Recruitment

Recently, there have been some changes to how and when you
can recruit international employees to UK-based businesses. As of the 1st
of January 2021, hiring employees from outside of the UK changed due to the end
of the Brexit transition period. Now,
there is a points-based immigration system to the country, meaning that
international employees you can hire are different, as is how you can
effectively recruit internationally. Here are our top tips for hiring
international employees in the current climate.

Advertising Internationally

Before considering some of the logistical issues associated
with hiring international talent, you must first ensure that your international
job advertisements are suited to the staff you wish to target.

Your job advertisements will need to be tailored to the
demographic that you wish to recruit. Targeted marketing of vacancies will need
to take language and cultural aspects into account when hiring employees
abroad. While you may want to write the copy for your adverts in-house, they
must read well for those that are not native English speakers.

There are professionals who will help you to ensure that
your copy reads well in a foreign language and is also appropriate. Brightlines Translations provides
translation services written in an understandable and natural manner. This
will improve the response rates to your recruitment drive and increase your
organisation’s credibility on an international level. Prospective employees are
less likely to have a high opinion of a company if job advertisements contain
syntax or grammatical errors, so using a professional translation service is
advised.

Points-Based Immigration System

The UK has recently adopted a points-based immigration
policy that has made the international recruitment of staff a more complex
subject than it once was. You must know the rules and regulations when hiring
from abroad. Generally speaking, the new immigration laws apply to EU and
non-EU citizens, except for those coming from the Republic of Ireland, who are
exempt.

Under the new rules, you will need to apply for a sponsor
licence from the government to allow international employees to re-locate to
the UK. This process is done online via a government website and is essential
for recruiting from abroad.

Additionally, applicants are required to reach 70 points
from the following list to re-locate to Britain. An offer from an approved
sponsor, a job of an appropriate skill level, a salary of £26,000 or more, a
job in a shortage occupation and a PhD in a STEM subject relevant to the job
are worth 20 points. The individual speaking an appropriate level of English, a
salary of £23,040 – £25,999, and a PhD in a subject relevant to the job are
worth 10 points each. Lastly, while not worth any points itself, there is a
minimum salary requirement for international employees of £20,480 that needs to
be met for an employee to be considered for work in the UK.

Your Responsibilities as an Employer

Hiring someone who you know lacks the required immigration
permission is a criminal offence. Ultimately, if you are found to be in
contravention of the new rules on immigration, you can face up to two years in
prison and an unlimited fine.

Therefore, you have a legal responsibility to comply with
the rules surrounding immigration when you are hiring talent from abroad. The
punishments associated with the crime are designed to discourage employers from
ignoring the rules to exploit vulnerable employees or undercut competing
businesses.

The Internet is a Powerful Recruitment Tool

When recruiting internationally, your best option will
likely be to use the internet as a platform for spreading information about
vacancies. This is an especially valuable tool in the early stages of
recruitment as it is, generally, relatively low-cost compared to other options
and is typically more time-efficient.

When using the internet to advertise vacancies in your
company abroad, you should consider the most
popular platforms for job-hunting in the different areas you plan on
advertising in. Other countries will have different preferences when it comes
to online job boards, so while it might be a good idea to advertise on Indeed
in the UK, this may not apply to different regions of the world.

Additionally, video conferencing technologies like Zoom and
Microsoft Teams have made international recruitment much more effective in the
interview stages. Using modern technology, it is now possible to remotely
conduct most of the hiring process, reduce costs, and improve efficiency for
both your business and prospective employees.

International Hiring is Changing

In conclusion, the process of recruiting international
employees and them re-locating to the UK has changed dramatically in recent
months. The implications of Brexit on the hiring process have significantly
altered who you can employ from abroad and what positions you can likely fill
with international candidates. Overall, your company has a legal obligation to
comply with immigration laws when recruiting from abroad.

Suppose you and your prospective employee meet the desired
criteria. In that case, international recruitment through the internet can be
an effective way to find new talent to facilitate your company’s growth.

The post Recruiting international employees: our top tips appeared first on .

Right now, the job market seems to be split in two. On the one hand, people on the hunt for jobs are in a much better position than they were six months ago. Now that businesses are reopening and people are getting back out there, there are more jobs being advertised and everyone who spent the bulk of the pandemic worrying about whether they were ever going to find employment again can breathe a sigh of relief.

On the other hand, it is a surprisingly hard time for a lot of businesses across a wide range of sectors. The combination of Brexit and the pandemic has led to a serious shortage of workers in many roles, and companies are struggling to fill the essential positions.

In such a difficult position, it is easy to see why so many businesses want to rush. After all, things are picking up, demand is still high, and the marketplace is fiercely competitive. Of course, you want to find people as quickly as possible so you can put the last eighteen months in your rear-view and start making a profit.

However, you don’t want to find yourself in a position where you have to be looking for someone to fill the same position in a few months when you realise that things didn’t work out. How do you go about hiring the perfect candidate? Here are a few tips to help you get started.

Ask About Gaps In Employment

Now, for most HR managers and indeed bosses, this is a
standard part of any conversation with any potential new hire. A long gap
between jobs is often a red flag on a CV, as is a short period of employment.
We always want to know what happened, what went wrong, is there something that
we should know about? But what you need to bear in mind right now is that you
will be looking at a lot of CVs with these red flags.

A
huge number of people were put on furlough and made redundant over the
course of the pandemic. Seeing a period of unemployment on a job application is
not going to be unusual if you are hiring now. So, what you need to be asking
is not necessarily “why were you out of work?” but “what did you do with that
time?”

Look For People Who Take Steps To Develop Themselves

Following on from the point above, one of the most important
things that you should be looking for in a potential employee is initiative. A
lot of people found themselves out of work. The question is: have they been
taking steps to make themselves a more appealing candidate for recruiters?

Online courses are more widely available than ever before thanks to lockdown restrictions and social distancing. Have they been taking classes to boost their existing skillsets? Have they been teaching themselves new software skills during their months out of work, or indeed after their day jobs are over?

Have they identified gaps in the market where businesses are desperate for skilled workers? For example, we have all seen the news that HGV drivers are in short supply. The HGV Driver Training Centre offers virtual classes to help drivers develop the skills they need to jump into work, and they can offer businesses HGV training solution programmes to meet your requirements.

Look For People Who Are Upfront And Honest

When you are hiring for any role, you are going to hear a lot of pre-learned phrases that people assume will guarantee them success. You’ll hear about how people are hard workers, how they are straight shooters, how they are team players and so on. Of course, those are qualities that everyone is looking for, but something that is a little harder to discern is honesty about their abilities and their shortcomings.

Take the classic interview question: “What is one of your areas of weakness?” This is often when candidates will take the opportunity to frame a positive as a negative. You’ll hear about how they work too hard, they care too much, and that somehow going the extra mile is something that they think counts as a minus.

But one of the most important things that we have learned over the course of the pandemic is to talk a little more honestly about our feelings, our mental health and when we are struggling. If you want to get a clear idea of what someone might be like as an employee, try asking them how the coped during the various lockdowns.

The UK’s mental health has been incredibly hard hit by everything that we have been through, and while you obviously don’t want to push someone into talking about something hard, someone who admits that they had a hard time might be more of a straight shooter than the person who talks about how they just got on with it and kept working round the clock.

The post What you should be looking for when you are hiring new team members appeared first on .

Flexible working is a phrase that we feel confident those
reading this and beyond are all so familiar with. Remote working opportunities
were around way before the pandemic struck. But, there is no doubt that the
pandemic has fuelled the number of remote working opportunities that are out
there.

With a record
number of office workers expressing an interest in working flexibly beyond
the pandemic, there is no surprise that companies big and small are beginning
to address how they can implement it into their business model.

As a small business, you might feel some apprehension about
implementing flexible working into your business. You naturally want to monitor
your company’s everyday comings and goings in person, which can be made all the
more challenging with remote working.

However, that is not to say that it is impossible, and that
is where we come into things! Detailed in this piece, you will find a bit about
how you can efficiently implement flexible working into your small business as
we edge ever further into the post-lockdown and post-pandemic world. Read on
for more!

Using Available Resources

We feel confident this is something you would be doing
anyway. Still, it would be best if you made a conscious effort to use available
resources to make the process of implementing flexible working into your
business that bit easier. You are not in this alone! While it might be a
challenging and stressful process, you are not the first person to go through
this and certainly will not be the last.

Taking the time to explore the available resources while
considering how best they would fulfil the needs of your business is paramount
to your future and continued success. One common feature of any company that
you want to prioritise when working flexibly is communication channels.

There are a plethora of resources on the market tailoring to
this aspect of running a business. You might be asking yourself how you would
be able to monitor any incoming calls to your company while you are not
physically there?

Implementing a call answering service into your business
model is one way of doing so. You will be able to effectively manage the
incoming and outgoing communications with people both in and out of your
office. Not to mention, anyone within your company will be able to access and
use a call answering service like this
one from Verbatim.

Adapting and Adjusting

There is no surprise that flexible working will take some
getting used to. As many people were thrown in the deep end due to the
pandemic, they did not get the opportunity to adjust to this new working
climate. Not to mention, many office workers up and down the country had
to juggle other responsibilities too, like that of caring for children or
elderly relatives. It certainly was not easy.

Taking something like this into account is critical to your
business moving forward. You want to ensure that your employees are comfortable
with the way they are completing their job. In extension, you also want them to
be doing their job to the highest standard, and much of that will come down to
how comfortable they are.

Allowing employees who opt for flexible working options the
opportunity to adapt and adjust to their new routine will make things easier in
the long term. At the same time, you must ensure you are consistent with your
flexibility as well. While it is all well and good offering flexibility in the
first instances of flexible and remote working, you need to uphold this.

For example, allowing employees to work more hours one day
to leave earlier on another, whether for leisure purposes or others. Being
understanding and flexible in your approach to remote working will significantly
contribute to your working relationships.

For some workers, they may also want to work some days at
home with others spent in your place of work. Implementing a system that
accommodates this while ensuring there is minimal disruption to your work and
results is recommended.

Providing Equipment

On the back of the mention above about wanting your
employees to complete their jobs to the fullest extent, it seems only natural
that you should be prepared to provide them with the equipment to do so.

Assessing what your employees needs before agreeing to the
flexible working agreement gives you ample time and opportunity to source what
you need. Communicate with your employee about what they feel they need for the
job they are completing, and continue to do this throughout the duration of
projects and work your undertaking.

As the needs of a project changes, you may find yourself in a
position where you need different pieces of equipment too. Ensure this is
something you contemplate, so you don’t get caught short in crucial moments!

The post Flexible working as a small business in a post-lockdown world: A how-to guide appeared first on .

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Over recent years, remote work has grown in popularity, and
with the COVID-19 pandemic changing the way businesses operate for the
foreseeable, it will only continue to grow. If you run a business and your team
are working outside the office, keeping everyone connected and engaged can be a
challenge.

To ensure your business stays on top, here are some useful
strategies you can implement into your operation which will improve employee
engagement and boost productivity.

Use technology

Thanks to technology, there are numerous communication
channels you can use to connect remote employees. Tools like Asana and Zoom
are great for streamlining communication between team members to ensure
everyone understands what is expected of them. When it comes to tracking
employee performance, software from StaffCircle
allows you to bring together several systems under a singular platform, helping
to save time, boost efficiency, and improve productivity. Even in a remote
working world, StaffCircle lets you have full visibility over your employees’
progress and engagement levels.

Ask for feedback

If your team has been working remotely since the start of
the COVID-19 pandemic, it’s your job as a business owner to keep in touch with
your team and ask for regular feedback. Your employees may have all kinds of
questions and queries about how best to manage their workload from home, so you
need to have answers ready and be prepared for constructive criticism. Employee
feedback is necessary for creating a stronger and more robust workforce.

Hold regular meetings

When working on projects and tasks, scheduling regular virtual meetings with your team is a must. Unlike in a traditional office environment where you can call the team to the meeting room within seconds, things aren’t as straightforward when working remotely. Make sure you schedule meetings well in advance so employees can set aside time to dedicate to the meeting. Regular team and one-on-one meetings are useful for identifying strengths and weaknesses, relaying information, and most importantly, keeping everyone engaged.

Support new employees

If you have hired new employees in your business, many of
them may feel less equipped to perform their role (especially when working
remotely). This means you need to provide extra support to get them up to
scratch with your tenured employees. Providing additional training and keeping
communication lines open will not only help your employees settle in quicker
but reduce your staff turnover.

Encourage health and wellness

Above anything else, your employees’ health and well-being should be your top priority. If your team gets sick and are unable to do their job, this can massively impact your operation, regardless of how well-oiled the machine is. There are lots of healthy habits you can introduce into your company, such as allowing longer midday breaks for your team to let off steam, or even by starting your own wellness program.

While working remotely does have its advantages in terms of
greater flexibility and saving on commuting times and costs, there are
drawbacks too. Unless you keep your team connected, problems can soon occur in
your operation which could hinder projects and tasks. To stay on track, the
strategies above can be a big help.

The post 5 strategies to keep remote workers engaged appeared first on .

Now that so many banking transactions can be done online, including client onboarding, it may seem as if pen-and-paper applications are a thing of the past. Your bank may have invested in new digital infrastructure to increase customer enrollment, as well as sales for financial products.

But will it be inherently easier to onboard a new customer just because you have the technology? Does the technology alone guarantee your customers’ loyalty to you over your competitors, who may have also shifted to a more digital approach?

The banking industry has immense potential for growth amidst the digital revolution, but it is also much more competitive than ever before. One of the most important battlegrounds to secure is that of customer onboarding, as customers will only push through with enrollment if they’re satisfied with the process.

Put simply, your bank has to do more than offer a digital version of the over-the-counter enrollment processes it may already have. Successful onboarding experiences are a matter of keeping up with customers’ needs, optimizing your current digital channels, and establishing a reputation for yourself as a leader, visionary, and trustworthy partner for banking.

With
that in mind, here is a briefer on digital onboarding that will help you bank
attract and retain clients for many years.

Put your customers’ needs at the forefront

When
it comes to digital onboarding, the first thing you should think about is how
responsive your processes are to the customers’ needs. Will enrollment be an easy
and intuitive process for clients who are comfortable with technology, and
those who aren’t? Can it be done in one sitting? Will they encounter the full
range of financial products and services they need when they’re on your
platform?

Don’t stop working on your onboarding processes until you can say yes. To keep up with customers’ evolving needs, use technology to your advantage. For example, advanced analytics on a cloud-based banking solution will give you a 360-degree view of your customers’ needs, all in the interest of fulfilling them better.

Strengthen your banking ecosystem so that the digital onboarding experience goes smoothly for your new enrollees, as well as for your staff. A system that can leave a good first impression on a banking customer, via their onboarding, is a valuable one to have indeed.

Enable straight-through processing

The
next things you should focus on are the granular aspects of your onboarding.
Your goal should be to engineer an onboarding process that’s quick,
straightforward, and precise in terms of what it asks from new enrollees.

Are
the requirements for a new application, such as personal info and
documentation, easy to submit on your platform? Will it be a hassle to enroll
in the app’s biometrics system? Is the process as free as it can possibly be of
repetition or redundancy? You’ll need the answers to these questions in order
to implement digital onboarding that doesn’t feel like an unnecessary burden to
your customers.

Aim for quick, secure enrollments

Speaking of burdens, the issue of security might seem like one if you don’t address it during onboarding. Though speed is important, you shouldn’t compromise on the security of your onboarding process by omitting crucial steps in your screening and know-your-customer (KYC) protocols.

It
may help to appeal to your customers’ understanding and to remind them that
certain protocols, like ID documentation and one-time PIN entries, are an important
part of the enrollment process. Let them know that these steps are in place to
protect everyone involved in the bank’s system—them included—from fraudulent
activities.

Provide guidance material on your platform

Customers value straightforward and no-nonsense application processes, so unnecessary information dumps should be avoided. That said,  your clients are usually looking for adequate information to make an informed decision about their banking needs.

In fact, a good number of your customers may be seeking more in-depth financial advice from your bank, especially for your more complex products. Take note that many of them comprise the younger side of the workforce, and therefore may not have as much working knowledge on investment, insurance, or loan programs as their parents did.

That said, your bank can definitely use the onboarding process to educate these customers and to provide trustworthy advice on the nitty-gritty of their finances. For example, you can link to FAQ pages on the bank’s mobile banking app for select screens involving customer onboarding. Topics can include opening a new account online, applying for a credit card, paying for loans, and adding investment features to an account.

It would be even better if these materials were personalized in some way, so that they truly reflect each individual customers’ needs. You also have greater chances to upsell additional services if you give proper guidance, and if your customers know why they’ll matter at this particular stage in their lives. 

Final words: digital onboarding is your
bank’s doorway to growth

It
all comes down to the value of creating a strong impression on your customer
via your digital onboarding experience. Win their trust in your system, your
processes, and your expertise in what you do through their onboarding. That’s
the ticket to growing your customer base and staying profitable and relevant in
this digital age.

The post Your ultimate guide to digital onboarding appeared first on .

There
are two kinds of real estate recruiters: those who don’t like using recruiting
scripts and those who do. Hate them or love them, however, it’s undeniable that
having a recruiting script has plenty of benefits to offer. For one, they can
help recruiters sound clearer and more concise. Various facets of recruitment
such as personnel training can also be made easier with the help of a script.

If
you need some scripting ideas as well as an effective tool for CRM, you can Getbrokerkit and transform your recruiting experience. That
said, here are some tips for writing effective real estate recruiting scripts.
Those who are new to scripting or those who want to revise their existing
scripts will definitely find these valuable:

Outline everything first

Think
of your recruiting script as a basic screenplay, composed of a theme, characters,
and plot. Blending these three elements seamlessly will produce a good story.
If something is missing or underdeveloped, the story might feel disjointed and
half-baked, leaving the audience dissatisfied.

In
the case of real estate recruitment, your theme, characters, and plot are
equivalent to various talking points. These include things like compensation
plans, training opportunities, technology investments, and administrative
support. Make an outline of everything you want to talk about so you can
organize them into a cohesive story, the ending of which is you hiring the best
of the best real estate agents.

Identify your audience

Continuing
with the screenplay comparisons, you’ll have to make certain adjustments to the
language you’re using, based on the expected audience. Children’s movies and
programs will get the G or PG-13 treatment, while those meant for adults can be
a little more no-holds-barred.

The
same is true with real estate agents. Those who are new to the industry will
have different priorities than those who can be considered veterans. You also
need a separate script for active and passive candidates. Do your research and
adjust the messaging of your scripts depending on the kind of real estate
agents you want to attract and eventually end up hiring.

Get their name right

Dale
Carnegie once said: A person’s name is to him or her the sweetest and most
important sound in any language. This is an important thing to remember in
recruitment, an industry where even the smallest errors can leave a bad first
impression can turn off candidates.

Remember,
as well, that a person’s name is an integral part of their identity. Saying and
spelling it right is a form of showing respect and can even help develop
rapport.

Obviously,
a person’s name isn’t a part of the actual recruiting script. However, make a
few notes to remind recruiters to research the correct pronunciations or how to
politely ask a candidate how to say their name. While some are straightforward
enough—like Christine or John—you might need help with some foreign-sounding or
uniquely spelled ones.

Be completely honest

As
the old saying goes, honesty is the best policy. It’s a good adage to keep in
mind when writing a recruiting script, especially in real estate when there are
plenty of variables to think about. Is the agent required to work on weekends?
Will they need to travel more often or perhaps relocate? Are you able to match
their expected commission splits?

Be transparent about all the details, even if you think it’s something “bad.” This way, you can prevent any disappointments, whether or not the candidate ends up accepting your offer. Being honest can also help make your job easier since you can easily identify those who are truly interested in the job.

Time it

Going
back to screenplay comparisons, you’re going to need to add some dialogue in
your script (unless you’re writing a story that features only one character).
In short, while you’re writing the script for your own use, you need to
allocate speaking time to the candidates. Let them ask questions and share
insights so that the result is something more like a conversation, rather than
a hard and fast Q&A.

You
should also consider that your prospective candidates have other demands on
their time. Keep things short and sweet and your prospects will thank you for
it. If you want, you can practice with a colleague and record your interview.
Take note of the overall length and how long you’ve spoken. If it’s taking too
long or if you have the lion’s share of talking time, consider revising the
script.

Remember your call to action

Ideally,
you should end your meeting or interview with a prospective candidate with a
call to action. It could be something as simple as asking them to apply or to
send a document for further review. If you need another meeting, ask them to
confirm their availability. Be clear about what you want so you’ll also receive
precise responses.

Another
thing you shouldn’t forget about writing a recruiting script is the tone. Align
it with the brokerage’s own communication style and you want it to be
perceived. Some real estate companies prefer to be seen somewhere in between
professional and casual, but you may want something else for your brokerage.

Finally,
once you’ve written your script, don’t think that the job is done. There’s
always room for improvement! Besides, the real estate industry is constantly
changing, which definitely means that your scripts will have to change, too.
Remember: the perfect real estate recruiting script is always a work in
progress.

The post 6 tips for writing effective real estate recruiting scripts appeared first on .

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Have you been applying for jobs in Metro Manila but you’re having trouble getting your foot in the door? Though you think that you may have been well-qualified for the position, qualifications only make up a part of the picture.

Companies and HR managers have different standards for what they want to see in the people they end up recruiting, and some of these standards can be very specific. At times, they may even seem utterly arbitrary, having nothing to do with the job you’re applying for or your ability to do it.

While all of this may make it feel like applying for Makati jobs more daunting than it should be, you can strengthen your profile and make yourself stand out as an applicant in ways that will be more attractive to more prospective employers.

The important thing to remember is that job hunting is a numbers game, and that the more companies you apply to, the more chances you have of landing an interview or even getting the position you seek. In the meantime, here are a few reasons why your job applications are being rejected, as well as what you can do to prevent it from happening next time.

Reason #1—Your resume is unpolished

Your resume serves as
your introduction to the company that you’re applying to, and is the first
thing that HR personnel evaluate.

A lot of job-seekers tend
to underestimate its importance, thinking that the document is only a
formality. On the contrary, recruiters can tell a lot about an applicant just
by looking at their resume. It informs their opinion of you, without ever
meeting you, which is why it’s worth putting your best foot forward with it.
Unfortunately, many applicants don’t know how to put together a compelling
resume, or they only put the bare minimum of effort into it.

An easy way to make your resume look more professional is to make sure that it is free of typographical and grammatical errors. In fact, you should endeavor to do the same to any and all communications you send or may be viewable to prospective employers, including emails and cover letters, as well as any content that you’ve left public on your social media accounts.

A simple fix-up can show the companies you’re applying to that you can communicate effectively and pay attention to details.

Reason #2—Recruiters have trouble figuring out what value you’ll bring
to the company

Employers will always
want qualified applicants, that much is true. However, qualifications can only
get you so far. To really wedge your foot in the door, you’ll have to market
yourself effectively with a clear value proposition. It demonstrates who you
are and how you’ll be an asset to the company you’re applying into.

When the job application does not specifically ask for a cover letter, it could be a good idea to include a value proposition letter in its stead. You can also write your cover letter in such a way that it includes your value proposition by talking about your past experiences and achievements and angling them in a way that shows how you can replicate those same accomplishments to your new company.

When writing your value proposition letter, it’s best to be as detailed as you can. Providing employers with anything less than a clear picture of how your presence can benefit them and their business can only work against your favor. This means meticulously doing your research so that you’re able to write your value proposition letter in the most effective and compelling way.

Reason #3—You weren’t confident

Some applicants come into
interviews thinking that wanting the job is enough. And while hiring managers
do take your eagerness into consideration, they tend to look past that and try
to see if you are capable of doing the job you’re applying for in the first
place.

Short of demonstrating your abilities on the spot, the only way to project your competence to a recruiter is to be confident during your interview. Of course, you’ll have to strike that perfect balance and make sure that you don’t come off too smug or sure of yourself.

However, it’s important not to cower in fear either. Speaking clearly and making an effort to look your interviewer in the eye when speaking with them can go a long way.

Reason #4—You didn’t do your research about the company

Another rookie mistake that a lot of job hunters make when they apply for positions is not doing their research on the companies they’re applying to. Not only does doing so help you start your interview on a good note, it also helps you ace standard interview questions such as “What do you know about our company?” and “Why do you want to work for us?”.

Before going into any
interview, do your best to read up on your target company. You can start by
having a look around their website and social media before moving on to
specific articles about them or mentioning them. Doing so should give you
enough information to prepare detailed answers should you be asked any
questions related to the company.

It may not be possible to
know exactly what makes a company hire one applicant over another, but you can
present yourself as a stronger candidate in general by reinforcing your profile
with these tips. Good luck in your job search!

The post 4 reasons your job applications are being rejected and what you can do appeared first on .

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