Why you should be hiring remote workers
With communication across countries being so easy and the many platforms for online team collaboration on offer, hiring remote workers is not only easy but offers many benefits for businesses. Of course, it’s not for every business and has its downsides. But, by setting up procedures for training and communication with remote workers, chances are you can make it work for your company. Here are four reasons why we believe hiring remote workers is a good business move: Productivity There are fewer distractions at the home office – no impromptu meetings and idle chit-chat while making tea. Rather, employees can focus on and complete tasks much easier and quicker. One of the top benefits of remote working, for employees, is that it reduces the amount of stress and wasted time that comes with the work commute. This frees them to have a better work-life balance or put in some extra time on a project without getting resentful. Loyalty and retention Research shows that remote workers are more loyal to their employees. Why? Because they feel trusted, as their employers allow them to get their job done without being micro-managed. A loyal employee is so valuable because the cost of replacing them, especially if productive and competent, can be disruptive and costly. Saves money Businesses can save money by having smaller office spaces and saving on all aspects that come with having more people in the office. Also, research shows many employees will accept a lower salary for the ability to work from home. And, employees save too, by cutting out the cost of a commute. Wider talent pool Your pool of talent is much broader if you’re not limited to hiring within your commutable area. If you are hiring across the globe, you can have employees working around the clock. This can come in handy with customer service response times and social media issues. Having employees of different cultures also provides a variety of perspectives, which can be helpful in problem-solving and reaching a broader audience. Offering your employees remote work options is a smart move. You can attract top talent, have happier, more loyal employees with a work-life balance, and you can save your company money. Now that’s a win-win-win. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Get in touch at https://westcoastpersonnel.co.za/find-staff/ Follow us on Facebook to keep up to date.
Upgrade your Company Brand to attract Talent
Having an Employer Brand Strategy is one of the most important elements in an organisation. It affects current employees, potential employees and your overall image in your industry. Here is how to create and ensure a positive, impactful brand identity: 1. Decide on how you want the outside to view your organisation Do you want to be known for your flexibility, your professionalism, your happy team of motivated staff or your competitiveness? Decide on what your goal image is. 2. Strategise and go for that image Now that you know how you want the world to view your company, set steps in place to get there. Don’t sit on it too long. Your brand identity may need to adapt as the world evolves. The things that are attractive today, may not seem attractive in a decade from now. Be sure to act quickly, precisely and be adaptable to change. 3. Ensure that your team is on board You can’t be portraying “the best office environment” if you can cut the air with a knife when walking into the office. Explain your plan to your staff – let them be a part of it. 4. Be Authentic Don’t create an image that doesn’t exist. Create a strategy, a real strategy, based on actual events and circumstances. If you need to clean things up before you implement your strategy, DO IT QUICK. Your credibility will suffer if authenticity is not there. 5. Create the perfect employee Avatar Yes, create a little make-believe version of the perfect candidates to employ. From personality to engagement to dress style. Use that as a guideline when employing new staff. They need to fit into your Company Brand Strategy. Based on the company brand you want portrayed, the authenticity thereof and the avatar you’ve created (who should naturally be a perfect fit), you are well on your way to having quality candidates knocking at your door for an employment opportunity to be a part of your incredible organisation. Potential clients, too, will see your value. It’s a win-win-win Look into it, strategise and get the dream brand image you’re looking for! To find staff – be sure to link through here or follow up on our social platforms.
How to fast track your career
If your idea of a fulfilling career includes promotion, responsibility and overall growth, you’re in the right place. There are many things to take into consideration once you’ve realised where you want to be in your career. To help ascertain whether you are ready to fast-track it, ask yourself these questions: 1. Am I knowledgeable enough to fill my desired position? 2. Am I emotionally mature enough to fill that role? 3. Am I respected in my workplace? 4. What do I consider the “peak” of my career to be? These are basic questions but should definitely be thought over before deciding that you want to put the pedal to the metal in your career. Growth is great but gradual growth is better. Walking into your first job and visualising yourself sitting in your CEO’s chair within a few months is a little over-ambitious but having that goal set speaks volumes for your hunger for growth and success. Let’s first work through these 5 questions before putting yourself under any unnecessary pressure. AM I KNOWLEDGEABLE ENOUGH TO FILL MY DESIRED ROLE? Knowledge is not only a degree in business. It’s also attained by practical experience. Having attended a tertiary institution and being awarded that degree is a brilliant foundation, however, it’s not all we need to take into consideration. Gain the knowledge you need, ask questions, build a report with your colleagues and let your successes subtly cross your manager’s desk. Grow in knowledge and experience. Being conscious of this at the very beginning of your career sets you one step ahead. AM I EMOTIONALLY MATURE ENOUGH TO FILL THAT ROLE? Again, with experience comes the emotional maturity required to lead others. While working your way up the corporate ladder, there may very well be a team of staff both reporting to you and looking up to you. One of the key attributes required to lead a team is confidence. Read again. CONFIDENCE. Not arrogance. Don’t mix the two. This leads us to the next question … AM I RESPECTED IN MY WORKPLACE / INDUSTRY? If the answers to questions one and two are “YES”, you could probably do the same with this question. Being knowledgeable enough gains you respect as an employee and colleague. Your knowledge in your industry being commended and your ability acknowledged demonstrates peer respect. Being emotionally mature enough to feel secure and confident in your job gains you respect as an individual. If you have both of these nailed, you’re well on your way to the fast lane. WHAT DO I CONSIDER THE PEAK IN MY CAREER TO BE? Landing your first job at 21, being regularly promoted and becoming CEO / MVP/ BIG BOSS at 30 sounds like a dream and a perfect score. You’ve reached your goal through your “fast-tracking” within 9 years. Now what? For the next 30 odd years, you’ll be at that “peak”, which (by the way) after the first decade or so will be better referred to as a “plateau”. Space your career. Set some short term goals and work towards them, not only focus only on the end goal but the smaller, yet equally important, goals. The small victories build character, stamina, report, and respect. If, after going through these questions and performing a quick self-assessment, you feel you are a perfect “fast-track” candidate, here are some tips to level up in your career: Network – meet and mingle with people in your industry. Get your name known. Attend Workshops – again, you’ll meet people who have the same drive for growth. Learn, Learn, Learn – take a course or two to gain more knowledge in your field. Find a mentor – find a person you can look up to and learn practical lessons from. Polish up on your skills – Problem-solving, organization, time management. Fast-tracking your career is great but make sure it’s for you. Don’t put too much pressure on yourself to reach the end goal too quickly. Know your limits, know your abilities and know where you are before running to where you want to be. A steady pace wins the race. To see what we have on offer – be sure to check out our recruitment channel.
Temporary Staff – Managing them well
Temporary staff can be needed for a variety of reasons. Peak season? Staff member on Maternity Leave? Sometimes a temporary staff member is necessary to ease the load of your current staff complement or to fill a gap during an extended leave of a permanent employee. It may be a short-lived arrangement but it’s important to treat them well. We’ve put together a list of key points to ensure that once you’ve parted ways, it leaves their (and your) experience a good one. KNOW WHAT IT IS YOU REQUIRE What do you require from a temporary staff member? Make a list of duties they will need to Make it clear whether you have any intention of having them fill a permanent role at a later stage. Set clear guidelines and expectations. It will ensure that there is no uncertainty from either side. COMMUNICATE YOUR INTENTION OF RECRUITMENT TO EXISTING STAFF If you will be taking on the temporary staff permanently, let your current staff know. Ensure that the team the temp will be a part of, understands your reasons and assign someone senior to guide them through the processes. A surprise temp may not be as well received. As much as the temp employee is there to help, your staff may feel that you think them incapable of meeting the requirements in their department. TREAT THEM AS PART OF THE TEAM Their stay may not be a lengthy one but ensure that you treat them the same as you would your permanent staff. For as long as they are there, celebrate their achievements and encourage them as you would the rest of your staff. KEEP RECORDS Keep a record of the timekeeping, enthusiasm and competency of your temporary employee. If a position becomes available within your organisation, you will have a “pre-qualified” candidate. One who has had practical experience in a trial run, and may be ready to fill the slot quickly. To find staff – be sure to link through here or follow up on our social platforms.
Do you have Substance Abuse Policies in place?
The matter of Mthembu and 2 others v NCT Durban Wood Chips (September 2018), showed us that employers and the CCMA have zero tolerance when it comes to substance abuse, and that policies are required to be in place. The facts were laid out like this as to why the CCMA agreed that the 3 employees were fairly dismissed: The employers business has dangerous and large machinery moving in and around their premises on a daily basis, such as a clipper that rotates at 5000RPM, and as these employees jobs were directly related to these machines, there was the danger of them causing harm to themselves and others, never mind damage to the machinery Their jobs were of a log deck assistance, a knife sharpener and a weigh-bridge operator, which further impacted that their ability to perform these roles could be impacted by being under the influence of cannabis They had received the substance abuse policy and they had regular discussions around the matter within their groups, so there was no excuse for claiming to not understand the rules If you don’t have the correct policies, practices and procedures in place, you may be opening up your company to legal claims, and of course the possibility of health and safety issues. While the private cultivation and use of cannabis have been passed, it does not allow for use when it impacts on the health and safety of others, especially in a work environment. Download the Substance Abuse Policy should you not have this in place yet. West Coast Personnel are always finding ways to assist employers so that they stay on the straight on narrow. If you have any queries on what you need in place, please reach out today. To find staff – be sure to link through here or follow up on our social platforms.
Job Shadowing – Take our tips and do it like a boss
Job shadowing can be daunting. You are there to observe and learn, and most times you can feel like you are in the way. Job Shadowing like a boss UNDERSTAND THE JOB PARAMETERS BEFORE YOU ARRIVE Do some research beforehand. Sure, you are there to learn, but knowing a bit about the position will help you feel less nervous and also look more efficient and proactive. HAVE A SET OF QUESTIONS READY TO ASK What you don’t understand is best covered by asking. Don’t be too overzealous with the questions though – you don’t want to irritate – remember whomever you are shadowing has to actually do their job whilst you are there. Keep the questions to a minimum and make them count. ASK HOW YOU CAN MAKE THEIR DAY EASIER Job shadowing is also about assisting, as this is the best way to learn. So, ask them upfront, before you start, how you can help them make their day easier. They will appreciate your presence more if you are taking a load off their plate too. KEEP A NOTEPAD AND PEN HANDY You are not expected to remember everything you are shown, so be sure to write it down. It would be super irritating if you kept asking the same questions, and if you are there to eventually take over that position, you don’t want to be bugging others about what to do. BE INTERACTIVE WITH OTHERS Besides the person you are job shadowing, speak to the other employees. Ask them how they enjoy working there, how long have they been there, and what they do exactly. Remember, you will be working with these people going forward. Make nice now. PUT YOUR PHONE AWAY Sitting on your phone, taking calls, or scrolling through Facebook is not going to help you. And, it will look really bad to the boss and to the others who are actually working. Slip that phone into your bag or pocket and forget about it. When you are given a break, then you can walk away to a private area and do your thing. BE POSITIVE AND FRIENDLY Put a smile on your dial and make the most of your time there. You never know where a job shadow will lead you, so be the best you can be at the moment in time. And … good luck! Be sure to follow us on Facebook!
WHAT KIND OF LEADER ARE YOU?
A leader comes in many shapes and sizes. Knowing which one you are can help you lead better. There are commonly 8 leadership styles – we explore these: 8 LEADERSHIP STYLES 1. Transformational Leader Innovation and change is a big part of this leadership style. These leaders want to encourage growth and ideas within their followers. 2. Democratic Leader This leader wants to bring in their sheep to participate. They are open to “the more the merrier” and believe that strength and growth come in numbers. They are very team led. 3. Bureaucratic Leader ‘By the book’ is a phrase that resonates with this type of leader. They want to follow a set of rules and do it right. They are not very forgiving when the rules are bent or broken. They believe that everything and everyone belongs in a box and that this is what works best. 4. Transactional Leader With this leader, they will give but they do expect something in return. There will always be a transaction or trade taking place here. 5. Servant Leader Some may get confused whether this person is a leader at all, as they always seem to be doing things themselves. But, their belief is that if they serve, the rest will follow in likeness. 6. Autocratic Leader The opposite of the democratic leader – they want it all to go their way. The term, ‘my way or the highway’ comes to mind here. 7. Hands-off Leader With an attitude that people are more capable when they are left to do things their way, this leader is very much a hands-off type of person. They give their followers the tools and then oversee that all is going according to plan. 8. Charismatic Leader You know this type well and their qualities are often resident in most styles of leadership. But, this character leads by magnetism. People just want to do whatever they say because they are that charismatic. You will know where you fit in and for some styles, there is always some improvement needed. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
HAPPY YOU – HAPPY WORK – MAKE THE MOST OF WORK LIFE
No way around it – you have to work, and for a good part of your life, and mostly this will be for someone else. So, you may as well make the most of it, and be happy! Easier said than done, especially if you are not working in a job that you like, if what you’re doing is not your passion, and if the conditions are not good. But, it really does come down to attitude and perception. What do we mean? The way that you look at something and the way you perceive it can change your mind about it 100%. Finding the meaning and value in every task, every action and every moment, can release you from the chains of negativity and unhappiness. This doesn’t only apply to work but in life in general. But, let’s start with work, as you will be spending most of your adult life here. First, ask yourself why you are there. It could be a means to an end i.e. pay the bills, ensure your family doesn’t suffer, or you’re studying and need a job. Or maybe its a stepping stone in your career path. Those reasons, whatever they may be, should be a motivation for you to move through your workday with easier steps. Then look at each and every task you take on. What meaning can you find in the task itself? Sure, it may not add value to you directly, at that moment, but the task is a stepping stone in a bigger pond. The business you work for needs that task to be done and to be done well in order to complete a puzzle. Your input is part of that puzzle building, and in the end, fulfilling an integral need the business has. You are an important element in that project. Getting that will help you on your way to happy. You need to look at the job at hand, and even if someone else could do that job, you have to do it so well, that you know no one could have done it better. In that way, you have put yourself at the top of the food chain. You have become indispensable to the company when you offer value, even if it is through a mundane and boring task. Your input can also have positive repercussions that will affect other people in the business. Most activities are part of a team effort even if you never deal with the other people. There is rarely an activity that requires only one single input. Writing an order needs to then go to the person that will place the order, then to the one that will pick the order, check it and on to delivery. Mundane as it may be, you are all cogs in a working machine. Are you going to be the happy part of this process? Attending a meeting where you feel inadequate and useless could be because you are not adding value. Before the meeting, think about how you can add value. What can you bring to the table? How can you leave the room afterwards having them wonder where that came from and when will they see more? You can be your own worst enemy and making a difference is always up to you. There is always a bigger picture. Find that bigger picture and know that all the smaller paint swipes are just to build up to the finished artwork. Follow us on Facebook to keep up to date with news.
SLOW RECRUITMENT PROCESSES LOSE HOT PROSPECTS
I just had a client request a meeting with a star candidate I recommended to them four weeks ago and low and behold I had to let them know that the candidate had started work with an opposition company a week ago. WHY? Slow recruitment processes! This is not a once off. It occurs at least twice a week. I am sure that all HR and Recruitment Consultants who hunt top talent have experienced this. I understand that big companies often have more red tape and recruitment processes to follow. I also understand that it is difficult to get panels together and difficult to get signatures of authorisation for interviewing candidates, but at what price? There is a war for talent and if you don’t re-look your selection process you will not get the top 5% of candidates in your industry, but rather candidates who are available and definitely not the best for the business. Top talent has at least 3 offers or interviews in recruitment processes. They are being hunted daily and when they make the decision to move companies, they do have options. It is no longer a market where candidates are desperate and will wait 3-4 weeks for an interview. Skill shortages is not just a South African issue, it’s global and yes, we are losing the war. The root of unemployment is not only a lack of jobs, but a key underlying issue is also the inadequately educated workforce. Companies who understand that top talent do not stay looking for work for long, have a distinct advantage. Those companies who have tailored their recruitment processes to see top talent quickly, are those companies who are beating you to the candidates. Many firms now go the first step and track some variation of the “time-to-fill” metric. But despite that metric, not only are firms still almost universally guilty of painfully slow hiring but to compound the problem, few recruiting leaders truly understand the many negative recruitment processes that impact and result from slow hiring process timeline. I estimate that the impact at most corporations exceeds tens of millions of rand’s each year and the rand loss from this factor may be as much as 10 times higher than losses resulting from low recruiting efficiency related to the more popular “cost-per-hire” metric. It’s not enough to be conscious and aware of slow hiring. Identify and then quantify in rands each of the negative impacts of slow hiring, so that everyone from the CEO down will support the streamlining of the recruitment process. A big misconception that needs to be addressed is the old-fashioned way of thinking is that a slow recruitment process improves the quality of those you hire. You will lose most of the candidates who are in high demand during the late stages of your recruitment process. You also will lose significant revenue and productivity because vacant positions are open for too many days and essentially you end up paying new hires more in salary because they will be bid on by opposition. Your image of being slow decision-makers will cause you to lose many top prospects. Recruiting is a lot like acquiring a Grade 12 dance date. If you wait 40 days to make a selective decision, you must realize how relatively “ugly” your new hire is likely to be! Connect with us should you need help in moving swifter in your recruitment process.