Blog

Finding a work-life balance is not easy, it is imperative for an individual to have their employees’ support to achieve this. A person can only do so much if the company demands most of their time. In many cases, some businesses consider the amount of hours the employees spend at work or their time-off to value their performance. Thankfully, more organizations are able to realize that the personnel needs a work-life balance to be more productive. Helping your staff attain this goal will not just improve their daily operations, but also decrease the organization’s turnover rate.  Some benefits a business can offer to aid its workers are:


Flexible schedule


Create a program where employees can take a day or half day off by working extra hours during the week. This will assist your staff to have some time to work on personal tasks, be with family, or have an extra day before the weekend.


Telecommuting


Allow your personnel to work from home. It doesn’t have to be every day, but some days during the week will help. Nowadays, technology provides the option to authorize staff members to access the company network from home. They can also communicate with coworkers and managers from anywhere in the world as long as an internet connection is available. This will give flexibility to their schedule and allows for less time commuting.


Paternal Leave


In most countries parents are entitled to a maternity/paternity leave when their baby is born. The length of the leave will depend on the employer and government laws. But what most companies do not offer is a leave that allows parents to take time-off when their children are in need of care such as sickness or other emergencies. Employees always appreciate when management understands their needs and provides priority to family matters.


Lights out program


Establish a day during the week in which no one can work overtime. This policy will ensure that staff members who often work extra hours take a much-needed break.


Vacation time


Make sure your employees do not work for longer than 2 years without vacations. According to a study, around 40% of Americans don’t take vacations. To avoid this, provide all the necessary tools, like work back-up to complete jobs before the absence.


Facilities


If your business can afford it, provide childcare and fitness amenities at work. These on-site services, allow your personnel to spend less hours commuting and more hours taking care of their children or themselves.


Supporting your employees to achieve work-life balance will entail happier and healthier staff, not to mention, higher productivity and lower turnover for the company. Create a win-win situation for everyone.


V. Sanchez | Contributing Writer

0

Blog

There are many benefits to working from home or working remotely. You can worry less about commuting, conveniently make time for personal obligations and work within your own comfort zone. But, when distracted by this ideal, we tend to become unproductive. Working at home or working remotely requires commitment. Here are some tips to help you:


Get Dressed

No one has ever been excited to commute to their office in the morning, thus it’s a great feeling to think you can get out of bed, stay in your pj’s and work! But, this will make you feel lazy! Getting dressed greatly influences your mood. You do not have to go out of your way and put on a suit or some heels, but stay casual. Dress like you are ready to get work done.


Tune out Distractions

Being able to have a movie on in the background, browse social media or online shop are all tempting distractions you may indulge in, but set this aside for a break. Whether you’re in the office or not, maintain your work habits just as if it were a normal work day. Work as if an employer or employee were watching you.


Schedule Your Day

Have an outline for everything you need to get done. This is a form of self-discipline. Not everyone is suitable for an at home work day or remote job because they are not capable of working independently, but use this as a chance to be your own boss. Nonetheless, do not lose valuable work time.


Stay Connected with Your Team

This isn’t your opportunity to avoid your boss, difficult coworkers or colleagues. Remember that having a job and maintaining your career is all about how well you are able to work with others. Take the initiative to remain easily accessible with those you work with. You also do not want to miss out on any important updates or events that may affect your work. Have your email open and phone ready to answer.


Maintain Consistent Office Hours

Be determined to work a set amount of hours for each particular day. This way, you do not find yourself working too much or working too little. For instance, you could maintain your usual 9-5 work hours to help you do so. Keeping family and colleagues/clients informed about your work hours is also a good strategy to keep your work life and personal life separate.


L. Shabudin | Contributing Writer

0

Blog

It’s a regular Friday afternoon and you can’t wait for the weekend. You and your colleague make small talk about weekend plans as you work, when your boss calls you to his office. You go in hoping he doesn’t take too much of your time, as you still need to finish a few tasks before you go home.


“We need to let you go…”


You don’t hear the rest of what he says. You’re too busy trying to hide the range of emotions roiling inside of you.


You are not alone.


Accept it


Different people react differently to the same situation. Maybe you are the “optimist” who would choose to think that this is the best thing to happen to you (Now you can go on that vacation…).


Maybe you’re the kind of person who would need to grieve under these circumstances. Maybe you’d fume in anger. Whichever kind of person you are and whatever reaction you may have, you must accept the situation and deal with it. There’s nothing to be gained by living in denial or blaming anybody, including yourself.


Take Charge


Sometimes terrible things happen for no obvious reason and you may not have control over them, but don’t let that make you forget that you are in charge of your life. Don’t let anyone tell you otherwise.


Join that yoga class you have never had the time for before but always wanted to try.  Learn a new skill to help you in your job search. Make use of this time to re-invent yourself. Trivial things like a new hairstyle can do wonders for your self-esteem.


Your Job is to find a job


The next thing to do is to set up a nice routine for yourself that involves exercise, eating healthy, socializing with your friends and family and prioritizing your job hunt. Most people seem to shy away from socializing when something like this happens, but the truth is your social network can help you bounce back quicker and give you much-needed moral support. Come up with a concrete action plan and a timetable so you remain focused on your job hunt, and treat your job search as your full-time job.


Network


Tap in to your existing professional network. Email your old colleagues and look up contacts on LinkedIn. See if you can leverage your connections to find an opportunity. You can also build your network by volunteering at organizations in your industry, which also makes for valid work experience.


Persevere


Despite doing all the above, you’ll still have the occasional bad day when everything seems hopeless. When you feel like the world is against you and “Why me?” won’t stop echoing in your head. What do you do then? Have a good cry if necessary, then think about what Frank Sinatra said: “The best revenge is massive success.”


Sleep on it. Then begin again.


Latha Ram | Contributing Writer

0

Blog

A company’s culture plays an important role in a business. Culture establishes a unique identity. In a historic sense, culture is a way of life. It developed so that people from different cultural backgrounds are able to identify and represent a community. To exert this theory, office culture exudes the same characteristics. This assists with co-operative work that encourages improved development. It’s an evolving element that promotes enthusiasm, innovation, productivity and techniques to solve problems within the office. Building this type of workplace environment is paramount for the corporate soul.


Most entrepreneurs start a business for many reasons. One of them is to build and develop an office culture that is unique and differentiates from other organizations. This includes newsletters, websites, and especially job postings. It will give the essence of your business structure and represents what it stands for. It is challenging when a company does not have a specific way of doing things. Culture is necessary for a business to identify aspects of their organization to give a significant element that influences how work gets done.


The formula for successfully hiring the right fit for your company is pretty simple: clearly outline the goal and practices that characterized your organization. Not only will it make your company unique and stand out from other hiring processes, but you will also attract and retain talent that will be the perfect fit for the intended position. In the business world (and personal life), we tend to gravitate towards people we have something in common with. The hiring process should be no exception. Essentially, cultural fit means conventional or social practices associated with a particular field. As Lauren Kolbe, founder of kolbeCo said, “An employee who is not aligned with the culture and is not committed to living it can wreak havoc pretty quickly, even if they bring a great deal of skill and experience to their craft”.


One of the main things that can ruin a company’s hard-earned reputation, is hiring a decadent candidate that is completely off with the office personality. Employees represent your company even outside of work, so one bad discretion can affect an entire department and possibly decrease productivity and sales. This is why it is imperative to recognize a strong fit when you see it: by aligning your organization’s culture with strategy.


Building an office culture is important for more reasons than one. It also promotes employee’s happiness, in and outside of work. The tie in is to not have the staff dread coming in to work. An open line of communication between employees and management can avert minor concerns from becoming intense stressors. For Instance, companies that reserve employees to leave during traditional work hours for doctors visits, or to simply have a personal day to gather their thoughts or to clear their minds, allows employees to be well rested, eager and productive. There are many practices that elaborates good company culture, but one component that is indeed a major factor in sustaining an effective office culture, is recognizing the excellence of its employees.  This prides itself on being a pioneer in workplace culture by supporting employees’ personal and professional growth. Apart from hiring and retaining the right fit for your company, keeping your tenure staff exultant and engaged encourages a healthy work life balance.

 
“Maintaining an effective culture is so important that it, in fact, trumps even strategy.”– Howard Stevenson


L. Paul | Contributing Writer

0

Blog

Successful companies like Google don’t just rely on their names to lure the best and brightest talent. They also rely on their stellar reputations when it comes to their corporate culture. Tech companies and start-ups are well known for putting company culture at the forefront of their brands, and your business should too.


It’s not all nap pods and free food – there are real benefits to your employees and your bottom line when you prioritize company culture.


What is Company Culture?


Company culture typically refers to the values and expectations of a company, and how those notions interact with employees and other stakeholders. It’s often something that’s implied, and it naturally develops based on who you hire. However, you can still intentionally and successfully shape your company culture by keeping a few characteristics in mind.


Reputation


We know Google has an awesome company culture from more than just the tech giant’s solid 4.5/5 star Glassdoor rating, it’s imbedded in its brand identity. Likewise, your employees will associate how you treat them with your brand identity. If employees are treated well and a fun and positive workplace is encouraged, your brand will be seen accordingly by not only your team, but by your customers too.


Goals


Your company culture plays a major role in fueling your company values, which is why it must align with the vision and goals of your business. If your company culture values creativity and being results-driven, then it’s more likely that your employees and potential candidates will have similar values and be keen to put them into play.


Turnover


Studies have shown that company culture helps to attract and retain top talent. When people look forward to going to work every day, feel like they belong and that their values align with your company’s, why would they want to leave? The bottom line, according to ZipRecruiter, is lower turnover and higher performance, which are good for business.


Not Just a Trend


Company culture isn’t new, but there’s a reason that business leaders now think it’s so integral to success now more than ever. With the dawn of social media and the 24-hour news cycle, your company’s brand and associated culture will be on display to a previously unprecedented degree. So you might as well use that to your advantage.


Other Factors


Increasing demand for positive company culture also points in the direction of millennials who, by 2020, will comprise nearly half the working population. According to Forbes, millennials are attracted to strong company culture over anything else.


Another factor to keep in mind is the growth of the so-called start-up economy. With successful new businesses popping up more and more frequently these days, it means more competition for your business in terms of both hiring and customers.


Defining what your company culture is will help you differentiate your business from the rest, as well as keep you relevant and desirable in the public eye. In turn, this will help you attract quality candidates (millennial and otherwise), as well as keep your employees happy and eager to stick around.


Whether your company culture grew naturally or intentionally, there is no questioning its power to affect every aspect of your business inside and out. We spend one-third of our lives at work, so why not make it the most enjoyable place possible? Your employees – and your bottom line – will thank you.



Laura D’Angelo | Contributing Writer

0

Blog

Starting a business is hard, making it successful is even harder.  Once a company has hit its first few major milestones, many will start to think about going to try and carve out a bigger chunk of the market for themselves.  This has been the downfall of more than one promising business, and before anyone thinks of expanding, they should look for a few key indicators that their organization is actually ready for that kind of growth. 


When the product is ready


So you’ve rolled out the initial version of your product/service, and it is a hit with your core customer base and other early adopters.  The question you must ask now is whether it is ready for mainstream public consumption.  Trying to expand a business centered around a flawed product can lower the ceiling for your potential market share and sabotage your potential.  Analyze your product against the competition, and make absolutely sure that it’s ready to blow everyone else out of the water before you embark on a marketing and hiring blitz.


When you know the market is there


If the growth of your current market is limited, it should only be because of a lack of infrastructure or funding on your part.  It is incredibly risky to expand and try to “find” a larger market.  Lots of money will be spent on marketing and business development for returns that are unpredictable at best.  The market should already be there ahead of time.  In cases where your business has a very particular niche, it is similarly dangerous to try and expand beyond that small market.  It is one thing to convince customers that you have a great solution to a common problem; it is much harder to convince them that you have a solution to a problem they don’t even think about.


When customer base exceeds customer support


One of the most important elements in maintaining a successful business is making sure fast, quality support is available to every one of your customers.  Even the best products can fail if there isn’t sufficient infrastructure in place to help customers who are struggling some element of its use.  Word of bad service will spread quickly and will easily undo good publicity from advertising.  Resist the urge to keep growing your clientele without investing in more support reps to match.


Most successful leaders meticulously plan the start of their business, and they should always exercise similar caution and reflection when dealing with expansion.  The danger is that entrepreneurs will get caught up in the storm of their early success and miss key indications that their company is not yet ready for the big time.  Enthusiasm is great, but it is equally important that you maintain a critical eye when looking at your business.  A bit of caution now can pay big dividends in the long term and can save your company from burning out early.


Lance | Contributing Writer

0

Blog

Recruiting metrics are used to gather and analyze information to improve a business’ hiring process. Recruiters and stakeholders must remain aware of evolving trends to successfully manage turnover.


Sourcing Quality Hires


Recruiting managers are deployed to proactively leverage the sourcing channels used to hire quality recruits. Some of the most common sourcing channels include referrals, recruitment agencies, resume search, social media shares, notifications, career sites, and other job boards. To ensure recruiter efficiency, metrics and activities reported in a timely manner can identify potential problems and opportunities for improvement.


Pipeline Development


A key business goal is to develop a pipeline of quality candidates, which hiring managers can call upon when positions have to be filled. This facilitates easy tracking and monitoring of leads, while also managing traditional metrics, such as the Interview-to-Offer Ratio (the number of interviews to the number of offers extended) and Offer-to-Acceptance Ratio (the number of actual hires versus the hiring goal).


New Growth Attrition Rates


In some cases, more time is spent on replacing employees instead of growing the team. Some businesses experience higher turnover rates in particular industries, which can result in high vacancy rates. Lower turnover is a main indicator of the effectiveness of the recruitment process. It demonstrates that real value is being contributed to the growth and success of the business.


Performance Dashboards


To benchmark performance success, dashboards create a snapshot of key performance indicators for further examination and analysis. For instance, the amount of revenue generated is a clear indication of whether a growing organization should hire. They also act as a tool to measure productivity.


Candidate Satisfaction


Satisfaction ratings can provide essential feedback from new hires and employees who are seeking opportunities for internal mobility. From the candidate’s perspective, feedback from the interview process through post-recruitment surveys can influence the company’s recruitment strategy. The surveys can identify gaps in the recruitment process and provide critical information for the improvement of recruitment campaigns.


In the information age, many businesses have implemented software tools, such as the Human Resource Information Systems, which aid in facilitating easy review of pertinent human resources functions. Most importantly, this system software encompasses metrics for monitoring and tracking recruiting data. Success factors can be achieved when a business efficiently and effectively understands the benefits derived from making investments in the Human Resource Information System.


L. Chadee | Contributing Writer

0

Blog

Hiring has never been an easy practice, and job hoppers have long been the bane of HR managers around the world.  That being said, the nature of the job market has changed a lot over the last few decades, and some degree of job hopping is expected for most of the workforce these days.  With that in mind, it is useful to be able to identify the individuals who are more likely to leave you high and dry at the most inopportune time.


First, it is important to separate legitimate job hoppers from people who have simply worked jobs that are short-term or contract-based.  For example, people in event management, construction and consultant roles will naturally move from company to company.


One of the most common types of people to look for are what’s termed an “opportunity” job hopper.  These are people who are either overqualified for the position and will likely leave to pursue another opening, or they are individuals who already have a strong established work history and will likely leave if a better financial/scheduling offer is made.  Now this isn’t to say that companies should avoid hiring someone simply because they’re overqualified.  It is important to first take a look at their actual work history and see how long they typically stay in a position.  Many people, especially new graduates, are looking for stable income and may stay much longer than you originally anticipate.


Some hoppers can be spotted just by a quick glance at their work history.  With others, however, their habits may not be apparent until you interview them.  For instance, they could have left their last company relatively quickly with a legitimate reason, but when you talk to them about it, they have nothing but negative things to say about working there.  Probe a little bit further, and you may find that they have the same negative opinion about many of their former workplaces.  You’ve just discovered a perpetual malcontent – this is someone who will inevitably leave because they find it difficult to adapt to the working world and will be unhappy no matter where they go.


In some cases, it can be difficult to identify either type of hopper. Either their work history is sparse, or they do not disclose this information during interviews.  This is when references become important, as their former employers can provide honest insight that the candidate might not be as forthcoming with.  In addition, asking the right questions during the interview can force the candidate to give you useful answers.  For example, a question like “name your greatest achievements from a few of your last positions” will force them to think about their previous roles in a positive light and can also tell you whether they contributed anything of value before they left.


Finding the right person for a position is never easy, and spotting job hoppers early will definitely make the process more demanding.  That being said, it is absolutely worth the extra time and effort to make sure you avoid hiring the wrong person.  The alternative is much more costly.


Lance | Contributing Writer

0

Blog

Everyone makes mistakes from time to time, and these errors can have a large effect on a company’s procedures, revenue and goals. When these errors impact the staffing process, the repercussions can be much more dire. Hiring the wrong individual can adversely affect the organization’s work environment by sabotaging project deadlines, customer satisfaction and overall profits. To avoid encountering these problems, below are some of the do’s and don’ts of hiring.


Don’t be too specific
It’s good to create clear requirements and qualifications for the position, but don’t limit your options by being too selective. Great candidates may avoid applying because they don’t meet all of the requirements or they will be overlooked by the HR manager for the same reason. It’s important that it’s clear what the company is looking for from the beginning and that the requirements reflect what is needed rather than the absolute ideal. Keep an open mind to candidates that may not be a perfect fit but still looks able to perform the job to or above expectations.


Create a plan
Design a recruitment strategy, and set up dates for each part of the process, while ensuring that you meet deadlines. It’s imperative to set a realistic time-line because finding the right individual can take at least a month. Make sure all assessments or technical evaluations are appropriate for the particular job. If you are unsure, involve knowledgeable people in the process and ask them to attend interviews or set up processes with you.


Don’t hire just to fill the position
Sometimes managers don’t realize the amount of work and time it takes to hire a new employee and end up rushing the staffing department. Due to this pressure, hiring managers are often forced to hire the first person they think is qualified for the job. This leads to HR overlooking faults and inexperience that might otherwise have disqualified a candidate. If the hire turns out poorly, valuable time and money will have been wasted on training and important work will be delayed. Staffing managers need to be clear with their superiors regarding the time they need it to fill the position properly.


Prepare thoroughly for interviews
First, limit interviews to only the people you feel are completely qualified for the position. Research and plan your questions ahead of time, and only ask questions that are relevant with the position or the company. Try to avoid subjective questions outside of personality testing. If it’s clear that the person has the ability to do the job, it’s important to get to know the person’s attitude, work ethic and interpersonal skills. After all, this is someone everyone has to work with henceforth.


Don’t hire anyone by recommendation
There will always be someone who asks for this type of favour or will recommend someone they know for the company. Never hire people solely based on someone’s recommendation, every individual should meet all the qualifications and go through the hiring process.


Do reference checks
Always ask for two or more professional references, even if they seem perfect after meeting with them. Some people excel on interviews, they know how to showcase their skills and experience and will leave an excellent impression by selling themselves well. References will let the hiring manager know and confirm whether the candidates experience matches their sales pitch.


Hiring the right individual from the beginning, will save any company money and time. Follow these tips and you can not only make hiring more effective but less stressful as well.


Viviana | Contributing Writer

0

Blog

Finding the right candidate for a job can be a daunting process for many employers. Individuals with a great work ethic and a strong skillset are essential for maintaining a productive organization. When it comes to finding the right people, utilizing the services of a recruitment agency is an effective way to fill job openings.


There are many benefits of a recruitment agency and using their services will significantly simplify the hiring process for you and your organization. Here are a few of the advantages:


Time and Cost


Time is of the essence in today’s world, especially if companies want to remain competitive. Stopping or slowing production can result in a loss of revenue. Job openings need to be filled with suitable candidates who can learn fast and make notable contributions to an organization. Recruitment agencies can match and shortlist candidates, saving your company on countless hours of sorting through hundreds of applications. As a result, open positions can be filled much faster, saving you time and money.


Network


Recruitment agencies maintain an extensive pool of skilled candidates in their databases. Job seekers seek them out for employment opportunities, which ensures that agencies are always receiving new applicants from a wide cross-section of backgrounds, experience levels, and expertise.


Pre-Screening


Candidates go through extensive assessments and evaluations before being referred to a potential employer. The agency will take care of all the background and reference checks, ensuring that only the best and most qualified candidates move on to the next stage.


Employee Retention


Workplace turnover is significantly reduced when the employee is the right fit for the job. Knowing that the available candidates have already gone through a thorough screening process puts the manager’s minds at ease when selecting an employee. That added confidence makes the final hiring decision that much easier to make.


Building Relationships


Over time, employers will find that the hiring process through the recruitment agency they’ve engaged becomes more efficient. The agency will have established prior knowledge of the employer’s specific needs and expectations, and thus be able to provide valuable advice and expertise on future hires.


For your next job opening, consider using a recruitment agency. The benefits will be reflected in an efficient and skilled workforce that’s capable of boosting company morale and helping you achieve your organizational goals.


N. Johnson | Contributing Writer

0

PREVIOUS POSTSPage 1 of 7NO NEW POSTS