How Temporary Work Allows You to “Try Before You Buy”

An increasing number of companies are hiring temporary employees when they need people to fill in on a short-term basis. And in many cases, these assignments turn into full-time opportunities.

A temporary position can be a smart, strategic move towards your long-term career goals. Research has shown that after working as temps, job candidates subsequently fare better in the labor market, have a better chance of working for higher wage companies, and develop relevant professional skills.

The advantages of temporary work include:

You get your foot in the door.

In a recent survey, 43 percent of employers reported they planned to bring at least some of their temporary workers on board as full-time employees.

While companies often hire temps so they can assess their performance before making a full-time job offer, you too can “try before you buy” – evaluate a company to determine whether you’d want to make a long-term commitment to working there.

You gain new skills and experience.

Working as a temporary employee enables you to develop new skills and opens doors to new businesses and industries.

Sixty-five percent of workers surveyed said they had acquired new skills or improved current ones, through temporary assignments.

You’re exposed to different company cultures.

Temporary jobs offer opportunities to see what difference workplace environments are like and what you would prefer as a full-time employee. For instance, do you thrive in a fast-paced environment? Do you like working with the public? Do you prefer a desk job? By temping, you can discover what you’re good at and what you really want out of a job.

You can build your professional network.

In a temporary job, you will meet new people and grow your personal and professional network.

Staffing agencies have the inside track on who’s hiring. And between your agencies and the companies where you’re placed, you can make numerous valuable connections. They can be sources of future job leads, as well as possibly serving as references.

You control your own schedule.

As a temp, you have optimal control over when and where you work.

Many assignments are part time, so you can easily continue to focus on your job search, as well as your family and other priorities. And whether it’s part time or full, you don’t have to accept an assignment if it interferes with vacations, your children’s summer break, or other commitments.

Choose the Right Agency

Be sure to partner with a temporary staffing agency that specializes in your preferred industry or role. PrideStaff has a proven track record of matching job seekers with leading companies in areas including accounting, customer service, finance, IT, hospitality, light industry, purchasing, and sales. Check out our job portal or contact us today to find the temporary assignment that’s just right for you.

Identify Performance Problems in the Workplace

Workplace performance issues rarely fix themselves. Ideally, you need to identify them before they magnify into major problems. At the very least, you need to reel them in, bringing employees and teams back to maximum productivity.

Causes of Underperformance

When considering how to rectify poor performance, begin by identifying its underlying causes. This will help you determine the proper course of follow-up action. Consider these questions:

Was an employee’s underperformance due to overly difficult tasks? Low aptitude, skills or knowledge? Overwork?
Have you made all job-related expectations crystal clear?
Was the employee poorly matched with the job in the first place? Or, were they promoted into a position too demanding for them?
Are there any outside influences affecting a person’s ability to perform?
Has there been effective communication between the employee and their managers and team members?

How to Overcome Performance Shortfalls

Once you’ve identified the root cause of a performance problem, you may want to consider the following interventions. Address each one through a one-on-one performance interview.

Focus on the resources needed to do the job. Does the employee have what they need to perform well and meet expectations? Listen for points of frustration. Note where employees report that support is lacking, and verify their claims with your own investigation.
Provide additional training. Explore with an employee whether they have the actual skills required to do what is expected of them. Especially as technology changes so rapidly, it can be easy for skills to become obsolete.
Refit the job to the person. Analyze the individual components of the work, and try our different combinations of tasks and abilities. This may involve realigning the jobs of other employees, as well. Your goal is to retain high-potential people, to meet business needs, and provide rewarding work to everyone involved.
Consider a reassignment. If revising or refitting the job doesn’t work, look at possibly reassigning the poor performer. If you take this approach, make sure the reassigned job is still challenging and stimulating. Never use demotion as a punishment tactic.
If all else fails, let the employee go. If there are no opportunities for reassignment, and refitting is not appropriate for your organization, the best solution may be for an employee to find other work. Remember, there are potential negative consequences of keeping a poor performer after you’ve exhausted all the available options. You risk disengaging other team members or promoting a belief that you’re willing to settle for mediocrity. You may waste valuable time and resources, and signal that some employees deserve preferential treatment. None of these scenarios fare well for your team or your business.

The recruitment and workforce development experts at PrideStaff Fresno can help you develop the most effective process for employee evaluation, improvement plans, handling terminations and turnover, and other steps related to optimal performance management. Contact us today so we can set up an informational meeting.

How to Determine Whether a Candidate Is Reliable

Reliability is a tough quality to judge in a job candidate – as it is in anyone you’re meeting for the first time. Yet, it’s a critical trait in a new hire, not just because you want someone who will show up for work every day. You also want team members who meet deadlines, chip in and help others, and take on extra tasks when needed.

Furthermore, turnover can be devastating to your company’s bottom line. To solidify retention, you need to hire candidates you can rely on.

Ask the Right Questions

How can you accurately gauge the elusive characteristic of reliability? Start by asking the right interview questions:

“Why do you want this job?” Look for passion and commitment. People who apply for a job simply out of the need to earn a paycheck are not necessarily unreliable, but they probably don’t have the level of dedication you’re looking for. If they seem sincerely enthusiastic about both the job and your company, it’s much more likely you’ll be able to depend on them.
“Where do you see yourself in five years?” See if a candidate’s description of their future aligns with your company’s goals, mission, and vision. Determine whether they envision themselves growing and advancing within your organization, or will use the job as a stepping stone to go elsewhere.
“Describe your ideal work environment.” An employee who is comfortable and looks forward to coming to work is more likely to be happy and reliable. Cultural fit is essential to a solid hire.
“Describe a tough decision you’ve had to make.” This question enables you to assess a person’s reliability under pressure. Those who have successfully worked through challenges are more likely to be dependable and to come through when faced with difficulties.
“Tell us about a time when personal issues pulled you away from work and how you handled it.” Everyone, at some point, will feel torn between personal and work priorities. Getting a sense of how an individual handles these scenarios will help to tell if they can be counted on to strike the right balance.
“Describe a time when you disagreed with a team member.” A candidate’s response will help you to understand their interpersonal skills and how well they deal with conflict. If they tend to place blame on others, they probably are not someone you can rely on. But, if they take ownership and blame when appropriate, and describe how they worked through disagreements, this is a much better sign.

The PrideStaff team of recruitment experts can help you find only reliable job candidates by handling initial screening, sourcing, and other legwork – ensuring you see only the most qualified talent for the job you need to fill. Read our related posts or contact us today to learn more.

Job Search Tactics You Should Be Avoiding

Even the savviest candidates can fall prey to mistakes that can cost them a job. Job hunting is not easy, and there’s no single perfect formula for success. But there are some errors you can avoid, to help you stay on the right track.

These tactical missteps include the following.

Too Much Time Spent Applying Online

For every job you pursue online, at least one or two other people will find a direct connection at that company and use it to lead to a personal introduction. This puts them ahead of you in line for the role, regardless of your qualifications.

When you see an opportunity online that interests you, go to LinkedIn and see if you have any first- or second-degree connections to it. Make yours the first foot in the door!

Vying for Jobs When You’re Not a Match

If your resume and cover letter don’t speak to the specific needs and deliverables of a role, you’re wasting your time applying. You probably won’t make it past the applicant tracking system or other first step in the hiring process.

If you feel strongly about a job and aren’t an obvious match for it, make yourself one. Gain new skills, volunteer, or do some relevant freelance work to add to your resume. Or, find a way to explain your rationale for applying directly to the hiring manager. For instance, show how your previous work experience would translate seamlessly into this new role.

Pushing Your Resume on Someone Too Soon

Networking and meeting new people is a plus when it comes to job hunting. But be careful not to ambush anyone by forcing your resume on them the moment you meet.

Take time to find common ground and set the foundation for an ongoing relationship. For example, you might say something like, “I notice you’re in sales for XYZ Corporation. I’m in sales too, for a similar product, and I’ve heard great things about your company? Do you mind if I ask you a few quick questions?” Cashing in on this connection can come later.

Badgering Hiring Managers

It’s critically important to follow up after you’ve been contacted or interviewed by an employer, but don’t cross the line between being professional and being a desperate job stalker.

A thank-you note, email or phone call is appropriate and appreciated. This also gives you the chance to mention anything you may have forgotten during your interview. But don’t go overboard.

TMI in Your Resume or Cover Letter

Your resume and cover letter should be concise descriptions of what you can offer an employer. So, unless the information is truly relevant, you probably don’t need to list every job you’ve had since high school, or all your hobbies and personal interests.

You can take a little more liberty with your cover letter in terms of portraying your personality, but you also should keep this document clear and focused.

The experienced career counselors at PrideStaff can guide you through Steps A to Z in your job search, including pitfalls to avoid and how to make yourself shine as an outstanding candidate in every way. Read our related posts or contact us today to learn more.

Tips For Uncovering Your True Hiring Needs

The best hiring strategy comes down to two key factors: knowing exactly what you need in a new employee – and knowing where to find it. If you effectively address these two areas, then you can stay on track for talent acquisition success.

Follow This Checklist

To be sure you clearly understand your hiring needs, start with these tips:

Define your deal breakers. These are the “must-have” requirements for a job. To stay competitive in your industry, know which competencies are critical. Prioritize job requirements in terms of necessary and essential skills.
Have a detailed, accurate job description. Every job changes over time. You need to keep up with each job’s description of responsibilities, parameters and salary needs. Keep your JDs current by working with front-line managers and by periodically observing employees on the job. This will help you stay focused on high-priority business needs.
Determine whether the role is temporary or regular. Assess the role to learn whether hiring a temporary workers or an intern may be a viable, cost-effective solution. Is it a new opportunity or an urgent replacement for an individual who has left your organization? It’s useful to know the long-term viability of a role up front, as you set your hiring direction.
Decide whether you need to hire or promote. You may already have a high-performing employee who you are ready to advance within your organization. Give them a promotion; then focus your hiring resources on lower or entry-level roles.
Consider your training plan. Effective hiring and successful training go hand in hand. If you bring an outside hire on board, do you have the resources and plan to train them? Or, do you need an individual who can acclimate quickly and hit the ground running?
Network to build your talent pool. Start with the internet and LinkedIn, but then cast a wider net. Turn to your current workforce, customers, vendors, area educational institutions and professional associations. Be strategic, and leave no stone unturned if it may uncover the talent you’re looking for.

A staffing partner from PrideStaff Fresno can walk you through all these steps and help design and implement your successful hiring strategy. Read our related posts or contact us today to learn more.

Dos and Don’ts for Your First Day of Work

Being the new kid at work is both challenging and exciting. On your first day, you’ll be faced with difficulties as well as opportunities. Your goal is to make the most of both.

Here are some dos and don’ts to get you off on the right foot, so you make a great first impression and are able to relax, enjoy the day, and do your job.

Do

Dress for success. In the early days of a new job, you never know when you may be called on to meet a senior executive or an important client. If you haven’t been given a dress code, find out ahead of time what the appropriate attire is for your new workplace. Always dress like a pro. Studies show that people form an opinion of you within seven seconds of meeting you.
Arrive a little early. Before your first day, do a trial run. See how long it takes to get there, allowing for traffic and other factors. Then, give yourself extra time so you arrive a few minutes early on day one.
Ask for help and advice. Asking questions is better than making mistakes. Don’t let your pride get in the way by pretending to know everything. No one expects you to, and it’s much better to ask for assistance than guess.
Be nice – to everyone. Friendliness and courtesy are great attributes in any situation, but especially as you start a new job. This applies to everyone you meet, from the time you arrive on the property. Make a point of remembering people’s names, especially those you will come into contact with on a regular basis.
Don’t expect to feel 100 percent comfortable or to learn everything all at once. It will take time. If you feel yourself starting to get stressed, take a deep breath. Collect yourself and remember what a great opportunity this is for you. Then smile and move forward.

Don’t

Presume to know everything. Be humble. Don’t be a know-it-all. Take some time to listen and learn before you jump in and start giving advice.
Try to outperform your co-workers. You don’t have to impress the entire department in one day. Instead, take the first few steps toward building relationships. Try to make a positive connection with one or two people – and make this your modus operandi for the coming weeks.
Bother a busy manager when someone else could have answered your question. You’ll feel like your problem is important, but it may not be high on a manager’s priority list. Seek first to help them solve their problems. Once they see you’re an asset to them, they will reciprocate.
Talk too much or too loud, or laugh at everything. Enthusiasm about your new job is important, but too much is too much. Hyperenthusiasm can be very bothersome to others. On the flip side, don’t just sit in your cubicle and be silent. If someone asks you to lunch or on a break, go. If you’ve finished a task and are unsure what to do next, ask.

As you take your career to the next level – whether it’s finding or preparing for your dream job – turn to the pros at PrideStaff to make all your efforts successful. Read our related posts or contact us today to learn more.

Important Things You Can Learn From Exit Interviews

It’s tough when a good employee leaves your company.

Rarely can you change their mind, once they’ve made up their minds – but you can use an exit interview as a rich source of information to help your organization improve. Rarely, if ever, will you receive such candid, frank feedback from a current member of your workforce.

What to Ask

Exit interview questions are valuable for obtaining actionable information for future improvements. Start on a light, conversational tone, to make the employee feel comfortable. Reassure them that no negative consequences will result from the honest discussion that ensues. Explain you will use the information to help improve and retain other valued employees.

Try to get the most specific information you can. Ask a departing employee:

Why they are leaving. Is the root of their dissatisfaction their salary, the nature of their work, their schedule, or how they have been treated by management? Or something else entirely? Don’t stop at vague, general answers, such as, “I’m just not happy here.” Deep dive and ask follow-up questions to understand exactly what’s going on.
What they liked about their job at your company. This is the flip side to the “why are you leaving?” question. Learning the positives is just as important as dissecting the negatives. This way, you also learn what not to change about your workplace and culture.
Whether they had the necessary resources to succeed. When employees feel they are lacking the right budget and other support to succeed, they don’t feel their company is committed to their growth and success.
If the problem was with management. The quality of supervision is very important to most people at work. Ask about an individual’s relationship with their manager, as well as their general views about company leadership.

End on a Positive Note

Before you conclude an exit interview, commit to using the information provided to make real changes for the better at your company. Wish the employee well in their new endeavor, and end the meeting on a positive, gracious note.

As you build and retain a winning workforce – from recruitment and hiring through team development and succession planning – consider a partnership with PrideStaff. We have a proven track record of matching great employers with top talent, whether your needs are temporary or direct hire. Contact us today to discuss a strategic staffing solution to meet your unique needs.

How to Have a Successful Career in 2018

There’s a good reason why January is the busiest job search month of the year. Companies tend to be hiring, and for many people, it’s time to take stock in their lives and consider a new direction.

Most people change jobs 10 to 15 times during their working lives. There’s no reason you have to stay on your current career path if it’s not right for you.

Top 10 Ideas for Your Career Resolutions

To ensure your 2018 career resolutions are a success, start with realistic objectives, keeping your end goal in mind.

Here are some considerations to get you started:

Get promoted, or consider moving on. Take yourself through a step-by-step evaluation of your career to date. Then, figure out what you really want your next step to be. Maybe it’s a promotion within your current company or simply some new responsibilities to make your job more vibrant. Or, maybe the next step up the ladder ends in a new place altogether.
Inventory your skills. Chances are there’s at least one new skill you can master in 2018 that will help enhance your career. Pick something that fills a gap on your resume and would make you more marketable.
Become a subject matter expert. Keep a better eye on developments within your current or desired field. You’ll feel better just being more knowledgeable – and make yourself more valuable to employers.
Organize your life. Start by selecting one or two things that you can be more proactive about, and put those in order. For instance, separate your personal and professional social media spheres, or develop a system to keep your inbox clear. Even a few baby steps will help you become more productive year-round.
Network more. This is another area where you can start out walking before you run. Try attending one more event or reaching out to one more contact each month, then build from there. Grow your exposure among key influencers and decision makers.
Get healthier. You probably know what you need to do to make this happen. Whether it’s quitting smoking, exercising more, eating better or sleeping more, it will help you to live longer, have more energy, and be more motivated to reach your other goals.
Learn how to take criticism. Train yourself to take constructive criticism and to be less defensive when told you could do better. This feedback can be a great way to improve. Look at it as free career advice!
Take a calculated risk. If you’re offered an opportunity or a challenge, as long as it makes sense, go for it. Don’t hold back simply because it will take more time, work or energy.
Research new fields. Activate your curiosity about the work lives of people in your network. Brainstorm with them about career options in their sectors. Browse websites and publications. Volunteer in a new area that interests you. For those with genuine appeal, compile a list of questions to dive into more fully as you set your future direction.

Last but not least, consider partnering with an experienced career coach who can help you decide on your future goals and how to navigate through the steps to reach them. Start by reading our related posts or contacting the PrideStaff Fresno team today. Let’s make 2018 your year for career growth and satisfaction.

Follow These Steps to Simplify Your Hiring Process

The average time it takes to fill an open position is about 42 days – up from just 25 days a few years ago. Due to the ease with which anyone can now apply for a job, the volume of potential candidates for most roles has increased substantially – and with this increase has come a comparable rise in time to hire.

You’ve likely experienced this painful reality at your company. It’s time to learn what will work best for your specific hiring situations, and then determine how to simplify your process and still land top talent.

Sell the Role

To attract the best candidates, provide as much information as possible to sell both the job and your company. This means being specific, detailed and transparent throughout your hiring process.

Start with your job posting and advertisements. This is where you pique people’s interest and lead them to your door. In a recent study, 67 percent of business leaders agreed that they would see lower turnover rates if candidates’ expectations were clearer from the start.
Emphasize growth opportunities. Candidates need reassurance that they can advance their knowledge and their careers with your company.

Make Your Application User Friendly

Be sure that your job application process is an appealing one. If individuals have to spend too much time researching a role or filling out forms, they may abandon the idea entirely.

Mobile is mandatory. It’s 2018! There’s no excuse for not enabling people to access your application on their favorite mobile device. In the above-mentioned research, 45 percent of job seekers said they used their devices to look for positions at least once a day. Sixty percent emphasized the importance of viewing applications from their device so they could save them and complete them later.

Build Your Bench Strength

Maintain and continually update a database of qualified candidates for current and future openings. By deepening your talent pool, you will significantly reduce your time-to-hire when jobs open up.

Nurture candidate relationships. Engage strong contenders, so you can tap into your database when the need arises.
Increase offer acceptance rates. By building candidate trust, you put yourself in a favorable position to do this, as well as lower hiring and salary costs.

Use Smart Screening

Social media and technological advances have made effective pre-screening much easier and more realistic.

Try video interviews. A step up from a phone interview, they enable you to more accurately assess candidates’ personalities, communication skills, cultural fit and other qualities, within just a few minutes’ time.
Ask specific, targeted questions. Take this approach beginning with pre-screening, as a further means of narrowing the candidate field.

The recruitment experts at PrideStaff Fresno can work with you to identify your specific talent needs and optimize your hiring process from start to finish. Read our related posts or contact us today to learn more.

The Importance of Investing in Employee Satisfaction

It should come as no surprise that happy employees are more productive. Research continues to support this fact, including a study of more than 700 workers conducted by the University of Warwick. It showed that happy employees were 12 percent more productive than their counterparts, while unhappy employees were 10 percent less productive.

In other research findings:

A Harvard Business Review analysis of hundreds of studies showed an average of 31 percent higher productivity and 37 percent higher sales at companies with happier employees. In addition, creativity levels at companies with more satisfied workers were three times that of other organizations.
A great example is Google, which has been ranked by Fortune magazine as the world’s best place to work. Google invested more in employee support and satisfaction, and saw an impressive 37 percent rise in productivity.

As summarized by University of Warwick study leader Dr. Daniel Sgroi, “The driving force seems to be that happier workers use the time they have more effectively, increasing the pace at which they can work without sacrificing quality.”

Additional Insights

Psychologist Ron Friedman, author of The Best Place to Work, offers these insights into building employee satisfaction at your company:

Frequency is more important than the size of rewards. Smaller positive feedback and rewards keep people happier, as opposed to frequent, larger events.
Variety matters. People tend to discount activities that happen repeatedly, no matter how positive they may be. Make employee events and recognitions unique and tailored to each individual and/or team.
Unexpected happenings are more impactful. When something surprising occurs, the brain automatically pays closer attention. This gives an event or recognition greater emotional impact. Make special employee lunches, social events and similar occurrences different, unexpected, and relatively frequent to retain this element of positive surprise. Friedman uses such examples as hot air balloon rides and wine tastings, versus material gifts.
Focus on personal achievements. Pay attention to employee achievements and milestones. Asking about them in a group setting encourages peer recognition and gratitude, which can quickly become contagious.

Build Creativity, Teamwork and Innovation

Research also indicates that when employees are happy at work, they are better collaborators, they work toward common goals, and they are more innovative.

Elevate people’s moods at the onset of projects. Serve refreshments, announce good news, or use an interactive, fun activity. Set a mindset that will benefit the task being undertaken.

Do you need additional ideas to build employee satisfaction and engagement? Consider partnering with the workforce development experts at PrideStaff Fresno. We’ll help you to custom design a strategy for optimal results at your company. Contact us today – and get 2018 started on a positive note.