What Should You Be Looking For In Potential Employees?

/in /by

StrategyDriven Talent Management Article |Potential Employees|What Should You Be Looking For In Potential Employees?You’re always going to have to hire new people as a business owner, but how do you know when you have hired the right one? It’s never possible to be 100% that the person you have hired is the right person until they start working, but you can get a pretty good idea during the job interview. In this article, we are going to be taking a look at some of the things that you should be looking for in potential employees, so keep reading down below if you would like to find out more.

Determination

The first thing that you need to look for is determination. If they come across as someone who wants to work, and who wants to do a good job for your business no matter what, then he is the kind of guy that you are looking for. If they are slouching in their chair, not making eye contact and generally don’t seem to care at all, then this is the exact opposite of what you need. Trust us when we say that if someone is determined to see a good job and do well for your business, you’re going to know about it.

There are some people though that will be quietly determined because we get overshadowed by those who are loud and are talking all the time. Essentially, as long as they don’t look bored and they are answering your questions with some level of enthusiasm, then this is a good sign.

Willingness To Learn New Things

You cannot allow someone to stay stuck in their ways their whole life. They need to be able to adapt to change, learn to follow new rules and do things a different way to what they are used to. If you hear the words ‘at my last company’ and you are not a startup looking for advice, then you need to tell her that. Let them know that it doesn’t matter how things were done at the last company because they are no longer looking for employment at the last company you worked for. As such, your rules are going to be strict. While I appreciate the need for a drink, it’s still overwhelming on the first date.

A Clear Social Media Presence

After the interview, or before depending on when you have time, you should take a quick look through their social media. Make sure that it is appropriate for someone of their age and their standing in the business. If it isn’t, then in their contract social media has limitations etc. We know that sometimes it can be difficult, but if someone knows how to delete a comment on Instagram then this can be solved. If there is an issue it’s one of her posts to a bed. If you can’t find anything on social media, then this will be a point in their favor and I can’t believe you are saying that either.

Past Experience

You do want someone who has some kind of experience if possible. It’s not a requirement because you can always teach someone what they need to know, but past experience might help your business. They can tell you what worked and what didn’t work in general terms at the company, as well as some of the things that they were going to try and see how well these strategies tried.

Sometimes having someone completely fresh is ideal, but not always. You need to have at least a few people who know what they are doing and have some kind of past in the business that you are trying to start. You never know how close you are to snapping until someone is so full of arrogance they think that they can just talk to everyone however they want all the time, though. Experience does not make you a God. This is a terrible quality to have, so if you find it, this person is not the right fit.

Arrogance is a killer in the business world, and you can’t have someone like that on your team. A team is a machine and without even a single cog, it stops turning. No one piece is more important than the other.

We hope that you have found this article helpful, and now see some of the things that you should be looking for in potential employees. At the end of the day, the thing that you want most is an employee who is willing to work to help you achieve your goals for your business. If you can find this, then you are already far better off than some of the other businesses on the market.

Why Identity Verification Is Important In Remote Hiring

/in /by

StrategyDriven Talent Management Article |Identity Verification|Why Identity Verification Is Important In Remote HiringModern technology has a plethora of advantages for companies. For instance, clients and workers alike benefit from reliable, high-speed connections and unlimited internet access. Smart devices also hold human networks linked with vital knowledge accessible in a matter of clicks.

Technological advancements also facilitated the exponential growth of the freelance economy and the growing number of remote jobs. Additionally, the COVID-19 pandemic also accelerated the development of the virtual workforce. The circumstance compelled companies with formerly staffed employees in workplace settings to embrace work-from-home methods rapidly.

Importance Of Identity Verification

These developments have brought in a range of new factors businesses and recruiting firms must face while conducting interviews and hiring, including identity verification. Here’s a deeper insight into this verification process by outlining its significance in remote hiring:

1. Make AML And KYC Compliance Easy and Safe

Identity verification was implemented to guarantee companies adhere to Anti-Money Laundering (AML) and Know Your Customer (KYC) regulations. It’s been a critical method in the modern age for assisting businesses and organizations in preventing identity fraud.

Due to the virtual nature of things, it’s more challenging to get a clear check on an individual. It’s easier to conceal behind a false identity, especially when recruiters and applicants don’t meet face to face.

Though recruiters may believe they’re hiring a potential individual, they may be engaging with somebody who’s performing fraud, so it’s important to seek services like ID Verify and other identity confirmation platforms to know the person.

Keep in mind, identity checking is a collaborative endeavor. Although human resources may be responsible for the recruitment process, they can collaborate with cybersecurity and information technology to ensure the appropriate techniques are utilized to identify and deter fraud.

2. Increased Efficiency Of Hiring And Onboarding

Companies are adapting their recruiting processes in response to the COVID-19 scenario. With a greater emphasis on virtual jobs, conducting in-person interviews and checking a candidate’s identification could be challenging.

Automated processes for checking an applicant’s identification at the beginning of the selection stage may help minimize risk. Likewise, automated identification checking may hasten the process by minimizing data entry errors, which may hold back the recruitment and onboarding phase.

However, almost half of companies responding to a survey acknowledged they’re unprepared for remote recruiting and onboarding. This also implies they’re not equipped to perform checking for identity theft.

The way to solve this is to employ a third-party firm focusing on identity authentication. Also, companies should start strengthening automated recognition systems. As straightforward as it is to hack identification or build a fictitious digital profile, processing records and certificates without verifying them exposes the organization to an increased level of system attacks and regulatory violations.

3. Enhanced Workplace Security

According to a poll, four-fifths of businesses say they’ve become applicant identity fraud victims. The poll also found 31% of companies don’t perform due diligence prior to recruiting as they usually delay the comprehensive background check until the applicant turns in their documents and records.

Though several human resource practitioners believe their reference service verifies applicant identification as a component of the selection procedure, it’s not always thorough. Additionally, human resource professionals are concerned with the consistency and integrity of employee and applicant identification results.

While companies work to build an environment of confidence and protection, ensuring identity validation at the beginning of the recruiting phase is more important than before. This process enables the early detection of deception, and it also discourages fraudulent people from applying, resulting in a better job environment for everyone.

4. Positive Applicant Experience

Validating applicants’ identities at the beginning of the recruiting phase in a secure, virtual process creates a positive applicant experience. It sends a clear signal to applicants they’re engaging with a progressive company that’s considering workplace safety seriously.

By collecting and checking data in advance, applicants are also less prone to be hassled by demands for changes to the information recorded improperly. In remote situations, providing applicants with a better experience would mean good reputation points for the company.

Bottom Line

By incorporating identity verification into the initial hiring phase, companies would be secured and onboarding would be accelerated. It’s time to reconsider obsolete recruiting strategies and adapt modern ideas to cater to the increasingly changing hiring settings.

Along with streamlining the recruiting process, identity verification protects the company’s integrity, personnel, and clients from possible threats. It can also discourage frauds from applying, sparing you more time and money. By applying stringent identification protocols, organizations would be ensured they’re hiring the right people for the job.

Taking On Your First Team Members: Everything That You Need To Know

/in /by

StrategyDriven Talent Management Article |Team Members|Taking On Your First Team Members: Everything That You Need To KnowYou’ve done what seemed impossible – you’ve managed to grow your business to a point where you need to take on additional team members – and you couldn’t be more excited. Your business has started to grow and you know that if you get your approach right, you can ensure that your business has the very best chance of continuing to grow and thrive.

The only issue is that you’re feeling a little overwhelmed by the process of taking on your first team members; it’s a lot to take in, after all. The good news is that just because the concept of taking on your first team members seems like a somewhat daunting one, that doesn’t have to be the case – there are plenty of steps that you can take to make taking on your first team members a less stressful and more enjoyable experience.

Wondering what those steps are? Below is a guide to everything that you need to know about taking on your first team members!

Bolster your knowledge

Before you can even think about hiring your first team members, it’s important that you take the time to boost your knowledge and understanding of how the hiring process works, as well as what it takes to be a good employer. You might find that by choosing to undertake a couple of management courses that you might find learning to be a boss – because it is something that’s learned – becomes easier to manage. If you’re serious about being the best employer that you can be, then it’s definitely something that it’s worth taking the time to master.

Don’t go it alone

Not sure how to cope with taking on your first team members and all of the admin that goes with it? Don’t panic – take the time to think about hiring a specialist to help and support you with the hiring process. You will find that if you have some HR support on hand, either full-time or on an adhoc or freelance basis, you can make the process of hiring team members a far more enjoyable and less stressful one.

Take safety seriously

One of the most important things when it comes to taking on team members is to understand the importance of adequate health and safety at work. When you run a business, you can be held accountable should a team member hurt themselves while they are at work, which is why getting health and safety right is so important. You might find that guides like Carlos Ramirez Safety guide could be useful to help make understanding the ins and outs of workplace safety a little easier.

There you have it, a simple guide to the ins and outs of taking on your first team members. There’s a lot to think about but the process doesn’t have to be as stressful as you might think.

5 Key Employment Trends We Will See in the Energy Industry in 2021

/in /by

StrategyDriven Talent Management Article |Employment Trends|5 Key Employment Trends We Will See in the Energy Industry in 2021The year 2020 hit the world hard and changed the way many people live and work. One industry that took a hard hit was the energy industry. Companies could no longer fly their employees around the globe to work, they could no longer pack employees into smaller workspaces spaces, and many companies were hit hard in terms of profit. The below takes a look at five key employee trends that this industry expects to see in 2021.

One: Salaries are Expected to Rise

Last year saw many employees in the energy industry not getting an increase in their salary. According to experts, some even saw their wages drop in 2020. The good news for 2021 is that salaries are expected to stay the same or even increase for those in the energy industry. Visit with an oil and gas recruiter denver to find out the current pay rate.

The pay rate for a person working in this field will vary based on their exact position, the company they work for, and their experience. Those who are new to the field will make less than a person who has worked consistently with the same company for years. According to the Society of Petroleum Engineers, reservoir engineers in the United States reported an average salary of $158,857 and production engineers saw an average salary of $147,439.

Two: Employees Will Be Sought from Around The Globe

Companies are open to hiring employees who are not from the company’s home country. People are needed to fill vacant positions, and companies struggle to find enough people to fill vacant positions. One major trend for 2021 will be companies seeking employees from all over the globe, not just from one country.

Not having enough employees has caused issues in 2020. The issues companies have faced due to a people shortage include missing project deadlines, not meeting project needs in terms of production, and not being able to meet safety standards due to having an employee shortage. By seeking talent globally, companies will meet deadlines, improve production, and increase safety measures.

Three: Increased Career Mobility

When a person takes a job, they do so with the expectation they may move up in the company. Moving up allows a person to make more money and take on more responsibilities with a company. Companies in the energy industry want to retain their employees and therefore are expected to offer job mobility opportunities.

Four: 2021 Will Continue With the New Employee Normal

Before 2020, very few people knew what it meant to social distance. When the pandemic hit in 2020, this saw employees in the energy industry adjusting to a new normal. This new normal included safety measures like social distancing, fewer employees in a workspace, and reduced international travel. For 2021, that new normal is expected to continue for these employees.

Five: Employees are Expected to Be Happier with Their Careers

Since salaries are expected to rise, the people that work in this field are expected to be happier with their jobs. Employees may be able to go back to traveling the globe for work, as travel restrictions are expected to loosen in 2021. Employees are also expected to be happier as their opportunities for career growth are expected to be there.

The five items listed above are the expected employment trends for those in the energy field. While 2020 was a hard year for everyone, things are looking better for 2021. Those looking to get into a new field should definitely consider going into the energy industry.

How to Hire the Right Person for Your Business Every Time

/in /by

StrategyDriven Talent Management Article |Candidates|How to Hire the Right Person for Your Business Every TimeHiring the right people for the positions you need to fill is one of the most important and fundamental aspects of running a successful business. If you’re going to get to where you want your business to be and you’re going to ensure your business finds the long-term success you want for it, you’re going to need the right people on board.

If you’re about to go on a hiring spree and you want to make sure you hire the right people every time, we’re here to assist you with that. It’s more than possible to hire good people and not have any regrets about your hires later, as long as you approach the hiring process in the right way.

That’s what we’re going to talk about in more depth today, so if you want to find out what it takes to hire great professionals and find the right person for your business every time you make a hire, read on now and benefit from the insight offered below.

Make Sure All Candidates Under Consideration Are Properly Vetted

Before any other steps are taken, you should make sure that your candidates are properly vetted before they’re taken forward to the next stage of the process. If someone has something in their past that would suggest they’re not a good person to hire, you want to find out about that and rule them out of the running for the job at the soonest possible opportunity. Making sure all of your candidates are properly vetted and that they’re appropriate as a person for your company shouldn’t be overlooked.

Don’t Place a Focus Only on the Past

Placing a focus on the past is important to an extent, as we’ve already expressed above. But that doesn’t mean that you should fret over a person’s past too much either. It’s all too tempted to judge a candidate based on the list of things that they’ve got on their CV. But that’s not the way to do this. You should instead look at them as a person and try to find out what they might be able to offer in the future rather than focusing on what they’ve done in the past. After all, their future is what matters most here.

Understand the Interview Isn’t Everything

Understanding that your business can’t possibly get a clear picture of a person solely from the conventional interview process is key. There’s only so much an interview can tell you. Sure, they’re valuable, but in the conventional sense, they might not tell you a whole lot more than the fact that a person is good or maybe not so good at interviewing. And you’re probably not looking to hire a good interviewer. So try to dig a little deeper than that and understand that the interview process alone is not the be all and end all.

Get Various Perspectives from Within the Team

When hiring, you should try to gain a range of perspective on candidates and what’s needed from a range of different people from within the company. It’s not just the managers who should have a say on who the right person for the role might be. Also think about the people who the new hire is going to be working most closely with from day to day. Doing that will give you insight into what it really is you should be looking for. And gaining more insights and opinions is never a bad thing.

Listen to the Questions They Ask

Listening to the questions that your candidates ask you is something that can tell you a lot about them as individuals and what they might be able to offer your business moving forward. If they ask a lot about the business, its future and how they might be a part of that growth, it’ll already tell you a lot about their drive and motivations. That sort of stuff is really important and certainly shouldn’t be overlooked. The questions they ask are just as important as they answers they provide to your questions.

Ensure They Fit with the Culture of the Business

The culture and wider ethos of your business should inform you of where you should be looking to hire and what kind of person you want to bring on board. If, during the hiring process, you get the impression that the candidates you’re talking to simply don’t represent a good fit with your business and the culture that it embodies, that’s a sure sign that you should probably be looking elsewhere in terms of who you’re looking to hire. Culture is important and you can’t allow it to be derailed by the wrong kinds of hires.

Use Employee Assessment Tests

Using employment tests is a good idea if you want to get more insight into the people you’re looking to hire. As we mentioned above, the interview process alone often isn’t enough and it makes sense to do your best to gain greater and deeper insights into the people you’re considering bringing on board. There are all kinds of employee assessment tests depending on what it is you’re looking to achieve and what you’re looking for from candidates. So be sure to do your own research and find the employment tests that you feel might be right for you.

Ask Them About Their Own Perceived Weaknesses

Asking them about their own weaknesses can tell you a lot about a candidate. It should tell you a lot about how they see themselves and how willing they are to make improvements and how keen they are to learn from experiences. You ideally want to hire people who can understand and perceive their own flaws because that’s something we all need to do from time to time. So see what kind of answers you get and what this might tell you about a particular individual.

Listen to Your Gut

Listening to your gut reaction and your instincts regarding potential hires is often a good thing. Of course, this can’t tell you everything and you shouldn’t base your entire hiring decisions on an instinctive feeling that you get. But if something doesn’t feel right and it doesn’t seem like a good idea to you, there’s nothing wrong with listening to what you’re feeling. Stepping back and looking at things in the most objective way possible is important, but if you’re not getting good signals, think again.

Look for a Commitment to Their Own Development

Looking for commitment to their own growth and development is always a good idea. This is a good trait for your employees to have and it’s definitely something that you should be looking for if you want to hire people who are really going to help your business grow because they’ll be looking to grow and improve too. A person who wants to grow is a person who is driven and wants to make the most of their career, which is always beneficial to the business that they’re working for.

Seek Out Good Learning Skills

Seeking out good learning skills and people who know how to take on new knowledge and information in an efficient way is a good idea. This is something that’s going to be particularly important if you want to hire people who are at an entry level position and who are going to need to learn while on the job and pick up new things. A willingness to learn is a positive thing no matter how much experience a person has because none of us can know it all.

Ensure Your Job Listings and Descriptions Offer Clarity

The job listing you put up is going to need to offer real clarity and the right information if you want to ensure you get the right kinds of people applying for these roles. If you put up a poor listing with a job description that lacks details or relevant information, you really only have yourself to blame when you get a bunch of inappropriate candidates submitting applications. So take your time crafting your job listings and offer as much detail in your requirements as you can.

Get to Know Them from a Personal Perspective a Little

Getting to know people in a personal way and seeing them from that kind of perspective is something that can be highly valuable during the hiring process. When you can see what their skills are and how their professional lives interact with their personal selves, it can tell you a lot about who you’re hiring and whether they really are the right for the business and what you’re trying to achieve with it moving forward.

With all of that in mind, be sure to hone your recruitment process in a way that’s going to yield the best outcomes for you and the people you ultimately hire. After all, it’s in everyone’s best interests for you to hire professionals who are going to turn out to be the right fit and a good match all round.