75% of Freelancers Say They Earn More from Freelancing Than at a Full-Time Job

75% of Freelancers Say They Earn More from Freelancing Than at a Full-Time Job

Ditching the 9-5 grind and starting something on your own can look draining, daunting, and demanding at first. But the rewards often outweigh your struggle. It is not only about satisfaction, working for yourself means more money as well.

According to Upwork’s report, 75% of the freelancers earn equal or more than when they were doing a full-time job.

Upwork Freelance Forward 2020 Report

The COVID-19 crisis has changed the way businesses and employees work. Now, companies and employees are increasingly adopting a remote work model. And the Upwork report indicated the same.

Here are the key findings of the report:

  • Two-third of non-freelancers say that they would consider doing freelance work full-time to support their families
  • 58% of freelancers have worked for more than 5 clients in the past six months (up from 2019)
  • 86% of freelancers say that the best days of freelancing are yet to come
  • 71% of freelancers say that freelancing as a full-time career becoming more acceptable

Hayden Brown, President and CEO of Upwork, said, in a prepared statement, “Amid all of the uncertainty brought about by COVID-19, the data shows that independent professionals are benefiting from income diversification, schedule flexibility, and increased productivity,

“At the same time, companies are finding that these professionals can quickly inject new skills and capabilities into an organization and strategically flex capacity up and down along with changes in demand and workloads. We expect this trend to continue as companies increasingly rely on freelancers as essential contributors to their own operations,” he added.

Adam Ozimek, Upwork Chief Economist, said, “To adapt to the changes and uncertainty of COVID-19, we saw many professionals enter the freelance workforce for the first time. At the same time, the shift towards greater workforce flexibility coupled with the necessity to maintain continuity brought new demand for independent professionals from businesses. The changing dynamics to the workforce that has occurred during the crisis demonstrate the value that freelancing provides to both businesses and workers.”

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Key Takeaway

Upwork data suggests that working on your own can be an excellent option even in the COVID-19 world. So if you have fire in your belly, you can take the plunge.

However, you should understand that freelancing is like running a small business. You should make an aggressive plan to get more work as a freelancer.

Also, you should get ready to work on long-term gigs as 97% of freelancers plan for long-term gig work.

About the Report

Upwork commissioned an independent research firm to do research for this year’s Freelance Forward report, including 6000 participants. You can click here to know more about the findings of the report.

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The Future of Return to Work: Adapting to Hybrid Work Environments

The Future of Return to Work: Adapting to Hybrid Work Environments

Work as we know it has undeniably changed and most businesses have had to adapt to working remotely. However, with the future still unclear, it’s important to adjust your business to fit working remotely indefinitely, returning to work, or a mix of both. And while this means new challenges such as a lack of visibility on employees, possible productivity issues, and even risks to security and safety, businesses must focus on their core principles, seek out unified technology solutions, and adapt to rapidly changing work environments of the future.

For businesses that cannot survive remotely, safety and security measures must be in place before allowing employees to return to work. Along with remote work challenges, many businesses have obviously experienced financial downturn. Based on an SMB Group study, “53% of SMBs’ revenue has decreased since March when the COVID-19 pandemic began.” This means organizations need to re-think traditional models and cut ineffective processes to survive. Understanding that no one knows what’s to come, it’s critical that businesses use this time to develop updated strategies and implement new technology, learning from businesses who are thriving during this difficult time.

Avi Levinson, director of property management at Royal York, has found new ways to thrive including embracing remote work with no plans to return to the office. Royal York specifically handles property management for single-family homes, meaning they work with a large amount of homeowners and tenants. As a business reliant on in-person engagement, it’s hard to imagine a world where Royal York can succeed without conducting in-person showings—human connections are critical in this kind of business. Yet, they’ve defied the odds by creating new processes and using technology to empower their workforce. Instead of continuing to operate the way they used to in an environment where it clearly wouldn’t work, Royal York utilized technology to quickly adapt. Through automating various pieces of their customer journey and enabling staff with the information they need both in the office and while working with customers (through virtual showings and more), they’ve been able to reinvent traditional property management and increase internal productivity so they can handle more business with the same amount of staff. This increase in revenue has allowed them to expand business and even hire new employees to keep pace with growth.

Royal York was able to take their entire business remote, putting extra emphasis on collaboration and communication processes and tools. For companies that are unable to go fully remote, collaboration is still key and tools need to be integrated with relevant business applications to ensure teams have the right context to be effective. Fully integrated tools can automate manual and repetitive tasks, whether that’s automating project management or your customer journey. For example, if you’re using spreadsheets to track sales or a project and you have to update details and notes separately in your CRM, this will contribute to low-value time sucks and hold your business back from operating leaner. Continuing to automate customer touch points throughout their lifecycle will also help with retention and revenue growth.

For businesses choosing to return to work, their model must mold to fit both an office workplace and employees still working from home, but collaboration tools are just one piece of the puzzle. Most businesses are finding that their employees are still successfully communicating and collaborating, but their technology needs to go beyond and contribute to business results rather than simply productivity. Royal York was able to do this by using collaboration software in the context of a new work paradigm that brings collaboration, productivity, and communication tools into other business processes.

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It’s critical to look beyond the surface-level capabilities of these tools and make sure they integrate well into whatever ecosystem your teams already use, extending access to the information and tools they need – where they need them. When your sales team is viewing a customer record in CRM, for example, they should be able to see more than just customer information. They need to have a clear picture that includes everything from their last payment and any open support tickets to the last time they were on your website to what they rated you in a recent survey. By providing this information all in one place, you’ll not only automate processes, but you’ll help employees do their jobs better, especially if they’re remote.

It is completely understandable to be overwhelmed with new hybrid work environments and what’s to come. However, whether your business chooses to return to work in the office soon or work remotely indefinitely, collaboration and productivity tools in conjunction with a dynamic strategy to improve employee experience and productivity will enable growth. It’s apparent that collaboration software is at the forefront of aiding hybrid work environments, but let’s look beyond that. Using this technology in the context of a new work paradigm to establish consistency of data throughout your organization will allow for easy adaption and new growth in a shifting work environment.

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5 Things to Know About Healthcare Coverage for 2021

5 Things to Know About Healthcare Coverage for 2021

The pandemic has made everyone acutely aware of the need for health coverage. Small businesses struggling to survive are challenged to find ways to offer health coverage as a fringe benefit to employees. Premium costs are high.

Nonetheless, there are several ways in which small employers can help employees get coverage for the upcoming year.

5 Things to Know About Healthcare Coverage in 2021

Don’t wait until the last minute to explore your options. Here are 5 things to keep in mind.

1. Coverage Requirements for ALEs

If you have at least 50 full-time and full-time equivalent employees, you are an Applicable Large Employer (ALE) subject to the employer mandate under the Affordable Care Act. This means you must offer minimum essential health coverage that’s affordable to your full-time employees or pay a penalty. What’s affordable? The IRS has released this information for 2021. The cost to employees can’t be more than 9.83% of household income in 2021.

2. HSAs

Health savings accounts (HSAs) allow individuals to cover their out-of-pocket costs. But to make contributions—whether by employers or employees—to such accounts, individuals must be covered by a high-deductible health plan (HDHP). For 2021, this means insurance with a minimum deductible of $1,400 for self-only coverage or $2,800 for family coverage and a cap on out-of-pocket expenses (deductibles, co-payments, and other amounts other than premiums) not exceeding $7,000 for self-only coverage or $14,000 for family coverage.

If you have group insurance that is an HDHP, then you can decide whether to contribute to employees’ HSAs. If not, then employees can choose to make deductible contributions to their accounts for 2021. More information about HSAs is in IRS Publication 969.

3. HRA Options

Health reimbursement arrangements (HRAs) facilitate tax-free reimbursements to employees. While the business can deduct these reimbursements, they aren’t subject to employment taxes. For 2021, consider these HRA options:

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  • Qualified small employer health reimbursement arrangements (QSEHRAs). These plans reimburse employees for premiums on their individually-obtained coverage up to a set dollar limit ($5,250 for self-only coverage or $10,600 for family coverage in 2020).
  • Individual coverage health reimbursement arrangements (ICHRAs). These plans also reimburse employees for their premiums on individually-obtained health coverage. The law doesn’t cap the reimbursement; it’s up to the employer to fix this amount (on a nondiscriminatory basis).
  • Excepted benefit health reimbursement arrangements (EBHRAs). These plans help pay for certain benefits, such as dental or vision care, not otherwise covered by a general insurance policy. Reimbursement is capped up to a set dollar amount. The cap for 2021 has not yet been announced (it was $1,800 for 2020).

More information about HRAs is also in IRS Publication 969.

4. Premium-only Cafeteria Plans

If you don’t provide any health insurance plan or do have a plan (including an HRA) but you don’t pay all of the cost, you can enable employees to pay all or the balance of premiums on a pre-tax basis. The plan must offer employees a choice between cash or reimbursement for health insurance coverage. If they choose the coverage, the amount of what they’d pay for premiums that’s withheld from their paycheck is not treated as taxable compensation to them. There are no employment taxes on this benefit. If, however, they choose the cash option, it’s taxable compensation. 

5. Notice Requirements

Employers offering health coverage are required to give notice to employees about their participation and what’s involved. Depending on the plan, notice may include providing a summary plan document.

Generally, notice is required to be given 90 days before the start of the plan year. So, if the plan year starts on January 1, 2021, notice must be given by October 3, 2020.


Start shopping now for health insurance. Work with your CPA or other tax advisor to find ways to make this benefit available to employees without busting your budget. And be sure that whichever option you use that you do so in compliance with the law.

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%%title%% %%page%% – Small Business Trends

%%title%% %%page%% – Small Business Trends

As small business owners, it’s great to get a little good news, especially now.  And the good news is:  most of your employees are satisfied.

In fact, 65.5% of small business employees in a recent survey by Zoho reported they have high satisfaction with the work they do. And 68.4% say their jobs provide them with meaningful work.

Want even more good news?  About 73% of employees overall find a sense of purpose in their work.

What this demonstrates is that most workers are with you for a variety of reasons, not the least of which is how the job makes them feel inside.  They are not just there for a paycheck, but because they get inner satisfaction from the work you provide.

Those are statistics are a reality check — in a positive way.  We so often see TV and films presenting disgruntled employees, that we forget the real world.  The study reflects satisfied employees who largely feel a sense of purpose, not unhappiness.

In today’s world the employee chooses the employer as much as the other way around.  If a person chooses to work with you, then the company that you must be doing something right.

The Beagle Research Group conducted the study in April 2020 on behalf of Zoho.  The study surveyed 509 employees in small and large businesses and various industries in North America.

The study gathered the data during the uncertainty and fear of the COVID-19 pandemic.  Yet workers, many of whom overnight began working remotely from their kitchen tables or bedrooms, seem to have adapted because of their employers’ culture and factors that drive internal satisfaction.  Many gave high marks to their employers in the areas of goal setting and alignment.  Even with all the disruption, the study shows employees feel satisfied, involved and engaged.

However, it’s not all roses. There’s room for improvement in the area of technology.  More than half (56%) of small business employees say their computer systems are not conducive to getting the job done when working remotely.  In other words, employees generally feel satisfied and engaged. But when working remotely they feel their technology doesn’t support their work as well as it could.

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“With online tools accessible from anywhere, including your home, the right tools have to be made available for employees to be productive. Unfortunately, as the survey finds, this is not currently the case. This has to change for employees to be successful,” said Raju Vegesna, Chief Evangelist at Zoho.

Adds Denis Pombriant, Managing Principal at Beagle Research and author of the report, “If companies want to improve their performance, they should look first at the technology systems that support their primary business activities.”

You can see the survey results at a public dashboard set up by Zoho using its Zoho Analytics product.

Zoho Corporation is a technology company with over 50 million users for its 45 software products and apps.

Zoho has an all-in-one offering, Zoho One, that is like an operating system for your business. It covers everything from sales, marketing, customer support, accounting, billing, project management and much more.  It consists of modular apps. This means you can turn on one app or product at a time, as you need them, or you can continue using some third party apps if you don’t want to switch.

Zoho also offers a platform designed specifically for remote workers, called Zoho Remotely.

Zoho has 8,000 employees and is headquartered in Austin, Texas, with international headquarters in Chennai, India. Additional offices are in Japan, China, Singapore, Mexico, Australia, the Netherlands, and the United Arab Emirates.


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11 Things Every Good Employee Referral Program Needs

11 Things Every Good Employee Referral Program Needs

An employee referral program is a win-win situation for you and your team. Referral candidates are usually well qualified because they have been pre-screened by employees you know and trust. The hiring of transfers shows that you value the contribution of your employees. <! – ->

Employee Referral Program for Small Businesses

To help you build a great referral program, we asked members of the Young Entrepreneur Council the following question:

"What is a key aspect of a successful employee referral program?"

<! – -> The members of the YEC community said the following:

1. Ease of use

“It is important that every employee referral program is straightforward and simple. A lengthy and complex referral process will discourage potential referrers. There are many transfer platforms that can be used to make the process as efficient as possible. Request regular feedback when setting up the program and integrate it into the recommendation platform. "~ Ibrahim Alkurd New Mine

2. Goals

“Have you set goals for your employee referral program or are you just hoping that high-quality employees will appear on your doorstep? As with any strategy, you need to set clear goals for your program so you can track its progress and see results. You should have an idea of ​​how many recruited employees you want to hire so that you can work from there. "~ Jared Atchison WPForms

3. A reward system

“Financial rewards are the most popular referral program. This is a great way to compensate employees for their extra activities outside of work. To improve the results, financial rewards should not only be paid for new hires, but also for the applicants who participated in the interview. And don't just stop there – also allow the employee to support the recommended new employee with additional benefits. "~ Kelly Richardson Infobrandz

4. Delete parameters

“To make it easier for employees to work, you should clearly outline who you want to hire and where they can forward them. A good way to do this is to link the application portal to an internal referral hub. Then current employees can view the entire list of job descriptions to which they can make recommendations. "~ Matthew Podolsky Florida Law Advisers, P.A. <! – ->

5. An open line of communication with the HR department

“Referral programs will be successful if you provide your employees with turnkey solutions that invite their colleagues, share their social status, and promote job opportunities. Design a simple process that will put your HR person in touch with your employees and send all the resources (job offers, requirements, links to status) that they need for the next step. And if your human resources department identifies second level connections, send them on as well. "~ Mario Peshev DevriX

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6. Internal awareness

"An employee referral program is unlikely to succeed if your employees have not even heard of it. This happened with Airbnb's first referral program. It is helpful to share information on your website, part of your onboarding -Activities and posting them in internal newsletters. They make sure that people know about them and help you find great people. "~ Blair Williams MemberPress

7. The right communication strategy

<! – -> “Most of a good referral program is knowing how to ask. The better you are able to communicate the value that this program brings to the company, the better your employees can understand and motivate the decision. "~ Nicole Munoz Nicole Munoz Consulting, Inc.

8. A Great User Experience

“The more difficult it is to do an activity like using a referral program, the less successful your program will be. Create an attractive and easy-to-use tool or page on your website that makes it easy to share information. It should be obvious, intuitive, and easy for employees and their recommendations to follow your processes. Excellent UX can significantly increase the success of your referral program. "~ Syed Balkhi WPBeginner

9. Transparency

“A key aspect of any employee referral program is transparency. If one of your employees is sufficiently connected to the company to make your own transfer, you can be at least open and transparent in the transfer process. Have applications been checked? Are interviews planned? Keep your employees up to date and let them track the progress of their recommendations. "~ Jordan Conrad Explained Writing

10. The ability of employees to build their own teams

"While you may receive high-quality recommendations from employees and managers who believe that someone they know works well in other departments, you will often find the strongest recommendations when employees recommend candidates they do on their own Teams want to have. " That's because they rely on each other to improve their own performance metrics. "~ Firas Kittaneh Zoma mattress

11. A great corporate culture

“A great corporate culture is essential for a successful employee referral program. If your employees are not happy at work, they will not refer their friends to your company regardless of how you try to incentivize them. The best incentive to make a recommendation is a corporate culture that was created to make your employees so happy that they are excited to recommend anyone they can think of. "~ Adam Mendler The Veloz Group


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How to Create a Working Recruitment Process

How to Create a Working Recruitment Process

Hiring with its many rules and regulations is a complex process. If you want to expand your small business team, you need a number of clear steps and tools to help you find the right candidate for the next job. A solid and consistent process can also help you comply with legal requirements. This is why it is so important to outline a hiring process before you start. For those thinking about hiring their first new employee or company who just want to improve their recruiting process, read the guide below. <! – ->

What is a hiring process?

A hiring process is a consistent set of steps that a company takes to attract applicants, screen candidates, and ultimately attract new team members. The exact process you use may vary slightly depending on the job vacancy and the role you are hiring for. However, a basic list of steps will help companies avoid bias and discrimination when expanding their teams, while finding the most qualified candidates for each position.

Hiring Process Steps

Every hiring process for small businesses should look a little different depending on their specific needs. However, there are some basic steps many companies use to find their candidates. Consider the following list for your own hiring process. Then customize them to create your own process tailored to your needs.

1. Determine the need for recruitment

<! – -> The hiring process generally begins when a manager realizes that he has a role to fill. This can be due to expansion, the exit of an existing employee or the need for specialist knowledge in a certain area. This step is important because each hiring and the related job should serve a specific purpose in your company. Otherwise, only consume resources without an end goal in mind. To be really specific with this step, think about the job title and the tasks that best serve your company. You can either do this step as a business owner or delegate to the head of the department.

2. Create detailed job description

Then it is time to write down all the specific tasks and characteristics of the position. Specify roles, responsibilities, and skills that potential candidates must have. Work with the department head and other team members who work closely with that person. This should give you a good starting point to share the opportunity with interested parties.

3. Create job advertisement and post in suitable places

Not every location is suitable for every job, but you should have a standard list of locations where you post available vacancies. For example, you can use your local classifieds for basic administrative positions that need to be done in your office. However, if you need to fill a more specialized position, consider a construction site that is tailored to that industry or specialty. Use your job description to create an ad that clearly outlines the skills and qualities you are looking for and notifies candidates of the application.

4. Check and sort applications

Once applications are received, it's time to filter out the candidates you want to consider during the rest of the hiring process. Include a checklist of the things you're looking for in each application. For example, you can look for key qualifications, an error-free cover letter and candidates who are enthusiastic about the job on your CV. Let the head of this department assist you in selecting the most qualified candidates for special positions. Because they are probably more familiar with the relevant terms and language that qualified applicants would use.

5. Go through the interview process

You can then filter through a list of qualified applicants by speaking directly to each of the applicants. If you are considering many people, your HR manager can conduct telephone interviews. It is used to determine who suits you best before everyone has to come to the office for a long personal conversation. <! – ->

Once you have found your top candidates, you, your HR manager and / or the department manager can meet with them in person or use video chat for remote positions. Discuss specific situations that you may encounter while performing your tasks to determine who is best suited to the task at hand. In the case of special positions, the interview process can include several rounds of sessions. You can also include aptitude tests, pattern writing, or other qualifying activities to separate the best candidates. This will help you check the best employee for the job offer.

6. Research

During the application process, you can also ask applicants to agree to background tests and submit references. If you have one or two top candidates in mind, run these background and reference checks to ensure that they support the applicant's claims. Many small businesses outsource background checks, but you can probably do the reference checks yourself or with your human resource manager. However, if the job offer relates to a sensitive position, you need to make sure that you have the right employee. Perform your due diligence when it comes to background checks for these positions.

7. Make a job offer and negotiate

<! – -> If you are familiar with a candidate, it is time to contact them and submit an official job offer. This can start as a standard offer that you have created for the position. However, they may want to negotiate some details such as their specific salary and employee benefits.

8. Onboarding

Once you've selected your new employee, it's time to complete the hiring process and prepare them for their new role. Your HR manager should first have each new employee fill out the required forms such as W-4 and I-9. Then it's time to train them for their new job. In some cases, your new employee may have video or virtual classes available. You should also assign them to a mentor or department head who can explain the procedures and answer your questions.

Further reading: Recruitment and recruitment tactics

Setting tools

Some of your hiring processes can benefit from automation. Technical tools are available to help you save time and make better decisions. From creating applications to looking for screening tools that will keep your company compliant throughout the recruitment process, here are some HR tools you can use to find your next employee.

Zoho People

Zoho People integrates a variety of HR processes into a central dashboard. When it comes to the hiring process, you can use it to evaluate your current employees and departments to find areas of need. Then you can create onboarding processes to bring new employees up to date as quickly as possible.


BambooHR is a tool specially developed for SMEs. The software offers functions for everything from onboarding to time recording. When it comes to the targeted hiring of new employees, BambooHR offers an applicant tracking system that assesses the conformity of each applicant with both the position and the corporate culture. There is also a mobile recruitment app for companies who want to create a recruitment process from anywhere.

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HRdirect offers a wide range of solutions for companies, from on-the-job training to employee recognition. For those in the recruitment process, HRdirect offers application forms that companies can use to help them comply with guidelines, templates for job guidelines, proficiency tests, and tools for adding new employees to the team.

For more options see: 7 examples of HR software for your small business

Frequently asked questions about the hiring process

We answer the most frequently asked questions that entrepreneurs have about their hiring process below.

Are there employment laws I should know about?

Yes, small businesses in the United States should familiarize themselves with the laws of the Equal Employment Opportunity Commission (EEOC) and the ADA hiring guidelines. Some states also have their own rules and regulations that go beyond that. For security reasons, therefore, inform yourself about the rules on which your company is based.

The EEOC enforces federal laws that make it illegal to discriminate against information or candidates or employees based on various factors such as race, religion, gender identity, sexual orientation, national origin, age, disability, pregnancy, genetics previous complaints or complaints about discrimination.

The ADA contains a large number of regulations that prohibit companies or organizations from discriminating against candidates or employees with disabilities. It also requires those with physical locations to make their facilities accessible.

With these provisions in mind, you can create applications, customize interview questions, and control your hiring process while ensuring that you include all candidates.

For more information, please visit:

How can I adjust more integratively?

Diversity is more than just a buzzword for companies. Companies with gender-specific teams are more likely to outperform 21 percent than others. Companies with ethnically diverse teams are 33% more likely to outdo others. If you involve team members from different walks of life, you need to add new voices to the conversation. Your team may be more likely to look at things creatively and develop solutions that work for your target audience.

When you want to hire a job, the hiring of different candidates begins with your job description and hiring process. When designing your pitch, make it clear that you welcome candidates of all ages and backgrounds. Then publish your job offers in locations that reach a diverse audience. If you rely on external agencies for your recruitment process, discuss your diversity goals with them. And make sure you use outlets that don't always reach the same pool of candidates. In addition, your job offer should be fairly standardized for each candidate. Do not change the numbers or details based on an applicant's personal information or anything that is not related to their experience and work performance.

Finally, the creation of an open and inclusive corporate culture is a must. If a new employee feels undesirable, they may be less likely to stay with them. This can also damage your company's reputation with future candidates. This can be a lengthy process. But work with your team to ensure that everyone feels comfortable and gives people the same opportunities to develop and share ideas within your organization.

For tips on setting diversity, see: Best Practices for Inclusive Settings

How long does the hiring process take?

The exact timeline depends on the position you are setting for. Some things, like background checks and multiple interview rounds, take time. However, sometimes you can customize the hiring process to suit your needs. For example, if you know an employee is leaving in two weeks, you can set a deadline and ensure that your hiring manager and the rest of the team act as quickly as possible to fill that position to avoid downtime. Simply set a deadline for each step in the process. And make sure that candidates and relevant stakeholders in your company know this data.

Who should be on the hiring team?

The process begins with your hiring manager, who should be the person who requests a new employee to take on a specific role. Then you have the interviewers, which should also include the people with whom the new employee works and / or who is supervised. Finally, there is the HR role, which can include one or more people who handle the recruitment process. This includes the first pass interview, the administration of the required documents and the involvement of your new employee. In some small businesses, one person can have multiple roles. Those with larger teams may want to involve multiple stakeholders in the recruitment process to ensure that they involve candidates with the most relevant skills and experience.

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The remote working economy is booming

The remote working economy is booming

The teleworking economy is booming. <! – ->

A new infographic from nine2fivejobsearch shows that up to 50% of the American workforce could work remotely. This number has increased dramatically in recent months.

At the beginning of the year, 5.3% of the employees worked full-time from home. And according to the nine2fivejobsearch blog, more than a quarter (29%) of employees had the opportunity to work part-time remotely.

The telework economy

<! – -> The trend is towards the upswing in which 70% of the American workforce should work remotely at least five days a month until 2025.

The temptation to work remotely online has its advantages. The advantages include better work-life balance, better productivity and the avoidance of these annoying commutes. As a result, many have focused on remote work to take advantage of these benefits.

Advantages of Remote Working

In order not to be confused with freelance jobs, remote jobs mean that you are employed by a company but do not have to be physically present in the office. However, freelance work refers to working for other people without employment obligations.

In addition to the relative convenience of remote working, there is also the added value of job security. According to the Remote Work Report almost half (42%) say they have been working remotely for more than five years. In addition, almost everyone (95%) recommend working from a distance to a friend.

Remote work is also easy for employees in the checkbook. They save an average of $ 4,000 a year when they work remotely. The savings result from the cost of dry cleaning and laundry. Lunch and coffee; Gas for commuting and vehicle maintenance. <! – ->

Not only the growing opportunities, but also the advances in information technology have made collaboration from afar considerably easier. Today there are a number of solutions, including Slack, Google Hangouts, Team Viewer, Zoom Assist, and others, that help make the workplace virtual.

Where to Find Distant Work Opportunities

There is a great demand for technical skills that do not require the employee to be present in the office. Top areas that offer remote jobs include healthcare accounting, IT, customer service, education and sales. Not only small companies, but also large companies such as Dell and Kaplan American Express offer remote jobs to their employees.

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<! – -> If you are looking for a career in remote working, you can look at a variety of platforms to begin your journey into remote working. In addition to the job ad Nine2Fivejobsearch also offers resume writing, interview preparation, and other solutions to help candidates secure jobs.

Upwork offers millions of job offers with more than 5,000 skills in more than 70 work categories. Flex Jobs is another platform that offers both part-time and full-time remote work opportunities. Companies post their vacancies for free, while candidates must pay a minimum monthly subscription of $ 14.99 for the service. Other websites include Jobspresso WeWorkRemotely JustRemote and others.

Some of these platforms also offer the ability to screen candidates and provide tools that can improve their chances of making appearances for those who want to work remotely.

However, to be successful as a remote worker, you need to make some serious adjustments. For one thing, you need a good internet for communication, document exchange, and project tracking.

You also need to know the pros and cons of your project management software. This prevents projects from being stacked and completed on time. Most importantly, you need to spend a good amount of your time doing your job effectively and avoiding distractions. Otherwise, this can be counterproductive. A fixed schedule helps you to concentrate on your work and not to postpone your work indefinitely.

How Small Businesses Can Take Advantage of Remote Workers

Small businesses can use remote workers to solve a number of human resource problems. Whether it is a shortage of workers, a disaster or even a mandatory stay at home, remote working is a solution.

In addition, small businesses can save a significant amount of money on office space, insurance, and taxes through remote work. This is particularly valuable when business is slow or other unforeseen conditions exist. In addition, a small company can expand the candidate pool through remote hiring. With remote settings, companies can now employ their employees regardless of their location.

As more and more workers want to do their work remotely, offering this option makes your company more desirable.

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14 Particularly advantageous corporate advantages

14 Particularly advantageous corporate advantages

With proper planning and implementation, corporate benefits are among the best parts of a job. Not only do they offer a significant boost in morale, they also offer great incentives to promote creativity and commitment. However, it is important to remember that not all perks offer the same returns. As an entrepreneur, determining the benefits that provide the best return on investment saves time and effort when experimenting with different techniques. <! – ->

Therefore we asked 14 members of the Young Entrepreneur Council (YEC) to do the following:

“Corporate benefits can be a great blessing when it comes to morality and commitment. What is an advantage that you found particularly valuable and why? "

Favorable corporate advantages

<! – -> The members of the YEC community said the following:

1. 9/80 working week

“The agency work is exhausting. To ensure that our team has time to take care of "life" outside of work, we have switched to a 9/80 working week – we work nine hours Monday to Thursday (instead of eight) and take every second Friday off. This gives the team a longer pause to decompress and do life work. We also track the short vacations that employees spend on their long weekends – without having to take time for the vacation! "~ Katie Wagner, KWSM: an agency for digital marketing

2. Working from home

“One of the best incentives for companies is to give team members the opportunity to work from home. This kind of flexibility makes life easier for everyone. It also makes it possible for everyone to set the schedule of their day and eliminates office politics and distractions. As long as the work is completed on time, a hiring manager shouldn't care where it's done. "~ Rana Gujral, Behavioral Signals

3. Training support

“Corporations can increase morale and engagement by supporting personal learning and development, even courses that may not be directly related to a person's exact professional role. There is nothing worse than feeling stuck or stagnant, and one way to break that feeling is to learn a new skill or even a new hobby. By supporting this with a small scholarship or flexible work planning, morale increases. ”~ Jared Polites, LaunchTeam

4. Unlimited paid vacation

“We offer unlimited paid vacation, which is a popular advantage that many of our employees have. In this way, they have freedom over their own schedule and determine their workflow. Taking advantage of this also motivates them to do their best at an efficient pace and ensure that their tasks are up to date before and after their vacation. “~ Chelsea Rivera, Honest Paws <! – ->

5. Great benefits for health care

“Offering first-class health insurance is an advantage for which all employees are grateful. When it comes to offering the best all-round package, prioritizing health and wellness is what makes companies special. Especially if your employees have children or a family who have to concentrate on their plans. Being able to offer the most comprehensive plans can result in you hiring the best talent. "~ Matthew Podolsky, Florida Law Advisers, P.A.

6. Dental insurance

“It may seem obvious, but dental health is linked to that of the human body for both positive and negative effects. If you pay for an employee's dental visits, especially if they suffer in an emergency, you can save their lives by doing regular checkups. In addition, you regularly strengthen self-confidence and work ethic. "~ Riccardo Conte, Virtus Flow

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7. Profit sharing

<! – -> “We share a percentage of company profits with the team every quarter. In this way, we can reward the people who have made us successful and show people that if they help us become more profitable, they can also benefit! ”~ Kelsey Raymond, Influence & Co.

8. Company bonuses

“We offer our employees two bonuses a year, including an annual Christmas bonus. We know that this season is important for many people and we want everyone to have a fantastic holiday season. The staff told us that this bonus literally saved their Christmas holiday when finance got out of control. I would call that a valuable advantage. "~ Chris Christoff, MonsterInsights

9. Commuting to support their work

“My business partner and I offer different perks, but there is one that is the most obvious and least thoughtful: we help our crew get to and from work. We are in Southern California, so almost all of our employees have their own cars. With the sky-high gasoline price, we started offering gas gift cards to reduce commuting costs. For our employees who don't own a car? An Uber gift voucher! "~ Nicholas Bull, Propaganda Premium E-Liquid

10. Team selected charity

“Every month we let an employee decide to send company money to a charity or a cause of their choice. They mainly chose to send money to local grocery banks, pay a GoFundMe for a needy friend, or pay school debt for children they went to school with. This enables us as a company to give something back in the most important way for our team members and they feel like a hero in their community. "~ Monica Snyder, Vogelgesang

11th company retreats

“As a distant company, one of our most valuable business benefits is our company retreat. Once a year, we fly all of our employees to a five-star retreat, where we can meet personally and exchange ideas. It's great to both strengthen corporate morale and maintain a strong corporate culture. "~ Thomas Griffin, OptinMonster

12. Access to company products

“It makes a lot of sense to share your company's products with your own employees free of charge. You have been involved in the development of your product and will appreciate being given free access to it. This has the added benefit that you get insight from your employees when they use the product. You will receive helpful feedback that will improve your offers. "~ Syed Balkhi, WPBeginner

13th catering lunch and healthy snacks

“A big advantage that increases morale is free food. Employees eat several snacks and meals in the office every working day, but their meal options at work are often limited or cumbersome to bring. Have lunch once a week and give them something to look forward to and connect with. Also offer healthy snacks in the kitchen so that your employees can focus on their work instead of their growling stomach. “~ Shaun Conrad, My Accounting Course

14. Offer an annual decoration budget

“By offering your employees an annual decoration budget, you can improve morale. This gives employees the opportunity to make their work area their own and creates a more inviting work environment. In addition, if you are a new entrepreneur, it is not always possible to offer comprehensive business benefits. This is something small that affects the happiness and comfort of people in the office every day. "~ Jordan Conrad, Explained Writing

Image: Depositphotos.com

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OK Boomer: Survey shows that 39% plan to leave their jobs soon

OK Boomer: Survey shows that 39% plan to leave their jobs soon

More than a third, or 39%, of baby boomers say they plan to quit their jobs within the next six months. The number is exactly a third or 33% for millennials. <! – ->

The data come from the Olivet 2020 employee survey in which it was examined how these two groups of the population feel towards each other. And of course this is partly caused by the keyword "OK Boomer".

Apart from the generation differences, companies have to consider both groups to be successful. And since older employees stay longer in the workforce, companies need to find ways to bring them together for the common goal. Surveys like this can help companies gain insight into the thinking of each group and implement policies to make it work.

Generations in job statistics

<! – -> Here are some findings from the survey.

There are hardly any differences in terms of money, career, work environment and passion for work.

When asked whether they should leave their jobs within the next six months, the difference was only 6%. 39% of the boomers chose to leave, 33% of the millennials said the same thing.

Why they go, the reasons are pretty much the same. Millennials go to advance their careers by 28% (boomers 30%); Escape from a toxic work environment (Millennials 20%, Boomer 27%); find a passion for work (Millennials 11%, Boomer 9%).


The biggest difference in the survey between the two groups is money. When you hire Babyboomer – or Millennials – take these differences into account. While 38% of millennials say they will leave their jobs to make more money, boomers are down to 29%. And when it comes to actually leaving their jobs for more money, millennials (84%) are ready to go, compared to 75% of the boomers. <! – ->

A closer look at the satisfaction of their current payment shows that boomers are happier than their colleagues. Only 53% of millennials are satisfied with their salary compared to 71% of boomers. Millennials are also calling for an increase in a lower number (39%) than boomers (51%).

This also applies to their hesitation when it comes to a raise. In this case, however, it's almost the same thing: 58% of millennials and 59% of boomers say they hesitate.


<! – -> The ability to communicate effectively in companies is absolutely necessary. Given all the tools available on the market, it is critical to find solutions that everyone can agree on.

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The biggest difference between the generations is in personal communication. 46 percent of boomers prefer to see the people they speak to in person, but 35 percent of millennials. Conversely, 43% of millennials prefer email, while 34% of boomers like email.

The preference for the type of working day only showed a difference of two percent for remote work, flexible planning, four-day week and 9 to 5 schedules for both groups.

Admiration and anger

Both sides have some positive qualities that they admire about each other. Boomers say their millennial employees are positive (34%), problem solvers (32%) and accountable (24%). For their part, millennials say that boomers are reliable (42%), punctual (41%) and have a keen eye for details (26%).

The anger they feel about each other was responsible for the fact that millennials and boomers quit their jobs. Millennials say that they know all the personalities (52%), the level of sophistication (47%) and the ego (34%) of the boomers, which annoys them most about their older employees.

Boomers did not hold back. They say that smartphone use (48%), ambition (41%) and laziness (35%) get under the skin of millennials.

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Overcoming Differences

The workplace comprises different groups of employees. Although some industries have more parity, there are still differences. Would you like to learn more about Managing Millennials at Work ?

It is not easy to bring them together and make them work. But with the right combination of young, old, male and female employees, a company can use their skills as an innovative company.

The Survey

From February 28 to March 13, 2020, 1,005 millennials between the ages of 24 and 39 and 1,025 baby boomers between the ages of 56 and 74 were interviewed. Millennials were equally divided between men and women, and baby boomers were 51% women and 49% men.

The participants are full-time employees in various industries.

Image: Olivet

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Five great examples of video recruiting to attract top people

Five great examples of video recruiting to attract top people

Are you missing one of the simplest and most effective ways to attract top employees? Employers use video recruitment to attract top candidates. <! – ->

Video Recruiting introduces your company and its vacancies in a friendlier, more informative and engaging way than any verbose advertisement. If you think creating a video is too expensive, think again. Video recruitment can range from simple clips created by mobile phones to dazzling, professional films.

With the unemployment rate at historic lows, the pool of talented candidates is low and 75% of employers said they had trouble finding jobs in 2019. Although nearly 90 percent of potential employees said they used social media to find work, only 60 percent of employers used social media to find candidates. This is an increase of 40 percent in 2018.

<! – -> Are you ready to try video recruitment? We'll show you a few examples and give you tips on how to create your own in the easiest and cheapest way.

Learn from large and small companies

Large companies such as Starbucks and Google have the ability to create videos in home or subcontracted video recruitment companies. Although you, as a small business owner, do not have the same budget or equipment, you can learn a lot by looking at what they are doing.


Search for Google Recruitment Video that you can find on YouTube.

During the video, you will meet various employees who talk about their professional duties and their preferences for their work. You will see that the company offers employees the opportunity to exercise and even do their laundry during working hours. Google also has a mentoring program for new employees, provides on-site childcare for employees, and is in a comfortable climate. Of course, if your small business is run in one room, you can't offer all of these perks.

What you can learn from this video is the importance of giving the company and its employees a face. After watching the video recruitment clip, potential employees feel that they already “know” the people working there. It is a very effective technique. You as the owner and all existing employees "speak" to potential employees in front of the camera and give the company a face. <! – ->


Starbucks has various video recruitment styles, one for corporate employees and one for retail employees. Look for Starbucks Recruitment Video that you can find on YouTube.

Each video is only about two minutes long, short, sweet and to the point. The Starbucks corporate video recruitment clip highlights the company's place within a community. The retail video recruitment clip focuses on personal interaction between employees as well as between employees and customers.

<! – -> Think about what things are the most important aspects of your company. Do your employees have a lot of customer interaction? Is your workplace more of a closed shop, a quiet atmosphere? Make sure your video recruitment clip focuses on the most important facets of your company.

What is your small business doing? Do you produce your own product or do you work outside the company? Is the work blue collar or white collar or a mixture? Make sure your video recruitment clip explains the job.


Listrak, a family business founded in 1999, produced this video combining elements of a technology company with those of a small company.

The company offers a marketing automation platform for retailers. So the video promotes the tech startup atmosphere of the company, but also the feeling of a small company. Employees call themselves by their first names. And the company is run by a father-son team that is very accessible to the workforce.

When you create a recruitment video, think about the type of corporate culture you want to build – and how you can bring it closer to potential employees.

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R & R heating and air conditioning

Let's watch a video that explains exactly what a future employee would do and what the employer expects from the employees. Visit the R & R Heating website and watch videos under the tab. Join our team . There are two videos to watch.

They describe the company, show the head office at the workplace, employees at work on site and discuss the work ethic and traits that are desired by employees.

A second video is a clip from an employee describing why he works at R & R Heating and Air Conditioning.

As a video recruitment tool, it's a double hit. The first video is very professional and shows different scenes with a voice over dialog. During this video, a potential employee sees the inside of the headquarters and gets an idea of ​​the typical field work that is required. The second video is just a simple clip in which an employee talks about his job, what he does, and why he likes it. Remember, keep it short and to the point. Although YouTube accepts 20-minute videos and Facebook accepts 15-minute videos, there is no need to create a video of this length. You run the risk of losing your audience. Don't be afraid to split the information into shorter clips.

Examples of effective video recruitment using employees are widely used in the home healthcare industry.

Interim Healthcare

For example, Interim HealthCare publishes this video on YouTube, in which employees discuss what they can get out of working for the company.

The video from Alliant Home Health is simple. This enables potential employers to get a feel for the team they want to join – or maybe think about joining. The audience meets the people who may be their employees in the future. What better way is there to draw potential team members into your culture?

Creation of a video recruitment clip

Write an outline to follow, including things like building exterior, work area, break room, talking to employees, application information. Don't despair if you don't have video equipment.
Many great videos are recorded on cell phones. The most important device you need for this is a tripod or a stand for the phone so that the phone is still during the recording.

Using a mobile phone has a number of advantages. First, it is cheap. Everyone has one. More importantly, if you make a mistake, this is only an end. You are not rescheduling a video team.

Let's say you create a few separate video clips that follow your outline. You have downloaded your individual videos to a laptop or PC. How can you connect them seamlessly now?
Of course there are apps for this. One of the most popular is I-Movie. YouTube offers numerous videos that show how videos are linked to this app. I-Movie and similar apps are very user-friendly.

For more ideas on what to include in your recruitment video, see the Small Biz Trends article, Tips for Creating Marketing Videos. After all, you do this to attract new employees. You market your company as a great place to work.

Where to post your video

You did it. You have put together a video recruitment gem that is sure to attract top employees. How can you ensure that these top employees see it?

You can find the best job search engines on this website that meet your needs. You may also want to try local sources such as radio stations and newspapers in your area.
Regardless of whether you have a website or a Facebook page for your website, you can post the video there and share the homepage with a short newspaper or radio advertising.

This technique has a number of advantages. It builds traffic to your site and makes it very easy for an applicant to respond with a message to you.

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