What You Shouldn’t Say in a Job Interview

Your goal during your job interview is to convince the hiring manager why you are the best person for the job.

You have only a limited amount of time to do this, so you need to make every word count. If you say something inappropriate or inane, you’ve not only wasted valuable time, but possibly taken yourself out of the running for the position.

Keep Your Foot Out of Your Mouth

From the start of your interview to the finish, make sure your best abilities and accomplishments and not these blatant faux pas are what your interviewers remember about you:

• “So, tell me what your company does.” Rule number one of interviewing is: Do your homework. Know what a company does, what current challenges they face, and how hiring you could help them overcome them. In addition to giving yourself a leg up on the competition, by being well prepared, you’ll demonstrate your passion and solid work ethic.
• “My last boss was a real piece of work.” Complaining about a previous employer reflects poorly on you. Even if you’re telling the truth, it makes you look like a whiner and a poor sport. It’s great to talk about the challenges you faced, but focus on the positive results you achieved.
• “I really don’t have any weaknesses.” Yes, you do. And sharing ways you have worked toward improving them can be a very effective strategy. Also, don’t respond with something as cliché as “Perfectionism is my greatest weakness.” Use a more genuine, detailed response that offers more insight into your work style and personality.
• “How much does this job pay?” As a job candidate, you should never be the first one to bring up salary. Mentioning pay sends the message all you’re after is money. There will be plenty of time to talk numbers later, after you’ve gotten a firm offer.
• “Can I work from home? (or “How much vacation do I get?” or anything else related to pay and benefits). Like salary, your benefits package is best left till after an offer is received. Otherwise, a prospective employer will question your motivation or work ethic.
• “Sorry I’m so late (or early).” Be on time for your interview. And punctuality means just that. Don’t be too early either, or you may put pressure on an interviewer to drop what they’re doing and deal with you. Plan ahead, allowing for traffic and other factors, so you arrive at a reasonable time.
• “Would you like to see my references?” Wait until asked, and then supply your list of references, which should be a separate document from your resume. Offering this information too soon can make you seem desperate.

Knowing what to say, how to act, what to wear and in general, how to ace a job interview is challenging because, it’s not something you do every day. But the professional career coaches at PrideStaff Fresno do. Our experts can not only help you find your dream job, but also prepare you for it – from resume prep to interviewing, negotiating and transitioning into your new role. Read our related posts or contact us today to learn more.

Learn About Great Ways to Reward Your Employees

Companies that invest in employee recognition are among the most innovative, profitable and successful organizations in the world. They realize their greatest asset and the key to their success is their people, and that every individual needs to feel appreciated for working hard and going the extra mile.

Key Components of Your Recognition Program

According to a recent survey, the top reasons employees stay loyal to their companies include flexible schedules; seeing the outcome of their work; feeling like their opinion matters; receiving rewards for their work; and getting noticed by their peers. All of these factors can be a part of your successful recognition program. The basics include:

• Frequency: Give recognition often enough to have an impact, but not so often that rewards lose their value.
• Time: Don’t wait weeks before offering appreciation for a job well done, even if you do something as simple as send a thank-you email.
• Clarity and specificity: Make sure you’re clear and specific about how you communicate recognition. Let your employees know why you appreciate their work and exactly how their actions contribute to your company’s overall goals and mission.
• Peer-to-peer interaction: Often, receiving recognition from peers is just as, if not more, important than receiving it from company leaders. In fact, in one study, peer recognition was found to be twice as meaningful.
• Attention to detail: It’s all about taking note of what works best for each individual team member and then weaving recognition in as an integral part of your company culture.

Find Out What Really Matters

Survey your workforce and find out how they would like to be recognized. For some, the best reward may be tickets to a sporting event or family-friendly show or theme park. For others, it could be the chance to attend a professional seminar, participate in a training program, or leave work early on a Friday afternoon.

• If employees can choose their rewards, they’ll be more likely to work toward the performance levels necessary to achieve them. More than 70 percent of employees say that customized benefits would bolster their loyalty to their employers, and 94 percent believe personalization is critical to successful marketing. So, why shouldn’t it be a key factor in recognition as well?

The tools you use to give your employees the shout-outs they need may include social media, gamification, and traditional, time-tested methods like bulletin boards, Employee of the Month programs, meals or other recognition events, and acknowledgement during company meetings.

The talent management pros at PrideStaff Fresno can help you build a recognition program that will boost morale, engagement, loyalty and retention. Contact us today so we can start discussing the possibilities.

There Are Many Benefits of Learning a Skilled Trade

Are you considering a career in a skilled trade, but not sure if this is the path to follow? There are many reasons to eliminate any doubts you may have – whether you want to fast track into a well-paying, secure position or simply try something that has always interested you from a professional standpoint.

Consider these benefits to working in the skilled trades:

Faster and More Affordable Training

Most training programs for careers in skilled trades will lead to job opportunities sooner than those at community colleges or traditional universities. Employers look to schools that offer vocational education because this often meets their needs for trained workers who can start being productive as soon as they are hired.

• Aside from a staggering financial investment, you need to devote a great deal of time to earning a college degree – and you still may not end up landing the job of your dreams. A skilled trade career is more affordable and reaches fruition more quickly. Most skilled trade programs can be completed in six months to two years.
• According to research, it costs the average American $127,000 to earn a bachelor’s degree. At a trade school, it costs an average of $33,000 or less.

Availability of Jobs

Millions of jobs continue to become available in the skilled trades as baby boomers retire. Demand has been on the rise for more than a decade, and studies show this trend will continue for the foreseeable future.

• Skilled trades are among the top 10 areas where employers find it most difficult to fill open jobs. Even during the recession at the start of the century, demand for trades workers never declined as it did in most other areas.
• Although there’s no such thing as 100 percent job security, most skilled trades jobs don’t wind up being shipped overseas.

Career Growth

There is ample room for advancement and career growth within the skilled trades. If you continue to attend training programs and earn certifications, you can easily climb the career ladder.

Competitive Salaries

Research has also shown that on average, paychecks for trades workers often match or exceed those of other careers.

Are you seeking a temporary or full-time job in the skilled trades – or contemplating this career path? If so, consider partnering with the team at PrideStaff. We have access to a broad range of positions where your skills can be put to the best use, and we’ll help you explore opportunities within our vast client network. Read our related posts or contact us today to learn more.

5 Common Job Search Mistakes Made by College Grads

It’s September … and maybe for the first time in as long as you can remember, this doesn’t mean heading back to school. Instead, you’re headed out into the working world, searching for your first job after earning your degree.

Start your job search off on the right foot by avoiding these common mistakes:

1. Searching only online.

Don’t disregard LinkedIn, job boards or other online job search options by any means, but also don’t limit yourself to them. Did you know that as many as 80 percent of all open jobs are never listed?

• Broaden your search. Tap into the hidden job market via your personal contacts or by working with a professional recruiter. Visit your college’s career center and tap into your alumni network. Go to events, and join and become involved in a professional association.

2. Limiting your options.

Never assume your career options are limited by your college major. “What?!” you may say. “I just invested four (or more) years and (fill in the crazy amount) dollars in my degree, and it doesn’t matter?!?!” Of course it does! But keep an open mind when it comes to what your next great job might be. It doesn’t have to be in complete lock step with the degree listed on your diploma.

• Make a list of all the jobs you’d love to have. Then, in addition to your course, internship and other academic work, find out what specific skills you need to excel at at least one of them. Your education hasn’t ended: it’s just getting started. Make it your goal to be a lifelong learner and always continuing to grow as a professional.

3. Using the same “generic” resume for every application.

Customize your resume to every job for which you apply. This is necessary to get your foot in the door of a desired employer.

• Think keywords. Read the job description carefully, and pepper your resume with corresponding keywords. Most employers use an automated applicant tracking system (ATS) that scans resumes for these words, so if yours lacks them, you’re out of luck.

4. Having an online image that will hurt you.

Employers will check you out on social media. Absolutely. Definitely. Without a doubt. So, be sure your online presence is professional and pristine. Those spring break party photos? Take. Them. Down. Now.

• Clean up not only your career page profiles like LinkedIn, but also any content pertinent to your personal life. Don’t assume that privacy settings will save you.
• The number of employers who look at candidates’ social media increased by 500 percent between 2006 and 2016. And almost half – 49 percent – of employers in one survey said they had decided not to hire people based on what they found.

5. Not knowing your full worth.

You may be a new graduate with limited real-world experience, but don’t sell yourself short. Find out what the current salary range is for a job that interests you, based on your education, experience and geographic preference. Then, you’ll have the data you need when an interview progresses to salary negotiation.

Crafting your resume, networking, interviewing and navigating the job search process is gut wrenching, even for seasoned professionals. As you embark on this adventure, consider working with a PrideStaff Fresno recruiter. Read our related posts or contact us today to learn more.

The Best Ways to Keep Employees Motivated When Times Are Tough

To keep the best talent on board at your company, you need to think about key employee motivators, during both good and bad times. If you hit a rough patch for economic or other reasons, help your team members stay positive despite the negative circumstances around them.

Offer Praise and Recognition

In challenging times, employee recognition is more important than ever. (By the way, this is why you need to reinforce it all the time, not just when the chips are down.)

• It doesn’t have to be expensive. It just has to be meaningful. In many cases, the most powerful recognition comes in the form of a heartfelt verbal thank you, team email or acknowledgement at a company meeting.
• Share it with the team. Take a department that goes above and beyond to reach a goal out for pizza or supply them with donuts and bagels in their break area.

Listen to and Empower People

Encourage employees to share their ideas on how to improve performance and make your company more successful. Listen actively and respond to their input. If the results of an idea are quantifiable and measurable, people can be rewarded with a percentage of the profits or cost savings.

Keep Communication Lines Open

Be honest and open with employees as you keep them up to date on what’s happening with your company.

• Clarify expectations. Employees need to know what is expected of them, especially during times of uncertainty. How will a situation impact their role, especially if you’re trying to do more with less or adjust to a significant business change.
• Open communication means an open door. During difficult periods, employees often need more reassurance. But even in the best of times, your team members deserve access to you and to your time. Be as transparent as possible. Never be evasive or make promises you can’t keep. Be candid, but let them know there are certain things you can’t discuss.
• Plug leaks. Intercept rumors immediately, before they mushroom into unsubstantial concerns that distract people and hamper productivity.

Maintain Work/Life Balance

Even if you’re going through a time when you have to ask more of people, remain flexible and make allowances for them to take care of their personal commitments. Even a little extra time off is a great motivator and loyalty builder.

Enhance the Environment

Atmosphere directly affects motivation level and feelings of well-being in the workplace.

• Provide comfortable workstations and breakrooms. Things must be safe, clean and ergonomically sound, of course. But also consider things like furnishings, décor, reading materials or games, and inspirational quotes posted on bulletin boards to lift spirits.

Continue to Invest in Training and Development

Never cut back on participation in training and development, just to “make the numbers.” This may put a band aid on today’s production goals, but in the long run, it can hurt motivation and ultimately, retention.

• During tough times, it may be more beneficial than ever to invest in motivational programs or speakers. Afterwards, continue to reinforce their messages.

As you address your human capital challenges, including keeping motivation and morale strong every day, consider partnering with the workforce development experts at PrideStaff Fresno. Contact us today so we can get started on your customized plan for success.

Learn the Best Ways to Handle a Difficult Employee

As a manager, it’s inevitable you’ll have to deal with difficult employees from time to time. You can’t ignore them because, chances are, the problem won’t just go away. Difficult employees can sap morale, decimate productivity and stir up unrest in team members due to their disturbing behavior. It’s never fun, but taking a timely, deliberate approach to resolution is part of your job.

Evaluate the Situation

Be sure you have an accurate, clear perspective on the problem before you move towards a resolution.

• Observe the employee in different work scenarios. Look for specific behaviors that provoke stress, disagreement or toxicity. Note how others respond to the employee. Try to isolate one or two behaviors that others have complained about or are obvious red flags.
• Don’t respond to complaints or innuendo until you confirm details yourself. Talk to the people involved and gather all the facts you can, before taking action.
• Remember, everybody has bad days – or weeks. If an otherwise congenial employee suddenly becomes uncooperative or uncommunicative, consider there may be extenuating circumstances which may or may not be work-related.

Take Action

Based on your evaluation, determine whether the situation calls for coaching, counseling, training or discipline. The time you spend thinking things through will pay off during your actual interactions with the difficult employee.

• Focus on the behavior, not the person. Don’t assume that inappropriate behavior is intentional. It may stem from confusion, lack of direction or motivation, personal problems or other factors beyond the employee’s control.
• Actively listen. When meeting with the employee, stay calm and positive. Ask open-ended questions that lead to a constructive discussion. Don’t interrupt while the employee is speaking. When you do respond, summarize back to them what they just said, so they know you’ve been listening.
• Aim for continuous improvement. Minor problems, such as being late for work, may be resolved with a simple chat. More complicated ones may require more than one confrontation. Be patient. Aim for continuous improvement, rather than instant success.
• Know when you’re in over your head. Sometimes, the underlying issue with a difficult employee is beyond your capabilities to solve; for instance, there may be psychological problems that require professional help. Know when to refer an individual to your EAP or other resources.
• Know when you’ve reached an impasse. While your goal is a solution that keeps everyone happy, sometimes that’s simply not possible. Know when you need to begin disciplinary or even termination procedures, in accordance with your company policies.

Managing people is the most important, most challenging and most rewarding thing you do every day. If you need additional tips or resources for your management toolkit – or to source, hire and retain the best talent available – contact PrideStaff Fresno today.

Tips for Mastering the Final Round Interview

If you’ve made it to the final round in your interviews for a job that interests you, it means you’re legitimately very close to receiving an offer. You’ve already met the company’s basic requirements, having achieved this during round one. The purpose of this meeting is generally either to confirm your cultural fit with the organization or to compare you to another qualified finalist.

What can you do to seal the deal?

Sell and Be Sold

The final interview round is all about balance; balance between your strengths and your weaknesses, between answering and asking questions, and between your personality and your professionalism. And remember, like all interviews, it’s a two-way street. Your opportunity to sell yourself and also be sold; in other words, solidify your confidence that accepting this job would be the right move for you.

Studies have shown candidates who demonstrate a bit of narcissism, aka pride and confidence in themselves, end up being rated more favorably than more modest individuals. So, brag a little, but also know when to say when.

• Review previous interviews. Think about what you’re already discussed, in case your interviewers bring up the same topics. If you respond effectively, it shows your attention to detail and allows you to elaborate and improve upon anything you’ve said previously.
• Be aware of your weaknesses. Show you’re self-aware and conscious of areas where you need improvement. Emphasize concrete steps you’ve taken or are currently taking to address your skills gaps. This makes you sound confident, but not overconfident.
• Ask thoughtful questions. Picture yourself as part of this company’s team. What do you need to know to make sure that’s what you want and need? Of course, you can also use this knowledge to better prepare and present yourself for what will hopefully be your new role.
• Let your personality shine. If you’re hired, your interviewers today will likely be some of the same people you’ll be spending eight hours with every day. Smile, get to know them a little better, and be yourself. Build rapport with your future team members to help ensure that they will become just that.
• Never lose your professionalism. Don’t cross that fine line between having fun and becoming unprofessional. For instance, be ready on a moment’s notice to talk about the most serious aspects of your desired new job. Use an even voice as you discuss your experience and credentials. Read your interviewers, so you know when to be serious and when you can let up a bit. Showing you’d mesh seamlessly into their team could make the difference between hiring you – or your competition.

The experienced career counselors at PrideStaff can not only provide access to great jobs, but also work with you throughout your entire search process – from resume and interview preparation through networking, negotiating your offer, and transitioning into your new role. Contact us today to learn more.

How to Get Hired With a Questionable Job History

Employment gaps or other spotty information on your resume can make finding a new job more challenging. In an interview, a potential employer is trying to determine whether you would add value to their company if hired. If your work history is less than stellar, this may be cause for concern. But fortunately, there are things you can do to overcome this hurdle.

Start by tailoring your resume toward your strengths, as opposed to chronologically listing positions you’ve held. This is known as a functional resume. Your skills are placed at the top of the page, putting them at the forefront of a hiring manager’s mind. Your job history follows, in a more secondary role.

Keep It Positive

Be prepared to speak honestly about the issues, while keeping your tone and attitude positive.

• Wait for your interviewer to ask about specific issues, and then explain how each one has positively added to your qualifications and overall work ethic. For instance, if you were fired, tell your interviewer why it happened and explain how it has changed you for the better. Take some time to outline these responses in advance.
• Emphasize your most relevant skills. Don’t let your interviewer run the conversation, if they start to be obsessed with your work history. Keep the tone light and bridge your responses back to how you could be an asset if hired.
• Talk about activities outside of employment. For example, explain how you used an employment gap to go back to school or to do volunteer work. Make a list of activities that would impress an employer.
• Never argue or speak negatively. Sometimes, work history can be a sensitive subject. Keep your cool and don’t lose your temper. And never bad mouth a previous employer. This will send up an immediate red flag.
• Fill out all paperwork accurately. If you try to embellish or omit key information, you run the risk of an employer finding out the truth through a reference or background check. Even if the matter seems small to you, never compromise on being honest.
• Gather positive references. Reach out to former managers, colleagues, professors, and others who can vouch for your skills, integrity, and work ethic.

A career coach can be a tremendous asset as you find and land your next great job – especially if you need tailored advice on perfecting your resume, interviewing, and navigating through the hiring process. At PrideStaff, we love helping people build their opportunities and put their professional skills to the best possible use. Read our related posts or contact us today to learn more.

What Are the Most Valuable Job Skills of 2018?

Regardless of your chosen career field, having certain professional skills makes you a valuable entity in today’s job market. You need to demonstrate to potential future employers you have what it takes to keep them competitive given the complex technological, economic and social forces that impact their business.

It all boils down to developing a hybrid skill set of technical, social media and interpersonal strengths that are critical to getting ahead. Find the right balance, and then target the specific qualities most valued for the role you are seeking.

Traits in the highest demand include:

Technical Skills

Myriad opportunities are available to tech-savvy job seekers. According to a recent analysis of 54 million employee profiles across 350 industries and 15,000 job titles, the following tech skills have the best potential payoff in today’s workforce:

• Big data capabilities, including data mining and modeling
• Cloud skills
• Mobile development
• Technical support strengths
• Web development
• Database administration
• Project management

For instance, more than a third of companies surveyed said they were actively focused on building their data analysis teams. And technology is reshaping the financial industry, with demand rising for software operations specialists, application developers and business intelligence specialists.

Soft Skills

Often influenced more by a candidate’s personality than their education or training, soft skills remain a high priority among hiring managers. As noted in a recent LinkedIn survey, these interpersonal qualities rank high as companies make hiring decisions:

• Communications
• Teamwork
• Punctuality
• Critical thinking

Also important to employers are:

• Problem solving
• Creativity
• Willingness to learn
• Marketing savvy
• Leadership
• Time management
• Attention to detail

To succeed – both as a job seeker and throughout your career – you can’t remain stagnant. Always strive to be advancing and learning something new. Whether it’s mastering big data, keeping abreast of social media trends or taking a course in effective communications, it can only improve your chances of standing out from the competition during your next round of job interviews.

In the Fresno market and beyond, turn to the pros at PrideStaff to make your summer job search as successful and productive as possible. Our vast client network and market intelligence can help ensure you won’t just search. You’ll succeed. Read our related posts or contact us today to learn more.

Now Hiring for Jobs in Fresno: Come to Our Career Fair on July, 28th

Need a great job in Fresno, CA?

Not being paid what you’re worth?

Just looking for a better opportunity?

We’re hiring – and we want to meet you! PrideStaff Fresno is holding a Career Fair where you can find an amazing new job opportunity:

When:

Saturday, July 28, 2018

9am – 1pm

Where:

585 W. Nees Avenue, Suite 101

Fresno, CA 93711

How:

Just show up, bring a resume if you already have one, talk with our career advisors and find a great new opportunity!

What’s the catch?

There is none! We never charge you a fee for our services; employers hire us to help them recruit hard-working people like you.

Help a friend:

Know someone else who could use a fresh start? Bring them along!

Work with an award-winning employment agency that puts you first.

PrideStaff has earned Inavero’s prestigious Best of Staffing® Diamond Award five years in a row for providing an exceptional experience to our placed associates.

Our team’s priority is to make sure you have a great experience at every stage of your job search. When you work with us, you’ll:

• Access a broad range of temporary, temp-to-hire and direct-hire positions with top employers.
• Earn competitive pay.
• Put your skills to good use and acquire new ones.
• Work with expert career advisors who will learn what you really want in your career, to help ensure that you don’t just search for a great job – but find one.

Whether you’re a seasoned professional looking for your next career opportunity, a recent graduate looking for your first job, or anywhere in between, PrideStaff Fresno has a wide range of jobs available. We hope to see you at our hiring event on Saturday, July 28, 2018!

Can’t attend our Career Fair?

Not to worry, you can still find your dream job through PrideStaff:
Apply with PrideStaff online!

Search great local job opportunities in the following areas:

• Accounting
• Administrative
• Assembly
• Customer Service
• Design
• Hospitality
• Human Resources
• Labor Warehouse / Production / Machinist / Shipping & Receiving
• Legal Assistant / Secretary
• Medical Billing / Coding / Administrative
• Office / Clerical
• Office Manager
• Payroll
• Purchasing / Procurement
• Sales
• Telemarketing
• Welding
• And more!