Trends & Insights

Lessons learned in business introduction Whether you’re a junior member of the team or at management level, a continual learning attitude and understating business lessons is key to career success. If you want to fast-track your progress up the career ladder, it’s important to look to your true business leaders and learn from their actions. Not only will this encourage you to carry yourself like a workplace leader, but it will also highlight differences between good and bad management . This is especially important when one wants to see great success in business. Although businesses fail, being equipped with the write business lessons can avoid risk and increase the likelihood of success. Here are eight key biggest lessons to learn from business leaders. 1. How to motivate people Watching your leaders, or considering past experiences with your manager, can give you great insights into the right things to say and do to motivate colleagues or direct reports. You can learn life lessons they've learned in business and understand how to avoid bad habits in the long run to maximize the success for any company. What’s important to remember is that every person is different with different core values and a sense of their own path – and their motivational drivers can change from week to week, depending on workload levels. While one person might benefit from tough love, others may require a gentler approach. Great leaders take the time to get to know their team members’ personalities and motivators, and how they each react to different communication styles. Motivating people is a key skill for any successful business leader to succeed. One of the life lessons we can learn from business leaders is the importance of creating a strong culture that fosters a sense of purpose, passion, belonging, and accountability. By aligning employees' goals and values with the company's mission, leaders can inspire them to take ownership of their work and strive for excellence. In addition, effective leaders recognize the power of recognition and rewards, which can help to incentivize and motivate employees to achieve their goals. By cultivating a culture of positivity and growth, business leaders can build a motivated and engaged workforce that drives innovation and success. Although there are many life lessons learned in business, another important life lesson we can learn from business leaders is the value of stepping out of one's comfort zone to achieve success. Leaders recognize that complacency can be a major obstacle to growth, and they encourage their teams to take risks and embrace change. By fostering a culture of experimentation and learning, business leaders can help their employees overcome fear of failure and develop resilience. This not only motivates employees to push themselves to new heights, but it also enables the organization to innovate and stay ahead of the competition. Thus, business leaders understand that by creating a culture that encourages stepping outside of one's comfort zone, they can create a motivated and dynamic workforce that is poised for success. 2. How to nail your organisational skills Organisational skills are critical for most roles, and it’s important to learn what works for you from the outset so you can be as productive as possible. Business leaders – often the busiest or having the fullest plate compared to most staff members – will have many techniques about how to remain organised. Not all of these will work for you as we all have different styles of working. But having conversations with your manager and other leaders about how they stay organised – on a day-to-day level and when work gets incredibly busy – can quickly teach you about which approaches you’d like to try out and assess if they helped you stick to schedule. RELATED: What are soft skills? 3. How to have difficult conversations Most people don’t enjoy having difficult conversations at work and find the situation awkward. However, these are unavoidable for managers, and it’s crucial to know how to approach these conversations delicately. Good business leaders take a diplomatic approach to difficult conversations and allow the individual to have their say. Talking through problems rather than dictating a change is more productive and will allow you to build better rapport with your team members. 4. How to say ‘no’ tactfully Business leaders often negotiate with partners, clients, and third-party providers – it comes with the territory. At times, this means having to say ‘no’ to requests. Good leaders know how to approach these situations in a way that doesn’t cause upset or worse, ruin relationships. This is especially significant when your a business owner. For instance, rather than saying, “We can’t do this for you”, they might say, “We will review our current workloads and priorities and come back to you next week with a proposal to move this forward”. When it's your own business saying no and managing expectations are important lessons learned and often come naturally as you progress through your own personal development. RELATED: How a leader can gain better engagement with their team 5. How to embrace change Any workplace-related change can be unnerving, particularly when it’s significant. But the responsibility falls on the leader to guide their team through any changes, whilst boosting productivity and ensuring everyone feels comfortable within their role. A great leader will welcome times of change as an opportunity and provide the groundwork for their team members to be creative, innovative and resilient. These are business lessons learned over time. It's also important to stay up to date with business news, customer insights 6. How to accept criticism Criticism can be difficult to hear, even when it is constructive. Business leaders often receive the most criticism at work because they’re ultimately accountable and responsible for the business performance and the performance of their team. But a great leader knows how to accept feedback, learn from their mistakes, and use the experience to their advantage for a successful outcome next time. 7. How to treat people as individuals Individual differences – and therefore experiences and insights – are what drive businesses forward to develop innovative new idea. The most effective workplace leaders embrace, and are highly considerate of, their employees’ unique personalities and working styles. If you can learn how to do this as a manager, you’ll be rewarded with a team that’s motivated, feel comfortable sharing their input, and is committed to success. 8. How to be empathetic Empathy is grounded in understanding rather than judgement, and it’s a trait shared by some of the most successful business leaders. In fact, studies have shown that empathetic leaders are rewarded with higher-performing teams, better quality work output and more loyal team members. Empathy is ultimately the ability to understand others’ emotions, so as you progress in your career and work with all sorts of people, you’ll need to continually develop this important interpersonal skill just like any other skill you learn and get better at on the job. Applying empathy to employees, as well as customers problems will take you far. Source: https://www.pagepersonnel.com.au/advice/career-and-management/career-progression/8-lessons-you-can-learn-from-business-leaders

The changing job market requires professionals to be adaptable and continuously learn new skills to stay competitive. Networking can help navigate this dynamic landscape by providing access to job opportunities, industry insights, and mentorship. In this article, we cover: What is networking? How to build a professional network How to expand your network reach The art of effective networking Nurture your network for long-term success Where to find people to network with Grow your career with Airswift What is networking? All things being equal, people will do business with, and refer business to, those people they know, like and trust. - Bob Burg Networking is not just a single action but a process involving multiple elements working together. It's not primarily about making sales ; selling may naturally follow from successful networking efforts. When you network, you're part of a larger team where everyone plays a valuable role. Your network comprises the people you've connected with through work and personal interactions. Building strong relationships is at the core of networking because these connections often lead to valuable referrals. Behind every referral is someone who vouches for your credibility, building trust in your abilities. Professional networking goes beyond collecting business cards; it fosters genuine connections and creates a mutually beneficial ecosystem. A strong network is invaluable for established professionals, offering many benefits beyond job hunting, such as access to industry insights, mentorship, and career advancement opportunities. How to build a professional network Identify your goals Defining your career aspirations and areas of interest is crucial to building a robust professional network. You can tailor your networking strategy to align with your career objectives by identifying your goals. For example, if you're interested in shifting industries or pursuing leadership roles , you can focus on connecting with professionals in those fields. This approach ensures that your networking efforts are focused and effective, helping you build a network that supports your career goals. Leverage existing connections Reconnecting with former colleagues, classmates, and professional acquaintances is an excellent way to expand your network. These individuals already know you and your work, making it easier to establish a connection. Additionally, seeking introductions from senior leaders or mentors within your current company can help you connect with influential individuals in your field. These connections can provide valuable insights, mentorship, and opportunities for career advancement. Informational interviews Informational interviews offer a wealth of industry insights and networking opportunities. Start by contacting professionals in your interest and expressing your desire to learn from their experiences. Prepare thoughtful questions to guide the conversation, listen actively, and express gratitude for their time. Keep in touch with interviewees to maintain connections and share updates on your progress. These interviews are valuable resources for exploring career paths and expanding your professional network. Expanding your network reach Participate in industry events Attending conferences, workshops, and industry gatherings relevant to your field can provide high-quality networking opportunities. These events offer a chance to meet like-minded professionals, learn about the latest industry trends, and establish yourself as a thought leader. Focus on events that provide targeted networking opportunities, such as roundtable discussions, workshops, or networking receptions. This approach ensures that your networking efforts are focused and effective, helping you build a network that supports your career goals. Engage with professional organisations Joining industry associations, alumni networks, or leadership councils can help you increase your visibility and connect with like-minded professionals. Participating in committees or volunteering for leadership roles can further enhance your networking efforts. These opportunities allow you to demonstrate your expertise, build your brand, and establish yourself as a leader in your field. Cultivate an online presence Optimising your LinkedIn profile with relevant keywords and accomplishments can help you establish a professional image and attract potential connections. Sharing thought leadership content and engaging in industry discussions online can also help you build your brand and establish yourself as an expert. Building a solid online presence can help you expand your network reach, connect with like-minded professionals, and establish yourself as a thought leader in your industry. Second, participation fosters professional growth by granting access to valuable resources and opportunities. Engaging in online communities like industry forums, Slack groups, and niche social media groups can provide access to a pool of individuals with common interests, facilitating meaningful connections. Thirdly, it allows individuals to showcase their expertise, amplify their brand, and expand their horizons by connecting with diverse people. Additionally, active involvement helps individuals stay current with industry trends, fostering personal growth and career advancement. Lastly, online communities enable building lasting relationships and friendships, enhancing networking experiences. The art of effective networking Make meaningful connections Networking has its rules, mainly centred around being a connector. A connector is someone others turn to for help. Networking isn't about you but the value your connections can offer. Focusing on helping others deepens relationships and creates goodwill. Networking is about who your connections know and the potential value they bring. Keep in mind that different industries have different norms. Observing interactions at events can help tailor your approach. Being too aggressive can deter people, so adapt your tone to suit the industry's nature. Research individuals beforehand and find common ground for conversation. Focus on building genuine relationships and offering value to your connections. By prioritising quality over quantity, you can create a network that supports your career goals and offers long-term benefits. Be a master communicator Honing your elevator pitch to articulate your career goals and expertise succinctly is essential for effective networking. Practice active listening and ask insightful questions to demonstrate a genuine interest in your connections. By being a master communicator, you can establish a solid first impression, build rapport, and establish a connection that supports your career goals . Here are ten questions you could ask that demonstrate genuine interest and curiosity and get a conversation started and going: What got you interested in your line of work? Could you tell me about a moment in your career that stood out? What's the best part of what you do? How do you see our industry changing soon? Have you ever faced a tough challenge at work that you overcame? Any good reads or resources that have inspired your approach to your job? If you could give one piece of advice to someone starting in our field, what would it be? Is anything exciting happening in your projects lately? How do you balance your job and personal life? What networking tips do you swear by for making meaningful connections? Body language is universal Body language is aessential aspect to effective communication during networking events. Positive body language can convey confidence, engagement, and interest. It can also help establish a connection with the other person, making the conversation more enjoyable and productive. On the other hand, negative body language can convey disinterest, discomfort, or lack of confidence. Here are 10 steps to being aware of your body language and consciously displaying positive body language during networking events: Maintain eye contact with the person you're speaking to. This shows attentiveness and confidence. Wear a genuine smile to convey warmth and approachability. It helps in creating a positive atmosphere during conversations. Use non-verbal cues such as nodding to show you're actively listening and engaged. It encourages others to continue sharing. Keep your body language open by avoiding crossing your arms, which can signal defensiveness or disinterest. Minimise fidgeting or restless movements. This conveys nervousness or lack of confidence. Instead, try to maintain a relaxed posture. Subtly mirror the body language of the person you speak to to establish rapport and build a connection. Respect personal space boundaries and avoid standing too close, as it can make others uncomfortable. Use appropriate hand gestures to emphasise points or express enthusiasm, but avoid excessive or distracting movements. Before attending networking events, practice your body language to become more aware of your non-verbal cues. Ask for feedback from trusted individuals on your body language to identify areas for improvement. Approach people Networking can be daunting, but the right approach is a valuable tool for building meaningful connections and advancing professionally. Here are actionable steps to help overcome fears, focus on helping others, and cultivate authentic interactions, ensuring that each conversation is a mutually beneficial exchange: Acknowledge any fear of talking to new people, but don't let it control you. Remember that each conversation is an opportunity to help someone in ways they may not even realise they need. Approach conversations with courage, focusing on how you can assist the other person rather than your fears or desires. Avoid desperation by genuinely focusing on the needs of others. This will shift the conversation away from what you can gain and how you can contribute. Engage fully in conversations by actively listening, nodding, agreeing, commenting, and asking thoughtful questions. This demonstrates your interest and investment in the interaction. Do not dominate conversations with stories about yourself. Instead, maintain a balanced dialogue in which both parties have an opportunity to contribute. Be genuine and authentic in all interactions. Authenticity fosters trust and attracts others to you, leading to meaningful connections. Maintain consistency in your behaviour and interactions. People appreciate knowing what to expect from you, which builds trust and reliability over time. Tell your story Storytelling is a powerful tool in networking. It can help create a personal connection with others, establish credibility, and make a memorable impression. Individuals can showcase their skills, values, and achievements by crafting compelling narratives about their career journey. Here are some actionable steps towards great storytelling with networking in mind: Tailor your story to resonate with your audience's interests, values, and needs. Share genuine experiences and emotions to establish credibility and build trust. Focus on the key aspects of your career journey, highlighting relevant skills, values, and achievements. Use vivid details and compelling anecdotes to make your story memorable and engaging. Rehearse your story to ensure clarity, coherence, and confidence in delivery. After sharing your story, follow up with a clear purpose, whether seeking further discussion, collaboration, or referrals. The power of follow-up A study by LinkedIn found that connecting on LinkedIn and sending personalised follow-up emails within 24-48 hours can help you maintain the momentum of your initial connection. Briefly recap your conversation and offer to connect them with relevant resources. Following up after a networking event is essential for building long-term relationships and establishing yourself as a valuable connection. Nurturing your network for long-term success Become a resource Offer your expertise and knowledge to support your network members. Recommend them for opportunities or make relevant introductions. By becoming a resource for your connections, you can build long-term relationships, establish trust, and establish yourself as a valuable connection. Maintain regular engagement Stay connected by sharing industry updates and congratulating them on their achievements. Schedule periodic coffee chats or virtual meetings to maintain relationships and demonstrate your commitment to building a solid network. By maintaining regular engagement, you can build long-term relationships, establish trust, and establish yourself as a valuable connection. Reciprocity is key Networking is a two-way street. Be genuinely helpful and supportive to build trust and long-term connections. By practising reciprocity, you can establish a mutually beneficial relationship that supports your career goals and offers long-term benefits. Competition can be healthy When faced with competition in a networking setting, consider this scenario: You're one of several fishbowl salespeople at an event with 1000 attendees. Being yourself naturally attracts those with whom you share a connection or interest. It's essential to recognise that there's enough opportunity for everyone present. Rather than pursuing every potential lead, focus on those who resonate with you. Look for individuals who could become long-term partners, providing ongoing business beyond just one transaction. Ask yourself: Do I genuinely enjoy this person's company? Could we see ourselves collaborating for years to come? Networking is a marathon, not a sprint. For sustained success, prioritise building relationships based on mutual trust and compatibility. Where to find people to network with Finding people to network with is simpler than you might think – they're everywhere! Here’s how: Begin engaging with those closest to you, such as friends and family. Practice delivering a concise elevator pitch highlighting your interests without dominating the conversation. Instead, focus on learning about others by asking genuine questions and showing interest in their experiences. Use everyday situations, like waiting in line at the bank or chatting with fellow gym-goers, to practice your networking skills. Consider joining community associations, Chambers of Commerce, or trade organisations and attend trade shows to connect with like-minded individuals. Remember to be approachable, friendly, and genuinely interested in others beyond what they can offer you. As you engage with more people, networking becomes more natural and enjoyable. Three questions to ask every person to guarantee a follow-up meeting post-networking Towards the end of a conversation, once you have all the information you can get about someone, ask the following questions: Are you looking for new clients/prospects at this time? What sets you apart from your competition? What does your ideal client look like? If this is the case, let them know you have some people who could use their services or need their help. Ask if they might be interested in getting their details. If it’s a yes, arrange a meeting time and follow through on your promise to help. When you show up for your meeting, pass on that referral or the name of a great contact to them. Doing so creates trust and a relationship, proving that you can and will help when you can. This makes them want to do the same for the other person, and you are now truly part of their network. Grow your career with Airswift 85% of all jobs are filled through networking , highlighting its importance in landing jobs. A strategic professional network is crucial for career advancement, providing access to opportunities, mentorship, and industry insights. However, building and maintaining a solid network can be challenging, with time management and introversion being common obstacles. To overcome these challenges, prioritise networking activities that align with your career goals, leverage existing connections, and allocate time for networking activities.  Whether you're looking to advance your career, explore new opportunities, or stay up-to-date with the latest industry trends, Airswift has the expertise and resources to help you succeed. Contact us today to learn more about our services and how we can support your professional growth. Source: https://www.airswift.com/blog/professional-networking

If you’re considering introducing upskilling as a tactic within your business but aren’t quite sure if it’s worth the investment, we’re not here to just tell you why it is — we want to show you. Come along as we explore the fundamentals of upskilling, the myriad benefits it offers to both employees and businesses, and actionable upskilling tricks designed to maximize employee performance. Understanding Upskilling in the Workplace Upskilling is the process of training employees on new knowledge, skills, or competencies. Usually, upskilling focuses on learning and development strategies that improve specific job-related proficiencies. The goal is to enhance worker capabilities, which build their expertise, effectiveness, and flexibility — which makes it a powerful tool for staying abreast of industry trends, and adapting to evolving technologies and market demands. That said, let’s dive deeper into more of the benefits of this training tactic. Why Bother with Upskilling? We mentioned how upskilling is critical for growing the flexibility of your team, which matters as consumer demands, economic developments, groundbreaking technologies, and other changes transform the business landscape practically weekly. In addition, there are some other big business benefits of prioritizing upskilling for your employees: Improve Employee Retention (And Save) A 2023 Deloitte study found that workers who feel stagnant at their current employer are 2.5x more likely to quit within the year . However, those who see a path for growth are 3.3x more likely to stay. That’s cold, hard proof that investing in the upskilling that creates upward mobility in the workplace has a huge impact on keeping employees around. And you do want to keep them around — if nothing else, because replacing employees can get pricey ! Boost Productivity and Performance Training workers in diverse and deep skill sets has a way of unlocking their potential, empowering them not only with the tools to become more productive but also the confidence and morale boost to push harder. Foster Company-Wide Innovation Upskilling helps businesses develop a culture of adaptability. When workers feel safe to learn and experiment, you’ll suddenly see innovation springing up all around you, enabling your company to develop more unique offerings, hit the market creatively, and above all boost your bottom line. Enhance Your Customer Reputation Did you know that businesses that prioritize employee friendliness are more likely to be perceived as “good” than those where it’s obvious money is the only motivator? Move your business into this category of companies by really leaning into upskilling and being vocal about the success of your program. 7 Upskilling Tricks to Turn Potential to Performance The way that you choose to create and administer an upskilling program will be pretty unique to your industry, company, and team — and there are a lot of guides out there that can help you get started. (In fact, we have one for upskilling middle management here .) But what about all those unique tips that can help you enhance your process along the way? Those are what we’re focusing on in this section. Think About Upskill As Early As Hiring Want to be especially forward-thinking? Then recruit and hire with upskilling in mind. This means prioritizing employees who already possess a versatile skill set, as well as a mindset that makes them capable of adapting to evolving business needs — rather than hiring based on experience in a strict segment of job requirements. This approach ensures that the workforce you build is entirely agile and able to pivot effectively in response to changes within the organization or external market conditions. Identify Where Upskilling Will Have the Most Impact Assess your company’s existing roster of skills (did you know that text marketing is in?) and technological capabilities (are you using the best tools to make sure your email marketing is heard ?). Really digging into your various departments and processes is the single best way to find the areas where you may be falling short of both industry benchmarks and customer expectations. With that, you can develop training that answers those weaknesses, gaps, and opportunities for improvement. Focus on Strengths, Not Weaknesses Research shows that when employees can utilize their strengths, they are 6x more likely to be engaged at work ! So as you explore opportunities for upskilling, consider leveraging your employees’ innate talents and strengths as a guiding principle. This is in contract to focusing on skills training that solely addresses weaknesses. You may find the need to close some of those gaps, but centering them may have a negative impact on performance and morale. It’s clear most companies stand to gain more by enabling workers to develop in their areas of strength. Ask for and Use Employee Feedback Gather (and apply!) team feedback both before and after upskilling commences. Beforehand, you may want to know things like: Which skills do you believe would enhance your productivity and efficiency in your current role? What skills are you personally keen on developing or expanding? Are there any specific technologies or software programs that you believe could optimize our operational processes? This increases excitement and helps you build learning modules around the right things. You should also check in with employees anytime they’re undergoing upskilling to make sure it’s as productive as possible, asking questions like: How engaging was the format and length? How well did the presenter/training program convey the information? Do you feel you advanced your skills in your chosen area? Would you feel comfortable acting on the skills you learned right away? Do you prefer more or less collaboration? What would you change? Provide Lots of Learning Formats As we’ve touched on, the concept of flexibility is core to upskilling. That’s why it should also be introduced even when it comes to actually implementing the training your workers will use to level up their learning. Here are several different ways you can deliver upskilling sessions. Mix and match based on team needs and the topic you’re covering: Host “lunch and learns” where an external or internal expert teaches a topic Create one-on-one mentorship programs Send employees off to relevant conferences Pay for professional development courses that already exist Hold “shadow” days to immerse employees into roles that expand their skills Invest in an employee training platform Personalize with Pathing Career pathing involves laying out all the transitions, promotions, and other shifts an employee can move through based on their current role and skills. It’s great for giving employees insight into what kind of growth they can expect within a company which leads to, you guessed it, retention! You can follow a similar pattern by building a path through your upskilling program based on each worker’s skills, roles, strengths, and what they would like to learn. This gives folks going through the program a sense of personalization and control, which should really help boost engagement and completion. Commit to Iteration The truth is that the requirements for many roles are regularly evolving. Take a look at IT outsourcing , which has become quite popular in our post-COVID remote world. It requires IT managers to become experts in things like async communication and cybersecurity, skills they probably never needed to prioritize when working with in-office teams. Just like those requirements evolve as times and trends change, so should your upskilling program to keep up. Start Building a Learning Culture with Upskilling A learning culture , which upskilling is an indicator of, is an amazing thing to build at a company. It creates engagement, a community of people who actually care about each other and the company, and several other great business benefits such as better retention, creativity, and beyond. You can begin to build a culture of learning at your business when you apply the above tips to pursue successful upskilling. Good luck! Source: https://gethppy.com/productivity/upskilling-101-transforming-employee-potential-into-performance

In today's highly competitive job market, attracting and retaining top talent is a struggle for companies of all sizes. However, for startups, the challenge of hiring talented individuals can be even more significant. Despite the potential for innovation and growth, without an established brand or reputation and facing relentless competition and limitations, startups must work harder to convince potential employees that they are a worthwhile investment. In this article, we will explore the five most common reasons why startups have trouble hiring and offer practical solutions to address each of these challenges. By understanding these issues and implementing the solutions provided, startups can level up their hiring game, ensuring their success in the long run. 1. Everything falls on the founder/CEO If you are a CEO of a startup, chances are you’ve probably taken on multiple roles and responsibilities. And this is pretty common, especially in the early stages. However, taking on the role of an HR manager and handling the entire hiring process takes your precious time and focus away from critical tasks such as strategy development, managing key partnerships, or product development. Not to mention the stress, decreased productivity, and the feeling of being overwhelmed that comes with trying to do it all which can eventually reflect poorly on your company’s success. That's why delegating hiring responsibilities is an important step for a CEO who wants to build a strong team while also focusing on their core responsibilities. Here’s how you can do it effectively: Identify a hiring manager : You can delegate the responsibility of hiring to a designated hiring manager or HR manager who has experience in recruiting and selecting candidates. This person can take over the majority of the hiring process, from reviewing resumes to conducting interviews, and make recommendations to the CEO. Involve current employees : You can involve current employees in the hiring process by delegating tasks such as reviewing resumes, conducting phone screens, or participating in interviews. This can not only help the CEO save time but also give current employees a sense of ownership and involvement in the recruitment process. Hire a recruitment agency : You can hire a recruitment agency to handle the entire hiring process, from sourcing candidates to conducting interviews and negotiating job offers. This can be an effective way to delegate hiring responsibilities and ensure that the company is attracting top talent. Use automated hiring tools : You can also use automated hiring tools such as applicant tracking systems, which can help to streamline the hiring process and reduce the workload on you as the CEO. These tools can be used to find candidates, screen resumes, schedule interviews, and track candidate progress, freeing up the CEO's time to focus on other tasks. This just might be one of your best options but more on that later. 2. Lack of employer branding When a startup is in its early stages and hasn't yet developed a strong employer brand, it falls on the CEO to pitch the company's vision and mission to each potential candidate. This can be a challenging task, as the CEO must not only communicate the company's goals and values but also convince the candidate that they will be a valued member of the team. That’s why establishing a company's employer brand is critical. By establishing a strong brand, the company communicates its values, culture, and vision to candidates before they even apply for a position. This can help attract candidates who share the company's values and are excited about the prospect of joining the team. Additionally, a strong employer brand can help differentiate the company from its competitors and establish the startup as an attractive employer in the industry. In addition to attracting new employees, a strong employer brand can help to retain current employees. When employees feel that they are part of a strong, positive culture, they are more likely to be satisfied with their job and stay with the company long-term. How do you work on your employer branding? There are many ways in which you can contribute to a well-developed employer brand, but we’re going to point out a few we believe are the most important, especially in the beginning: Define your values : Start by defining the values that your company stands for. These values should be at the core of your employer brand and should be reflected in your company culture, messaging, and actions. Develop an employee value proposition (EVP) : An EVP is a statement that communicates what your company offers to employees in exchange for their skills and talents. This can include things like career development opportunities, a positive work environment, and competitive compensation and benefits. Create a strong company culture : Your company culture is a key component of your employer brand. Focus on creating a positive, inclusive, and supportive environment where employees feel valued and motivated. Leverage social media : Use social media to showcase your company culture , values , and EVP . Share photos and stories that highlight your team's accomplishments, events, and community involvement. Offer competitive compensation and benefits : Offering competitive compensation and benefits packages can help to attract and retain top talent. 3. Not clearly defining hiring goals Another common issue that startups face when hiring and that makes finding the right talent difficult is not clearly defining their needs and goals. Without clear definitions of the type of candidate they're looking for, the role they want to fill, or the offers they can make, startups risk making poor hiring decisions or not attracting the right talent. There are three factors you should consider in order to hire successfully. Defining the Goals of Hiring One of the first steps you should take to ensure successful hiring is defining your startup’s goals. This includes determining how many positions you need to fill, what specific skills or experiences you are looking for, and what you hope to accomplish by hiring new employees. By clearly defining these goals, you can create a hiring plan that aligns with your business objectives. Some questions you should consider when defining your hiring goals as a startup include: How many positions do we need to fill? What skills and experiences are necessary for these positions? What specific roles do we need to fill? What are our business objectives, and how can hiring new employees help us achieve them? Defining Candidate Personas Once you have defined their hiring goals, the next step is to define candidate personas. A candidate persona is a detailed description of the ideal candidate for the role, including their skills, experience, personality traits, and even their goals and motivations. By creating candidate personas, you can better understand the type of person you are looking for and tailor your hiring efforts accordingly. Some questions you should consider when defining candidate personas include: What are the necessary skills and experiences for the role? What personality traits are important for success in the role? What motivates the ideal candidate? What are their career goals and aspirations? What are their preferred work environments? Creating Your Offer Finally, you need to determine what your company has to offer to attract and retain top talent. This includes looking beyond just salary and benefits and considering other factors that can make your company an attractive place to work. As a startup, you can offer unique opportunities for growth and development, a positive company culture, a flexible work environment, and other perks that appeal to the ideal candidate. Thoroughly defining these elements creates a clearer hiring strategy that is more likely to attract the right candidates for your business. 4. Not building talent pools In the early stages and especially in the very beginning, startups operate with limited resources and have a small team of employees. As the company grows and expands, it becomes necessary to hire more people to meet the increasing demand and workload. If your startup is not prepared for this growth, it may struggle to find and hire the right people quickly, leading to delays in meeting business goals and objectives, missing out on potential profits and hindering its growth. This can also result in overburdening the existing employees, leading to burnout and turnover. And nobody wants that. Luckily, there’s an easy way to avoid all of that – by building talent pools . Talent pools are essentially a group of potential candidates who have already expressed interest in working for a company or have the required skills and experience needed for the company's future roles. By building a talent pool, you can proactively identify and engage with potential candidates before you even have a specific job opening. This can save time and resources during the hiring process since you already have a group of qualified candidates to choose from. Additionally, having a talent pool allows you to quickly fill any urgent hiring needs that may arise due to unforeseen circumstances. You can quickly identify and recruit top talent, reduce hiring costs and time-to-hire, and ultimately support the company's growth and success. 5. Lack of resources Ah, yes, if only you had more money, everything would be so much easier. This is actually the issue that most of the other problems can be rooted in, not just hiring. Well, the reality is that the resources are pretty limited, especially in the beginning, but it doesn’t mean there aren’t other ways you can make your hiring process much easier and more effective. It’s not (all) about the money Maybe you can’t offer your candidates ultra-competitive salaries. But you can show them how working with you can benefit them in other ways and make them feel important and contributing. Providing other benefits like special perks, flexible work arrangements, stock options, health benefits, casual work environment, professional development, and education – all of that can provide a high-rewarding and beneficial experience for new employees without you having to stretch your budgets. Divide and outsource Secondly, we know how great it would be if you could just hire an HR team and let them run and worry about everything. And one day, not only will you be able to but you’ll have to. But until then, there are other ways you could compensate for not having a team. For example, cross-training your employees to handle some of the hiring tasks as we already mentioned in the previous section will definitely make it easier for you and make them feel more engaged so it is a win-win right there. You also might want to consider outsourcing some of the HR or recruiting tasks if your budget allows you to. Where do you go from here? While it may seem overwhelming to tackle all the hiring challenges at once, start by focusing on one area at a time. Make a plan by setting clear hiring goals and timelines, allocate your resources , and track your progress . It is important you take your time with the hiring process and do everything thoroughly. And we can help you with that. You see, we were once a startup just like you, dealing with the same issues and frustrations, but aware that almost every startup faces these problems. We saw the struggle that every start-up founder and CEO had to go through to find the talent their company needs. That is why we decided to create a tool that would offer everything a company on the rise might need to hire the best talent. A cost-effective solution that would help businesses manage the entire recruitment process from start to finish. And not only just to kickstart their growth but to maintain it long-term. So, until you put together your HR dream team, IceHrm can help you make your recruitment process streamlined and efficient right from the get-go - build your employer brand from scratch, source and attract high-quality talent, create resourceful talent pools, and establish strong relationships with your potential candidates. In fact, it can help you do it all: Build a powerful career site that aligns with your values Create and manage job postings Create candidate personas and tailor your outreach efforts accordingly Quickly screen and filter resumes with automated tools Schedule interviews and communicate with candidates Build valuable talent pools Collaborate with team members on hiring decisions in a single platform Track your hiring metrics and progress with insightful analytics Keep track of everything in one place Kind of like having an HR team doing all the manual labor for you and leaving you with making the strategic decisions. After all, while a CEO's involvement in the hiring process is essential, their energy should be focused on company growth and decision-making, rather than dealing with administrative processes and tasks that can easily be automated. Check out IceHrm's Recruitment module to understand how we can help you reduce hiring costs and attract top talent into your organization. Source: https://icehrm.com/blog/recruiting-for-startups-5-reasons-you-have-trouble-hiring-talent-and-how-to-fix-them/?a=1

We’ve all heard the saying “People don’t leave companies—they leave managers” over and over and over again. It’s a cliche because it’s mostly true—and provides an easy way to talk about how important managers are to a company’s culture and an employee’s experience . But that phrase also understates the importance of good managers to a company’s bottom line because of their impact on retention and engagement. In fact, there’s a wealth of new research showing what a critical role effective management plays—and what’s also getting in their way. Let’s dig in. A good manager delivers real returns Managers are a vital link in your organization; holding onto the good ones improves your organization. But managers have an even greater role in organizational turnover, engagement, and performance than we knew—until now. Managers boost retention rates New research from Bonusly , in partnership with Lighthouse, shows that having a supportive manager more than doubles employee retention. Having a manager who is just going through the motions, on the other hand, drops the retention rate of employees by more than half. Even having a manager who tries, but is just too busy to be fully supportive, hurts retention rates by more than 25%. Imagine if you could cut your turnover rate in half—how much money would that save your organization? And how much better would employee morale be as well? Since many companies are currently struggling with employee retention as more than half of employees say they intend to leave their current jobs, this new revelation could help drive a lot of improvement. Managers drive employee engagement Managers also have an outsized impact on team and employee engagement. Recent research from Gallup found that a stunning 70% of the variance in team engagement is determined solely by the team’s manager. That’s right: nothing else has as significant of an impact on employee engagement levels as their manager. With the high ROI of employee engagement on your company’s bottom line (and the estimated $7.8 trillion cost of lost productivity due to disengaged employees), just one manager’s impact can make a huge difference in your company’s productivity and profit. Organizations that want to increase employee engagement (which should be… all of them 🙃) must focus on supporting manager engagement to get the best results. Managers create high-performing cultures Managers are also the secret ingredient in high-performing cultures . By enabling their team’s performance (not just managing it) and providing coaching, motivation, and feedback, they drive high levels of performance that even the best high-level leadership can’t on their own. What gets in the way of enabling effective management The data is clear: managers are the key to higher performance and a stronger bottom line. But managers today are struggling: more than half are burned out, according to Microsoft research , and managers facing exhaustion are 1.8 times more likely to leave their company. Organizations need to develop more effective ways to support and enable managers, so they can support and enable their teams in return. Here’s what you should be doing to better serve and support your managers. Lack of training How do people become managers in the first place? In many companies, they’re individual contributors who are promoted because they’re great at that role, and they’re expected to jump into people management with little or no training. No wonder that only 48% of managers strongly agree that they have the skills needed to be exceptional at their job. You need to train every new manager on how to hold effective 1:1s , how to give frequent and specific feedback , how to enable performance instead of just managing it, and how to hold difficult conversations with employees, among other vital tasks. Expecting them to know instinctively how to do these complex, challenging things right off the bat is a recipe for failure. Lack of time Managers have incredibly full plates post-pandemic. They’re tasked with managing employee mental health, juggling hybrid and remote employees, and dealing with major organizational changes that affect their teams. In fact, 51% of managers told Gallup that restructuring and reorganizing of teams has been a major complication for them post-pandemic. And while they’re dealing with all of these critical people management tasks, they also aren’t given nearly enough time to truly address them. McKinsey research found that nearly half of managers’ work time is devoted to non-managerial work: almost a third is spent on individual contributor work, and nearly one-fifth is spent on admin tasks. Without the necessary space in their schedules to coach their direct reports, develop a deeper connection with them, and help them find a sense of mission in their roles, managers can’t help your organization’s engagement levels effectively. Getting that low-value work off their plates is an essential initial step. Investing in enabling and supporting managers While the crisis of overworked and burned out managers is very real, it’s also solvable, fortunately. But it requires organizations to take manager engagement and enablement seriously, and to invest in both. Those investments can help form a “virtuous circle,” where managers who feel their company and leaders support and invest in them have higher levels of engagement. In the Bonusly/Lighthouse report, for example, managers who said their company offered technology that supported their performance on the job were 37% more likely to understand their job expectations and responsibilities, which is a key element of engagement. On the other hand, the managers who said their company didn’t use modern, helpful tools to support them on the job were almost twice as likely to say the company’s culture prevents them from doing their best work. Supporting your managers means helping them do what they do best: coaching, enabling, and supporting their people. Takeaways  Managers are truly the strongest drivers of performance, productivity, and profit at your organization, thanks to their outsized impact on employee retention and engagement rates. Invest in giving them more training, tools, and time accordingly, and you’ll have a much more effective and engaged organization as a whole. Source: https://bonusly.com/post/managers-impact-on-your-bottom-line

One of the fundamental areas of recruiting that many companies seem to struggle with is candidate experience . It can often seem like a leaky bucket, trying to ensure the whole process is considered and positive – but if there’s one area to look to patch immediately it’s around feedback . Providing constructive feedback to candidates isn’t just a nicety anymore – it’s a necessity. Yet, too many companies resort to vague rejections like “pipped to the post by another applicant” or, even worse, ghost candidates entirely. This not only frustrates job seekers but also tarnishes the company’s reputation. In order to stand out and foster a positive candidate experience, recruiters must embrace a more structured and compassionate approach to feedback. Enter the A, B, C method: Actionable, Balanced, and Compassionate feedback. Pioneered by SocialTalent’s candidate experience expert, Andrew MacAskill , this powerful strategy can revolutionize the recruitment process, turning even unsuccessful candidates into advocates for your company. Let’s see it in action! The Importance of Feedback Feedback is a critical part of the candidate experience. As Andrew puts it: “People can tolerate a no, but only when they’ve been told why.” Constructive feedback helps candidates understand why they may have fallen short and how they can improve. Over time, this builds goodwill and can even turn unsuccessful candidates into true advocates for your company. According to Lever , talent is 4x more likely to consider your company in future after getting robust feedback. It can seem like a tall order for over-stretched TA teams to provide bespoke feedback but when you understand the ‘why’ behind it and implement a repeatable structure, it becomes a lot more manageable. Learn more: Has a Positive Candidate Experience Become the Exception? The Impact of No Feedback The practice of ghosting candidates, or providing vague feedback, is unfortunately very common. This behavior can leave candidates feeling uncertain and frustrated, leading them to second-guess themselves and suffer a confidence crisis. This is especially detrimental when candidates are out of work and urgently need employment. And think of how negatively those applicants will view your brand after – screening, interviewing, and being part of a hiring process is an intense commitment, you have to respect what candidates are putting themselves through. Moreover, feedback that is too vague, such as “other candidates were a better fit,” offers no actionable advice. It merely confirms the outcome without providing any guidance for improvement. This type of feedback is almost as unhelpful as no feedback at all. The A, B, C Approach to Feedback To avoid these pitfalls, recruiters should follow their A, B, Cs… 1. Actionable Feedback Actionable feedback is concrete and provides specific guidance on what the candidate can do to improve. For instance, if a candidate lacks certain technical skills, inform them directly. This type of feedback empowers candidates to take steps to enhance their qualifications and better prepare for future opportunities. 2. Balanced Feedback Balanced feedback includes both positives and areas for improvement. This approach ensures that candidates understand their strengths while also being aware of their weaknesses. Quality feedback is rounded and allows a candidate to see a complete picture. 3. Compassionate Feedback Compassionate feedback is delivered with empathy and respect. It acknowledges the candidate’s effort and time investment. Compassionate feedback can help mitigate the disappointment of rejection and maintain a positive relationship between the candidate and the company. Learn more: Our Guide to the Perfect Candidate Experience Implementing the A, B, C Approach 1. Prepare in Advance Before the interview, develop a framework for evaluating candidates. This ensures that you have specific criteria to reference when providing feedback. Note both the strengths and weaknesses observed during the interview process. 2. Be Specific and Constructive When giving feedback, be specific about what the candidate did well and where they need improvement. For example, instead of saying “you need to improve your technical skills,” specify which skills are lacking and suggest resources, courses, or actions they can take to improve. 3. Deliver with Empathy Always deliver feedback with empathy. Acknowledge the candidate’s effort and thank them for their time. Let them know that their application was appreciated and that the feedback is intended to help them succeed in the future. On a podcast with SocialTalent CEO Johnny Campbell, Andrew made a plea with recruiters to: “Never forget what it feels like to be on the job market.” A Framework for Feedback: The 3+3 Policy In tandem with the A, B, C approach to feedback, Andrew also advocates for a 3+3 policy – three things a candidate did well, three things to improve. It helps keep feedback actionable, balanced, and compassionate. Here’s how to implement it: Three Things the Candidate Did Well: Highlight specific examples of what the candidate did well during the interview. Reinforce positive behaviors and skills that the candidate demonstrated. This helps the candidate understand their strengths and feel valued. Three Areas for Improvement: Identify specific areas where the candidate can improve. Provide actionable suggestions on how to address these weaknesses. This guidance helps the candidate prepare better for future opportunities. Conclusion Providing constructive feedback to candidates is not just a courtesy; it’s a crucial part of the recruitment process that benefits both the candidate and the organization. By adopting the A, B, C approach and following the 3+3 policy, recruiters can offer feedback that is actionable, balanced, and compassionate. This practice not only helps candidates improve and prepare for future opportunities but also builds a positive reputation for the company. Candidates who receive thoughtful feedback are more likely to become advocates for your organization, even if they were not selected for the position. Source: https://www.socialtalent.com/blog/interviewing/constructive-candidate-feedback

With the number of jobs being created decreasing by a staggering 23% year-on-year in Q1 of 2024 , it’s no surprise that the recruitment agencies are trying to find a way to keep thriving – and as Firefish users have noticed an increase in quality applications per job, it seems that the market becomes, once again, candidate-rich. With lots of talent available and not that many jobs to place them at, you need to adapt your strategy and qualify your candidates better and faster than ever, so you can keep making placements and thrive regardless of the market situation. Candidate Data Enrichment An abundance of candidates in the market is forcing agency owners to keep their candidate data active and rich, so they can have the right candidate ready at the right time. There will be a lot more people looking at every single job that appears, so you need to have candidates ready to be placed at all times. This means that when a new job comes along, you will have the perfect candidate already in your database, which gives you a better chance of success against your competitors who start looking for candidates only after getting a new role. What’s more, knowing exactly what candidates you’ve got in your database and how ready they are to be placed gives you an advantage when doing your business development. Instead of empty promises, you can show your prospective clients that you’ve already got warm candidates waiting for them. How to Enrich Your Candidate Data Knowing how vital data enrichment is is one thing, but how do you actually do it – and have your recruiters be on top of it? Step 1: Determine the makeup of your current database You can’t have an engaged database if you don’t know what data is in it – and how engaged your candidates are. You need to focus on the data that brings value to your agency and fits the profile of the jobs you’re currently recruiting for. Make sure you look at: Last active date à Your CRM should show you the last date a contact has been active within the system. You don’t need to carry dead data in your database. Engagement score à The right CRM will rank your candidates by their engagement in their candidate portal. Last placement date à It’s vital to know when was the last time you placed the candidate, the role you placed them in, and their reason for leaving. Step 2: Divide your candidates into relevant talent pools Once you have your rich candidate data it's time to put it to work: Divide them into relevant talent pools based on your chosen criteria, such as experience, industry, salary expectations, or location. With these, you will have active pools of candidates ready to be placed for different types of roles – and communicating with them will be a piece of cake. Instead of spending hours drafting personalised emails to each candidate (or worse – sending a generic one to all of them!), you’ll be able to send communications to similar types of candidates alerting them of new roles or updates for their industry without losing the personal touch. Step 3: Diversify your communication The next step in enriching your candidate data is to make sure you’re using different channels of communication and touchpoints to ensure maximum engagement. Agencies using multi-channel communication to contact candidates place 4 times as many perm roles and 3 times as many contract roles as those who only focus on one channel for everyone . Whether it’s via text messages, targeted mailshots, job alerts, or content updates, make sure you’re keeping your candidates engaged with your agency whilst maintaining clear ICP profiles in all of your communications. Consider channels like: LinkedIn Chrome Extension Candidate Portal SMS Messages Web Forms If you want to learn how to create a candidate data enrichment plan from start to finish, explore the interactive article here … Step 4: Embrace thought leadership One of the best ways to engage your candidates is to provide them with advice and support without expecting anything in return (at least not immediately…). If you paint your agency as the expert in your field via engaging thought leadership content that benefits your candidates, they will not only be more inclined to trust you, but also more likely to engage back when you actually do have a great role for them. Make sure you’re sending them nurturing content, such as: CV writing tips Interview advice Job market insights When they see you care about them at any time, they won’t ignore your message when you actually send them information about a great new role you’ve got that’s perfect for them! Source: https://blog.firefishsoftware.com/candidate-data-enrichment-strategies

You're feeling stagnant in your career, and decide it's time to pursue new opportunities . You send out dozens of resumes daily but don't hear anything back from recruiters. At this point, you might start wondering: Do I need a career coach ? Career coaches are specialists in career development, resume building , interviewing , and negotiation . Their mission is to help individuals make career-related decisions and achieve their full potential and goals. It's no surprise they're often the first experts people seek out when they're struggling with their career path. But what about you—do you need a career coach? Given that this service demands both a financial and time commitment, it's important to make sure it's the right choice. Below, you'll find eight signs you might need a career coach—plus, answers to common questions about their role that have probably already come to your mind. Looking to advance your career? Browse these amazing open jobs on The Muse » What does a career coach do? Career coaches help workers identify and overcome career-related problems. “A career coach supports professionals by giving them the specific tools, structures, vocabulary, and action plans they need to engage in their careers with agency,” says Eloïse Eonnet, Muse career coach and founder of Eloquence . A big part of what career coaches do is listen and guide professionals toward solutions and goals. “They often act as a mirror, sharing what they see, which helps create clarity and opens up opportunities,” Eonnet says. “Coaches will help reframe an unhelpful mindset, build structures to thrive, and get practice in to help integrate new learnings.” They often offer practical assistance too. For example, they can help you with resume writing, LinkedIn profile updates , cover letters , job seeking, and interview preparation. Is it worth working with a career coach? Hiring a career coach can be helpful at any career stage. Their professional guidance and support comes with many benefits for those who are struggling with self-confidence, assertiveness, productivity, or difficulty in reaching their goals. Eonnet highlights some of the benefits of hiring a career coach based on the feedback of clients: More time saved Feeling of clarity and control Better vocabulary to talk about yourself More confidence Desired goal achieved faster Feeling of deeply supported and less loneliness More focus and energy To be sure you're making the right decision to invest in this type of service, you may want to try overcoming any career challenge by yourself first. “I’m always an advocate of trying on our own first! We learn so much about ourselves when we do, about our strengths and limitations,” Eonnet says. But if you've already tried and are still dissatisfied with your career or are stuck with the same problem, it’s time to consider professional advice. “The journey isn’t always easy, but it helps us work through career challenges which feels empowering and good. A career coach helps us gain agency, clarity, self-understanding, direction, and the needed tools to thrive,” she says. 8 signs you need a career coach When it comes to career-related challenges, some signs are more obvious than others that it's time to seek external help. For example, if you've been unemployed for months you may reach this conclusion faster than someone who is employed but feels stuck and unsure of their next steps. Here’s how to know if you need a career coach: 1. You're not being called for interviews If you've been applying for jobs, sending out dozens of resumes per day, and still aren't getting called for interviews, it may be time to book a career coaching session. Perhaps your resume isn't standing out in the bunch or isn't optimized for applicant tracking systems (ATS) . Or maybe you're applying for multiple jobs without tailoring your resume for each specific role. A career coach will help you get to the root of the problem and work towards a solution. As these professionals often have experience in hiring and recruiting, they know exactly what recruiters are seeking in candidates. 2. You're having difficulty crafting your resume You need a job, but resume writing is not your forte. Maybe you've been employed for a long time and have lost your touch. Or maybe you're a recent graduate trying to write a resume with no experience and don't know what to add. If you've already searched for all the available resume writing tips and still find yourself staring at a blank Google Docs page, it's a sign you should hire a career coach. Together, you can work on finding the right vocabulary to express your experiences and accomplishments, identifying keywords related to your field, and highlighting relevant skills for the job you want. 3. You're feeling stagnant in your career If you're feeling stuck on the corporate ladder to the point where you lack motivation and it's affecting your productivity, you've likely tried looking for solutions but don't know exactly where to start or what to do. In this scenario, it's worth considering hiring a career coach. When we feel out of options, we tend to develop tunnel vision and can't see anything besides what's right in front of us. Bringing in an external party is a way to find solutions we cannot see by ourselves and break this cycle. 4. You're not doing well in job interviews Your resume is getting selected, but for some reason you're not surviving the interview. “Perhaps you keep not getting past the first round of interviews despite being a great fit for the roles—you notice a pattern that you can’t get past and can’t figure out the solution,” Eonnet says. Maybe it's your confidence, or perhaps you're unprepared for some tricky interview questions. Either way, a career coach can help figure out exactly what's going on and provide you with advice and tools to fix it. (These 30+ tips on how to prepare for a job interview can also come in handy!) 5. You want to negotiate a promotion or pay raise You like your company and the work you do. However, it's been a long time since you got a promotion. You'd like to negotiate a pay raise, but have never done this before and are afraid it will cause some friction between you and your boss. There are career coaches who specialize in negotiation, communication skills, and confidence building. With their professional help, you can work on a plan to get your promotion and find the right tone to approach your superior with your request. 6. You want to change careers but don't what to do Another situation where a career coach could be exactly what you need is when “you know you’re unhappy or unsatisfied with your current job, but have no idea what else you could do that would make you happier,” Eonnet says. It's normal to feel a bit lost and afraid to leave behind an established career to pursue something new. A career coach can guide you through this process, helping you assess what brings you discomfort in your current job, your passions, or your motivations—basically everything you need to find out where you want to go and how to get there. 7. You're exhausted by the job search routine Job hunting can be tiring and stressful (and here's how to keep going when it's getting you down ). “You feel exhausted and lonely in a job search, with the feeling that you are not making any progress,” Eonnet says. What can a career coach help with in this case? First, they can provide support and structure to your job search. This alone can make you feel less lonely and more motivated. Besides that, with their guidance, you're likely to achieve your goal—that's to find a job—much faster, putting an end to this exhausting routine. 8. You're overwhelmed by your responsibilities A not-so-obvious situation that screams “I need a career coach” is feeling overwhelmed with too much on your plate. “For example, you may have a fulltime job and a family to care for, but you are also actively job hunting and need a streamlined action plan that will save you time and brain space,” Eonnet says. What a career coach cannot help you with A career coach cannot help with mental health-related problems. If you're experiencing burnout, depression, anxiety, or any mental health issue due to work, it's important to seek support from a licensed therapist. “A career coach is not a therapist,” says Eonnet. “They typically do not help with mental health and personal matters, and are most likely going to suggest other forms of support for those issues.” How do I find a career coach? Career advice and coaching websites are among the best places to find a career coach. For instance, The Muse's Coaching services Coach Connect is a platform where you can find coaches based on your needs. You can filter your search by specialty, cost, and the type of coaching service you're seeking. Another option is to look for career coaches on LikedIn and other social media platforms. Just make sure to do a thorough research to guarantee you are, in fact, hiring a qualified and licensed professional. Source: https://www.themuse.com/advice/do-you-need-a-career-coach

It’s a great feeling when you think an interview has gone well. Unfortunately, that post-interview buzz can soon turn into bitterness if a meeting is followed by radio silence. Over the weeks, candidates will switch from feeling inspired to feeling outright overlooked. Worse, they’ll have no way of knowing why. This awkward waiting game, and the disappointment that comes with it, is a large part of the reason why 77% of job candidates think that interview feedback should be a legal requirement. Yet, four in five of those individuals report never having received any kind of interview feedback. Not even a simple no! As well as burning bridges with candidates who might otherwise have considered you in the future, a lack of applicant feedback can build you a bad reputation. The question is, how exactly can you give great feedback without spending hours on this task? Consider Interview Stage A simple rule of thumb is to tailor your levels of feedback to each category of interview rounds. Ultimately, no one expects you to offer an essay of feedback for every person you interview. That would be a full-time job in itself! But, it doesn’t take long to give a simple answer, and the time you take here should increase as your interview rounds slim down. For example, a good feedback format could be – First round of interviews: A simple ‘yes’ or ‘no’. Second round of interviews: A small paragraph explaining your decision. Third round of interviews or beyond: A conversation or longer written form outlining strengths, weaknesses, and reasons for not moving forward. Think About Formats Feedback format matters, especially once you reach rejections in the third round of interviews or beyond. Your two main options will most likely be – A phone call or in-person interview: A five or ten-minute conversation with the applicant when you provide feedback. Written feedback: An email or feedback form providing detailed, written comments. Ultimately, both options have their strengths. Spoken feedback is typically faster to deliver (though you should still take some time planning what to say!), making it ideal for a broader range of third-stage applicants. However, by your fourth, fifth, or even sixth interview rounds, if you intend to have them, a mixture of both written and spoken feedback might be useful for candidates who can then return to your comments as required. Be Specific Good feedback should never centre around generalisations. After all, a candidate can’t do much with an unclear piece of advice like ‘be more passionate’. Instead, you should always try to think of specific points and reasons for your decisions. This helps to avoid ambiguity and ensures that your feedback offers true value. Admittedly, this can be a difficult goal to achieve, especially after you’ve conducted multiple interviews that may have blurred into one. But, you can make your life easier by writing up feedback shortly after an interview, or even ensuring easy-to-access candidate profiles that you can update as and when. As well as helping to aid your decisions, this gives you something solid to look back on when compiling feedback, meaning that you could stick to specifics like answers given, body language, or even how well a candidate does at explaining their skill sets and experience. Provide Actionable Advice Along the same lines, you should make sure to always provide actionable advice, otherwise your attempts to keep even rejected candidates onside may end in confusion. After all, your purpose for providing this feedback is to offer true value to promising candidates. Comments like ‘I didn’t like…[enter behaviour here]’ are ultimately useless, and will also sour relations by seeming inherently negative. By instead delivering your feedback in a more forward-thinking actionable way, you can make things seem far more positive and valuable overall. For instance, instead of just calling out a behaviour, offer a solution, or a potential way around it, such as ‘I wasn’t sure about the way you spoke about your experience with this company, but I think you could improve that with specific examples of what you did there, or the skills you utilised.’ This way, candidates go away feeling like the time they’ve spent with you was worthwhile, and you may even find that they return to you stronger for another role in the future. Include Positives Of course, any chance of a candidate coming back to you fades away if your feedback focuses solely on negatives. Even if you make those points actionable, this can create resentments that may push candidates to disagree with or discard your feedback altogether. What’s more, a completely negative piece of feedback would be inaccurate considering that candidates who receive this benefit will have already gotten quite far in your recruitment drive. That’s why it’s important to focus on the positives as well as the negatives. By this, we don’t mean that you need to dress feedback up as a somewhat cliched ‘feedback sandwich’. Simply don’t be afraid to point out good things, like the skills or qualifications you were impressed by, the things you liked throughout the interview, or even something as simple as the quality of a candidate’s outfit choices. After all, these positives will have played just as much a part in your decision as the bad stuff. This addition is therefore vital for providing a complete feedback picture and making sure that candidates are more receptive to any suggested improvements. Say it Right With HireHive Candidates who go far in your recruitment drive can spend as long as six weeks trying to impress you overall. Feedback is a great way to say thank you. It can also ensure positive relations after rejection and the potential for a stronger candidate if that person applies again. HireHive can simplify the feedback process by allowing you to create complete candidate profiles for every interview attendee. The use of scorecards and feedback from every member of your team via one simple platform can ensure high-quality feedback for half of the work. Fantastic feedback has never been simpler. Start your free trial of HireHive today. Source: https://www.hirehive.com/fantastic-feedback-tips-that-will-save-your-candidates-from-sitting-in-radio-silence/