How to Find a Reference that will Help Your Job Search

Your resume and cover letter are polished up and ready to go, but what about your list of professional references? This is a key support document which you should have ready in cased it’s requested at some point during the hiring process. It should complement your resume and list relevant people who have agreed to speak with prospective employers on your behalf.

Create a References Pool

It’s better to have more references than an employer may ask for. Generally, three or four is a good number for typical job seekers. If you’re vying for a more senior position, it may be wise to have five to seven names in your reference bank.

List your strongest references first. Like your resume and cover letter, you may want to customize your list based on the specific position for which you are applying. Strategically choose the best people to represent what you want highlighted for a particular career opportunity.
Submit references only when requested. Carry copies of your list in your portfolio and bring them with you to your interviews.

How to Choose References

When it comes to choosing career references, you get what you put into it. Each person on your list should know you well and be able to clearly articulate your best qualities.

Supervisors and coworkers are not necessarily an option. Many companies have policies that forbid them from sharing information or discussing your performance. Choose other individuals with whom you’ve worked closely, such as clients, vendors, suppliers and community leaders.
If the position is inside your company, you may be able to get a reference from a former colleague, member of another department, or someone in an area or location removed from your day-to-day operations. For example, a task member from another division might be a strong person to discuss your initiative, teamwork, follow-through and creativity. Supervisors or peers who have left the organization can be excellent references and are not under any obligation to tow the company line.
Opt for professional versus personal references. If you use friends or family members, the perception will likely be that they’re biased. Have an objective outsider or your recruiter review your selections.

Build Relationships

Keep in touch with your references. If you haven’t spoken with them in a while, you can’t expect to get a glowing review. Build these relationships just as you would any others that are important to you and your future.

Ask their permission before adding their names to your reference list. Respect their privacy by asking if there’s any information they do not want included.
Inform them when you think they may be contacted. This way, you ensure that they take the call. In addition, it helps them to prepare for the upcoming conversation.
Keep them in the loop. Give them updated copies of your resume and relevant job postings. Keep them apprised of any specific skills you think make you a good fit for a position or traits you’d like them to mention to potential employers.
Express your gratitude. Each time a reference supports you, send a thank-you note. Even better, add a gift card or take them to lunch.

With the right references in your corner, you’re well on your way to winning the fight for the job of your dreams. To learn more about crafting your successful career path – as well as current opportunities in your field – read our related posts or contact the team at PrideStaff Fresno today.

Should You Hire Your Best Friend to Fill an Open Position?

Some employers prefer to avoid mixing their personal lives with business. Others clearly see the benefit of working with people who know them well. So if you’re considering hiring a good friend to work for you, you need to decide where you stand on that spectrum. Can your friendship survive in the workplace and bring added value to your company?

The Pros

When you hire a friend as your employee, your personal relationship must be strong and preferably long-standing. Work issues need to remain at the office – and personal matters and feelings shouldn’t cross that threshold.

Stick to these guidelines and the benefits can include: Hiring Top Employees in Fresno

Having a work relationship with someone who knows and understands you. The learning curve is shortened as your friend already is accustomed to your style, cares about you, and has an added investment in your success.
And vice versa. You know your friend, their communication style and work ethic. It’s less of a gamble than hiring someone you don’t know.
You can save time and money. Recruiting is expensive. You already have a good idea of your friend’s skills, qualifications and background. Equally important, you know that they’ll mesh with your company culture.

The Cons

Friends are equals. Bosses and employees are not. If you have any concern about ruining your friendship, it could hurt your work performance as well as do irreparable damage to your personal relationship.

Discipline may be difficult. It probably won’t be easy and it may not have the desired effect. You can’t hold back for fear of hurting their feelings. Or they may brush it off as simply “an old buddy having a bad day.” In a worst-case scenario, you might have to terminate your friend. This casts you as the ultimate bad guy, even if you’re simply making the right business move.
There may be money issues. Some people are uncomfortable earning less than their friends or holding lower-ranking positions. If ego stands to get in the way, it’s probably best not to hire your BFF.
The dynamic shifts at work. There can be no professional jealousy, even if your friend is used to making all the decisions related to your social life and plans. Your friendship must be very solid in order to withstand the inevitable stresses of the boss/employee structure.

Best Practices

If you decide to hire your friend, go in with your eyes wide open. Spell out the terms clearly and make sure both parties agree to them. Done right, it could be an excellent move on all counts.

Write out all employment and benefit details, as well as company policies and procedures. Go over them with your friend and be sure they understand and accept them. Have them sign off and keep a copy of this document on file.
Hold your friend to the same standards as everyone else. Pressures may arise from time to time due to expectations of a promotion based on friendship rather than merit. And other employees may assume that your friend is being shown favoritism, especially if they do advance within the company.
Maintain professional decorum in your on-the-job relationship. Keep non-business conversations for non-business hours and venues.

The PrideStaff recruitment team can partner with you to effectively manage your sourcing, hiring, and staff retention strategies. Read our related posts or contact us today for more information.

Are you on a Career Path that will Make You Happy in 10 Years?

Career planning is not a one-time activity – at least not if you want to be happy with what you’re doing over the long term. You need to create – and then possibly recreate – career goals that work for you. This should be a liberating and fulfilling experience, whether it results in growing within your current organization or transitioning to a new professional path.

Where will you be in 10 years? And more importantly, will it be the right place for you?

Make career planning an annual event.

Just as you would schedule an annual physical or dentist appointment, find a day (or weekend or longer, if necessary) to hold a career self-retreat. Remove any other distractions and focus solely on where you’re going and what you really want out of your work.

Map your path since your last planning session. Don’t dwell on it, but use it to your advantage as you look ahead. Have you been happy? What might you do differently?
Reflect on your likes and dislikes. People change. Something you loved three years ago may no longer be as satisfying. Take time to really think about the things in your life – not just your job – which you feel the most strongly about. Make a list of your likes and dislikes. If job-related items fall mostly in the “like” column, you’re on the right path. If not, it’s time to being examining new career options.
List your needs related to your career. Understand the motives that drive your happiness and sense of success. For example, do you want to make a difference? Be famous? Achieve financial independence?
Examine your pastimes and hobbies. This may seem odd, but often a person’s leisurely pursuits provide great insight into future career plans. The artist Paul Gauguin was a successful business person till encouraged by a painter to take a serious look at his hobby and turn it into his paid livelihood.

Create goals around your ideal life.

Think about the kind of life you want to lead. Then consider how you can apply your greatest strengths to putting these dreams into action.

Your career should be about making a maximum impact by using your best skills in a fulfilling environment. If you’re someone who works hard, adds value and is a person others want to be around, your career opportunities will be abundant.
Write it down. Turn your goals into fully-formed sentences. This transforms seemingly random thoughts into something you can actually work with. Once you know the life you want, you can begin to know which people, companies, jobs and side interests will best move you toward it.

Answer these questions.

To pin down you strengths and value-adding qualities, ask yourself:

In what way do I want to contribute?
What do people appreciate most about my work?
If my boss were to recommend me, what would they say?
What would I want them to say?
When was I happiest at work recently? Why?

Then write down the answers that help describe your ideal work life:

Where do you work?
When does your day start and end?
Who do you for and with?
What does your work area look like?
Who appreciates and values what you produce? How do they show it?
What do you do in your free time?

The professional recruitment team at PrideStaff Fresno can help you improve your life by taking your career in the right forward direction. Contact us today to learn about available opportunities and resources to enhance your planning strategy.

Encourage Teamwork to Ensure Long-Term Organizational Success

You may have the brightest and best-qualified individuals working for you, but unless they collaborate as a team, your chances of success in achieving business goals are slim to none.

On a well-functioning team, every member feels empowered and valued. They continue to develop stronger cohesion with their coworkers, which ultimately boosts morale and productivity. The best teams allow individuals to learn from one another, bolstering their competence and broadening their experience.

How can you successfully build a team?

Recognize that teams are made up of individuals.

Each team member has a clearly-defined set of skills that needs to be identified and measured against those of the others. Once each individual – and the team leader – realizes what they can best accomplish, achieving goals becomes not only possible, but also eagerly anticipated.

Consider the diverse strengths of each participant. Tap into them and use them to achieve overall objectives. In the process, build confidence as each person gets to shine in their own way.

Lead your team as they set goals.

Goals should be established by the team as a whole, not merely dictated by the boss. The manager or leader sets overall direction and ensures alignment with larger business objectives, but their role is one of facilitator and mentor.

Establish individual and team goals. All goals should be well-defined, fair and consistent. Consider the SMART approach: specific, measurable, achievable, results-focused and time bound.
Don’t change the rules. Once goals and expectations have been set, don’t change them once work begins. While there may be modifications as a project unfolds, the basic premises should be upheld, unless the entire team concedes otherwise.
Generate passion and commitment. The team leader must be able to identify and articulate objectives in a manner that brings out the best in everyone and drives them toward a common outcome. They also must secure the necessary resources to allow their team to succeed.

Have a robust communication strategy.

To ensure optimal results, everyone must feel comfortable working with other team members. All should feel that their ideas, suggestions and concerns are being heard in an open, responsive and respectful manner.

Hold team meetings at regularly set times. Have an agenda that offers everyone a chance to contribute. Keep these key updates efficient, orderly and on point.

Develop new leaders.

True teamwork means encouraging individual leadership development. Ask team members about their concerns and the collective priorities of the group. Then encourage individuals to stand up and lead.

Foster active listening. This allows team members to speak up without interruption. Instead of giving orders, guide your employees to think and talk through their issues. Then, they’re more likely to come up with collaborative solutions that hold up for the long term.

Celebrate success.

Reassure team members that their contributions and leadership have been recognized and had a positive impact on the business. Recognize achievements and milestones, as well as overall success at the end of a project. Reward appropriately.

The workforce development experts at PrideStaff Fresno can help you effectively team build and address the human capital needs that are integral to your long-term business success. Contact us today to learn more.

3 Reasons to Find a Mentor to Help You in Your Career Growth

The origin of the word “mentor” dates to Greek mythology. Mentor was the teacher of Telemachus, the son of Odysseus, who was king of Ithaca. The word evolved to mean trusted advisor, teacher and sage. Today, mentors are experienced colleagues who can provide you with invaluable help and guidance as you begin or advance your professional career.

Your mentor is the first person you turn to when you face career ups and downs, whether you’re searching for a new job or developing your current one. They’re readily accessible to share their knowledge, experience, wisdom and creativity.

Mentors keep you positive and motivated.

Mentors accept you for who you are and help you progress at your own pace. Mentoring is a positive growth and learning experience for both parties.

Your mentor motivates you to accomplish more than you think you can. They listen and foster your self-motivation. The best mentoring relationships are actually guided by the person being mentored.
They are positive people who help you find the lessons in your experience and use them to move forward. Their uplifting attitude helps you through tough times and shows you how to “make lemonade” by finding opportunities in the difficulties you face.

They help you look objectively at your shortcomings and turn them into positives.

It’s easy to see others’ weaknesses, but sometimes more difficult to spot your own. Sometimes, the same thing you criticize in others is something you manifest yourself. Your mentor holds a mirror to your personality and style. They’ll be relentlessly honest in reflecting what they observe back to you.

Mentors hold you to higher standards. They encourage and congratulate you when you meet their expectations and correct you when you fall short. But their criticism is always constructive and given in a manner that allows you to learn what to do differently the next time around.
They suggest ways in which you can improve. They focus on specific areas as needed, such as communication skills or emotional intelligence. They’re truthful with you even when it stings, but all in the interest of helping you to grow and learn.

Their hindsight is your foresight.

Mentors use their own experience to help accelerate your growth and offer their wisdom freely. They can help you navigate tricky situations that you may encounter. Whatever you’re going through, chances are they’ve been through it themselves or know someone who has.

Mentors provide sound advice and can save you from costly mistakes. This may be in your approach to delicate salary negotiations, how to succeed in a new role, dealing with difficult people or confronting unethical practices. You can benefit from their experience without the consequences of gaining it firsthand.

The career development experts at PrideStaff Fresno can help you improve your career opportunities – whether it’s finding new ones or advancing the one you’re currently in. Read our related posts or contact us today to learn more.

3 Reasons to Find a Mentor to Help You in Your Career Growth

Mentors keep you positive and motivated.

Mentors accept you for who you are and help you progress at your own pace. Mentoring is a positive growth and learning experience for both parties.

Your mentor motivates you to accomplish more than you think you can. They listen and foster your self-motivation. The best mentoring relationships are actually guided by the person being mentored.
They are positive people who help you find the lessons in your experience and use them to move forward. Their uplifting attitude helps you through tough times and shows you how to “make lemonade” by finding opportunities in the difficulties you face.

They help you look objectively at your shortcomings and turn them into positives.

Mentors hold you to higher standards. They encourage and congratulate you when you meet their expectations and correct you when you fall short. But their criticism is always constructive and given in a manner that allows you to learn what to do differently the next time around.
They suggest ways in which you can improve. They focus on specific areas as needed, such as communication skills or emotional intelligence. They’re truthful with you even when it stings, but all in the interest of helping you to grow and learn.

Their hindsight is your foresight.

Mentors provide sound advice and can save you from costly mistakes. This may be in your approach to delicate salary negotiations, how to succeed in a new role, dealing with difficult people or confronting unethical practices. You can benefit from their experience without the consequences of gaining it firsthand.

Is Micromanagement Hindering Employee Growth & Creativity

Micromanagers spend an inordinate amount of time not doing their own jobs, but instead controlling the functions of people they should be coaching, developing, and leading. In best-case scenarios, micromanagement is an impediment to maximum progress. In extreme cases, it can cause an entire organization to stagnate and top talent to leave.

The Collateral Damage of Micromanagement

Micromanagers become irritated whenever their subordinates make decisions or take actions without first consulting them. This can essentially kill employees’ initiative, skills development, morale, and drive. Micromanagement:

Stifles innovation. Employees can’t come up with new ideas or procedures on their own. They become drones who wait to be told what to do, rather than taking even the smallest risks that come with progress. Unless things change, the best workers find new jobs and the company is left with those who are content to constantly sit back and wait for direction.
Slows work flow. Delegation is an essential element in any healthy organization. Inefficiency results when all approvals and forward steps, no matter how minor, must go through a manager. Communication and teamwork are hindered, as managers fail to respect the self-directed work of their team members.
Leads to feelings of resentment. It creates an environment where instead of being motivated, people are simply anxious to get the boss off their backs. This constant pressure becomes their main focus, rather than being attuned to accomplishing a task or project.
Can cause insecurity. If employees are micromanaged, they may sense that their supervisors are disregarding other mission-critical areas and hence, the company may be in trouble. This misperception not only threatens retention, but it also can cause irrevocable damage to your reputation and employment brand.

Micromanagement vs. Project Management

Managing a project requires juggling various tasks and keeping your entire team on schedule. While there may be some advantages to micromanaging on occasion – such as a higher likelihood of meeting time deadlines – it becomes a negative when taken to extremes.

Managers should be accessible without being stifling. It’s beneficial to have an open-door policy whereby team members can approach management to have questions answered and details clarified. But if leaders ask for updates too frequently or direct every task for every employees, it causes distractions and even work stoppages. Employees may be unable to brainstorm ideas. Ultimately, your company risks losing repeat business by not delivering exceptional customer outcomes.
Delegation leads to success. It allows managers to pass on some portion of their own workload to capable subordinates so they can concentrate on other important issues. They should meet with team members to discuss project goals and timelines, respond to questions, facilitate progress, and obtain periodic updates. If changes need to be made, they should guide the new direction and then step back and allow employees to proceed. Their role is to be available as a resource, but not to demand input for every single step.

Do the harmful effects of micromanagement look all too familiar? If you need assistance and resources in addressing this and/or other HR challenges, consider partnering with a workforce development expert from PrideStaff. We can help you shape your successful workforce and leadership team for today, tomorrow, and the future. Read our related posts or contact us today.

Negotiation Strategies to Help You in an Interview

You’ll never be in a stronger position to negotiate specific terms of your employment than right after you’ve been extended a solid job offer. Too many candidates concede this power by accepting the first offer given – whether it’s for salary, flex time, or whatever package you’re seeking as you make this major career and lifestyle commitment.

Now is the time to go to bat for yourself and secure a deal that you can not only live with, but feel really, really good about …

Negotiate Your Salary

Be ready and firm about what you’re willing to accept when it comes to your salary and compensation package.

Know your worth. Do as much research as necessary to learn the current market value of your position. Know the going rate for those in comparable jobs within your geographic area.
Monetize what you do. Show how you’ll add value to the company by helping your employer achieve their business goals. Be prepared to sell them on their ROI for hiring you.
The bottom line is the bottom line. Cite specific examples of how you’ve made positive contributions in past positions. Plan to explain how these relate to the job being offered.
Wait for them to blink. Avoid raising the topic of salary. If asked about your monetary requirements, practice a response you can use to deflect the issue. You may use something like, “The salary I’m asking might not exactly match your figure, but I’m flexible.” Then return to your selling points.
Use the magic four-letter word. What do you think it is? That’s right. Once you hear a salary figure, respond with “Hmmm.” This gives you pause to compare the stated figure with the one you previously researched. Respond with your pre-determined number. Remember, you’ve already justified your value and you know the competitive market rate. Plus, they already want you. Now you’re just negotiating price, so don’t be afraid to put your request on the table.

Negotiate Flex Time

Company culture should drive your decision whether – and how – to bring up a request for telecommuting or a flexible work arrangement. Information and timing are key elements to negotiating success.

Learn as much as you can about the organization’s culture prior to your interview. Start by checking the careers section of the company’s website. If they position flex time as a desirable employment feature, this indicates that it’s a key feature in their recruitment strategy. But be sure they walk the talk. Verify this by checking with current or past employees, either personally or via social media.
Look for additional clues when you arrive. Are there visible indicators that work/life balance is a company priority? These may include family photos, displays of children’s artwork or even your interviewer’s verbal or physical demeanor. Do they appear fatigued, preoccupied and stressed – or well rested? You might ask about “a typical day” or “expectations around special and unexpected projects,” depending on what course the conversation takes.
Bring this up only after both sides have finished negotiating a salary and come to a mutually agreeable figure. Then, segue into your previous success with flexible scheduling, if applicable. Clearly demonstrate how it positively impacted your productivity.

The recruiters at PrideStaff Fresno can partner with you as you successfully navigate your job search and negotiation process. Read our related posts or contact top recruiters in Fresno today to learn more.

The Sky is the Limit! Make 2015 a Breakthrough Year for Your Company

When finalizing your HR plans for 2015, keep in mind: How will your company define success?

Having the right team in place, working toward a common set of goals, is critical to overall business success. And in several key areas, it will be a whole new world in this New Year.

Take Engagement to New Heights

If you completed an employee engagement survey in Q3 or Q4 of 2014, good for you. If not, make it your top priority in 2015.

Act promptly and visibly when survey results come back. If you don’t, the entire effort will backfire as employees become disengaged or decide to leave all together. Make sure results drive related budget decisions.
Use your data. Develop a set of specific plans and realize change actions in a timely fashion. Test the pulse of your workforce throughout the process.

Consider an Employee Incentive Program

An incentive program allows you to visibly track ROI improvements. It enables you to drive long-term, sustainable behavior changes that support business goals. As you do so, you motivate, recognize and reward the people who mean the most to your company.

With an incentive system, you can launch an employee referral program. This bolsters effective talent acquisition and helps build a culture of loyalty and retention.

Meet Obamacare Head On

The employer mandate of the Patient Protection and Affordable Care Act, aka Obamacare, takes effect in 2015 for companies with more than 100 employees. While many specifics of the program remain uncertain, some clear trends have emerged as a result of its introduction.

High-deductible health plans (HDHP) are challenging employers. You need to understand their nuances as you seek the right balance in shifting costs to employees. Along with HDHPs will come increasing use of voluntary benefit plans, providing first-dollar coverage for unexpected healthcare costs before deductibles are met. These plans require education on the part of both employees and employers.
Start – or grow – your wellness program. The Employee Benefit Research Institute Reports that nearly 36 percent of employers plan to add wellness programs in 2015. As well as being a path to a healthier, more productive workforce, they offer a popular employee benefit. Today’s wellness programs feature the use of personal devices such as smartphones or fitness trackers that provide metrics ranging from exercise and motion to sleep patterns.

Embrace Your Multigenerational Team

2015 is the year of the Millennial, as this generation of employees becomes the workforce majority and the youngest Baby Boomers celebrate their 50^th birthdays. More than 100,000 Americans are currently retiring every month. Your ongoing challenge is to preserve and share their skillsets and complete a successful intergenerational knowledge transfer.

Attitudes toward flex time and telecommuting have changed. These are high priorities, especially among Millennials who value them, often above compensation. Regardless of employees’ birthdates, more emphasis is being placed on work/life balance. You can boost morale while maintaining productivity by exploring these options.
In today’s information age, many more jobs lend themselves to remote work. The Society for Human Resource Management (SHRM) notes that the number of employers offering work-from-home options rose from 34 percent in 2005 to 63 percent in 2012.

It looks like an exciting – and perhaps slightly daunting – year ahead for HR professionals.

Do you need an expert HR partner as you stay ahead of the ever-changing business curve?

Contact the PrideStaff Fresno team today. We can help make it your best year ever!

Looking Toward Setting Annual Goals in 2015

Were New Year’s resolutions meant to be broken? The statistics would support this theory, as one-third of all Americans resolve to better themselves every January. While 75 percent of them
uphold their resolutions for at least a week, only 46 percent are still on track six months later.

But when it comes to your career goals, this is one area where you should keep your promise to yourself. As you move forward into 2015, now is a good time to evaluate your professional criteria, your career strategy and your future outlook as a professional.

Refresh Your Resume

Whether or not you plan to seek new employment, this is a step you should take on an annual basis. Review both your resume and your LinkedIn profile and make any necessary updates.

Use the best resume format for your current situation. If you plan to look for a better job in your current field, a chronological format is probably your best bet. Consider a skill-based resume if you’re considering a new field or have awkward gaps in your employment history. Plan to customize every resume to job descriptions, with a focus on relevant accomplishments.
Be sure your resume is keyword friendly. Increasingly, recruiters and hiring managers use applicant tracking systems (ATS) to make initial candidate selections. Match keywords to job postings and position them high in your resume content for maximum exposure.
Target measurable achievements. This is the best way to showcase your career accomplishments to date. For instance, instead of simply saying that you “implemented an electronics records system,” also note that it “reduced operating costs by $3 million in a 12-month period.”

Reenergize Your Networking Efforts

No matter how impressive you look online or on paper, nothing beats getting out there and taking to your fellow professionals, along with connections who may offer leads to a new career opportunity.

Your network is wider than you may think. It includes friends, friends of friends, classmates, instructors, coworkers, neighbors, and members of your gym, church, clubs and organizations. Show your face and say hello. Initiate and participate in conversations.
Consider volunteering. It’s an instant mood and confidence booster. In addition, you’ll benefit from meeting more people – and it’s a true resume asset.
Optimize your use of social media. In addition to LinkedIn and Facebook, utilize platforms like twitter, YouTube, Pinterest and Instagram. Get involved in Meetup for a bridge between making connections on line and interacting face to face.

Be Persistent and Productive

Constantly manage your time, honing in on your job search when you’re at your best, and never give up. Be patient and trust the process.

Use high-energy time to network and make follow-up calls. During periods of lower energy, research potential employers, prepare for interviews and organize your materials.
Use downtime to create positive routines. Prepare and enjoy healthy meals. Socialize. Master a new skill, hobby or interest. In the long run, you’ll be more balanced, relaxed and energized.
Accept temporary employment. You’ll gain valuable experience while seeking a full-time job and be more attractive to prospective employers.

Is a new job on your list of goals for 2015?

Contact the recruiters at PrideStaff Fresno. We’ll help ensure your success, beginning with an in-person interview to help define your goals and find the right fit for you. This is one resolution well worth pursuing!