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May 30, 2022

Do Personality Tests Help Employers Find the Right Person for the Job?

Personality tests are often used by employers to assess job candidates in hopes of identifying the right person for the job, and they’re becoming more and more popular in today’s competitive job market. The number grows yearly, but right now 22% of businesses actually use personality tests to find job candidates. But are personality tests effective? Does your personality really determine whether you can do the job well or not? And should employers even be using them at all? Let’s discuss some of the pros and cons of personality tests and how accurate they are in determining how a person will perform on the job, as well as how to best use them when hiring someone.

Why do companies use personality tests?

Companies use personality tests when hiring to get a general understanding of an applicant’s character so they can make an informed decision. People with certain personalities tend to work better in certain roles, and personality tests can help companies spot these trends quickly and accurately — but just how accurate are these personality tests, truly? While there is some debate over whether or not companies should use personality tests at all, most experts agree that if used correctly, they are generally very accurate, but they must be used in conjunction with other measures such as cognitive ability.

How do personality tests help companies?

By providing a fast, accurate, and standardized measure of the five primary personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism), personality tests help companies narrow down their search to applicants who are most likely to succeed. For example, if an employer is looking for someone with a high level of openness but low levels of extraversion, they can save time by ruling out candidates who score poorly on that particular scale.

Are personality tests worth my time?

Yes, but only if you use them correctly. The key is to employ objective personality tests and a structured hiring process in which your hiring managers fill out personality tests at the same time. In other words, objective personality tests should be used to help hiring managers do the same thing they would have done otherwise—in essence, these psychological tools are just more sophisticated and more efficient than a good gut feeling. And for those taking the tests, it’s important to answer them truthfully to make sure you are a good fit all around.

In the end…do personality tests REALLY help companies hire the perfect person?

Yes and no. Personality tests can help you screen for the right candidate, but they are not the ‘end all, be all.’ We have seen these tests used successfully in the hiring process. In the most successful example we saw, the company sent the tests right at the beginning of the process to determine what type of personality traits they were looking for — but, they also had their staff take them (including the person who they were replacing) to help them narrow down what they wanted out of a candidate.

If they received candidates that tested at the complete opposite end of the spectrum from what they wanted, they declined moving forward. From there it was a sliding scale of what they accepted. The personality test, though, was just the beginning. They then had specific experience they were looking for as well as how folks answered questions in the interviews. As an employer, personality tests can really help when you post a job and you suddenly find yourself flooded with applicants. Just make sure it is not the only measure you are using! 

For employees out there, we know there are a whole host of different personality tests companies are asking you to take. It’s really up to you whether you want to invest your time in them or not. Some are fast and easy. Some are longer. You need to ask yourself, are you truly interested in the job in its entirety, or did it just sound okay?

And employers, that’s something you should think about too when adding in a personality test. How much time am I willing to ask from a potential candidate before things get serious with them? Because an extra long personality test given too soon at the beginning of the process might just chase your dream candidate away. It’s a balancing act, for sure. How does your organization handle personality tests during the hiring process? Reach out and let us know your take!

 

 

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April 25, 2022

Do I need to respond to every applicant that applies for a job?

Are you familiar with the term ghosting? This refers to when someone just leaves a situation with absolutely no explanation. You may have experienced this when someone left you hanging and possibly puzzled you as to why.

Have you, as an employer, ghosted job candidates?

Everyone here understands the struggles of being a business owner: there’s never enough time in the day, never enough help when you need it, or there are days where nothing goes right.

All of that plays into how you go about the hiring process. As a small business, sometimes you just don’t have the manpower to do it all. 

You’re probably asking, when is it considered ‘ghosting’ during the hiring process?

To be honest, there isn’t a clear cut line. What we can say is that the further someone makes it into the hiring process, the more they want to hear a response either way. Each company has its own steps to follow, but if you reach out to a candidate to express interest, it’s at this point that most job seekers start to experience ghosting.

77% of job applicants have been ghosted. That might be after an initial screening phone call, after one face-to-face interview, or after multiple interviews. In fact, some candidates have said they were ghosted by potential employers after a final job offer was submitted to them!

As an employer, ghosting comes down to a judgment call. There are lots of tools available to help you not leave job candidates out in the cold as to where their application stands. One thing we recommend is to write a generic template email saying thank you but no thank you. You can send this to all the candidates at once that aren’t moving to the next round, and that lets them know you aren’t ghosting them — which they will appreciate! You’ll appreciate it too because sometimes ghosting job seekers can lead to more of your time being eaten up when they reach out via phone and email to follow up on their application’s status.

But, what about the flip side?

What should you do as an employer if a candidate ghosts you?

In 2020, job seeker ghostings went up 18% from the previous year. The number one reason job seekers say they ghost employers is because they felt the job was not a good fit. Many applicants ghost early on in the process, but job seekers can wait until the last minute too. In fact, employers have reported that a quarter of new hires don’t show up for their first day on the job.

We’ve experienced this ourselves. We have even experienced new hires showing up for the first few days then ghosting with no explanation. In situations like this, what should employers do? Clearly communicate all expectations from day one. Do not close a job application (or, at least, do not stop the interview process) until a job seeker officially accepts a final offer from your company. Encourage applicants to ask questions. Once they are onboarded, schedule regular one-on-one meetings with them to continuously review expectations and allow them to voice how they are feeling. Be open, and they will follow your lead. If you’re looking for more tips, check out these 3 Mistakes to Avoid When Hiring.

We also suggest checking out these 10 Qualities to Look for When Hiring Team Members. Look for these qualities and their consistency through the interview process, and that will help you to not get ghosted once you’ve hired someone.

In a world of technology where we are all connected, we have never seemed further apart. Ghosting is happening on both sides of the aisle, but it’s for the same reason: either an applicant decided the job was not a good fit OR an employer decided the applicant was not a good fit. We suggest using tools available to send short notes to job candidates to let them know what is happening with their application, and be open and honest with your communication. 

Now we would love to know, do you send candidates something to inform them of your decision? How do you handle this process? Let us know!

 

 

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April 18, 2022

5 Tips for Applying to a Job Listing that Doesn’t Include the Pay Range

You find an interesting job listing…

The company sounds great…

Your experience matches the company’s required qualifications…

This job sounds great! There’s just one problem: the job doesn’t list the pay range. What does that mean? Should you apply, or should you find a different listing?

Why do companies not list the pay range?

There are several reasons as to why companies post listings without salaries. These reasons range from employers hoping to avoid potential questions from current employees to trying to avoid a wage war with competitors. However, the number one reason normally has to do with finding the most passionate job seekers: if a company does not list the pay range, they hope to attract job seekers that are more interested in the role itself than they are the money behind it.

This can be tricky for job seekers, though, as money is obviously a huge factor, and no one wants to waste their time going through the hiring process if salary expectations aren’t the same!

So, should I apply if a job listing doesn’t include the pay range?

In the end, it all comes down to your personal preference. If the job sounds like your dream job, then go for it (and use these tips to make sure your application stands out above the crowd). If the job doesn’t sound like an absolutely amazing fit and you’re on the fence about it, maybe see what else is out there. There’s no wrong answer here! But, if you do choose to apply to job listings without salaries…

Here are 5 tips for when you apply to a job that doesn’t mention wages:

#1. Research what other, similar positions are offering. The job title can help you figure out what the industry standard of pay is for that position. If it’s not quite what you’re hoping for, then figure out what job titles you should be searching for instead.

#2. Go ahead and apply! Take a chance and see what happens. This might just be the position of a lifetime! If not, it’s a great learning experience. Don’t let fear of the unknown hold you back from applying to a potentially great opportunity!

#3. Ask what the pay is! Communication is ALWAYS the key. Ask right away. Establish if this is a good fit for yourself and for the company.

#4. Plan to negotiate your salary. If no numbers are listed, this means the discussion about pay expectations is much more open than listings that include numbers.

#5. Be reasonable, but make sure this is a good fit for yourself. If you learn the pay range isn’t quite what you want, make sure to figure out if the position is truly a good fit beyond that. Consider time management, budget, experience, etc. Is this a position that will help you grow and achieve your career goals? If the answer is no, it’s probably time to apply to another listing.

As mentioned above, applying to a job with no pay range listed is completely a personal preference. We’ve worked with job seekers that did not like applying to those positions because they felt salary expectations were always less than they hoped for. On the other hand, we’ve worked with job seekers that have negotiated an amazing wage that they might not have received with a different job.

Money is a big factor when finding a job, but it’s not the only thing to think about! How does this job fit within your schedule? Does it give you the freedom to learn and grow? Does the company offer benefits that outweigh pay discrepancies? 

Make sure you look at the job as a whole and not just the pay — and let us know: do you apply to listings that do NOT include the pay range, or do you pass them over?

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April 4, 2022

What should I do if a company ghosts me during the hiring process?

It’s not even a spooky season, but you might find yourself encountering more and more ghosts on a regular basis.

Are you familiar with the term ghosting? This refers to when someone just leaves a situation with absolutely no explanation. At least, that’s what the kids are calling it these days! You may have experienced this yourself during the hiring process: you spent lots of time putting together the PERFECT résumé, answering questions in a phone interview, spending time through lots of face-to-face meetings, and then…NOTHING?!?

Ghosting is becoming an all too familiar phenomena in the world of job hunting. In fact, 77% of job seekers have said that potential employers ghosted them. There’s no clear cut line for where ghosting occurs, but you can probably agree that the further you make it in the process, the more a yes or no becomes important to you. But what should you do if you don’t hear back?

#1 Reach out!

Companies ghost candidates for a myriad of reasons, but sometimes they aren’t ghosting you — they’re just working their way through the hiring process which can take some time. It never hurts to reach out and ask about the status of your application. This can show the company your dedication and interest in the position, and it can also get you some peace of mind to know where you stand. 

It’s important, though, to move on if the company is ghosting you. If you have tried to contact them several times with no response, that’s a good indicator they are going in a different direction.

#2 Never stop searching.

Until you have signed a final agreement with an employer, do not stop searching for jobs! This will make sure the hiring process is not at a stand still for you, and always work on innovating. Tweak your cover letter with these 5 tips to stand out to potential employers. Practice your interview skills with family and friends. Ask for feedback from companies that have been responsive to understand what you can do better.

#3 Don’t take it personally.

It helps to put things in perspective and understand that it wasn’t something personal that caused a company to ghost you. We’ve seen situations where companies received over 1,000 applications in a very short period of time which caused them to not be able to respond to everyone. We encourage employers (and employees alike) to communicate instead of ghosting, but there can be extenuating circumstances that prevent that.

One of the businesses that uses HireMyMom wanted to share with you what happens on the business side of things when ghosting might occur:

“As a business owner, I appreciate the tenacity of the person following up. My advice would be to continue that practice, while learning to let it go after a period of time. In my business, it is part of the process. Applying for a job is sales. You make your pitch, follow up, then move on to the next. It has never been my intention to ghost anyone. However, the very fact I came to HireMyMom to get help indicates my own inability to tend to every detail. At least from my side, it’s less about being rude than simply scattered and trying to keep too many plates spinning. Please don’t take it personally.”

Don’t worry, these sorts of ghosts won’t haunt you! If you’re getting ready to start your job search, check out these 14 résumé skills to help you stand out to potential employers. Ghosting is not 100% preventable, but you can refine your materials and skills to the best of your ability to stand out and make it hard for companies to ghost you! Just be open with your communication as to what you expect with your potential employer, remember that it’s just business, and always stay on the hunt for new job listings.

Are you getting ghosted a lot in your job hunt, or is this something you’ve never heard of before? Let us know! 

 

 

 

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March 21, 2022

Business Need a Boost? A Complementary Partnership Could be Your Secret Sauce

If you’ve ever visited a fast food restaurant and purchased a kids meal with a movie-themed toy or bought a box of cereal to get the special gift inside, you understand the power of complementary partnerships. While many people think of these types of partnerships as strategies for large businesses, as a small business owner, you are perfectly positioned to harness their power and reap important benefits.

The right complementary partnership can change the trajectory of your business and open up a world of opportunity for you. The HireMyMom team has seen several small business owners successfully pursue this strategy with great success. In this blog, we share why these arrangements are so powerful and offer some tips to help consider if this approach is right for you.

Understanding Complementary Partnerships

Simply put, complementary partnerships happen when businesses team up to promote each other’s products or services. The terms complementary partnership and co-branding are generally interchangeable. 

Complimentary partnerships allow businesses and organizations with different strengths to create something better than either could offer alone. It’s also a chance for sellers of products that are sold separately but used together to join forces and pursue customers together.

There are many ways to create these types of partnerships.

  • A business that offers a product can partner with a company that provides a different product that’s similar or different.
  • A business that offers a service can partner with another service provider or a company that provides a product. 
  • Small businesses can team up with other small businesses, larger businesses, local groups, nonprofits.

Here are some examples of complementary partnerships for small businesses:

  • A bakery opens up a corner of the shop for a coffee kiosk, allowing customers to pick up coffee and pastries in one stop.
  • A t-shirt shop creates a partnership with a nearby school to provide spirit wear for students and families. The school promotes the shop, and the shop promotes the school with joint social media posts, signs, and other promotions.
  • An Etsy shop owner pairs up with an animal rescue organization to create a product line celebrating the organization’s work. The rescue organization sells the merchandise, and the two groups promote each other’s work.
  • A virtual assistant specializing in creating mailing lists creates a partnership with a writer who specializes in writing blogs and a social media manager who promotes small business accounts. The three promote each other’s services to clients but operate independent businesses. In many cases, they serve the same client and refer each other to clients who could use the services each provides.

There’s no limit to the ways you can work with your partners. In addition to promoting each other, you can jointly sponsor events, run contests where you feature each other’s business, share resources, introduce a shared rewards program, and even share a website or back-office service providers.

Benefits of Creating Complementary Partnerships

Creating complementary partnerships offer many benefits to business owners, including:

  • Increasing revenue through more business.
  • Helping small businesses survive and compete with more established companies by gaining a competitive edge and boosting brand recognition.
  • Offering opportunities to acquire new customers, engage more fully with established customers and provide a seamless experience.
  • Retaining current customers through enhanced offerings.
  • Sharing resources for greater reach with lower costs for each business.
  • Reducing the loneliness that often goes along with entrepreneurship.
  • Creating access to additional expertise from the partner and opportunities to share expertise.

Keys to Success

If you are thinking of entering into a complementary partnership, it’s important to do your homework before you begin seeking a partner.

Start by taking a critical look at your business to identify your strengths and weaknesses. Knowing what you bring to the table and what you’d like to find in a partner are essential to successful partnerships. 

With a clear vision of what you have to offer and what you need, look for a partner business that fits the bill. 

Networking is a great way to find potential partners. Attend local business meetups, reach out to the Chamber of Commerce, and attend trade shows to find potential partners. Also, be open to finding a partner closer to home. In some cases, a nearby business may fit the bill perfectly.

As you engage in conversations with potential partners, make sure that you feel comfortable with the partner personally, her approach to business, and her business practices. Even though you’ll be running separate business enterprises, as complementary partners, you will be working closely together, and that will be easier if you are comfortable with each other.

Once you and your patterner settle on a plan for a potential partnership, work together to create an agreement for your work together. Outline:

  • The parameters of your work together.
  • How you will communicate.
  • The level of transparency you plan to maintain.
  • How you will define success.
  • Who will manage which tasks.
  • Checkpoints where each business will assess the partnership’s future to determine if it still makes sense.

Please share!

Forming a complementary partnership is a fantastic way to move your business forward. If you enter into one, please drop us a line and share your experience.

 

 

 

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March 14, 2022

How a Great Elevator Pitch Can Win You New Clients

Imagine entering an elevator and finding that the only other person in the lift is your dream client or the hiring manager for your dream job. It’s just the two of you, and you are both riding to the 20th floor. You have about 30 seconds to introduce yourself and explain all the reasons why you–or your business–are the perfect fit for her needs.

You take a deep breath, smile, and deliver your best elevator pitch. 

As you reach the 20th floor, the person hands you her card and asks you to call so you can talk more. Success! 

If imagining this scenario has you wondering what in the heck an elevator pitch is and how to write one, this blog is for you. 

The HireMyMom team has seen firsthand how an elevator pitch can launch a career or change the trajectory of a business. Here we explain what an elevator pitch is, and share our best tips for creating and delivering one that works for you.

What’s an Elevator Pitch?

An elevator pitch is a short, well-rehearsed introduction of yourself and your skills/business. The pitch conveys all the vital information about you in around 30 seconds, using about 75 to 100 well-selected words.

It’s called an elevator pitch as a reference to a time when people generally worked in offices, and catching an executive in the elevator was an opportunity people sought.

Of course, the world has changed. In all likelihood, neither you nor your dream client is riding an elevator up to an office. But, the need for an elevator pitch remains as strong as ever, even if the pitch is delivered over Zoom or at a local networking event.

A good elevator pitch shows that you are comfortable taking the lead in conversations, makes it easy for you to introduce yourself to potential clients and employers, and helps you proceed with confidence when someone asks you to tell them about yourself.

The key is to develop an elevator pitch before you need it and then rehearse it, so you are ready to go when the opportunity arises.

How to Create an Elevator Pitch

Developing an effective elevator pitch is a process, and it takes some work and attention. But, the good news is that you are the world’s foremost expert on the topic of why you are a great find.

Write down some key points you want to include in your pitch to get started. In general, your elevator pitch should:

  • Start with an introduction. Include information about yourself. Share your name, add something about your education, and highlight your prior professional experiences.
  • Move on to a clear description of the problem your skill/business can solve.
  • Mention the customer/business who would most benefit from your skill/product.
  • Describe the benefits the customer/employer would enjoy from working with you.
  • Ask for a follow-up meeting.

Tell a (Short) Story

Once you identify your key points, start working them into a narrative that feels comfortable for you.

Here’s an example of an elevator pitch that someone launching a Virtual Assistant business might use.

“Hi, I’m Kate. It’s so nice to meet you! I have a degree in business administration and run a thriving Virtual Assistant business helping small business owners free up more time and space to focus on their core business. I do that by taking all the back-office tasks off their plates in a seamless way. I can book meetings, respond to customer requests, or take calls–I offer a fully customizable suite of services based on your needs. I’d love to talk more with you about how I can help make your business run more smoothly.”

Here’s another example of a pitch for a freelance graphic designer.

“Hi, I’m Lisa. It’s a pleasure to meet you. I’ve always been interested in graphic design and recently earned a degree in the field. I’m particularly interested in creating gorgeous e-commerce sites for small business owners. I use my design and photography skills to make your products stand out. I’d love to talk with you about how we could work together if that’s Ok. Let me get your card or jot down your email and I’ll send you some additional information.” 

Here’s an example of a pitch that would suit someone looking for a full-time job.

“Hi, I’m Joanna. After several years of bookkeeping, I earned a certificate in Accounting and am eager to find a full-time position where I can use my skills and experience. Your company has a great reputation in the industry. I’d love to join your team to contribute while I continue to learn and grow. Do you have a card to share? I’d love to send you a follow-up email or set aside time to talk about opportunities.” 

Once you have a narrative you like, start saying it aloud. Try it out on a friend and make tweaks to sections that don’t feel comfortable. Pick up a pen (or keyboard) and make changes to sections that don’t feel natural or need a little polish.

After your tweaks, get out a timer and see how long it takes to deliver your pitch. 

  • If it runs more than a minute, sharpen it a bit so you can comfortably deliver the message in under 60 seconds.
  • If your message takes less than 30 seconds, look for a way to beef it up.

Practice Make Perfect

Once you have your pitch ready to go, you are confident in the content, and you know how long it takes to deliver it, it’s time to practice. The more times you say it, the more comfortable you’ll feel delivering it. 

As you say it out loud, you’ll get a sense of where you might stumble, the words you most want to emphasize, and the cadence that feels most comfortable. To get there faster:

  • Deliver the pitch to your spouse.
  • Share it with a friend.
  • Practice in the mirror.
  • Say it to yourself in the car.
  • Recite it as you pet the dog.

Tell Us

We’d love to hear about your elevator pitch. Tell us how you developed it, where you used it, and how it worked. We can’t wait to hear about it!

 

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March 7, 2022

Embrace change: Top 3 Talent Acquisition Trends for 2022

The lasting implications of the pandemic and ongoing digital transformations within our working cultures mean that HR managers are dealing with more challenges than ever. Government payouts and forced remote policies are complicating hiring processes, while reimagined trends and new standards for consumer interactions are shaping what employees have come to expect. This leaves us with the decision to lay off employees, reposition them, or hire people with different skill sets.

It’s undeniable that finding talent might get quite expensive and time-consuming. According to Employee Benefit News, employers spend around 33% of a worker’s annual salary during the replacement process. And it takes approximately 24 days to hire someone—not including reviewing resumes to find the best candidates.

Due to the Great Resignation, the talent pool is wider than ever. The crux of the matter is that many of millions of job seekers don’t have enough experience to do the new jobs requiring new skills. Employers are facing a maze of challenges—and they need to find a way out to stay competitive in the market.

I have worked for years to upskill women and help them find flexible work opportunities. But the current work market needs are broader than that. Here’s my take on what you should do to navigate today’s recruitment challenges, only aggravated by the Great Resignation, pandemic, and global competition over talent.

Upskilling and reskilling to optimize employee performance

Transitioning existing employees into new positions is more cost-effective than recruiting. Furthermore,  workforce training allows companies to maximize employee potential and workers to keep their jobs by expanding their skills to different areas.  

A Gartner report shows that 33% of the skills listed in a typical job posting in 2017 are no longer necessary, and new job posts require 10% more skills than previous years. For instance, collaboration platform management, data engineering, being bilingual, and customer empathy are some of the skills in demand for tech companies.

The first step is to identify what kind of skill sets you need to have to run your business effectively and successfully. Then, you can pinpoint what’s missing and find out whom you need to train to close current gaps. Ultimately, team leaders should outline the roadmap towards growth—employee plans should include goals, training schedules, and a target date for completion.

Second, inspire your employees to join upskilling programs. You might want to avoid employee burnout. Remember that they are already very busy and often feel that they don’t have time to learn new skills. By setting learning time into the workload, you can encourage your employees to improve their skills. 

This way, you can have more qualified employees as well as foster loyalty. According to research by IBM, employees are 42% more likely to remain with a company long-term if they received training that helped them perform their work at a higher level.

As an added benefit, upskilling increases employees satisfaction and retention. The statistics are astounding. Companies with a comprehensive training program have a 218% higher income per employee than companies that don’t. They also have a 24% higher profit margin than companies that spend less on this kind of employee development. 

Industry giants have already put a significant amount of money into upskilling. For instance, Amazon invested  $700 million in training programs. I can hear you saying, ”After all, they have all the money—it’s Amazon.” You also have many options. Encourage knowledge sharing and empower collaborative work in your organization. Workshops can be more informative and inspiring than you might think. Creating a safe zone where constructive criticism and feedback are appreciated will help you point your employees in the right direction.

Take your time to explore platforms like Udemy, edX, or Coursera if you don’t have in-house training opportunities. Besides, some Ivy League universities share their lectures on YouTube. When you have the budget, you can offer to pay a certain percentage of tuition and fees towards a certificate or diploma in qualified fields of study.

Advance recruiter expertise for a better employer brand

According to Glassdoor, 86% of job seekers look at a company’s reviews before applying for a job—your reputation precedes you. But an interview with recruiters is the first personal connection with the company, putting significant responsibilities on recruiters’ shoulders. Not doing the job well means time and money lost as well as employer brand damage.

Make sure that your brand ambassadors—recruiters—represent the company in the best way possible. People say that ‘’The best interviews flow like a conversation rather than an interrogation.’’ It might be true—but it has some issues. You can go off the topic and leave some important questions unanswered. Moreover, being like-minded and having common interests can cloud one’s judgment. 

A structured interview helps you be clear about the role, set your expectations and non-negotiables in a candidate, such as skills and traits. This way, it’s more likely that you provide a better candidate experience. Why does it matter? Because 26% of people decline an offer because they had a negative experience during the interview process. 

Along with the skill sets, it’s key to identify if the candidate is a cultural fit for the team. In this context, I refer to goals and missions for both employers and employees. Choosing someone who is skilled but not a good match for your team can impact overall performance, success, and even disrupt company culture. 

Ask the candidates what type of work environment they are most productive in and what management style motivates them. You can also ask if the candidate has any concerns about your company culture based on their research before the interview. The answers will help you understand what the applicants are looking for. 

Lastly, word travels fast. Any negative experience will come back to you as comments on social media accounts, affecting your employer brand. If this has happened to you before, make sure that your HR team gives the appropriate answers. Job seekers are more likely to apply if your company actively manages its brand by responding to reviews and communicating on social media.

Remote work for freedom and flexibility

After getting a taste of freedom, many employees don’t want to go back to the office. One of the most notable benefits of working from home is being able to have a better work-life balance. On top of that, people can plan their days, have more flexible and appealing childcare and eldercare options as well as reduce some expenses. 

From an employer’s perspective, offering remote work is rewarding. Some recruiters simply realize that virtual interviews and remote recruitment are time-saving and efficient methods. Most importantly, offering remote work makes your talent pool the talent ocean.

Even if we’ve been talking about the benefits of working remotely for some time, 44% of companies still don’t allow it—and these companies are limiting their talent pool by simply not offering remote work opportunities. Your ideal candidate might be miles away from you—don’t let distance come between you and top talent. 

Digital nomads are living proof of rising remote work culture. There are more than 15 million digital nomads from the US alone. The ability to work from anywhere in the world, higher salary expectations, and flexibility won’t let digital nomad growth slow down.

Besides offering remote work, consider paying a competitive salary, offering out-of-the-box incentives and bonuses—while creating a work culture that attracts ideal candidates, you can boost employee satisfaction.

The bottom line is that the talent is out there, and you need to ensure that you set a productive environment for the arrival of future candidates and employees.

 

 

 

 

 

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January 17, 2022

How to Win During the Great Resignation so Your Business Can Grow

If you are a small business owner, you may be feeling dizzy from all the economic news of the last year. Inflation is rising. Labor is in short supply, Americans are quitting jobs in record numbers and workers are asking for more from their jobs–more money, more flexibility, and more meaning. We expect these trends to accelerate into the new year.

To help you prepare as we head into 2022, we’ve gathered the HireMyMom team to round up the most common questions we hear and the answers from our team of pros. This Q and A style blog offers a window into what we see across clients and from our mom professionals. At the end, we include our best advice to make this strange moment work for your business. With knowledge about what’s happening and a solid strategy, your business could emerge stronger than ever and with your best staff.

Are people really leaving jobs, or is the Great Resignation a media term?

According to HireMyMom’s concierge team, the Great Resignation is genuinely underway. 

People are leaving their jobs in record numbers for a variety of reasons. Our recruiting team reports that people are parting ways with employers to earn more money and find better work environments. People who are being called back into an office full time or those losing work-from-home options or flexible hours are especially prone to packing up and moving on.

Kelly, who works on our recruiting team, said mom professionals tell her that working from home is no longer a perk but a requirement. She’s also seeing many highly-skilled women start a small business, so they have more flexibility to define their work lives. 

Many people used the time during the pandemic to reassess properties and take a fresh look at professional ambitions. 

Tesia, who also works in recruiting, recalled a woman she interviewed earlier this week. She said that had it not been for the pandemic and her experience working remotely, she never would have left her job. But, now that she’s back in the office, she misses the family connection and flexibility of her work-from-home job, so she’s looking for new opportunities. 

Our team is not alone in noticing the trend. According to data released by the Labor Department, about 4.2 million people abandoned jobs in October, which accounts for about 2.8% of the U.S. workforce. In September, a record 4.4 million people left a job. 

Is it really tougher to hire new people than it’s been in the past?

According to our CEO and Founder, Lesley Pyle, this is the most challenging hiring environment she’s seen in her 15 years of running HireMyMom.com. She observed that it’s truly an employee’s market. She said it’s more difficult to fill common jobs–like virtual assistant roles–than it was just a few months ago.

The National Federation of Independent Business Job Report said that 93% of small business owners reported few or no candidates for open jobs in November. And that was a slight improvement over the 95% of business owners who reported the same for October. 

Tesia said she’d seen this first hand, explaining that applicants are scarce for some jobs but stronger for jobs that offer higher pay and managerial responsibilities. High-quality candidates are getting snapped up quickly, she said.  

Overall, the Labor Department reported 11 million job openings in October and estimates almost 5 million more open jobs than people seeking work. 

Part of the shortage is that many mothers are still on the sidelines. According to the Associated Press, when the pandemic started in the spring of 2020, about 3.5 million moms with school-age children left the workforce, lost jobs, or took leaves of absence from work. 

And, many working women are still out of the workforce as child care and school schedules remain in flux. According to McKinsey & Company, one in three mothers may be forced to scale back or opt out of work because of the increased demands the pandemic puts on mothers.

What advice do you have for companies that need new employees or want to grow?

Building a team is one of the most important things you can do as a small business owner. Obviously, there are some headwinds as you start to hire. 

But, there are plenty of upsides, too. If you can offer the right combination of opportunity, pay, and flexibility, you could nab a superstar who has left another employer. The first step is to make your job stand out in a crowded market.

As you prepare to hire, here are a few tips:

  • Move quickly. Employers are snapping up top applicants fast. Hold off on posting your opening until you have a window of time to look at applications and move quickly on an interview and offer. It’s OK to take a few days to decide, but if you leave applicants hanging for weeks as you make your decision or get pulled in other directions, you are likely to miss out on your top choice. 
  • Make it easy to apply for your open role. Applicants with many options may not invest hours completing an online application or doing a skills test upfront. Save that for a final round of interviews. Also, consider if those activities actually yield better candidates and help you decide. If not–or if you aren’t sure–this may be the time to retire those practices.
  • Take a critical look at pay. Offering low pay will extend the time it takes to find the right person and reduce the pool of high-quality applicants for you to consider. Paying a bit more could save you money in the long term and reduce your turnover. 

 

Pay is tricky, but generally, higher pay attracts stronger candidates. Be realistic about the skills you are looking for and what the market is paying for those skills. You can talk with the pros at HireMyMom to help you find the proper pay range for your job. 

  • Be flexible. Candidates often look for flexible hours, which can mean many different things, from part-time hours to a shared job. For some applicants, it’s the ability to work different hours on different days. 

Before you post a job, think about what you need and be clear in your posting about your flexibility. The more flexibility you have, the greater the number of candidates you will likely attract. If you don’t think there’s much flexibility in your role, run your thinking by others and see if you can’t find some wiggle room to make the job more attractive to candidates.

  • Cast a wider net. As a small business owner offering flexible and meaningful jobs, there is a tremendous pool of workers that you can tap into–moms who are ready to leave the rat race and find work-from-home positions that meet their needs. 

To find mom professionals interested in remote job opportunities, partner with a niche job site like HireMyMom to access a dedicated pool of professionals looking for remote work. Because HireMyMom charges job seekers a fee to access job listings, all our job seekers are serious about finding work. And, the volume of resumes that flow in is more manageable than the numbers that arrive when jobs are advertised on free job sites.

And, follow these tips to help you tap into that resource.

What are you experiencing as you try to hire new team members? Drop us a line and share your experiences.

 

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December 13, 2021

Ready to Change Your Work Life? Check out These Top Secret Job Trends

If you’ve turned on the television, listened to the radio, or opened a newspaper lately,  you’ve likely heard about the labor shortage in the United States. Even if you’ve managed to escape the news in the media, you’ve probably seen help wanted signs hanging from virtually every shop, restaurant, and service provider in town.

What’s more, remote teams and work-from-home jobs have never been more popular with employers or employees. When the pandemic sent workers home, many employers were forced to rethink operations and have turned to home-based staff to get work done. And, many people–especially moms–found that working from home improved the quality of their family life and they want to stick with it.

The confluence of these trends means it’s a great time to find a work-from-home job. While a tight labor market can be challenging for employers, it offers an opportunity for job seekers. 

HireMyMom has been helping match small businesses with professional women who want to work from home for decades. Through our concierge service, we also help employers find the right candidate quickly. All of this hiring action gives us a good look at trends.  

Bottom line: It’s a great time to be looking for a new job. We see hourly rates creeping up and an increasing number of job posts as people leave their current jobs and look for better ones that offer more pay, greater flexibility, and the freedom to work at home. And, employers are moving quickly to snap up talent before candidates move on to other possibilities.

We talked with the HireMyMom concierge team members to find out what types of jobs are hot right now and what those employers are looking for in candidates. Consider this blog your secret job-hunting weapon as we head into 2022.

Virtual Assistant

Virtual Assistant or VA jobs are perpetually popular, but we’ve seen a noticeable uptick in postings for these roles lately. As businesses grow, many entrepreneurs are eager to find support for administrative tasks. 

VA’s take care of many tasks, including email response, appointment setting, travel planning, and calendar management. It’s a great business model because it solves a problem so many business owners have–squeezing more tasks into a day. Small business owners looking for on-demand support or help with administrative tasks find VA’s indispensable.

It’s also an excellent lifestyle for moms who want to control their own time, skip the commute, and put family first while still keeping professional ambitions alive. For many moms, launching a business that provides economic security and flexibility is a top 2022 priority. 

VAs can work for more than one client on a part-time basis or for a single client. Some are employees, but it’s more common for a VA to work as a contractor. 

If you are interested in launching your own business, consider starting a VA service. There are some great opportunities for free training for aspiring VA’s who want to begin the journey. If you’re interested in exploring this career path with additional training, we’ve rounded up the best VA training options so you can find the one that works best for you.

Bookkeepers and Accountants

We are seeing an increasing number of posts for bookkeeping and accountant roles. These jobs are quickly moving to work-from-home positions.  

These jobs generally require a degree of expertise and training is available to help you learn more and decide if this is the right career path for you, even if you don’t have experience in the field.

Check out this YouTube video of our founder, Lesley Pyle, and founder of Stay at Home Bookkeeper, Tiffany Higgins, talking about getting started with a bookkeeping business. 

Online Business Manager

We are seeing strong and growing demand for Online Business Managers (OBMs). An OBM  takes over the daily operations of a business, freeing the founder and other executives to concentrate on growing the business and pursuing new ventures. The OBM steps in as the Chief Operating Officer for the company, managing day-to-day tasks across a broad spectrum of functions.

At the most basic level, OBMs lead a team. They understand the company’s objectives for the business and are focused on leading all elements of the team to understand that vision. Many businesses use OBM’s, including those that operate online and those with more traditional operations. OBM’s have a skill set that can be used to help run any type of business.  

OBM’s often have administrative backgrounds or experience in logistics. We see many work-from-home moms start as VA’s and grow their businesses to serve as OBM’s by adding additional services. 

Here’s a closer look at what OBM’s do and why growing small businesses love them. 

Social Media Manager/Specialist

Using social media to promote their business and specific offerings is a crucial strategy for many small businesses. But, managing social media accounts and conducting promotions require time and expertise, which are often outside of the business owner’s area of expertise. Because social media is a powerful and ubiquitous force that changes frequently, many small business owners are hiring social media managers to increase the quality and effectiveness of their social media efforts.

Social media managers work with clients to develop a social media strategy, set short- and long-term goals, select the right platforms based on those goals, offer promotional ideas, create social media content and assess results.

We are seeing robust demand for people with Google Ads expertise as company’s work to make their posts stand out in a crowded marketplace. Social media managers with solid Search Engine Optimization (SEO) experience are also in high demand.

To learn more, link to the Complete Digital Marketing Course.

What Are You Seeing?

Drop us a line and tell us about the jobs you think will be hot next year.

 

 

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September 13, 2021

How to Hire a Superstar in a Sizzling Job Market

Hiring is tough for everyone right now–big and small businesses alike are struggling to find the right people. But, as a small business owner, there’s a tremendous pool of workers that you can tap into–moms who are ready to leave the rat race and find work-from-home positions that provide flexibility and meaning. 

The pandemic forced many families to re-evaluate the work-life balance equation and prompted people to reconsider their career trajectories to determine if they are on the right track. Prudential, the global financial services giant’s latest Pulse of the American Worker survey, found that 48% of Americans are rethinking the type of job they want post-pandemic. According to the research, work-life balance is one of the drivers behind the shift.

These changes are leading to the “great resignation” or the “great reshuffling” that you may have heard about. Many are willing to trade the perks and income of a large employer for a more flexible job where they can contribute in a meaningful way. 

As a small business owner looking for a remote team, you are perfectly positioned to scoop up these workers who can bring a wealth of knowledge and resources to the job and your business.

Here’s your guide to tapping into this valuable talent pool to grow your business and add talent that might not ordinarily be available.

 

Focus on Moms 

Focusing on moms is a great place to find your next superstar employee. As the light starts to appear at the end of the pandemic tunnel, many large employers are plotting return-to-work plans. But, many moms who have been working at home for the last year and a half are looking for an alternative to going back to the office and are turning their notice into large employers rather than reshuffle family life to accommodate a commute. 

If you can offer flexibility and a remote job opportunity, you are well-positioned to find an experienced hire who can help your business grow.

To find mom professionals interested in remote job opportunities, partner with a niche job site like HireMyMom to have access to a dedicated pool of professionals looking for remote work. Because HireMyMom charges job seekers a fee to access job listings, all our job seekers are serious about finding work. And, the volume of resumes that flow in is more manageable than the numbers that arrive when jobs are advertised on free job sites.

Employers love us because they know they can find high-quality, highly motivated candidates who want to work from home by partnering with HireMyMom.

 

How to Make Sense of Corporate Speak on a Resume

Once you have created a post and applicants start to roll in, finding the right person may take a little detective work. 

As people transition out of jobs with large employers, resumes may be full of unfamiliar terms and titles that don’t seem to match your needs. But, a few tricks can make those resumes easier to decipher.

As you review resumes, look for department names and activities that line up with your needs. For example, suppose you are looking for someone to do online marketing. In that case, you may review candidates from a diverse pool of experiences that include departments that range from marketing to public affairs. Likewise, titles can vary.

You may see titles as varied as a project manager, marketing associate, or vice president of marketing. Try not to get hung up on the title. 

The key is to look at the person’s specific activities to find the fit for your role. As you look through that list of accomplishments for each job, keep your eyes peeled for the types of skills you need. 

For example, if you know that you need someone with marketing experience, look past the title and department and see if the skills you need are listed. It may be tempting to only look at the most recent job the applicant has held. But, looking back a little can reveal how the applicant’s career has unfolded and provide essential clues about overall abilities and learning agility. Review the cover letter for additional insight.

If all this sounds daunting, you may prefer to use HireMyMom’s Concierge service. We created the Concierge Service for busy entrepreneurs and small business owners, like you, who need to hire help but don’t have the time or desire to go through the time-consuming process.

With our full-service Concierge Service, our HR Specialists will do it all for you from start to finish and present you with the top candidate(s) sourced from a wide array of qualified applicants who will be dedicated to helping your business succeed and grow. 

 

Confronting Common Fears

Many employers look at a resume full of corporate experience or stuffed with fancy titles and decide to take a pass for one of several reasons. Here are some of the most common concerns I hear from employers and some additional things to consider:

Fear: The pay requirements for that person will be too high. 

Reality: The applicant saw the pay range in your posting and decided to apply for the job. Some people value flexibility and opportunity more highly than money at different life phases.

Fear: Experienced workers won’t be happy and might leave quickly.

Reality: Workers with a lot of experience know that it takes time to learn a new job and likely have the breadth of perspective that helps them persevere through the first few months on the job. 

Fear: Experiences at a large organization aren’t transferable to my business.

Reality: Many experiences at large employers still involve small teams, so the experience of a small team is unlikely to be foreign. Also, an experienced employee from a large company may be able to share new ideas or best practices with your team. 

 

Interview to Screen Out Concerns

If you have some of the concerns above or others, rest assured that the proper interview strategy can help you sort through your concerns and find the right person. During the interview:

  • Ask the candidate about her intentions.
  • Inquire about the specific things she is looking for in a new job.
  • Ask about the type of flexibility she is looking for in a job.

These questions can help put your mind at ease and make it easier to feel confident in extending a job offer.

 

Go Ahead, Leap!

If you’ve never hired an experienced person before, the prospect of doing so can feel daunting. But, with a bit of leg work, the right questions, and a partner like HireMyMom, I’m sure you can find the right person to help your business grow.

Once you find your superstar mom employee, send me a note sharing your experience.

 

 

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