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Tag: Hiring Employees

  • Top 10 Countries for Hiring Offshore Talent | Entrepreneur

    Top 10 Countries for Hiring Offshore Talent | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In an increasingly interconnected global economy, the recruitment of top-tier talent is no longer constrained by geographical boundaries. Many of the world’s largest corporations routinely leverage international labor markets to source both local and remote employees.

    A truly worldwide business can benefit from globalizing nearly every facet of its operations, including HR, sales, marketing and development. Whether seeking a robust local talent pool for a new international subsidiary or a remote team for a global office, hiring globally opens a world of options: a larger, more diverse labor pool, combined with the efficiencies of remote work.

    Professional employer organizations (PEOs) can prove valuable partners for overseas expansion, guiding companies every step of the way in bringing on the right talent to match growth needs, regardless of location.

    And these days, that talent is coming nearly from every corner of the world. Based on conversations with our clients, there are three common crucial organizational functions that companies prioritize when sourcing globally.

    Related: Recruiters Are Struggling To Meet Unprecedented Demand. Can Tapping Global Talent Be the Answer?

    Technology professionals

    In a time when your competitors are modernizing their tech stack and investing in talent to support growth, hiring strategically is paramount to success. Sure, you can tap into the local talent pool at home, but you might be overlooking some of the world’s best techies elsewhere around the globe.

    For instance, according to a HackerRank competition, China was found to have the most talented programmers around the globe. Chinese developers routinely excel at programming and data structures challenges and are prime candidates for companies on the lookout for the best tech talent.

    Countries like Russia, Poland, Hungary, Czech Republic, Japan and Taiwan also featured in the top 10 according to their performance across several HackerRank challenges. Besides the top performers, Singapore, Hong Kong and South Korea can also be considered when scouting for top-tier international developers.

    In addition to these countries, businesses are also tapping into technical talent hubs like India and the Philippines which are widely recognized for their IT talent, English-speaking population and high percentage of STEM graduates.

    Seasoned managers

    Another function that’s crucial to sound and bold leadership is middle and upper management. Both require capable, experienced people to lead the company’s strategy and tactics.

    Project managers are also responsible for leading the technical team and ensuring projects get completed on time and within budget. According to a PMI Salary Survey, some of the highest median salaries for project managers are seen in Switzerland, Australia and the US, followed by countries like Germany, Netherlands, UAE, Qatar and the UK. Consequently, these are the countries offering the best of the best in terms of project management talent in the world.

    Countries you can consider for hiring project managers more economically include Colombia, the Philippines, Mexico, Taiwan and China. According to the PMI Salary Survey, you can hire project managers from around $29,000 to $35,000 per year from these locations.

    Related: 4 Tips for Hiring Employees No Matter Where They’re Located

    Human resources team

    The need for skilled and experienced HR professionals is snowballing, with employee well-being and engagement fast climbing the list of what employees value the most. If your business is expanding into an unfamiliar international market, this becomes even more essential as different cultures and workplace styles come into the picture.

    Even if you aren’t expanding globally, retaining your employees will require a combination of HR expertise and innovative HR practices.

    As the “Great Resignation” continues across the U.S. and Europe, these regions might not be the most suitable for hiring HR professionals. You can instead source from China, Malaysia, Singapore, Taiwan and Vietnam. With the majority of the world suffering from a retention crisis, HR professionals have their work cut out for them.

    Hire globally and stay ahead of the competition

    Businesses need to move fast to recruit leading talent around the world if they hope to stay competitive. With people around the world contemplating quitting their jobs, the labor market is buzzing and constantly evolving. A potent mix of rock-solid technical talent, experienced project managers and superior HR professionals is essential to both growing business at home and expanding globally.

    If you’ve begun your hiring journey, you might want to focus on expanding your search outside your home country. Take stock of countries producing candidates excelling in a particular skill set and how they can work with your business needs. Asia Pacific and Latin America are currently emerging as hotspots for some of the world’s best technical and non-technical talent.

    Hiring global talent is an exciting but tricky proposition. A variety of challenges — lack of knowledge of the local labor market and outdated information on local laws and regulations — can delay your expansion plans. Partners like INS Global can help you develop a strategic approach, find the right candidates regardless of location, onboard them to your company and streamline the process for you, end-to-end.

    Related: 5 Things to Remember When Hiring International Employees

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    Wei Hsu

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  • Watch Out for These Red Flags When Hiring a Virtual Assistant | Entrepreneur

    Watch Out for These Red Flags When Hiring a Virtual Assistant | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Finding the perfect virtual assistant can be a challenge. You want to make sure you hire someone who is reliable, efficient and experienced. However, there are some red flags you should be on the lookout for when hiring, as I understand all too well having worked remotely in the hiring business for almost 20 years.

    Knowing what to look for can help you avoid onboarding someone who isn’t the right fit for your business. Below are the most common red flags I have encountered during the hiring process when looking to onboard a virtual assistant (VA).

    Related: 3 Signs That You Need a Virtual Assistant — And What Type to Hire

    Lack of communication skills

    As a virtual assistant, this person will most likely spend the majority of their time communicating with you via digital messages, so if they are not clear up front, they are most likely not a good fit for your team. Additionally, if you ask a direct question such as, “How long have you managed x, y and z?” and they respond with something that does not make sense like, “Yes, you should use that software,” then that can show a lack of attention to detail and understanding, both of which are very important skills to possess as a VA.

    If your job candidate passes this first step, they should move on to an interview. This may be a video call or over the phone. Again, ask very direct questions that demonstrate a candidate’s knowledge and communication skills. For example, if your company uses certain software and your VA is required to be familiar with it, ask them a very specific question about how the software works — also ask them if an imaginary emergency scenario occurs, how would they fix that, taking you through the process step by step. Their answer will demonstrate their expertise and it will give you a chance to see if they can explain a complex process in simple terms.

    Unprofessionalism

    While this may seem obvious, there are some subtle signs that someone is unprofessional which can later translate into how they work. This is especially important to notice if you are working with a remote team. One clear sign of unprofessionalism is if the person appears to be working during the interview. It is always important to clarify if they are just taking notes, but if they seem distracted and are typing while looking off-camera, this is a good sign they are not paying attention. If they are unable to dedicate a few minutes to an interview, they will most likely not have time to fully dedicate to your organization.

    Another red flag is when someone shows up to an interview unprepared. The easiest way to spot this is if you ask the candidate to complete a task before the interview — such as reviewing your website or some company literature — and they show up to the interview having not done that at all. Some subtle signs appear if you ask them particulars about the job description and notice that they seem surprised or are unable to answer questions related to the job description.

    Related: The Virtual Assistant: A Startup’s Secret Weapon

    Inability to follow instructions

    This is an easy red flag to spot and ties into the communication and unprofessionalism examples given above. If you ask the candidate to complete a task and they do not do it or they do it wrong, this is not a good sign. Of course, everyone is human and makes mistakes. Second chances are always important on both sides. However, if the candidate continues to turn in subpar work that does not follow your company’s standard operating procedures, then that candidate may not be a good fit for obvious reasons.

    A virtual assistant must be able to read instructions and be able to follow through with them. While a person may have good communication skills and appear to be very professional, they still may not be able to follow directions in the manner which your company provides them. It is best to find this out ahead of time by offering a short test project to the most qualified candidates.

    Not asking questions

    If a virtual assistant candidate does not ask questions, this could be of concern. Most people will have questions about their roles and tasks at some point and time. The person that works with your company should feel comfortable asking questions. If not, they may do their tasks incorrectly and cause more problems down the line.

    While there are tips out there urging job candidates to ask questions in interviews, that is not overly important. Sometimes, companies do such a fantastic job explaining the position that candidates may not have anything to ask immediately. What is more important is that the person is able to ask questions when given directions. If something does not make sense, they should feel comfortable reaching out. Once more, giving candidates test projects or tasks before fully hiring them is a great way to see if they will ask questions and how they work with you on projects.

    Related: Should You Hire a Virtual Assistant?

    By keeping an eye out for these red flags, you should be able to better define your job candidate search to find the candidate that works best with your company.

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    Lesley Pyle

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  • What Is the Economic Impact of Hiring Autistic, Neurodivergent and Disabled Talent? Here’s What You Should Know. | Entrepreneur

    What Is the Economic Impact of Hiring Autistic, Neurodivergent and Disabled Talent? Here’s What You Should Know. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Much as the world sings paeans of praise about how disability inclusion has become an integral part of workplace culture, concerns around return on investment remain a major deterrence for many organizations not to hire autistic, neurodivergent and disabled people at scale. These concerns stem from ignorance at best and ableism at worst. In this article, I am going to present nine compelling reasons why disability inclusion benefits not just workplaces but also the overall economy of a community or country in several ways.

    1. Increased productivity and decreased support costs

    Ever wondered why a workplace that is homogenous in terms of a lack of diversity seems to hit a productivity plateau every so often? Do people lack the motivation to push forward, or does the apparent sameness of thoughts and approaches breed an invisible culture of doing just enough to not get fired?

    Autistic, neurodivergent and disabled people can be the missing piece in the productivity puzzle. They often bring unique talents, strengths and perspectives to the workplace, leading to increased productivity, better problem-solving and innovation.

    In addition, employing autistic, neurodivergent and disabled people helps them become financially independent, which, in turn, decreases their dependence on government allowances while also lowering the cost of various community support services such as adult care, according to a PubMed Central® report.

    Related: Why Microsoft, Chase and Others Are Hiring More People With Autism

    2. GDP growth

    A study by Accenture, Disability:IN and the American Association of People with Disabilities revealed that closing the employment gap between people with disabilities and people without disabilities could help boost the GDP of the U.S. economy by up to $25 billion (about $77 per person in the US).

    Therefore, it is a no-brainer that promoting disability-inclusive hiring practices and reducing employment gaps can have a positive impact on the overall economy of a country.

    3. Increased consumer spending

    As I mentioned earlier, autistic, neurodivergent and disabled people bring innovation and creativity to the workplace. With innovation comes better and more intuitive products and services that cater to a wider range of consumers, leading to increased consumer spending within a given marketplace. It is also possible to create new revenue streams if those products and services are specifically designed for consumers from niche markets such as hearing and visual aids, weight loss supplements, telehealth services for rural populations, gaming, etc.

    Additionally, when neurodivergent or disabled people are employed, they often have more disposable income to spend on goods and services. This increased spending capacity can help revitalize the economy.

    4. Lower turnover

    Disabled employees tend to have lower turnover rates, which can bring down the costs associated with talent attraction, hiring and training.

    According to a Job Accommodation Network (JAN) survey, 44% of accommodations for disabled employees cost less than $500, and the rest of the accommodations cost nothing at all. These findings, when contrasted with the cost of replacing an employee, which can range from 50% to 200% depending on their annual salary, further this benefit as reported by Enrich citing a study by the Society for Human Resource Management (SHRM).

    5. Increased customer satisfaction

    By hiring employees who better represent the diverse population of customers, businesses provide better customer service and improve overall customer satisfaction.

    A ResearchGate publication found that 92% of customers were more inclined to buy products and services from businesses that hire people with disabilities, and 87% said they would prefer to support businesses that actively hire people with disabilities.

    This brings me to my next point.

    Related: 4 Ways Diversity Is Directly Linked to Profitability

    6. Improving brand reputation

    Companies that demonstrate a commitment to disability inclusion are often viewed more favorably by consumers. This leads to increased brand loyalty and investment. In addition, the disability community, along with their family and friends, is a significant market worth trillions of dollars. By sharing the success stories of disabled employees and their families, companies can create a satisfied and loyal customer base, happy employees and a positive brand image through word-of-mouth marketing.

    7. Tax benefits

    Employing disabled individuals can offer businesses numerous tax benefits, including the Work Opportunity Tax Credit, Disabled Access Credit and the Architectural Barrier Removal Tax Deduction — among other incentives. The extent of these benefits depends on the accommodation provided by the business for the employee, potentially resulting in substantial credits or returns.

    8. Local economic and environmental impact

    Sourcing disabled candidates locally stimulates the local economy through the creation of job opportunities in the immediate area — ones that may be impractical for people coming from distant locations due to transportation and relocation issues. When local people are employed, they are more likely to spend their money locally, which contributes to the growth of other local businesses. Working locally also means employees can avoid long commutes, which lowers their carbon footprints and helps build a more sustainable future.

    9. Social impact

    Hiring autistic, neurodivergent and disabled people helps break down stereotypes, reduce social stigma and discrimination, promote inclusion and create a positive social impact in the community. When individuals who are autistic, neurodivergent and disabled see others like them succeeding and achieving recognition in their community, it benefits not only them but everyone who supports them.

    Hiring autistic, neurodivergent and disabled people goes beyond altruism. It strengthens the bottom line of an organization and provides numerous broader economic, social and environmental benefits that positively impact the well-being of any community or nation.

    Related: How Leaders Can Support and Embrace The Untapped Potential of Neurodiverse Talent

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    Nish Parikh

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  • Best Job Sites to Find High-Level Workers | Entrepreneur

    Best Job Sites to Find High-Level Workers | Entrepreneur

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    Companies increasingly rely on specialized skills and expertise, so the search for high-level workers becomes more critical. Thankfully, several job search sites cater to the needs of employers seeking top-level talent.

    Here’s a look at some of the best job sites to find high-level workers.

    Best Overall: ZipRecruiter

    ZipRecruiter is a popular job site with benefits that include posting job listings to a network of more than 100 job boards, access to a large resume database, and an algorithm that matches job postings with candidates based on their resumes.

    The platform’s “Candidate Rating” feature also allows for the rating of resumes based on how well they match job requirements. Additionally, ZipRecruiter can be used by organizations of all sizes and across various industries, with job listings available for positions ranging from executives to professionals with specialized skills.

    LinkedIn

    This professional social networking site is one of the best places to find high-level workers. LinkedIn allows you to search for potential candidates by industry, location and job title, and its advanced search filters allow you to narrow down your search results to find the most relevant candidates. LinkedIn also provides detailed candidate profiles, including work experience, education, and skills, making it easy to evaluate the qualifications of potential hires.

    Indeed

    Indeed is one of the most popular job search engines, and it’s a great place to find high-level workers. The site has an extensive database of job listings, allowing you to search for candidates by location, job title and experience level.

    Glassdoor

    Glassdoor is a job search site that also offers a wealth of information about companies and their management, culture, salary and benefits packages, and reviews from current and former employees. This platform can be a valuable resource for finding high-level workers and getting an inside look at how the company operates. Additionally, Glassdoor allows you to post jobs and get resumes directly in your inbox.

    Wellfound

    Formally known as AngelList, Wellfound is a platform that specifically focuses on startups and smaller companies, and it’s a great place to find high-level workers looking for something a bit different than the traditional corporate job.

    Toptal

    Toptal is a unique platform that connects companies with top-tier freelance talent. This platform is best for short-term, high-level projects where you need to hire a specialized expert with specific skills on a contract basis. The platform has a rigorous screening process and only accepts the top 3% of applicants, so you can be sure that you’re getting the best of the best.

    Choosing the right job site can increase your chances of success and find the best talent for your company. Additionally, while posting your job on these platforms, it’s also essential to have a clear and complete job listing, a clear hiring process and an appropriate compensation and benefits package to attract the best candidates.

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    Entrepreneur Deals

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  • What are the Best Hiring Platforms for Small Business? | Entrepreneur

    What are the Best Hiring Platforms for Small Business? | Entrepreneur

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    For small businesses, finding top talent is crucial to their success. Hiring the right employees can elevate your productivity, efficiency, and profitability. Job search sites like ZipRecruiter provide access to an extensive pool of potential candidates, making it easier for small businesses to find skilled, experienced professionals who can help take their business to the next level.

    Additionally, job search sites can help small businesses save time and resources in hiring, as they can quickly sort through resumes and applications to identify the most promising candidates. Small businesses can build reliable teams to help them grow and succeed by finding qualified applicants on job search sites.

    While hiring platforms deliver plenty of benefits, how do you choose the right one for your needs? Let’s explore some of the best hiring platforms for small businesses.

    Best Overall: ZipRecruiter

    ZipRecruiter is a powerful platform that can significantly improve the hiring process. Its user-friendly interface allows employers to post job openings and reach a vast network of job seekers across multiple job boards with just one submission.

    The platform also offers candidate screening, interview scheduling and applicant tracking features, saving small businesses valuable time and resources. ZipRecruiter‘s affordable pricing and flexible plans make it an attractive option for small businesses looking to streamline their hiring process and find top talent.

    LinkedIn

    LinkedIn is a popular job board and social media platform for professionals. It allows small businesses to post open positions and search through resumes of job seekers to find the best fit for their company. LinkedIn also offers recruiting and employee management tools, making it a convenient one-stop solution for small businesses.

    Indeed

    Indeed is one of the largest job boards on the internet, with millions of job postings from companies of all sizes. It allows small businesses to post open positions and search through resumes of job seekers, as well as access tools for recruiting and employee management.

    Glassdoor

    This is a job board and company review website that allows small businesses to post open positions and search through resumes of job seekers. Glassdoor also offers insights into company culture and employee satisfaction, which can be helpful for small businesses looking to attract top talent.

    Workable

    Workable is a recruiting platform that offers a variety of features, including job postings, applicant tracking and candidate sourcing. It is particularly effective for small- and medium-size businesses looking to streamline their hiring process.

    Upwork

    Upwork is a platform that connects businesses with freelancers and contractors for a variety of projects. It can be a great resource for finding qualified candidates for short-term or project-based positions.

    Using the best hiring platforms for small business allows you to find the right candidates for your open positions and streamline your hiring process. Remember to research and choose the best platform for your needs and budget.

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    Entrepreneur Deals

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  • Free Webinar | April 12: Return to the Office: 4 Ways to Make Both Managers and Employees Happy | Entrepreneur

    Free Webinar | April 12: Return to the Office: 4 Ways to Make Both Managers and Employees Happy | Entrepreneur

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    The return to the office has been far from seamless. While we all dreamed of a day when we could get off endless Zoom calls and back to “normal,” the truth is that many leaders are facing employee resistance, resignations, quiet quitting, and a loss in diversity, equity, and inclusion initiatives as they attempt to bring workers back to the office.

    But it doesn’t have to be this way. In this engaging, interactive, and entertaining presentation, Dr. Gleb Tsipursky will walk leaders through four proven strategies and tactics that companies can use to meet the needs and concerns of their employees, while simultaneously better serving their businesses.

    Don’t miss it! Register now and join us on April 12th at 3:00 PM ET.

    About the Speaker:

    Dr. Gleb Tsipursky helps leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts. He is the best-selling author of 7 books, including the global best-sellers Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters and The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships. His newest book is Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage. His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Forbes, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, and elsewhere. His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox, and over 15 years in academia as a behavioral scientist at UNC-Chapel Hill and Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio.

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    Entrepreneur Staff

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  • Why Prioritizing Soft Skills in New Hires Is Crucial In The Modern Workplace | Entrepreneur

    Why Prioritizing Soft Skills in New Hires Is Crucial In The Modern Workplace | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Soft skills are the personal qualities that enable an individual to communicate effectively, work well in a team, and adapt to changing situations. In today’s modern workplace, soft skills have become increasingly important, not just for individual success but also for the organization’s overall success.

    Soft skills like adaptability and problem-solving are particularly important in today’s fast-paced, constantly changing work environment. Strong soft skills can also enhance an individual’s career prospects, leading to greater success in their chosen field.

    This article will discuss the importance of soft skills in the modern workplace, both for profitability and company culture.

    Related: Attracting and Retaining Customers and Employees Comes Down to These Two Skills

    What are soft skills?

    Soft skills are the personal attributes and traits that allow one to effectively communicate and connect with colleagues, friends and coworkers. These skills include emotional intelligence, leadership, communication, problem-solving, adaptability, time management, teamwork and conflict resolution. Soft skills are essential to succeed in today’s modern workplace, where collaboration and communication are increasingly important.

    Related: How to Acquire Soft Skills and Measure Them Successfully

    Why are soft skills important in the modern workplace?

    Soft skills are essential in the modern workplace and play a significant role in the organization’s success. Here are a few reasons why soft skills are important:

    1. Improved teamwork and collaboration. One of the primary reasons why soft skills are essential in the modern workplace is that they improve teamwork and collaboration. Effective communication and collaboration are critical for the success of any organization. Employees with strong soft skills can communicate and work well with others, leading to better collaboration and teamwork.
    2. Increased productivity. Soft skills can also lead to increased productivity. Employees with strong time management skills can manage their workload more effectively, leading to higher productivity levels. Effective problem-solving skills can also lead to faster resolution of issues, allowing employees to focus on other tasks.
    3. Better customer service. Soft skills are essential in customer-facing roles, where employees interact with customers directly. Employees with strong soft skills, such as communication and emotional intelligence, can provide better customer service, increasing customer satisfaction.
    4. Improved company culture. Soft skills can also contribute to a positive company culture. Employees who have strong soft skills are more likely to be engaged, motivated, and productive, leading to a positive work environment. This positive culture can help attract and retain top talent, leading to long-term success for the organization.

    Related: The 10 Unique Soft Skills Employers Desire in New Hires

    Why should managers prioritize soft skills during the hiring process?

    Given the importance of soft skills in the modern workplace, managers must prioritize these skills during the hiring process. Here are a few reasons why:

    1. They are hard to teach. Soft skills are personal attributes, and they are often challenging to teach. While technical skills can be learned on the job or through training, soft skills are harder to develop. By prioritizing soft skills during hiring, managers can ensure they hire employees with these critical attributes.
    2. Soft skills are essential for success. As discussed earlier, soft skills are essential for success in the modern workplace. Employees with strong, soft skills are more likely to be productive, engaged and collaborative, leading to better overall organizational performance.
    3. Soft skills contribute to company culture. Hiring strong soft-skill employees can also contribute to a positive company culture. These employees are more likely to be engaged and motivated, creating a positive work environment. This positive culture can help attract and retain top talent, leading to long-term success for the organization.
    4. They improve team dynamics. Hiring employees with strong soft skills can also lead to improved team dynamics. These employees are likelier to work well with others, leading to better collaboration and teamwork. This can improve the overall performance of the team and the organization.

    Related: 4 Soft Skills You Need to Improve Your Career

    Conclusion

    Soft skills are essential in the modern workplace, and they play a significant role in the success of the organization. An organization full of soft-skilled employees will run and communicate like a well-oiled machine. Managers can save themselves many future heartaches if they prioritize soft skills during the hiring process to ensure that they hire employees who already possess these critical attributes.

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    Jigar Thakkar

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  • 3 Signs That You Need a Virtual Assistant | Entrepreneur

    3 Signs That You Need a Virtual Assistant | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    According to Gallup, 45% of entrepreneurs report being stressed out, which makes perfect sense: Being the chief decision-maker and doing everything in a business gets overwhelming and frustrating, even when someone is passionate about what they do. In response, one of the most pivotal moves is taking on a personal virtual assistant — a person typically brought on via contract (rather than a traditional employee), providing both flexibility and enhanced options for getting things off your plate.

    Virtual assistants handle a broad range of tasks, including emailing newsletters, social media scheduling, calendar management, research, data entry, proofreading, landing page creation and much more. And there are reliable signs that you need one. Most people wait too long, then find themselves rushing through the hiring process, which makes disappointment far more likely.

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    Laura Briggs

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  • How to Write Job Advertisements to Attract Remote Workers | Entrepreneur

    How to Write Job Advertisements to Attract Remote Workers | Entrepreneur

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    Writing job advertisements to attract remote workers requires a few optimizations that can be easy to make. Modern workers seek opportunities that offer flexible hours and the ability to work in any location. Remote work is becoming more of the standard and offering flexible working options is an excellent way for businesses to stay competitive in the job market.

    Keep in mind it’s still a job listing, so you need to effectively communicate the benefits of working remotely and the job requirements. Consider the following tips for writing job advertisements to attract remote workers.

    List your openings on job search sites.

    Job seekers start their searches on popular job sites like ZipRecruiter to simplify the hiring process. ZipRecruiter is a top site among hiring managers and job seekers because of its easy-to-use platform, AI matching technology, and the fact that it’s the #1 rated job site in the U.S.1.

    Candidates can select “remote” and “hybrid” filters when conducting their job searches, so having a quality listing can ensure your job opening appears at the top of the search results.

    Communicate the remote nature of the job.

    Be sure to specify that the job is a remote position and include details about the type of work environment and equipment that will be required. If the job advertisement doesn’t say remote up front, many people will assume that it’s not.

    Highlight the benefits of working remotely.

    Make it clear that the job offers the flexibility and autonomy of working remotely. Mention any perks or benefits that come with the position, such as a flexible schedule or the ability to work from anywhere.

    Clearly outline the job requirements.

    Your job advertisements should clearly state the skills, experience, and qualifications that are required for the position. This will help you attract the right candidates and weed out those who are not a good fit.

    Use language that resonates with remote workers.

    Use language that speaks to the benefits and challenges of working remotely. For example, mention the ability to work from anywhere or the need for strong self-motivation and discipline.

    Include information about your company culture.

    Remote workers often place a high value on company culture. In your job advertisements, include information about your company’s values and mission to help attract candidates who are a good fit.

    By following these tips, you can write job advertisements that effectively attract remote workers and find the right candidates for your open positions. Remember to be clear and concise and focus on the benefits and challenges of working remotely to attract the best candidates.

    1 Based on G2 satisfaction ratings as of January 1, 2022

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    Entrepreneur Deals

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  • Entrepreneur | 12 Ways You Can Immediately Start To Motivate Your Employees

    Entrepreneur | 12 Ways You Can Immediately Start To Motivate Your Employees

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    Opinions expressed by Entrepreneur contributors are their own.

    Knowing how to motivate your employees is a huge part of having a successful business. It’s essential to take a holistic approach to understanding individuals’ needs.

    In other words, widen the lens through which you view and support your employees and know that everything from their mental health to the office environment is crucial to their success.

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    Tiffany Hoxie

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  • Entrepreneur | How to Hire, Retain and Optimize Gen Z Talent

    Entrepreneur | How to Hire, Retain and Optimize Gen Z Talent

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    Opinions expressed by Entrepreneur contributors are their own.

    As the oldest members of Generation Z enter the workforce, business leaders are faced with a new set of challenges in attracting, hiring and retaining this demographic. Gen Z is expected to make up 20.7% of the workforce by 2025 and 33.4% by 2030. This generation represents a highly diverse and well-educated cohort with unique needs and values that differ significantly from those of previous generations.

    In order to successfully recruit and optimize Gen Z talent, business leaders must have a clear understanding of this demographic and its unique characteristics. Below are some insights on Gen Z and a few tips on how to recruit and retain Gen Z talent:

    Related: 7 Things to Know Before You Manage a Gen Z Team

    Who is Gen Z?

    To effectively understand Gen Z, it is important to recognize the unique experiences and values that have shaped their worldview. Born between 1997 and 2012, Gen Z is the most diverse, tech-savvy and educated generation to date. Gen Z is characterized by a strong sense of individuality and a desire to make a positive impact on the world. They are socially conscious and politically aware, and they value diversity and equality among different groups. They are also more entrepreneurial and are more likely to start their own businesses compared to previous generations.

    Members of this generation have grown up in a world of rapid technological change and globalization. They have also experienced a number of significant cultural and economic shifts, leading them to be practical, financially savvy and resourceful. They are highly connected, informed and inclusive, with a deep commitment to social and environmental causes. Additionally, Gen Z is characterized by a high level of ambition, drive and entrepreneurial spirit.

    Related: What Gen Z Wants Their Managers to Understand in 2023

    Recruiting and hiring Gen Z

    When it comes to attracting and hiring Gen Z talent, it is important to understand the key factors that are important to this demographic. These include:

    1. Flexibility: The older Gen Zers had just begun entering the workforce when the global pandemic hit in 2020, so these individuals have a very different idea of a “normal” work schedule than that of older generations. Gen Z is highly interested in finding a job that allows them to balance their work and personal lives, which means offering flexible work arrangements, such as remote and hybrid work, and even less traditional work hours.

    2. Technology and innovation: Gen Z is highly tech-savvy and values the use of technology in the workplace. Companies that are able to incorporate the latest technologies and encourage innovation will be most appealing to this demographic.

    3. Purpose and values alignment: As mentioned, Gen Z is highly motivated by the desire to make a positive impact on the world. Therefore, they value employers who provide opportunities to be involved in the community and support various causes. Companies that prioritize sustainability, diversity and inclusion will be most successful in attracting this demographic.

    4. Growth and development opportunities: Most Gen Zers in the workforce have never held a job prior to the one they are at. A first job is mostly about gaining experience and building skill sets so that they can move up the corporate ladder. Gen Zers seek opportunities for personal and professional growth when it comes to finding a job and want to know there is room to grow.

    Related: Gen Z Is Looking For These 5 Things in a Job and Career

    Retaining and optimizing Gen Z talent

    Once you have successfully attracted Gen Zers to your workplace, it is important to create a culture that supports their continued growth and engagement. To retain Gen Z talent and make the most of their contributions, business leaders must:

    1. Foster a sense of purpose and connection: Appeal to Gen Z’s desire to make a positive impact, and establish an inclusive workplace culture that emphasizes their values. Gen Zers want to know and feel like they are a valuable part of an aligned team, and that their contributions are appreciated. Companies should actively seek out ways to connect their employees with the purpose and impact of their work, including embodying the company’s core values into daily motivations.

    2. Provide opportunities for growth: Gen Z values personal and professional growth and seeks out employers who provide opportunities for learning, development and advancement. Companies should invest in employee training and development programs, as well as provide opportunities for professional advancement.

    3. Encourage collaboration and innovative thinking: Gen Z values collaboration, as well as being encouraged to think outside the box. Companies should foster a culture of teamwork, encourage open communication and provide opportunities for employees to share their ideas and insights. It’s also important to understand and take into account different communication styles and how they affect a team’s ability to work together.

    4. Prioritize work-life balance: In addition to initiatives such as flexible schedules and paid time off, companies can do more to prioritize work-life balance. Gen Zers value mental health and well-being, and they are especially fond of workplaces that have procedures in place to support them. This can be as simple as checking in with employees regularly for honest, non-work-related discussions, encouraging and showing interest in their hobbies outside of work and giving praise for a job well done.

    Business leaders who understand how to optimize Gen Z talent will be well-positioned to succeed in today’s rapidly changing business environment. By recognizing the unique characteristics of this demographic and leveraging their strengths, businesses can build a talented and engaged workforce that will help drive their success for years to come. To be successful, business leaders must have a deep understanding of Gen Z and its unique needs, values and preferences, and they must be proactive in creating a workplace culture that supports and nurtures this demographic.

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    Doug Walner

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  • How to Find Great Employees Using Free Hiring Services

    How to Find Great Employees Using Free Hiring Services

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    Creating a successful hiring strategy is a challenge for many companies, especially if you’re working with a limited budget. However, there are many free hiring services employers of all sizes use that can help you find qualified candidates for your open positions.

    Explore these tips for finding great employees using free hiring services.

    Online job boards.

    Many job boards, such as ZipRecruiter, LinkedIn and Indeed, offer free job posting services for employers. These platforms can extend your reach to a large pool of potential candidates and attract top talent to your open positions.

    And when it comes to hiring services, ZipRecruiter is a popular choice among businesses of all sizes because of its ease of use, AI matching technology, and budget-friendly options. Not only is ZipRecruiter the #1 rated job search site in the U.S.1, four out of five employers get a quality candidate in the first day of posting their listing.

    Social media.

    Social media platforms like Facebook and Twitter can be effective tools for finding new employees. Consider creating a company page and posting job openings to your followers. You can also attract jobseekers with hashtags and keywords to target specific groups of potential candidates.

    Networking events.

    Attend local networking events and job fairs to connect with potential candidates and promote your open positions. Many of these events are free or have a low cost to attend. They can help you build your professional network and access relevant candidates.

    Employee referrals.

    Encourage current employees to refer people in their network to available positions at your company. Even if you offer incentives for employee referrals, it’s still more cost-effective than finding someone through traditional hiring channels because someone you trust recommends them as a quality candidate and culture fit.

    Free resume databases.

    Many websites offer free resume databases where you can search for candidates with specific skills and experience. These databases can be an excellent resource for finding qualified candidates for your open positions.

    By taking advantage of these free recruitment resources, you can identify outstanding candidates and assemble a robust workforce for your organization. Be proactive and maintain a clear focus on your staffing objectives, and you will be able to secure the perfect employees for your open roles.

    1 Based on G2 satisfaction ratings as of January 1, 2022

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    Entrepreneur Deals

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  • Why Every Employee You Hire Should Have Leadership Qualities

    Why Every Employee You Hire Should Have Leadership Qualities

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    Opinions expressed by Entrepreneur contributors are their own.

    Leadership is about mindset, not a job title. And it is arguably the most important attribute to the success of any company or organization. Yet, many managers seeking to fill entry-level positions often pass on candidates they feel are “overqualified.” They do this for a variety of reasons, all of which seem counterintuitive to creating the best possible company.

    For every manager, there are countless employees. This is true in nearly every profession. Professional sports teams are a great example of this process and represent something very similar to many companies. They have an owner. That owner hires a general manager. That general manager hires assistant managers, directors of personnel and marketing, a head coach and so on. Each of these directors hires a staff, and the head coach hires assistant coaches, trainers, etc. And the players are hired in cooperation with the management and coaching staff to represent the organization on the field, much like the employees who are hired to have direct interface with customers. Even the players hire their own support staff.

    Related: 3 Ways to Empower Everyone to Lead (and How to Do It)

    How leadership shows up at every level

    It can be argued that customers, whether it is fans watching a sports team on television or in person or patrons who go to a restaurant, are the most vital part of keeping a company viable. Without them, there is little to no money being made. Yet, interestingly enough, this most precious cog in the overall sustainability of a company most frequently engages with representatives of the company who, on paper, have the lowest position of leadership.

    However, if you look at the basic infrastructure of the most successful teams and companies in the world, the most important and influential leadership does not simply come from the top down, but instead, it emanates from each faction within the organization. And, in fact, the top-level leadership generally has the least direct leadership impact over the majority of the employees, let alone the customer base.

    This illustrates several important points. First, entry-level employees serve a hugely influential role in most companies. Second, nearly every position in a company plays an important role. Lastly, leadership can and should happen in all areas. All this inevitably means that everyone should have the training, encouragement and expectation to lead within their respective roles.

    Related: 6 Leadership Best Practices to Empower Your Workforce

    Why you should encourage everyone to be a leader

    While there is no doubt that there are natural-born leaders, it is also equally true that a leadership mindset can be cultivated. While this takes time and resources, the benefits to an organization are quantifiable. Take the example of the professional sports team. Players on the field represent the lowest level on the rung in terms of decision-makers on behalf of the team’s management structure. Yet, they arguably have the most influence on the perception of the team and the fans’ (customers) willingness to invest their time and money.

    On the most basic level, a player’s job is to perform their duty to the best of their ability. But does it help the team and organization if they show up on time or early? Does it help if they sign autographs and engage with fans? Does it help if they have a great attitude and model a great work ethic? All of these things represent leadership traits that impact the bottom line, yet the players are not in what would be considered a traditional leadership role when we look at the managerial infrastructure of a team.

    Now take the employee working at the cash register of the local grocery store. Their job is to efficiently and effectively perform transactions with minimal arithmetic error. The store manager may wander around a bit, but certainly doesn’t directly engage with a fraction of the customers that the cashier does every day, thus having a far smaller impact on the direct lifeblood of the store’s financial success. Yet, we perceive the manager as a leader but not the cashier. Does it matter if the cashier smiles, makes eye contact and greets each customer? Does it matter if the cashier has a great attitude and helps bag if their lane is clear? Of course!

    Related: 4 Leadership Methods for Empowering Employees and Building Strong Teams

    And these things not only impact the store’s bottom line by creating happy and appreciative customers, but they are certainly impactful leadership qualities. The store owner, who is in the most powerful position, isn’t able to have this type of impact on the customer base. Neither is the store buyer, regional manager, general manager or store manager. In fact, every single position of authority above the cashier has less direct contact with and less direct impact on the customer experience than the cashier. And if the customer is happy, the store does well.

    The point is simple: One, hire the best possible people; two, encourage everyone to be a leader; three, recognize that the value, influence and importance of a leader have nothing to do with their job title or position, but about the impact they can have on the people with whom they engage.

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    John Peitzman

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  • The Key Strategy to Building a Winning Team

    The Key Strategy to Building a Winning Team

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    Opinions expressed by Entrepreneur contributors are their own.

    Business leaders young and old face the same problem — how to form a solid team that will work hard to promote the business’s success. Whether it’s a new business or an established one, the people you recruit will be crucial to your survival. If you select them strategically and mindfully, in theory, your business should be stronger and more prosperous. But what does that mean, exactly? In my case, it means surrounding myself with people who have different skills than I do — a strategy I highly recommend in any type of business.

    There’s no place for ego in business

    From a young age (and without even knowing it), I started forming a habit of surrounding myself with people who have different skills. In high school, I worked at Dunkin’ Donuts from 6:00 a.m. to noon on the weekends. It was a hectic shift, but I loved it because it was fast-paced and there were a lot of hands on deck. I usually worked the window with one other person, and I always chose a partner who had a strength I didn’t. At this particular Dunkin’ Donuts, there was no intercom before you got to the window, so all orders were taken at the window. I was really good at remembering orders and making them quickly, so I always partnered with someone who was good at handling money, because I wasn’t as quick at making change as some of my coworkers were.

    Fast-forward to when I was in college. We had a lot of team projects, and I would take a similar approach to choose my group. I would partner with people who were better writers and not as good at presenting, strategizing, organizing or big thinking.

    I carried this habit over into my career, and it is what makes my relationship with my business partner so solid. He and I have the same ethics, values and philosophies, but our strengths are very different. He is more analytical and methodical. I am more creative and strategic. He digs into the finer details, while I tend to focus on the big picture. We rely on each other and are open about our strengths and weaknesses. Neither of us is shy about what we need. We leave our egos out of it, and that can be a problem for so many leaders, who have a hard time admitting they are weak in certain areas. So, instead of asking for help, they “fake it ’til they make it.” I have never been the type of person to do that because I recognized early on that pretending to be good at everything will only lead to disaster.

    Related: 6 Steps for Hiring the Right People to Build Effective Teams

    You never want to be the smartest person in the room

    It might be cliché, but it is sound advice. Seeking out people who know more than you enriches your own experience. When my partner and I formed our marketing agency, we made it a point to hire people with specific strengths, surrounding ourselves with people who are smarter than we are. Some leaders are intimidated by people who might be more skilled or knowledgeable than they are, and their egos just won’t allow them to see the benefit of having friends and colleagues who can contribute more than they can. We actually seek out these people, and in doing so, we are open about our goals and why we want to add them to our team.

    I specifically hire people to poke holes in my strategies. I need people who have different skill sets to make me and the agency better. This benefits our clients and ultimately our business because we never have to fake anything.

    Taking advantage of others’ knowledge and skill is not a weakness — it’s a strength. Your clients will see better results and be more satisfied with the products and services you provide. Your business will build a reputation of being reliable and trustworthy, which can be a rarity in today’s environment. Your team will be more cohesive and willing to work together because each member knows where they fit in and why they are valuable. Overall, having a team of people with diverse skills and knowledge is a winning strategy for everyone.

    Related: Want to Build a Great Team? Never Be the Smartest Person in the Room

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    Jackie Cullen

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  • How Small Businesses Can Beat the Big Companies to Top Talent

    How Small Businesses Can Beat the Big Companies to Top Talent

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    Opinions expressed by Entrepreneur contributors are their own.

    Finding the perfect job candidate can take a lot of work for a small business or startup. With the current competitive market, small businesses find it harder to attract top talent than larger, more established companies. In a survey of small business owners by NFIB Research Foundation, 44% of respondents said that they had few or no qualified applicants for open jobs.

    Small businesses might struggle to find top talent for plenty of reasons, such as increased competition, social media inactivity or failure to connect with recruits on a personal level. If you want to attract top employees, your company must have a clear and unique identity and be able to demonstrate its differentiators and core values.

    Here’s how savvy small business owners can start being strategic about attracting qualified employees.

    Related: How Small-Business Leaders Can Recruit Like the World’s Top Companies

    1. Focus on flexibility

    People care deeply about flexibility at work. The ADP Research Institute conducted a survey that found 67% of employees feel more empowered to work in flexible arrangements since the start of the pandemic. Successful companies, including American Express, the largest credit card company in the U.S., have followed this advice by offering flexible hours, working arrangements and contracts.

    Consider being flexible with policies and practices that affect work-life balance. This approach demonstrates that you care about your employees’ overall well-being and helps attract talent who might not have predictable schedules or work arrangements.

    2. Foster a community

    Creating a sense of connection is crucial for small businesses that want to attract competitive talent. An ideal workplace is built on a shared purpose, mutual trust and care for the community around it. It’s not just about the money for employees; it’s about finding fulfillment in their work and enriching their lives.

    One way to set yourself apart when building your community is to look to the local, larger community at hand. Small businesses are known for fortifying communities all over the country, connecting people through shared experiences and helping regional economies thrive. By creating a sense of community within your business that’s connected to the one outside of it, you capitalize on local talent while providing a fulfilling work environment that retains employees.

    Related: 4 Ways to Level the Playing Field of Small Business Recruitment

    3. Make a good first impression

    Small business teams might find it hard to set aside the time necessary to write detailed job descriptions because of the pressure to complete other tasks. However, the first step in attracting skilled workers that fit your precise needs is writing an accurate job description. A job posting, description included, is often the first impression a new job seeker has of your business. So, make it a good one.

    Not only does an effective job description include a list of required skills and expectations for the role, but it also gives the reader an insight into your company culture. Do you care about work-life balance? Is your compensation competitive, and does it include the preferred benefits? Do you understand the nuances of employees’ lives? A good job description will communicate those answers when crafted with the seeker in mind.

    4. Nurture company culture

    A company’s culture establishes expectations for how employees interact and collaborate. Whether you build your culture through concrete practices or relaxed camaraderie, a strong company ethos can serve as a way to break down the barriers between teams that are siloed and provide guidance for decision-makers.

    Warby Parker is a great example of building a solid company culture that retains employees. The whole team is involved in a new employee’s onboarding and training, fostering stronger relationships and increasing a new hire’s sense of belonging and support.

    For a small business, even little things such as flex time, a casual dress code or pet-friendly offices can impact staff morale and loyalty. Creating the right company culture will help spread the word about your business and why top talent should want to work for you.

    Related: How Small-Business Owners Can Build a Strong Corporate Culture

    5. Offer real benefits

    Although there is no federal law mandating that small businesses (i.e. those with 50 or fewer employees) offer health insurance or paid leave, regulations on employee benefits can vary from state to state. Plus, creating a more comprehensive benefits package is a great way to attract the best workers. Employee benefits improve your worker’s productivity, health, well-being and job satisfaction.

    Almost half of the employees surveyed by SHRM said that health insurance was either the top deciding factor or a positive influence when choosing their current job. What’s more, 29% of employees said that their overall benefits package was a significant factor when deciding to look for work elsewhere. Benefits matter to your employees, so they should matter to you.

    6. Consider hiring remote workers and freelancers

    A small business can employ forward-thinking strategies faster and more responsively than most established enterprises. Keep an open mind when looking for a “specific” kind of employee: independent contractors and remote workers are becoming more common these days.

    Many skilled and talented people are available for hire as freelancers or contract workers. Even among traditional employees, it is important to consider allowing people to work from home as more people expect this option from employers. Remote work can be one of the key benefits of working at a small company.

    Related: 3 Powerful Techniques to Effectively Manage Your Remote Team

    7. Drive home what makes a small company unique

    A great advantage for small businesses is the ability to respond to creativity with agility. Big companies can be hesitant to make significant changes, but small businesses can take bigger risks while affecting fewer people. This can make employees and job seekers more excited to work for your business. According to Gallup, when a worker perceives their company as agile, they’re likelier to believe that the organization is a good fit for customers, ahead of competitors, financially secure and prosperous.

    The ability to be agile encourages new ideas and helps businesses adapt to new innovative solutions quickly. A company’s ability to quickly and effectively adapt to its changing needs is key to its success, especially when adding new employees to the mix.

    It’s more critical than ever to find the right people with the right skills for the job. So, you need a solid small business recruitment strategy when seeking new talent. A group of skilled and enthusiastic employees will flock to a company that appreciates and nurtures their talents. In return, they’ll bring new skills and energy to your business and ensure you can compete in today’s market.

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    Sarah Mayer

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  • Ready to Hire? Here are the Best Recruiting Platforms.

    Ready to Hire? Here are the Best Recruiting Platforms.

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    Employers of all sizes turn to popular job sites to recruit top talent. Posting a position on a job search site allows you to reach a large pool of candidates all at once, rather than having to search for and contact candidates individually.

    But with so many to choose from, which are the best recruiting platforms? Many job search sites offer free job postings or have options for paid sponsored job postings that are more prominently displayed.

    If you’re ready to hire new employees, choosing the best job search site can make a big difference in the success of your hiring efforts. Here are some of the best recruiting platforms to consider.

    Best Overall: ZipRecruiter

    Four out of five employers who post on ZipRecruiter get a quality candidate within the first day. This popular job site makes it easy for companies to scale their business with quality hires.

    Rated as the #1 job site in the U.S.1, ZipRecruiter allows you to post job openings and receive applications from relevant candidates. It also offers a resume database and applicant tracking tools to help you manage the hiring process. It’s no wonder why ZipRecruiter is among the best recruiting platforms.

    LinkedIn

    LinkedIn can be a valuable platform for recruiting professionals and is particularly effective for finding candidates in the business, finance, and technology sectors. It offers a variety of features, such as job postings, resume searches and applicant tracking, to help you find and hire top talent in and outside your network.

    Indeed

    Indeed is one of the largest job search websites and can be an excellent resource for finding a wide range of candidates for all positions. It offers free job postings and allows you to search for candidates based on their location, experience, and skills. Indeed also provides rates for sponsored listings that prioritize your openings in the search results.

    Glassdoor

    Glassdoor is a platform that allows you to find job opportunities and read reviews about different companies. Glassdoor also provides information about company culture and employee satisfaction, which can help attract candidates to your open positions.

    Workable

    Workable is a recruiting platform that offers a variety of features, including job postings, applicant tracking and candidate sourcing. It can be particularly effective for small- and medium-size businesses looking to streamline their hiring process.

    1 Based on G2 satisfaction ratings as of January 1, 2022

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    Entrepreneur Deals

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  • 10 Strategies for Hiring and Retaining New Employees

    10 Strategies for Hiring and Retaining New Employees

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    In a competitive job market, employee retention is everything. Long-term business success can be attributed to employees who feel like their efforts are acknowledged and that they’re contributing to their organization’s goals. Hiring and training new people can be costly, so prioritizing retention can save you a lot of money, foster a winning office culture, and encourage innovative thinking.


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    It’s important to keep in mind that job candidates are evaluating your organization just as much as you’re interviewing them for a role. Keeping applicants engaged during the interview process can make all the difference when recruiting the people your business depends on. If they don’t feel valued during the hiring process, why would they think they’d be valued as an employee?

    Here are 10 strategies for hiring the right talent and limiting turnover so your business can thrive.

    1. Simplify the hiring process.

    Having plenty of qualified applicants is great, but make sure you’re not losing the right person because your hiring process is inefficient or unclear. This is the first impression you’ll give a potential employee, so be sure to present a positive image of your company by using a hiring platform like ZipRecruiter. It’s arguably one of the best, cost-effective services for streamlining the hiring process. ZipRecruiter even syncs to your Applicant Tracking System (ATS) to optimize your application flow and can help you discover new hires.

    Not only that, businesses can tap into ZipRecruiter‘s Invite to Apply feature to invite top candidates to apply for their jobs. The company says jobs where employers use the Invite to Apply feature receive more than 2.5 times more candidates.

    Related: Best Way to Hire Employees: 3 Tips for Landing Top Talent

    2. Find the right employees.

    Consider the values you’re looking for out of a new hire. Aside from technical capability, ask interview questions that help you understand what motivates a candidate and how they interact in a group setting. Phone screenings, pre-employment behavioral assessments and time-saving screening questions effectively determine if someone would be a good fit before investing valuable resources into further recruitment.

    3. Play to your strengths.

    Though every employer should offer competitive compensation, you can still find and retain quality people by playing to your strengths. Do you have a strong company culture? Offer an employee discount? Is your business involved in the community? Offer unlimited PTO? Not everyone is purely motivated by salary. Some people may simply believe in your company—and that’s someone you want on your team.

    4. Personalize communications with applicants.

    Sometimes submitting a job application feels like throwing your resume into a black hole. Even with an automated response, knowing your application will be reviewed by a human can make all the difference. As it turns out, you can hire faster and send personalized messages to job seekers through ZipRecruiter. It’s an opportunity to keep applicants engaged in the hiring process with a professional experience.

    Related: Looking for Employees? 4 Things You Need to Know About Online Job Boards.

    5. Be transparent.

    Hiring has a lot of moving parts, and things don’t always go as planned. Maybe a project you were hiring for fell through or isn’t happening as soon as anticipated. Perhaps someone wasn’t the perfect fit for a specific role, but you know they’d be a contributor in a different position. Hiring can be a long-term game, so stay organized and be honest every step of the way. Communicate a transparent process for applicants to keep in mind and answer their questions to the best of your ability. You never know when you’ll cross paths again.

    6. Prioritize the onboarding experience.

    Set your employees up for success from the beginning with a winning onboarding and orientation process. By investing time in developing onboarding materials, you’ll get your new hires up to speed faster. They’ll feel like they know the organization better and can contribute to their new role sooner. Company swag and personalized welcome emails from coworkers are also simple ways to make someone feel part of the team.

    7. Provide a clear path for advancement.

    Along the lines of transparency, don’t push talent away because of stagnation in career growth, salary, or skill development. Offer employees a roadmap for promotions and what qualifies them for a merit increase. Mentorship opportunities for new and existing staff can develop new leaders while giving insight into the promotion process. Your employees will deliver their best work when they know they’re working toward something.

    Related: How to Find Employees: 4 Tips for Hiring the Best

    8. Create an environment of open communication.

    Keep lines of communication open between employees and leadership. This gives employees a voice and can lead to positive changes in the organization. Consider conducting regular employee engagement surveys that allow staff to provide feedback on career satisfaction, office culture, business outlook and career development. Acting on the results from the surveys and using that data to improve the employee experience can lead to improvements across your organization.

    9. Place emphasis on employee wellness.

    In a world where working from home has become the norm, job flexibility is highly relevant. People are more likely to do their best work when their company understands they have lives outside of their 9-5. Offer simple perks like flexibility with leaving early to take care of family members or summer Fridays. Encourage personal wellbeing with healthy snacks in the office, physical fitness stipends and mental health resources.

    10. Give employees recognition.

    Employees need to feel appreciated, and there are plenty of inexpensive methods to do so. Acknowledgment of their accomplishments goes a long way, especially when it’s coming from leadership. Create opportunities for employees to get recognition from their peers with regular work share-outs, office emails highlighting big wins and awards.

    Whether you’re hiring your next employee on online job boards like ZipRecruiter or via your internal networks, keep the above tips in mind to help make sure you hire the right person and keep them around for the long haul.

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    Entrepreneur Deals

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  • Why Software Talent Is Still in Demand Despite Tech Layoffs, Downturn and a Potential Recession

    Why Software Talent Is Still in Demand Despite Tech Layoffs, Downturn and a Potential Recession

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    Opinions expressed by Entrepreneur contributors are their own.

    Talk of an economic downturn and potential recession was everywhere this year. These fears have strongly affected the tech industry, leading many companies to lay off thousands of employees in 2022.

    More than 1,000 tech companies fired over 150,000 employees in 2022. Meta, which owns Instagram and Facebook, let go of more than 11,000 employees. Amazon laid off over 10,000. There is also Twitter, where the new owner, Elon Musk, fired about half of the workforce.

    Many of the employees fired were software developers. Software engineers are integral to the tech industry, and it has left many wondering whether their skills and knowledge are losing value.

    Even cryptocurrency companies were firing workers. Coinbase CEO Brian Amstrong said the company would let go of 18% percent of its workforce. He stated, “We appear to be entering a recession after a 10+ year economic boom. While it is hard to predict the economy or the markets, we always plan for the worst so we can operate the business through any environment.” He cited the changing economic conditions as the primary reason for the layoffs. Many CEOs have done the same with similar reasoning.

    However, despite the layoffs and fears of an economic recession, top tech talent is still in demand. Software developers will always be integral to the tech sector, especially top-tier professionals at the top of their game. They are the foundation of the industry, and the best developers will have many opportunities before them after the layoffs.

    Related: Why The Demand for Tech Jobs Will Only Get Stronger

    High demand for software engineers

    Many saw the layoffs in the tech industry as a sign that their jobs and skills were less valuable than they thought. Companies will do what they must to stay afloat. They still value tech skills like software development.

    Tech talent is still valuable in many other industries, including agriculture, manufacturing and retail. Because of the power of big tech, many business sectors have needed more tech talent. Thanks to the job cuts, they can now hire the best.

    Software development is one of the most crucial fields in the tech industry. All forms of digitization require software programs that developers must make. Developers solve many solutions and produce real-world applications for everyday use.

    Software developers are still valuable, especially those from big tech companies. Software engineers from companies like Twitter, Netflix and Microsoft are getting jobs within hours or days of getting fired. Smaller companies are getting excellent tech talent at an absolute steal.

    Many software engineers are immediately finding similar jobs or roles in companies. The skills translate to many industries so they can fit in many firms. The other developers will also find other jobs in the tech sector and other industries. However, they will find themselves playing different roles to those they had before the layoffs.

    Software engineers may earn less than they did working at the tech giants. Taking a salary cut to work for a smaller company does not mean your skills are less valuable. It depends on what the company can afford and how you can help them grow.

    Moreover, software engineers can ask for assurances because of their talent, experience and value. Due to the layoffs, tech employees must ask what will happen if the firm decides to lay off a sizable portion of the workforce. They can also get stock options, so they are part company owners.

    Industries like banking have been hiring tech talent in the face of the tech industry layoffs. They can see developers’ value and are doing plenty to attract them. These industries know there has never been a better time to get the best tech talent.

    Related: Software Development Jobs Are a Bright Spot in Uncertain Economic Times. Here’s What Business Leaders Need to Know.

    Demand for software

    We live in a world run by software programs. With increasing digitization, there will always be a demand for software solutions. In particular, software developers are in high demand within the tech industry.

    In the age of data, firms need software developers who will analyze the data to create software solutions. They will also use the data to understand user needs, monitor performance and modify the programs accordingly.

    Software developers have skills that prove them valuable in many industries. As long as an industry needs software solutions, a developer can provide and customize them to the firms that need them.

    Fields in which a developer can work include data science, AI and machine learning, application development and cloud services. There is also the opportunity to be an entrepreneur and create something unique that offers customers value.

    With a skill set that has such a wide application, it is easy to see why software developers will still be in demand after the massive significant tech layoffs. The best developers will quickly land on their feet. They may even gain better positions than they had at their former workplaces.

    Related: The Future of Software Development in 2022 and Beyond

    Tech talent is still valuable

    Many tech workers suffered a terrible blow in 2022. Their prestigious jobs at giant tech firms vanished, leaving many stranded and confused. However, there is still a significant demand for tech professionals in our technological world, particularly software developers.

    Software development is the bedrock of the tech industry. Software engineers with valuable skill sets, experience and drive will quickly find other positions and opportunities. Software developers can apply their skills across a broad spectrum and are precious to many businesses and industries.

    They should know they are still valuable today, even in a challenging job environment. The rate at which companies continue to acquire the best software development talent proves it.

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    Steve Taplin

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  • 10 Tips to Help You Pick Your Next Great Employee

    10 Tips to Help You Pick Your Next Great Employee

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    Opinions expressed by Entrepreneur contributors are their own.

    In its recent monthly jobs report, the National Federation of Independent Businesses revealed what many small businesses already know: finding quality labor is a challenge.

    In fact, the report noted that filling open positions is the single largest issue facing small firms. Nearly one-quarter of owners said the worker shortage is affecting their ability to fill open positions and limiting their ability to grow.

    Among the respondents, 46% said they were unable to fill job openings in September. That brings the number of unfilled job openings to a historic high.

    While finding the next great employees may seem futile, it is not impossible. Contrary to popular belief, there are qualified candidates in the market. It’s just a matter of knowing where to find them and capturing their interest in a compelling way.

    Sourcing talent requires a strategy and creativity that reaches beyond posting positions online and praying for a rush of candidates to apply. A more effective approach is to unearth passive candidates who may not be looking for a career move but would entertain the right position. That means searching for high-performing individuals through trade associations, events, universities and even those who may be working in another industry but whose skills are applicable to the open position.

    Related: How Entrepreneurs Can Find Great Talent Despite a Labor Shortage

    Here are some proven ways to re-energize your recruitment process and unearth candidates with the skills and passion for your business:

    1. Revisit your company’s mission and values to use as selling points in attracting talent

    As a business owner or department leader, you undoubtedly are familiar with your company’s mission. But do you understand what separates your firm from others in your industry? That is, does your company have a unique product or service, a nurturing culture or a penchant for giving back to the community? Use this information to craft a compelling company story that will pique the interest of job-seekers and passive candidates alike.

    2. Audit your brand to find out what others are saying about you on popular websites and social media platforms

    Shoring up your reputation with positive reviews from current and past employees and customers will go a long way in selling a position to a potential new employee.

    3. Put yourself in the candidate’s shoes

    Why would someone want to work in this role? What are the opportunities for advancement (a key consideration for job candidates)? In what ways can the employee contribute to your company’s mission and the greater good? Equip your hiring team and recruiting partner with details that serve as selling points for the organization.

    4. Consider what’s most important to candidates in a changing work environment

    Pay remains a top driver in attracting quality candidates to jobs, but work-life balance and an opportunity for employees to do what they do best rank high on the list too. In a study among 13,085 U.S. employees conducted by Gallup earlier this year, 61% of respondents said greater work-life balance and personal well-being were important — a steady rise since 2015. This includes more flexibility in how and where they work. It may sound obvious, but workers also want to focus their efforts on areas where they have strength and training. As such, hiring leaders must be in sync with what candidates want, and in the words of Gallup “sell what employees want to buy.”

    Related: Why Small Businesses Struggling to Hire New Employees Should Embrace Gig Workers

    5. Plan for your hiring needs today and devise a strategy for filling open positions

    Some things to think about: What is the budget for recruiting? How will you plan to find candidates in a tight labor market and for hard-to-fill positions? And what does your company’s diversity hiring plan look like? Answering these questions before you begin the recruiting process will help crystallize your hiring plan and move the recruiting process along quickly and efficiently. Remember to start the search now for positions that need to be filled in the first quarter. And consider engaging an outside recruitment partner to get a fresh perspective and uncover candidates in unexpected places.

    6. Before initiating a job search, understand the candidate’s journey

    Where do they congregate? What are their circles of influence? How do they get their information? Then put your detective skills to work by searching for “passive” candidates – those who may not be actively looking for a job but may consider the right opportunity for a career change online, through professional networks and even cold-calling.

    7. Ensure your company and the candidate are aligned

    If you are wondering about the focus on passive candidates, it’s because some of the most desirable individuals are not looking for work. Oftentimes, their skills are in direct alignment with the open role. They are also transparent, sharing exactly what they want in their next career move, including opportunities for advancement, plus how they would approach the job at hand.

    8. Create a story that humanizes your company and piques your candidates’ interest in the job

    For example, share ways the company engages employees, celebrates success and gives back to the community. Using information gathered in your fact-finding exercise for the company and the position, craft an interesting “pitch” to attract best-in-class talent to your company.

    9. Strategize ways to keep in touch with top candidates

    Your candidates are probably entertaining multiple offers. Find reasons to check in and do it in ways, such as texting, that are effective without being intrusive.

    10. When the search is over, create customized, in-depth candidate profiles

    Include details on their skills, abilities and passions that may not be evident in a resume. Highlight silver medal candidates who may be a perfect match for your next job opening.

    Recruiting new staff members can be a laborious task. But the investment you make into recruiting will pay dividends in the form of stellar employees who can help your business prosper.

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    Kathleen Duffy

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  • 5 Best-Practice Tips for Onboarding Remote Employees

    5 Best-Practice Tips for Onboarding Remote Employees

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    Opinions expressed by Entrepreneur contributors are their own.

    Few companies pay enough attention to employee onboarding — according to a recent Gallup survey, only 12% of employees think their company does it well. And it’s clear that effective onboarding is crucial for both company productivity and employee retention: Successful onboarding can improve employee performance by up to 15% and means an employee is nine times more likely to stay with the company.

    Our organization supports companies all over the world with remote onboarding. Here, I want to highlight some onboarding practices that we have found useful both within our own team and when supporting other teams.

    Related: 4 Building Blocks for a Successful Remote Employee Onboarding Process

    What does remote onboarding cover?

    Standard employee onboarding covers all the steps that must be taken to set up a new employee to be successful within the company. This includes introducing new hires to the team, ensuring that they have the right equipment and providing training on key company policies.

    In remote onboarding, the process must be applied virtually, losing the in-person element which may make it easier to make employees feel at ease and welcomed. To succeed with remote onboarding, we recommend the following:

    1. Master “preboarding”

    “Preboarding” covers all those steps for setting up a new team member before the formal employment period begins. This includes:

    • checking that all contracts and additional documents (such as non-disclosure agreements) are signed

    • providing essential company documents and policies, such as the code of conduct and health & safety policies

    • ensuring the remote workstation is set up with everything the new hire needs to hit the ground running (e.g., the company laptop has been dispatched and accounts with all the necessary remote work software have been created).

    Nailing the preboarding process ensures that the employee can begin building momentum in their new role from the very first day of employment.

    2. Apply a culture of documentation

    In a traditional office environment, it is relatively easy for new hires to approach other staff and ask how things are done. This more casual approach doesn’t work in a remote-first work environment. Many prefer to work asynchronously (so may have limited availability), and Zoom fatigue means that many want to keep meetings to a minimum.

    This means, more than ever, the collective knowledge of the company needs to be documented and accessible for new staff. This should extend from process (e.g., how to use the employee HR portal or how to change passwords) to substantive knowledge for specific roles (e.g., sales scripts or answers to common customer queries).

    A documentation culture means:

    • a secure repository (we have found Confluence a useful tool for retaining information in a familiar ‘wiki’ structure)

    • regular updates, so that documents are a source of trust

    • access privileges, which means that employees can view and edit all documents that they need to, but access to sensitive information is restricted.

    Related: 4 Strategies to Successfully Onboard New Remote Employees

    3. Take cybersecurity seriously

    Remote work enlarges the potential “attack surface” of an organization — employees are likely to be working from non-secure connections and locations. This means they may be putting company IP or employee/customer personal data at risk or opening up the organization to phishing and other cyberattacks.

    Onboarding remote employees for cybersecurity means not just reciting the company’s security policies, but implementing online training and putting controls in place to ensure that those processes are being followed. Important steps here usually include applying two-factor (2FA) identification, requiring password resets at regular intervals and only allowing employee access through a VPN.

    4. Ensure new employees are welcomed and feel included

    Without the benefit of in-person introductions and social events, onboarding managers need to be intentional in helping new employees feel part of the team. This might include team members creating introduction videos for the onboardee (Loom is a good tool for this) and establishing virtual coffee breaks with key team members.

    As part of this, ensure new employees are included in all existing community-building initiatives: Make sure they have access to socially-oriented Slack or Teams channels and are invited to upcoming company events.

    Welcoming new employees with company “swag” is also a nice touch (stationery, coffee mugs and company hoodies are all popular).

    Related: 3 Onboarding Tips That Close the Gap for Remote Employees

    5. Implement “buddies” for all onboardees

    All remote onboardees should be assigned a “buddy” to whom they can feel comfortable asking any questions in relation to the company and their new role within it. Different than a mentor or supervisor, it can be advantageous for the buddy to be peer of the onboardee. Buddies should volunteer for the role, have a thorough understanding of the company and its processes and have a good reputation within the company.

    When you implement a buddy system, it is important to regularly check in on the system and make sure it is refined based on onboardee and buddy feedback.

    Onboarding new employees is a challenge for the remote-first work environment. Lack of physical proximity, use of remote work tools and a tendency towards asynchronous work can all make it more challenging for an employee to thrive in their new role. To get ahead of this challenge, companies need to be strategic about employee onboarding and ensure all new hires have the company support and tools to thrive in their new role.

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    Antoine Boquen

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