January is the perfect time to reflect, regroup and set yourself up for success in the new year.
To help with that, here are 5 things you can do to set your business up for success in 2023.
Top 5 Secure Computing Tips
You are a target of hackers, don’t ever say, “It won’t happen to me.” We are all at risk and the stakes are high. By following the tips below and remaining vigilant, you are doing your part to protect yourself and others.
How to find a career you enjoy
The career research group 80,000 hours reviewed 60+ jobs to find what makes for a dream job
Here are the 6 factors they found
1) Work you’re good at
How do you find out what you’re good at? Ask yourself:
What parts of your job come easy?
What do people approach you for help with?
When were you most productive in your career?
What type of business problems do you solve best?
2) Work that helps others
What problems do you care about solving?
You don’t need to be a hero. Focus on your interests.
If you like baking, solve people’s hunger with loaves of bread.
If you like entertaining, solve people’s boredom with comedy.
3) Fair pay
Before applying for a job:
Know your worth and have a walk-away number. To find the fair pay range for any job :
Review job listings that publish salary
Talk to industry-specific recruiters
Talk to your peers
These steps will prevent you from being underpaid.
4) Engaging work
To be engaged at work-do more of what you like and less of what you don’t like. List out: What you like best about your work
5) Supportive colleagues
The influence your manager has on your happiness cannot be understated.
6) Work that fits your personal life
Define your non-negotiables and request them as part of the job offer.
This could be a 4-day work week, time off for the school runs, hybrid working, etc.
Define what your perfect workday looks like and be relentless in your pursuit of getting it.
And that’s it. Wishing you the best of luck!
Hiring season is approaching are you ready to compete?
If you’ve been considering leaving your current job, going back to work after a break, or transitioning to a new industry, NOW is the PERFECT time to begin preparing to ensure a successful job search.
According to multiple studies, the most popular hiring months are in January and February.
So to ensure you are ready to compete once the positions are posted, there are a few things you should start doing now to prepare.
To start – redefine your core values as the new year approaches. Get very clear on your next move, so that you can act with intention as you begin your job search.
Next, be sure to update your LinkedIn profile.
Your LinkedIn profile should be just AS STRONG as your resume because it’s just as valuable.
Last, increase your networking activity. Networking plays an important part in every aspect of your career journey. The sooner you start, the better.
Prepare NOW, so that you’ll be in the proper position to compete during hiring season!
Need assistance?
Check out our post on crafting the perfect resume to learn more, let’s assist you with your career goals and job search Journey.
When Should I Expect Results From New Employees?
As an employer or recruiter, you may occasionally feel that hiring new employees who aren’t performing as planned was a mistake. Then you wonder…
How did I get it wrong?
You ask yourself, when should I expect result from a new employee?
You definitely don’t want to go through the employment and recruitment process again.
A gap between a candidate’s appearance during the interview process, and their genuine selves once they join the team, is something that almost all of the leaders we’ve spoken to over the years claim they’ve encountered.
We created an easy four-step exam to assist you.
The next time you employ new talent, learn how to use it.
1. First, determine whether the team is a good fit.
We, at Prime KBS Institute, can help you do some research, and you’ll quickly learn that the very first factor in figuring out whether a new employee will be successful in your company, is how they get along with and cooperate with your current employees.
Ideally, your hiring procedure identifies a new employee who is a natural fit for your organization’s culture and team dynamics. But don’t just hire them and tick the “excellent fit” box.
Remember to keep an eye out to see whether the person actually fits with the team, or if they are an outsider once they are in the office. They need to perform admirably in that capacity and offer the team fresh perspectives and concepts.
But exercise patience.
Everyone needs a few weeks to settle in and feel like a part of the team, especially introverts. Assure your new employee from day one that they are valued and appreciated. Their chances of success will increase and their anxiousness will decrease.
2. Pay attention to 45.
Are you aware that within the first 45 days of employment, up to 20% of employees can leave?
Most employees start looking for new opportunities as soon as they begin to feel uneasy. It’s important to follow up with a new employee frequently within the first 45 days. You’ve done some things well if, after that time, they look comfortable being a part of your team. They’re settling in well if they don’t hesitate to ask questions and reach out to peers and mentors.
However, if they are still having trouble understanding the business viewpoint, the industry expertise, or the company policies they need to know to succeed, it is your duty as their leader to pay closer attention to their needs and make adjustments.
After 45 days, check in and evaluate. It’s critical for leaders to ensure the satisfaction and loyalty of a new recruit, which calls for ongoing care.
It’s also a good idea to make a checklist to make sure you’re doing everything you can to engage each new employee, even though they will all be different.
3. Be aware of the J-curve.
The J curve often illustrates the performance of investments.
For instance, the first income from an investment is negative since the investor must spend money on product development, research, and distribution. However, the initial investment pays off and generates money as the product gains popularity. The curve, when plotted out, resembles the letter J because it first lowers and then bends upward into a slope.
This same principle, as stated by Inc., also holds true for new employees. New employees start by learning from the team’s experience, insight, and guidance. They need upfront time and financial expenditures in order to thrive. When they get to know your team and your procedures, it’s expected that it will take them some time to get beyond the downward learning curve. But, it’s your responsibility as the manager to keep an eye on things and make sure your new employee doesn’t end up at the bottom of the J’s dip.
Encourage, educate, and give them power. Keep your door open to inquiries. Create a strategy to assist your new hire in continuing to develop and learn using whichever approach best suits your culture.
4. Witness their transformation from competent to outstanding.
When a worker progresses from producing good work to producing exceptional work, it represents a fundamental change rather than just a fantastic outcome. It represents the difference between just following instructions and genuinely innovating—pushing the edge and making a statement.
This is the difference between decent work and exceptional work. It’s that tiny bit of magic you hoped would come with the person you hired—that they would add something extra unique to the position.
Additionally, that transition from performing well, according to instructions, and simply meeting expectations to delivering something outstanding, is crucial for the new employee, as well as the business. Making a significant difference with their work is one of the top concerns in the workplace, according to workers of all ages.
Improved company results and employee satisfaction…. There is no greater recipe for a new employee’s achievement.
As one can’t be too certain about what the challenges are, without doing some research. Since you hadn’t really checked in since the first few weeks and you’d completely missed the 45-day benchmark, you won’t know.
Let’s discuss this issue in a group context, and we’ll find a solution.
With the wrong team, even the best hiring could not be successful.
For more insightful tips like this and training, contact us Today.
HOW TO MANAGE AND REDUCE YOUR SCREEN TIME AS A REMOTE WORKER
As a remote worker, you find yourself so glued to your digital screens, giving out and consuming so much stuff through your digital devices that we often overlook the harmful consequences of excessive screen time.
Excessive exposure to your digital screens has long-term harmful effects such as physical strain to your eye, migraine, sleep deprivation, loss of cognitive ability, and even impaired brain development.
It would be nearly impossible to live without digital devices now that they have become such an integral part of our daily lives. Furthermore, going to such lengths is unnecessary; merely limiting your screen time and managing it properly can protect you from the negative effects of excessive screen time.
Here are a few ways you can limit excessive and harmful screen usage:
- Figure out where you spend most of your time: Examine the windows on your computer to see where you spend most of your time. Document where you’ve been and what you’ve been doing to better understand your patterns. Estimating the amount of time you spend gaming or working can help you figure out when to stop. Screen time can be easily tracked because most devices have built-in capabilities that perform the work for you—iOS has Screen Time, and Samsung devices have Digital Wellbeing, other android devices also have their respective software applications that will help you measure your screen time.
- Establish your priorities: Consider what is more important than spending all of your time staring at a device. Set clear priorities and set aside time for friends and family, personal goals, and other activities that do not entail utilizing a screen. Socialize and communicate with your co-workers/friends more often via audio call/ physical interaction to balance your work and limit screen time.
- Take frequent breaks away from your digital device: If you can’t reduce your screen time by working fewer hours during the day, make sure you take frequent computer breaks. You can relieve Strain by softly covering your open eyes with your palms and allowing them to acclimate to the darkness for about a minute. You can also take a break from your desk by going to the restroom, filling your water bottle, or getting a snack. Allow your eyes to acclimate to the natural light in the room during these few minutes away from your desk.
- Avoid using multiple screens at a time: Even though working on only one screen is tough for many individuals, it is something that everyone should strive towards. It is scientifically known that working via several screens excites the brain excessively, generating mental exhaustion and tiredness. Multiple screens and devices also reduce productivity and put additional strain on your eyes. Use numerous displays and devices at work only when essential. Stop doing things like watching TV while constantly checking your phone outside of work.
- Make use of time-saving software: One of the smartest methods to reduce screen time is to automate monotonous tasks that keep you glued to your computer screen. There’s almost always software to make your tasks easier and faster, research the one that will work for you.
- Protect yourself: Know how to protect yourself from the dangers of blue light your eyes are exposed to while working on your digital screens. Blue-light filtering glasses can help alleviate some of the symptoms linked with prolonged usage of digital gadgets. Also, learn to make use of your device software that makes it possible for you to reduce the screen’s brightness. Adjusting your screen light to match the setting you are in goes a long way to help you limit the strain on your eyes.
It’s critical for a remote worker to understand when and how to restrict screen usage in order to stay healthy and productive at work.
As a remote worker, you should be aware of how to take care of your health during work hours, from taking frequent breaks to avoiding the hazardous side effects of blue light.
6 things you should never say in a Job interview
In an interview, your main goal is to persuade the hiring manager that you are the best candidate for the position out of all the others. To successfully achieve that, there are certain things you should never say in a Job interview.
It’s just as vital to know what the hiring manager will consider a red flag as it is to prepare answers to interview questions.
Negativity does not go over well in job interviews, since employers like positive people, and divulging too much personal information in a job interview will hurt your chances of being hired.
What you say and how you say it during an interview is critical in assisting the interviewer in determining whether you are a great candidate and a suitable match for their company and culture. One thing you can do to prepare for an interview is to consider what you don’t want to say and what you want to make sure is covered. In this article, we’ll go through some of the things you should never say in a job interview.
Here are 6 things you should never say in a job interview:
Asking What the Company Does: The first thing to do while preparing for your interview is to do your research. You never want to go into an interview knowing nothing about the position or the firm; you want to show that you’re interested enough to conduct some research and consider how you’d fit in. To begin, conduct some online research and locate a current or former employee with whom you may speak before the big day if possible.
Speaking Negatively about your previous employer/Job: Answering questions relating to your prior company or career in a professional and pleasant manner, without mentioning anything negative demonstrates your capacity to remain professional and positive in any situation. Positive responses to the questions might help reassure the interviewer that you’ll fit in well with their business culture and that you won’t say anything negative about them in the future. When responding to inquiries regarding your prior workplace, attempt to concentrate on what the position you’re going for has to offer that your previous job didn’t.
Saying you can do whatever is available: The majority of hiring managers are searching for candidates that are extremely enthusiastic about the position they are applying for. So it’s a massive red signal if you say something like, “I don’t care what positions you have available—I’ll do anything!” Instead, narrow your search to a single role at each organization and be prepared to explain why it’s the right fit.
“it’s on my resume”: Even if the answer to the interviewer’s question is on your resume, you should always try to answer their questions on your terms and provide them with additional information. When you have your answer to a question on your resume, the interviewer is most likely just seeking further information. Try to respond to these questions with concrete examples that demonstrate your experience or skills, or by describing how your qualifications are applicable to the position.
Asking about benefits, vacation, and pay: During the interview, you should concentrate on demonstrating why you are the best candidate for the job and persuade the interviewer or company to provide you with a job offer. You should aim to avoid asking about perks, vacation time, or pay until the interviewer brings it up first. Rather, wait until they make you an offer before you start negotiating. Instead of asking about perks, vacation, or pay upfront, you might bring it up near the conclusion of the interview. This gently informs the interviewer that you still have questions about the perks the employment provides, but it does not put any pressure on them to respond right now.
Saying “I don’t know”: Even if you practice, practice, and practice, you may still be stumped by a question. However, answering “I don’t know” is rarely the best response. This could be an excellent chance for you to demonstrate your critical thinking and problem-solving abilities. You can tell the interviewer that you need a moment to think about your response or that you need more information to put together an accurate response.
Knowing what to say, as well as things you should never say in a job interview will help you get hired.
There are far too many possibilities to say something inappropriate. You may be tempted to express your worries about the position, the employer, or your candidacy, especially if you’re nervous from the stress of an interview or you have self-doubts.
Keep your responses focused on your abilities and credentials. This isn’t the time or place to talk about your troubles; instead, concentrate on capturing the employer’s attention.
Reasons why you might not be getting a second Interview
Acing the first interview is no guarantee that the position is yours, there are reasons why you might not be getting a second interview.
Job searching is full of all kinds of frustrations!
Perhaps the most challenging issue, however, is getting stuck at the same point in the interview process.
Here are some reasons why you might not be getting a second interview.
• You didn’t follow directions.
At all points during the interview process, it’s important to follow directions. Send the requested materials, (e.g., resume, cover letter, portfolio, etc.) and use the specified file formats.
Once you’ve interviewed, be sure to follow the hiring manager’s lead when following up.
• Your social media is too revealing
Recently, some employers decided not to hire a candidate based on online activities.
If your social media contains material that employers find objectionable, like certain types of Party pictures or political opinions, you might be hurting yourself in the job search.
It is best to lock down your profiles so that only work-appropriate material is visible to hiring managers but don’t delete your accounts.
• You didn’t have the type of experience the hiring manager is looking for.
The goal of the first interview is to check the depth of your industry knowledge and skill levels as it relates to the work the employer needs you to do and this varies for each company.
While you might have all the requirements listed in the job description, you may not have the right amount of experience in a certain area. It’s not that you couldn’t do the job, it’s that another candidate had the right combination to get up to speed and produce results faster.
• One of your references isn’t on your side
Make sure you’re asking for references from people who are familiar with what you do and the job position you are seeking for. Make sure they are people, who will definitely have favourable things to say about you.
Always ask potential references if they’re willing and able to attest to your good qualities before you pass along their information. Also, review the job details with them so that they’ll know what the hiring manager wants to hear.
There are several ways to blow an interview, and while you can make up for some of them in your follow-up, sometimes you just can’t recover.
When that happens, learn from your mistakes and do better next time. And don’t beat yourself up—bad interviews happen to the best of people.
How to work smarter and faster (Time vs Energy)
There always seems to be more to do than time permits and even when you know how to manage your time, sometimes it can feel like it isn’t enough.
How to pitch flex work to your boss
Over the past year and a half, many of us have had to make the switch to remote work.
For a lot of people, this change of scenery has been a good thing. You might find that while working remotely you are more productive, and have an easier time balancing the needs of both your work and personal life.
As restrictions are eased across the country, many people are being asked to come back to the office – a request that may no longer work for everyone.
If this sounds like you, let’s discuss pitching flex work to your boss.
When you first approach your boss about switching to flex work, be sure to adequately plan for the discussion by having some justifications for going flex in mind.
Create a list of all the different ways flex work will benefit you, your team, and your boss.
Maybe switching to flex work will help you to better balance your work and personal life.
A more balanced life will lead to less stress and more productivity. This will in turn help your team’s overall output, which therefore will help your boss to meet their deadlines.
Flex Work may also lead to you having more available time and it can also help to prevent burnout.
Another great idea is to compile a list of examples of the ways in which you have successfully managed your workload (or even taken on more work) since being forced to work remotely.
Overall, it’s important to be able to prove that your flex work can be beneficial for not only you but your co-workers and management as well.
You should also have a plan prepared for what your workday will typically look like once you switch to flex.
You should make it clear to your boss how you intend to structure your day. Have an agenda prepared so that your boss has a good understanding of what your working hours will be.
Maybe this means that your typical working hours will be 9 am-4 pm, and then again when the kids are in bed from 8-10 pm. Whatever schedule is going to work best for you is what you should present to your boss when pitching flex work. This way, your boss genuinely knows what to expect.
Lastly, it’s important to have a communication plan between you and your boss prepared upfront when asking to make the switch.
If you tell your boss you will check in with them daily, and also have a weekly one-on-one, they might be more inclined to agree to your flex work.
Your manager will want to know that they can still be up to date with your work even though you’re not in the office together.
