Don’t Quit Your Job Before Reading This!

Leaving your job is a major life adjustment. If you have your next position lined up, you need to be sure the culture, work environment and personal and professional transition will succeed as you envisioned. And if you’re facing unemployment, you have to make sure that you fully prepare from a financial standpoint.

The Pros and Cons of Quitting Your Job

Questions to Ask Yourself
Before you resign, take a step back and evaluate what it is that you ultimately want from your life and your career. Define your priorities, so you can align your strategy with them as you take the next step.

Avoid acting impulsively. Keep things in perspective: Everyone goes through bad patches, which may last several weeks or even months. Quitting in the heat of the moment may be liberating at first, but you could live to regret it once your flow of paychecks dries up.

Consider these questions:

• What does the current job market look like? Take time to explore the options in your field. Network with others and get a feel for the overall outlook. For instance, will you have to relocate or significantly increase your daily commute in order to land that “dream job?”
• What are you really unhappy about? Pinpoint the specific issue that’s frustrating you in your current position. Is if the people? The environment? The hours? The work itself? Then, consider the scope of your frustration. Maybe you can seek an outlet outside work for some relief – or move to another department. But, if you decide that you’re definitely not in a good place, it’s probably time to make a move.
• Do you have a realistic plan for your next step? Determine your strengths and how you can leverage them. Make plans to develop any skills you sense are lacking or out of date.

About the Money
Unless you have a better-paying job lined up, now is the time to take a hard look at your finances. A general rule of thumb is to allow one month of job search time for every $10,000 you earn. For example, in the case of a job paying $50,000 a year, you should have enough savings to cover five months. Also consider how long you can continue carrying health insurance and other benefits.

• Make a spreadsheet. Include passive income streams, cash burn amounts and your entire net worth. Play around with the numbers, erring on the side of caution. By putting it all down on paper, you’ll have a better idea where the holes are. Optimize the deficiencies until your satisfied – and do all this before you quit.
• Remember superannuation. If you have a new job lined up, the employer may not put your super into the same fund as your old company. Request that they transfer your retirement savings into the right account from Day One.

Looking for a New Career Opportunity in Fresno?

If you’re considering a career change, there’s no better time to work with a professional recruiter who can partner with you to meet your needs and realize your personal and professional goals. Read our related articles for job seekers or contact the experienced recruiters PrideStaff Fresno to learn more.

Consider These Tips When Searching for a Job

The key to your job hunting success is staying positive and motivated – which can be a daunting prospect when your search takes longer than expected. The right attitude helps you remain persistent and project the best possible image at interviews.

Take time to periodically reassess your strategy. For instance, do you need to expand the scope of your geographic boundaries? Or, should you narrow your criteria versus applying for every possible opening? Your search will be the most productive if you focus your efforts on positions that are a good match to your background, requirements and lifestyle interests.

Expand Your Knowledge Base
It can be easy to let your mind atrophy while you’re out of work. Don’t let your skillset become outdated. Instead, use your time to stay current and learn new things that will benefit you in the future.

• Take a class. Look for courses that not only pique your interest but also enhance your marketability. By enhancing your professional knowledge, you’ll distinguish yourself from other candidates. This also provides a welcome break from your job-search activities.
• Read. Find out how others, especially those you most admire, achieved their goals. You can productively multi-task by listening to books on tape while driving, cleaning or working out.

Get Involved
Active participation in community volunteer and professional opportunities can be highly beneficial as you drive your career efforts forward.

• Donate your time and talents. Meaningful volunteer initiatives make a real difference in people’s lives, which gives you a feeling of fulfillment and accomplishment. And the contacts you make may be helpful in your job search.
• Join a professional organization. If you already belong, become more active. Participate on committees, task forces and boards. You’ll continue to expand your network while providing valuable support.

Recharge Your Battery
If you spend every waking moment on finding new employment, you’ll ultimately become less productive and be at risk of burnout. Set aside time for other priorities including family, friends and hobbies.

• Exercise. Repeated research has shown that physical activity minimizes the psychological impact of stress. You’ll feel healthier and more energetic, which helps you to stay motivated. Good ideas often arise while you’re burning off your concerns.
• Keep a journal. Write down your thoughts during this time of transition. Your entries don’t have to be creative or lengthy. What may seem like insignificant brainstorming or rambling could lead to a successful new idea or approach.
• Be around upbeat people. They’ll keep your spirits high and help you to believe in yourself, even when the chips are down. Remember, when job hunting you’re selling your personal brand, so you have to keep believing in its value. Keep your thoughts positive and view setbacks as opportunities. Never take rejection personally or let others discourage you.

Now is a great time to get some fresh advice from a career counselor or recruiter as you set your future strategy. To learn more about the employment market in your field and how to plan your next steps, contact the specialized recruitment team at PrideStaff Fresno today.

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Being Shy Isn’t a Good Excuse to Not Network

More than half of all respondents in a recent HotJobs poll noted that networking helped them land their most recent jobs. Networking is key to career success but if you’re shy by nature, it can be cause for extreme anxiety. You know you need to do it, but you absolutely dread “schmoozing.”

The good news is: Networking isn’t just about working a crowd. In fact, introverts have some qualifications that work to their advantage. For instance, they tend to be excellent listeners who reflect before speaking and enjoy one-on-one conversations.

And that is the essence of successful networking: building relationships with individuals based on mutual generosity and support. So as daunting as it may seem, you can do it.

Some Common Sense Advice
Boost your networking confidence by following these common-sense steps:

• Start small. Seek out familiar faces. Successful networking doesn’t have to be a “cold call.” Starting with a known contact demystifies the process and helps get you over your initial shyness hurdle.
• Smile. It’s a simple, basic premise, yet sometimes we have to consciously think before we do it. Scowling and serious expressions are forbidding. People are more likely to warm up to you if you smile and just say hello.
• Ask a question. This is the best way to engage in a group conversation. By asking a good question, you build your credibility. And, it’s a lot easier than chiming in with an opinion right up front.
• Say a person’s name. People love to hear it. They feel more comfortable talking to you and more like they already know you and vice versa.
• Be yourself. Many introverts mistakenly think they have to act like extroverts when networking. While you do have to make an effort to be more outgoing than normal, don’t be artificial. Instead, be the authentic person you are. You’ll get better results, hands down.
• Tap into your passions. Join clubs and attend events that relate to your favorite activities and interests. The people you meet may just have access to the job you’ve always wanted or company you want to work for. Engaging in activities you enjoy with other people makes conversation much easier and more natural.
• Be prepared. Think of ice breaker questions in advance and also anticipate which questions you may be asked; for instance, why are you job hunting? Have your answers ready.
• Volunteer at large events. Shy people often find it easier to become acquainted with others by making a contribution, rather than small talk. Volunteering gives you a defined purpose, and the work itself can be a good networking opportunity.
• Arrive at events early. Beat the crowd and get there before groups form. There will probably be just a few random others who came early and they’ll be delighted to have someone to talk to. Then, you automatically become part of a group.

The Value of a Career Coach
Mastering the art of networking is like learning any other skill. It takes practice and commitment – and an experienced coach can be a tremendous asset as you fine tune the process. The PrideStaff Modesto team is ready to help as you take this key step towards career goal achievement. Read our related posts or contact our experienced, Fresno-based, recruiters to learn more.

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Establishing Company Policies that Will be Followed

Companies evolve over time and so do their policies. New policies are written to prevent certain issues from reoccurring, fend off potential problems, and maintain organizational order and efficiency. As your policy manual grows thicker, keeping watch over and holding everyone accountable to compliance with them becomes more of a challenge. You need an effective control mechanism.

Pay Attention
Rules are nothing without accountability. And accountability doesn’t work unless everyone – starting with you and your leadership team – is paying attention.

• Managers must stay alert and constantly help employees function within policy guidelines. This involves identifying and coaching through infractions when they occur. Otherwise, breaking rules will become the norm.

Consistency is Key
Mid and upper-level management must consistently enforce policies. Any form of preferential treatment instantly creates an unhealthy double standard.

• It’s okay for employees to earn special privileges through clearly defined qualifiers, but never allow indiscriminate rule violations. This will contaminate your culture and quickly erode morale. If you want everyone working together to do what’s best for the company, then everyone must adhere to and live by the same rules.
• Define the lines that can’t be crossed. While some rules allow wiggle room, others cannot. These are the policies that are the foundation of what every company is built on and pertain to safety, integrity, trust and respect. For certain infractions, termination may be the only option. For others, probation, reassignment or specified skill training may be the best course of action.

Communicate
Tell employees the reasons behind the rules, keep them continuously updated and reminded about them and when problems do arise, let them be part of the solution.

• Every rule serves a purpose. But if employees don’t understand, they may interpret certain policies as infringements on their freedom. Educate your workforce regarding why policies, especially the less popular ones, were established.
• Distribute policies widely. Put a handbook in every employee’s hands or an email in everyone’s account. Required a signed acknowledgment form indicating receipt and understanding. Post policies regarding fair employment practice and safety in common areas throughout the workplace. Insert reminders and updates in paychecks and orientation and open enrollment packages.
• Let employees collaborate with management to address problems that arise due to policy violations. Shift the solution to those involved.

Provide Training
Build a training program around policy matters. Ensure that everyone in your company understands them and knows how to comply with and apply them in a fair, consistent manner.

• Designate mandatory training regarding equal opportunity employment. This will avoid potential liability. Check with the EEO Commission for guidance.
• Ensure that managers and supervisors understand disciplinary issues and practices. Instruct and remind them to work with HR as needed.
• Explain workplace policies to new hires at orientation. Encourage them to ask questions. Describe the steps to be taken if they witness inconsistent application of policies.

The HR specialists at PrideStaff Fresno can assist as you finalize, communicate and effectively enforce your workplace policies and procedures. Contact our team of experienced team of recruiters today form more information! 

How Much of Your Past Should You Include on Your Resume?

There’s no single “one-size-fits-all” resume. The key is to present yourself as the right candidate for the job. Include relevant information that best positions you for success and makes you stand out among the competition. The most effective resume is the one that gets you hired.

• It takes an employer approximately six seconds to make a “fit/no fit” decision when they first read your resume.
• Eighty percent of this precious time is spent on these elements: your name, your current and most recent employers, related start and end dates, and your educational background.

So be sure not to clutter your resume with information that doesn’t matter. Give your prospective employer what they want, and be prepared to tweak your presentation accordingly.

The 10-Year Rule of Thumb
When you submit a resume, your goal is to immediately impress the reader with specific qualifications and experiences that make you a fit for the position on the table. That being said, employers are most interested in what you’ve done recently. Most experts agree that 10 years’ worth of work history is a good rule of thumb, though there may be exceptions.

• If you’ve worked for the same company for more than 10 years, focus on the different positions you’ve held. Show how you’ve grown and advanced within your organization. Stay away from technology or business practices that may have become obsolete.
• If a job description asks for more experience, then limiting your resume to 10 years may make you look unqualified. If you’re worried that including positions you held decades ago will make you seem too old, it’s okay to add skills you learned there versus listing the specific job. Again, focus on what the hiring manager wants to see, not how much information you can cram onto two pages – which by the way, is the maximum resume length you should be striving for.
• If you have a shorter work history, you may want to include more positions. Even if they don’t seem relevant, be creative. That job you had flipping burgers at the beach? Showcase how it helped you develop teamwork, communication, and customer service skills. As you gain more experience, you can swap out these positions for others that are more in line with your chosen field.
• Be consistent and provide a complete timeline. Omit your oldest jobs, not random positions, to avoid gaps on your resume. Remember, you can list years on your timeline versus months.

About Your Education
In addition to your work experience, consider how your resume presents your education and other professional training achievements.

• Unless you’re a recent graduate, there’s no need to include the dates that you completed college. Simply list your school, degree, and any pertinent information, for instance, “major in management with minor concentration in human resources administration.”
• It’s generally not necessary to include dates when you completed professional development courses or classes. However, you should list certification dates, so employers know they’re current.

Partnering with a career coach can be extremely beneficial as you perfect your resume – and tailor it to each job opportunity that comes your way. To learn more, read our related posts or contact the professional recruitment team at PrideStaff today.

Start Hiring for the Future

Loyal employees are at the heart of successful companies. When people feel fulfilled in their jobs, they go above and beyond to help their organizations – and they tend to stay with them for the long term.

How can you find long-serving talent that supports your ongoing mission and vision? The key lies in avoiding a “firefighting” approach to hiring. The more you recruit and staff based only on today’s needs, the less you’re investing in the lasting success and ongoing growth of your organization.

Build a Robust Process
Employee loyalty is inspired by flexibility and individual attention. A rigorous hiring process pays off in the long run. By being more selective on the front end, you will lose fewer people later on.

• Develop realistic job previews. These are the right combinations of updated descriptions, testimonials, videos and tests that give prospective hires an accurate appraisal of your company culture, along with the pluses and minuses of the job itself.
• Implement an employee referral program. One study showed a 46 percent retention rate after one year by individuals hired through employee referrals. This compared with rates of 33 percent for those recruited via career sites and 22 percent hired via job boards. And hires referred by other employees had a lower chance of being terminated for poor performance, making them better long-term fits.

When investing in your future workforce, your goal is to determine whether a candidate is:

• Fresh or stale: The right hire may be a brand new graduate or a 20-year veteran. That wet-behind-the-ears college senior with the latest skills may trump the candidate who actually has one year of experience repeated 20 times. Look closely. The weight placed on length of experience depends completely on the specific role and type of support the new hire will have. Is your focus on a seasoned subject matter expert or cutting-edge innovation and technology?
• A genuine lifelong learner: This means more than just collecting designations and letters after your name. The best employees are those who continuously develop themselves to benefit not just their careers, but also the role they fill and the company they work for. For instance, do they belong to professional organizations in name only or do they actively contribute? Do they attend seminars and take courses? Be sure their efforts are up to date, not 15 years old.

Hire for Cultural Fit
Cultural alignment between an employee and employer is critical, especially if an individual’s role involves interaction and cooperation with others. And don’t they all?

• Know your culture and don’t hire a candidate unless you’re 100 percent satisfied that you’ve made a match. Learn their values, preferences, goals and objectives.
• Of 18 consistently top-performing multinational companies over 50 years, all place top emphasis on cultural fit when hiring.

To learn more about perfecting your strategy to hire for tomorrow today, read our related posts or contact the PrideStaff Fresno team.

Does Your Networking Strategy Include This HUGE Problem?

If you find yourself struggling to make more career friends and foster professional connections, you probably need to reexamine your networking strategy. Effective networking takes time and effort, but it begets great rewards.

As you build relationships, remember, it’s not all about you. Instead of a “What’s in it for me?” mindset, approach every networking opportunity thinking, “What can we do for each other?”

Are you a selfish networker?
Of course you have needs and goals. But so do others. Networking is partnership where everyone benefits by:

• Getting ahead.
• Making introductions and cultivating long-term relationships.
• Accessing learning, development and growth opportunities.

When networking, offer value before you ask for something. Doing so early on proves you’ll be a valuable lasting connection. It also encourages others to return the favor.

Do you wait too long to follow up?
Follow up within one business day of your conversation and refresh the other person regarding what you talked about. Make notes and keep records of your outreach efforts and the status of your relationships. LinkedIn’s Relationships tab is a helpful tool for this purpose.

Do you regularly keep in touch?
Don’t reach out to your connections only when you need something. They’ll feel used – and rightly so.

• Send occasional friendly notes or emails just to see how things are going for them. This keeps you fresh in your connections’ minds. Then, when you really do need them, they won’t feel like you’re approaching them out of the blue.
• Participate in online communities and conversations. Offer yourself as an industry expert or advisor. Provide links to relevant articles or presentations. Do the same by providing helpful information in person. What goes around comes around!

Accomplish It by Working on It
Networking is not a one-shot deal. Weave it into your regular tasks and duties. Schedule time for it on your calendar if that’s what it takes. Ideally, it should become second nature.

• Begin with at least one hour a week. You’ll probably need more – and that will come in time – but an hour is a solid start. Scan the daily business news, attend a conference or event, or respond to an invitation to connect on line. Set up a lunch or date for coffee or drinks.
• Commit to a project that enhances your exposure. This could be writing a guest blog post or speaking at a seminar. Offer to mentor an entry-level professional or allow a student to shadow you for a day. These are excellent building blocks for your image and reputation.
• Nurture five to 10 key relationships. Not to disregard the others, but focus on those that offer the maximum potential return on your investment. This doesn’t change the required give-and-take balance; if anything, it accentuates it even more. What matters most is not the length of time spent on each contact, but rather the frequency and quality of interactions. People are busy, so don’t overdo it. Decide on the most venue they prefer, be it the phone, email or a text message.

A professional Fresno career coach can be a great source of direction on how to effectively network and further build your career path strategy. To learn more, read our related posts or contact the PrideStaff Fresno team today.

Is Your Company Culture Something to be Proud Of?

Company culture – the embodiment of your core values, mission, vision, and objectives – should be a source of pride for everyone associated with an organization. The benefits of a healthy culture and work environment are critical to morale, profitability, and competitive success. In such a culture:

• Employees are fully engaged and highly productive.
• Operations run smoothly and remain constantly subject to improvement.
• There’s an energetic team spirit and genuine excitement about future possibilities.

Hire the Right People
Build your culture by hiring people who will help you generate vibrancy and positive thinking.

• Focus on candidates who best reflect company values. Modify your hiring process to evaluate applicants’ passions and compatibility with the organization.
• Build your employment brand. Continuously nurture your reputation as an employer who appreciates its team members and respects their personal and professional needs.

Keep Your Mission Alive
Don’t just tuck your mission statement away in a binder. State it clearly and live it daily.

• Involve your employees. Solicit their feedback and input whenever you evaluate, modify, or review your mission. Articulate your core values and approach to customer service in concise statements that employees understand, so they’ll be motivated to change their behavior to benefit themselves and the company.
• Be sure everyone understands your strategic plan. Every employee should know where they’re going and how to get there. They should know their role in achieving organizational goals and why the company’s success is important to them.
• Be all inclusive. In a survey of 14 companies respected for their exceptional cultures, every one mentioned the need for teamwork among employees, departments, suppliers, customers, and stakeholders. In a healthy culture, cooperation and collaboration rule.
• Remain flexible. Today’s workforce demands flexible hours, a healthy work/life balance, and continual training and development to foster their growth. With the implied contract between a company and its employees no longer valid, you must flex your policies to help employees feel secure.
• Reward excellence and celebrate milestones. Once you’ve defined your culture, reward those individuals whose outstanding work exemplifies it. Never ignore anyone’s contributions or take them for granted.

Communicate
Great leaders set a clear direction, then constantly reinforce it. They are active listeners and masters at initiating two-way dialogue using the most effective media and techniques.

• Be honest and as transparent as possible. Inaccurate or evasive communication generates distrust and when trust is lost, it’s difficult to regain. On a positive note, ongoing communication regarding company objectives, performance, and initiatives enables your workforce to perform at higher levels.
• When employees understand what’s expected of them, they feel part of the bigger picture. This leads to a sense of ownership, which fosters long-term dedication and loyalty. Regularly offer communication forums such as round tables and meetings where questions and concerns can be aired without fear of negative consequences.

Your employees are your lifeblood, so make them feel as valued as they are by creating a culture that you can be proud of. To learn more, read our related posts or contact the team at PrideStaff today.

3 Reasons New Employees Fail (And How to Avoid This)

Research has shown that 46 percent of employees fail within 18 months of starting a new job – and it’s not because they lack the necessary skills.

During the hiring process, managers tend to focus too much on technical and educational requirements and not enough on interpersonal relationships and finding the right cultural fit. In fact, 82 percent of hiring managers in hindsight reported that their interviews unveiled subtle clues that a good fit was questionable, but they hired candidates anyway. Not so subtle after all!

Coachability, attitude, and emotional intelligence are more predictive of a new hire’s success rate than any level of technical competence. Remember, hire for these qualities. You can always train for skills development.

Coachability
It’s critical that a new hire has flexibility and is adaptable to new job requirements and changing business needs. This indicates a willingness to learn, take advice, and remain motivated and self-aware.

• Look for candidates who are open to constructive criticism. They should be able to adjust their work habits based on direction from managers, peer,s and work groups, for the good of the company and their own careers.
• To find out if a person is coachable, ask. Have they been coached in prior positions? How did it go? Job seekers should be proud to describe successful coaching experiences as a sign of their willingness to develop and improve.

Coachable individuals are:

• Open to personal and organizational change. Your potential hire should have the ability to orientate smoothly to your culture and way of doing business.
• Self-aware. Look for candidates with the desire and aptitude to create awareness around their strengths, weaknesses, emotions and behavior patterns – and how these traits could potentially impact their results. Employees with a propensity for self-awareness are ahead of the curve toward becoming leaders.
• Motivated. If a person is coachable, they’re willing to try new things, form new habits, and be dedicated to the process.

Attitude
If you hire for attitude, you will build the passionate, engaged workforce you need to grow and compete. Start by surveying your current employees. Ask them about high and low performance issues, situations, and consequences. This will provide a foundation for developing an attitude-focused hiring and interview process.

• Attitude correlates directly with culture. Do your homework to clearly define your culture and company “attitude.” For instance, DoubleTree Hotels promotes its culture of freedom, informality, and flexibility as it asks candidates to “tell me about the last time you broke the rules.”

Emotional Intelligence
Emotional intelligence accounts for up to 69 percent of performance success. It is crucial to any employee who needs to be adept at the give-and-take of working as part of a creative, dynamic team.

To hire for emotional intelligence, hone in on:

• Self-regulation. Emotionally intelligent people can regulate their own emotions and control their behavior. By being continually aware of feelings such as fear, anger, or anxiety, they prevent themselves from losing control or spreading these emotions to others.
• The ability to read others and recognize the impact of emotion-driven behavior on them. Look for candidates with a well-developed social and emotional radar. They can sense how their words and actions influence their colleagues. Candidates with a high emotional quotient are deft persuaders and motivators because they’re so skilled at reading others’ cues and adjusting their own words and behaviors accordingly.

As you seek to avoid costly hiring mistakes, you may benefit from working with a niche staffing partner who clearly understands your business needs and culture. To learn more, contact PrideStaff today.

How to Avoid the “Deadly Sins” of Hiring

The U.S. Department of Labor estimates the cost of a bad hire at 30 percent of an individual’s first-year earnings. So, you do the math. For an employee starting at a salary of $50,000, that’s a $15,000 hit to your bottom-line health. It’s beyond sobering to think of the cost when a senior-level hire goes bad. Not to mention the stress, frustration, headaches, and loss of morale and productivity that are the inevitable collateral damage.

Building a great team is essential, but a hiring misstep can derail you and threaten your competitive edge. To avoid a scenario or pattern of “misfire hires,” utilize a well-planned, deliberate approach.

Know What You Want
Often, managers have a general idea of what a job requires, but have not thought through the specific skills, knowledge, experience, and personality needed for success.

• Clearly define the position. Develop a clear, precise job description. Make it as transparent and detailed as possible, and keep it up to date. This goes for every job within your organization. It takes some time, but you’re be pleased with the return on your investment.
• Search for and identify candidates in a strategic way. Use relevant job boards and be sure they link to your company website. Integrate your posting into social media, considering options such as Instagram and Pinterest as well as LinkedIn, Facebook, and X.

Take Your Time – But Stay on Track
Keep your hiring process efficient. Never rush or cut corners, despite pressure to fill a position “yesterday.” At the same time, keep the momentum going and keep candidates in the loop from start to finish.

• Vet candidates thoroughly. Don’t skip references or background checks.
• Don’t hold out for the “perfect candidate.” At least, not for too long – or you may lose them to the competition. If there are unavoidable delays in your process, be sure to keep candidates informed, so they don’t go elsewhere due to your failure to follow up.

Perfect Your Interview Process
Be well prepared for on-site interviews. Your pre-screening should be complete, so you can focus your time on the best qualified applicants.

• Actively listen. During an interview, the candidate should do at least 80 percent of the talking. You need to effectively sell the position and your company, but don’t talk too much. The use of open-ended questions will help ensure that the conversation is a productive one where you truly get to know a candidate as an individual.
• Hire for cultural fit. Competencies and abilities are critical, of course, but you need to hire for fit. You can always train for skill.
• Don’t settle for vague responses. Ask follow-up questions as needed to seek real behavioral support for candidates’ talents and experience. Unless you are 100 percent satisfied with a response, keep the conversation going until you experience that “aha” moment.
• Don’t rely on gut feelings. Your process should incorporate both qualitative and quantitative input. Experience and intuition are important, but so are more scientific methods like testing, simulations, and work samples. No single aspect should be relied on exclusively. Rather, each should be weighted based on company values and job requirements.

Your professional staffing partner can help as you design and implement a clear-cut, successful hiring process. To learn more, read our related posts or contact the PrideStaff team today.