These Tips will Help You Improve Your Mood at Work

You spend about one-third of your life at work. So, it’s important that you enjoy it. That doesn’t mean you have to be happy at your job every minute or even every day. But it needs to be something that, way more often than not, you look forward to doing when you wake up in the morning.

Happiness is a state of mind – and ultimately, something you can control. Improving your mood at work – like losing weight, eating healthier, or learning to play an instrument – takes work, practice, and patience. But if you put your mind to it, it can – and will – happen.

Make self-improvement your mantra.

Take charge of your own personal and professional development. Develop a plan and goals for your career and then pursue them. Ask for help from your boss. Seek out assignments that will help you achieve your milestones and build your skillset. Pursue opportunities and connections that you find valuable. When you feel in control of your career, you’re more likely to be satisfied.

• Find something new to learn – and go for it. Whether it’s completing an online course, vying for a new professional certification, or taking a yoga class after work, do whatever it takes to restore a sense of balance, motivation, and success into your daily routine.
• Avoid burnout. Take breaks when needed. Research has shown that the human brain can only really focus on a single task for 25 minutes at a time. Weather and work conditions permitting, step outside, and get some fresh air. But at the very least, rest your eyes or step away from what you’re doing periodically, so you can recharge.

Make it about others, as well as yourself.

Get to know, make friends with, and help your coworkers. Feeling understood and valued by even one colleague, especially if it’s someone with whom you interact regularly, can significantly boost your mood at work.

• Celebrate together. Acknowledge other employees for something good they’ve accomplished. Giving positive feedback will not only help you feel better but will also boost team morale and engagement.
• Lend a hand to others, even if you’re busy. As noted in a recent Harvard Business Review article, if you help someone for 10 to 30 minutes a day, you’ll actually feel less time-constrained yourself. Helping makes you feel more confident, capable, and ultimately, more efficient and productive.
• Keep things positive. Avoid negative conversations and gossip. Keep your work friends on the same high road by venting when needed, but otherwise directing conversations onto positive topics.

You don’t have to love every aspect of your job, but it shouldn’t make you miserable on a regular basis. If all else fails, be honest with yourself: you may be stuck in a toxic work culture or a role that’s simply not a good fit for you. If this is the case, consider working with a professional career counselor from PrideStaff Fresno to reevaluate your goals, your current position, or your entire career. Read our related posts or contact us today to learn more.

Using the STAR Method in a Job Interview

It’s impossible to predict exactly what you’ll be asked during your next job interview – but you can make a list of potential questions. Among them are those that are behavior-based. These questions help evaluate how you have handled certain situations in the past and what you would do if faced with similar ones in the future.

Applying a method known by its acronym, STAR, you can be ready to take behavioral interview questions by storm.

• S is for “situation.” This is where you answer a question about your past performance by setting the scene and providing relevant details.
• T is for “task.” Here’s where you describe in concise detail what you were asked to do and what your responsibility involved.
• A is for “action.” At this point, you explain the steps you took to address your task.
• R is for “results.” Last but not least, you share the positive outcomes that resulted from your actions.

Include the “who, what, where, when” and “how” as you describe a situation.

In advance of your interview, review the job description and brainstorm what types of situations you may be asked about. After you’ve narrowed down your list, prepare some responses. Then, rehearse them with a career coach or a trusted friend.

• You don’t know what you might be asked, so have a few stories and examples in mind. You can always tweak them as needed.
• Set the scene. Paint a picture of a situation and emphasize any unique challenges or circumstances. This will make the results you describe later on even more impressive.
• Keep it simple. Too much detail is just that: too much. For each letter of the four letters in STAR, limit your response to one or two sentences.

Don’t confuse “task” with “action.”

“Task” applies to the specifics regarding what your responsibilities were in a certain situation and any objectives that were set for you. Succinctly outline these before you lead into what you actually accomplished.

When you segue from “task” into “action:”

• Describe the steps you took to reach a goal or solve a problem. Provide specific details in order to give your message the most impact.
• Showcase your contributions and the value you added. Once again, it’s all about details. For instance, did you work with a certain team or type of software? Use this information, along with as many numbers and statistics as possible, to drive your message home.

And now, for your big finish …

End on a high note by sharing how you made a positive difference by achieving or exceeding desired results.

• Even if you’re asked about a time when you failed at something, focus on the positive. Talk about what you learned or what subsequent steps you initiated to make improvements. Drive home the point that what you did mattered.

If prepping for a job interview sounds like a lot, that’s because it is. But with the help of an experienced career counselor, you can set your concerns to rest. Contact PrideStaff Fresno today – not just to find the next opportunity that’s right for you, but also to help ensure that you’re ready to nail it, from interview readiness through negotiating job offers and transitioning into a new role. We’re here to help you make it happen in 2020!

Learn 4 Important Tips for Becoming a Manager for the First Time

Congratulations! All your hard work has paid off, and you’ve been promoted to a management position. It’s a huge feather in your cap. But in the short term, it’s likely to be one of the most challenging transitions you’ll ever make, because you’re about to become your coworkers’ – many of whom may also be your good friends – boss.

Gulp.

You’ve worked all these years to build great relationships– and now you’re faced with having to lay down the law and enforce the roles. Sure, you knew that’s what you signed up for. But all of a sudden, reality hits. Ease the transition for yourself and others with these four tips:

1. Talk to your team.

Once your promotion has been announced, call your team together to set expectations and talk about plans going forward. Let them know that while you understand their work and the challenges they face, you’re now responsible for managing performance, evaluations and overall direction.

• Emphasize the trust you’ve already built within the team. Ask for their support and confidence, and reassure them that it’s a two-way street.
• Clarify expectations. Spend time making sure goals are clear, and everyone knows what’s expected of them. Let employees know that your role is to serve them and help them succeed.

2. Change your mindset – and behavior – from peer to manager.

Like it or not, you can’t be part of the team in the same way you used to be. Recognize that there’s a fine line – at least while you’re on the clock – between being warm and friendly to your employees and being their buddy. Don’t confuse yourself or others about what your role really is.

• Set boundaries. Avoid gossip and water cooler speculation. Remain approachable, but let your behavior show that you’re a manager.

3. Determine how you’ll manage resistance.

Get ready for some pushback from your peers – because it will happen. Some people may purposely test you or call you out every time you make even the smallest mistake.

• Focus on integrity. Concentrate on learning the basics of your new role while continuing to build relationships and keeping your commitments. Your position may have changed, but reinforce the fact that you still have your team’s best interest at heart.
• Recognize others. Catching people doing something well should be a primary focus of your leadership – and it will help people feel good about themselves. As a result, they’ll perform better, and you’ll score some early wins in your new role.

4. Find a confidante.

Mentors can be valuable at many points during your career, but possibly never more so than as you transition into a managerial role. Just keep in mind that at this point, that mentor shouldn’t be your own boss. It should be someone who can offer unbiased, objective feedback, and active listening.

• Find someone you respect, with a track record of success as a leader. Turn to them for insight and advice. There’s nothing quite as valuable as wisdom from those who have walked the path before you.

As you grow in your career – whether it’s finding your next opportunity or transitioning into new responsibilities at your current company – you can turn to the talent experts at PrideStaff Fresno to help ensure your success. Read our related posts or contact us today to learn more.

This is How to Vent at Work – The Right Way

Venting at work is virtually inevitable, due to the pressures that invariably arise from time to time. In fact, it can be a good way to blow off steam and bring those volatile emotions under control. Just be sure that when you do vent, it’s for a good reason and that you make it productive – yes, productive – as well as stress-relieving.

Minimize the impact.

When it comes to venting, pick your battles. If you do it too often, it can become annoying and disruptive, or your colleagues will roll their eyes and automatically think you’re just crying wolf again.

• Choose the right place to vent. For starters, you probably want to avoid doing it in the middle of a crowded work area. You might want to make a pact with a trusted coworker that when one of you needs to vent, you’ll walk calmly into the other person’s office, close the door, and then let it all out. This not only ensures that no one will overhear, but it also may make you think twice about whether you need to do it at all.

Write it down.

Writing down what’s frustrating you can help clear the overwhelming amount of information spinning out of control in your head. It better enables you to reflect on what’s really going on – even if you tear up the pages afterward.

• After you write them down, often, your stressors feel much less significant and more manageable. Whether it’s that early-morning production meeting, your office mate who’s constantly whining, or the presentation next week that you’re dreading, you may realize it’s not as big a deal as you’ve mentally blown it up to be.

Balance the negative with the positive.

This can go hand in hand with jotting down the details of your stressors, as writing may spark an idea or two for how to make improvements – like stopping for coffee and bagels to take to that heinous meeting.

• When you vent, do so with problem-solving in mind. Try to keep your negativity in check by noticing – and/or writing and/or verbalizing – the positive aspects of a situation. Spend an equal amount of time and energy coming up with solutions. Both you and your listener will feel better, and your team, department, and the company may also benefit as a result.

Relieving job search or work-related stress and growing as a professional takes dedication and hard work. An experienced career coach from PrideStaff can be your best resource as you find your next dream job or excel within your current organization. Contact us today to learn more about how we can help make your career plans a reality.

Does Your Resume Have These Important Elements?

Your resume is a bridge between you and your prospective employer. So if there’s a job on the line that piques your interest, make sure you build it, so it’s strong, sturdy, and impactful. In a nutshell, your resume should:

• Describe you as a professional.
• Convince a hiring manager that you’re the best candidate for the position.
• Sell your skills and how they would benefit the company and meet its current needs.
• Serve as the critical first step in securing an interview.

So, whether you’re a brand new grad or a seasoned professional, your resume should include these key elements:

Clear Headings

On first review, the average resume is scanned for six to seven seconds. Specific headings help readers – or automated tracking systems (ATS) – find exactly the information they want.

• Use boldface, italicized, or underlined text to make your headings stand out.

Details of Your Relevant Experience and Skills

Your resume should list information on your previous jobs. But as you do so, be sure to place emphasis on the skills and experience you’re had that are relevant to the job being offered.

• Focus on jobs and duties that connect directly to the position. Condense others – or omit them altogether.
• Include any skills listed in the job description that you have. Tell how you have successfully used them in your past roles.

Highlights of Your Best Achievements

Provide details of how you have achieved desired results and made a positive impact. Cite quantifiable outcomes by using numbers, such as dollars or percentages, whenever possible.

Keywords that Align with the Job Description

An ATS – or an actual person responsible for initial resume scans – will automatically seek out keywords that match the job description. Be sure to match them exactly. For instance, if a posting reads “information technology specialist,” don’t abbreviate in your resume to say “IT professional.”

• Read postings thoroughly before you apply. Pull out the most important keywords and integrate them into your skills section, experience, education, and even headings.

One final tip: You may also want to include a summary statement, right at the top of your resume. While this is not generally a deal-breaker, this short, compelling statement tells who you are, what your relevant experience is, and the unique value you would offer if hired. Not everyone needs one, but if you have a lot of different experiences or are looking to make a career change, it can help sum up your value to an employer.

The career development experts at PrideStaff can help develop or perfect your resume, so it’s tailored to the job of your choice. We can also help you find that opportunity, including access to unadvertised positions in your field. Read our related posts or contact us today to learn more.

Learn About Different Types of Cover Letters for All Job Seekers

It may be 2020, but cover letters have not become a thing of the past when it comes to successful job searching. In fact, research continues to show that employers favor resumes accompanied by cover letters when the time comes to make final hiring decisions.

Your cover letter is an added opportunity to showcase your immediate value to a company, your unique fit with organizational culture, your personality, and your enthusiasm for a position. It should complement and supplement – not regurgitate the same content as – your resume.

The best cover letter is the one most tailored for a job or career move. Here’s a look at four different examples:

Traditional

A traditional cover letter is just that: traditional. It’s short, concise and to the point – and it works well when applying to a traditional company, such as a well-established law or financial firm. It focuses on your ability to complete tasks and achieve results in a timely, thorough fashion.

Impact

In an impact cover letter, you can let your personality shine through in a more dynamic and cogent way. It is typically used when applying for roles where you’re expected to deliver on specific goals.

• When writing an impact cover letter, the key is putting your relevant accomplishments front and center, so your past successes really stand out.

Writing Sample

This cover letter format is all about communications and showcasing your writing, editing, reporting, and storytelling skills. It may serve to complement or substitute for writing samples – by becoming such a sample in and of itself.

• Take some creative liberty with this format, but triple check to be sure there are no spelling or grammatical errors. Show your passion as you make every sentence support a point.

Career Change

Crafting a career change cover letter requires a specialized strategy. While highlighting skills you have that relate to the job description, you also want to draw a parallel between your previous responsibilities and the new role. And, you need to explain why you’re making a career change and what’s driving you towards this specific opportunity.

• Identify transferable qualities and draw the reader in. Similar to an impact cover letter, list some unique qualities that you bring to the table. You may also have to weave in content that explains any gaps on your resume.

As you fine-tune your resume and cover letter to each job that interests you – and to help you find those opportunities in the first place – turn to the career development experts at PrideStaff Fresno. Read our related posts or contact us today to learn more

How to Encourage Your Employees to Be the Best They Can Be

“Leadership is the ability to facilitate movement in the needed direction and feel good about it.”

Never have these words from New York Times best-selling author Tom Smith rung truer than as we enter this new decade. 2020 is a milestone in terms of millennials dominating the global workforce. But whether an employee is a 20-something just launching their career or a seasoned veteran, everyone needs encouragement and support to reach and maintain their full potential.

Here are some ways you, as a leader, can inspire leadership in your team members – and make them the best they can be:

Reward and recognize.

Deliver praise for work done well. Implement a well-structured recognition program that rewards people fairly, consistently, and appropriately. As is true with as many relevant business decisions as possible, involve employees in this process. Peer – as well as executive – recognition carries a lot of weight.

Build strong teams.

No one should have to work alone, feeling job-related stress or challenges without assistance – or at least a “sounding board” colleague to lean on. Strong teams empower each member to complement and build upon the strengths of others.

• Create winning teams where everyone’s strengths shine through, and weaknesses are continually improved. With the right team structures in place, everyone will flourish and produce their best work.

Push people beyond their comfort zones – just enough.

Embrace the uniqueness and individuality of every employee. Without overwhelming anyone, encourage them to take calculated risks, try new things, and spread their wings. Immerse them in projects that best capitalize on their strengths. They’ll look and feel better and be motivated to work even harder. Last but not least, your company and its bottom line will also reap the benefits.

Foster growth and development.

A recent Gallup poll found that close to 90 percent of employees valued opportunities to grow and develop their careers. Yet, fewer than 40 percent of them believed they had “learned something new” in the past 30 days at work.

• Offer job-related training. In addition to your standard on-the-job programs, this might include lunch and learn sessions, bringing in speakers during the workday, and/or underwriting the cost of sending employees to workshops and conferences. Make it a trickle-down success by setting up a time for them to share their newly acquired knowledge and skills with others.

For more tips on employee and leadership development, contact the PrideStaff Fresno team today. We’re ready to help you grow your industry-leading workforce for 2020 and beyond.

How to Immediately Make New Employees Feel Welcome

Starting a job is a lot like your first day at a new school. It can be stressful and often, kind of scary. And if things go wrong at the start, it can be tough to recover.

• If a new employee gets off to a rocky start, it can significantly increase their time-to-productivity, as well as the chances of them leaving your company. So, make it a priority to help ease their transition into their new role. Studies have shown that employees who feel immediately welcome are happier and more likely to stay with a company for the long term.

Your new hire’s success depends in large part on you steering them in the right direction. Here are some tips:

Start communicating early.

Reach out to your new hire as soon as they accept your offer, and maintain contact up to and beyond their first day on the job. Assure them that you’re there to answer questions and make their onboarding process as smooth and easy as possible. This includes getting as much hiring paperwork done ahead of time as possible.

Have their new workspace ready to go.

Take time to fully prepare a new employee’s workstation so they can hit the ground running when they first sit down. Have everything – from phones, online connections, and passwords activated to copies of policies and procedures, organizational charts, and other key documents at their disposal.

• As an added touch, why not leave a gift basket on their desk, filled with company swag, snacks, their new business cards, and even a welcome message from the staff?

Assign them a mentor.

It’s natural for a person to feel unsure of the specifics during their early days at a new job. Help them deal with this uncertainty by assigning them a mentor. This should be someone with experience at your company, who can answer their questions, offer advice, and generally help them acclimate.

Give them a manageable task to complete.

Start your new hire off strong by assigning them a task they can complete quickly and successfully. This will allow them to quickly settle in, give them a sense of purpose, and build their confidence. Offer plenty of detailed instruction, so they don’t feel overwhelmed.

Take them to lunch.

Speaking of the first day of school … there’s nothing worse than eating alone on your first day of work, in a room filled with other people who already know each other. You can be six or 60; it’s still horrible. So, take your new hire to lunch to show them that you’re genuinely interested in their success. You don’t have to hold their hand for long, but come on. It’s Day One. Roll out the welcome mat.

PrideStaff Fresno’s services are designed to match skilled professionals with the best-respected companies in the Central Valley area. This includes direct recruits as well as temporary and temp-to-hire staffing in administration, customer service, IT, finance, legal support, healthcare, and production and distribution. And, we’ll help you ensure a successful onboarding experience once the hiring process is complete. Read our related posts or contact us today for more information.

5 Questions to Ask at a Job Fair to Make a Great First Impression

Are you going to a job fair? Not sure what to ask? You’ll have only a brief window of time with each recruiter – and your goal is to get the information you need to decide if a company or job is right for you and at the same time, make a good impression. How can you best use that time to ensure that you stand out from the competition in a positive way?

Here are five questions to consider:

1. “What does a typical day in this job involve?”

Spend some time ahead of the job fair looking through the list of companies attending. Zero in on the ones that most interest you, learn as much as you can about them, identify any jobs that seem like a good fit, and, if possible, submit your application. Then, you can use your one-on-one time with recruiters to delve deeper into whatever you need to know about a particular role.

2. “What does your hiring process for this job look like?”

Waiting is part of the job search process, but recruiters can give you estimates to remove some of the uncertainty. And it’s easier to be patient when you know what’s going on and have realistic expectations about a company’s hiring process.

3. “What career paths are available in your organization?”

Asking about growth and development opportunities at an organization will tell you how you can learn and do more down the line. It also lets the recruiter know you’re thinking about your future with the company and invested in what it may hold. Some companies have well-defined career paths, while others are more flexible. For instance, if you know you want to go into management or gain a professional qualification, this is how you can find out how well your goals fit what the company offers.

4. “What kind of person is most successful at your company?”

This question is about company culture. For example, you may be looking for a highly collaborative environment, or by contrast, you may prefer to work independently most of the time. If you’re new to the working world, you may not know exactly what you’re looking for, and that’s okay too. But use this question to feel out whether a company sounds like a place you could see yourself spending most of your waking hours.

5. “What’s the best way to stay in touch with you?”

Make sure you get the recruiter’s name and business card or ask how you can keep in touch with them and the company. Then, you’ll have a contact to reach out to if you don’t hear back about the status of your application. Plus, you can begin to develop a long-term relationship. Even if this particular role doesn’t work out for you, something else may open up in the future.

The career development experts at PrideStaff Fresno can help you succeed at every step of your job search, from selecting the right wardrobe, preparing your resume and acing your job fair protocol to interviewing, negotiating offers and transitioning into a new role. Contact us today to learn more.

Tips for Answering the Interview Question “Where Do You See Yourself in Five Years?”

The question “Where do you see yourself in five years?” is often asked during job interviews. It may sound cliché, but your response is important to employers as they seek to learn more about your career goals and whether or not they mesh with those of their organization. In other words, it can be a deal-breaker in terms of whether or not you’ll be the right fit for the role.

Here are some suggestions for answering this question in a way that will help ensure you stay in contention for the job:

Keep your response general, but not too vague.

Your answer should be truthful, but broad enough that it won’t raise any doubts about whether you’d be committed to the job and the company. This is especially critical if you have a history of short tenures with other organizations.

• Convey the impression that you’re truly excited about the position, see it as a great career move, and will work tirelessly to contribute and do a good job. In reality, you may be considering other career options, but you don’t want to advertise this fact.

Stress your interest in a long-term career with the company.

Demonstrate your enthusiasm in the position as a good career step for you. Make it clear that you’re motivated and excited to take on the opportunity right now.

• Emphasize growing with the company. You may want to say something like, “My goal is to find a position where I can grow and take on new challenges over time. Ultimately, I’d like to assume more management responsibilities. But most importantly, I want to work for an organization where I can make a tangible contribution and also build a career.”

What Not to Do

Here are some tips for how not to respond to this classic interview question. Don’t:

• Be too specific. Steer clear of a response such as “I plan to be a vice president at a leading firm within the next five years, making a minimum of $150,000.” While ambitions are good, if you’re too specific, you risk stating goals that aren’t realistic in relation to the job.
• Raise any red flags. For example, don’t say, “Well, I’m not really sure. I’ve always dreamed of going to law school or maybe even following my passion for becoming a professional dancer.” Of course, if you’ve already committed to another career path that would compromise your ability to do the job, it’s only fair to be open about it. After all, it’s your personal and professional credibility that’s at stake.

The career counselors at PrideStaff can work with you as you prepare for your next round of job interviews. In fact, we can help strategize your entire job search process from start to finish, including leads on current openings in your field, resume writing, and how to present yourself as a leading candidate and transition into your new role. Contact us today, so we can tell you more.