valley, that partner is PrideStaff Fresno. Contact us today to connect with one of our recruiters and join our dynamic job network in areas including customer service, healthcare, IT, accounting, insurance, sales and marketing, insurance and more. We can assure you: the right job is closer than you think!

 

How to Support Your Employees’ Mental Health

Prioritizing your employees’ health in every way – mental and emotional as well as physical – has never been more critical. Taking a holistic approach that raises awareness and offers treatment and service options for mental health is more than worth your time, effort and company resources.

As noted by the World Health Organization, an estimated 264 million people suffer from depression and anxiety. And one of the biggest contributors to these conditions is chronic workplace stress, which can stem from:

  • Unclear tasks or responsibilities
  • Poor communication or collaboration
  • Limited control over one’s area of work
  • Unsuitable tasks for one’s experience or competency
  • Unreasonable deadlines
  • Lack of team cohesion or poor support from coworkers or managers
  • Inflexible work hours, or
  • Bullying or psychological harassment.

Fallout from Employee Mental Health Issues

Team members who suffer from mental health problems may be unable to complete job tasks or experience significant drops in cognitive performance. Symptoms such as fatigue, loss of motivation, headaches, chronic pain and feeling overwhelmed make it more challenging for them to show up for work and more likely to be victims of presenteeism.

  • Presenteeism is lost productivity that occurs when a person is not fully functional at work due to an illness, injury or other condition. They are physically at work, but unable to fully perform their duties. They also may be more likely to make mistakes on the job.

Employees experiencing mental distress use, on average, $3,000 more in healthcare services per year than their peers. The cost of days lost averages $4,873 per person per year, and the cost of related turnover averages $5,733 per person annually. These numbers can vary greatly across occupations and locations.

Create a Positive Work Environment

Everyone at your company must be fully committed to supporting mental health, whether your employees are on-site, remote, or a combination of both.

  • Foster a culture of awareness. Educate your employees and help remove the stigma and fear of talking about mental health issues. Let people know that you’re committed to a better, healthier workplace.
  • Company leaders should be open about their own struggles. This is a powerful way to encourage others to share their feelings and experiences and it helps to normalize the conversation. Equip your management team with a mental health toolkit. Give them the resources, knowledge and skills to recognize and respond to red flags in their employees.
  • Make everyone aware of the mental health services available through your health insurance and of your employee assistance program (EAP). Access and expense can be significant barriers preventing people from seeking help. Make sure your health coverage includes individual, couples and family therapy and services at affordable costs. Communicate the benefits of your EAP. Remind employees that help is always available.
  • Prioritize work/life balance. Show employees how to set healthy boundaries. Pay special attention to those working remotely, as lines can more easily blur when you’re not physically separated from the office. Allow flexible scheduling, and make sure people are using their vacation days. Encourage them to unplug – they’ll return to work feeling better and more productive as a result.

 

For additional help promoting mental health and holistic well-being for your employees, partner with the workplace development experts at PrideStaff Fresno. Contact us today to learn more.

 

Celebrating Diversity in a Leadership Role

The benefits of a diverse workplace have been well documented. They include higher creativity and productivity, a more positive employer brand, and enhanced marketing and talent acquisition opportunities. And like everything else good about your business, building and
celebrating diversity starts at the top.

In fact, it all comes back to you. Your own identity as a business leader plays a significant role in how well you run your company, and acknowledging your personal cultural background shapes your work style just as it does your lifestyle.

You are unique – and so is each and every member of your team.

It’s critical to look for opportunities to leverage your unique identity in whatever you do for your
company. Start with self-reflection.

Through this process, you gain amazing insight into yourself.

Your cultural background is an integral part of who you are. Self-reflection helps you to better understand and embrace your own uniqueness – and from there, recognize and celebrate it in others.

Use your cultural identity to further business goals.

It can start with something as simple as tapping into your personal and professional networks to source candidates or clients.
Incorporating your background seamlessly into your MO produces better outcomes, delivers desired results, and makes for a happier, more engaged, and loyal workforce.

Embrace your cultural background.

This means letting people know who you are, and also finding out who they are. From here, the way people collaborate, innovate, and succeed will naturally emerge.

Don’t hide your true self.

Share your personal story and invite others to do the same. This becomes a powerful ongoing dialogue and creates and fosters positive work relationships. As you manage by walking around, strike up conversations with individual team members – and it shouldn’t be only about work. Ask about their families, their weekend, their hobbies, and interests. And when you do, listen actively – which of course,
also goes for what they have to say about their jobs and your business.

Leadership today is – and should be – a multicultural challenge as you align people of various backgrounds to work together toward common goals. But as challenging as it is, the benefits make it more than worth your time and effort. And if you keep working at it regularly, it will become second nature and ingrained into your company and its culture. Yes, it starts with you. And you can find tremendous satisfaction and take boundless pride in achieving it on a daily basis.

Need more ideas on diversity and inclusion, or developing your leadership skills or your winning
team? Reach out today to the career and workforce development experts at PrideStaff.

 

Tips on Finding Your Dream Job

2022 looks like it will be a good year for job seekers. But, this doesn’t mean that everyone is having an easy time finding the work they want.

Even in today’s economy, job opportunities can vary widely depending on your preferred industry, skill level, and competencies.

  • Keep this in mind, as well: The market could quickly soften if economic conditions change and/or the automation of jobs – another emerging trend – expands. So, if you’re serious about landing your dream job, act now, while things are still in your favor.

Here are some time-tested tips, which hold true regardless of the current supply/demand balance:

Set goals.

Your first step toward job search success is to set precise, attainable goals. To help you find clarity as you do so, you need to figure out exactly what you want to do and where you want to do it. It’s that simple – and that profoundly challenging.

  • Are you trying to move up your current career ladder or find a new one to climb and conquer?
  • Be sure your smaller, midpoint, as well as larger, end game goals, are SMART: specific, measurable, achievable, relevant, and time-bound.

Schedule time to job hunt.

Your own unique formula for how much time you spend on your job search is based on your life, current work circumstances, and goals. There’s no right or wrong answer. But:

  • Create a schedule. Plan on dedicating a set amount of time each day to whatever activities will help you get hired. You can further break this down into specific tasks such as composing and refining your job search communications, searching and applying for positions online, networking and attending job fairs.

Research companies that interest you.

Impressing interviewers isn’t just about showcasing your skills, education, and experience – although these are all important considerations. But it’s just as critical to know as much as possible about the company you’re interviewing with.

  • Look for information on a company’s history, culture, achievements, and products, and services. How long have they been in business? Who is their CEO? Have they recently or are they planning to expand? What else has happened recently affecting this organization?
  • Interviewers want to know you would be a dedicated team member if hired. Doing your homework ahead of time shows your interest in a company and your attention to detail – both desirable qualities in job candidates.

Network.

Networking makes you known to employers and/or to the people who might recommend you to them. It also helps you to get to know people in your field who can offer advice and help in your job search.

  • Preference is often given to personal connections. For starters, you may never even hear of a job opening unless you know an employer or one of their connections. Secondly, many open jobs are never advertised, and those that are tend to attract a flood of competition. So, use your face-to-face, online and virtual networks to your best possible advantage.

As you find and land your perfect job, consider partnering with PrideStaff Fresno. In areas including production, manufacturing, accounting and finance, IT, legal support, healthcare, and more, we can connect you to full-time, temporary, and temp-to-hire positions in the Central Valley and beyond. Contact us today to hear more.

 

Your LinkedIn Network Might Be Able to Help You Land A New Position

To succeed in your job search, you need to cover all the right bases, including one-on-one and group networking, as well as making the best use of all your social platforms – starting with LinkedIn, which still reigns as the leader in recruiting and business connections.

  • LinkedIn now has almost 740 million members, with more than 55 million registered companies. And 40 percent of its users access it daily, adding up to more than a billion interactions every month.

How do you use your LinkedIn network to the fullest extent as you find the job you’ve been waiting for? Start by keeping up with the following steps.

Update your profile regularly.

A step beyond your resume, your LinkedIn profile provides a more dynamic look into your experience, skills, objectives, knowledge and interests. The more complete and fresh and the more recently this information has been updated, the more opportunities that are likely to come your way.

  • Highlight your recent experience and keep your headline and photo up to date. Your photo, name and headline are what people see when they do a search. So be sure they stand out in a professional, positive way.

Identify the people you know – and start meaningful conversations.

Look to current and former colleagues, fellow alumni, and personal acquaintances to connect with on LinkedIn. Build your network from there, and continue to keep relationships fresh by initiating and participating in useful conversations.

  • Nurture your relationships over time. Provide relevant updates, offer helpful advice or support, share posts, and consider arranging group discussions or video coffee chats.

Ask for help.

That’s kind of the point, right? Reach out to your connections for career advice, introductions, recommendations or referrals. Provide context and any useful details that will empower them to help you out.

Use Advanced Search.

LinkedIn’s Advanced Search option enables you to search for your favorite companies and reach out to people depending on their connections with them. If they work there, you can dive into details about the work environment and culture. If they’re a client or service provider, you can learn what it’s like to do business with them.

Stay active.

Don’t be a LinkedIn wallflower. Be active and authentic. Post and/or write articles, distribute relevant images and videos, and remember: the more you interact as a professional, the more you’ll be noticed and recognized.

  • Get involved in Professional Groups. Do an Advanced Search to identify them. This will help expand your network and may connect you with organizations you want to work for. Aim to participate in groups that have recent activity for the most productive results.

 

For the best ways to use social media and other tools, techniques and strategies to find your next great job, reach out to PrideStaff Fresno today. In fields including accounting, finance, administration, customer service, IT, management and more, we can be your networker and career coach, all rolled into one. Contact us today to learn more.