3 tips will make your resume stand out above the rest

3 tips will make your resume stand out above the rest

3 tips will make your resume stand out above the rest

Go ahead and give these tips a try.

Make your resume
Create focal points

The hiring manager is typically flooded with resume applications. So you only have about 2 minutes of their attention span.

Here are some ways you can draw their attention to the important things:

  • Put the most relevant experiences at the top, don’t worry about chronology.
  • Bold the important parts. Don’t go overboard here.
  • Use numbers and awards to draw attention.
  • Remove irrelevant experiences.
Use numbers

Ever heard of the term “A Picture is Worth A Thousand Words”? Well, numbers are worth a thousand words on Resumes.

Here are some ways you can use numbers:

  • Consistently outperformed sales targets by 10%
  • Supported over 4 functional areas with financial analysis
  • Increased customer satisfaction rating to 8.6/10
Match keywords

Hiring managers will scan your resume to see if you match any of those keywords and sometimes in higher-demand positions, they will do this through a bot.

Take and add keywords from the job description to your resume. Create a skill section and put some keywords in there.

If you plan to apply for an American company, here we leave you more tips to make your resume

Are you looking for remote work?

Remember the hiring manager goes through countless resumes, especially nowadays where you can work from your home for any company, so makes yours stand out!  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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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.

Changes in the way of working and hiring

Changes in the way of working and hiring

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?

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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What are SMART goals?

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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

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

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Changes in the way of working and hiring

Changes in the way of working and hiring

Changes in the way of working and hiring

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?

Main post image

Although specialists predict that quitting will continue steadily at similar, elevated rates we’ve seen over the past year, they are not confident that we’ll see another big quitting wave in 2022.
That’s because the tight labor market has pushed companies to offer better benefits and higher salaries, that will keep employee turnover from being “completely rampant” in the months ahead.
What are companies doing to seduce employees?

 

Flexible work arrangements will be the norm, not the exception

The freedom to work from anywhere has become the most sought-after benefit during the pandemic – so much so that people value flexibility as much as a 10% pay raise, according to new research from the WFH Research Project.

More companies will embrace this change to attract and retain talent. Leaders are starting to ask: “How can we give people more power over their schedules? How can we be more flexible?”

Managers that blame external factors for turnover – whether it be government leadership, the pandemic, unemployment benefits or other reasons – and refuse to offer flexible work arrangements will be the “losers who struggle in the wake of the Great Resignation”.

Flexible working culture will lead to better work-life balance and improved mental health for employees. HR leaders know that work will fit around our personal lives rather than our personal lives fitting around work.

 

Remote jobs will become more competitive

As companies struggle to hire in the United States, a growing number of managers could turn to automation and international candidates to fill open roles.

The pandemic accelerated the trend toward automation as companies embraced digital waiters, concierges and other technologies amid social distancing rules and virus fears. In 2020, the World Economic Forum surveyed about 300 global companies and found that 43% of businesses expect to reduce their workforces with new technology.

Economist predicts that companies will make larger investments in robots and artificial intelligence to reduce hiring times and costs even after the pandemic subsides.

 

Those same benefits could push companies to hire more international candidates for remote roles and create even more competition for remote jobs, he adds. In the United States, employees tend to be paid higher wages than people in many other countries. If you’re a remote organization, you can recruit workers from all over the world who can do the same job for a cheaper rate.

Are you ready for your remote work team?

Do you want to know how to hire employees in other parts of the world in a legal, fast and easy way? Contact Us

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3 tips for recruiting abroad

3 tips for recruiting abroad

3 tips for recruiting abroad

Companies want to have the best employees. Today it is possible to get them anywhere in the world. Are you interested in knowing how to do it? Read the article.

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1. Develop an adjustment plan after recruiting abroad

Once you’ve put in the time and resources to recruit abroad, it’s crucial to ensure your new global employees adjust properly. Having a global team means that your relationship with those employees will be different than with your local teams. Plan to bridge the social distance, make both teams feel important and supported, and provide enough space for the new team to make decisions.

Focus on defining your company so you can communicate those values to new employees. When you bring a local hire into the company, it’s much easier to catch onto the business culture. When someone is far away, even on the other side of the world, it’s crucial to be more communicative.

 

2. Understand local labor laws

Local labor laws can be complex and counterintuitive. Every country has its own set of labor protections and regulations. They can differ between regions or cities within a country, too. Without an in-depth knowledge of local laws, you can write contracts that are unenforceable, mishandle tax information and collection, and other errors.

Misclassifying workers is a frequent error for companies hiring overseas. It can be tempting to label every new hire an “independent contractor,” which keeps costs down. The employer pays fewer fees, taxes, and has fewer responsibilities when dealing with contractors.

However, most labor systems have strict tests for whether a contractor is actually an employee. Misclassifying someone as a contractor who should be an employee can result in huge expenses and lawsuits. The best way to ensure compliance with local labor laws is to use a trusted partner who is familiar with it so you can focus on developing your business.

 

3. Recruit smarter

While there is no shortage of people looking for a job, there is often a shortage of qualified, hard-working candidates. It can be difficult to find workers with the skills you need.

Many companies use their social networks to recruit good workers. You can also expand your reach by engaging with strategic partners that have established international networks to help find qualified employees.

RECRUITING ABROAD IS POSSIBLE

Expanding abroad is a big undertaking, but you don’t have to go about it alone. Work with a trusted team that has the experience to hire talent overseas, can help you manage compliance, and understands the culture. Get in touch with us today: 
Contact Us

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