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January 5, 2026

Hiring Help Without the Hassle Thanks to Concierge Services

Hiring help often feels less like a task and more like a full-time job. Anyone who’s ever posted a remote role on a giant job board knows what happens next: 100+ applicants, half irrelevant, a handful promising, and a handful who disappear the minute you try to schedule an interview.

Traditional hiring “advice” tells you to refine your job description, create a scorecard, improve your interview questions, and block more time on your calendar. But, small business owners really need something simpler:

Someone who takes the entire process off your plate and still delivers the right person.

That’s why concierge-style, done-for-you hiring solutions for remote team members are becoming the go-to choice for owners who want results, not more tasks.

The Real Pain Point Is You Don’t Have a Hiring System

Large companies have HR teams, ATS software, standardized interview scoring, and three people to debate whether “attention to detail” is a core value or a soft skill.

Small businesses have…you.

A business owner wearing nine other hats.
A founder whose day is punctuated by client work, sales calls, payroll, and grocery pickups.
A leader who never intended to become a recruiting expert.

Most small businesses struggle not because they’re bad at hiring, but because they’re doing it without the structure big companies rely on. That’s exactly where concierge hiring fills the gap. It gives you a complete, professional hiring system without requiring you to build one.

Why Concierge Hiring Works Better for Small Teams

Unlike recruiters who focus on speed or volume, a concierge service is built to understand how your business actually functions. That means evaluating:

  • How many hours you truly need (vs. what you think you need)
  • The type of personality that meshes with your communication style
  • Your real budget, not the recruiter’s ideal commission
  • The difference between what you want in a candidate and what you actually require
  • The ways flexibility and remote work shape who succeeds on your team

Small teams don’t need a “pool of top talent.” They need the one right person who can step in, take ownership, and make your life easier, not harder.

What Makes HireMyMom’s Concierge Service Different

Most hiring help still requires you to stay deeply involved. Write the job post. Sort applications. Conduct first-round interviews. Decide who moves forward. Evaluate the test project. Email rejections. Repeat.

HireMyMom’s Concierge Service removes that from your workload entirely.

Behind the scenes, our team handles the parts you don’t have time to manage:

  • We define your ideal hire with you, including traits you haven’t even articulated yet.
  • We write a job post that avoids vague language and actually filters for the right fit.
  • We post it to a curated community of remote-ready, professional moms, not a generic board where anyone can apply.
  • We manually screen resumes and cover letters for skill, clarity, communication, and reliability.
  • We conduct the interviews, using questions tailored to your role, not a generic template.
  • We analyze tone, follow-through, professionalism, and situational judgment, not just resumes.
  • We present your top candidates with summaries that cut through the fluff and show exactly who will thrive on your team.

You get a handful of top options, not a stack of “maybes.”
You conduct a final conversation, not a full hiring sprint.

What Each Concierge Level Solves (That DIY Hiring Doesn’t)

Concierge Level I

Designed for roles where precision matters more than prestige. Administrative support, bookkeeping, customer service, project coordination: these are the roles that keep your day running smoothly. When the wrong person fills them, everything slows down.

Level I ensures you get someone who communicates clearly, manages details, respects deadlines, and doesn’t need hand-holding.

Concierge Level II

Higher-level roles require deeper evaluation such as portfolio review, skill assessment, technical understanding, leadership indicators. Marketing, content creation, executive assistance, web development, accounting, sales…these roles can cost thousands when mis-hired.

Level II candidates go through a more rigorous screening designed to catch inconsistencies, gaps, and red flags early.

Concierge LITE

Perfect when you want more than a typical job post but don’t need full-service support. You get a polished job description, targeted posting, and the top applicants delivered straight to you, no sifting, sorting, or second-guessing required.

Why Small Businesses Keep Choosing Concierge Hiring

Because the alternative is broken.

Traditional job boards deliver volume, not quality. Recruiters deliver talent, but at a price point that doesn’t make sense for small teams. DIY hiring delivers burnout.

Concierge hiring delivers clarity, confidence, and candidates who are vetted for skill and fit.

Small businesses don’t need more tools or tutorials, they need fewer decisions. Fewer applicants. Fewer surprises.

They need the right person, found by someone who understands small business hiring from the inside out.

Are you ready to hire someone new without undergoing the time-consuming part of actually hiring someone? Get started here.

 

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December 8, 2025

Signs It’s Time to Hire Remote Help (Even If You’re Not Ready)

Small business owners try to wear every hat which can quickly become overwhelming. The problem isn’t passion, it’s capacity. Knowing when to hire remote help is less about feeling ready and more about recognizing measurable signs your business has outgrown your current bandwidth. Here’s how to know it’s time to hire a virtual assistant or remote support backed by data, not guesswork.

1. The Operational Lag

If you’ve noticed your work hours increase without a proportional rise in revenue, your efficiency ratio has already slipped. A healthy small business should maintain at least a 1:3 ratio of admin time to production time. Once you cross the 40% mark and you are spending nearly half your week on emails, scheduling, invoicing, and logistics, your output curve flattens. That means you’re stuck doing small tasks instead of bringing in new clients.

Another signal is delayed client responses. A consistent 48+ hour lag in replies or quotes can increase customer churn risk by up to 15%. That’s a huge bandwidth issue. When your calendar fills with tasks that don’t directly drive profit, it’s time to delegate. Remote help isn’t a luxury, it’s an efficiency reset.

2. Process Saturation

Even the best automation has a breaking point. If your CRM, inbox, or project tools are maxed out, you’ve hit process saturation.

Ask yourself:

  • Are you sitting on 100 or more unread actionable emails?
  • Are there more than 20 open tasks in your project tracker every week?
  • Are deliverables slipping twice a month or more?

If yes, your systems have exceeded the threshold of what one person can sustain. A skilled remote assistant that is trained in task automation, CRM management, or digital workflow optimization can restore structure instantly. In many cases, a part-time virtual assistant at 10 hours per week can reduce operational drag by a good percentage, allowing your business to expand.

3. Delegation Economics

The question isn’t whether you can afford help, it’s whether you can afford the inefficiency.

Here’s a simple formula: take your hourly value and divide it by the hourly rate of the task you’re doing. If that number is three or more, you’re losing money by keeping the task yourself.

For example, if you bill $125 per hour and spend six hours a week scheduling social posts, that’s $3,000 of lost value per month. Hiring a remote marketing assistant at $25 per hour would cost just $600 for the same work which is a huge efficiency gain.

When that inefficiency index exceeds three times your rate, the economics clearly justify outsourcing. And it’s more affordable than many realize. Flexible hiring platforms like HireMyMom allow you to post remote jobs affordably, connecting you with experienced stay-at-home moms who can handle admin, bookkeeping, or client coordination on a flexible, part-time basis.

4. Strategic Paralysis

Time tracking tools can expose the biggest blind spot in small business leadership: the ratio of time spent on operations versus strategy.

If 70% or more of your week is consumed by operations, you’re deep in the red zone. A 50/50 split represents growth potential, while a 30/70 balance between operations and strategy is where leaders thrive.

When your operational load sits above 60%, you’re functioning as your own middle manager. This imbalance suppresses scalability because strategic work with planning, partnerships, and vision requires deep cognitive space, not leftover minutes.

5. Decision Fatigue and Cognitive Load as Performance Data

According to Medium, decision fatigue erodes business performance because leaders are so overwhelmed they resort to simple decisions or avoid making them altogether, leading to issues in the business. When you make hundreds of micro-decisions a day, accuracy and creativity decline sharply after just a few hours of continuous work.

If you’re missing follow-ups, rechecking invoices, or spending too long rewriting emails, that’s not disorganization, it’s cognitive overload. Hiring a virtual assistant to manage your inbox or client updates acts as a cognitive offload mechanism, allowing your brain to operate in high-value zones again.

6. Process Mapping

Hiring help starts with a task audit. Write out everything you do in a typical week and divide it into three categories:

  1. Keep: High-value, strategic tasks that only you can do like client strategy, sales calls, or business development.
  2. Delegate: Repetitive, time-consuming tasks such as scheduling, invoicing, or responding to standard client emails.
  3. Automate: Low-skill, high-frequency actions like data entry, reporting, or social posting that software can handle.

For example, a service-based business can delegate CRM updates, appointment scheduling, and invoice management. An e-commerce brand can outsource order processing, customer service, and returns coordination.

Document these recurring tasks with quick Loom videos or written instructions in Notion or Google Docs. Clear instructions and repeatable workflows make remote onboarding nearly frictionless.

7. Deconstructing “I’m Not Ready Yet”

Three resistance points stall small business owners from scaling through remote help.

First, “I can’t afford it.” Run the math again. If a $25 per hour assistant gives you back ten hours at your $100 per hour rate, you’ve created $750 in net value.

Second, “I don’t have time to train someone.” Record your processes once with a screen-share tool. Every new hire after that can self-train using those materials.

Third, “No one can do it as well as I can.” Then document your methods. Turning instinct into process is what allows your business to grow beyond you.

Start with a small commitment, such as a five-hour-per-week remote trial. Our platforms at HireMyMom make it easy to hire moms to work from home who already understand the pace and communication needs of small business owners. They bring both reliability and flexibility which is the exact balance most startups need to stabilize.

8. Quantifying the Turnaround

After consistent remote support, small businesses typically report measurable improvements:

  • Client response times drop by 25%.
  • Owner working hours fall by 15%.
  • Weekly deliverables increase by 30%.
  • Stress levels decline noticeably.

These results reflect tangible operational lift. And most owners who thought they “weren’t ready” realize the real risk was waiting too long.

Hiring remote help is about reclaiming strategic control. Whether it’s a virtual assistant, project coordinator, or part-time marketing manager, bringing in remote support transforms your time from reactive to revenue-generating.

If your systems are overloaded, your schedule maxed, and your growth stalled, the data is already telling you: it’s time.

Start small. Delegate one area. Use HireMyMom to find vetted, flexible professionals who can help you scale sustainably.

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November 24, 2025

3 Resume Red Flags for Remote Roles (and How to Fix Them)

Remote resumes reveal far more than job titles and skills. They reflect how well someone can operate autonomously, communicate asynchronously, and deliver results without daily supervision. For job seekers, that means your resume needs to prove you can thrive without constant oversight. For small businesses, it’s about spotting whether a candidate truly understands how distributed work operates. For both employers and job seekers, there are a few things that might show up as red flags in application materials, so our team has compiled remote job resume tips to help both sides evaluate readiness in a modern, tech-driven hiring landscape.

1. No Evidence of Remote Systems or Asynchronous Workflows

The Red Flag: A resume that lists “remote work” but doesn’t mention how the candidate managed it. 

Employers scanning for remote-readiness look for specific collaboration systems, time-zone coordination, or asynchronous communication practices. If a candidate’s experience sounds like a traditional in-office role, that’s a sign they might not be fluent in remote dynamics.

For Job Seekers – How to Fix It: Reference concrete tools and processes that show operational maturity. Replace vague lines like “Collaborated remotely with team members” with quantifiable and context-rich examples:

“Used ClickUp and Loom to coordinate sprint planning across three time zones, reducing project delays by 15%.”

Mention async-friendly systems like Slack threads, Notion docs, Jira tickets, etc. and focus on measurable outputs, not just participation. Employers want to see that you understand digital accountability.

For Employers – What to Look For: Scan for tech literacy and process fluency. Candidates who can articulate how they structure work (task management tools, version control, or async updates) typically ramp up faster in remote roles. If you don’t see specific platforms or workflow verbs (e.g., “documented,” “automated,” “tracked”), it’s worth probing in the interview.

2. Metrics-Free Achievements

The Red Flag: Even talented remote professionals often undersell their work by focusing on duties rather than impact. 

A resume that reads like a task list without numbers, efficiency gains, or measurable outcomes makes it hard for hiring teams to assess productivity and ownership, two cornerstones of remote work success.

For Job Seekers – How to Fix It: Quantify results. Data communicates self-management better than adjectives. Include time savings, productivity boosts, or deliverable counts:

“Automated weekly reporting using Google Sheets macros, cutting manual updates by 5 hours per week.”

If you can’t disclose numbers, use directional terms like “increased client retention,” “shortened response times,” or “expanded cross-team adoption.” These contextual cues show business thinking and independence.

For Employers – What to Look For: Candidates who provide metrics are generally more results-driven and proactive. Those who focus on tasks (“managed email inbox”) over impact (“reduced email response time by 40%”) may require more oversight. In remote setups, measurable outcomes often correlate with self-discipline and accountability.

3. Inconsistent Career Narrative

The Red Flag: Disjointed job histories like multiple short stints, gaps, or unrelated roles aren’t automatically negative, but they raise questions about reliability and adaptability. 

In remote hiring, where trust and consistency matter, an unclear career story can suggest potential disengagement.

For Job Seekers – How to Fix It: Shape your timeline to show strategic transitions. Use grouping and context to explain flexibility without oversharing:

“Freelance Operations Consultant (2019–2022) – supported startups with remote onboarding and workflow optimization.”

Add brief one-liners for any pause in work, especially if it involves skill development, caregiving, or project-based work. Employers respect transparency paired with initiative to show how you stayed engaged, even informally.

For Employers – What to Look For: Instead of rejecting applicants with gaps, evaluate the continuity of skills. Do they demonstrate progressive improvement, new certifications, or a steady remote toolkit (Zoom → Notion → ClickUp)? Candidates who show learning momentum often outperform those with linear but static resumes.

Building Smarter Remote Matches

A strong remote resume is a systems map that reveals how someone works, communicates, and self-regulates. For candidates, that means going beyond buzzwords to demonstrate digital fluency and measurable results. For employers, it means recognizing that “red flags” often signal missing context, not disqualification.

Small businesses that hire experienced moms for remote jobs or post flexible jobs online should focus less on perfect formatting and more on operational evidence: tools, metrics, and continuity. When both sides approach resumes as process documents, not just job histories, the result is faster onboarding, clearer expectations, and stronger long-term partnerships.

Job seekers, ready to get started? Find a job.

Employers ready to find your dream candidate? Post a job.

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October 6, 2025

How to Attract and Engage Top Remote Talent with Incentive-Based Compensation

Hiring the right people can be the difference between growth and stagnation. But attracting reliable, motivated team members in today’s competitive remote job market requires more than just posting a salary. One powerful way to stand out is by offering an incentive-based compensation plan. Done well, this approach not only attracts high-quality applicants but also ensures long-term engagement and loyalty.

Why Incentive-Based Compensation Works

A straight salary is predictable, but it doesn’t always inspire. Incentive-based pay ties employee success to business outcomes, aligning your team’s motivation with your goals. For example:

  • A virtual assistant might earn a monthly bonus for meeting productivity benchmarks.
  • A sales rep could earn commission plus an extra incentive for exceeding targets.
  • A marketing manager might receive quarterly bonuses tied to lead generation or revenue growth.

When employees know their performance impacts their compensation, they’re more invested. And for employers, this model reduces risk because you’re not paying more unless measurable results are achieved.

Step One: Build the Plan Before You Hire

Too often, small business owners post remote jobs without a clear compensation structure. This leads to misaligned expectations and, eventually, turnover. Before you post a remote job online, outline how your incentive-based compensation will work. Consider:

  1. Define the outcomes you value most by asking: Do you want more sales? Faster turnaround times? Better customer retention? Identify 2–3 metrics that directly impact your growth.
  2. Balance base pay and incentives. Incentives should feel like an achievable “extra,” not compensation employees must struggle to earn. For example, a remote bookkeeper could have a base hourly rate plus a performance bonus tied to error-free reporting.
  3. Spell out exactly how bonuses, commissions, or perks are earned. Ambiguity erodes trust and undermines motivation.
  4. Build scalability into the plan. Incentives should work just as well when you have one employee as when you have 20. Think long-term, not just short-term.

Step Two: Use Incentives to Attract New Hires

When you post a job for moms or other flexible talent, your compensation strategy can be the deciding factor. Incentives demonstrate that you value results over rigid hours which is an attractive message for stay-at-home moms and remote professionals looking for family-friendly opportunities.

In your job postings, highlight specifics:

  • Instead of “Competitive pay,” write: “Base salary plus performance bonus tied to client satisfaction ratings.”
  • Instead of “Flexible role,” write: “Earn extra incentives for completing projects ahead of deadlines.”

This kind of transparency not only attracts highly motivated applicants but also filters out candidates who aren’t performance-driven.

Step Three: Make It About More Than Money

Cash incentives are effective, but many small businesses don’t realize that non-monetary incentives can be just as powerful. Consider offering:

  • Professional development stipends (courses, conferences, certifications).
  • Extra paid time off when goals are met.
  • Gift cards or wellness perks for short-term achievements.
  • Recognition programs, like monthly shout-outs or team spotlights.

These low-cost rewards can be especially meaningful for remote workers, who often value recognition and growth opportunities as much as income.

Step Four: Revisit and Refine

An incentive plan isn’t “set it and forget it.” Build in quarterly or bi-annual reviews to evaluate whether the plan is driving results. Ask employees for feedback like are the goals motivating? Are the rewards worth the effort? This shows your team that you’re invested in their success and willing to adjust when needed.

The Competitive Edge for Small Businesses

Big corporations often rely on prestige or hefty salaries to attract employees. Small businesses, however, can stand out by offering customized, transparent, and family-friendly compensation plans. When you hire moms to work from home or other remote professionals, incentives allow you to reward results without ballooning fixed payroll costs.

By designing this system in advance, you not only improve your odds of finding reliable remote workers, but also create a culture of accountability and motivation from day one.

Creating an incentive-based compensation plan before you hire is a strategic move that pays off in two ways: it attracts ambitious, reliable talent, and it ensures employees stay engaged long-term. If you’re looking for where to post remote jobs affordably, HireMyMom gives you access to a pool of experienced, family-focused professionals who thrive under incentive-based models.

With the right plan and the right platform, you’ll build a team that’s not just working for a paycheck but working with you to grow your business.

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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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March 16, 2024

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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February 10, 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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August 21, 2023

Uncovering the Power of Project Managers in Your Small Business

Project managers are essential players in any business. They play a critical role in helping organizations meet their goals by overseeing projects from start to finish. But when it comes to small businesses, project managers can be a game-changer. From web design to podcast development, these skilled professionals can help businesses take their operations to the next level. If you do not have a project manager on staff currently, you should consider hiring one!

Defining the Role of a Project Manager

A project manager is the key figure responsible for planning, executing, and closing projects within a small business. They act as the central point of communication between different teams and stakeholders, and their role is to ensure that all aspects of a project are completed on time, within budget, and to the required quality standard. The project manager’s primary goal is to oversee all project activities, set clear project objectives and goals, allocate resources, and track the project’s progress to ensure that it stays on track. They are responsible for managing risks, issues, and conflicts, and they must also report on progress, budget, and milestones to stakeholders. 

Types of Projects Managed by Project Managers

Project managers can take charge of various types of projects, depending on the nature of the business and its goals. A few examples would be:

  • Summits: These are large-scale events that aim to bring together people with similar interests to discuss and share insights on a particular topic.
  • Web design: This includes website creation and maintenance, online marketing campaigns, and website optimization to improve user experience.
  • Course development: This entails developing and managing the production of educational courses, ranging from online courses to classroom courses.
  • Podcast development: With the rise of audio content, more and more businesses are venturing into podcast creation. Project managers can handle tasks such as scheduling recording sessions, editing and publishing podcasts, and developing marketing strategies.

In summary, project managers can help ensure that these projects are completed on time, within budget, and with high-quality results.

The Importance of Hiring a Project Manager for Your Small Business

Small businesses are often stretched thin, with limited resources to spare. As a result, it’s tempting to think that cutting corners on project management will help save time and money. However, this is often a false economy.  By hiring a project manager, you’re ensuring that every project in your business is run professionally, with clear objectives, milestones, and budgets. A good project manager can ensure that your team stays on track, that you meet your deadlines, and that your budget stays under control. 

Moreover, project managers bring a wealth of expertise and experience to the table. They know what works and what doesn’t, and can tailor their approach to fit your unique business needs. They can anticipate problems before they occur and find creative solutions to overcome them. 

Ultimately, hiring a project manager can help your small business save time, money, and energy, while ensuring that every project is completed to a high standard. By investing in the right project manager, you’re investing in the future of your business through the benefits they provide such as:

  • Improving project management
  • Helping your small business to stay organized. 
  • Providing valuable leadership to your small business team. 
  • Motivating and inspiring team members, and helping them to achieve their goals. 
  • Acting as a liaison between different departments, facilitating communication and collaboration.
  • Increasing productivity through a more streamlined operation.

If you need help hiring, check out our Small Business Concierge Services where we take care of everything for you so that you can focus on your company while we find your dream candidate!

 

 

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August 14, 2023

Are You a Job Seeker Feeling Frustrated? Tips for When You Don’t Hear Back

It can be disheartening to invest time and effort into applying for a job and never hear back, especially when you’re eager to start a new job. It’s important to remember that not every employer responds to all applicants; however, if you’re consistently not hearing back from any employers, it may be time to reevaluate your application materials. Let’s explore some tips for coping with not hearing back after applying and how to set realistic expectations for yourself as a job seeker:

Understanding the Hiring Process

The hiring process can be lengthy. Employers often receive a large number of applications for each job posting and it takes time for them to review each one. Additionally, there may be multiple rounds of interviews and assessments before a final decision is made. This means that even if you are a strong candidate, it may still take some time before you hear back.

Secondly, it is important to understand that not every employer will get back to you. It is a common practice for employers to only contact candidates who are selected for an interview or to let them know that the position has been filled. This means that if you do not hear back from an employer, it does not necessarily mean that your application was not strong. We encourage all employers to respond to applicants, especially those that have made it far through the hiring process, but unfortunately not all employers will respond. If you are worried about your application, you can always reach out to the company for a follow up.

Finally, it is important to remember that the hiring process can be subjective. Each employer has their own criteria for selecting candidates and what may be a strong application for one company may not be for another. Additionally, some companies use applicant tracking systems that filter out candidates who don’t meet certain qualifications or who don’t use certain keywords in their application materials. It is important not to take rejection personally and to keep applying to other opportunities. It’s also helpful to reevaluate your application materials and make sure they’re tailored to each job you apply for. With persistence and a little bit of luck, you’ll eventually land your dream job.

Reevaluating Your Application Materials

By taking a critical look at your materials, you’ll be better equipped to make any necessary changes and increase your chances of getting a call back from employers.

  1. Does your resume clearly showcase your skills and experience? 
  2. Are there any typos or grammatical errors?
  3. Is your cover letter tailored to the specific job you’re applying for?
  4. Employers often do a quick Google search on candidates before considering them for a position. Make sure your online presence is professional and appropriate.
  5. Are your references up-to-date and relevant?
  6. Are you using keywords from the job description in your application materials?

Tips for Moving Forward

It can be disheartening to not hear back from employers, but it’s important to maintain a positive mindset. Utilize your professional network to increase your chances of finding job opportunities. Attend industry events, connect with colleagues on LinkedIn, and reach out to friends or acquaintances who may have connections in your desired field. Networking can often lead to hidden job opportunities and help you stand out from the competition.

Most important of all, take this opportunity to reevaluate your application materials. Update your resume to highlight your most relevant skills and experiences. Customize your cover letter for each position to show that you’ve done your research and understand the company’s needs. Consider seeking feedback from our HR professionals on your resume, cover letter, and even your interview skills to ensure your materials are compelling and error-free. Additionally, you can use this time to invest in your personal and professional development. Take online courses, attend workshops, or pursue certifications that can strengthen your skillset and make you a more competitive candidate. We recommend our course Cultivate to set goals and work towards your dream job! Not only will this boost your confidence, but it will also make you more marketable to potential employers.

Don’t give up! Job searching can be a challenging process, but persistence is key. Continue applying to positions, following up with employers, and refining your approach. Remember that finding the right job takes time, and staying motivated and determined will ultimately lead you to success.

 

 

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April 3, 2023

The Perils of Mega Job Sites

The modern job search can be daunting and disheartening. With so many different online job sites, it’s hard to know which ones to trust and which ones will benefit you the most. Mega job sites, especially the free ones, can be a waste of time. They are often filled with irrelevant job postings sourced from outdated, unverified information. For businesses, they can be difficult to understand, hard to navigate, and nearly impossible to get a real person to help you. 

Free Sites Are Teeming with Scammers

It’s no secret that free job sites can be full of scams. There are countless stories of people who have been conned out of their hard-earned money by an unscrupulous individual claiming to be an employer or recruiter. They may offer you an attractive job opportunity or a large sum of money for a small task, only to ask for personal or banking information. Even when the job or offer turns out to be legitimate, it can be difficult to assess the validity of the source. 

If you’re looking for a safe place to search for job opportunities, then you should opt instead for a trusted resource. HireMyMom is a website dedicated to helping moms find legitimate work-from-home jobs and other flexible employment opportunities. We vet each and every listing, ensuring to the best of our ability that businesses are verified and trustworthy. On top of that, our database contains a wide variety of job postings so you can find the right fit for your skills and lifestyle.

You’re Just a Number

When you use a mega site, you become just another number in the sea of applicants. No matter how great your experience and qualifications are, you may have a difficult time standing out to an employer if they get lost in the thousands of resumes. Furthermore, your chances of standing out can be even lower if you don’t have an optimized resume or a well-written cover letter. It’s easy to get lost in the shuffle, and there are very few resources available to help you craft the best job application materials possible. Unfortunately, it doesn’t stop there. Not only do employers have to weed through thousands of resumes, but they also have to face scammers and fraudsters themselves. 

At HireMyMom, we provide a platform with job seekers who are serious about finding great remote opportunities and not just pressing a button to apply for every job they see. Because of our subscription model, we typically attract quality candidates who are serious about finding great remote opportunities. And small business owners love that because they don’t have the time to sort through hundreds or thousands of resumes and on HireMyMom, they typically receive a very manageable number of applicants making the hiring process much less cumbersome. Plus, employers and job seekers alike can get in touch with a real live human any time they need help!

You’re Competing with Hundreds, if Not Thousands

Even if you have the perfect resume and the best qualifications, there’s still no guarantee that your application will be seen. With such a massive pool of applicants, employers can afford to be picky, and your resume may never make it to the top of the pile. Plus, employers often get overwhelmed and only take the first few people who applied to the listing when it went live, leaving several other applicants behind. The odds are even worse for freelancers. Most job postings on these sites only list opportunities for full-time employment, leaving freelancers out in the cold. Furthermore, with so much competition, it can be difficult to get noticed and your rate of pay may suffer as a result.

This isn’t the case with Hire My Mom. By using this site, freelancers benefit from fewer applications and more personalized attention. Rather than competing with hundreds of other applicants, your application will stand out from the crowd and you’ll get the chance to show off your skills and talents. Additionally, since we are a paid site, the job applicant pool is smaller giving our job seekers a better chance of getting hired.

It’s time to find the job or employee of your dreams! Let us know how we can be of help.

 

 

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