It can be hard to capture what company culture actually is. Essentially, it’s your business’s personality. It’s the values that your organization prioritizes, and it affects both your customers’ perceptions of your business as well as your employees’ feelings about working there.
The importance of company culture can’t be overstated. But even if you know your company culture is lacking, it can be a challenge to actually improve. There’s no way to magically improve your company culture overnight. It will take time. Here are five tips to help!
1. First, Determine Your Company Values
Ideally, figuring out your values should be one of the first things you do when starting a business. But if it wasn’t and you’ve been in business for a while, it’s not too late! Some values like honesty and integrity will be obvious. But other values should be more unique to your organization. For example, maybe family is an important value for your business. This could manifest in giving employees more flexibility to spend time with their families and leave work to pick their kids up from activities.
2. Implement a Reward System
Once you’ve clearly outlined what values are important to you as a company, it’s time to take action. Put a system in place that rewards people who are actually working in line with those values. For example, if you value building strong relationships with customers, choose to reward your employees that you see doing exactly that. Recognizing these achievements will make your employees feel good about their work, reinforce your company values, and motivate your whole team.
3. Foster a Community of Positivity and Gratitude
No one wants to work in a negative environment. Although some negativity from mishaps and the general stress of work is inevitable, it’s important to foster a positive culture that people want to be in. This will benefit your employees and customers alike!
One easy way you can work on fostering a positive community is by complimenting your employees and thanking them for their hard work. Make a habit of telling your employees what they’re doing right: not just during reviews, but also day to day when you see them excelling in the workplace.
4. Ask Employees How You’re Doing
How will you know if you’re improving the company culture? Ask your employees how you’re doing! Give them surveys or set aside time to interview them about your company culture. This will create a good open dialogue between you and your employees and show them how much you value their input. This is a great opportunity to find out how you can improve and what you are doing well. It can also help you gain the respect of your employees.
5. Improve Your Hiring Process
Creating a better company culture has to happen at the employee level. If you aren’t thoughtfully hiring people who will strengthen your company culture, you’re only damaging it. You need to hire individuals who care about your company values and who will put them into practice every day on the job.
The problem is hiring is always tough, especially if you’re a small business. Luckily, Hiring Team can help! We help you fill open positions easily and quickly. The right candidate who will benefit your company culture is closer than you think. Schedule a call with us today!
It’s true what they say: good help is hard to find. If you’re going to find the right employees, you have to start with the right job description. Here are six tips that will help you craft the most attractive job listing possible.
1. Start with a Great Job Title
Don’t underestimate the importance of getting the job title right. Think of a job title as the title of a book or article. If it doesn’t grab the attention of the potential applicant right away, you shouldn’t expect them to keep reading.
Try taking an ordinary job title and transforming it into something creative and specific. However, don’t get too creative. You still want the responsibilities of the position to be clear.
2. Make a Clear Value Proposition
A job description shouldn’t just be about what you want an applicant to bring to the table. It should also demonstrate how the experience can benefit the applicant. This isn’t limited to compensation and benefits. It should also mean disclosing fun perks about working for your company such as gym memberships or company get-togethers. You should also mention opportunities for growth.
3. Be Upfront About Salary and Benefits
You may be tempted to wait until later in the interview process to reveal the specifics of compensation and the benefits package for a position. But you aren’t doing yourself any favors. You don’t want to get attached to a candidate who isn’t willing to work at the salary you’re offering. Be upfront about compensation and benefits early to attract more job applicants who will actually work in your price range.
4. Enhance Readability
When someone is wading through dozens and likely hundreds of job descriptions, they aren’t going to be reading every single word. Odds are they will be skimming most if not all of the applications. Make your job listing easy to skim to attract more applicants. Use lots of bullet points, concise sentences, and short paragraphs. Headers also maximize skimming potential.
5. Incorporate Media
You don’t have to limit your job description to a written description—you can include media too. Just like with most things on the internet, you’ll get more hits if you include pictures or video. Videos are especially great at attracting attention! You could film a video asking employees what they like about working at your company and showcase the environment candidates would be working at. This will definitely set you apart from the other companies that are hiring.
6. Include a Hiring Timeframe
Every company has a different timeframe when it comes to hiring and onboarding. Let job applicants know from the get-go how long you anticipate the hiring process taking. This helps applicants know how long it should take for you to get back to them with your answer. It’s attractive because no one likes applying to a position and never hearing back.
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Looking for help isn’t an easy process. But with these tips, you will hopefully be able to attract the right candidate faster! For additional assistance with your hiring needs, connect with Hiring Team! We help businesses in a wide variety of industries fill open positions fast!
If you own a small business, you probably have to wear several hats at once. Human resources can be challenging if your company isn’t large enough to have its own HR department. But HR for small businesses doesn’t have to be so complicated! Here are seven suggestions that will simplify your HR processes.
1. Create an Employee Handbook
When it comes to any important business information, it’s a good idea to have it in writing. No matter what size your business is, you could benefit from having an employee handbook or manual. You can find many templates online of what sections to have, including attendance and time-off policies. This way, if there is ever a dispute, you have something tangible to point to that will hopefully resolve the conflict.
2. Spend Time Learning About Employment Law
It’s a bit of a time commitment to delve into the world of employment law—but it’s absolutely necessary. Make sure you understand the laws about discrimination and harassment, termination, payroll, and others. It’s always better to know this kind of information before you need it, rather than putting it off until a conflict comes up.
3. Track Changes to Human Resources Law
HR laws about employee benefits, minimum wage, and overtime are subject to change at any time. It’s not enough to just study the regulations once, because there could be major updates over the years. You must constantly be on the lookout for changes that impact your organization.
4. Organize Smarter
Even if you have just a handful of employees, you probably have a lot of employee paperwork on your hands. Don’t get sloppy when organizing employee personnel and confidential files! Make sure you have a smart organization system in place so whenever you need to locate certain information, you can do so with ease.
5. Reward Good Work
Having a rewards system in place can solidify what your company values and incentivize the kind of high-quality work you want to encourage. It’s easy to monitor and reward quantitative work such as a certain number of sales or a certain number of phone calls made. You could reward the behavior of individual employees or your entire staff collectively. Special get-togethers like a barbecue or a pizza party are great ways to encourage your whole team.
6. Frequently Offer Feedback
Many small businesses conduct annual performance reviews, but this isn’t enough feedback if you really want to motivate your employees. Don’t be afraid to offer feedback to your employees on the spot both when you see them doing well and when you see behavior that could use improvement. Regularly extending feedback to your employees will motivate them and improve their performance.
7. Seek Out Employee Feedback
Feedback should go both ways. You shouldn’t just be providing feedback to employees on a regular basis – you should also be asking them for feedback about their experiences working for your business. This will help you re-assess your practices and optimize company culture. It’s especially important to gather feedback when your long-time employees retire or leave your organization for the benefit of new hires.
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The hiring process is often one of the most stressful aspects of running a business. There are so many things that can go wrong, and you’ll pay the price if you hire the wrong candidate. To increase your odds of surviving the hiring process unscathed, here are five tips to make your hiring process go more smoothly!
1. Make Your Job Posting More Compelling
For best results, you should try to attract applicants with a compelling job posting. What are the best things your company has to offer to its employees?
Benefits of working for your company may include a competitive salary, good health plans to choose from, and a good retirement plan. But you should also discuss perks like flexibility, company events, and the potential for growth. More people will be interested in these kinds of listings. You’ll get better applicants, which will make choosing the right candidate easier.
2. Monitor Your Reviews
Sites like Glassdoor allow employees to review their experiences working for a company. Candidates applying to work for your business will check out these reviews. These reviews aren’t just beneficial for potential employees – they can also be beneficial to you!
Regularly checking up on how your employees talk about your company will help you know what areas your business can improve on. This will lead to more positive reviews of your company, and that will attract more applicants.
3. Realign Your Priorities
Don’t make the mistake of thinking that a lack of education or experience should disqualify certain candidates from working for you. When it comes down to it, the most important things a candidate can offer you are their skills and competencies.
Even the most educated and experienced candidates might not benefit your organization the way that you want them to. If you can tell that a candidate would fit right into the office and has all the skills they need for the position, that should trump a lack of experience and education.
4. Give Candidates a Post-Job Interview Survey
If you’re serious about improving your hiring process, there’s no one better to ask than the person you just interviewed. At the end of a job interview, provide the candidate with a brief survey covering the job posting, the interview, and other aspects of the hiring process. Ask them what worked well and what they think should be changed. This information can help you improve the next interview.
5. Show Candidates It’s a Two-Way Street
Hiring a new employee isn’t just about choosing the person you like the best and think is the right for the role. It’s also about that person wanting to work for you. That’s why you should encourage any candidates to ask their own questions during the interview process. This gives them more information they can use when deciding if they would like to work for you or not. It also shows them how much you value their opinion.
You can also tell a lot about a candidate by the type of questions they choose to ask. You can tell how driven they are and get a better idea of what they value.
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As a small business owner, did you know you can spend about 40% of your working hours on non-income generating tasks, like hiring. If we breakdown the hours it takes to find and hire a successful employee, business owners could spend about 38 hours just on hiring. That's 38 hours you could have spent on making money for your business. And without an in-house HR team, hiring can be difficult. You don't want to waste time on a bad hire.
It might seem like an easy task. Just post your job on a job site, like Indeed, and the resumes will start coming in. Then, you just do some interviews and you find the right person. Unfortunately, it's not that easy. You need a well-planned job description with lots of details to attract quality candidates to your job opening. But that's not always enough. Over 70% of the current workforce are considered passive candidates, meaning they are not looking for a new job, but they're open to the right job opportunity. To reach those candidates, you need to do heavy searching in many different areas. No business owner wants to spend 14 or more hours searching for candidates. However, that’s typically how hiring experts are finding the right person for the job.
Once you start receiving resumes, it will take some time to sort out the unqualified candidates. Depending on the amount of applications received, expect to spend about 6 hours reviewing resumes.
You definitely want to take the time to pre-screen candidates with a short phone interview because it will save you time in the process. In-person interviews tend to take longer than a phone interview and if you can screen some candidates out it will save you time. However, it will still cost about 4 hours, again depending on the number of candidates you plan to contact.
Phew. Now you've found your top 4 or 5 candidates and the interviews are scheduled. It's time to prep for your interviews. Being prepared for interviews is a great way to ensure your thorough and gives you confidence you're going to hire the right person for your job. Expect to spend about 8 hours on interviewing your top candidates to give some background on your company, ask your in-depth questions, and allow the candidates to ask their questions.
You've now narrowed it down to 2 or 3 candidates. Time for the final interviews to ask any final questions that may have come up after your other interviews and to do the reference checks. After you extended an offer and finished up the final negotiations, you’ve spent about 3 hours on the final steps. Hiring is a long process, but it needs to be to ensure you have a good hire the first time. Check out the complete breakdown below.
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Small and mid-size businesses often struggle throughout the hiring process. When you don’t have a dedicated team of hiring professionals in-house, it can be hard to recruit good people. When the candidate pool seems to be drying up, don’t lose hope… it’s time to hire outside the box! You may find exactly the person you’re searching for in an unexpected place. Here are some ideas for “out of the box” employees.
Many retirees are still very active, and they find that they miss having a job. A job provides a purpose, and it is a constructive way to pass the time. While retirees may not be browsing job sites on a daily basis, you may be able to recruit a retiree in another way. Try word of mouth, social media, or a sign on the door of your business. Retirees often have decades of experience that they can put to work for your company, even if it’s only on a part-time basis.
Finding Entry Level Candidates
Many employers get stuck in a rut of trying to find qualified candidates who don’t need a lot of training. But if there’s no one like that out there, or if the qualified people don’t fit into your limited budget, you may want to consider training up an entry-level employee. If you find someone with a great attitude and work ethic, this can work out amazingly well for your business!
Looking Outside the Industry
Sometimes, people need a change of pace and a fresh start. That’s why it’s a good idea to look outside your industry. While they may not have specific experience with the type of job you’re hiring for, it’s likely that you’ll find candidates whose skills and personality traits match the job you need to fill. They can carry over these skills and traits into your company and provide a fresh new perspective.
Working with Freelancers or Contractors
If you’re having trouble finding the right person to hire as a full-time/in-house employee, consider hiring a freelancer or a contractor. You won’t be forced to commit to them long-term, but you can still have a great working relationship that is flexible to your business’s changing needs. There are some excellent, highly-skilled people out there who enjoy the flexibility of a freelance or contract job, and they may be the perfect person to fill your position!
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If you operate a small or mid-size business, you’re probably busy enough without doing all the work of recruiting new employees. With Hiring Team, you’ll have an entire team of hiring pros on your side! Get in touch with us today to learn more about our recruiting support services. We look forward to helping you find the perfect employee for your needs!
You’ve searched high and low for the right candidates, and you’ve finally found the person you want to hire! But now, you have to find a way to stay competitive in a crowded job market. To do this, you’ll have to determine the right salary to offer. Then, you’ll have to come up with a plan for negotiating. If you know how to negotiate, you’ll be able to come to a mutually-beneficial agreement that will land you a happy, motivated new employee! Here are five tips for offer negotiation.
1. Remember that happy employees are good employees.
Make sure that your new hire is satisfied with their new salary and benefits. Saving a bit of money on payroll probably isn’t worth it. Satisfying your employee with a good salary will pay off for you in the long run, because happy employees do great work! You don’t want to lose good employees to another company that is willing to pay them more.
2. Understand that job candidates have done their research.
Thanks to the power of the Internet, job candidates can easily research the competition. Before they get to the offer negotiation stage, they have almost certainly researched the salaries of similar positions in your geographical area and your industry. To remain competitive, you need to have an idea of how much similar positions are paying and what benefits they are offering.
3. Salary isn’t everything.
Most job seekers probably understand that salary isn’t the only thing to consider. Some candidates are primarily looking for a great company culture, a flexible schedule, a healthy work-life balance, or another factor. For certain people, salary comes second to these other concerns. When hiring someone new, it’s a good idea to find out what they are looking for in a job so that you can adjust your offer accordingly.