employees Archives - Page 3 of 12

5 Tips to Getting the Best Job

October 21, 2016 by Thomas

In the job market that is latter 2016; many Americans are keeping their fingers crossed for the New Year.

For many, the hope is that 2017 will produce more job opportunities, opportunities that rise above either part-time work or low salaries for full-time work. Either way, 2016 has been a rough year for many individuals either out of work or working several jobs just to make ends meet.

How many of these workers got in the positions they are in today varies.

For some, they’re stuck in low-paying jobs; jobs that at least help keep a roof over their heads and food on the table. Others, meantime, can’t get their foot in the door for an interview, this after either being let go via layoffs or firings.

If you find yourself in the position of needing a job (or at least a better one at that), what are you doing to improve your odds?

Review Your Approach to Finding Work

For starters, how you go about getting interviews and ultimately offers is as important as anything else you will do.

While there are no guarantees that a stellar resume and/or a great interview will provide you with an offer, they are critical nonetheless.

That said remember these 5 tips to getting the best job possible:

Resume – First and foremost, how good is your resume? Given how competitive the job market is these days, an average resume just won’t cut it. Although you may think you are a wordsmith extraordinaire, you are better off turning to the pros in putting together this critical document. Take note that great resumes can make the difference when searching for that ideal position. Don’t hesitate for a moment to use a professional resume writing service if that is what it will take to get you noticed;
Interview – Once you get your foot in the door for an interview, you simply can’t blow it. The interview will tell a prospective employer much about you. He or she will not only want to know your background and how it benefits their company, but also how you’d work with others. It sounds like commonsense, but you’d be amazed how many people flunk the part of the interview that involves being on time, dressing appropriately etc. Don’t take any of those important tasks for granted.

How Bad Do You Want the Position?

Motivation – Just how motivated are you for the position you’re interviewing for? While some candidates can pull off the fake smile and/or the fake attitude, many others simply can’t. Go into your interview knowing as much as possible about your prospective employer. Without turning the interview around on them, ask pertinent questions about the position, the company, the staff etc. When someone sees you’re motivated, it tends to rub off positively on you;
Personality – Even though it is great to be motivated about a potential job (you should be), don’t go overboard. Most employers and/or recruiters can see through someone’s fake exterior. While you should definitely show interest in the job and the people working there, don’t lay it on too thickly;
Follow-up – After your interview, be sure to send a thank you note to the employer and/or recruiter. Letting them know (in writing) that you appreciated their time can go a long way. Even if you don’t get the position this time around, another one could open down the road. When an employer sees that you took a few minutes to thank them for having you in, it can separate you from others not choosing to do so.

Finding the right job in today’s world can prove challenging, but would you have it any other way?

Accepting the challenge and meeting it head-on can do wonders for you. If you’re still looking for the right job, don’t give up hope.

Remember…. quitters never win, winners never quit.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

5 Tips to Hiring the Best Employees

October 19, 2016 by Thomas

As an employer, do you feel like you are hiring the most qualified employees out there?

For many business owners, they will likely say yes to that question. Others, however, may feel like they do not always get the best and brightest talent.

In some cases, they may end up essentially getting someone in to keep a seat warm for a few months, only to have that person move on (be it to another job of their choosing or being let go).

While there is no crystal ball you can use to make sure you get only the best hires, there are some steps you can take to better guarantee your chances.

The most important item to remember is that your hiring choices do in fact reflect back on you. If you make great hires, those under your wing will look at your decision process as being solid. On the other hand, a number of bad decision choices, some under you may question your leadership abilities.

When all is said and done, taking the time in making the right hires is as an important a task as you will have running a company.

Making the Right Choices

So that you can make the right hiring choices more times than not, here are five tips to remember:

Research – Above all else, make sure you (or your HR department, recruiter etc.) put some time and effort into researching all prospective employees. The research is actually made easier these days, especially with all the information one can find on the Internet. Part of that research is remembering that employers should use background checks. By using such checks, you can get to know a lot of background about an individual before they ever set foot in your office or elsewhere for an interview. That information can also help in weeding out bad candidates from those deserving of an interview;
Social media – With millions of people on social media, you’re more than likely to find some of your prospective job candidates active there. As a result, you can get a glimpse into their lives, be it on Facebook, Twitter, LinkedIn, Instagram etc. While their social activities are their personal matters, coming across questionable posts and/or images may lead you to think twice about hiring them. Remember to keep the posts in context, knowing that such posts do not necessarily mean they are bad candidates.

Only the Motivated Need Apply

Motivation or lack thereof – Some candidates will have overwhelming interest in your openings, others not so much. Even a short phone interview can prove an interesting nugget. If someone seems to be less than enthusiastic about the opening, are they still worth bringing in for a sit-down interview? Use your intuition to determine if someone is truly interested in the job or just sending out resumes on the fly;
Personalities matter – Most employers will tell you that team chemistry is a must in their offices. The lack of teamwork (and personalities that can co-exist) can prove detrimental to any office. That said it can be hard to gauge personalities from just a short sit-down interview and/or phone call. Introducing prospective candidates to those they’d be working with is not a bad idea. Such short introductions allows you to see how they mingle with others, along with giving your current staff a chance to provide some feedback;
Making them want to work for you – Finally, it only stands to reason that a good job opening will attract good prospective employees. When you have a company that people want to work for, you usually avoid having to interview (maybe even hire) individuals not up to par. By offering a competitive salary, reasonable health benefits, along with a good working environment, you should get some outstanding resumes.

When the time comes to hire new employees, will you bring on only the best?

As an employer, what tips do you have for others running companies as they prepare to hire?

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web. Part 2 (how job applicants can improve their chances of landing a position) runs on Friday, Oct. 21.

Are You Getting the Best Employees Possible?

August 31, 2016 by Thomas

In managing your company, do you take stock at times of the quality of employee you hire?

For many businesses, the people come on a rather regular rotation. In fact, you might look at it as a revolving door.

Others, meantime, are rather meticulous in the individuals they hire, looking to keep people for many years to come.

No matter how you approach the hiring process, take note that the costs to retrain employees over and over again add up more than you may think. As a result, spending a little more time on making sure you are getting the best employees possible should be a priority.

Taking Time to Review Each Candidate Carefully

So that you can see which prospective employees take the time to turn in a professional resume and cover letter and which ones do not, along with giving you an interview to remember (for all the right reasons) note these items:

Professionalism – First and foremost, how professional are the resumes that you are receiving? If they look like individuals spent time and effort putting them together, great. On the other hand, resumes looking like they were thrown together in a hurry typically tell you one thing. That is that the individual did not put a lot of emphasis on making a good first impression with you. Take that one step further, would they make a good first impression on a customer? There are typically some signs to look for in seeing how much time and effort went into the resume and cover letter process. For one, a resume writing service pro is not going to give its client a resume that has notable errors in it, let alone is badly worded. It will also be neatly organized, highlighting the client’s most recent work experience, experience that is relative to the job they are applying for. Lastly, the resume will be spaced appropriately, making it easy to follow for the intended employer. If any of these areas are not emphasized, you’re likely looking at a prospective employee who either was not capable of putting together a winning resume on their own or didn’t care who in fact produced it for them;
Skillset – Unless you’re hiring someone to work in a factory or do construction (along with some other jobs), you are typically going to want employees who have some skills for the digital age. This can be anything from overseeing running an online store for your business to promoting your brand on social media etc. While there is more to that of course, the point is that having an online skillset is all but a necessity in today’s workforce. If someone comes to you without these kinds of skills, you can of course always train them, but at what cost to you and your business? Having someone come in with these skills already under their belt makes a big difference;
Attitude – Finally, what kind of attitude are you sensing from those you interview for careers with your company? As good as the credentials on the resume may be, the attitude one brings into the interviewing process is critical. Do the individuals seem excited about the possibility of working with you? Are they interested in learning about the company or just what the salary and benefits would be? Do they seem like the kind of people who would roll up their sleeves and help co-workers out? As many company heads can tell you, personalities oftentimes outshine skills in making for a cohesive workplace.

If you’ve felt in recent times like you have not exactly been hiring the highest quality individuals, change that outcome as you move forward.

No, there isn’t a 100 percent guarantee that the person you offer a job to is a lock to be both very talented and with you for many years to come. If the process were that easy, many business owners would sleep a lot better at night.

Try your best to gauge the mindset of each and every person who comes through your doors for an interview.

In doing that, you could very well have an improved feel for getting the best employees possible.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

Finding Leadership within Your Business

August 26, 2016 by Thomas

Are you truly confident that you have some leaders from within your business?

While some company owners are quick to answer yes to such a question, others no doubt have to stop and think about it.

If you feel like you are having trouble finding leaders inside your company, do you plan to do anything about that moving forward?

If not, this does not mean your business is doomed for failure anytime soon.

What it does mean, however, is that you may want to take a little time to see if you not only do have some leadership talent within your ranks, but also how best to utilize that talent to motivate others inside your business.

Using Outside Examples to Inspire

Even though there are different ways with which to go about finding and bringing out the leaders in your company, it sometimes just comes down to simple things.

For example, you may have some budding leaders within your ranks, but for one reason or another, they are timid about putting those skills to use. If that’s the case, how do you (and should you) bring out those skills?

Always keep in mind that you should never force an employee into doing something they’re not comfortable with or becoming someone they truly are not meant to be. That said it is perfectly fine (sometimes quite necessary) to ask them to take on more authoritative roles if need be.

If you feel like you aren’t quite sure how to go about getting the most out of them, sometimes you might want to think about turning to others to provide sound examples.

For instance, having your employees view and listen to some individuals that have been proven to demonstrate leadership skills is a good start.

Public speakers such as Ron Fournier can provide their years of experience in the political world, transferring that knowledge over into the business community, all the while providing your team with valuable leadership tips.

When you stop and think about it for a moment, the political and business worlds have more in common than you may think.

For one, political leaders have to do all they can to amass support from their constituents, many of whom are either business leaders or employees of the former. While finding the true leaders from within your organization is not simply deciding by a vote which individual is the most popular and/or poised to do the job, it does mean identifying those employees willing to take on a more important role.

If you are trying to find leadership from within your ranks, remember to look at:

Motivation – First and foremost, which employees within your company seem most motivated to be leaders? This is not always something which is easy to tell, so it will likely take some doing on your part to identify such individuals. Search for those workers who come to their jobs each and every day looking to better than the day prior;
Helping co-workers – You know how some employees all but despise the idea of helping co-workers. To them, they have enough on their daily plates, so why ask them to assist others? As it turns out, those workers who are true team players within the office could be tomorrow’s leaders. Such individuals don’t think twice about lifting a finger to help their co-workers. In turn, those are the kinds of employees who will typically also go that extra mile for your customers;
Asks questions – Finally, which of your employees is always trying to learn more? While some workers may seem a little over the top when it comes to asking questions, you want those employees who are willing to roll their sleeves up and essentially get dirty. Such workers usually are interested in all facets of how the company works, with an eye on staying and growing with the business. These are typically the people who will stick around with you for a longer period of time than those who just come in and do their jobs, showing little or no effort to learn more about how things work (that is not true in all cases, so never punish or look down on those who are quiet and yet do a great job).

If finding leadership from within your business has been a challenge at times, consider taking a look outside to see how others can assist in motivating your team.

About the Author: Dave Thomas covers business and leadership topics on the web.

Are Identity Theft Thieves Eyeing Your Business?

July 20, 2016 by Thomas

Is your business as fully protected as you would like it to be?

For those running businesses with physical locations (office spaces etc.), keeping intruders out is a relatively easy task.

You have locks on the door, perhaps video cameras watching over your building, maybe even security guards. No matter what it takes to keep your office and workers safe, you’re willing to do it.

But what about those intruders you can’t see coming through your workplace doors? How do you keep them at arm’s length?

As all too many business owners have unfortunately discovered, identity theft thieves are a problem, a problem that has potential to cost those running companies major dollars. When you throw in the notion of upset customers, things can get out of hand rather quickly.

With that being the case, are identity theft thieves eyeing your business?

Take Steps to Protect Your Company

So that you can keep your business (and your employees) as safe as possible, are you covering the following bases?

Physical safety – Going to and from work should not be a big deal, but some employees (depending on where the office is located) may feel threatened at times en route to and leaving the office. Do all you can to assure them that they have nothing to worry about during this part of their day. If your office is in a rough part of town, either look to hiring security and/or recommending workers travel in pairs or larger groups during the day or night;
Identity theft – It is oftentimes the hidden dangers that can be the most damaging for a business owner. If online criminals are targeting your business, do not take the threat lightly. Just one successful identity theft attack against your brand has the potential to do major financial damage, along with the negative public relations fallout that would ensue. While online criminals are always looking for new ways to go about striking businesses (and consumers for that matter), you can lessen the odds you will be hit by making sure your online security software is as strong as it can be. One problem for business owners may be that they feel they are too busy to sort through the various security software programs on the market. As a result, they open themselves and their brand up to attack. One means to solve this part of the equation is by turning to services that review various security software programs. Whether you opt for an Identity Guard review or others on the market, the time spent doing so will prove well worth it. Once you have a security software program in place, make sure it is regularly updated;
Employee awareness – Since your employees are the bread and butter of your organization, it is imperative that they are part of your front line of defense against criminal actions. Whether it is a customer trying to get away with something to damage your business or an employee trying to cheat the company, your employees’ eyes and ears always should be focused. Unfortunately, some employees have been known to (and were caught) commit identity theft against their employers and/or customers. You should always have a system of checks-and-balances in place to lessen the odds of this problem occurring in the first place. For example, having one employee in charge of the books (accounting etc.) may seem ideal, what if that person has some dishonest intentions in mind? Having another set of eyes to review the books etc. is certainly not a bad idea. In the event you catch one or more employees committing illegal acts against your business (stealing money, identity theft etc.), make sure they are not only susceptible to losing their jobs, but could also face legal action.

Whether the threats come from outside your business or ultimately prove to be inside jobs, you can’t put your brand at risk.

Do your best to limit the chances of one or more people taking your business to the cleaners.

Remember, it is not only the financial fallout that occurs from identity theft and/or employees stealing from you, but you also lose credibility among your customers when such acts take place.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

How Much Education Do Your Employees Need?

July 8, 2016 by Thomas

Your employees are the engine that helps run your business.

With that being the case, do you feel your employees have the right amount of education at the time of hire and while they are doing their jobs?

As more and more companies are discovering, paying in full or in part to send employees back to school to further their educations can be a very beneficial move.

With technology ever-changing, many employers see a need to give their employees additional educational opportunities, allowing them to stay abreast of what is needed in contributing to businesses in today’s technological world.

So, how much education do your employees need?

Encouraging Workers to Grow

As an employer, you have myriad of responsibilities sitting on your plate day and night.

One of those responsibilities is making sure that you not only hired the best possible workforce, but that you make sure they remain on top of their work responsibilities each and every day.

But what if they’re falling behind as far as education? What happens when competitors have employees who are more advanced, especially in the area of technology? Do you run the risk as a business owner of letting the competition get the better of you?

One means whereby employers can stay on top of the latest in technology, accounting and other areas is by offering their employees the ability to continue their educations while working.

Although there can be issues with employees having enough time to work and go to school at the same time, letting workers study and gain more education online can be just the answer.

Through online accounting degree programs, employees can not only master skills necessary in the accounting field, but they can do so while not having to let their workplace responsibilities take a backseat.

If your business is open to such possibilities, there are several factors to keep in mind.

These include:

Support – First and foremost, make sure your employees know you fully support their efforts to further educate themselves while under your employ (whether you encourage the workers to gain more knowledge or they want to do it on their own). Some employees may feel like you will worry about them being able to juggle both work and school at the same time; this is where your support for their initiatives becomes so important.
Initiative – Face it; some employees need a little push from time to time. With that being the case, encourage those requiring such support to want to further their skills and knowledge. Some companies will put in place incentives for workers to increase their educations. Whether it is the ability to move up the corporate ladder or to get additional education which is essentially free, the possibilities can be endless. When you have a motivated team of employees, your business tends to do better than those just seemingly going through the motions day after day.
Finances – Finally, who will pay for each and every employee who wants more education to receive it? Some companies will foot the entire bill, while others will cover a portion of the expenses. In some cases, employers won’t pay for added education, but will instead offer other amenities (opportunities for additional salary and job responsibilities etc.). No matter which option your business chooses, be sure to figure out the financial end of things before signing off on online or in-person educational opportunities for your staff.

In looking at the big picture as an employer, always remember that the work world is literally changing each and every day.

As a result of this, it is important that your business stays abreast of what is necessary to outshine the competition. If you don’t stay on top of what is needed to successfully run your operation, you could find yourself and your employees watching the competition pass you by.

Lastly, always be supportive of those employees looking to learn more.

It is easy for many workers to fall into a rut and just show up on a daily basis for work.

The key is finding those employees who want to learn everything possible and more about their specific jobs.

When they do that, everyone benefits.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.