5 best practices to help you manage video conferences securely

5 best practices to help you manage video conferences securely

5 best practices to help you manage video conferences securely

The importance of staying safe.

video conferences
1. Use unique meeting codes for every online event and strong passwords.

While having the same meeting ID for consecutive meetings is convenient, it is equally convenient for malicious actors, who once they get a hold of an ID can enter the meeting uninvited. Never reuse the same meeting ID, especially for critical meetings.
Ensure your video conferencing application sets up unique video IDs as default, or you know how to set up unique meeting codes yourself.
While strong passwords may add some bother for participants, it adds an extra layer of needed protection, particularly for critical meetings. Ensure these passwords are at least 10 characters, include upper-case and lower-case letters, and include numbers and symbols.

2. Use a waiting room

A waiting room gives the host control over who enters the meeting. It doesn’t matter if they have the password, all attendees must be admitted by the host before joining. This adds another layer of protection from unapproved individuals attending.

3. Avoid posting meeting links on social media

Avoid posting links to your meetings on social media – even if they’re events open to the public. Once shared on social media you do not know who has access to the link, and this could lead to malicious actors entering the meeting. If you feel the link must be shared via social media, apply required registration so you can verify potential participants.

4. During public events, treat the chatroom with caution

For online events, ensure participants understand to approach the chat with caution, as malicious actors posing as regular attendees may use chat features to share dangerous links or attachments. If necessary, you may even be able to disable the chat feature until the end of the video conference or during a Q/A session, so that participants do not unknowingly click on a malicious file.

5. Don’t allow default screen sharing

In smaller work meetings with colleagues you are familiar with, default screen sharing is appropriate. As a general rule, it is better to ensure screen sharing for participants isn’t set to “on” by default.
The host of the meeting should be able to control who and when screen sharing occurs in order to efficiently manage the meeting and ensure the meeting isn’t interrupted by uninvited content.

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Thanks to the fact that many of the jobs and meetings today are virtual, we can hire people to work for our company anywhere in the world. Do you want to know how we do it?  Contact us 

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We share four-time management techniques. Working from home has excellent opportunities for both productivity and distraction. We give you some ideas to avoid falling into the trap.

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To optimize your time at home, we advise you to follow these tips.

1. Start with a to-do list

Your to-do list can set the tone of your entire day. Try creating a manageable to-do list the night before, and follow it throughout the day. Include everything from a big project to a creating your grocery list on your lunch break and include how long you think each task will take. Check the items off or cross them out when you’re finished.

2. Stop multi-tasking

You may think multitasking saves you time, but your brain takes at least 15 minutes to refocus whenever you switch tasks. As you multitask on two or more things, your mind has to shift focus continuously, and it can hurt your productivity. Try focusing on one task at a time and switch focus only when you finish. You’ll be less distracted, and you may even complete tasks quicker than if you tried to do them all at once.

3. Stay away from personal tasks

This is one of the biggest downfalls of working at home. It may seem quick to wash a couple of dishes, but then you’re also putting in a load of laundry, paying bills and taking out the dog. You wouldn’t do those things in an office, so you need to treat working from home the same way.

4. Don’t surf the web

4. Don’t surf the web
Many jobs today require using the internet, sometimes during your entire shift. However, the internet can also turn into a black hole. Surfing the web can lead to large amounts of wasted time — not to mention if you start scrolling through social media. Turn your phone off, so you’re not tempted to check it during the day, and take breaks from your computer if you feel tempted to check on the news or the weather.

If you manage to put into practice any of these tips you will see how your work improves remarkably. Do you dare to try it?

work at home for any country

Remember that working from home allows you to do it legally for any company anywhere in the world. Do you want to know how? Contact us

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Five work/life balance tips

Five work/life balance tips

Five work/life balance tips

Knowing how to keep a balance and staying mentally and physically healthy is important, and you can achieve it by implementing a few tips

Work life balance

Working from home is a double-edged sword, it has many benefits but it implies a lot of discipline. Here some ideas.

1. Track your projects

You won’t be rushing around trying to find the latest status or putting project reports together at the last minute if you know how to track your projects.

Having systems in place that keep you organized goes a long way toward supporting your work/life balance. Work takes longer when it isn’t structured. The more structure, processes, and organization you build into your time on the job, the easier it will be to walk away at the end of the day and enjoy your ‘life’ time.

Use the right project management tools to get the job done and you’ll save a lot of time.

2. Learn from your mistakes

Making the same errors at work time after time is a waste of energy. Schedule time for “lessons learned” meetings and document what comes out of them, then learn. Don’t make those mistakes again.

Take some time to implement what you’ve discovered and tweak your project to take advantage of that knowledge. Improve your processes and how you do what you do, and you’ll probably find that you have more time in the day for the good stuff.

3. Go home on time

Make an effort to “leave” on time, even if you work from home. Get up from your desk or project, walk away, and close the door behind you.

4. Learn how to deal with stress

Everyone has different approaches to dealing with their personal stressors. It’s up to you to identify the best coping strategies for you.

This might mean taking a proper lunch break, going for a walk, exercising, or spending time with your pets. When you know what your go-to de-stressing activities are, you can plan to do them whenever your work/life balance begins to feel a bit out of kilter.

5. Build gaps into your day

Don’t schedule project meetings back to back. Build in a little gap between each meeting. This gives you a chance to catch up mentally, and perhaps to slow down a little as well.

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These tips can be very useful for many employees since more and more employees are working from home. And even for companies that are not in the same country. Do you want to know how? Contact us

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3 benefits of recruiting an international team 

3 benefits of recruiting an international team 

3 benefits of recruiting an international team 

Despite offices opening back up, many companies continue their remote recruitment efforts. Learn more about the three major benefits of looking for fresh talent globally.

Main post image

Today, many companies continue their remote recruitment efforts despite offices opening back up, allowing for a more expansive talent pool and widespread brand recognition.

As businesses increase their adoption of remote talent recruitment, they simultaneously become more open to international recruitment. This is partly thanks to flexible work environments, the increased integration of virtual meetings, and shifts in internal operations.

Whether due to necessity or expansion, below are some major benefits of hiring international talent. 

 

1. Diversity

When organizations hire talent from the same geographic and cultural backgrounds, they are more likely to overlook perspectives outside of their own.

Hiring diverse talent, whether in engineering, marketing, or customer service positions, can help increase creativity, help solve problems faster with new perspectives, help companies connect with their customers, and help businesses build products that truly serve their global markets.

This also cultivates a positive brand perception because hiring internationally shows your company values workplace diversity, embraces new ideas, and promotes inclusion.

 

2. Increases market insight

Market insight is one of the main benefits of international recruiting. Companies with homogenous workforces must do extensive research when entering new markets, and even then, are prone to legal mishaps or cultural misunderstandings. Having employees spread across the globe gives companies access to experts with intimate knowledge of the market’s norms and complexities and can help better prepare for international expansion. Having people on the ground can reduce research costs and prevent missteps.

 

3. Win more talent

The primary advantage to international recruitment is that it expands your talent pool. If your open positions are limited only to those who live in the same country, you might struggle to find high-caliber talent. By recruiting internationally, you have a world of options at your fingertips. There are talented professionals in every single country, and you’d be doing your business a disservice by not calling upon their skills and experience. Test and hire employees from all over the world and see just how much it improves your workplace culture, employer brand, and overall market insight.  

Recruit a remote international team

You don’t know how to do it? Contact Us

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The future of work: remote working in 2022

The future of work: remote working in 2022

The future of work: remote working in 2022

How will companies adopt and adapt their processes for remote work this year

Roots EOR Main post image

Every year is a new challenge for companies. Here we mention three predictions related to work:

Prediction #1 – Remote work will become normal for the majority

Companies that don’t open up to remote working, or that insist on restrictive working models, will face problems in hiring and finding the right people.

In 2022, this will carry on. For those that invested early in supporting remote work, they will see the problems settle down earlier compared to those that either have not invested or did so half-heartedly. The challenge will be not so much the technology to support doing all this securely, but how to maintain the right processes and team culture over time. When people are not physically working alongside each other, and when communication is all asynchronous, it can be more difficult to keep the right culture in place.

Prediction #2 – Onboarding and offboarding will have to change

With all this hiring and with more churn in staff, there will be more pressure on how to manage those employees and get them set up properly. Provisioning services and applications will get more attention from both the tech team and from HR, as employee experience goes from a minor issue to one that affects long-term retention of staff.

In practice, companies will struggle more with how they manage removing access and managing assets. Getting employees through the front door will get the most attention – after all you never get a second chance to make a good first impression – but managing how to get assets back will need just as much work.

Automating the deprovisioning process will help, as access rights can be tied to the device and then triggered as part of returning equipment. Doing this remotely will get more attention too, as employers will not want to risk shipping back devices that are not secured properly. Taking care of devices will be problematic if it doesn’t have good insight into what users have in place, how they use those devices, and how they can be managed over time.

Prediction #3 – How we measure work will have to change

When everything is working well, technology can help companies big and small to be more effective. However, what does effective support look like when employees are remote for the majority of the time? How do companies define the services that they need, and track their results?

In 2022, companies will have to think seriously about how they measure work and results. The traditional approach of tracking hours in the office is not appropriate – you might say it never was, even before COVID-19 – yet many managers currently don’t feel comfortable or able to adopt results-based approaches instead. Overcoming this mindset is essential.

During the next year, we’ll see two kinds of approaches – those companies that work out how to measure employee performance by results that they deliver over time, and those that try to keep that old oversight model in place. For the first group, the challenge is how to ensure that they get the right level of productivity in place and that employees are challenged rather than overworked. For the second group, the biggest challenge will be retention. Too much oversight will lead talented staff to look elsewhere.

The goal should be to work in the right way, providing strong support and with a good company culture in place in all interactions, regardless of how those interactions take place. At the same time, teams will have to look at how their processes function when work can be asymmetric and asynchronous, rather than tied to specific business hours. In the year ahead, this will be what many IT teams will have to work on internally across their own processes, and they will have to take those lessons out to the wider business too.

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Knowing how to keep your work structure strong with employees working all over the world is critical. In addition, it is also essential to attract new talent. Do you want to hire employees from all over the world but don’t know how to do it? Contact Us

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Three changes to work in 2022 

As the pandemic stretches on into a third year, the way offices look and the way we act within them will still look nothing like they did in 2019 

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Despite many employers’ hopes, a full-time return to office-based work is looking highly unrealistic as the omicron variant pushes back return-to-office plans once again for millions of workers. And, given the way the current labour market shifted power to employees, pre-pandemic work structures are likely to become a relic. 

Yet for all that seems certain, there is still so much we don’t know about how our working environment will evolve in 2022. This time last year, many people expected 2021 to bring a degree of stability, perhaps even the smooth rollout of hybrid work. The emergence of new variants of the virus blocked this – and may well continue to do so in the months ahead. 

Amid constantly shifting circumstances, it’s hard to pin down where we might find ourselves in 12 months’ time. But experts who study employment and the workplace have identified a few trends that are already giving shape to the way we’ll be working in the coming year, and may just be a window onto the future of office life. 

 

1. Shorter workweeks may happen  

A call for shorter workweeks and condensed hours has been gaining traction around the globe, with companies and entire governments alike already exploring this alternative.

 

2. Workers won’t be heading back to the same offices 

When some workers finally do return to the office – whether in 2022 or down the road – many will find the layout and function to be completely different. Nicholas Bloom, a professor of economics who studies at Stanford University said in an interview that companies will reconfigure spaces this year to meet the needs of a newly hybrid workforce, and accounting for how people want to work when they’re together in person: collaboratively.

Bloom, who has studied the future of the office for years, says the transition back to in-office days has so far been awkward and clumsy. He says he’s heard “horror stories” from workers whose companies have called them back into the office – for instance, sitting in half-empty offices on the same Zoom calls they would at home (and listening to colleagues do the same). 

In other words, the pre-pandemic office doesn’t work the way employees in 2022 need it to.

Since some companies that have rolled out hybrid models bring in certain teams into the office on the same day each week, Bloom says co-ordination is going to be the name of the game this year, and more offices will make permanent layout changes to facilitate this.

 

3.  Employee turnover will continue to increase as hybrid and remote work become the norm for knowledge workers.

Flexibility around how, where, and when people work is no longer a differentiator, it’s now table stakes. Unfortunately for many organizations, increasing flexibility will not slow turnover in today’s tight labor market; in fact, turnover will increase, for two reasons.

First, there will be weaker forces keeping employees in seats. Employees that work hybrid or remotely have fewer friends at work and thus weaker social and emotional connections with their coworkers. These weaker connections make it easier for employees to quit their job by reducing the social pressure that can encourage employees to stay longer.

Second, there will be stronger forces enticing employees away as the pool of potential employers increases. With hybrid and remote work as the norm, the geographic radius of the organizations that someone can work for also expands. This increased attrition risk remains even in a hybrid model where employees are expected to come into the office at least once a week. Employees are much more willing to take on a longer commute when they must do so less frequently; the pool of potential employers expands alongside employees’ commute tolerance.

These factors will lead to sustained; higher turnover rates compared to any historical norms. The great resignation will shift to the sustained resignation. 

hire employees from anywhere

It is evident that work has changed and will never be the same again. This gives us many advantages, one of them is being able to hire employees from anywhere in the world, because as we prove, it is not necessary to be physically in the same place to be able to work as a team. You know how to do it? 
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