Many of us have had to adapt to home offices during the pandemic. With attention-demanding children and pets, home-working spouses, housework and home-schooling all under one roof, the distractions and difficulties of home working have presented an array of challenges to employee productivity. Despite these setbacks and the original adjustment period, many workers are now pushing for more regular remote working in the return to the ‘new normal’, with the trend leaning towards a ‘hybrid’ set up; some days spent in the office and the rest at home. Research shows that Gen Z workers in particular are pushing to split their time between home and office to get the best from both worlds.

Employers may understandably feel cautious or uncomfortable with the prospect of staff working out-of-office for half of the week. Although the benefits for staff are clear; among them cheaper lunches, child-care flexibility, home comforts, and lack of commute, it could be argued that business owners gain little from having a team work remotely. Employers may want to consider investing in monitoring software to help manage their remote teams, allowing them to assign tasks and track their progress throughout the day. You will be able to see how long it takes an employee to complete a task, and will also remove the back-and-forth email chasing between managers and staff as the job is in progress.

Regular communication between employees is crucial to keep remote workers engaged, but be careful of ‘Zoom fatigue’ and overloading your staff with onscreen meetings. If a chat can happen face-to-face on office-working days, consider rescheduling so that you can discuss with them in person. It will be much easier to pick up natural physical cues and foster a welcoming atmosphere in these circumstances, rather than on a video conference. Offering bonuses and target incentives can also help drive remote workers to maximise their time and boost overall morale. Recognising and rewarding an employee’s hard work will help keep them motivated and make them more likely to meet or exceed their targets. Focusing on a team’s accomplishments and achievements will help bolster remote workers’ overall sense of purpose and wellbeing. This coupled with continuous feedback will allow the team to develop their skills over time and focus on areas that need the most attention.

Offering flexibility is key to retaining and motivating remote and hybrid workers. Should they need to collect their kids from school in the early afternoon, or attend an important doctor’s appointment, employers should endeavour to arrange a schedule which allows them to do so. One of the main obstacles in remote working can be technology; if your employees don’t have the correct equipment, or their equipment is not fully functioning in a remote environment, their productivity will be impacted and half of the day could be spent trying to overcome the problems it presents.

One of the main aspects of home working is the trust you place in your staff. If employees feel that managers are suspicious of their work-from-home output, or constantly bombarding them with emails and messages to ‘check-in’ on their whereabouts and workload, it fosters an unhealthy surveillance culture and can breed animosity between employees and managers. Finding ways to mitigate these issues, such as investing in software to manage employee schedules, and having weekly meetings to summarise the achievements of the week, rather than check-up on them frequently throughout the working day.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

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Buzzwords like ‘burnout’ and ‘self-care’ crept into the public consciousness pre-pandemic, and their importance and meaning have only intensified. Recognised by the World Health Organization as an ‘occupational phenomenon’, burnout refers to emotional and physical exhaustion brought on by work, busy parenting schedules, and the stresses of modern-day life. Feelings of tiredness, self-doubt and being overwhelmed are common in those experiencing burnout, which all have a detrimental impact on employee productivity. A recent survey by analytics site Visier found that 89% of employees experienced burnout over the past year. It also revealed that two-thirds of employees would leave their current role for one that offered comprehensive resources and benefits intended to reduce or prevent burnout. It’s wise for business owners to invest in support for staff to help them in their self-care, enabling them to avoid burnout and the feelings of hopelessness associated with it.

Implementing a culture of self-care in the workplace may seem daunting, but simple changes can make huge differences in the health and wellbeing of your staff. Valuing your employees’ ‘off’ time is an important place to start from. Discouraging them from eating their lunch at their desks, making sure they log off at the end of the working day and ensuring they don’t reply to emails out of office hours can make a huge difference to employee wellbeing. Businesses that work across multiple time zones will find that their employees work long into the night to communicate with colleagues in other regions, but this leads to employees never ‘switching off’ from their role, creating stress and building resentment towards their employer. 

Scheduling outdoor and movement time within the working day, perhaps by establishing and promoting a walking lunch, will also break up the working day and allow employees to escape the claustrophobia of the office. Changing the language used when approaching problems and situations can also be helpful in combating the toxic culture of immediacy that’s linked to burnout. Is a certain problem or request truly urgent? Does it need to be attended to instantly, or could your employee better manage their time and workday to prioritise each thing in turn? Expecting employees to drop their current task and attend to non-time sensitive requests from their superiors can be disruptive and contribute to increasing stress levels in the workforce.

Introducing wellness ‘check-in’s with staff can be a great way to monitor your employees’ mental wellbeing and to receive valuable feedback about what areas could be improved. Break-out sessions in mindfulness or yoga can also be helpful to keep staff engaged in self-care. Promoting the use of apps such as Headspace and 10% Happier will also encourage employees to take time out of work to look after themselves and their mental health. Allowing employees flexibility in their schedule to tend to their family, pets or attend to other important personal issues will also steer staff away from potential burnout.

To see your company in any upcoming features we are arranging please email laura@hurstmediacompany.co.uk or editorial@hurstmediacompany.co.uk

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Diverse workplaces are productive workplaces. A mix of employees of different backgrounds, races, genders and sexualities with varied life experiences makes for a more efficient and creative workforce, and research shows that companies with an inclusive culture are twice as likely to exceed their financial targets. By expanding their recruitment beyond the ‘pale, stale and male’ culture that dominated workforces in the past, companies are opening up their businesses to a wealth of talent and a world of more efficient, creative problem solving. Global finance company KPMG recently committed to having 29% of its workforce hail from working-class backgrounds by 2030, paving the way for greater opportunities for graduates and job seekers from less fortunate economic circumstances.

The first step in building a diverse workforce is to foster a culture in which diversity can thrive. If individuals are hired, but later not made to feel included, supported, or understood, it can create friction between colleagues and ultimately have a negative impact on productivity down the line. Structuring the company mission statement to champion diversity and inclusion is vital, as is regularly educating and coaching your staff on inclusion. Workshops and training courses which allow staff to gain greater understanding of their colleagues’ circumstances will create a more powerful team of varied minds that can listen to and respect each other. Without the necessary training, coaching and support in place, any active diversity hiring can be perceived as a tick-box exercise and will not achieve the same results.

Once a culture of inclusion has been established, business owners should employ appropriate methods to access a diverse talent pool. Dealing with recruitment companies who actively hire diverse workforces is a start, but if you are recruiting directly there are various methods you can use to make sure the job is done efficiently. This begins with the wording of job advertisements to make them more inclusive, avoiding jargon or corporate language that might alienate applicants, or wording that might subtly discriminate against different ages, genders or religions.

Telling candidates that you are actively seeking to employ from a diverse range of backgrounds will also cast the net wide. Ensuring hiring managers see only ‘blind’ CVs – CVs which contain no personal data such as names and date of birth, will ensure that any unconscious bias does not impact recruitment and that the hiring is based entirely on work experience and merit. Once the interviewees are selected, you will also need to create a diverse interview panel which reflects your inclusive culture and allows for a broader spectrum of opinions on your new hire.

Once you have hired your staff, maintaining your healthy and diverse workforce is key for staff retention. Ongoing training and coaching is required, and you may want to consider employee-led diversity and inclusion groups. Electing in-house diversity and inclusion officers who people can approach for information and support, and arranging regular wellbeing check-ins with all staff will contribute to the productivity and health of your employees.

To see your company in any upcoming features we are arranging please email laura@hurstmediacompany.co.uk or editorial@hurstmediacompany.co.uk

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If the idea of outsourcing to a recruitment agency doesn’t appeal to you, why not invest in recruitment tech? You can manage your hiring from the desktop at your office, or on the go with a mobile app. Here are 10 tools to recruit your staff using top-of-the-range technology and AI.

1. Workable

With Workable you can screen CVs, evaluate candidates and schedule interviews from wherever you are in the world. With over 6,000 global clients, Workable support companies to choose the very best employees for their roles with their software. They use AI to applicant track, they share your vacancies across hundreds of job sites and gather applicant information into easily digestible data for you. A top tool for anyone looking for intuitive software to connect them to the correct candidates.

2. Greenhouse

This software allows you access to the best talent and helps you on-board them once they’re hired. Its streamlined candidate review and interview flow make the recruitment process easier to manage from start to finish, taking the stress out of hiring. Once the candidates are secured, Greenhouse enables you to integrate the new hires into the team quickly and tailor their on-boarding experience so they feel appreciated and included on an individual level.

3. SmartRecruiters

SmartRecruiters software allows you to build beautiful career websites and integrate your social channels and pre-existing contacts. You can gain access to more candidates with SmartRecruiters’ direct sourcing capabilities and keep track of all the goings-on via your ever-evolving Sourcing Dashboard. There’s a one-click apply process which makes it easy for your candidates to use, too.

4. Dice

If you’re looking to hire tech professionals, Dice has over nine million of them for you to browse to select the right talent. Dice pre-screens applicants to make your shortlisting process faster and smoother, while also giving you an insight into which of your candidates are most likely to make a career change. You can increase your brand awareness across the tech industry using this platform, improving visibility for tech talent.

5. Worksome

If you’re looking to hire freelancers rather than permanent staff, or would like to expand your pre-existing talent pool, look no further than Worksome. You can hire talent faster and receive ongoing support and advice with Worksome, while accessing incredible freelance talent around the world. Worksome also helps you with onboarding and invoicing, enabling you to pay your freelance talent in just a few clicks.

6. Breezy

With Breezy, you can use its applicant tracking system and easy-to-use, drag-and-drop candidate pipelines to make your hiring process easier. You can automate tasks such as screening and scheduling and source candidates from across job sites. You can also post vacancies to over 50 job sites seamlessly, with just one click. Breezy allows you to involve your team in the hiring process, making it easy to collaborate when choosing the best talent.

7. GoHire

Small businesses can have their hiring workflow in one place with GoHire. They can find relevant candidates in seconds and track thousands of them with this software. Use their smart candidate selection process, questionnaires, evaluations, and reporting tools to secure the best employees to slot into your team, whittling all applicants until you get the right fit. GoHire has a dedicated UK support team which will help you along your hiring journey, just in case you need to reach out for any advice during the process.

8. Onskil

Inspired by dating apps, Onskil uses AI to match the right candidates with the right IT jobs. Onskil wishes to circumvent any existing unconscious bias in the IT industry by using tech to match a candidate’s skills with the job requirements. Only when an applicant and a hiring manager ‘match’ will their contact details be shared, ensuring that you are hiring a candidate solely on their skillset. Onskil aims to be cheaper for hiring managers and also charges no fee for candidates.

9. Manatal

Manatal recruitment software claims it can have you set up, ready to hire in less than 15 minutes. With its multitude of tools and easy-to-use interface, you can drive right into your recruitment drive and start securing top talent. The software includes AI tailored candidate recommendations and recruitment pipelines, and an applicant tracking system to make things simpler.

10. Bullhorn

Creating and managing a start-up is a demanding project, but hiring for it doesn’t have to be. If you’re a small business working from the ground up and looking for recruitment solutions, Bullhorn can help simplify the process and expand your business at the same time. The software is intuitive, user-friendly and Bullhorn offers 24/7 support for its clients.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

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Regardless of family relationships, starting a business with any family member poses difficulties, on top of the typical issues that a start-up faces. Family members may contribute to the excitement of starting a business without fully understanding their role after the company is up and running.

There is an additional layer of complexity when it comes to running a family business. 

Tradition and pride are ingrained in family businesses. While it may appear that family businesses have taken over the business world, several family-owned businesses thrive due to strong management. Developing a management plan increases the likelihood of a family business surviving through several generations. 

Set some ground rules 

Combining business, personal, and family life will result in conflict. Outside of the office, keep business discussions to a minimum. That isn’t always possible, but save them for a suitable occasion.

Hire for the position, not the person

Many family-owned businesses make the mistake of putting a family member into a role for sympathy, which they lack the desire or interest. Job opportunities should be filled with people who have the necessary credentials, expertise, and track record of success. Employment should be based on the talents or knowledge that they can contribute to the company.

Fair treatment of family members 

Treating every family member equally can be the best thing you can do if you want to pass your family business down to the next generation. Several small businesses would not be able to exist without the dedication of dedicated family members and their tireless efforts to improve the company. You must avoid showing unfairness to family members or other employees. Work schedules, praise, pay rates, and criticism should not be held to higher or lower standards for family members than for others.

Avoid family issues

In a family business, the most common issue is focusing too much on ‘family’ and not enough on ‘business’. It’s difficult to have a balance between family dynamics and professional obligations. One of the cornerstones to a company’s success is successfully segregating personal and professional relationships. Allowing family issues to persuade you into making unjust work decisions is never a good idea. Respect your co-workers and don’t bring unpleasant family issues into the workplace.

Stay professional

The most typical problem in a family-owned business is a focus on ‘family’ rather than the business itself. As a result, many family-run businesses find themselves unable to strike a balance between professional responsibilities and family dynamics. You must keep professional and personal interactions distinct in order to get your business to grow.

Constructive criticism

Criticism from family members can be more painful than criticism from regular co-workers. Some may take the criticism personally. It is critical to act on constructive feedback in order to develop your business. Both giving and receiving criticism from family members must take extra time to phrase it in a professional context. Expectations that are clearly written and followed, as well as good reporting procedures, can help to objectify discussions and make things easier.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

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The ability of the team leader to manage their team can determine the team’s performance, overall success, and productivity.

In comparison to a large group, a small team presents greater problems owing to the workload and lack of staff. A wise leader understands that to achieve organisational goals, it is critical to assist the team in efficiently managing task-related stress and sustaining a close, positive culture in which everyone works together.

Effective management abilities benefit both the manager and the teams under their supervision. Managers should strive to have team management skills and seek to develop them regularly. 

What is the significance of team management? 

Team management is crucial in the workplace, it encourages a united approach to leadership when team building is used. The right management facilitates issue solving via the use of negotiation and critical thinking.  It promotes open communication between managers and team members, as well as the importance of excellent communication skills and active listening and it also guides the team to work towards a clearly defined common goal. 

Understanding the value of team management and trying to improve your team management abilities may help you be the most successful leader possible. The more competent you are at team management, the more successful your team will be at work.

Managerial responsibilities aren’t always easy. It is your responsibility to inspire, lead, and encourage your team to achieve. Not everyone is going to be easy to deal with, and ensuring that everything runs smoothly may be difficult. So, how do you go about becoming a great boss that demonstrates authority and leadership while still keeping peer respect?  Below is a list of things you should follow to get the best productivity out of your team.

Clear purpose, goals and expectations for the team

Successful team management begins when there is an understanding of why the team exists and what goals must be met. Everything in companies and teams begins with why. This question outlines the mission of an organisation and explains why the team exists. It provides the team with a feeling of goal and emotional motivation, which is especially important during difficult times. You must also have a clear objective in mind and know what actions to take to get there. Individuals cannot read minds, clearly express what has to be done, what is expected of each individual, and what the expectations are.

Prioritise transparency

Transparency in the workplace could make employees feel more connected while also encouraging innovation. Doing this via open and regular communication fosters a sense of respect among team members, which is essential for overall job happiness and productivity. This can also give your team members more confidence in offering ideas and solutions to the workplace, which will benefit everyone involved.

Make your workplace a happy place to work

Although the workplace environment is typically serious, often filled with risk assessments, and performance reviews, a little humour, and light-heartedness in the office may have a surprisingly good influence on productivity. Brightening up the workplace atmosphere with plants and out-of-office activities and outings may promote a happy atmosphere in the workplace.

Be open to new experiences

To be an effective team leader, adaptability is a must. This entails changing your management style as needed and acknowledging team members may have different methods and ways of accomplishing or dealing with things. Be open to experimenting with new technology and modifying your traditional management style when it no longer provides the desired results.

Delegate tasks while staying in the loop

Once all responsibilities and deadlines have been assigned, your duty is to keep track of the team’s work. Consider adopting digital tools that allow for easy and transparent communication. Chat channels like Slack and Facebook Workplace can also be used. If you work in an office, for example, Google Drive enables everyone to share real-time updates and real-time editing of shared documents. All workers can post questions, thoughts, or criticism in the comment section.

It is important to keep communication in the workplace so that everyone can work together and assist one another. Keep the entire team up to date on their performance measures. Regular face-to-face or remote meetings to reaffirm the team’s tasks, update, and express appreciation for everyone’s efforts. Recognise exceptional achievement by providing positive comments that improve their confidence.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

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When it comes to franchising your business, the most important questions to ask yourself are the following: why franchising? How do I know whether franchising is right for me?

Should I franchise my business? And how do I go about franchising my company? Franchising your business allows you to expand fast and maintain brand consistency.  It’s a big step to start your own franchise business, and it might be scary. 

If you have a small business and want to expand, franchising might be one of the most efficient methods to grow it quickly. And if you approach it correctly, you may surely increase your profits.

What does franchise mean?

A franchise is an arrangement in which one company, the franchisee pays another company, the franchisor to utilise the franchisor’s business model and trademarks. The franchisor provides the franchisee with a variety of services, including training, support, and advertising. 

Opening up your first franchise? Here’s everything you need to know.

Plan how you want to grow

Decide how you wish to develop. It’s preferable to have steady, strategic expansion. Is it feasible to grow internationally? Should you follow an area-wide strategy?

Pick the right locations

What are the best locations for your business? This is something as an entrepreneur which will make a difference to the business. Some franchisors will be able to assign areas to specific franchisees based on the sort of business they operate. This is frequently the case for businesses in the transportation or delivery industries. Franchisees may, however, be left to select their location, or the franchisor may not be able to give a certain area, in which case the franchisee must work with another franchised unit nearby.

Choose the right franchise 

Choose a franchise that will help you achieve your business objectives. As an entrepreneur, you will know your strengths and weaknesses, use this to choose the right franchise. What kind of franchise business or sector do you want to be a part of? Decide on the company objectives, and how might a franchise assist you in accomplishing them.

Secure funding

Many people who want to invest in a franchise can’t afford to pay the whole amount upfront. This is because the money needed is a large sum. There are various funding alternatives available to you, including bank loans, government-backed small business loans, personal loans from friends and family, and so on. Remember that you’ll need money to cover expenditures until the company starts to make a profit, which may take months.

Legal

For franchisors or franchisees, there are no particular registration requirements. All UK businesses and limited liability partnerships (LLPs), on the other hand, must register with the registrar of companies and must comply with formal obligations such as producing yearly reports.

Trademark your business

You must register your trademarks. You can register your trademark to protect your brand, for example, the name of your product or service.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

The post The ultimate guide to franchising your business appeared first on Checklists.

One of the biggest difficulties a business owner will ever undergo is getting started. Seeking business advice can help you take the stress off your plate of distractions and problems.

“I just have a question I need to be answered,” is a thought that has crossed many business owners’ minds before. 

As a business evolves, many business owners may begin to seek guidance on how to deal with the unknown. Whether you want to get a query answered, or a mentor on board, there’s a list of resources that can guide you in the right way.

If you don’t ask, you’ll never know. There’s a community, advisor, or resource that can lead you on the correct path, whether you’re searching for long-term advice or a solution to a current concern.

Luckily, Checklist has done the heavy lifting for you to get you started.

Where can I get business advice?

GOV.UK

GOV.UK offers a variety of business and financial assistance. The government website gives advice on business plans and financial assistance. Businesses can get advice and financial help from government-backed schemes. The website also allows those seeking advice to speak to an adviser on webchat about support for your business.

Mentorsme

Mentorsme was created to make finding business advice as simple as possible. The website has information on accounting and business guidance, financial control, and how to complete a financing request. You can learn more about the advantages of using an online accounting service and how it can save you time and money. Businesses may narrow their searches using an easy-to-use search engine based on the stage of their business and their location.

HMRC

HMRC holds all of the financial data you’ll need to start a business and manage your cash. They are the UK’s tax, payments, and customs authorities, and have a critical role to play. HMRC collects the money that pays for the UK’s public services and provides targeted financial assistance to families and people. They do this by being objective and becoming more effective and efficient in administration. 

ACAS

ACAS offers businesses and workers employment and HR-related information, guidance, training. They offer online programmes, and help you to understand employment law, in addition to providing counselling and training. Employees and employers get free, unbiased advice from ACAS on workplace rights and laws. They also provide conflict resolution training and assistance.

HR Zone

HR Zone is an online human resources journal that helps HR professionals throughout the world adapt to the ever-changing demands of a fast-changing environment. Employment law, HR technology, leadership, recruiting, talent management, wellbeing, diversity, benefits, and training are just a few of the topics HR zone offers. It also provides research, reports for download, and live and digital events in addition to its usual stream of editorial content. 

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

The post Where can I go for business advice? appeared first on Checklists.

For many individuals, being your own boss, and striving to achieve their objectives is the ultimate career dream.

An entrepreneur is a person who creates their own business. Every person’s road to entrepreneurship is different, but being a successful entrepreneur sometimes means you have to prepare for failure and criticism. There are approximately 407,505 new businesses born across all sectors in 2020. Sadly, not all of them make it, around 90% of start-ups fail. 

As we grow older, we tend to gravitate towards careers that are exciting or unusual. There are many reasons why entrepreneurs are successful. They often have the ability to solve a problem or provide a service that helps the community. How do you know whether becoming an entrepreneur is right for you? Most entrepreneurs share the same traits. Entrepreneurs, first and foremost, appreciate their freedom. They want to be their own boss, in charge of their own schedules and lives. 

Are you ready to embark on the next chapter of your life as a business owner? Discover the abilities and qualities you’ll need to succeed if you want to be an entrepreneur.

Find the right business for you

Many people desire to start their own business but are unsure about which field to pursue. Entrepreneurship is a broad phrase. You can be an entrepreneur in almost any field. So, finding a field to work in and building a business to establish is the starting point. You’ll need more than money to keep you motivated; you’ll need a reason to do what you’re doing. You must enjoy what you do in order to achieve long-term success, as well as one that will be successful. Make sure it’s something you are passionate about as being an entrepreneurship is demanding. 

Business planning

You must have a business strategy before you start your company. You need to prepare ahead of time, this will help you get to market faster. The reasoning behind a business plan is it assisting you in gaining clarity, focus, and confidence in your business. Your business will take shape as you put out your objectives, strategy, and action actions.

Know your target audience

You should also do market research, examining the audience for a demand.  This might be the most crucial action you do. Maybe you aspire to start a restaurant in your hometown. What about the other restaurants? Do they seem to be doing well? Is there another restaurant in your neighborhood that could potentially be a competition? 

Find out if consumers will actually buy your items or services before you invest money. Outside your family and friends, who will buy your products or services? 

Test the idea

How do you know if somethings going to work? It sounds self-explanatory but tests. The best place to do this is with local companies. If you’re trying to sell a product start off with small companies to see if the product will sell. Before investing more money, and more time into something testing to see whether or not It will work will save you time. 

Build your network

Getting a business off the ground is the tricky part. To make it simpler seek the help of other experts. Those that invest the effort to network will reap the benefits.  Seek entrepreneurs within your family, friends, neighbours. Make it your mission to learn new things about entrepreneurship.

Continue to learn new things

Once you’ve become an entrepreneur the learning doesn’t stop there. Continuing to learn is the key to success. The more knowledge you have about something the better. Reading books by a successful entrepreneur you admire is also a good idea. Even if the books you’re reading are not in the same field as you, their triumphs and mistakes may teach you a lot. Observing how others tackle difficulties might provide you with ideas for how to solve your own problems.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

The post The quickest way to learn how to be an entrepreneur appeared first on Checklists.

Employing people will ultimately have a positive or potentially negative effect on your company. It’s about employing the right person for the job, not the best.

Attracting candidates is the most difficult task. Recruiting the right person is critical to your company’s success. Many recruiters have solid intuition about who is suited for the position and who isn’t. The decision to hire should be based on strong, objective criteria.

The consequences of hiring the wrong candidate have a detrimental impact on production as well as financial repercussions. Hiring the incorrect person is costly, time-consuming, and damaging to your work environment. Hiring the right employee, on the other hand, pays off in terms of employee productivity, a positive work environment, and a successful employment relationship.

Why is hiring the right person essential?

Your company is only as good as the people that work for it. Every employee, from the front desk to the executive suites, represents a side of your company to clients and the general public. Hiring the incorrect individual may cost you a lot more than money.

Not only are the workers important for keeping clients satisfied and building a long-term reputation, but they are also crucial for a company’s business culture. So, take your time with the hiring process and consider what your company requires of its employees in order to achieve long-term success.

Follow the steps below to make sure you follow the right person for the job.

Job description

An accurate job description is essential to prevent employing the incorrect individual for the position. A bad one may attract unqualified candidates. It’s critical to include the role’s success criteria as well as the behaviours, traits, and abilities that will provide value.

Screen candidates carefully

Create a system to cross-check the skills and requirements of your CV with the facts on it. The cover letter is also important, as it shows how well the applicant writes and communicates. Phone screening is also a good way to get in touch with the candidates and get a feel for their personalities. Ask the same questions to all candidates to ensure they are matched with the ideal job. Social media networks help you see how people act and what they’re good at.

Check compatibility

You want to find an employee that fits in with the company’s culture. Before interviewing, ask how they would get along with other employees and managers. Inquire about the applicants’ passions, goals, and priorities. If working for a large corporation with a large income is their ambition, the candidate may struggle to get a job for a small business.

Tests

A requirement for candidates to complete a task that needs the abilities for which they are being hired should also be included in the recruiting process. You want to hire a video editor; their CV looks good but you want to find out for yourself? Give them a sample video to edit. Testing a candidate on the abilities they’re going to be hired for is the only way an employer will find out.

Ask for references

It’s usually a good idea to double-check references. Reference checks remain one of the greatest sources of information about a candidate.

To see your company in any upcoming features we are arranging please email editorial@hurstmediacompany.co.uk

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