Who said starting a small business was easy? Things are never easy for small business owners. There are many problems that are encountered by these owners throughout the course of managing a business. These include things like hiring the right people, building a brand and so on. For a business with relatively few employees, adding an HR person or team can seem difficult and sometimes unnecessary. Most of the time, the CEO or the owner is himself the hiring manager. Unlike large business which are stuck with policies, procedures and traditional solutions, small businesses are free to look less at these traditional procedures and build new methods.
Ever imagined what will happen if a husband and wife both are Human Resource Expert. And, what if they start interviewing housekeepers. How will the conversation take place between them? Come on, read on.
Job Description (JD) is an essential step towards attracting the right candidates or I should say, the top candidates. Does your job description stand out to attract top talent? Writing a great job description is a first step towards attracting top talent to join your company. A good job description not only attracts candidates but the right candidates. Writing a great job description is not easy. And no, you just cannot copy paste it from Google! Writing your own and unique job description will effectively communicate your company's requirements and available positions for applicants.
Human resource is one of the biggest assets for any company and no doubt, this asset while acquiring requires huge cost and time. The cost of simply hiring the right person can be huge. No, I don’t want to explain the costs involved in hiring a candidate, but I do want to talk about how you can cut these costs. What is Zero Cost Hiring?
Women domination in HR space is well researched, debated and followed closely by many across the globe. And like many before have questioned why and what makes this HR equation and women work so well? HR is quite often considered as one of the most predominantly female functioning streams in many organizations. Over the years, we have seen a gradual feminization of the HR function. HR is perceived as ‘soft’ while sales and finance are ‘tough’. Women are expected to exhibit softer skills while men are expected to be more decisive. We are not being stereotypical in any way or confirming gender roles, but this is what usually continued and thought of.
What made me write this article is the agony of hiring managers they are going through and the problems recruiters are facing. Recently, a friend of my CEO visited our organization with a frustrated face. He was the Head for Marketing and Communications in his organization. My CEO asked him, “What’s your problem?”He started complaining about the employees who recently joined his organization. He said, “Recruiter is doing nothing. The candidate he selected doesn’t know the basics of marketing.” Well! This is not the scenario in his organization itself. This will resonate with you if you are a recruiter or a hiring manager.
Search for ‘Soft Skills’ on Google, you will find 2, 58, 00,000 results. Huge database… Isn’t it? What was recapitulated in these searches was “what do recruiters expect from candidates while hiring?” The recruiter is the facilitator between the candidate and his next career move. Although recruiters play their cards close to the chest, definitely there are ways top talent can stand out and be discovered. Now to stand out among all other, a candidate needs to get in front of the recruiter and show him or her why he is the right one for the job. Apart from degree, credentials and technical knowledge, what will make a candidate stand out is his Soft Skills. Soft skills portray how one acts in his life and work. Studies reveal that 75 percent of success depends on people skills (soft skills) and 25 percent on technical knowledge. That does not mean technical knowledge is not important but soft skills defines who you are and how you act. Ironically, soft skills are the hardest skills to develop.
Speed limit 35 MPH! Sounds too slow. Isn’t it? A Signboard appears in front of you while driving from one location to another. Now you will slow down the speed of your car and will look down at the speedometer. Speedometer one of the most frequently viewed or used tool in the dashboard, which depicts how fast you are going. The dashboard instrument clump in your car includes a variety of sensors, gauges and lightings. Ever visualized if there were no dashboards in car’s containing all the infographics, well it would have been dangerous to drive. The same is true for business users: Dashboards use data visualizations; simplifies complex data sets to provide users with a glance of current performance. Running a business without an Executive dashboard could be dangerous. The main idea of the dashboard is to provide customers and prospective customers a place where they can catch up on news and get a glance overview of what’s happening and what’s hot. The dashboard depicts the speed at which the organization is moving.