Made a Mistake on the Job? Follow These Steps

You really blew it this time – you made a major mistake at work. Your first instinct is to run and hide! You may react in panic, saying too much and overcomplicating an already inflammatory situation. Or you may be tempted to hastily cover up your error and find ways to defend yourself.

While seeking help and self-preservation are both natural, neither is the right reaction – and once you compose yourself, you’ll realize that. It’s time to take responsibility, apologize and proceed with professionalism and poise. If handled correctly, a mistake can do more to impress those around you than tarnish their view of your work.

Take a Breath – Then Take Action
How you handle your mistake says as much about you as the error itself. Reasonable bosses understand that mistakes happen. What matters is how you follow up afterwards.

• Analyze the situation. If your error is retractable, act upon this immediately. If not, quickly devise a plan for correcting your mistake. Either way, report the situation to your boss without delay. This shows that you function well under pressure and care about the success and reputation of your company.
• Take responsibility. Even if they’re legitimate, don’t make excuses. All that matters is how you’ll remedy the situation.
• Tell your boss how it happened. They need to make sure you understand the seriousness of your error and how to avoid it in the future.
• Do everything in your power to make it right. Take extra time and steps to correct your mistake and set things straight. Stop the damage from spreading; for instance, call the person you accidentally emailed and request that they delete your message immediately. Clean up the damage that’s already been done and do whatever you can to ensure there won’t be a reoccurrence – ever.
• Be prepared for the repercussions. Despite your apology and spot-on corrective actions, brace yourself for the fact that you will likely suffer some type of consequence. If your mistake was serious enough, you may even be terminated. At the very least, you likely will have to rebuild some trust with your boss. Be patient, work hard and you can win back what you’ve lost.
• Don’t beat yourself up. Well, maybe just a little. But remember, to err is human. Thoroughly examine what went wrong, but don’t dwell on it or be too hard on yourself as a result.

The staffing and career development experts at PrideStaff Fresno offer a wealth of resources to help you achieve and maintain ongoing career success. To learn more, read our related posts or contact us today.

Don’t Chase Them Away! Simplify Your Application Process

Searching and applying for a job is just a few clicks away. But beyond quickly pulling up a list of options, applicants need a total process that is efficient, streamlined and user friendly.

What Candidates Want
Take a good look at how you currently handle applications and continuously make improvements.

• Dedicate a featured part of your website to job seekers. Usually, applicants first find positions on job boards. Routing them back to your site is a good way to hold their attention. Make sure your Careers page is easily navigable, features current information and has concise directions for the application process.
• Test your system from the candidate’s point of view. Is it obvious where to click next? Is the text or information overwhelming? How long does it take to apply? Last but not least, is your page mobile friendly? Smartphones and mobile technology have turned job seekers into applicants on the go. Having a Careers page that is mobile optimized is a must.
• Keep it fresh. Provide regular contact information and updates. Keep candidates appraised on their status using personalized messages versus automated ones. This applies to all applicants, not just contenders. By keeping them in the loop, you reinforce their importance to you.
• Provide a glimpse of your company. Tell a compelling story. Give candidates a sense of your organization’s history, culture and work environment. Engage them early on via high-resolution photos and possibly an online tour. Or, try an Instagram account attached to your company Twitter feed.

A Process to Be Proud Of
Your application process is an integral part of the overall candidate experience. Make it “touchable.” This is what promising talent wants.

• Ask candidates to share their interests and skills. Give them the opportunity to interact personally. Allow them to upload digital portfolios and specially formatted resumes. Make it easy for them to link their online professional content to their application.
• Self-audit. Make sure you have all the right, relevant information on your Careers page and that it readily points to high-priority and revenue-generating jobs. Are job descriptions clearly laid out? Is your application procedure as user-friendly as possible? Double check your notification process and the overall quality of your mobile-user experience. Candidates should have no problem whatsoever finding you, applying for your positions or building a good impression of your organization, even if they’re not hired.

Contact the staffing and workforce development experts at PrideStaff Fresno for additional guidance to continuously improve your recruitment process.

How to Job Search Appropriately While Employed

Experts agree that conducting a job search while you’re employed is the best approach, since it makes you more attractive to potential employers. But you are walking a fine line and you need to carefully balance your current work responsibilities with your future plans.

Currently Employed? How Can You Start Looking for a Job?

While you’re actively employed, you’re perceived as more desirable to hiring managers – and you’re in a position of greater negotiating strength.

• Employers have more confidence that you’ll be a good hire.
• You likewise have more confidence, as well as less pressure than you would if job hunting when unemployed. You may want a new job, you may really need a new job, but you’re not desperate to have one.

As you sell yourself to future employers, continue to do the job you’re being paid for to the best of your ability. Stay productive and focused. It’s in your best interest to finish strong and leave on a positive note.

Keep it Quiet
It’s good practice to keep your job search confidential. It’s not wise to share it with anyone at work. One misstep could mean a pink slop or irreparable damage to your reputation.

• Don’t job hunt on the company’s dime. Schedule phone calls and interviews on off hours. Use your own phone and computer, as many companies track Internet and telephone usage. Avoid using company copiers or sending out resumes via the mailroom.
• Don’t use your company email address when job hunting. Restrict your search to your personal PC and utilize a separate email account. It only takes one inopportune message to alert your manager to your plans.
• Be sure your LinkedIn profile is complete. Your profile itself does not raise suspicion. But don’t indicate on LinkedIn – or any social media – that you’re in the job market.
• Be careful with your resume. Explain to those you give it to that your search is confidential. Even providing your resume to be privately circulated can be risky. Keep it confidential if you post it on job boards.
• Provide references on request only. Even then, do so with the caveat that information is confidential.

Take the High Road
This is one of the most important times in your career to act like the consummate professional that you are. Put those business savvy skills to use.

• Never speak negatively about your current employer. Keep the conversation focused on the benefits of moving forward and what you bring to the table. Focus on the new company, versus the old one.
• If the boss asks, be honest. You may already be at risk, but use this as an opportunity to air your concerns and explain your position. Lying or trying to cover up the truth will only make it worse. Try an approach such as, “I’m a little unsure about my opportunities here, so I’m just considering a Plan B.”

The specialized Fresno career coaches at PrideStaff Fresno can partner with you to help ensure success in your job search. Read our related articles or contact our team of experienced Fresno recruiters to learn more.

Stop Micromanaging!

Even the best leaders in Fresno sometimes devolve into micromanagement. It goes without saying that you want key projects to go as planned, so it can be tempting to “babysit” for employees to whom you have assigned 

key responsibilities. But micromanagement is almost always counterproductive in the long run. It can result in resentment and dissatisfaction, even mutiny among team members – not to mention valuable time that’s lost and can never be regained.

How to Avoid Slipping into Micromanagement Mode

Learn to Let Go
There are areas and aspects of business that should never be micromanaged. And while this may be difficult at first, once you step back and get used to the idea, you’ll be so pleased with the results that you’ll never go there again:

• Creativity: If you want your creative employees to come up with great ideas, give them some space. Get out of their- and your own – way.
• Contractors: Focus on hiring the best quality to begin with, so you feel confident in the anticipated results. They’re the experts. That’s why you brought them on board. Let them put their skills to use for your benefit.
• Delegated tasks: If you micromanage, you have not effectively delegated. It defeats the purpose.
• Sales teams: They generally work on a commission-based structure and are naturally driven for end results.
• Administrators: The nature of their work is to make other people’s jobs easier. When you micromanage them, you bring that work back to yourself. As a result, you not only take on more tasks, but you also frustrate the employee.

It’s All about Trust
Trust begets trust. If you don’t trust your employees to do their jobs correctly, you have a problem. Either:

• Your staff truly lacks necessary skills. If this is the case, you need to train or replace them.
• You lack the self-confidence to lead an experienced staff. Then, you need to develop yourself and overcome this barrier.

More Reasons Not to Micromanage
Micromanagement makes people upset and defensive. In essence, it has the opposite effect that you sought when you decided to step in and get involved. Anyone you have made a part of your team should have the benefit of the doubt that they’re qualified for the job for which you hired them. Otherwise, you need to rethink your hiring decision.

If you avoid micro-managing:

• You’ll get more done. Every minute you spend too closely monitoring someone else is a minute you aren’t spending on your own work. And when you constantly ride someone, their productivity also suffers. So both of you are accomplishing less.
• You’ll breed new leaders. Micromanaging tends to rob employees of their opportunity to grow. You have to let them do their jobs, even making the occasional mistake, as part of their learning and career development progress.
• You’ll contribute to employee retention. When people are given freedom and opportunities, they tend to stay. If you’re the kind of leader who inspires confidence and trust, people will want to work for you.

Micromanagement should be the exception, not the rule. Trust your staff and help them grow by avoiding it unless an emergency or other extreme circumstance arises. In doing so, you’ll boost everyone’s career – including your own.

To learn more about effective techniques and practices for successful business development, read our related posts or contact the expert Fresno-focused recruiters at PrideStaff Fresno today.

What Does Your Employment History Say About You?

Your employment history may comprise up to 85 percent of your resume. It tells a prospective employer how long you’ve performed duties and realized accomplishments relevant to the job being offered – so if you had any doubts about its importance, you can put them to rest.

In fact, your employment history may be the deciding factor that makes you stand out as being more qualified than any other candidate for a job. It gives the hiring manager a feel for your reliability, level of commitment and loyalty, and degree of career focus. These are critical considerations as an employer hires for long-term retention and business growth.

How to Write Your Work History
Hiring managers will contact your current and former employers to verify your job titles, descriptions, and start and end dates. While employers generally do not share details regarding performance, inquiries can be made and information divulged off the record via common professional connections.

To ensure the best possible outcome as it relates to your job search:

• Get the facts straight. Be sure you provide accurate information. If you’ve forgotten or are unsure about details, you can buy a self-background check online for a reasonable fee.
• Always tell the truth. There is nothing to be gained by lying or exaggerating anywhere on your resume. In fact, it can come back to haunt you. If so, it may permanently tarnish your professional reputation.
• Emphasize your value. In your employment history, show how you have consistently produced critical, measurable results. This is what defines you as a frontrunner for the job.
• Make it readable. Use a combination of short paragraphs and bullets. Paragraphs describe the scope of job responsibilities. Bullets draw attention to specific achievements while giving the eye a place to rest.
• Cultivate recommendations and references. They will support you and speak in your favor.

What about Employment Gaps?
If you have gaps in your years of work history due to family or other personal reasons, stick to a functional resume format. While dates cannot be omitted, this will allow you to place emphasis on your strengths, experience, and talents. Include any courses you took, degrees or certifications you earned or volunteer work you did during your “gap years” as long as it’s relevant.

Do you need further direction in finalizing your resume? Could you benefit from strategic guidance as you continue to advance your career path? If so, contact the recruitment experts at PrideStaff to see if you could benefit from working with a specialized career coach. We look forward to hearing from you!

Can You Afford to Wait for a Better Candidate?

You have a position to fill. It’s a gaping hole in your overall talent picture. You know the importance of hiring the right candidate. You’ve been interviewing and there’s an individual who seems like a frontrunner. But you haven’t had that “aha!” moment where you know you’ve made the perfect match.

Do you settle for less than the best? The potential hire you have in mind is pretty close … Or can you afford to wait for Superman or Wonder Woman to materialize?

Assess the Organizational Fit
Whether you fill that opening today, tomorrow or six weeks from now, be sure you make the right cultural fit. Hard professional skills can be learned and developed over time, but if a candidate’s goals, aspirations, mission and vision don’t match those of your organization, you’re setting yourself up for a hiring fiasco.

Ideally, you should have started this process before the interview process began. But even if that ship has sailed, it’s not too late to take another look.

• Conduct a cultural assessment. It doesn’t have to be long or time consuming. But at the very least, sit down and reflect on your preferred candidate from a “fit” perspective. If required criteria are not met, think long and hard about whether the individual offers sufficient trade-off strengths to compensate.
• Remind yourself what you’re looking for, beyond the job description. A candidate’s work style and approach to communications can significantly influence how well a job is executed.

Call Them Back
Maximize interactions with your prospective hire until you’re sure that making an offer is the right move. Don’t hesitate to schedule another interview – or take a different route to get to know them better.

• Invite your candidate to a brown-bag lunch, staff meeting or company event. Watch how they participate and gauge their attention and interest levels. Take this opportunity to ask them what they think about company culture or if they have any recommendations for making it better. Note whether they are critical or constructive with their suggestions.
• Take the airport test. Could you imagine yourself and/or your team members being stuck for several hours in an airport with the candidate? It may seem silly, but it’s a proven method for determining the likelihood of a strong cultural mesh.

Don’t Cut Corners
Even though time is of the essence, never skip key steps in the hiring process such as thorough resume review, candidate vetting or reference checks. This may be a temptation as you’re initially bombarded with applications.

Partner with a Pro
The dilemma of whether to hire the “candidate in the hand” or hold out for someone who seems born for the job is grounds for lost sleep and torn-out hair. Because no one is perfect. And what if?

There’s no better time to partner with a professional recruiter whose experience, assistance and resources can steer you through this upheaval and straight to a successful hire. To learn more, read our related posts or contact the team at PrideStaff Fresno today.

Three Ways to Say “I’m Professional”

Portraying yourself as a consummate professional begins at your first point of contact with a prospective employer. It’s so much more than a cliché: first impressions really do count. So be sure you start off on the right foot with the people and organization that may eventually become the source of your livelihood.

Calling Employers
Calling potential employers can be intimidating. But when done well, it demonstrates your self-confidence, persistence, and genuine interest in a company.

• To request an interview: Call the company’s main line and get the name, title, address, and phone number of the person who heads the department where you’d like to work. Write a compelling cover letter expressing your interest, attach your resume, and send it to that person. After a reasonable time period, call your contact and inquire about job openings. If there are none, request a brief informational interview. This may be a bit difficult, but often, persistence pays off.
• After an interview: In your thank-you note, mention that you will call to follow up on a specific date – and do so. Ask if any more information is required before an employer makes their decision and tell them you look forward to hearing from them.

Following Up After an Interview
By sending a prompt thank-you note and taking other steps to follow up after an interview, you reinforce that you’re qualified and should be given serious consideration as a candidate.

• Before you leave, ask about the next step. Then you’ll know when it’s acceptable to follow up.
• Send your thank-you note within 24 hours. Use it to reiterate your interest in the company and the position. Highlight whichever of your skills are most relevant to the job. If there’s anything you wish you’d said in your interview, include this information as well.
• If things drag out, check in periodically. When you do, offer something of value. For instance, forward a relevant article or thank the employer for a bit of advice they gave you. Keep it simple and brief and don’t ask for anything back.

Finessing Your Social Media Presence
The Internet has the potential to connect you to more people than any other medium. It’s critical to have a positive, professional online reputation. You can be sure that hiring managers will conduct a search on you.

• Maintain a spotless LinkedIn page. This is the primary site for business persons and organizational decision makers, so your presence on LinkedIn must be nothing less than 100 percent professional. This includes your photo, which should be a businesslike head shot.
• Facebook is not off limits. Only post information that portrays you in a positive light. You can’t control what your friends post, but ask them to remove any potentially damaging information photos or posts.
• Revisit your privacy settings. You may want to reset them to hide your friends. This protects them and also keeps others from searching them to find even more personal information on you.
• Google yourself. See if you are digitally distinctive in any way. Do you like what you see? If not, it’s time to reinvent your online image.

The career experts at PrideStaff can provide additional tips and resources for your successful image-building and overall job search strategy. Read our related posts or contact our expert recruiters today.

Tips on Managing Workplace Conflict

Conflict in the workplace is inevitable. In a recent Society for Human Resources Management (SHRM) survey, HR managers reported that they spend 24 to 60 percent of their time dealing with employee disputes. The ability to recognize conflict, understand its nature and bring it to swift and just resolution is key to your success as a business leader.

Consider these additional statistics:

• Nearly 60 percent of employees who responded to a recent University of North Carolina study said violence had occurred in their workplaces during the past three years – and personality conflicts with coworkers were listed as its leading cause.
• Fifty-three percent reported they had lost time at work worrying about past or possible future conflicts and 28 percent said they had lost work time because they were avoiding confrontational colleagues.

What Creates Conflict
Numerous factors can contribute to conflict at work. These include:

• Opposing positions.
• Competitive tensions.
• Ego or power struggles.
• Pride.
• Jealousy.
• Performance discrepancies.
• Compensation issues, and more.

While causes may vary, the root of most conflict boils down to two basic issues: poor communication and the inability to control one’s emotions.

• Communication breakdowns occur due to a lack of information, poor information, or misinformation. Even if you have good information, communication fails if you don’t know what to do with it. Clear, concise, and timely communication plans help ease the severity and number of conflicts that occur within an organization.
• The key to conflict avoidance is not allowing emotions to drive decisions. High emotion levels must be soothed before two parties can communicate – or even agree to disagree.

Effective Conflict Control
Spotting conflict early and resolving it effectively are key elements of your sustainable business model. Take strategic, proactive steps to make this happen.

• Define acceptable behavior. Clearly define what constitutes acceptable behavior in the workplace. Make sure parameters are clearly communicated and understood. Have clearly defined job descriptions so individuals know what’s expected of them.
• Face conflict head-on. In fact, take it one step further and seek out sources of potential conflict. Then you can intervene in a fair and decisive manner, at an early stage. Or, if conflict does flair up, you’ll be more likely to minimize its severity.
• Understand the “what’s in it for me” factor. To avoid conflict, help those around you to achieve their objectives. You’ll find that fewer obstacles stand in your way with regard to finding resolutions.
• Pick your battles. How important is the dispute, really? If it’s a one-time incident or transgression, you may be able to let it pass. On the other hand, if there’s enough at stake, do whatever it takes to open communication lines and close underlying positional or philosophical gaps.
• Be an active listener. Really listen and try to understand what the other person is saying or, if you’re the liaison, hear the viewpoints of both parties. Let them know that you understand by reframing their statement or position, so they know you have heard them.
• View conflict as an opportunity. Hidden within virtually every conflict is the potential for growth, development, and learning. Leverage conflict for team building and leadership growth. When addressed properly, divergent positions can stimulate innovation in ways that like minds cannot conceive.

For additional tips on effective communication, conflict resolution, and workforce development, read our related posts or contact the expert team at PrideStaff today.

PrideStaff Wins ClearlyRated’s Best Of Staffing® Diamond Awards

PrideStaff has been named one of ClearlyRated’s Best of Staffing® Award winners and has also earned the Best of Staffing Diamond Award for achieving the highest client and talent service quality scores for five consecutive years.

Presented in partnership with CareerBuilder, the fifth annual Best of Staffing Award provides the only statistically valid and objective service quality benchmarks in the industry, revealing which staffing agencies are providing the highest satisfaction to their clients and talent. Less than two percent of all staffing agencies in North America receive the Best of Staffing Award for service excellence. And better yet, PrideStaff was among only 12% of the 2014 Best of Staffing winners that earned the 2014 Best of Staffing Diamond Award for outstanding client and talent satisfaction over five consecutive years.

“PrideStaff is the only commercial staffing firm in the U.S. and Canada with over $100 million in revenue to earn the Diamond award for both client and talent satisfaction.” said PrideStaff COO Tammi Heaton. “This honor demonstrates that PrideStaff continues to deliver a large national firm’s comprehensive range of services and deep resources, while maintaining our commitment to providing hands-on service to our clients, candidates, and the community at each of our locations.”

“The staffing industry is helping organizations bridge the skills gap and add jobs today more than at any other point in U.S. history,” said Inavero Founder and CEO Eric Gregg. “Between the well documented skills gaps and economic uncertainty, partnering with a top staffing agency is more important now than ever. The true measure of excellence in staffing is consistent, exceptional service. I’m thrilled to introduce the Best of Staffing Diamond Award recognizing those who have reached exceptional service levels for 5 straight years. The staffing industry continues to play a huge role in the U.S. economy and job creation, and at the forefront of that effort are the 2014 Best of Staffing Diamond Award winners. We’re proud of the accomplishments of our 2014 award recipients.”

About PrideStaff
PrideStaff was founded in the 1970s as 100 percent company-owned units and began staffing franchising in 1995. They operate over 50 offices in North America to serve over 3500 clients. With 40 years in the staffing business, headquartered in Fresno, CA, PrideStaff offers the resources and expertise of a national firm with the spirit, dedication, and personal service of smaller, entrepreneurial firms. For more information on our services or for franchise information, visit www.pridestaff.com.

PrideStaff’s Mission: Consistently provide client experiences focused on what they value most.

About ClearlyRated
ClearlyRated administers more staffing agency client and talent satisfaction surveys than any other firm in the world. ClearlyRated’s team reports on satisfaction surveys from more than 500,000 staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive service quality partner.

ClearlyRated’s Best of Staffing® is the nation’s only award that recognizes staffing agencies that receive remarkable reviews from their clients and the people they help find jobs (employed talent). Bestofstaffing.com is the central place that businesses and talent go to find the best staffing agencies to call when they are in need.

ClearlyRated’s complete Best of Staffing lists can be viewed at bestofstaffing.com.

How to Anticipate Your Employees’ Needs

Employee turnover is inevitable. Your goal is to manage attrition with a focus on retaining high performers and enabling all your workers to achieve their maximum potential. This includes keeping them motivated, engaged, and satisfied, thus boosting chances of growing their careers with your organization.

How can you keep your finger on the pulse of your employees’ needs?

Ask Them
By communicating with employees on an ongoing basis, you can identify areas for improvement before they become toxic. Adopting a culture of accessibility and two-way dialogue has the added advantage of giving employees a sense of ownership, a natural step toward long-term loyalty.

• Start during the onboarding process. Be accessible to your new hires from Day One. Have frequent conversations with them and find out what’s going well and what may need further clarification or direction. This eases their transition period – and it may provide you with best practices that they’ve brought with them from previous employers.
• Survey employees on a regular basis. Annually or every other year is a good time frame. Define the pluses and minuses of working for your company, including compensation, benefits, communication, training and development, leadership, quality, safety, and operational processes. Drill down into areas that need attention. Keep employees involved not only in taking surveys, but in developing solutions. Communicate survey results and then form focus groups and task forces to implement corrective actions.
• Conduct exit interviews. Ask employees their reasons for leaving and what might have convinced them to stay.

What to Ask
Get to know your employees as individuals and monitor their ongoing needs. Learn their goals and what you can do to help them achieve them.

• Ask how they like to be managed. Do they prefer hands-on involvement or would they rather have management provide overall guidance and then step back and let them run?
• Learn their preferences for rewarding achievements. For some, leaving early on Friday can make all the difference in the world. Others look for structured bonus programs or dress-down days. Recognition is a key driver of employee satisfaction, but unless it’s appropriate to the individual, it can backfire.
• Find out how they work best. One company learned that some employees were much more motivated and productive if they could listen to music, yet others craved quiet. The solution: Headphones for those who like to crank tunes. You may not be able to accommodate every request, but listen to them and at the very least, respond.
• “What do you like – and what would you change – about your supervisor’s or the company’s management style?” This question may make you squirm a little, but it’s highly valid and can be a game-changer in terms of employee satisfaction. If a person is harboring resentment, it won’t go away on its own. And the answer may be right at your fingertips, but first you have to identify the problem.
• “What can we do to make your job easier?” No one knows a person’s job and its challenges like that individual. By getting their opinion, you can not only better meet their needs but also make long-standing improvements for the future of your business.

To learn more about managing turnover and related workforce development strategies, read our related posts or contact the team at PrideStaff today.