1) They can save you time and money.

If you have a good IT support company on your side, they can help you save time and money. They can do this by helping you avoid potential problems, and by fixing any issues that do arise quickly and efficiently. This means that you won’t have to waste time or money dealing with problems yourself, or trying to find someone who can help you.

For example, let’s say that your computer crashes and you need to get it fixed quickly. If you try to fix it yourself, it could take you hours or even days to figure out what the problem is and how to fix it. 

But if you have a good IT support company on your side, they can usually fix the problem within minutes. As the professionals from IT support at MacTribe say, an IT company should keep things running smoothly so you have more time to focus on your business. This can save you a lot of time and money in the long run.

2) They can help improve your business.

A good IT support company can do more than just fix problems; they can also help improve your business. For example, they can help you implement new technologies that can make your business more efficient and productive. They can also help you troubleshoot problems so that they don’t happen again in the future.

For example, let’s say that you want to implement a new CRM system. A good IT support company can help you choose the right system, install it, and train your staff on how to use it. They can also help you troubleshoot any problems that come up so that you can get the most out of your new system.

And, of course, a good IT support company will be there to help you if you ever have any questions or need any assistance. This can go a long way toward improving your business and making it more successful.

3) They can give you peace of mind.

Hiring a good IT support company can give you peace of mind. When you have someone on your side who knows what they’re doing, you can rest assured that your business is in good hands. This can take a lot of stress off of your shoulders and allow you to focus on other things.

For example, let’s say that you’re worried about a potential security breach. If you have a good IT support company on your side, they can help you implement the right security measures to protect your business. This can give you peace of mind and allow you to focus on other things.

4) They can make your life easier.

Let’s face it, technology can be frustrating. It’s always changing, and there’s always something new to learn. If you’re not a tech-savvy person, trying to keep up with the latest trends and technologies can be overwhelming.

An IT support company can take all of that stress away. They can manage your technology for you, so you can focus on running your business.

Additionally, a good IT support company will keep you up-to-date on the latest trends and technologies. They can even provide training for you and your staff so that you can stay up-to-date and be as productive as possible.

5) They can help you grow your business.

A good IT support company can help you grow your business. They can do this by helping you implement new technologies, providing training and support, and by helping you troubleshoot problems.

For example, let’s say that you want to expand your business into a new market. A good IT support company can help you research the best way to do this, and they can even help you implement the changes. They can also provide training for your staff so that they’re prepared for the new market.

As you can see, there are many benefits to hiring a good IT support company. If you’re not sure if it’s worth the investment, just remember that a good IT company can save you time, money, and hassle in the long run. Not to mention, they can also improve your business and help you grow. The bottom line is that a good IT support company is an invaluable asset to any business. Hiring an IT support company is definitely worth the investment.

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post The Main Benefits Of Hiring A Good IT Support Company appeared first on OpenBusinessCouncil Directory.

We understand that finding the best talent, that also happens to be also qualified for certain roles, can be hard. However, this does not mean we are going to settle for less. So, with that in mind, here are a few pointers to help you find the best talent for any role in your company.

Have a Clear Job Description

For every role you plan to fill, you need a job description. This is where most prospective employees look at. They want to know what’s required of them, as well as what is in it for them. While you may be tempted to fill out an unending array of duties and requirements, also focus on what the role can offer to whoever is hired.

Highlight whatever unique benefits and perks that the job offers, like flexible schedules or any health benefits that your company provides. Also, having these clear descriptions help prospective employees get their minds ready for the tasks ahead of them.

Hire With Your Company’s Mission in Focus

Since your ultimate goal is to have employees who support your company’s vision and values, you should highlight your vision and mission and fill positions with these in mind. When spelling out the requirements of a job, it’s not a bad idea to let them know the company’s mission, so they can easily fit into the grand plan.

This way, your new hires will start off engaged with your values and vision in mind, especially when their career objectives are already aligned with your company’s values. Furthermore, they can easily focus their strengths on achieving goals in line with your company’s objectives.

Build Your Company Reputation and Culture

Companies with good reputations and standing are natural magnets for the best employees. The top performers from the best schools in the world aspire to work in companies that already have renowned products and services. Because of this, your recruitment processes should show your reputation to attract the best talents you can imagine.

Furthermore, your company culture also works in hand with your company’s reputation. When the work culture of a company is very accommodating and allows the skills of every employee to shine, this reputation will naturally project itself. Therefore, potential employees will dream of working at your company.

Look Beyond Your Walls

Naturally, companies tend to hire within their direct neighborhoods for obvious reasons. However, this may be restricting you from seeing talents that are mind-blowing. With the pandemic making hiring a lot more decentralized, people are now seeing the benefits of hiring global employees.

Hiring foreign talents to work remotely does not only encourage diversity, but it also opens you up to fresh and new ideas from around the world. In fact, with a few clicks on social media sites and apps, you can overrule traditional hiring methods and connect with amazing talents with equally amazing portfolios.

Involve Your Current Employees

If you already have great talents working for you, and they are also achieving new heights, they are possible sources for new talents. When your culture is favorable, they become walking advertisements of your company’s reputation. Hence, they will easily attract great talents with their achievements.

Also, great talents tend to connect with other great talents, so when there is an opening, your employees can easily suggest a potential recruit who is a great talent for you. Moreover, simple perks such as referral incentives can take the work off your marketing team entirely, as this can motivate your current employees to bring in the amazing talents they are already in contact with.

In Conclusion

You should not have to work too hard to find the best talents that will help your company shine and achieve its mission. In fact, you can also meet people in person at campuses and job fairs, or even get recommendations from seasoned professionals in your job field. Also, with a balanced reputation, providing internships can be a good source for attracting the best talents your company needs.

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post Five Key Tips for Finding the Best Talent for Your Company appeared first on OpenBusinessCouncil Directory.

1. Deep cleaning services

Companies that need to keep their office spaces clean and free of contaminants know that hiring professional cleaners is the best way to go about it. They can provide a range of services including floor cleaning, carpet shampooing, pest extermination, window cleaning, and pressure washing among other things. The advantage of hiring professionals is that they know what chemicals to use and how often to apply them for the best results. Also, they will do a better job than an employee would since they have all the necessary training and tools. As such, this will give you peace of mind knowing that your space is safe from contaminants at all times. There are also many covid-19 deep cleaning services that can be hired for this specific task. For example, if you need more protection during the pandemic, you might want to hire these covid-19 services. Another advantage of using professionals is that they will also make sure that your space remains safe from the elements and other environmental factors. Also, they can also ensure that all equipment has been serviced on a regular basis, so it’s safe to use at all times. 

2. Regular pest control services

All office spaces can be at risk of pest infestation, which is why it is necessary to hire the best company for the job. Pests are not only unsightly, but they can also pose a health hazard to employees since they bring in the dirt that contains bacteria and viruses. The good news is that there are many companies offering pest control services for commercial buildings. These include spraying chemicals around door frames and windows to keep pests out. A regular schedule of inspection should also be followed so that an infestation can be detected early on if it does happen. Also, some spaces might have problems with rodents or cockroaches, which need specialized treatment before an infestation happens.  Keeping office spaces clean and free from contaminants means that there should be a regular schedule of cleaning. In this case, it can be daily, weekly, or even monthly depending on what is required for each space. Some spaces might only need a rodent checkup once in six months, so you can leave this task to a professional pest exterminator. 

3. Hiring janitors and cleaners

Some companies might prefer to hire people who can be there to clean up the space on a daily basis. This can be an effective way to keep commercial spaces clean and free of contaminants. Also, it saves the hassle of having to go through a company that offers commercial cleaning services or hiring a janitorial service who comes in once a week or month. The advantage is that they might be more efficient than those contracted companies since your employees know exactly what needs to be done. Janitors and cleaners can also be responsible for certain tasks like window cleaning, office floor polishing, and trash removal. Also, they can ensure that all equipment is working fine since they are there on a daily basis. On the other hand, it might not be the most cost-effective option, especially if there is no large-scale maintenance work involved. At times, hiring professionals might make more sense to keep commercial spaces clean. Still, you can just pick the right choice for your company according to the needs.

Why should commercial spaces be clean and virus-free?

Since commercial spaces are open to the public, they should be kept clean and free of contaminants. This is important because otherwise, people might get diseases that could potentially become pandemics. Also, keeping office spaces clean will help increase employee productivity since it can make them feel more comfortable while working. Moreover, it can also help improve the company’s image in general, which might attract many clients or investors to come work with you.  If commercial spaces do not stay clean, then it is likely that contamination risks will increase exponentially. It only takes one person contaminating a surface for everyone else to get sick too. Also, companies have an obligation to protect their employees at all times, so being able to manage employee health is really the most important. 

Office spaces need to be kept clean and free of contaminants. This is important because otherwise, people might get diseases that can become pandemics, which could potentially harm everyone inside the building. By doing this, you can protect your employees and ensure that they have a productive work environment to function. 

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post How Can Companies Keep Their Office Spaces Clean And Virus-free? Find Out Here appeared first on OpenBusinessCouncil Directory.

Here are some simple ways to help you conduct better interviews:

Read Resumes—Thoroughly

Checking out every resume you receive can be time-consuming, especially if you’re fortunate enough to receive a steady stream of applicants. There are tools available that can speed up the process (e.g., a resume screening software), but this can end up with you missing out on some important details. This can result in a lot of unfavorable situations, including interviewing an unqualified candidate.

Besides, not reading a resume is doing a candidate a disservice. It’s a poor show of respect, and it also leaves you unprepared. On the other hand, taking your time with a resume will enable you to craft more insightful questions that can then help you better gauge a candidate’s suitability. This level of preparedness shines through, and the interviewee will thank you for it.

Ask the Right Questions

Speaking of insightful questions, you should prepare open-ended ones so that the candidate has more room to elaborate. It’s also ideal to tailor-fit your questionnaire per candidate; it’s good to follow a script so you don’t get lost, but you should be able to make adjustments so you can steer the interview towards the direction you want. This is especially important when hiring for different role hierarchies; you wouldn’t ask a newbie real estate agent the same questions as you would a 20-year industry veteran.

Fortunately, there are many tools that can help you in creating the right interview questions for candidates. For real estate recruiters, Getbrokerkit so you can also access Wizehire. It’s an online recruiting service that provides interview guidance and other valuable recruiting solutions. Through this kind of tool, you can incorporate behavioral science and data so you can optimize your questions to acquire real insights from candidates.

Communicate Often With the Candidate

It doesn’t matter if you’re an in-house or a third-party recruiter for a company. You should always keep in touch with the candidate from the screening interview until they get hired (or declined the position). Don’t just submit resumes to the hiring manager; instead, keep the candidate updated and follow up with them at every stage.

Remember that candidates appreciate transparency and honesty. They’re probably already worried, so don’t add to their stress by not keeping in touch. If you want and if the candidate is receptive, provide some helpful feedback on their resume and interview. Maintaining communication may also increase the possibility of a top candidate accepting your offer. They may be entertaining a couple of opportunities, and the difference might very well be their experience with the recruitment process.

Let the Candidate Do the Talking

As a recruiter, it’s possible to be carried away, especially if you’ve built an excellent rapport with the candidate. Still, keep in mind that it’s the candidate who should be doing the talking. If you had to divide up talking time, about 35% should be a good share. Make sure to keep track of all the questions you need to ask and find strategic ways to weave them in.

Finally, remember that it’s an interview and not an interrogation. Don’t grill the candidate; give them a polite nudge, if you must, but make an effort to create a conversational atmosphere.

Don’t Forget Your Professional Courtesies

Last but certainly not least, don’t forget your professional courtesies when conducting an interview. Be punctual and, if time and permits, give the candidate a tour of the office. Offer refreshments, too, and ask about their trip. If you’re conducting a virtual interview, inquire politely about the situation where they are. Make them feel comfortable but at the same time maintain your professionalism.

What you have to keep in mind is that in the past few years, recruitment has largely become a candidate’s market. This means that if they have a bad experience and are treated poorly, a potential hire will likely let others know. This can turn away job applicants and result in a longer and costlier recruitment process.

Assess and Improve

To become a better interviewer and recruiter, you must be willing to accept critique. You should also have ways to benchmark your performance, so you can measure and improve. If you want, you can have a fellow recruiter shadow you and make notes about your interview questions and techniques. It’s often difficult to self-evaluate, so having an objective third party can definitely open your eyes to points of improvement.

Ultimately, becoming better at interviews will not only improve the candidate experience but also improve the quality of hires overall. This is a win-win situation that every recruiter should aspire to.

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post 6 Tips for Better Interviews to Improve Candidate Experience appeared first on OpenBusinessCouncil Directory.

Background Check

To make it fair, everyone in your company should have a background check if even one person will have one. You don’t want to be accused of discrimination. Even if a role won’t have access to sensitive information, a clear background check ensures that person can move into any role within your company. No longer will you need to wait weeks for the results either. Many companies offer a fast background check that you can see within a day or two.

Clear Job Descriptions

You’ve probably had a job in your lifetime where the description was so broad and vague that you weren’t sure what you’d really be doing when you worked for that company. If you make your job descriptions as clear as possible, it’ll help you find the best candidates for the role. It would be a shame to spend a lot of time interviewing an individual only to find out they aren’t really interested in what the job entails.

Remote Work Options

Since 2020 happened, it’s clear that most companies can thrive with remote work as an option. While you may not want your employees at home 100% of the time, many people are now only looking at jobs where they can work from home at least part-time. These options help employees manage their work and life better, it offers flexibility, helps them save money on gas, and provides a better overall sense of happiness with work.

Benefits Packages

If you have been offering benefits only to staff in the office, it’s time to consider what you can do for employees who work remotely. Remote staff can benefit from continued education, home office upgrades, and more. You want to ensure you have competitive benefits packages that impact both those people who work on site and off site.

In-Person or Video Interviews

There is nothing like an in-person interview. Thankfully with everything opening up in 2021, you can more easily interview people in person once again. Body language, facial expressions, and more are cues you can observe to find out if a person is a good fit for your business. Their qualifications get them the interview, but let’s face it, the interview seals the deal one way or another. Video interviews are a good alternative if you can’t meet in person. But the best option will always be to sit in an office and interview someone on site.

Ask More Robust Questions

People who worked, took care of children, and managed their stress well during the height of the pandemic in 2020 have a unique set of soft skills that can’t be measured in a resume. Ask questions to help you understand how they handled all those moving pieces. The people who did the best under this kind of pressure are going to be a great asset to your company especially if it’s a high-pressure environment. Your typical “where do you see yourself in 5 years?” type of questions may no longer be relevant compared to “how many different responsibilities did you manage during the pandemic?”.

Treat Them Like a Client

When you’re hiring someone, you want to treat them the same as you would an important client. Respect their time. Don’t be late. Offer them a comfortable place to sit during the interview. Offer them a glass of water. Think through all the little things you would do for a client and then do that for your candidates. It’s been common practice to treat potential employees with an interrogation, but remember, they are interviewing you too.

Hiring in 2021 will require a flexible approach. Treat your candidates as honored guests when you interview them. Offer excellent benefits to both on-site and remote employees, and create clear job descriptions. You’ll attract quality employees who will want to stay on as long as they can to help your business grow and thrive.

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post 7 Essentials For Hiring in 2021 appeared first on OpenBusinessCouncil Directory.

Let’s discuss some of the best hiring tips that businesses should incorporate to eliminate the lack of skilled employees.

Revamp the Criteria of Hiring

In a study from 2011, only 22% of hiring managers said they’d be willing to hire employees that do not meet all the job requirements. Assuming this trend remains true ten years later, it’s no surprise various job opportunities remain vacant for weeks and even months on end. The manager makes the available employees work harder and cover the vacant positions, killing the morale to hire more skilled employees.

The best way of solving this matter is hiring the employees who turn up for the hiring session even if they are less skilled to partake in the available duties. Most business managers do not understand that hiring employees who are less qualified comes with numerous added advantages. Managers can also consider recruiting from a mix of talent pools which is also a good way of managing salary inflation.

Implement Transfers

This is an incredible hiring tip that has worked for many companies initially facing a labor shortage. This is done by either transferring employees nationally, internationally, or even across the business setting. This mode helps generate a pool of employees who have a clear understanding of how the company works and all other necessary working features.

Analysis has revealed that most employees move to foreign countries to get more exposure and acquire better career opportunities. As a result, demand for global employment outsourcing has increased to combat inadequately skilled employees. This has worked for most companies and businesses both locally and internationally.

Look for Skilled Employees In-House

Rather than making advertisements while looking for new skilled employees from outside sources, consider getting them inside the business environment. This can be easily done by allowing the available employees an opportunity to train and take on new responsibilities in the company and cover various vacant positions that require skilled employees.

A business can manage this by creating a flexible working arrangement to allow the employees to undergo training. This is an exceptional way of retaining the staff members in the business environment and eliminating the issue of lack of skilled employees from time to time. Employees will get an opportunity to benefit from development opportunities enhancing the loyalty of the staff members.

Any business or company that implements this hiring tip eliminates the need to keep on advertising vacant positions that need to be filled. It also contributes to increasing the level of production and the general success of the business or company.

Make the Hiring Duration as Short as Possible

The hiring of skilled employees is a process that requires open minds and qualified professionals to facilitate the process. This process requires a timetable and strict guidelines to make the process straightforward and acquire the best individuals to cover the positions. To hire the best candidates, it is vital to have a timetable that accommodates the needs of every candidate.

According to statistics, any company with a short duration of hiring qualified candidates gets the best employees who understand the importance of time management and are flexible enough to handle a wide range of tasks. Also, the businesses or companies that implement this tip tend to focus on other issues concerning the business’s success rather than spending too much time on the hiring process.

Final Thought

Even though getting skilled employees who are competent to perform various duties is not a walk in the park, twisting the process for hiring can help in the acquisition of qualified employees.

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post Tips for Hiring in a Labor Shortage appeared first on OpenBusinessCouncil Directory.

Hiring can be like a minefield for any business. If you don’t hire the right people, not only are you wasting salary on those that don’t work out, you are also wasting money on the time and resources it took to train that person. This is why finding a way to attract great potential employees to your company and then keep them is one of the most important things a successful business can do. Here is a list of ways to get the team you want at your company.

Write a good job description

The first step in getting talent through the door is by writing an accurate job description. If your description is vague or broad, you will have to waste your time weeding out applicants that don’t qualify. Make sure your job description is well written with a clear example of what the job entails and what the exact skills are needed for the job. If you are having trouble writing the description, consider hiring someone to write it for you.

Post everywhere

Take advantage of the current web ecosystem and post the job description everywhere. Job boards, social media, Linkedin, on your website, and even places like craigslist. Go to college job fairs or ask for recommendations from your employees or peers. The more visible your posting is, the more likely the right candidate will apply.

Interview well

Make sure that when you finally get an applicant in the door that you interview well. This is the best place to weed out the people who aren’t right for the job, or to find the hidden gems who just need a little polish. Asking the right questions is an important step into finding out who will fit and who won’t. Here are some example questions to ask which can help:

• Why do you want to work here?
• Why should we hire you?
• What are your biggest weaknesses?
• Why did you leave your last job?
• Tell me about your biggest challenge and how you dealt with it?
• What are your hobbies? 
• What should I know that’s not on your resume?

Questions like these can help you get a good idea about your candidate. Things to look for in answers are confidence, competence, honesty, and a good attitude. 

Do a background check

After a good interview, it is necessary to do a background check for job. According to Sharable, 27% of US employers have said that one bad hire has cost their company more than $50,000 dollars. A good background check can not only check into their criminal records, but also the credit history of an applicant, and even whether the applicant is who they say they are. After all, “almost 1 in 16 US adults were victims of identity theft in the past year alone.”

Create a great environment to work

If you are working in a field with a scarcity of good labor, know that your applicant is evaluating your company just as much as you evaluate them. They might be asking your employees about what it is like to work at your company or checking out your company reviews on Glassdoor.com. Having a fun and engaging company culture is important in these situations. If the applicant walks into your office and they notice a great company culture, they are more likely to accept your offer.

Offer good benefits

An easy way to attract and keep employees is to simply be better than your competitors in pay and in benefits. This can be expensive, but if you want the best of the best, you often need to pay a premium. 

Reward Loyalty

Finally, have a reward program for employees. Give them stock options or a bonus if they are at the company for a while. Promise a promotion track if they meet certain criteria while they work for you. The carrot is much more effective than the stick in this situation. Not only will this be more likely to draw high quality candidates to work for you, it will increase your current employee loyalty and raise those aforementioned glassdoor reviews. 

We hope that this list has provided some insight on how to attract the best candidates for the job. It might take a little more work or be a little more expensive, but it is worth it. A highly productive employee is worth their weight in gold. 

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post 7 Ways to Attract and Hire Your Dream Team appeared first on OpenBusinessCouncil Directory.

According to research by The Open University Business, the total cost of the UK skills shortage is £6.3 billion a year and SMEs, which make up a large portion of businesses in the UK, shoulder the majority of the cost. Around 69% of SMEs think that large employers monopolise the best talent and that they are unable to compete by raising salaries or spending significantly on recruitment strategies.  John Williams, Head of Marketing & Research at Instant Offices, has provided insightful ways on how SMEs can use social media as an effective recruitment tool.

Despite more than 83% of businesses naming talent acquisition as the number one priority in their organisation last year, a staggering 91% of organisations in the UK have had difficulties hiring employees over the past 12 months.

Lack of skills in the UK labour market has made it difficult for businesses to find talented workers to fill roles. This is particularly prevalent in the STEM sector, where 97% of employers face difficulties finding the right hires, the financial industry, where 96% struggle, and in real estate, where 83% of employers have been unable to find talent to fill vacant roles.

Over the last 12 months in the UK:
• 64% of employers have spent more on recruitment than ever before
• 63% have recruited at a lower level than intended
• 56% have increased the salary on offer to recruit a skilled person

After employee referrals (48%) and job boards (46%), a LinkedIn survey listed social media as third on a list of priorities for HR Professionals looking to improve their recruitment strategies, with 40% saying they would use professional social networks.

According to the Society for Human Resource Management, 84% of organisations are now using social media for recruiting, compared to 56% in 2011. Here’s why:

• 92% of the UK population has access to the internet
• 81% of the population has access to a mobile phone
• 85% access the internet at least once a day
• 48% of the UK population have active social media accounts

In addition, 79% of job seekers are likely to use social media for their search, and the number increases to 86% for younger job seekers. According to HR professionals, the top reason for using social media as a recruitment tool is to reach out to potential and sometimes passive candidates who may not necessarily be actively looking for a new job. Of course, certain social platforms have been proven to be the most successful and productive.

Of the employers using social media for recruitment, 96% used LinkedIn, while 66% and 53% used Facebook and Twitter respectively. Social media recruitment has become so effective that 66% of organisations have optimised their recruiting tools for smartphones, such as career websites (39%), job postings and applications (36% each).

How to Use Social Media as a Recruitment Tool

While screening potential candidates online can be easy, remember that these same candidates are checking up on your company as well. A prospective employee may be put off by seeing poorly controlled comment threads, websites or social media feeds. Here are some ways to improve your recruitment strategy using social media:

Encourage employees to share company achievements

Encourage employees to become company advocates by sharing interesting, valuable and impressive information about the business, including successes and thought leadership content.

Build your brand as a great place to work

While you may use your social media profiles to market products, services or industry developments, you may also consider including some posts about life at the office and employee profiles to give your company an identity that potential candidates can relate to.

Understand the millennial view on employment

The first step to social media recruitment is understanding how millennials, today’s largest workforce, think about employment. Previous generations had different views on work, which included long-term commitment and a secure retirement package. Job satisfaction and fulfilment was just an added perk.

Millennials are always looking for the next best thing, so promoting an environment of excitement and flexibility will bode well for your organisation.

The Evolution of LinkedIn

LinkedIn is the platform of choice for recruiters and candidates. With 530 million members as of 2017, LinkedIn is now more than just a networking site – it is a major content platform with over 100,000 new articles published every week. This means that LinkedIn will continue to be a fierce competitor, not just for recruitment, but as a professional network as well.

Instagram Stories the Next Big Thing

The rise of Instagram has been one of the most significant opportunities for social recruiting, changing the game even more with the launch of Instagram Stories. According to statistics, Instagram Stories receive 35% more views for brands compared to Snapchat Stories, while the rise of Instagram Stories has led to a decrease in regular post engagement. This means companies using the platform for employer branding and recruiting needs to implement Instagram Stories into their strategy or risk losing out on followers, engagement and potential new hires.

Social media has improved the way employers and recruitment agencies search and find new talent. If you are not yet embracing the power of social media for your recruitment efforts, you could risk being left behind.

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

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