Running a business can be extremely rewarding. Whether you build the company or have simply inherited it, having a successful enterprise brings significant feelings of satisfaction. However, it is easy to overburden yourself by trying to do everything on your own. 

Not only is this harmful to you personally, but it can be detrimental to your business as well. There are many areas that you should consider delegating to someone else, but few are more important than hiring someone specifically dedicated to HR.

Streamline Your Business

One way to cut costs and boost profits is to streamline your business. You can do this in a variety of ways, such as narrowing your scope, automating certain tasks, and delegating other tasks to people with more experience in them than you have. By hiring an HR manager, you free up your time for the things most pertinent to you. 

You also benefit from the expertise of your HR professional, who can do their job with far greater efficiency, accuracy, and organization. This is especially vital if your company is growing quickly or has reached the pivotal point of 50 or more employees. 

Reduce Errors

The more load you put on your own shoulders, the more at risk you will be for making costly errors. No one can do it all, not even you! While no one wants to think about their own fallibility, it is important to recognize your limitations. 

When you hire someone dedicated to HR, you minimize the risk of errors occurring. Payroll is especially prone to error, which is unfortunate because errors in this area can be especially damaging. For example, making payroll or accounting mistakes can lead to fines.

Provide a Middleman

Because you are in a position of authority, it can be hard for your employees to approach you with problems, questions, and concerns. And yet, being able to express these issues is vital for a healthy, happy work environment. Hiring an HR representative provides an unbiased person for employees to turn to with their concerns. 

It also offers someone who can act as a mediator between you and your employees when conflicts arise. Furthermore, your HR representative can protect you from doing or saying something that could lead to litigation. Once you hire an HR professional, you will wonder how you ever survived without one. This person will become an indispensable asset. Not only will they help to streamline your business and reduce errors, but they will help maintain a healthy work environment for everyone. 

Did you enjoy reading this article? Here’s more to read. COACHING THAT BUILDS SUCCESS

When it comes to choosing a career, many people want to find one that will allow them to make a positive impact on society. There are many different jobs out there that offer this opportunity, and we have listed some of the best ones below! These careers are sure to make a difference in the world, and they are also very rewarding. If you are looking for a career that will make you feel good about yourself, then consider one of these options!

Nonprofit Worker

A career in the nonprofit sector is one of the most rewarding ways to make a positive impact on society. As a nonprofit worker, you will have the opportunity to help those in need and make a real difference in your community. You will also gain valuable skills and experience that can be used to further your career. There are many different types of nonprofits, so you can choose an organization that aligns with your values and interests. Whether you work in fundraising, marketing, or operations, you will be able to use your talents to make a lasting difference. A career in the nonprofit sector is a truly fulfilling way to make a positive impact on society.

Criminal Defense Attorney

A career as a criminal defense attorney can be incredibly rewarding, both personally and professionally. Public defenders provide legal help to those who can’t afford it. This type of work can make a positive impact on society by defending those without access to resources. In addition to the satisfaction of helping others, you will also gain invaluable experience in the courtroom, which can be beneficial in your future career. If you are dedicated to justice and have a passion for helping others, then a career as a criminal defense attorney may be the perfect fit for you.

A Doctor

A doctor is a career that lets you make a positive impact on society. As a doctor, you can diagnose and treat patients, helping them to get better and improve their quality of life. You can also conduct research to develop new treatments and cures for diseases. In addition, you can educate patients about their condition and how to stay healthy. By making a positive impact on society, doctors can help to make the world a better place.

There are many different careers that allow you to make a positive impact on society. These careers are very rewarding and offer the opportunity to help those in need. If you are looking for a career that will make you feel good about yourself, then consider one of these options.

Check out these health risks you should be aware of when working at a desk!

When you are focusing on the day-to-day at your current job, it can be difficult to imagine where your career will be in the future. But as you learn techniques that help you to see everything through the lens of your goals, you can work towards the future you want. Here are a few ideas that can get you thinking in the long term and making moves towards your biggest career goals.

Acquire New Skills

Your first step toward thinking about your goals for the future is to start acquiring the skills you will need to fulfill your future goals. You can learn some of these skills in your current job, but you may need to do some of them on your own. Think about what you want for the future and the goals that will help you to acquire those skills. Once you have the plan in mind, you can figure out the right place to gain each of the skills you want to have in your toolbox. Then you can make your future even brighter and easier to achieve.

Put Away Part of Your Salary

Some of your goals may require you to start putting away money, and this is especially true if you have high hopes for a long and fruitful retirement. As you start planning for your future, make sure that you aren’t forgetting about your retirement years. You can defer up to $20,500 in a 401(k) as an employee. That money can go a long way towards helping you to reach your goals and have a beautiful retirement when the time comes. It is never too early to start saving for your retirement.

Find a Mentor

It can help you to reach your goals if you know someone who is already doing the things you want to do. Getting a mentor can expose you to a lot of useful information and experiences that you can use to bring yourself forward. Choose a mentor who has similar values to you so you can make sure you are aligning yourself with the future you want. A mentor relationship can be beneficial to both parties, so don’t be afraid to reach out and ask for what you need. As you and your mentor become closer, you will learn more about what your future can be.

As you are thinking about your future, you should start taking tangible steps towards what you want. It can be easy to get stuck doing the small things every day, but that doesn’t mean you have to ignore your goals. Make your future a priority by planning for a bright and strong future.

Check out this article on how to set up your business the right way!

 

Think Long-Term About Your Career

Think Long-Term About Your Career

 

Have you been trying to find a new job that will fit your needs and interests but haven’t had any luck? There is a good chance that you just haven’t been the right fit for all of the companies you’ve applied for, but there is a bigger chance that there are some factors that are affecting your potential as a new hire. Here are a few factors that can hurt your job prospects.

A Weak Resume

First of all, having a weak resume will hurt you from the very beginning of the hiring process. If you have a weak resume, you probably won’t even make it past the resume review process. Your potential employer likely won’t even consider contacting or interviewing you. Weak resumes might have issues such as bad formatting, grammar issues, outdated information, or even just a lack of experience. If you don’t have a lot of experience in the field you are applying for, figure out how your past positions have given you the skills to be prepared for the new position. Then, explain and highlight those skills in your resume. This will strengthen your weak resume. 

Embarrassing Social Media Posts

Another factor that might be hurting your job prospects is your social media. Half of employers check the social media accounts of job applicants before they are hired. Have you ever screened or cleaned up your social media? Now that you know that your employers are probably looking through it, you should probably do so. Even if you have private social media accounts, your potential employers can still see your profile picture and bio, and that might indicate something negative to them depending on what you have posted there. Make sure that you don’t have any inappropriate pictures, crude language, or offensive opinions posted on social media.

An Unprofessional Interview

If you have an interview that is unprofessional for one reason or another, that will likely hurt your job prospects. You need to make sure that your dress, appearance, timeliness, and communication are all professional when you’re interviewing. Make sure that you’re familiar with the industry’s standards so you can know how to prepare effectively. However, if you are so worried about being professional in your interview that you are stiff and scripted, that could also hurt your job prospects. Be professional and prepared, but don’t remember to let your personality and experience shine through.

So, if you’re trying to improve your job prospects and find a position that meets your needs, remember these tips. Make sure that you are aware that a weak resume, embarrassing social media posts, and an unprofessional interview can hurt your prospects. Do everything that you can to strengthen your weak points and let your strengths shine as you’re searching for a new job.

Check out this article on how to adapt your business to remote work!

Factors That Can Hurt Your Job Prospects

Stop Eliminating Perfectly Good Candidates by Asking Them the Wrong Questions

By: Nilofer Merchant

March 22, 2019

C.J. Burton/Getty Images

Summary.  Assessing a job candidate is all about the questions you ask during the interview. But too often leaders ask the wrong things, focusing more on what the interviewee has done in the past rather than what they can do in the future. If you need to hire someone to work on an innovation project, make sure you’re asking questions that get to their ability to collaboratively problem solve. For example, you want to know how they would handle particular problem-solving situations rather than whether they’ve done exactly what you’re looking for in the past. You should assess whether they are able and willing to fill in gaps on teams when it becomes clear a particular role isn’t being filled. And, it’s important to understand what they’re passionate about working on. Innovation happens when you bring people with different passions and approaches together to work toward the same goal

 

I could tell right away from the tone of his voice that the VP of Engineering wasn’t happy. He practically growled at me. He had just finished interviewing a job candidate named Anand, who I had directed his way, and was calling me to say he was going to pass.

Just a few minutes earlier, Anand had called and raved about how well the interview had gone. He had interviewed for nearly a full day, meeting with different leaders across the organization, including, at the end of the day, the VP of Engineering. I had helped this company build out a new “platform” strategy, which is why I was trying to identify the right candidates to work on it, and I thought Anand would be a great fit.

But the VP and Anand had strikingly different reports about their meeting. Anand said that he had asked far more questions than he usually did, asking for detailed and specific information on the strategy that helped him understand the complexity of the challenge the company was facing. He felt like he had engaging, insightful conversations with everyone he met. In contrast, the VP told me that he found Anand’s questions “super annoying.”

This isn’t the first time I’ve heard a leader say that a perfectly qualified candidate is a “bad fit.” Candidates are too often screened out because they don’t fit a particular pattern – one survey found as many as 75% of resumes don’t make it past Applicant Tracking Systems. As I discussed the issue further with the VP, I learned that he thought that Anand had the right skills and experience but that he found Anand’s questions annoying. He said: “He asked us a ton of questions that the team didn’t have the answers to.” His assessment that Anand was a “bad fit” was really code for “I don’t want to feel uncomfortable.”

Innovation requires not knowing long enough to learn new things. How can you build something new, if you aren’t okay with not already knowing the answer? The future is not created; it’s co-created. Leaders need to build teams that can both define the right questions, and then discover new answers.

Instead of being annoyed by Anand’s questions, the VP should’ve welcomed them — and asked Anand questions in return. That is, of course, the value of an interview. An employer seeks to learn about the candidate’s skills and relevant experiences. And a good candidate uses questions to learn about the role, the boss, and the company to assess whether it’s the right job. Here are some types of questions the VP might’ve asked — and the ones you should ask — to avoid screening out a perfectly good candidate based on the wrong criteria.

Questions that uncover capabilities, not just experience.

Are you asking questions that get to someone’s capabilities or are you seeking confirming data that someone has done exactly what you have already scoped? Several years ago, a colleague asked if I’d review their job description for a social media “expert.” Twitter had been around for maybe a year at this point and when I looked at the description, I just started laughing. The first line read “10 years of experience.” Quite often, we use useless metrics to scope a job to do what has already been done. The upside of asking for years of experience is we get someone who has done what we need. The downside is we risk limiting what we can create next by doing what has already worked. Instead of asking, “Have you done x or y or z?” you want to ask, “How would you approach doing x or y or z?” This shift in question lets you learn someone’s capacity to think with you.

Unfortunately, right now, an estimated 77% of all jobs (60% in the U.S. and 80% worldwide) require little to no creativity, decision-making, or independent judgment. But if you are working on innovation, you need someone who can think with you. And by focusing on capability over experience, you increase the chances you find that person.

Questions that assess whether they can co-create on a team.

When I ask the teams I’ve worked with in the last 10 years why their last major strategic effort failed, they rarely mention that the team didn’t get along. But they do say that there were cracks in the team — roles that weren’t being filled — and no one was able to step in to fill them. Because the world changes quickly, the work does too and teams can’t stay in their predetermined roles. Teams need to figure out new terrain together. You might ask candidates, “How would you handle a situation where it’s become clear that there is a gap on your team?” Interviewees are often told to use “I” to get credit for work done, but “we” is probably a more realistic depiction of how work gets done. Then follow up to learn how they felt about the situation: Were they proud of catching the gap? Concerned that it existed in the first place? This will help you see if you are dealing with a team player or a know-it-all. You want to find people who can play together, filling in the gaps between predefined roles to get the work done.

Questions that uncover the kinds of things they love to work on.

If you’re hiring for innovation, you need to ask what this person authentically brings to work. Ideas, after all, are not invented and grown in a vacuum; they grow and evolve by connecting previously separate elements. Figuring out what people genuinely care about lets you put people together who don’t have the same approaches but who want to reach the same goal. It’s that connection where innovation happens. But people need to be united around a shared purpose and focused on something that has meaning to them. Ask candidates, “What did you find meaningful about that project? What does that particular success say about what matters to you?” People want to match their purpose to the organizations they work for. And it’s your job as the leader to align that purpose so that seemingly disparate people can come together into an “us” headed in the same direction.

Too often, leaders screen out perfectly good candidates because they don’t understand how to hire people for co-creative problem solving. It’s easy to forget that the job of a leader isn’t to know all the answers but to create the conditions by which the entire team gets to learn and innovate.

In the end, the VP did hire Anand, and together they’ve realized the goals they set out to achieve.

 

Article found on HBR: https://hbr.org/2019/03/stop-eliminating-perfectly-good-candidates-by-asking-them-the-wrong-questions?utm_medium=social&utm_campaign=hbr&utm_source=LinkedIn&tpcc=orgsocial_edit&fbclid=IwAR1H3H1JTGqPs0oQek0kb2WVUoPyI7FrzOgLM5AmLntQB-jv0Q2btNTxBAA

 

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