What You Should Be Learning from References

If you are seriously considering a candidate for your open position, do not overlook the importance of checking with their past employers and talking to their references. This should be a prerequisite to making a job offer.

The harsh truth is: A significant percentage of applicants lie on their resumes. In one recent survey, 56 percent of hiring managers caught candidates lying. The most common areas of untruth being embellishment of their skills or capabilities; descriptions of the scope of their previous responsibilities; and in about 25 percent of cases, claiming to have been employed at companies where they had never actually worked.

Which references should you check – and what should you learn from them? Here are some guidelines to get you started.

Employment References

When you check a candidate’s employment record, at the very least, verify the information they have given you. This includes:

• Employment dates.
• Job titles.
• Pay rates.
• The basic nature of the tasks they performed and the responsibilities they held.
• Their work habits, including attendance, conscientiousness and their ability to work well with others.
• Whether or not an employer would hire the person again if given the chance.

Ask for specific examples of times when the applicant demonstrated desired job skills and traits. If an employer refuses to divulge anything beyond the most minimal information, remind them that most states consider it “qualified privileged.” This means the information is protected, as is the company that shares it. They will not be legally liable unless what they tell you is provided with known falsity or in bad faith.

Education References

Like employment histories, education records are sometimes embellished or falsified by job applicants, so you should check them if they are crucial to a job function. Most schools will verify a person’s degree and dates of attendance. You also can usually obtain a transcript by following school guidelines.

• If you prefer, you can prescreen candidates by asking them for copies of their diplomas or certified copies of transcripts.
• If you’ve never heard of a school, college or university, check what type of institution it is, which degrees it awards, and whether or not it is accredited.

Personal References

Personal references are hand-picked by candidates, so they usually will not convey negative information. However, they may still be of some value. If you elect to check with them, keep these tips in mind:

• Consider it a red flag if a person has lived in a certain area for a considerable period of time, but cannot list any local references.
• Call personal references, rather than emailing or writing them. They are more likely to be honest and candid on the phone.
• Ask only job-related questions, so as not to give support for a discrimination or other legal claim.

Do you need further guidance in developing and implementing your hiring practices? Consider working with the PrideStaff Fresno team. We can help you address your specific talent management challenges, including screening, interviewing and reference checking. Contact us today, so we can tell you more.

Do You Love Your Job?

If you work full time, you may fit into the majority of similar people in the United States who, according to recent statistics, spend an average of 37 hours a week, or 7.4 hours a day, at work. Those who are happy with their jobs are 12 percent more productive than others. It’s encouraging to note that 53 percent of U.S. workers report they love their jobs. Are you one of them?

You can and should find enjoyment in your job. Doing so is critical to your overall sense of well-being and work/life balance. Nobody loves every minute of every day at work, but the passion to succeed and contribute should be there.

The good news is: You can take steps to change your job for the better – or at least make an informed choice about whether or not you need a change. It’s all about what you do with the opportunity.

How to Love What You Do

It won’t happen overnight, but you can turn yours into a job you love – or at least like whole lot more. Here are some suggestions:

• Change your perspective. Identify the things you do like about your job. Maybe there are certain perks you look forward to or co-workers you enjoy spending time with. Or, what about the job itself? Are there some responsibilities you truly enjoy or take pride in? Focusing on the positives will help improve your overall attitude.
• Be honest. Once you’ve identified the positives, it may be time to talk to your boss about your current state of mind. But, don’t use this as an opportunity to tear apart the company or vent nonstop about what you dislike. Open in a constructive way and as the conversation progresses, share what’s been bothering you. A good manager will appreciate your candor and be willing to work with you.
• Figure out what you do best. If you’re unsure of what your best professional strengths are, take an aptitude test to find out. When you’re good at something, you’ll enjoy it more. After you’ve determined this, think about which areas of your job fall outside that realm. If possible, find a co-worker with opposite strengths and offer to take on some of their tasks in exchange for yours.
• Consider your priorities. Why do you do what you do? Is it to earn money to start a family or buy a home? Is it to gain experience to reach a bigger future goal? Does it help to pay for education for a degree to learn to do something else? Make a list of your priorities and reasons, and post it in a visible spot. Pause when needed and reread it to boost your spirits.

The career experts at PrideStaff Fresno can partner with you as you achieve your career goals – whether it means self-development in your current role, or developing a long-term plan for growth and change. Either way, we’ll help you find and maintain passion for what you do every day. Contact us today to learn more.

How to Ace a Phone Interview

Your resume alone may not be enough to get you in the door for an in-person job interview. Often, a telephone interview is a preliminary step. For instance, if a prospective employer has 100 applicants for a position, they may narrow the field to 15 who are interviewed by phone – and then seven or fewer are called back for personal meetings.

Whether or not you make the cut depends on what you do before, during and after your phone interview.

Before                                                                                                                            

Use these tips to prepare for your interview:

• Do your homework. Thoroughly research the company and your interviewer, just as you would for a face-to-face interview. One of the advantages to a phone interview is you can have a “cheat sheet” in front of you. But regardless, be prepared to respond in a conversational, unrehearsed fashion. No reading from cue cards allowed!
• Prepare your own questions. They can make or break your interview. Design them with two goals in mind: to get the information you need to determine whether you want to further pursue the job opportunity; and to demonstrate how you are the perfect person for the role.
• Create a comfortable environment. Do whatever it takes to feel comfortable and at ease. Select a quiet, well-lit room and eliminate any and all distractions. Print out your resume and highlight points you want to bring up during your interview. Be ready 10 minutes early, so you don’t appear rushed or disorganized. Have pen and paper handy to take notes.

During

When the phone rings, answer confidently and professionally – and then let your interviewer set the tone. Begin by actively listening.

• Find things you have in common. Take notes – and flag relevant details, so you can begin to bond with your interviewer as you respond. Look for ways to make these connections, such as, “That sounds familiar. I handled a similar situation at XYZ Company. Here’s what I did … “
• Maintain an even tone and don’t rush your responses. At the same time, show some of your personality. Your interview is about more than just questions and answers. A prospective employer is trying to gauge your level of self-confidence, ability to communicate effectively and fit for the company and the role.
• Finish strong. End the call on a positive note. For instance, finish by saying “Thank you for the call. I like what I’ve heard and I feel confident I could do the job. I’d be pleased to meet with you in person. What’s the next step?”

After

Courtesy and patience are the rule once you have concluded your phone interview.

• Send a thank-you note. Let half a business day go by and then send a brief email. Confirm your interest in the position and desire to take things to the next level.
• Be patient. If you haven’t heard anything, follow up after one week and again after two weeks. At the three-week point, send one last reminder email. Then, leave it up to them.

Once you’ve followed all these steps, it’s time to face reality and move on. The right opportunity is out there … you just have to be persistent and find it.

The PrideStaff Fresno team would love to help you find your next great job. We can partner with you throughout your search process to help ensure success. Read our related posts or contact us today to learn more.

Can You Spot the Signs of a Bad Hire?

Successful recruitment begins the moment you decide to hire a new employee – and continues through your hiring strategy and process. Sometimes, despite all your best efforts, a bad hire happens. If you fear that’s the case, there are signs you can watch for to help verify your concern.

Red Flags

Let’s hope it didn’t get this far. But if a new employee is on board and you see certain negative patterns emerge, you need to address them ASAP – because they likely won’t go away on their own. Watch for:

• A general lack of understanding about their role: Everyone needs some time to get up to speed, but right from the onset, a person should have a solid understanding of what’s required to produce desired results.
• A bad attitude: You can train for job skills, but not for the right attitude to fit your company culture. The wrong attitude may not be immediately apparent. Many people are adept at putting on a good “act” during interviews and their honeymoon period at your company. If the wrong attitude bubbles up to the surface and lingers there, you probably need to take action.
• Lack of adaptability: Within the parameters of their job description, it’s essential that employees are prepared to be flexible to grow and change with your company.
• Constant references to their “old job.” Drawing on past experiences is necessary and admirable in a new hire; in fact, it’s just what you need. But if a person is constantly saying, “At my old job, we did it like this,” or “My former co-workers didn’t do it like that,” this is neither helpful nor productive.
• A new hire making the same mistakes over and over again: Everyone makes mistakes. Be sure that a new hire learns from them and doesn’t keep repeating them. Be tolerant of people who are doing something for the first time or in a new environment. Provided you have properly trained and coached them, it’s not ideal if they keep making the same error.
• Tardiness or a lot of unexpected time off: Unless there’s an emergency or other genuine reason, your new hire should be on the job as expected. Make sure any tardiness or time off is closely monitored. Especially if it comes with other signs of being dissatisfied with the job, it could suggest that the person is either planning to leave or will continue to be unreliable.
• Self -importance or arrogance: Confidence is a great asset, but you don’t want someone who thinks they’re better than their team, the company or the job. Unnecessary arrogance is a sign to look into how a new hire fits in and what their wider attitude toward work is like.
• Not delivering: This is the bottom line. When all is said and done, an employee needs to do their job and meet the standards set for them when hired. Some traits can be overlooked, if a person is great at what they do. Someone who challenges the status quo isn’t necessarily a bad thing. But if they fail to deliver results, it’s time for a change.

What to Do

Turn to a recruitment partner you can trust as you prepare to address issues with new hires and take whatever ensuing steps are needed to enhance your talent management program. Read our related posts or contact PrideStaff today to learn more.

How to Motivate Lazy Employees

What do you do if the employee who showed so much promise during their interview turns into something else entirely?

On the job, they are lazy and unmotivated. They may even drag others down with them – and they will most likely have a negative effect on morale, productivity or profitability. Yikes!

Granted, there will be the occasional bad hire, where you are bamboozled by someone who interviews well, but just doesn’t care about their work or your company. But more often than not, you can address the painful issue of lazy employees by finding the root cause and making necessary changes.

Look in the Mirror

It’s easy for a frustrated manager to say, “I have the worst employees ever!” than it is for them to stop and ask, “What can I do differently to motivate my team?”

Every manager must see their own part in engaging their employees – or nothing will change.

• Involve employees in their own continuous improvement. Managers should tell their team members that “I want to make us better”, and then ask them, “Where should we start?” The key word here is “we.” Every time you ask an employee’s opinion and listen to their input, the trust level grows a little bit more. Involve people in plans for change and you will instantly enhance your company culture.
• Take some risks. Encourage transparency in communications. Tell people the truth, even if they don’t necessarily want to hear it. By the way, this starts with you and your boss.

More Tips

In most cases, there will be a reason why an employee is underperforming. It may be a personal issue, an unreachable target or the fact they are struggling with some part of their job. A manager will not know for sure unless they ask.

• Have a frank discussion. Managers should call formal meetings and sit down with employees who are failing to measure up to expectations. They should constructively discuss what’s going on – constantly reminding the individual of the important role they play in the business. This conversation should provide the opportunity to help those who are genuinely struggling, and give inherently lazy individuals the kick start they need to get back on track.
• Offer incentives. Most people work better when they know a reward is available for exceeding goals. In the words of author and business expert Tom Peters, “Celebrate what you want to see more of.” Incentives don’t always have to be monetary. For instance, the prospect of a promotion, new responsibilities or even a paid day off may be enough to significantly enhance morale and engagement.
• Seek first to understand -and offer support. People’s personal lives have a huge impact on their work. A “lazy” employee may actually have something else going on in their life. Be approachable and accommodating. The loyalty you gain from treating your employees fairly – and like the human beings they are – will be well worth it in the long run.

As you address your ongoing talent acquisition and management issues, consider partnering with PrideStaff Fresno. We offer workforce growth solutions in areas including administrative, medical billing and records management, customer service, production and distribution, IT, finance and legal support. Read our related posts, or contact us today to learn more.

Didn’t Get the Job? How and When to Ask for Feedback

Asking for feedback after a job rejection can be a bit stressful – but it also can be very beneficial as you continue your search for a new position. When, how and why should you take this step?

First of all, keep your spirits up. Maybe that one employer didn’t think you were right for the job, but chances are, it wasn’t right for you either. A positive attitude is everything when it comes to your success.

Why Feedback is Helpful

Once you know the reasons for not getting a job, you can decide whether or not it’s something you can control. For instance, was a specific professional skill missing from your resume? Did the employer indicate you should have researched their company more thoroughly? Or, did they want to see more of your confidence and personality? With the answers in hand, you’ll know what you have to work on before your next interview.

When to Ask

You shouldn’t ask for feedback after every single job application, but if you reach the interview stage – especially after the second or third round – it’s perfectly acceptable to follow up and learn more. In fact, it further demonstrates your professionalism and dedication to self-improvement. And, the employer should know you well enough by this point to give you some valuable tips.

Who to Ask

Begin with your recruiter as your follow-up information source. If you were offered the job directly, start with the person who contacted or interviewed you.

• Generally, getting in touch by email works best, because employees will have time to gather their thoughts and provide the best response.

How to Ask

Show you understand the purpose of feedback, which is to improve your chances elsewhere – not to persuade an employer to change their mind.

• Be professional. This means being unemotional. Don’t sound too gushy or overly friendly – or too rude or casual. Never appear defensive. This will help the employer see you in a truly positive light.
• Be brief. Show respect for the employer’s time. There is no need for a lengthy explanation or dialogue.
• Express your thanks. Let them know you appreciated being considered for the position and you are grateful for their taking the time to provide you with feedback.

If your request for feedback is denied, chalk it up to experience and carry on. You won’t get feedback from everyone you ask, so save your energy. Pat yourself on the back for getting an interview in the first place, then move on to pursue other opportunities.

The professional recruiters at PrideStaff Fresno can help you enhance your opportunities and find a great temporary or direct hire position within our extensive client network. Contact us today so we can tell you more.

Why You Should Consider Taking a Temporary Position in the New Year

Looking to Hire December’s Graduating Class? How to Pick the Top in Class

When you are looking to hire new college grads, you want to be sure that your company gets the cream of the crop. While spring and summer are prime times for newly minted graduates to hit the workforce, there are also a substantial number of students who earn their degrees in December.

How can you take advantage of this upcoming recruitment opportunity?

Know These Millennials

This year’s college graduates are part of the millennial generation – a force to be reckoned with in today’s workforce. Also known as Gen Y or the Facebook Generation, millennials have been erroneously labeled as slackers, since they were raised by helicopter parents and have had virtually all resources, product and services at their fingertips, via a mere touch on their mobile screens.

In fact, upcoming grads are energetic multitaskers who are typically serious and excited about finding work. There is ample evidence to show that they are both hard working and highly productive.

• The share of college students who worked full-time while completing their studies has grown steadily since 1985, with the exception of the Great Recession years.
• According to a Rutgers University study, 44 percent of students reported that work or personal savings helped finance their higher education. As noted by Rutgers economist Carl Van Horn, “Today’s young people are very focused on trying to work hard and get educated.”

How to Hire the Best New Grads

Here are some suggestions for finding the best, high-potential candidates among December 2016 graduates:

• Have team members sit in on interviews. This will give you a better idea of not only a candidate’s skills and qualifications, but even more importantly, their work style, personality and cultural fit.
• Contact their professors. Get an understanding of a candidate that is removed from any sort of previous employer/employee relationship. If an applicant has not provided a professor as a reference, find one on your own.
• Start an internship program. It’s too late to implement this idea for 2016, but now is the time to add it to your 2017 operating plan and budget. Internships offer benefits for both students and your company. This is an investment that will pay off big time in the long run.

The hiring experts at PrideStaff Fresno can help you to optimize your workforce growth opportunities, starting now. Our Workforce Growth Solutions will enable you to staff strategically – keeping costs under control and productivity high. Read our related posts or contact us today to learn more.

3 Things to Help You Get Hired Now!

Don’t lose your job search momentum as the year winds down. With many people taking a break from job hunting during the holidays – and, employers often having extra down time and preparing their strategy for the New Year ahead – December can be a fruitful time to work on finding  the position of your dreams. What better way to kick off 2017?

With the right planning and proactive moves, you will be well on your way to career success. Here are three tips to keep you on track:

Know what you want.

Fast away the old year passes … and this is a natural time to reflect on the past 12 months and, more importantly, the 12 months ahead.  Ask yourself these questions, so you can focus on finding a job that truly meets your needs and satisfies your passions:

• What do you value most in a job? Is it salary and prestige, the ability to make an impact on a larger community, or better work-life balance?
• What type of work excites and engages you? A good starting point in answering this question is to seek work that makes you lose track of time, while providing a deep sense of satisfaction.

Optimize your social media presence.

Start with LinkedIn and from there, use Facebook, Twitter and other platforms to attract the attention of employers and hiring managers.

• Deep dive into LinkedIn. Actively participate in industry and interest groups. Become fully engaged with your networks. Have a sharp, complete profile. An increasing number of experts agree that an outstanding LinkedIn profile is even more important that a stellar resume.
• Find relevant groups by going to your LinkedIn home page, clicking on the Groups tab, and searching there. Join a few, post links to interesting articles, participate in discussions and share relevant resources. You will become known as a go-to resource and improve the likelihood of your being noticed by the right people.
• Employers identify candidates through their online presence. Use your personal website, social media presence, development of subject matter expertise and a well-defined personal brand to gain positive attention.

Quantify your achievements.

Go through your resume and LinkedIn profile and quantify as many of your career achievements as possible. Use numbers and relevant keywords that correlate with the job description.

• Be specific. For instance, instead of simply stating that you “increased sales,” state that you “increased sales by 35 percent in a nine-month period.”

It’s all about standing out from the competition, and you can end your year on a high note by making an indelible positive impression that includes perseverance, regardless of the season. Then get ready to relax and have a very Happy New Year!

The PrideStaff Fresno team can partner with you to find your next great job – from resume and social media strategies and interview preparation through negotiating and transitioning into your new role. Read our related posts or contact us today for more information.

Your Interview Isn’t Over When You Leave the Room

After your job interview concludes and you leave the premises, you can bet that you continue to be the topic of conversation among your interviewers. In fact, it’s not a good sign if they dismiss you and forget about you right away.

That’s What They Said About You

As they discuss you as a candidate, employers address certain critical topics to determine whether or not you are the right fit for the job. Among the most common questions asked is, “Is this individual excited to be interviewing here?”

Most companies do whatever it takes to hire people who are passionate about their company’s mission and vision. If you have a sincere interest in an organization – and this clearly shows during your interview – it will go a long way towards your being seriously considered for hire. It takes more than simply being well qualified on paper. Use your follow-up “thank you” notes to reemphasize your enthusiasm.

You Know They Loved You When …

Be observant during your interview. Then you can begin to get a read on how well it’s going and what might be said about you afterwards. Keep an eye on:

• Interviewers’ body language. Strong, consistent eye contact is a good sign. So is an interviewer who is smiling, laughing and generally upbeat.
• Interview length. You get a thumbs up if the conversation extends beyond the time you had anticipated. Hiring managers often budget extra time in case candidates excel.
• Types of questions asked. Are questions raised about your long-term plans and objectives? If interviewers discuss future growth opportunities at the company, this shows a deeper interest in you and your potential. It’s also a positive if you are asked about your other job search opportunities or your availability.
• Whether a hiring manager is talkative and attentive. If your interviewers seem to want to get to know you or start opening up about themselves, this is a plus. It’s not a good sign if they are distracted by phone calls, texts or other interruptions. If you have their undivided attention, it means they are genuinely interested.
• Whether you are introduced to others. When an interviewer likes you, they may want to get the opinions of others. This may include their peers, their bosses, or your potential co-workers. Being introduced to your prospective colleagues is an especially promising sign.
• Whether the conversation ends on a positive note. Not all interviewers show their cards, but you know you’re in a good position when they proactively tell you they will get back to you soon, or they immediately want to set up a subsequent interview.

As you strategize and implement your successful job search, consider partnering with the expert team at PrideStaff Fresno. For 38 years, we have been matching great candidates with great companies, in entry-level through executive positions. Contact us today to learn more.