3 Benefits of Direct Hire Through a Staffing Firm

Are you trying to fill a position at your company, but struggling to find the right candidates in today’s tight labor market? Direct-hire recruiting through a staffing firm may be the ideal solution.

Your staffing firm will partner with you to craft your hiring strategy from start to finish, beginning with writing a job description and advertising for the role and continuing through sorting resumes, screening applicants, completing background checks and other initial assessments, and identifying a handful of top contenders. After you select and hire the best fit, this employee goes directly onto your payroll. Partnering with a staffing firm:

You’ll attract better candidates.

With very few exceptions, people aren’t going to leave a current job for a new one, unless they know the opportunity will be direct hire. Through a direct-hire approach, you have the opportunity to attract a better pool of candidates, both active and passive. And, you’ll draw talent that directly fits the needs of your organization.

• Job boards, social media, networking, and referrals are all good hiring tactics, but often, it’s necessary to expand your efforts further. A qualified staffing firm has extensive advertising reach and a robust candidate database, including passive job seekers: those who are currently happily employed but willing to consider the right opportunity. You may not learn about them otherwise.

You’ll get a stronger commitment from your new hire.

Employees placed in direct-hire roles have a better sense of stability with a company. Their loyalty level tends to be higher, knowing they’ve been brought on board for the long term.

You’ll save valuable time and resources.

Consider the staff hours involved in writing job descriptions, posting ads, reading through cover letters and resumes, prescreening applicants, and scheduling interviews. When you turn these tasks over to the experts at your staffing firm, you and your team can focus on more business-critical functions. When it comes time to interview and make hiring decisions, then you can step in.

• Job vacancies can quickly lead to decreased morale, lower productivity, higher turnover, and threats to company profitability. But your staffing firm’s hiring expertise combined with better-quality candidates helps ensure better, more effective hiring.

PrideStaff Fresno offers direct-hire solutions in administration, customer service, IT, finance, legal support, healthcare, or production and distribution. Read our related posts or contact us today to learn more.

3 Tips for Answering the Interview Question “Tell Me About Yourself”

“So, tell us a little bit about yourself.”

It’s a classic interview question – usually, the first one asked after the formalities of introductions have been completed. You should be prepared for it, as it can set the stage for the overall success or failure of the conversation to follow.

It seems like an easy question on the surface, but unless you’re ready to respond, it can become stressful or complicated. How are you supposed to decide what aspect of your entire life and career to focus on? Here are some tips:

Understand why this question is being asked.

As with any interview question, the key to crafting the best response is to understand why it’s being asked in the first place. The chief reason for this question is to set the tone and ease the way into the rest of the discussion.

• What you say will lead your interviewers to their next questions. This, in turn, could trigger a chain effect of follow-up questions and helpfully a smooth transition and easy flow of conversation.
• It gives interviewers a chance to start getting to know you. This is one of their major goals. If you answer this question well, it will not only confirm the strength of your hard skills – which they already know about from your resume – but also demonstrate your ability to communicate effectively, connect with others, and present yourself professionally.

Customize your response.

This question is your chance to articulate why you are the best person, among all those in contention, to fill the position being offered. Take advantage of it by developing a response specifically tailored to the job and the company. Learn what your prospective employer’s pain points are and how you could relieve them if hired.

• Study the job description thoroughly. Also, research the company and its current priorities and developments. Be prepared to tell a compelling story about why you’re interested and the unique value you bring to the table. Be direct as you share your objectives and tell how they also fulfill the company’s goals. Individual keywords from the job description can be very helpful.

Keep it succinct.

There’s no set rule about how long your response should be, except this: Make it as long as it needs to be, but no longer.

• Read the room. Get a feel for your audience and then decide what feels right and will work best. Generally, if you speak for longer than a couple of minutes, you’re probably going into too much detail.
• Don’t regurgitate your resume. This is way too much information, plus, your interviewers already have it. And don’t ramble. Remember, you’re being assessed on how well you’d speak in meetings and other business interactions. Practice ahead of time, so it sounds natural and confident versus canned or memorized.

If you think you could benefit from some professional coaching as you prepare for your job interview, give the PrideStaff Fresno team a call today. We can help you every step of the way as you land your next great opportunity.

3 Reasons to Develop a Relationship with Your Coworkers

Maybe you’ve just never stopped to consider it, but building healthy relationships with your coworkers is an essential part of having a successful career. Even if you’re an introvert by nature, reaching out and getting to know your colleagues on a more personal can reap many benefits, including:

1. It reduces your stress level.

You may fear judgment or even rejection if you were to reveal details of your personal life to your professional colleagues. But in reality, the opposite is often true. As you get to know one another better as individual persons versus cogs in the company wheel, stress and anxiety levels often are lowered, and everyone can relax and be happier and more productive as a result.

• Don’t overthink it. While you don’t have to unveil every aspect of your life outside work, don’t hesitate to share whatever you’re comfortable with. Chances are, you’ll feel a lot better – and it will help you maintain that critical sense of work/life balance.

2. It builds teamwork and camaraderie.

When you can relate to your coworkers beyond the details of your job, you learn more about them and begin to see them as multi-dimensional. This helps you to collaborate better and work as a stronger team.

• Our hobbies and interests tell others a lot about us. Whatever you do when you’re not working is a big part of your character.
• Skills you use in your personal life may also be beneficial at work. For instance, if you’re a photography buff, maybe you can get involved in working on your company’s social media platforms, website, or promotional brochures. The more people know about you, the more likely it is that you can segue your passions into your professional career.

3. It can help with your next career transition.

If you make a job change – whether it’s by choice or not – by having built coworker relationships, you’ll have a strong professional network in place.

• By keeping others up to date on what’s going on in your life, they may be able to help you when the time comes to leave your job. People with whom you connect on a closer level are more likely to serve as good references, write favorable LinkedIn recommendations, and readily introduce you to their contacts.

Could you use a professional career coach as you grow in your job or advance your career? If you work in administration, customer service, IT, finance, legal support, healthcare, or production and distribution, you can find those resources at PrideStaff Fresno. Read our related posts or contact us today to learn more.

3 Tips for Handling Frustrated Employees

Even among the happiest, most motivated teams, frustration will inevitably occur from time to time. And if it starts to become common in one or more people, chances are it won’t go away on its own. It may fester and worsen if left unattended.

Frustrated employees rarely do their best work. And, signs of frustration in one individual may point to problems brewing among their peers as well. Be aware of the early signs of this happening, which may include emotional outbursts, apathy, cynicism, and, ultimately, lower productivity. And when the writing is on the wall, here are three tips for effectively correcting it:

1. Find the root cause of the frustration.

The root cause is the underlying problem that has led to an employee feeling frustrated. For example, is it poor communication? Lack of recognition or opportunities to advance? An ineffective work process? Or, does an individual feel as though they’re not being heard when they make suggestions or present ideas?

• Keep asking “why” until you’re satisfied that you understand the reason behind the frustration. Only then can you take steps toward a resolution.

2. Address the issue quickly and directly.

Have a direct, one-on-one conversation with your employee. Approach this discussion in an open-minded, constructive manner.

• Ask questions to understand the source of their unhappiness further. Let them vent. Empathize and be an active listener. You may hear some uncomfortable truths, but it will be helpful to everyone involved in the long run.
• Have the meeting sooner rather than later. If you wait too long, you may risk losing a good worker. Even if you can’t resolve the problem right away, you can show your team that you’re aware of it and working on it. But if you procrastinate, you’ll further deflate motivation and could hurt your credibility and reputation.

3. Honesty is always the best policy.

The worst thing you can do is make a false promise of change, especially if the root cause of a person’s frustration is out of your direct control to solve. If it’s going to take you a while to work through the problem, be open and honest about it.

• Make a not to follow up periodically as progress unfolds. You should always keep communication lines open, but especially at times like this.

Wrapping your arms around the myriad challenges of talent management is a lot easier when you have a professional staffing partner on your side. Whether it’s hiring for success, developing training and development plans, or dealing with inevitable difficult situations and scenarios, the PrideStaff Fresno team can help. Contact us today so we can tell you more.

4 Tips for Getting the Right Kind of Feedback at a New Job

The first 90 days on a new job set the stage for your long-term success. This is the time to deliver on the promises you made during your hiring process and solidify how your manager and peers will perceive you.

No pressure, right?

Seriously, while this input is critical, there are ways to get it in a meaningful way that will also demonstrate your interest, commitment, and dedication to being a valuable part of the team. Start by following these four tips: the who, what, when, and how of new job feedback:

When to Ask

There’s no hard and fast rule regarding when to ask for feedback after you start a job. It’s a function of the company culture that you’ve just stepped into. But, without a doubt, asking too soon or too often is a no-no. Don’t be needy.

• When to ask also depends largely on the volume and level of involvement of your work. An ideal time is at the completion of an important task or assignment.
• Strike a balance. Give your new colleagues enough time to form a concrete opinion of you and your performance. At the same time, take a proactive stance.

Who to Ask

Don’t just ask your boss for feedback. Ask around. Coworkers are a great resource, as is someone who started in your job and has since been promoted.

• Of course, you’ll also ask your manager. But a feedback request from others generally doesn’t have to be quite as formal. You may want to email them and say something like: “Hey, I really like it here so far, and I would also appreciate your opinion on how I’m doing so far. Can I buy you coffee on break so we can talk?”

What to Ask

Give your manager some suggestions as to what you need to know. You may want to ask them, “How am I doing so far in terms of integrating with the team?” or “Am I working at the right pace to get the job done?”

• Remember, effective feedback is a two-way process. This is also the time to coach your boss regarding what you need to succeed. Maybe it’s one-on-one meetings as you get acclimated, further training in a specific area, or a project management system so the two of you can share what you’re working on.

How to Ask

Regardless of whom you ask for feedback, focus your inquiry on the specific nature of your work product. For example, find out the objectives of an assignment at the onset, and then try to measure whether or not you’re meeting them, and to what degree.

• Don’t be a stalker. Instead, reach out tactfully via email or in-person and request a short meeting. Explain the reason for it. The person on the receiving end of your message will appreciate the heads up, so they can prepare.

A professional career coach from PrideStaff Fresno can help, not only as you find your next great career opportunity, but also as you transition into your new role. We can work with you from start to finish in your successful job search strategy. To learn more, contact us today.

5 Common Cover Letter Mistakes and How to Correct Them

It goes without saying that your resume is a critical tool in your successful job search. However, the very first thing a recruiter or hiring manager will see is your cover letter.

Before you question this fact, rest assured that they will read it – and use it as the first test of your potential as a serious candidate. Recent research has proven that a majority of employers prefer applicants who have taken the time and initiative to craft a thoughtful cover letter. So, make sure yours helps – not hurts – your chances of being hired.

Avoid these five cover letter mistakes, if possible, or correct them ASAP:

1. Your cover letter is too long.

On average, a hiring manager spends about six seconds on the initial review of a candidate’s resume – and certainly no longer than that on a cover letter. Keep readability in mind, and keep it simple, direct, clear and to the point. According to one study, nearly 70 percent of employers said they prefer a half-page or about a 250-word cover letter.

2. Your cover letter is too generic.

Thanks to search engine capabilities, there’s no excuse not to personalize your cover letter. Start with finding the name of the recruiter or HR or hiring manager. Then, tailor the content to the company and the specific position. Study the job description or posting and include keywords. Pay special attention to the department or business unit you would be joining if hired.

3. You’re underselling yourself.

Even if you feel a bit underqualified for a job, focus on the attributes that would make you a strong candidate. Play up any relevant and transferable skills that would enable you to do it justice. Draw on your strengths and stay away from your weaknesses. Keep it positive.

4. It’s all about what you

Think of your cover letter as your initial sales pitch to a hiring manager. Focus on what you could do for the company. Even better: Find their specific pain points and describe how you can relieve them. Draw on your education, experience, and expertise. How can you leverage them to the benefit of a prospective employer?

5. Your cover letter regurgitates your resume.

Remember, the hiring manager already has your resume. It’s counterproductive to rehash the same content in your cover letter. Instead, impress the recruiter by including something new, yet important. For instance, demonstrate your understanding of the company’s current position in the marketplace and its needs, and then highlight how your unique qualifications speak to these requirements.

Cover letters, resumes, finding the prime jobs available in your field, interview prep – and all the steps involved in a job search – can be stressful and overwhelming. By partnering with a staffing firm that specializes in your profession, you can alleviate a log of that stress and optimize your chances of success. In administration, customer service, IT, finance, legal support, healthcare, and production and distribution, consider making that partner PrideStaff Fresno. Read our related posts or contact us today to learn more.

What You May Not Know When Applying for a Job

Navigating through the start-to-finish process of applying for a job can be stressful, to say the least. No matter how hard you work to prepare, you may still wonder whether you’re forgetting or downplaying any key steps. Here are some pointers to keep in mind:

Clean up and amp up your social media presence.

More than three-quarters of employers turn to social media as they evaluate job candidates. And, more than half eliminate job seekers from the running as a result. So, be sure to make the right impression online, as well as in person.

Be on time for your interview.

Arrive for your interview 10 to 15 minutes ahead of schedule. Take a trial run before the big day to ensure that you won’t be stuck in rush hour traffic or encounter any similar obstacles. If you show up with a little time to spare, then you won’t have to stress about finding the right office, checking your appearance, or simply breathing and collecting your thoughts before heading in.

Be yourself, but don’t come across as too casual.

Start with your attire: Check photos on the company’s website or Facebook page and see what people are wearing, then think about dressing a level above the position for which you’re applying. The same goes for your body language, demeanor and the words you use: keep it savvy and professional, yet friendly and down to earth.

Bring all the right stuff.

Keep papers and other items in a clean, professional briefcase or zippered binder. Consider bringing copies of your resume, cover letter and business cards, as well as a notebook and pen for taking notes.

Have your talking points ready.

Use quantifiable data related to your achievements – and be sure the examples you give are relevant to the position being offered. Numbers speak loudly and clearly to prospective employers. Rather than say, “I significantly increased sales,” share actual dollar figures, numbers or percentages to really drive the point home.

Hiring managers really do check references.

Do your best to identify reliable references who will speak glowingly but sincerely about your performance, character and achievements. And remember, even if you provide a number of stellar references, an employer may dig deeper and contact your former bosses and/or colleagues, even if they’re not on your list.

Turn to the professional career coaches at PrideStaff Fresno for more advice on landing your dream job by being well prepared, polished and professional. Read our related posts or contact us today to learn more.

3 Tips for Proving Your Value in a Job Interview

“Why should we hire you above all the other candidates for this job?”

“How will you add value to our company?”

These are two of the most important – and most likely – questions you’ll be asked in your interview. And if you’re not prepared to give a good reason why an employer should hire you, then you can’t expect them to. So, be prepared to ace these surefire questions – and others – as you gear up for the big day.

Answer honestly and confidently.

Study the job description and its keywords ahead of time and make sure your responses align with them. Rehearse anticipated interview questions several times, so that when the time comes to deliver them, you’ll sound natural and unrehearsed.

• Give specific, relevant examples of competencies listed on the JD. For example, use the company’s product and highlight your passion for it. Describe how your knowledge of it will help you add value.
• Use numbers to drive your point home. Don’t just say, “I’m a great sales rep.” Instead, say, “I raised sales of product XYZ by 12 percent over a six-month period. I’m confident I could achieve similar outcomes in this position.”

Toot your own horn.

A job interview is not the time to be overly humble. Without sounding arrogant, talk about your best qualities and accomplishments. Using concrete facts and numbers isn’t bragging, it’s telling a story.

• Follow the STAR. The STAR format for your response, that is: Describe a situation and a task you were assigned, and then outline the action you took and the positive r Did you increase revenue or save time or money? If so, how much? Don’t just tell your interviewer the final result. Tell them how you got it and what your decision-making process was.

Sell yourself in a positive way.

In the case of most jobs, there are three things you need in order to be a contender:

• The skills to do the work.
• The desire to do the work.
• A good fit with the role and the company.

As you prepare your specific responses, zero in on these areas and how you could outshine the competition.

• Don’t get defensive. And don’t say, “I’m better qualified than any of the other candidates.” Admit that you don’t know the other applicants as well as you know yourself. Then, move on to your pitch. By doing so, you sell yourself in a positive, professional way, without making anyone else look bad.

Do you need additional assistance in your job search – including finding available positions, resume writing, interview prep, and more? The career development experts at PrideStaff can help. Read our related posts or contact us today for more information.

How to Make it Easier for Your Employees to Ask for Help

If you sense a lack of cooperation or collaboration among certain team members, the problem may not be people’s unwillingness to give each other a hand. It could be because your employees simply don’t – or won’t – ask for help.

Why not? A leading reason is a fear that asking for help will be perceived as a sign of weakness, laziness or incompetence. Or, their personal values may get in the way. While self-reliance is generally an admirable trait, if taken to an extreme, it can be limiting.

Create a culture where asking for help is encouraged and supported.

Be a good role model by requesting assistance yourself. You might ask for:

• An introduction or connection to a colleague you’d like to get to know.
• A recommendation on how to better complete a task, operate a new piece of office equipment, or what to order at the new local café.
• A second set of eyes on a task or assignment.
• A piece of information or data you need to complete a project.

Walk the walk. Make it easier for your employees to ask for help by setting the tone yourself.

Follow and foster the SMART approach.

For many people, asking for help is really difficult. They may not even know where to begin. Encourage employees to formulate their requests using the SMART approach. Their asks should be:

• Specific in nature.
• Meaningful in terms of why it’s important that they get help.
• Action-oriented.
• Realistic, and
• Time-bound in terms of exactly when they need assistance.

SMART requests are easier, not only to deliver on, but also to respond to in an effective way.

Build your reputation as someone who helps others.

Earn responses to your requests for assistance by generously helping others. They will then want to help you – and each other. Do this on a regular basis. The desire to repay help appears to be hard-wired into the human species, as shown in neuroscientific experiments. This norm of reciprocity is so powerful that you can generally expect help if you’ve offered it to others. It also yields a psychological benefit for those who may be wary to reach out: it’s often easier for a person to do it when they themselves have been helpful.

Company culture is everything when it comes to your employer brand and the image you portray to current and prospective employees. To continually develop your workforce, build your brand, and strengthen your talent management strategy, consider partnering with PrideStaff Fresno. Read our related posts or contact us today to learn more.

The Right Way to Follow Up after Submitting a Resume

Following up with a company after you apply for a position is a critical step in your job search strategy. It demonstrates your level of interest and separates yours from other resumes still to be reviewed. It also shows that you understand the importance of timely follow-through.

But you don’t want to come off as pushy, needy or desperate. The key is to be professional and respectfully assertive – and to do so in a timely fashion.

Know What to Say – and When

As you prepare to follow-up with an employer, perfect what you want to say ahead of time. Don’t just bluntly ask whether they received your resume. Reiterate your enthusiasm for the position while showing why you’re a good fit for it. Mention your specific skills and experience that will bring value to the company.

·        Keep the focus on the employer and how they will benefit by hiring you. Demonstrate how you can help the company succeed, focusing on their specific needs at this time.

Exactly when to follow up depends on a few different factors – but approximately two weeks after you submit your resume is a good general rule of thumb.

·        Watch the close date. Don’t follow up before a job posting has closed. Wait a week after the deadline to give the company a chance to sort through resumes and schedule interviews.

·        Avoid coming on too strong when you write or call. For instance, don’t ask why you haven’t been contacted yet. Keep your tone light and friendly. If you can, slip in a few questions and turn it into a productive conversation. This is another opportunity to make a good impression and get remembered.

Writing an Email

If you send a follow-up email, begin by putting the title of the position you applied for and your name in the subject line. Write a polite salutation, using the hiring manager’s name. Also include:

·        The date you submitted your resume.

·        A restatement of your interest and suitability for the role.

·        One or more questions: Is any further information needed? Is it okay to follow up again in another week if you still haven’t heard anything? What’s the time frame for the hiring process?

Keep it concise and to the point. Conclude by thanking the company for considering your application.

Making a Phone Call

If you prefer to make a follow-up phone call, plan to do it early or late in the day when people are more likely to be available. Try calling once or twice before leaving a brief message. Whether you reach the hiring manager or leave a message, the content can be much the same as what you would write in an email.

“No Calls” Means “No Calls”

A final word to the wise: If a job listing states “no calls,” then don’t call. Period. By the same token, if any employer advises you to stop calling or emailing, listen. Otherwise, as stated by one hiring manager, “I will make your resume go away.”

For assistance with preparing and submitting your resume, as well as following up and moving successfully through all the steps in your job search process, consider working with a professional career coach from PrideStaff Fresno. Read our related posts or contact us today to learn more.