Should you hire more employees?

Should you hire more employees?

Should you hire more employees?

south american woman, free lancer.
3 things to consider before taking the decision.

It’s a decision that shouldn’t be taken lightly. Take the time to be cautious and strategic, and ask yourself these questions to know when to hire.

1. Can I afford it?

First, take a hard look at the realities of your business to understand when to hire. What drives revenue? Determine the leading indicators, those predictable factors that can forecast where your business is headed. Analyze these to see if you can justify additional help.

 

2. Is it the right time?

The key to success is matching hiring to the time when new employees can begin to generate revenue. In many cases, it takes eight to 10 weeks to hire someone. How quickly can you put new people to work?

Hiring too early – If the work is not quite ready, new employees sit on their hands. The upside is that you can use the time to train them.

Hiring too late – If you hire after you’ve made promises to clients or customers, you may not have enough time to get your new employees up to speed.

Therefore, you may not be able to fulfill your promises, which can cause you to lose business. Also, if you’re desperate, you may end up hiring someone who doesn’t mesh with your company’s core values.

Examine the utilization rates of your current employees – the percentage of their time that is billable versus gross profit.

If employees are overworked, for example, working overtime or not taking vacations, they’re at risk of burning out. Examine hiring new employees or making your processes more efficient.

If employees seem to be busy, but gross profit is too low, they may be inefficient, billing incorrectly or improperly trained. You may want to invest in training or improve your processes instead.

If your employees are busy, productive and gross profit is within target, it may be a good time to hire.

 

3. Do I understand the hidden costs?

Recruiting is one of the biggest expenses a company has – and one of most overlooked. Besides the obvious costs of salary, benefits and office space, a lot of hidden ones are lurking.

Each job candidate brought into the office is usually interviewed by at least three people, often your top performers or members of the team you’re hiring for – which is already stretched to do its work. Therefore, you’re losing production time of some of your most valuable people during this process.

The new hire will likely be trained by one of the best employees you have, meaning that individual will spend valuable time away from his or her core job.

People want more money when they change jobs, so you may have to pay new employees more than existing ones.

Also see The hidden costs of onboarding a new employee

New workers take a while to get to full functionality. You’ll still have to pay them their full salary while they get the hang of things. Hiring people also involves time and money. In addition to knowing about the labor laws of each country. But do you know that we can help you? Want more info about hiring? Contact Our Advisors 

New month, new job opportunities

New month, new job opportunities

New month, new job opportunities

The summer job market
If you’re planning to launch or continue a job search in September, here’s what you need to know to maximize your efforts and speed up the process.

There’s no perfect time to look for a job, but there are many seasonal trends and tips that can work in your favor across industries and within the job market. Here are some:

1. You’re starting over

The summer job market, August in particular, is painfully slow. While you can still conduct a search during the summer, you are battling with the lack of proactive engagement and scheduling challenges that result from the vacation season. This all changes in September.

During September, make a point to contact any relevant connections you haven’t checked in with lately. Mention that you enjoyed the end of your summer, but plan to get more serious about your job search going into the fall and would love to reconnect.

 

2. You can’t afford to get distracted

 The hiring push that happens in September and October will sharply decline mid to late November. A fall job search is a sprint and there is no time to have a slow start, get distracted or take breaks.

Most people conduct a job search while already employed and the autumn will probably be a busy time in your office. And, if you’re a parent, you may find that getting settled in the school year creates further strains on your time. September can be one of the most demanding months of the year already, before adding in the stress of job hunting.

However, if you are hoping to find a new and better job sooner instead of later, you need to get and stay serious about your efforts during the month of September. I can’t emphasize this enough: don’t miss this short and critical window before the holidays sneak up. Start strong and keep it going for the next two months.

Set a daily or weekly goal for your job search activities such as emails sent, companies and job researched or hours spent on your search.

If possible, avoid measuring progress by the number of job applications you submit. Online applying notoriously has a low application to interview rate so focusing your attention there might lead to a discouraging yield. For some skills and career levels, online applying can be effective but for many people, organic networking through trusted contacts or targeted research will produce better results.

Either way, hold yourself accountable to make your job search a priority in September.

 

3. It’s the beginning of the end

During your interviews, be sure to inquire about end-of-year initiatives or goals. Being able to articulate how you might hit the ground running to help get an important task over the finish line will deepen their interest in your candidacy and may accelerate your hiring process.

Listen for information about when key team-planning sessions are being held. The fall is a popular time for these sorts of meetings. Usually, they bring several important stakeholders together in the same location which can be advantageous for scheduling your interviews.

To gather this information in an early phone interview with the hiring manager, simply ask toward the end of the call if they have any offsites or planning sessions coming up; then, express interest in meeting team members during one of these, time permitting. They may or may not jump on this opportunity, but if they do, you’ll have the chance to make a more informed choice about the people you would be working with—and the company will probably get you a decision much faster. Either way, it will show an orientation toward thoughtful initiative on your part.

Finally, September is the best time to plan your networking calendar from now until the end of the year. Research relevant happy hours, speaker breakfasts and conferences coming up in the next two to three months. You can’t attend everything, but make the most of your efforts by emailing hosts four to five days before your events and seeing if you can secure a list of participants. Then use LinkedIn to familiarize yourself with backgrounds and faces and come prepared to seek out the people you most want to meet or reconnect with.

It seems that September could be a good time to search and hire people. Would you like to do it, but with people from other countries? Contact Our Advisors they can make things easier for you.

6 ways to find a new job

6 ways to find a new job

6 ways to find a new job

6 ways to find a new job, post illustration.
It is always important to be active and attentive to new opportunities.

Finding the job of your dreams it’s not easy. Therefore, you always must be open to new proposals. Here we tell you some ways that can bring you closer to a better job:

 

1. Networking

Networking, online and in person, is one of the best ways to stay on top of what’s happening in your field, including what jobs are open and where.
Check in on job search sites frequently. For best results, look for one that specializes in your field.
Don’t snub temporary or freelance work. They often lead to full-time opportunities.
Networking is another word for socializing. You can join professional associations, attend events for graduates of your school, connect with professionals who work in your field, and take every chance you get to meet up, in person or online, with others in your field.
Various online sites such as LinkedIn allow you to broaden your network to include friends of friends. The bigger your network, the more likely you’ll find out about new opportunities.

 

2. Referrals

Some employers offer incentives to their employees for referring a successful candidate to the company. It’s a win-win situation for everyone. You get a new job, and your contact gets a finder’s fee for attracting a top-notch employee.

That’s relatively rare, but there’s nothing stopping you from asking a valued friend who works in your field to let you know about any openings. The working relationships you create at every job may open other doors years in the future.

 

3. Job fairs

Job fairs are often targeted toward specific industries, although some job or recruitment fairs are more generalized. The promotional material will include a list of the organizations that will be represented.

Investigate any companies that interest you, bring a batch of resumes and business cards, and get ready to sell yourself. Consider any conversations with recruiters as mini-interviews that can set you apart from other applicants. Some organizations may even offer on-site interviews to candidates that match their requirements.

 

4. Company websites

If you already have your dream employer in mind, go directly to the career section of the company’s website. If you track openings on its site, there’s a chance you’ll find just the opportunity that you’ve been waiting for.

Create a list of employers that you’d like to work for and visit their websites often. If you’re really set on working for a specific company it may take some time to find just the opportunity that fits your skillset. But if you’ve got time, this might be the optimal method for finding your dream job.

 

5. Cold calling

If you don’t see any job listings posted for a company you’re particularly interested in, you might consider making a cold call. Phone or email people in the organization after finding their contact details on the company website. Ask about upcoming vacancies, and attach a copy of your resume.

Keep in mind that this kind of contact may not always be well-received. You’ll be lucky to get any response at all. But there is always a chance it’ll give you the inside track on upcoming vacancies.

 

6. Headhunters and recruiters

If you’re looking for some professional help in your job search, headhunters and recruitment agencies can help.
Many organizations hire through recruitment agencies to streamline the hiring process. Head hunters actively recruit individuals to fill specific vacancies. Payment is based on commission. Make sure you know up front whether you or the company is paying it.
Keep in mind that many high schools and colleges have job placement services that can help new graduates to develop their resumes and assist both current students and alumni with job searches.

Do you know that you can work for a company that is not physically in the place where you are? Thanks to companies like Roots EOR, this is possible. Do you want to know how? Contact Us 

5 tips to do before a big job interview

5 tips to do before a big job interview

5 tips to do before a big job interview

Are you e thinking of hiring someone?
According to CEOS of large companies you should have to keep these things in mind.

1. Learn about the company´s story

People miss this one all the time: They go into an interview without a strong understanding of what the company does.

Just knowing the basics isn’t enough. Learn all you can about the company — its history, leadership team, current successes and challenges. If possible, get the company’s products and services: Buy them, try them and talk to people who use them.

Greater knowledge about the company’s customers will also help you present your skills and experiences in context. You’ll appear more relevant to the hiring manager, and the more relevant you are, the better the connection you’ll make.

 

2. Research who you’re going to meet and prepare some icebreakers

When your interview is arranged, get the names and titles of everyone you’ll meet. You can even ask the coordinator if there’s anything they think you should know about those people.

Even a benign observation — e.g., “I see that the company just made an acquisition. This must be a very exciting and busy time” — can be an effective opener and conversation starter.

 

3. Have meaningful questions to ask

Midway into the interview, the hiring manager asks, “What questions can I answer for you?” Replying with “I’m good, thanks!” shows a lack of preparedness, interest and engagement.

Your questions should be smart and strategic, probing the job responsibilities and goals or how the department functions. The questions you ask also show the interviewer how you think.

 

4. Put your phone on silent

You’d be surprised by how many times I’ve seen this happen.

Turn your phone off or put it on silent before you reach the front door of the building. Should you forget, and your phone pings a message or rings with an incoming call, never answer it.

 

5. Pick the right clothes

Don’t procrastinate on this: Plan your outfit ahead of time. Try it on. Make sure it’s clean, pressed and still fits.

Not every job interview requires professional attire, but you still should present yourself as well-groomed and put together. When in doubt, ask people in your network who currently, or used to, work at the company about what’s considered appropriate. Sometimes the person arranging the interview will tell you.

Remote work came to stay, did you know that you can interview people from another part of the world and hire them for your company? Do you want to know how? Contact Us 

5 tips to improve your hiring process

5 tips to improve your hiring process

5 tips to improve your hiring process

Are you e thinking of hiring someone?
Are you thinking of expanding your company? You must read this article.

Write better job descriptions.

Many companies write descriptions with lists of responsibilities and requirements, but a study found that this can alienate qualified employees, The Wall Street Journal reported.
In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches: the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads.

 

Embrace digital trends and social media.

Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, you’ll probably conduct a standard background investigation on applicants, but the candidate’s social media profiles can offer more details about the individual as a person and an employee, for better or for worse.

While it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions, as it can result in unconscious bias or discrimination, it can give you a better picture of a job applicant you’re interested in hiring. [Read related article: The Pros and Cons of Social Media Background Checks]

 

Fit the personality to the job.

Although the right skill set may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.
During the selection process, consider how a candidate’s personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer

 

Improve your interviews.

A study by Leadership IQ found that failures exhibited by new employees may result from flawed interview processes. The study revealed that 82% of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time, or lacked the confidence in their interviewing abilities to pay attention to red flags.
According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success – like coachability, emotional intelligence, temperament and motivation – are often overlooked.
It’s important to allow prospective employees to interview you, too. Letting candidates ask questions will give you a chance to see what’s important to them, Brusman said. It also gives them a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them.

 

Keep an eye on your reviews.

Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips, and reviews from current and former employees from sites such as Glassdoor. Studies show that 86% of Glassdoor users read company reviews and ratings before deciding to apply for a job. Top candidates may not even apply in the first place if they don’t like what they see: 50% of job seekers said they would not take a job with a company that had a bad reputation, even for a pay increase.
Two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can improve your employee retention and lead to more positive reviews that will attract quality employees.

Are you e thinking of hiring someone? In addition to taking these tips into account: 
Contact Us 

What jobs are in demand in Australia?

What jobs are in demand in Australia?

What jobs are in demand in Australia

Hiring for these jobs is on the rise in 2021
Find the greatest growth potential.

The Covid vaccine not only brought health, but also work. Australia is experiencing one of the best times where companies are desperate to attract employees.

Here is a list of the top 10 of the most in-demand jobs in Australia:

1. Warehouse worker

National average salary: $55,810 per year
Primary duties: A warehouse worker manages inventory stored in a business’s warehouse. They process new inventory and retrieve, pack and ship items to customers.

2. Security guard

National average salary: $55,820 per year
Primary duties: A security guard supervises businesses and events to protect assets from theft and damage and make sure customers and employees stay safe.

3. Chef

National average salary: $59,742 per year
Primary duties: A chef runs a kitchen, planning its menu, sourcing ingredients and ensuring quality dishes reach diners. 

4. Stonemason

National average salary: $64,961 per year
Primary duties: A stonemason cuts, shapes, assembles, decorates and repairs stone pieces for new construction and restoration projects.

5. Early childhood teacher

National average salary: $65,200 per year
Primary duties: An early childhood teacher plans and supervises activities that help children, usually aged between two and five, learn basic skills.

6. Bricklayer

National average salary: $67,272 per year
Primary duties: A bricklayer lays mortar and bricks to construct residential and commercial buildings and structures.

7. Auditor

National average salary: $68,114 per year
Primary duties: An auditor examines business financial records and ensures they are accurate and tax owing is paid in full.

8. Motor mechanic

National average salary: $68,653 per year
Primary duties: A motor mechanic maintains and repairs vehicles to ensure they run safely, reliably and efficiently.

9. Plumber

National average salary: $69,129 per year
Primary duties: A plumber installs and maintains pipe systems and fixtures for residential and business customers.

10. Aged care worker

National average salary: $70,815 per year
Primary duties: An aged care worker provides companionship, emotional support and assistance to seniors needing help in their daily lives.

Is your company wishing to incorporate employees but hiring people involves time, money and you don’t know where to start? Contact Us we do the work for you