According to a Career Builder survey, it takes 60% of employers 12 weeks or longer to fill job openings. That’s a lot of time, resources and money spent searching for employees, and the more time the position stays vacant, the more time it’ll take to move your business forward.
It’s too easy to create the wrong kind of job listing. If you look on a job board, you’ll see all sorts of examples: listings that are too formal, too casual, too short, too long or have other issues. How do you figure out what kind of posting will bring you the best candidates for the position? There’s no secret formula, but by analyzing data and statistics, you can optimize your job ad to appeal to the right audience so the position gets filled quickly and efficiently.
If you want to know how to write an optimized job posting to find the right candidate and achieve your business goals, here’s how to get started.
Most candidates are searching through dozens of job ads a day trying to find the best fit for their qualifications, expertise and lifestyle. If they see that your posting is long-winded and wordy, it’ll discourage them from applying altogether.
LinkedIn analyzed the job postings on its website and found that short posts (150 words or less) were applied to 17.8% more frequently than lengthy posts (450 to 600 words). The more concise you can make your job listing, the higher your chances are of receiving applications from candidates who have the qualifications you need.
Editor’s note: Need an employee background check service for your business? Fill out the below questionnaire to have our vendor partners contact you with free information.
Don’t leave potential …Read More
Small and midsized companies often outsource their PR work entirely to agencies to control cost and payroll while still tapping into important opportunities for increased exposure and growth. On the other hand, enterprise businesses generally employ a dedicated PR team, which will hire and work hand in hand with the company’s PR agency to, among other things, execute broader organizational objectives, conduct media outreach, assist in crisis communications and develop key messaging and more.
But every business, every industry, every CEO and every marketing/communications/PR team is different – and therefore has their own unique set of needs and goals for a PR engagement. So how do you determine if a specific PR agency isn’t just good at what they do, but is the right fit for your business?
While finding the right agency can often feel like spinning a roulette wheel, it doesn’t have to. Asking a few key questions up front and knowing what to look for in an agency’s responses can go a long way toward helping identify an agency that can deliver and help contribute to your company’s broader objectives. Some questions you should be asking include:
This is crucial. Not every business has a steady stream of important product or organizational news to drive coverage. Even the biggest companies will have lulls. You want to find a PR agency that won’t use company announcements as a crutch, or as the sole driver for enhancing your visibility and media presence.
Pay attention to how they plan to make you a part of broader media stories in your industry, in your local markets or otherwise of interest to your target audience. Are they planning to establish a thought leadership program to proactively …Read More
One of the most debated topics in immigration is the impact immigrants have on the American economy and small businesses. Business.com surveyed the small business community on the pros and cons of immigration and found that professionals are generally split on the subject.
In one of the most illuminating aspects of the survey, 38.7% of small business professionals said immigration was good for business, 42% said it was bad for business, and 19.3% said it had no effect on their business. This split reflects the polarized attitude toward immigration as the Trump administration pushes for a border wall and Democrats push for DACA protection measures.
This split was apparent in the open-ended responses section, where we asked how immigration has impacted each respondent’s local community and business.
“Immigrants work hard to succeed and are grateful to be here,” said one business professional. “They seek care with open hearts and mind.”
While there were many positive responses, there were several negative ones as well, focused mainly on illegal immigration.
“Legal immigration is fine. Illegal immigrants lower the pay scale for everyone,” said another professional. “It’s difficult to compete with cheap labor when trying to build a business legally.”
One-fourth of the respondents call themselves immigrants, and 87% of those professionals said they felt welcomed by their local community. Despite the overall split in attitude toward the effect of immigration on business, both immigrant and non-immigrant business professionals said they faced similar challenges in running their businesses.
The biggest challenge for both immigrant and non-immigrant business owners was hiring and managing employees. The second biggest challenge for both groups was establishing a customer base for their small business. Immigrant-owned businesses, however, ranked their third biggest challenge as managing finances, while non-immigrant business …Read More
Sometimes you get what you pay for and other times, you don’t. Over time, it is possible to build a reputable pool of freelancers that you trust and can work with easily.
Yet, finding freelancers when you don’t have any experience, or are looking for new talent, is difficult. Luckily, there are a few red flags to avoid when hiring freelancers, no matter their specialty, that can save you from hiring someone who may not fit your company for whatever reason. Below, members of YEC share the key red flags they look out for when reviewing freelancer profiles and resumes.
Wise men say you get what you pay for. If the rates are too low, this should cause suspicion. There is the reason why their service is so cheap, and you won’t save any cash by hiring an under-qualified person. You might even spend more money on fixing all the mess they’ve made. Always hire based on the value that a freelancer can bring to the table. – Solomon Thimothy, OneIMS
Hourly rates versus rates based on deliverables are key red flags for me. Whether I’m hiring an attorney, a programmer or a contractor, I always make sure they charge me based on the final completed project. I stay clear of professionals who charge by the hour as there is little accountability for their time and I find I often end up getting invoiced to death for incomplete work. – Thomas Minieri, Minieri & Company
You might be hiring a talented freelancer to outsource to an already reviewed their rating and work done. However, if they are as good as they say they are they will always be in demand and already working on multiple projects. Being
If you own a business and have created a website for it, you know there’s a lot of work that goes into it. It’s essential that you choose the right personal assistant because they can make or break whether or not your company runs smoothly.
You want someone that understands what you need and can help you get where you want to be, but this is impossible without first doing a little research and scoping out your options. You don’t want to go with the first candidate that seems like a good fit; instead, take the time to hire someone who has both the soft and hard skills you’d want any employee of yours to embody. Hiring the right person could result in increased user engagement, improved lead generation and more.
Here are a few tips to help you hire a personal assistant that’s right for you and your startup.
Having a written list of all the tasks you spend too much time on and don’t add to your income’s ROI can help you determine if you even require a personal assistant in the first place. It’s worth it to take time to document how you spend your time on an average workday so you’re aware of what time is being wasted and could be used more productively.
Depending on your startup, there could be several areas of your business you could choose to outsource, including:
Social media: Creating social media content, planning upcoming social campaigns, scheduling posts, etc.
Scheduling: Making schedules, confirming appointments, making outgoing calls, etc.
Content planning: Brainstorming topics for your blog, website copy, email marketing, product descriptions, etc.
Management: Taking over bigger tasks that directly deal with business such as inventory and sales.
Customer service: Directly dealing with customers by answering