5 tips to be aware of before you hire employees

5 tips to be aware of before you hire employees

5 tips to be aware of before you hire employees

Are you thinking of adding people to your company? Here are some tips to keep in mind.

hire employees
1. Define the role you’re hiring for

If you don’t know what you’re looking for, how do you know when you find it? Before you start the process of how to hire employees, figure out what kind of support you need. Make a list of the most important tasks you need help with.

Next, think about what responsibilities you’d like the person in this position to take on in the future. Deciding how much to pay your new employee depends on the kind of work you need done, the role’s seniority, and your budget.

2. Conduct interviews

You should try to have at least a couple of employees interview the candidates, if possible. Each person who works at your business will approach the interview with different goals, giving you a more balanced assessment.

3. Run a background check

Once you’ve chosen a candidate for the role and made an offer, you might want to run a background check. Also known as a pre-employment screening, it’s a background check is an important step to help keep your business, employees, and customers safe.

4. Go through the full onboarding process

Find a full checklist for onboarding remote and in-person employees here, including:

  • Add your employee to the internal systems
  • Complete new hire paperwork
  • Share your employee handbook
  • Provide necessary tools
  • Training
  • Start a shadow program
  • Send a reference guide
5. Make sure they’re eligible to work in the place you hire

It’s your responsibility to make sure all your employees are legally allowed to work. If you hire someone who doesn’t have the right employment eligibility, you could face fines and even criminal penalties.

Hire Abroad

Do you know that you can legally hire people anywhere in the world? We do it for you.  Contact us

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How do I attract quality employees?

How do I attract quality employees?

How do I attract quality employees?

Finding good employees is essential. But it is not always so easy. Here are some ideas.

Attract quality employees

There are several ways to stand out against competitors when it comes to attracting quality candidates. Quality employees are generally attracted to a positive work environment. If your company offers any benefits or flexible perks, make sure to emphasize these in your job description. Getting your employees involved in the recruitment process can also help attract quality employees.

 

Where do I look for employees?

Most employers post job listings on a job search engine site. There are many other ways to find employees, such as advertising at a career fair, scouting students at a university or having current employees help in the recruitment process.

Although the CV is only one way to search for talent, today we give you some tips so that you can do it in the best way.

The ability to quickly and thoroughly review resumes is an essential component for finding employees best suited to your job listing. To increase efficiency, consider scanning and reviewing each resume in these key five steps:

1. Review the cover letter. Get an idea of an applicant’s personality and whether their previous experience is a good fit for your company.

2. Perform the first resume scan. Look out for spelling and grammar, as well as keywords and specific skills most relevant to the position you’re hiring for.

3. Second resume scan for skills and qualifications. During your second pass of a resume, compare the applicant’s list of skills to the job description and locate any gaps.

4. Thoroughly review previous employment. Your final pass of an applicant’s resume should include a detailed review of previous employment, including any gaps or short work experiences.

5. Determine if the applicant qualifies for the next stage. In this final decision stage, make sure to keep all strong resumes. Even if they’re not a good fit for one job, they could be a good candidate for a future position.

hire the best resources wherever they are

Did you know that you can see the CVs of people from all over the world? Thanks to Roots EOR if you see a CV of a person who does not come to your country, do not hesitate to interview him or her. We take care of all the rest. Do you want to know how? Contact us

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The hidden costs of hiring an employee

The hidden costs of hiring an employee

The hidden costs of hiring an employee

In addition to salary, there are many things to consider when you incorporate a new person into the company.

Hidden costs

There are various potentially hefty costs associated with the process of recruiting the right candidate. These include promoting the job listing far and wide, for starters. It’s also important to take into account the time spent by internal recruiters, assistants who help review CVs, the employees conducting interviews, as well as those conducting drug screens, background checks, and other pre-employment assessment tests. Using quality recruitment software is one potential way of expending less time (and therefore money) during this process!

It’s also worth considering that while different types of hires naturally require different processes, even an employee applying for a position at a minimum salary could end up costing your business a significant amount in turnover costs.

The cost of training

Once recruited, new hires don’t tend to be completely and immediately productive. Realistically, it may take several months for them to become accustomed to the new flow. Of course, once a new hire is behind the wheel, companies also need to do all they can to facilitate the transition to healthy productivity. How? By providing employee training, of course.

Although proper training is crucial, it turns out that it’s also one of the steepest investments you’re apt to make. Your typical business might lose anywhere between 1% and 2.5% of their total revenue in the time required to get a new employee up to speed. In 2019, companies spent an average of $1286 a year on training—per employee. And new hires devoted an average of 42.1 hours to undergoing this training. To truly get a handle on training costs, it’s important to consider all the costs associated with structured training, materials, as well as the time cost of managers and coworkers.

The cost of workplace integration

Yet another set of costs that shouldn’t be glazed over is workplace integration. More and more these days, businesses are tuning in to the needs of their employees—beyond simply providing a decent enough chair and desk. Effective workplace integration might extend to carving out meaningful space for a new employee within the company, or on the production floor.

Helping them fit in and get along with other staff is also an essential aspect of integration. There are also a number of material needs that may need to be met as well. These may include customized employee software, a company cell phone, travel funds, a company vehicle, and any special equipment required to get the job done—or facilitate it.

Of course, in some businesses, these considerations are a lot more integral than in others. An IT employee working in telecommunications, for instance, is more likely to require specialized equipment than someone whose job takes place 100% in-office, or in an industry that’s more standardized production-wise. Additionally, in the age of Covid-19, it’s also worth considering the cost of potential safety adaptations required in workplaces.

did you know these hidden costs?

As you can see, hiring an employee has many costs. Do you believe us if we tell you that you can hire employees anywhere in the world without having to pay these costs? Contact us we can help you!

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Changes in the way of working and hiring

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Americans quit jobs at a record pace during the second half of 2021, and more plan to resign in the new year. How can companies take advantage of this situation and seduce employees?

Why people change jobs?

Why people change jobs?

Why people change jobs?

Here the top 3 reasons

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These are the three main reasons why employees quit their jobs.

1. Lack of opportunity

When people can put their skills and abilities to use in the jobs they’re doing, they tend to feel a sense of usefulness, self-confidence, and accomplishment. Employees are happier if they’re engaged in activities at which they are good that exercise their skills and abilities even more.

People want to develop their skills, and if a job doesn’t give them the ability to do that, they will start looking for one that offers it. This same applies to opportunities; if a workplace does not offer opportunities for growth and advancement, employees will go where they can find them.

People want to apply their knowledge and improve at what they’re doing. They’re looking for a challenge, and if they feel that their skills are not being challenged, they will feel unfulfilled. It’s like a pilot who loves flying but isn’t able to fly.

Remember: People are looking for fulfillment, purpose, and growth in their job.

 

2. A toxic workplace or company culture

In an ideal workplace, everyone behaves with courtesy and colleagues complement one another. Bosses even check up on staff occasionally and are interested in what’s going on in their personal lives.

However, as we all know, there is no ideal workplace, and personalities do not always blend so seamlessly. In every organization, some occasional clashes, interpersonal conflicts, office gossip, cunning workers, sly bosses, attention-seeking colleagues, and inconsiderate co-workers could appear, and any of those could turn into the reason that workers consider leaving a job.

One of the problems could be inter-office competition. Even if a workplace is generous, providing flexible hours and generous vacation, a workplace filled with competitors might actually hinder workers from making full use of the benefits available to them. Employees may feel that making use of them by, for example, scheduling vacations, could get them penalized, causing them to be at a competitive disadvantage and making them feel dissatisfied.

Company culture can vary from department to department and even from manager to manager, so leaders in every company need to be consistent in building the same culture throughout the entire organization.

 

3. A better salary and financial stability

Money matters, after all, everyone has to think about their personal finances when he or she decides which organization he or she wants to work for.

Because of all of that, money is also a reason why employees leave their jobs. If a new job offers just a small raise, people do not care; if you offer them a significantly higher wage, you will get their attention.

Roots EOR help you retain talents

As you can see, one of the biggest challenges for companies is retaining talent. Did you know that you can hire talented employees not only from the physical place where your company is? but also from anywhere in the world. How? Contact us

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Employee retention matters

Employee retention matters

Employee retention matters

It’s no secret that retaining top talent is key to promoting organizational growth. Recruiting and retaining new employees is expensive and time consuming.

Main post image

Employee retention is the number of employees that stay with their company in a given period of time. Typically, these employees only count as “retained” if they are happy, engaged, productive, and not looking for other work. Employee retention strategies help organizations prevent high turnover, usually through boosting employee engagement and providing competitive benefits.

In short, the longer that people work for you, the higher your retention rate. The more often you find yourself hiring and firing for the same role, the lower your retention rate.

Here are three reasons why understanding your employee retention rate is important:

Your team is better and more productive

Companies that can retain their employees benefit from people that not only know their role, but can work well as a team. These people often grow to be influential leaders within the organization. They not only can fulfill their rules well, but they’re able to train others.

Improves company culture

It’s very uncomfortable to work in an environment where you feel like you could be fired at any moment. And hiring new faces can be exciting, but it can also make you feel like you don’t actually know anybody. High retention boosts camaraderie. It’s good for employee morale and improves productivity. Less hours are spent processing incoming and outgoing employees.

Reduces expenses

Acquiring new employees can be costly. And even once they’re in the door, each employee represents a significant investment of time and training. When those employees are happy with their jobs, companies are awarded with higher commitment, skill, and morale. High turnover means that employers lose the benefit of both employee skill and on-the-job experience.

how to retain your employees?

To make sure that the employees stay in the company, it is important to have everything in order. Even when we hire employees from different parts of the world. Did you know that you can legally hire employees worldwide? If you are interested in knowing more: 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.

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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

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