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July 22, 2024

Mastering Client Acquisition for Your Remote Business

 

In the past, you might go door to door to make a sale. Or, you might attend in-person events for networking opportunities. Cold calls could have been on your to do list. However, as the world turns more towards remote work, how do you reach clients? Cold calls often go unanswered for fear they may be spam calls. Door to door sales are no longer welcomed. Networking events are still a possibility, but you cannot put all of your eggs into one basket. To acquire new clients for your remote company, you should consider diversifying your reach by:

Leveraging Social Media for Client Acquisition

Social media stands as a formidable gateway for finding and engaging new clients in the sphere of remote work. It offers an unparalleled platform for businesses to showcase their expertise, share insights, and directly connect with their target audience. By strategically using platforms such as LinkedIn for professional networking, Facebook for community building, and Instagram for visual storytelling, remote businesses can craft a unique narrative around their brand.

A successful social media strategy involves more than just posting regular updates; it requires creating content that resonates with your audience’s interests and challenges. This could include sharing how-to guides, industry analyses, or success stories that highlight the effectiveness of your solutions. Engaging directly with users through comments, direct messages, and live sessions can further humanize your brand and foster trust among potential clients. Research shows consumers prefer videos on social media platforms, and this can be an invaluable method of converting a potential client into an existing one.

Additionally, participating in or even hosting industry-relevant discussions and Q&A sessions can position your business as a thought leader in your field. Using targeted advertising on these platforms can also amplify your reach, ensuring that your message gets in front of the right eyes.

Networking and Collaboration in the Digital Age

Virtual meetups and webinars provide a space for sharing insights, learning from others, and showcasing your expertise. Joining online communities related to your industry can also be a powerful way to engage in meaningful discussions, get noticed by potential clients, and stay abreast of trends and challenges in your field.

Moreover, collaboration with other businesses or influencers can amplify your visibility online. Whether it’s through co-hosting a webinar, participating in a virtual panel, or contributing to a collective blog, these partnerships can introduce your brand to new audiences and enhance your reputation as a leader in the remote work community. Embracing the potential of digital networking and collaboration tools not only expands your reach but also opens the door to innovative ways of working together and securing new clients in the ever-evolving landscape of remote work.

Crafting a Compelling Online Presence

Your online presence acts as your digital storefront, where potential clients first encounter your brand. To make a lasting impression, focus on designing a website that is not only visually appealing but also user-friendly and mobile-responsive, as a significant portion of web traffic comes from mobile devices. Your site should clearly communicate who you are, what you offer, and how your services or products solve a specific problem or meet a need. Engaging and well-crafted content plays a crucial role in conveying your expertise and distinguishing your business from competitors. Include testimonials or case studies to provide social proof of your success and reliability. Additionally, ensure that your contact information is easy to find and consider incorporating chatbots or a contact form for quick inquiries, facilitating a smooth communication path for potential clients.

Utilizing SEO and Content Marketing

Effective SEO (search engine optimization) practices ensure your website ranks highly on search engine results pages, making it more likely for potential clients to find you online. Focus on incorporating relevant keywords into your web content, titles, and meta descriptions to improve your site’s visibility. However, avoid overstuffing keywords, as this can negatively impact your search engine rankings.

Content marketing complements your SEO efforts by drawing in and engaging your target audience with valuable, high-quality content. This involves crafting articles, blog posts, and other content forms that address the common questions and challenges faced by your potential clients. By providing solutions and offering insights, you not only establish your authority in your field but also build trust with your audience.

Engaging visual content, such as infographics and videos, can also enhance your content marketing strategy, making complex information more digestible and shareable. Additionally, promoting your content through social media and email newsletters can further expand its reach and impact.

What strategies have worked for your business to acquire clients remotely? We would love to hear about it!

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July 15, 2024

Remote Job Options for Moms Returning to Work

 

For moms returning to work after taking time off to raise children, the job search can be daunting. Balancing the demands of parenthood while trying to re-enter the workforce can feel overwhelming. However, we provide an easy way to search for jobs! Learn more about the types of jobs available on our website, and get started on your job search today:

Embracing the Flexibility of Remote Sales Positions

In remote sales, you can leverage your communication skills and persuasive nature to excel, regardless of your previous experience in sales. Many organizations value the unique perspectives and life skills that moms bring to the table, often providing comprehensive training programs to help you get started. Engaging in remote sales allows you to connect with clients and team members virtually, utilizing technology to bridge the gap. This role is perfect for those who are self-motivated and thrive in a goal-oriented environment.

When applying for a sales position, highlight your experience in communication. If it’s been awhile since you’ve been in the workforce, you can use examples within your day to day life with your family. For example, you can share a story about how you persuaded a friend to buy a certain product using your sales communication skills. 

Accounting from Home: A Steady Path for Detail-Oriented Moms

Remote accounting roles present an ideal opportunity for detail-oriented moms keen on rejoining the workforce without sacrificing family time. In these positions, your affinity for numbers and analytical skills can truly shine, offering the chance to contribute significantly to a company’s financial health from the serenity of your own space. The digital transformation in the accounting sector has paved the way for numerous cloud-based platforms and software, facilitating seamless collaboration with teams and clients alike, irrespective of physical location. This role is especially suited for those who appreciate structure and organization but require the flexibility to work around their family’s needs. 

Share your experience in balancing the books, budgeting, etc. Be sure to list any software you have worked with or certifications you might have that apply to an accounting position.

Marketing Your Way to Success from Any Location

For those with a knack for storytelling, content marketing positions allow you to craft compelling narratives that resonate with target demographics. Social media savvy moms can dive into roles focused on building and nurturing online communities, leveraging platforms to increase brand visibility and customer engagement. Additionally, digital marketing roles encompass search engine optimization (SEO) and pay-per-click (PPC) campaigns, where analytical skills are key to driving website traffic and conversions.

Highlight what social channels you are most familiar with, and mention what you have done with those platforms: have you posted content? Edited videos? Respond to comments? Detail everything to show companies your comfort level. You can also send in your personal profiles to share how you have grown those.

The Rising Demand for Virtual Assistants

Virtual assistants perform a wide array of tasks, from managing emails and scheduling appointments to more specialized responsibilities like social media management or event planning. What makes being a virtual assistant especially appealing for moms is the ability to tailor their workload to fit their individual schedules and family commitments.

The beauty of VA work lies in its variety; you might find yourself supporting a busy executive one day and helping a small startup streamline their processes the next. This diversity not only keeps the work interesting but also allows for the development of a broad skill set. For moms keen on re-entering the workforce, becoming a virtual assistant can be a rewarding way to leverage their organizational skills and attention to detail into a viable career. With the right tools and a proactive approach, it’s possible to build a fulfilling, flexible career as a virtual assistant.

Ready to dive into the job search? View our latest job posts!

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July 8, 2024

Ensuring the Best Fit as a Job Seeker or Business Owner

 

Occasionally, both job seekers and employers jump into things a little too quickly — normally for similar reasons. Job seekers might be looking for a position as soon as possible, and employers are looking to fill empty spots as soon as possible. However, jumping on the very first thing that comes along for both parties can have some not-so-great consequences down the line. It is important that you find the right fit. There may be times where you’re just not certain whether or not a new position or employee is the best option, which is why it’s important to consider the following factors:

For Job Seekers, Identify Your Ideal Work Environment

When we say work environment, we aren’t talking about your home office setup. Instead, we mean that you need to consider what it is that makes a job great for you. Discovering your optimal remote work environment is a pivotal step in your job-seeking journey. Begin by reflecting on your work habits and preferences. Do you flourish with structured schedules, or are you seeking the flexibility to design your own day? 

Evaluate your ideal level of interaction with colleagues: Do you prefer a tightly knit team dynamic, or are you more productive with minimal oversight? Assessing these elements enables you to target positions that complement your personal working style. Additionally, delve into the company’s remote culture by examining its communication tools, team engagement practices, and support for remote employees. Seeking feedback from current or former employees can also provide invaluable insights into the day-to-day realities of remote work within the organization. 

Additionally, take time to write down a spectrum of how you view work, what are your favorite tasks and which ones are your least favorite that you never want to do again? This can also help refine your search to find something you enjoy doing. Keep in mind, you won’t absolutely love every aspect of your job. Maybe data entry isn’t your favorite, but you still have to enter your hours worked and what you did. As long as you love the other parts of your job, that can still be a good fit. It’s important to understand your work boundaries.

For Businesses, Craft the Perfect Job Description

How do you know what to look for in a job candidate? Start with the job description. It’s the first point of contact between your business and potential talent, making it essential to detail not just the role’s responsibilities but also the personality and skills ideal for your remote work culture. It also helps you focus your wants and needs.

Start by creating a list of everything your business needs help with. Separate these into categories — social media posts would fall under marketing, entering payables would fall under bookkeeping, and so on. From there, write down everything a person would do in a singular position; if you need someone to help with social media posts as a marketer, what do you expect them to do? Do they create a calendar? Create posts? Or do they just reply to comments?  This might sound time consuming, but it’s important to define the role so you know what you want and you can communicate what you expect to potential candidates. Once you have the role defined, it’s time to put it all together in a job description.

Emphasize the soft skills crucial for remote efficiency — like self-motivation, time management, and digital communication proficiency. Be explicit about what remote work at your company entails, including expectations around availability, digital proficiency, and any specific tools or platforms used regularly. Illustrate your company’s ethos and how it translates into a remote setting to attract individuals who resonate with your values and work style. This clarity not only attracts applicants who are more likely to be a good fit but also sets the stage for a transparent and productive relationship from the outset. Remember, the goal is not just to fill a vacancy but to integrate a new member who will thrive and contribute to the collective success of a remote team.

The Interview Process: Going Beyond the Resume

The interview process is where both parties merge what they are looking for; this time is for both job seekers and employers to ask questions. It is a good idea for everyone to show up with a list of questions. 

For job seekers, pull from the list you made of what you want to do in a position. Ask the company to paint a picture of what your day to day schedule will look like. Follow up on any vague areas in the job post that you noticed. Don’t be afraid to jump in at any point and ask questions. The more you know, the easier it will be for you to decide whether or not this position is a good fit for you.

For employers, arrive with a list of questions tailored to the specific candidate you are meeting with; ask them about past positions listed on their resume and follow up on areas in the cover letter that interested you. It’s always good to have a set framework of questions such as posing a particular issue your company has encountered and ask the candidates how they would tackle it. However, to best understand if this candidate will fit with your company, you need to make sure you’re asking them specific questions about their experiences.

Overall, the interview stage is a critical juncture where deeper insights into mutual compatibility emerge. For job seekers, this is your opportunity to illuminate your soft skills, demonstrate how you navigate challenges, and highlight your proficiency in a remote work setup. For businesses, the interview offers a window into a candidate’s adaptability, communication prowess, and ability to independently manage tasks. By prioritizing these interactions, both parties can gauge the potential for a successful and fulfilling professional relationship in a remote context.

Do you have tips to share on how to decide if something is a good fit for you? Share it with us and we will feature it in an upcoming blog!

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July 1, 2024

The Small Business Guide to Determining Compensation

One of the most daunting parts of the hiring process for small businesses is often determining compensation for their new hires. There are so many variables that go into it: experience, budget, position type, and more. However, we have put together a guide to help walk you through it! We hope this makes the process less stressful so you can focus on celebrating the new addition to your team.

Conducting Market Research to Determine Competitive Salaries

To establish competitive salaries for new hires, small businesses must delve into comprehensive market research within their industry and geographical area. This investigative process involves utilizing a variety of resources such as online salary databases, industry-specific compensation studies, and annual salary surveys to gather data on prevailing wage rates. By engaging in this research, small business owners can gain insight into the current compensation trends and benchmarks for similar roles. 

This step is crucial not only for setting an attractive salary that can draw in qualified candidates but also for ensuring that the offered compensation aligns with market standards. Additionally, it’s important to factor in the level of demand for specific skill sets and experience levels, as these can significantly influence salary expectations. Engaging in conversations with peers or attending industry networking events can also provide valuable, real-world insights into competitive salary offerings. Lean on your network and don’t be afraid to ask what others are offering for similar roles in their companies.

Evaluating the Role and Its Requirements

To ensure a compensation package is both fair and competitive, a thorough evaluation of the role in question is paramount. This entails a deep dive into the nuances of the position, including the necessary experience, expertise, and educational background prospective candidates should possess. Additionally, assessing any unique qualifications or certifications that may enhance the role’s effectiveness is crucial. For example, you might want to hire a project manager. You may have found a great candidate who has several certifications in their field. These add value to what the candidate brings to the table and thus they should be offered more for someone that does not have those qualifications. 

Considering Budget and Business Goals

The process of setting compensation for new hires must align with the broader financial landscape of your company, taking into account not just the immediate costs but also the long-term implications on your business’s growth and stability. It’s essential to conduct a detailed financial analysis, considering current revenue streams, anticipated growth, and existing commitments to other employees and operational expenses. This analysis helps ensure that the salary and benefits offered do not strain your company’s finances, potentially jeopardizing its future.

Additionally, it’s crucial to reflect on how the role you’re hiring for fits into your business’s strategic objectives. Investing in a new hire should propel your business forward, contributing to its development and the achievement of its goals. This means considering not just the salary but the total cost of employment, including benefits, taxes, and any other compensation elements. It might be tempting to stretch your budget to attract top talent, but it’s vital to weigh these decisions against the potential return on investment. Having this information ready can also help you better communicate with candidates letting them know what your company can afford currently but also what they might earn in the future as part of a compensation schedule.

Creating a Flexible Compensation Package

A dynamic approach to compensation allows small businesses to appeal to a broader pool of candidates by catering to their varied needs and preferences. Such packages can include a combination of base salary, variable bonuses based on performance or company profits. Additionally, offering perks related to remote work, such as a home office stipend, technology allowances, or co-working space memberships, can significantly enhance the attractiveness of your offer. Beyond tangible benefits, emphasizing a culture of work-life balance, opportunities for professional growth, and other intangible benefits can make your compensation package more appealing. This flexibility not only demonstrates your company’s commitment to accommodating diverse employee needs but also positions your small business competitively in the job market, enabling you to attract and retain high-caliber talent effectively.

Again, this should be created after conducting research in your industry. Take a look at what others are offering and how they structure their packages so that you know what incoming candidates will be expecting. And, always be prepared to negotiate!

If you want to learn more about how to set compensation for your employees, we suggest our self-paced course: Hiring Made Easy!

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Written by
June 18, 2024

Success Story- Mia

Tell us about you and your experience finding work on HireMyMom

I just gave birth January of 2024 and am exclusively breastfeeding. I could not go back to my job as a hairstylist because we had no one to watch our daughter and hiring someone we did not know or placing her somewhere was NOT an option! I knew I absolutely HAD to get a job from home. I needed something flexible as I am always needed with my daughter being breastfed and still so little. I have searched since February for a job. I found this website someone on FB told me about. I couldn’t swing the monthly payment but I did the free 3-day trial and applied real quick in hopes someone would reach out to me. Well surely enough just this past week I received an email from one of the positions I applied for during that 3-day free trial. I completely forgot about it and surely enough I got offered the position!!! The best part is, is that it is perfect for what my family needs right now!!! So thankful for hiremymom! Thank you Jesus!!! 👏🙏👏

What are your top tips for landing a job or jobs on HireMyMom.com?

Update your resume, make it unique, and keep applying!

What piece of advice do you wish someone had given you at the start of your work from home journey?

It won’t be easy and you may get denied many times but keep applying and don’t give up!!!

What do you see as your greatest success in life?

Becoming Manager at my first job because of my strong work ethic and maturity!

What is something about you that many people don’t know?

I don’t give up easily. I do my part and I let God do the rest! I will always give God ALL the Glory!

 

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June 17, 2024

All the Job Resources You Need in One Place

No matter which side of the hiring process you are on — whether it is as a job seeker or as an employer — we understand how stressful it can be. For job seekers, you have to craft good application materials, apply consistently to posts, prepare for interviews, and more. For employers, you have to draft a good job description, sift through applications, conduct interviews, and more. That’s a lot for either group! At HireMyMom, we are more than just a place to list/find jobs. We are here to help you develop your career and your hiring process by offering the following resources:

For Job Seekers

Work with our founder, Lesley Pyle, in a One-On-One Coaching Session to help define your career goals, get feedback, and smash through any fears you might have that are holding you back. Lesley has over twenty five years in the industry, and she always enjoys spending quality time with our HireMyMom family (that’s you!) to help you succeed.

Our staff of HR experts is very hands on as well, working to help you find your dream job. If you need help finding a job that fits your goals, then you need our Job Seeker Advisor Service. Sit down with one of our HR specialists to take a look at your skills and determine which jobs are a good fit for what you want.

If you are ready to jump in and start applying but want a second set of eyes on your materials, try our Resume, Cover Letter, and Interview Training Services. Work with one of our HR experts to review your application materials to ensure they are employer ready. You can also practice some interview techniques so that you are ready to crush your next interview!

Perhaps you prefer to do things on your own time. Don’t worry, we have something for you as well! Try our self-paced course, Cultivate. Work on your own time to go through the basics of the hiring process from defining your career goals to learning interview skills to creating a healthy work mindset.

Looking for more? We also have outside partners that we work with who have provided Bonus Resources!

For Employers

Hiring practices are ever evolving, and it’s quite literally a full-time job to keep up with the changes! That’s why our staff of HR experts do it for you. Try out one of our levels of our Small Business Concierge service so that the entire hiring process is done for you by our staff.

Level One is for companies looking to hire admin and support services, bookkeepers, customer service reps, or project coordinators. Level Two is for companies looking to hire execs, managers, marketing professionals, and more. Both levels are all-inclusive meaning we help write the job description, sift through applications, and even aid in conducting interviews.

We also offer a Concierge Lite service where we consult with your company on the position you’re hiring for and help you craft a good job description. With this service, you are responsible for interviews and selecting the final candidate.

Need to hire someone fast? We offer an expedited Concierge Rush service to find your dream candidates within two weeks.

We also offer Concierge Onboarding services for those needing a helping hand after hiring a new candidate. Save yourself time as we check references, draft acceptance letters, get the candidates to complete all the paperwork, and even help candidates create goals for their first 30 days. 

Maybe you’re the type of business owner that wants to learn more about the hiring process but prefers to learn on your own time. We have something for you too! Our Hiring Made Easy self-paced course will help you overcome the struggles of when to hire, finding the best candidates, understanding pay rates, and more.

Whether you are a job seeker or an employer, our team is here to aid you on your journey. If you need guidance but are not sure about the options listed above, you can always reach out to us for help.

 

 

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June 11, 2024

Implementing Effective Hiring Protocols in Your Small Business

As a small business owner, finding the right talent to help grow your company can be a challenging task. The hiring process itself can be long and arduous without proper planning. However, if you go into it with a structured goal, it can streamline the experience for both sides (job seekers and employers) so that you can onboard the talent you’re looking for.

Understanding the Importance of a Structured Hiring Process

Navigating the hiring landscape efficiently requires a well-thought-out structure; it’s akin to having a roadmap. By embedding a structured hiring process into your small business operations, you can significantly enhance your ability to sift through candidates effectively, minimizing the time and resources typically expended in the hunt for the ideal team member. This organized approach not only helps in streamlining the recruitment effort but also substantially lowers the risk of turnover by ensuring the individuals you choose are well-suited for their roles and aligned with your company’s culture and values. 

Your roadmap should have a few important stops along the way: crafting the job description, sifting through candidates, interviews, and onboarding. You need to consider what you’re looking for — what are the minimum requirements a candidate needs and what does your “unicorn” candidate who has every qualification look like? How many interactions with your company do you feel are needed with a potential job seeker before you hire them? All of these questions should be answered on your roadmap of effective hiring protocols.

Crafting Effective Job Descriptions

An engaging and clear job description is your first opportunity to connect with potential candidates and make a lasting impression. It’s essential to outline the key responsibilities and expectations of the role precisely. Ensure you detail the qualifications, skills, and experience necessary for a candidate to succeed. However, it’s equally important to go beyond the basics. Infuse your job description with the personality of your small business; let candidates know what makes your company a unique and exciting place to work. 

Highlight the culture, values, and any benefits or growth opportunities that set you apart. To attract a diverse and talented pool of applicants, use language that encourages candidates from all backgrounds to apply. This does not mean you need to craft an entire novel about your business. Just provide a few sentences that sum up the core of your company. Then dive into the job description details. Provide a few sentences about daily tasks, and then include a bullet point list of what a candidate should bring to the table. 

As part of your hiring protocols, find a job template that works for you and use that moving forward for all new hires. This keeps things uniform and makes it easy to fill in what is needed. You can learn how to craft a great description like this and more in our Hiring Made Easy course, if you need help getting started.

Conducting Interviews That Reveal True Potential

You’ve used your template and posted your job. Now it’s time to sift through candidates. When establishing your hiring protocols, figure out what immediately disqualifies candidates. Do you need someone who has experience in your industry? Look for that first on application information. That will keep you from reviewing unqualified candidates. Create a checklist that you can reference with each application. From there, it’s time to reach out to those who meet your requirements and schedule an interview or two.

Interviews offer a golden opportunity to peel back the layers and truly understand what a candidate brings to the table. The key to a successful interview is crafting questions that invite candidates to share their stories, highlighting their unique experiences and problem-solving skills. Encourage them to discuss times when they’ve made a significant impact in previous roles, navigated complex challenges, or brought innovative solutions to the table. 

Create questions that are specific to your own company and pull from your own knowledge. Maybe your website crashed one day, ask your new digital marketing candidate how they would handle that scenario. Follow that up by asking if they have experienced something similar. Be sure to use unexpected scenarios like web crashes, but also include issues your company encounters daily. Perhaps your accounting department has to reach out to sales to collect orders — ask potential accountants in interviews how they would go about interacting with the sales team with tact to get what is needed. Write a list of questions to use as an outline for each new candidate.

A great interview is a two-way street. It’s about discovering if there’s a mutual fit, so be open about your expectations and what it’s truly like to work at your company. This honesty fosters a positive candidate experience and sets the stage for attracting individuals who are genuinely excited to contribute to your business’s success. Encourage candidates to ask questions of you as well.

Streamlining Onboarding

Finally, the last point on your hiring roadmap should be onboarding. Candidates that are thrown into the deep end and told to learn how to swim on the fly are normally the first to jump ship. Employees want to know they are supported if they have questions. Create a to-do list for onboarding that you can check off for each new hire to create a smooth process. Start with an orientation to show people how daily life works at your company. Follow up by giving your new hire access to any accounts they will need. Give your new employee tasks to get started, but pair them up with a seasoned professional at your company that can walk them through the process. 

A big step many companies miss is closing out onboarding. Once someone seems to feel comfortable with a task, companies often leave them to themselves. Have a final exit interview to see how candidates felt about the onboarding process. Ask for feedback! Then, set up consistent check-ins to ensure the employee feels comfortable with their job throughout their time with your business.

With established protocols in place, you can create uniformity in job posts with templates and streamline the onboarding process with a well-established to-do list. Feeling a little overwhelmed with this process? Our HR experts can help!

 

 

 

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June 3, 2024

How Employee Advocacy Can Help You Attract and Recruit Talent

Your employees are your greatest brand ambassadors, and they could be the key to streamlining your hiring process. A record number of people have been quitting their jobs, and recent statistics show they’re on the hunt for opportunities that will offer better pay, professional growth, and work-life balance.

As job hunters become more particular about what they want, recruitment teams are facing new challenges in filling their teams with talented individuals. In a candidate’s market, one of the most effective ways to get through to great candidates and show you have a positive company culture is to use employee advocacy recruiting.

Why employee advocacy recruiting works

Nothing gets through to candidates quite like hearing from an employee about the company culture, growth opportunities, and day-to-day tasks. People are more likely to trust a message from your current employees over your HR team. 

Even the most diligent recruiters and HR staff who have taken the time to really understand employee values are still a less trustworthy source because they haven’t experienced the work first-hand. 

When employees who know everything about your products, services and company culture share their experience organically with people in their circles, this personalized approach helps your brand increase its social reach significantly.

5 tips for successful recruitment through employee advocacy

Here are a few tips on leveraging employee advocacy for your recruitment needs.

1. Put yourself in the shoes of potential candidates

When screening potential candidates for hire, your primary goal is to fill vacancies with the best talent. For this to happen, you must overcome obstacles standing between you and the strongest candidates.

The key is to reach candidates towards the top of the funnel (before they’ve even begun searching for a new job) and build brand awareness, so that when talented candidates decide they’re ready for a career shift, they’ll already have your company in mind. 

This is why it’s especially important to consistently share glimpses into your winning company culture through the eyes of current employees. The most effective messaging isn’t the one with a sense of urgency. 

2. Ensure company public profiles are up-to-date and transparent

Before your target audience forms an opinion about your company, take control and be upfront about your policies and values. Having an authentic voice helps to attract and retain employees you can trust.

The first way to ensure transparency is to provide relevant, up-to-date information on your company’s official site and other social media platforms. For example, you can start by updating your “about us” page to reflect any recent changes in staff or add more value to existing company profiles.

Take some time to navigate your company page from the perspective of someone who has just learnt about your company, and take note of any questions a candidate might have. As they research your company, they should be able to connect the names and faces of the people they see on LinkedIn and other social media sites and walk away with an impression of what your company culture is like. 

3. Make it easy for employees to post on social channels

Your employees already have a lot on their plate, and advocating your brand on social media can seem like an added responsibility. To make employee advocacy programs as effective as possible, the least you can do is streamline the process.

There are many ways you can encourage your employees to get your brand message out there. You can start by providing helpful tips and training. Your employees might be experts in their field, but not everyone regularly shares their personal life on social media. Don’t assume that your employees will automatically know what and how to share.

Train them on promotional messaging and share tips like how to optimize their social media profiles, the best times to post, and topics they can share. Training makes your employees confident enough to promote your company on social channels.

You can also create an internal hub of shareable content. This makes it easy for employees to share consistently on social media, because they can simply add a personal comment and share the post with their personal network. 

4. Encourage employees to review the company online

Most potential candidates will look up your company on anonymous review sites like Glassdoor when deciding whether to apply for an open position. Use them to your advantage by asking your current employees to leave reviews.

Employee reviews are beneficial in several ways:

  • They influence job hunters’ decision-making
  • They have higher credibility than reviews tied to a name or account
  • They help increase your brand’s online presence
  • Reviews are direct feedback on company culture and potential workplace issues

These reviews are an essential part of your brand messaging, as they are seen as a trusted source of information. To preserve the effectiveness of these sources, don’t instruct your employees on how to leave feedback. Glowing reviews and five-star ratings come across as disingenuous and may actually ruin your company’s reputation.

If you want to improve an existing poor rating, try providing employees with suggested points to hit in their review (such as workload, culture, or management style) that you think will reflect well on the company. 

It’s also vital to read these reviews thoroughly so you can gain insight into issues that might need fixing. There could be issues that you’d never hear about unless feedback is collected anonymously. 

5. Don’t micromanage the process

It’s essential that the content your employee advocates write sound natural. Unlike your other promotional and marketing strategies, your employees should take the lead on this one.

As you review your employees’ posts, don’t worry about whether their content matches your ideal brand voice. Hyper-focusing on voice will result in buzzword-filled, unnatural and generic content that comes off as inauthentic and forced, thus undermining the point of employee advocacy entirely.

 

Ida Pettersson is a Content Writer at Resume Genius who enjoys supporting job seekers as they plan their next career moves. She graduated from New College of Florida with a double major in Philosophy/Chinese Language and Culture. In her spare time, Ida enjoys hiking, reading, and gardening.

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May 27, 2024

How to Approach Regular Performance Reviews in Remote Work Scenarios

Performance reviews are an essential part of any job, providing employees with valuable feedback on their work performance and giving employers the opportunity to assess and recognize their employees’ contributions. In person, reviews are normally conducted one-on-one with live examples of jobs well done and areas for improvement. However, what does that look like in a remote work scenario?

Understanding Regular Performance Reviews in Remote Work

Although these are through a screen, remote performance reviews are designed to mimic the dynamics of in-person reviews, ensuring that the objectives of aligning performance with organizational goals, addressing challenges, and setting a trajectory for future growth are met. These reviews are adapted to the digital environment, typically facilitated through virtual platforms like video conferencing or telephone calls to bridge the physical gap inherent in remote settings. 

The essence of these sessions is to foster a mutual understanding of job expectations, identify any discrepancies in performance, and celebrate the accomplishments of remote employees. This process is integral in maintaining open lines of communication and reinforcing the sense of belonging and contribution among remote workers. Through regular interactions, a continuous feedback loop is established, allowing for real-time adjustments and recognition, which is vital for the motivation and productivity of remote employees.

What Job Seekers Should Expect During Performance Reviews

During performance reviews, employees should be prepared to engage in thorough discussions about their contributions and areas requiring enhancement. The dialogue will likely encompass both the technical aspects of their job performance and the softer skills, such as communication and teamwork. Expectations will be set for future performance, with a particular focus on how one can further align with the organization’s goals and culture remotely. 

It is crucial for individuals to approach these reviews with a mindset geared toward growth, ready to articulate their achievements and receptive to constructive criticism. Equally, there will be an opportunity to express career aspirations and seek advice on professional development. This is a chance to clarify any uncertainties about job responsibilities or to request resources that could aid in job performance improvement. 

Remember, this is not to criticize your work in a harsh manner. This is just some feedback so that you can improve. This is also your chance to share your voice about any inefficiencies in the company’s procedures — a performance review goes both ways.

Preparing for Your Review: Tips for Remote Employees

Begin preparing by cataloging your achievements, noting how they align with the team’s objectives and any innovative solutions you’ve introduced to overcome remote work challenges. Equally important is identifying areas where you seek improvement or additional support. Consider setting realistic and measurable goals for your professional growth and how you intend to achieve them. Compile any questions you have about your role, feedback on the remote working conditions, or resources you feel could enhance your performance. 

It is best to prepare ahead of time so that you can approach the review in an orderly manner to ensure all your points are addressed.

What Employers Need to Consider When Conducting Remote Reviews

When organizing performance reviews for remote teams, employers must prioritize structure, empathy, and clarity; this is not about ambushing employees to see how they react — performance reviews are to help both employer and employee grow so that the business grows. The foundation of an effective review begins with setting a precise agenda and sharing it in advance with employees to foster a prepared and open dialogue. Utilizing reliable digital tools ensures a seamless communication experience, while personal touches, such as beginning the conversation with informal catch-up, can help in bridging the emotional distance. It’s vital to focus on specific achievements and areas for improvement, supported by examples, to make the feedback tangible and actionable. Emphasizing future development and opportunities rather than solely past performance encourages growth and motivation. 

Employers should actively listen, offering a platform for employees to voice their experiences, challenges, and aspirations within the remote work context. This includes understanding their home work environment and any external factors that may affect their performance. Establishing a follow-up plan to revisit goals and provide ongoing support underscores the commitment to employee growth beyond the review itself. 

The Impact of Regular Performance Reviews on Remote Work Success

The effectiveness of regular performance reviews extends far beyond mere assessments in the realm of remote work. They serve as a vital mechanism for reinforcing company values, goals, and expectations, while simultaneously catering to the individual growth needs of remote employees. Such reviews are instrumental in fostering a culture where feedback is not only anticipated but valued as a tool for personal and professional development. Through these structured interactions, employers and employees collaboratively pave the way for sustained growth and achievement in a remote setting.

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May 20, 2024

Why a Real Estate Transaction Coordinator Could Be Your Lifeline

Do you manage your own real estate business? Are you feeling overwhelmed with the never-ending paperwork and administrative tasks that come with managing transactions? If so, hiring a transaction coordinator could be the solution you’ve been searching for. A transaction coordinator is a professional who specializes in managing the paperwork, deadlines, and communication involved in real estate transactions. By outsourcing this crucial role, you can free up valuable time and resources to focus on growing your business.

Understanding the Role of a Transaction Coordinator

Imagine the peace of mind that comes from knowing every detail of your real estate transaction is meticulously handled, from the initial paperwork to the final signatures. That’s the quiet yet profound impact a transaction coordinator brings to your business. With a caring and detail-oriented approach, they navigate the intricate dance of real estate transactions, ensuring every step progresses smoothly and efficiently.

The role of a transaction coordinator extends beyond mere paperwork management. They are the harmonious bridge between realtors, clients, lenders, and any other parties involved, ensuring clear and empathetic communication throughout the entire process. Their expertise lies in foreseeing potential hurdles and gracefully managing them before they impact the transaction, embodying the essence of proactive problem-solving.

If you are interested in becoming a real estate transaction coordinator, we recommend Christal Allen’s masterclass that will teach you everything you need to know about working as a VA in real estate!

Why Realtors Benefit from the Help of a Transaction Coordinator

At the heart of every realty business is a dream that thrives on passion, ambition, and a commitment to excellence. Yet, the reality of managing a myriad of tasks, especially intricate transaction processes, can often weigh heavily on this spirited endeavor. It is here that a transaction coordinator becomes not just a helping hand, but a lifeline.

For your realty company, every resource counts. Introducing a real estate transaction coordinator into your environment can transform it profoundly. By taking on the critical yet time-consuming tasks of managing transactions, they free up your business and team so that you can pour your energies into the areas where you shine brightest – innovation, customer engagement, and strategic growth.

How to Find the Right Transaction Coordinator for Your Realty Business

To start, focus on identifying a professional who is not only organized and reliable but also possesses a deep understanding and experience in handling the specific nuances of real estate transactions pertinent to your business. Engage in conversations with potential candidates to gauge their passion for facilitating seamless transactions and their ability to empathize with the clients you serve. Listening to their past experiences, asking for testimonials, and understanding their problem-solving approaches will offer invaluable insights into how they might handle the challenges unique to your business.

It is also important to consult their references to get a better view of their experience. Ask how many real estate transactions the candidate has handled in the past, what their strengths are, and what areas they have for improvement.

Here at HireMyMom we understand that you are a busy professional, so interviewing lots of candidates may not be possible for you. Hire our Small Business Concierge Service to take over the process for you; our HR experts can help craft a job listing, select applicants for next steps, conduct interviews, and our experts can even help with the onboarding process.

 

 

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