Category: Hiring

Are You Compliant With Employment Laws?

Most business owners understand the importance of complying with the law, yet few of them are sure of how to protect themselves from potential accusations of legal wrongdoing. This is because many entrepreneurs who are incredibly talented in commercial affairs are understandably ignorant when it comes to the complexities of employment law. Nevertheless, you can’t afford to ignore employment law – this will end up costing you significant sums of money and could even jeopardize your commercial existence.

Case law that demonstrates the risks

American case law demonstrates that any employer who doesn’t have a strong understanding of employment law could be in serious trouble sooner rather than later. When we discuss “case law,” what we’re talking about is previous legal decisions, which have established a precedent that could impact you if your company is ever involved in a serious legal dispute. Various cases demonstrate that employees could successfully sue your company if you don’t lay down a solid legal foundation for your business that will keep everyone happy and on the same page.

When Sen. Elizabeth Warren detailed her account of losing a job due to her pregnancy, for instance, it led to a plethora of people coming forward to share their stories of pregnancy discrimination. In some instances, workers have successfully sued companies on the basis that they were fired for being pregnant. This shows that you must clearly establish when someone’s contract ends if you don’t want to end up with a legal calamity on your hands.

It’s not only American case law that shows this, either: In the U.K., Laura Gruzdaite recently won £28,000 for discrimination related to her pregnancy because a company didn’t clearly explain in her contract that she was only a seasonal worker. The company initially hired Gruzdaite as a seasonal worker who


4 Ways to Finding and Keeping Top Employees

You’ve built a solid business and product you’re proud of. Now you face the challenge of finding the right talent to help you keep growing. However, unless you are a household company, you probably aren’t receiving resumes out of the blue.  

Everyone knows about Google, Goldman Sachs and General Motors. But just because workers want corporate perks, like Facebook’s nap pods, that doesn’t mean they can’t be lured in other ways. People are looking for interesting opportunities and innovative companies, not just getting big names on their resume. 

So what can smaller firms do to make a compelling pitch? Here are four strategies you can use to scope out and attract the cream of the crop:

1. Know what you have to offer and how to sell it

Small businesses struggle with self-doubt when it comes to recruitment. A recent McKinsey Global Institute survey found that 82% of small companies believe they do not recruit top talent – and, when they do, 93% say they struggle to keep it. But smaller firms have an inherent appeal that, when communicated well, can get corporate talent to pull the plug.

  • Put your cards on the table. Smaller businesses appeal to top talent for a number of reasons. They offer the opportunity for greater individual impact, have family-oriented cultures, provide additional flexibility, involve fewer layers of bureaucracy and deliver a greater connection to the community. Some major employers have those qualities too, but they’re the exception rather than the rule.
  • Know which benefits will attract top talent. The flashiest, most expensive perks aren’t necessarily those that workers want most. Build your benefits package according to what’s feasible for your budget and best for your talent pool. You may not have the funds to build your own gym, for example, but could you offer

4 Ways to Find the Perfect Remote Job

If you’re on the hunt to find a remote job in your field, you’re not the only one. In recent years, more people are choosing to ditch their 9-to-5’s in favor of working from home.

A study by Harvard Business Review found that working from home boosts productivity by eliminating distractions. On top of that, it saves money on a commute, gives you more time to spend with loved ones, and creates a better work-life balance, among other things. However, finding the right remote opportunity is a different story. If you don’t know what to look for or how to search properly, it’ll be difficult to land the job you want. Around 36% of employees prefer flexibility over a pay raise, proving these types of jobs highly sought after.

When searching for a remote postion you have to: 

  • Decide if the lifestyle is right for you

  • Tailor each resume to the job listing

  • Consolidate a portfolio that highlights your skills

  • Search in the right places

Here are more details on each item to help ensure you land a remote position that is a good fit.

1. Assess if remote work is right for you

Working from home sounds like a dream, but when put into practice, it becomes clear it’s not for everyone. Some people perform with more efficiency if they have a structure put in place by someone else. Others work better when they complete tasks on their own terms without anyone telling them to. It depends on what works best for you personally.

Before beginning your remote job search lay out the pros and cons. If this is something you’ve done before, this step isn’t as necessary. However, if this is your first endeavor into the telecommuting world, it’s best to assess if the change is right for


5 Keys to Servant Leadership

There are five key aspects that every leader must examine if they are to succeed as a leader.  

1.  Do I serve my people?  

The call for servant leadership is more critical today than at any other time in business. Every CEO and leader should see themselves as a servant leader because it reminds the leader and the team that success really comes down to how well you serve someone else. The idea of selfless-service should be taught throughout the organization. This attitude teaches the tram to work together as a whole unit, not as individual parts. Teams always produce more than individuals, and it will be the organizations that are successful at building teams that will succeed both in growth and innovation.  

Often organizations and companies reward individual performance. Businesses must make the pivot to rewarding and encouraging team performance. A vital aspect of every individual’s performance review should be how they engaged and propelled a team to help the organization. Another pivot that organizations should consider is moving from individual reviews to team reviews, and the leader evaluates departments and areas of a business. This shift will emphasis to each person on the team how they operate as a unit and provide honest and accurate feedback on the issues that the team will face that impacts the overall performance of a team.  

When a leader serves the team by listening to team members and getting team members to listen to one another, a leader is on the path of building success in their organization. Sometimes it takes a leader a moment when they get knocked back on their heels more than once for them to understand the importance of listening as a leader. However, when a leader truly listens to their people, it propels the leader to


When Should Your SMB Outsource?

Outsourcing, also known as “contracting out,” is the act of sending specific tasks and jobs outside your small business to be completed instead of handling them in-house.

Technology and the rise of the gig economy have made outsourcing more accessible to small businesses. What’s more, 34% of the U.S. population is currently freelancing. With such an extensive network of skilled workers available for hire around the country, it could mean great things for your small business.

  • Consider hiring a freelancer if your company is growing so fast that your existing team can’t handle it, or if you need help on a short-term project.
  • Contractors are great for tasks that require specialized knowledge that you don’t possess or to free up your time by performing highly repetitive jobs.
  • There are many benefits to outsourcing, including increasing efficiency and reducing costs.
  • Your responsibilities, as an employer, are different vis-a-vis employees and contractors, so be careful that you’re classifying your workers correctly.

When should a business outsource?

Small businesses may need a contractor at different times and for various reasons. You might consider hiring a freelancer if:

  1. You’re growing so fast that your team can’t handle the additional workload. Contractors are often highly skilled so they can help you deal with expansion without interrupting the flow of your business. Since the worker is already skilled, you won’t have to rush through onboarding a new employee to relieve your struggling team. If you need the person’s expertise for longer, you may decide to hire them as a permanent member of your staff.
  2. You need someone for only a short period. If you have a short-term project, like designing a new ad campaign or setting up your new point-of-sale system, it might make more sense to hire someone you don’t have to train. And