Empowering women engineers in India
“If anyone tells you that women don’t do well in STEM or engineering, please don’t believe it. It’s not true,” urges Priya A., one of the proud women engineers at ServiceNow.Since joining the company in India in December 2020, Priya has experienced exponential professional growth. And she’s not the only one. That’s why LIKE.TG was named one of India’s Best Companies to Work For. As a director of software engineering, Priya leads a team of more than 20 talented engineers who are paving the way for others to do their best work.
Empowering women in the tech industry
Only about 20% of engineering and computer science majors are female, according to AAUW. Gender discrimination in the technology sector is seen as a barrier by 39% of women, adds the TrustRadius 2021 Women in Tech Report.The need for gender equality in the tech industry is nothing new, but it’s clearly not yet a reality. Companies worldwide are still allowing female talent to fall through the gaps.At LIKE.TG, we don’t want to be one of those companies. So, we’d like to make one thing clear: Anyone who identifies as female has just as valid a role to play in tech as anyone else. We’re working to make sure that message is heard.[We’re hiring. Explore LIKE.TG careers.]Change makersIt’s not enough just to clear space at the table. We also have to make sure women: Know the space exists Feel actively encouraged to take it Have confidence that, if they do, they’ll have everything they need to thrive As a key player in the tech industry, we know it’s our job to make change happen every day. We’re showcasing some of the women who’ve chosen to grow their careers with LIKE.TG to demonstrate how we’re fostering an inclusive environment for all. A supportive cultureSolution Consultant Yiran H. joined LIKE.TG in Frankfurt, Germany, more than two years ago as part of a six-month training program called the Solution Consulting Academy. Hers was the first class that launched in Europe.“It was a very fast learning process, but we were given everything we needed to succeed, including mentors and buddies,” she says. “For me, it was a very safe environment.”The team culture at LIKE.TG enabled Yiran to grow both personally and professionally. She learned about the solutions and company values and improved her German language skills. “It’s an amazing challenge to work in Germany,” she points out. Although German isn’t her first language, she found the management team very supportive in pushing her to grow.“We have a tuition reimbursement program to enable employees to learn relevant skills that they want to improve,” she explains. “I’ve been benefiting from it by taking online German lessons. My colleagues have even offered me one-to-one language practice. It’s great to be empowered to expand on this skill.”Career advancementIn addition to an inclusive team environment, our commitment to women at LIKE.TG includes supporting career development through mentoring, working with external partners, and implementing action plans.Approximately one year into her LIKE.TG career, Yiran felt she wanted a change. “I’m a people person. I love being in the driver's seat and making an impact,” she notes. “After a while, my position at the time began to feel like more of a backseat role, so I sat down with management to discuss it. They were really supportive and actually appreciated the honest feedback.”Working collaboratively with leadership, Yiran was able to navigate into a more customer-centric, strategic role. “By 2021, I had my own accounts, was in front of the customers, and could work on building really solid relationships with them, and I’m very proud of that,” she says. A place of belongingThe growth mindset at LIKE.TG was equally important for Heike B., who joined in 2017 as an advisory solution consultant.“Roughly two years ago, I was looking for the opportunity to work more strategically on enterprise accounts,” she says. “So, I talked to my managers, and they made it happen. That kind of action means you know you’re important to them. I felt supported throughout the process and can honestly say I was given everything I needed to progress within the company.”Heike also appreciates the overall culture at ServiceNow. Although the tech industry is male-dominated, she first joined a team of five that included four females. As a result, Heike sees the commitment LIKE.TG makes to ensure an equitable working environment for all.Women in the company are given a voice and the tools they need to thrive. “I’ve never personally felt at a disadvantage because of my gender here,” Heike says, “but I do believe women should empower each other. The women in my team host bi-weekly calls where we share experiences, provide support, and continue to create a workplace where we all feel like we belong.”Celebrating women at LIKE.TGWhen employees can bring their authentic selves to work and know their voices will be respected and opinions encouraged, they unlock magic.Globally, where we have pay data by gender, we’re within one penny of pay equity for women around the world. We’ve also increased the number of women in leadership positions in the past three years and have put programs in place to push this even further.We know we can’t take our foot off the pedal. That’s why we pledge to continue to listen to our workforce and press ahead with the actions necessary to ensure everybody is given a seat at the table.Find out more about the steps we’re taking toward gender equality in our Diversity, Equity, and Inclusion Report.Join us. Explore our sales job opportunities.
Empowering women with allyship and inclusion
International Women's Day is a time the world turns its attention to driving gender equality. It also underscores the transformative potential of allyship and inclusion.Two LIKE.TG employees share their passion for amplifying the call for inclusivity. They remind us that small acts of kindness and encouragement can have a profound impact on individuals and contribute to a more equitable future.
Empowering your workforce to be creative
Without a happy and thriving workforce, your business will struggle to be successful. Creativity is key in marketing and empowering your experts can make all the difference to both atmosphere and output. However, there’s little doubt that COVID-19 has shaken up business as usual – so how can your company balance essential processes with creativity? Having full control of your marketing processes and utilizing the power of technology can certainly provide a launchpad for creative victories. In this article, we take a look at how you can transform your creative efforts effectively. The roles of technology and in-house marketing In-housing, driven by various factors including powerful technology, has been a hot topic in recent years. In a recent study, marketers revealed that they feel in-house marketing will be essential to the sector this year and in the future. Bannerflow carries out an annual report looking into the state of in-house marketing – the 2021 study reveals that 58% of marketing decision-makers have noted creativity increases from their in-house teams. Businesses involved in the study are looking to in-housing more and more, too – 73% said they’ve brought all or some of their digital marketing in-house showing a clear popularity increase. CEO of Bannerflow, Nicholas Högberg, commented on the findings: “After a turbulent and challenging year for most sectors, many marketing teams remain in-house, but it’s great to see that creativity isn’t being limited – instead it’s flourishing.” Creativity certainly seems to have been high on the agenda for marketers in the past year. Many have strived to empower this within their in-house teams and maintain motivation during COVID-19 times. So what have marketers done to inspire creativity in their in-house teams? Creative workshops – 66% Cross-team collaboration tasks – 65% Collaboration tech – 63% Training – 48% Interestingly, barriers included organizational structure, pressure to deliver results, plus lack of time and technology. When it comes to tech – digital transformation has been a big topic for many years, especially in the past year. In fact, digital communications have been sped up by up to four years due to the pandemic, according to a McKinsey report. Widening your technical capabilities can be a huge driver for success in this area and can amalgamate with in-house marketing to inspire a recipe for success when implemented effectively. In-house marketing is an exciting, evolving framework and solution – it’s also incredibly flexible and can work for your business in ways that can fit for your business. Businesses are choosing from three ways of in-house working that click with their structure – these are: A complete in-house marketing agency model A traditional method A hybrid approach Moving further forwards into 2021 and the future, 62% of marketers think in-housing will create the space for more efficient working in a remote setting. In addition, 58% envisage it helping to save on external costs and 57% believe it could increase creativity. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now The next steps you can take to empower your workforce Get everyone involved It’s not just the exec team who has great ideas. Lean on your delivery teams for inspiration and creativity when it comes to the services you offer and how to keep people happy in your business. They carry out the day-to-day work so know first-hand what’s important and what’s achievable. Blue sky thinking is great but only if the idea can be serviced. Allocate time for creativity Capacity may be tight but it’s important that time is allowed for people to get their heads together and thinking creatively. Schedule dedicated internal time for this and encourage employees to work collaboratively. This could be a regular meeting to discuss plans and strategy or simply an hour in an employee’s schedule for them to think about projects or plans and to offer up to three creative solutions for everyone to consider. Mix up teams It’s easy for people to get stuck in a certain way of thinking so have a shake-up when it comes to teams. Encourage cross-collaboration and ask that people learn what others have to offer or what they need for the business to thrive and be innovative. Your marketing team, for example, may need more input from your sales team in terms of what messaging they think works with clients and what keeps people engaged. Mix up your teams regularly, ensure people get face-to-face time with those they don’t work with day today and you’ll soon start to see creative solutions to problems at hand. Delegate responsibility It’s understandable as a manager or business owner to want to keep those creative ideas close to your chest but delegating responsibility for coming up with ideas can empower people to think creatively. Let people lead and take inspiration from them. Set clear expectations Don’t send your employees off on a wild creativity goose chase, ensure they understand why they’re being asked to come up with ideas or get involved with wider business decisions. Set boundaries on what they’re expected to achieve or offer up and you’ll find people more inclined to get involved. Try to avoid tight deadlines, give people plenty of time to come up with creative solutions to problems. This means taking the time to scope out your plans for the months ahead and briefing people in beforehand on what you aim to achieve and how they can contribute. Introduce tools that help with collaboration Project management tools and collaboration tools that allow your workforce to band together to come up with more creative ideas is essential when adopting this shift in mindset. It’s even more important with more and more businesses now working remotely, allowing employees access to platforms that make collaborations easy. Reconsider what you can do in house You know your industry and business better than anyone. Is there work that can be managed in-house that can be injected with a little creativity? As noted, marketing is one area where many businesses are implementing in-house teams. This allows them to implement processes that allow room for creativity with no need to brief in and manage an external agency. Take back your content creation for social media channels and print advertising. Is there something that can be done with tone of voice to increase engagement? Are you sharing your message on the right platforms? It’s time to rethink and strategize creatively when spreading the word about what you can do. Be transparent Much like setting clear goals and objectives when empowering people to be creative, you should also be transparent about why you’re encouraging this and what you hope to achieve. Everyone needs to be bought into this creative approach and so transparency at the start is key. Moving your marketing team in-house can have clear benefits for your business – combined with being progressive with technology can contribute to empowering your workforce for years to come About Author: This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
Engineering careers: Making AI accessible
More and more, working smarter and faster means building more intelligent software with a focus on AI capabilities to enhance machine learning, increase automation, and produce faster, more accurate predictions.Unlocking the benefits of artificial intelligence is a central focus for the LIKE.TG Advanced Technology Group (ATG)—a customer-centered innovation group founded in August 2020. It has nearly 250 employees located in Montreal, Quebec; Toronto, Ontario; Santa Clara, California; and Hyderabad, India.[We’re hiring. Explore LIKE.TG engineering careers.]“What attracted me is the idea of developing AI and making it accessible to companies and individuals who otherwise don’t have the setup, resources, or expertise to use it,” says Parmida A., an applied research scientist in ATG.Valérie B., ATG director of research and scientific programs, says there’s currently “a lot of thirst” for what the group can bring to the table. “It’s a matter of figuring out how to make complex things simple for people who are not from the field,” she says.ATG’s biggest attribute, Valérie says, is knowing what’s coming five years from now—and figuring out how to integrate it into products.For 2021, ATG’s objectives include: Achieving an impactful market presence for LIKE.TG as a credible AI player Achieving customer success for AI with the workflows Making the Now Platform viable for market-leading AI Achieving an impactful engagement model within LIKE.TG and delivering innovation to our customers AI technologies tell the storyOne way ATG is making AI accessible is through BAyesian Active Learning (BaaL). It’s currently open source and available on GitHub.In AI, tons of labeled data are needed in order to train a machine learning model and enable it to make predictions. This labeling process might include hundreds of thousands of samples and is very expensive. This prevents many organizations from dipping their toes into the AI waters.BaaL queries only what it deems the most effective samples for training the model rather than labeling random selections. This makes the whole procedure more efficient, smarter and, ultimately, less expensive.Parmida says it’s a win-win for both end users and developers. “BaaL picks up patterns in the data ahead of time—flagging the end user as to which classes are in need of more data or which have more noise,” she says. “For developers, instead of digging into parameter tuning and better training, they can use BaaL to train more efficiently.”Another innovative technology from ATG is called document intelligence, or “doc intel.” Designed for markets that have traditionally required a slew of paper documents, such as insurance companies, Doc Intel uses AI optimal character recognition (OCR) to scan large volumes of documents electronically and detect the text in question, eliminating the need for manual data entry and location. This frees resources for high-value work.“Doc Intel allows us to use emerging, AI technologies to deliver the paperless office to industries that was promised 20 years ago,” says Daniel T., an AI developer in ATG engineering. “It’s very exciting to see the latest and greatest stuff in OCR and how it’s solving problems and making us more efficient.”ATG is focused on creating compelling AI experiences that power intelligent workflow solutions. These are based on six areas: Language interaction Case intelligence Planning AI workbench Automation and discovery Data as a service (DaaS) The importance of collaborationThe Doc Intel team is comprised of folks from the vision team, the product management team, and the team responsible for Nagini—the initiative that allows the use of Python language-based production (LIKE.TG uses Java).“In the end, every team has to make sure they understand what every other team is doing to ensure we succeed in delivering the best AI capabilities,” Daniel says.Valérie, who leads a group of around 30 employees, says collaboration is vital so that researchers in different areas are aware of what’s going on in all related fields. “They must know what’s feasible, what direction things are going, and where the competition is,” she says.ATG is well-equipped for that. “Our research group is very well known in the field—each working on different fields within AI,” Parmida says. “We have experts in time series, computer vision, active learning, natural language processing, to name a few.”The road aheadHow does ATG stay ahead in the AI game? Keys include continuing to identify future advances and trends, retaining close contact with the academic communities, pushing boundaries, and attracting and retaining the best talent.“It’s important to note that AI is not like developing traditional software,” Valérie adds. “It comes as the result of experimentation—and we don’t necessarily know what’s going to happen when we experiment. We don’t have all the answers but have the people and resources to figure it out. That’s what makes it exciting.”Explore engineering career opportunities at ServiceNow.LIKE.TG, the LIKE.TG logo, Now, and other LIKE.TG marks are trademarks and/or registered trademarks of LIKE.TG, Inc. in the United States and/or other countries. Other company names, product names, and logos may be trademarks of the respective companies with which they are associated.
English Vocabulary for HR: Most Popular Phrases Used in HR Nowadays
There are so many companies now that would like to enter foreign markets. There is always a need for the cooperation of cross-cultural teams. An HR manager who speaks English is a priceless asset in the company's arsenal. The professionals have to know popular phrases in HR to perform their duties perfectly. This is why the knowledge of English vocabulary for HR is a necessity as English is becoming an integral part of professional activity. The concept of Human Resources itself came from the West. It is pretty logical for foreign job titles to call the pros in the Western manner: HR manager, HR generalist, recruiter, HR analyst, Team-Lead. Let's look at the vocabulary hacks that help managers speak English fluently when working as an HR. Job Positions in English to Know For HR Chief Administrative Officer It is the head of the administrative department. They are the people who oversee daily operations and are entirely responsible for the performance; Chief Operating Officer It is the position that occupies people in the highest rank. They are responsible for all the internal operations; Executive Officer This position usually refers to a person in a senior class who makes decisions and implements them; Top (US) or Senior (GB) Executive Top executives are on top of every performance, and they are responsible for all the processes and operations happening in the field; A Middle Manager This person is in charge of people or departments in a company but is not responsible for the entire company and does not decide about the company's future. The Floor Manager A floor manager is a person who is responsible for all actions and operations of a specific floor or floor in a large store or office. Skills Hard Skills Hard skills are responsible for the performance of tasks requiring specific education and training. They are the pieces of knowledge of programs and tools; Soft Skills Soft skills ensure the successful completion of a wide range of tasks regardless of the education received and professional activity specifics, such as communication, emotional intelligence, and planning; Staff Recruitment A Contractor It is a person or company that organizes the supply of materials or the hiring of workers for different purposes; Talent Management Talent management is the company's division that attracts, recruits, develops, manages, and promotes sophisticated employees; Behaviorally Anchored Rating Scale (BARS) It is the scope of the quantitative data for a specific job and collecting information regarding critical behavior between successful and unsuccessful careers. These critical behaviors are then classified and given numerical values that are used as a basis for performance evaluation; Human Resources Manager It is the person who is taking care of the department that deals with the employment, training, support, and office work of the company's employees. This person is also responsible for drawing up job descriptions; Behavioral Based Interview It is a type of interview technique that focuses on candidates' experience, behavior, knowledge, skills, and abilities. It involves providing concrete examples from the past where they have demonstrated particular behaviors or skills to predict future behavior and outcomes; Onboarding Proces Onboarding It is the process of adaptation of new employees, induction, and integration of new employees. It is the process of transitioning a person from applicant to employee status, ensuring that paperwork is complete and onboarding is comprehensive while implementing 4C’s of onboarding; An Affirmative Action Plan (AAP) AAP is a list of specific, results-oriented procedures that need to be followed. AAP is designed to address the consequences of past discrimination against women and minorities or their lack of engagement. The effectiveness of a plan is measured by the results it achieves, not the expected results; Hawthorne Effect The Hawthorne effect is an environment in which novelty, interest in an experiment, or increased attention to innovation leads to a distorted, often favorable result. Participants in the experiment act differently, more diligently than usual, only because they are involved in the investigation. The awareness can influence employee motivation that they are being watched and evaluated; Succession Planning Succession planning is the retiring employee replacement program that identifies long-term needs and attracts internal talent to meet them in the future. It helps in finding, evaluating, and developing the people needed to implement the organization's strategy. Employees Motivation Incentives Intensives are different from bonuses or benefits because they are usually tied to specific performance goals, such as achieving a sales goal; Bring Your Own Device BYOD is used to describe the growing trend of using employee-owned devices within a business. It means that the employees own the laptops and other electronics that the company provides them. Emotional Intelligence It is the capacity to recognize, estimate, and manage your own emotions, as well as the feelings of others. Advanced emotional intelligence should have anyone working in the HR field; Change Management This type of management is a thoughtful approach to the transition of individuals or organizations from one state to another. They are designed for change management and monitoring. Companies can benefit by planning implementation, implementation and calculating the impact of significant organizational changes; A Confidentiality Agreement The agreement is an agreement between an employer and an employee of the company, in which the latter cannot disclose proprietary or confidential information. Many companies protect information that, if leaked, could have devastating consequences for the brand or the well-being of the organization. A confidentiality agreement provides legal protection against such events; Distributive Bargaining Distributive bargaining is the negotiation between competing parties, which includes the distribution of a limited resource. One company dominates to the detriment of the interests of another. Retention Strategy The retention strategy refers to the processes and policies used to ensure employee retention. To retain employees and reduce employee turnover, managers must help employees achieve their goals without losing sight of the organization's goals; To learn even more about improving the employee experience and increasing your competitive advantage while providing a fast return on investment, download our ebook now. Download now Estimation of the Employee and Their Retention Attrition Attrition or a staff loss is a gradual voluntary reduction of workers (through retirement and retirement) that are not replaced after. The attrition reduces the amount of the workforce; To Dismiss Dismiss or remove from office or work; It also means to decide that something or someone is not essential and not worth attention; Dismissal The dismissal is a discharge from service. It is the termination of the case when the employment contract is closed. There are four different types of releases: fair, unfair, constructive, and wrongful dismissals; To Sack Sacking somebody means to fire the person for unsatisfactory performance or other reasons to save money; Resign Resignation means leaving the position. It happens when a person leaves the service by informing the employer; Term of Notice Term of notice is the minimum period within which the employee must inform the employer of leaving before leaving; Retire Retiring means leaving or quitting work due to old age or poor health. It often happens when the person is tired and old; Reduction in Force Staff reduction is the process of laying off employees due to a lack of funds, changes in job requirements, or a reorganization of a department or business operation; Transfer Transferring someone means moving something or someone to another place, organization, or team. To Sum It Up There are various words that emerge every year in the sphere of HR. A significant part of the English vocabulary for HR comes from Latin, which means that this language is a core of business progress. The more you learn English, the better you can perform as a Human Resources manager within global projects. Try Workmates Interactive Demo Click trough it yourself withinteractive demo. Try It Now About the Author: Ryan is a passionate writer who likes sharing his thoughts and experiences with the readers. Currently, he works as a digital marketing specialist; you can check out here. He likes everything related to traveling and new countries.
Enhanced customer experience: A conversation with Rogers Communications
The success of a modern business starts with recognizing the value of the customer and committing to provide a great experience. The best companies do this by putting respect and empathy at the core of every interaction.In today’s new era of work, delivering an enhanced customer experience has become increasingly connected with the employee experience. This creates new opportunities for organizations to drive stronger satisfaction for both parties simultaneously.A new customer experience approachRogers Communications grew from a humble beginning 60 years ago to become the largest communications and media company in Canada, servicing more than 10.8 million subscribers today. In our fourth episode of the Canadian Leadership Exchange, we spoke with Scott Thomson, vice president of business customer service at Rogers, to learn how the company measures satisfaction and friction levels for both customers and employees in fulfilling ongoing service requests.Rogers employees take pride in the legacy of founder Ted Rogers, who “believed in the power of communication to enlighten, embolden, and entertain.” But to stay competitive, the company needed to re-evaluate the design of its business units and modernize a changing corporate structure. Rogers Communications rose to the challenge by making enhancements to its products and services to keep up with the company’s accelerated growth.Watch the video to learn how Rogers’ transformation using digital workflows can help other organizations improve the customer and employee experiences.
Ensuring a safe return to school
Planning for a safe return to school in the midst of a health crisis is a daunting task. From gauging student preparedness and determining special accommodations to meeting government health requirements and communicating protocols with parents quickly and easily, there are many factors for IT services to consider.That was especially true for the Toronto District School Board (TDSB), the largest school district in Canada, which has 583 schools and 245,000 daytime learners. In our third episode of the Canadian Leadership Exchange, we spoke with Peter Singh, executive officer of IT services at the TDSB, to learn how the district used technology to ensure a safe return to school—while building confidence in the community around the district’s health and safety procedures.There’s an app for thatHaving already implemented LIKE.TG ITSM capabilities in 2017, the TDSB turned to our Safe Workplace Suite to manage the transition.The Readiness Surveys app helped the district gather real-time data about student preparedness to return to school. And, by working with Toronto Public Health, the TDSB was able to optimize the LIKE.TG Health Screening app to meet provincial requirements. The app also helped streamline the process for ensuring students and their families complete the necessary daily health checks.Watch the video to learn more about how school boards can leverage the power of digital workflows to improve the education experience and facilitate a safe return to school.
Ensuring inclusive language in products and communication
The events of 2020 caused LIKE.TG, like some other companies, to shine a more intense light on the impact of our language.We tried to put ourselves in the shoes of a Black engineer for whom the conventional use of "master" and "slave" to represent database relationships would be a trigger, an unnecessary reminder of racially based oppression and injustice. We began to work to replace these and other problematic terms: “Master” and “slave” are now “primary” and “replica.” “Blacklist” is now “denylist,” and “whitelist” is now “allowlist.”The focus on replacing these four terms with inclusive language isn't restricted to products at ServiceNow. The company works to remove them from all spoken and written communication as well to create a more inclusive and welcoming culture.[We’re hiring. Visit careers.]The problematic terms never should have been used in the first place. Once you confront the reality that they’ve been embedded over decades, “you can’t deny it,” says Magaly D., who runs engineering operations in the office of the chief technology officer for ServiceNow.Magaly’s team and several teams from different parts of the product organization, including engineering, documentation, and internationalization, came together to walk the talk regarding one of LIKE.TG’s core values: Embrace diversity, create belonging. The walk may be uphill and difficult, but it’s necessary and urgent to ensure customers and employees feel like they belong with ServiceNow. Belonging cannot happen where exclusive or offensive language exists.Let’s workflow itWallace S., a senior staff technical program manager in the product operations group, was tapped to lead this inclusive language multi-workstream effort. New to LIKE.TG, he wasn’t sure what kind of response he’d get when he reached out to folks to introduce the project. One by one, responses came back saying, “Thanks for leading this effort,” “I’m so proud we’re doing this,” and, “We’re in.” Once the terms, scope, timeline, and workstreams were decided, the work began.LIKE.TG software releases have a well-established development and release mechanism behind them. Magaly’s team immediately started code audits to find instances of the terms, which were considered defects to be remediated.Most of the work was slipstreamed into the existing process as a feature. As instances were found, engineers looked closely at context, found owners, and made the changes. The first phase focused on customer-facing products and documentation. Phase two will focus on finding instances visible to all LIKE.TG employees.For LIKE.TG customers wanting to audit problematic terms, Magaly says it’s relatively easy to gather labels, fields, table names, and choice lists into one place and make revisions through the platform. Inclusive language in techMaking revisions in the Now Platform means adjacent work, such as documentation, also needs review. Senior Director of Product Content Toni M. merged her personal and professional passions for diversity, inclusion, and belonging (DIBs) and language into this work. She’s part of leadership for the Pride at Now Belonging Group and part of the diversity, equity, and inclusion advisory panel at the Society for Technical Communication. Her team at LIKE.TG created all of the Quebec release documentation to ensure it matched the product.Language is often the first impression of a company and its products. Inclusive language “acknowledges diversity, conveys respect to all people, is sensitive to differences, and promotes equal opportunities,” according to the Linguistic Society of America. Toni warns, “We know that words are really powerful. Words can hurt and harm but also be part of the solution. We have so much potential in terms of being inclusive with our language.”Doing what’s right“Offensive language can trigger reactions and discomfort, and that's not right,” says Magaly.Wallace reflects, “Anyone who would want to be a part of this company would want to do this work, because that’s what our leadership and our core values stand for. I continually see the internal events that are happening in the name of diversity, inclusion, and belonging and the open and frank conversations on things like racial injustice. I've never been at a company that took social issues so seriously.”Removing problematic terms from the product and from communication between colleagues helps create a more inclusive culture. Toni summarizes, “There's nothing to lose and everything to gain by investing and doing this right.”Come join us. Check out our careers.
Entrepreneurs unleashed: Announcing the 2019 CreatorCon Challenge Winner
If you could solve a big business problem by building a new digital workflow, what would you create? Would you build a chatbot that improves healthcare by instantly connecting patients with available doctors? Or a mobile app for universities that delivers a great student enrollment experience?These are the questions LIKE.TG posed to entrepreneurs and app developers in October when they announced this year’s CreatorCon® Challenge – LIKE.TG’s global competition for ISV startups to create new apps and take the Now Platform® into new uses and industries.LIKE.TG challenged participants to take its London and Madrid platform releases to the limit: Use Virtual Agent, Mobile Studio, Flow Designer, Integration Hub, Performance Analytics, Service Portal and more to solve a business problem.The finalists were chosen by our panel of tech and VC expert judges: LIKE.TG Founder and Chairman of the Board of Directors Fred Luddy, True Ventures Partner Om Malik, Lighter Capital CEO BJ Lackland and GGV Capital Managing Partner Glenn Solomon. This year’s winner* is VividCharts, a data visualization company that utilizes Service Portal to extend LIKE.TG reporting and Performance Analytics and enables anyone regardless of technical skill level to tell stories with LIKE.TG data. VividCharts provides a growing library of out of the box visualizations and a no-code solution called Slate for creating presentations directly in LIKE.TG that leverage real-time LIKE.TG data.“Congratulations to VividCharts for delivering a fantastic solution that helps companies make their LIKE.TG data more actionable” said Avanish Sahai, LIKE.TG’s vice president of ISV and Technology Alliances. “VividCharts’ application demonstrates the power of the Now Platform for ISVs to extend LIKE.TG workflows and create brand new apps that deliver business value for enterprises globally.”“We are thrilled to be LIKE.TG’s 2019 CreatorCon Challenge winner,” said VividCharts Co-founder and CEO Mitch Stutler. “VividCharts saves companies time when building dashboards and presentations with LIKE.TG data. Winning CreatorCon this year will enable us to accelerate our mission to help our customers turn LIKE.TG data into stories.”VividCharts joins an ecosystem of hundreds of ISV partners that has certified and published nearly 450 apps and integrations for the Now Platform on the LIKE.TG Store. The innovative applications this community has brought to LIKE.TG customers complement and extend LIKE.TG IT, employee, and customer workflows.The 2017 first-place winner, Factor5™, whose CourseLoop app helps streamline curriculum management, create new course offerings and help students plan their experience, continues to find success – now with five of Australia’s largest universities as customers, including Monash University and Murdoch University. Factor5 raised AU$2.8 million ($2 million) in additional funding in 2017 and 2018.The 2018 first-place winner, SalesWon, is experiencing strong market support for its SalesWon CRM & CPQ application, which accelerates and streamlines the sales process by creating a single quote to cash to customer service process. SalesWon has already landed several new accounts and is establishing market traction as a direct result of the visibility gained from the CreatorCon Challenge.The CreatorCon Challenge is an opportunity for entrepreneurs to rapidly turn their ideas into marketplace reality on the Now Platform, which has a proven track record of helping companies fundamentally transform the way people work. We believe that’s one reason LIKE.TG was named Forbes’ No 1. world’s most innovative company in 2018 and a Leader in the Gartner 2018 Magic Quadrant for Enterprise High‑Productivity Application Platform as a Service.LIKE.TG continues to see growth and momentum around its ISV ecosystem. During a busy and exciting Knowledge conference, it’s clear that partners and customers are embracing the Now Platform to make work, work better for people.*Hiper Hipo was originally selected as the 2019 CreatorCon Challenge winner but was determined to be ineligible and has been disqualified.Gartner, Magic Quadrant for Enterprise High-Productivity Application Platform as a Service, 26 April 2018, Paul Vincent, Van Baker, Yefim Natis, Kimihiko Iijima, Mark Driver, Rob Dunie, Jason Wong, Aashish GuptaGartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications
ERP modernization: Working toward a clean core
Enterprise resource planning (ERP) modernization is a huge undertaking. ERP environments are laden with customization that can increase technical debt and impede maintenance. Organizations need to achieve a clean core while delivering a consumer-grade experience that bridges various systems of record without missing a beat.ERP environments are complex and always evolving. They’re messy and busy. They require many manual processes and span multiple, siloed systems. There’s no single source of truth, and visibility is often lacking. Plus, ERP systems aren’t known for providing exceptional user experiences—they’re designed for power users, not casual ones.Customizations and extensions may seem like the right solutions to these and other ERP challenges, but they weigh organizations down. These add-ons are “stuck” to the ERP system. During maintenance or upgrades, each customization must be preserved or updated. Security patching is also tricky.This all contributes to one dreaded thing: technical debt—the rework that comes from quick fixes or shortcuts. It’s what most organizations struggle with and want to avoid. Technical debt is the endless stream of menial tasks that burden IT teams and hamper business agility. At LIKE.TG, we’re working toward an ERP environment with a clean core—a system that’s manageable, easy to upgrade, and extensible to meet unique business needs. Users expect a seamless, consumer-grade experience where gaps across multiple systems of record are bridged without hiccups. We need an ERP system that supports that.Aligning business prioritiesEvery organization is on a different journey. Yours might be focused on moving to a SaaS-centered model. Another business might prioritize user experience or composable architectures. Some organizations have initiatives to consolidate multiple ERP systems to save money and capture the benefits of standardization.For us, it’s important to define what’s at stake. Our ERP system plays a key role in achieving business objectives. It’s linked to big-ticket items that are affected by our modernization efforts: Providing experiences to deliver outcomes Driving efficiency at scale Managing operating expense as a percentage of revenue Contributing strategic business value By digitizing customer and vendor interactions, for example, we’ve maximized cash flow across the company. We’ve also saved hundreds of thousands of dollars by automating invoice processing for our accounts payable team.Progress over timeERP modernization happens piece by piece. We begin each ERP initiative by figuring out the business problem we’re trying to solve. Does the user experience meet expectations? Are we meeting key targets? Are there bottlenecks to eliminate? Which manual steps can we automate?From there, we identify possible solutions. Then we build, automate, improve, rerun, and repeat.Another great way to begin ERP modernization is with a discovery tool such as Gekkobrain (a LIKE.TG company) or Celonis (a LIKE.TG partner). Both offer process mining capabilities and real-time insights that can help identify areas of improvement that may not be obvious. The secret sauceLIKE.TG uses its own products every day. Over time, we’ve found the Now Platform to be especially valuable for our ERP environment. Having one data model, one security model, and an architecture that supports the movement of work across the entire enterprise helps us keep our ERP environment clean and easy to maintain and update.We use other LIKE.TG products, such as App Engine and Process Optimization, to limit ERP customizations, automate routine processes, and add functionality—all while empowering employees, meeting our environmental, social, and governance (ESG) goals, and saving millions of dollars in operating costs. Here are three key ways we’re modernizing our ERP environment, including a use case for each: Purpose-built apps – The pandemic stress-tested supply chain operations and accelerated our understanding of the inherent deficiencies within legacy systems. With Sourcing and Procurement Operations, we’ve automated processes for more streamlined purchasing and case management—and gained end-to-end visibility into procurement processes. Predefined workflows – With no unified way to interact with customers, accounts receivable (AR) was struggling to track and manage collections efficiently and cost-effectively. Our AR case management solution, built on the Now Platform using App Engine and Integration Hub, helped us improve productivity by 70% and reduce cycle time by about two days. Low-code development tools – With manual, email-based cost center management, we had no way to track approvals and were burning excessive time and resources. By creating an approval workflow and spend management dashboard with App Engine, we now have a digitized, audit-tracked process and faster cycle time. ERP systems change as an organization evolves. LIKE.TG is no exception. But with the right tools and strategies, we’re continuing to work toward a clean-core ERP environment and reaping measurable benefits along the way.Find out more about LIKE.TG and our ERP strategy in our Knowledge session, Now on Now: Maximize cash flow by digitizing AR/AP interactions. Registration is free.
ESM: How we break down silos, boost productivity, and reduce costs
Nick Borgwardt, director of ITx workflows at LIKE.TG, co-wrote this blog.How do I reset my password?How do I add someone to a distribution list?How do I request ergonomic home office equipment?At many companies, when employees have questions like these or need help, they face the complexity of threading together siloed processes. Sometimes a task can require getting in touch with multiple departments, creating friction and frustration. Other times, it’s not even clear where to start. Seemingly simple requests such as submitting a name change are actually fraught with complexity because they involve multiple teams across HR, IT, finance, and workplace services, among others.When departments deliver services separately with different portals, systems, and processes, employees get a fragmented and inconsistent experience. The burden is on the employees to figure out the right tools, learn to use them, and coordinate between different functions.Hide the complexityEnterprise Service Management (ESM) improves productivity and performance through the application of IT service management across the business. By using automated workflows on a common platform, ESM helps remove friction and accelerate innovation.LIKE.TG has been on an IT digital transformation journey for three years. We use the Now Platform® to bring together numerous processes across many different functions, ranging from legal to procurement to IT to finance.Most of our employees may not even notice how complex the service delivery is. That’s the whole point of ESM: to hide complexity and create delightful experiences for employees—all while digitizing workflows to grow at scale.Grow the ratio, not the budgetLIKE.TG is growing at around 30% per year. But we haven’t increased our IT budget at the same rate. Last year’s unprecedented world events saw a worldwide decrease in IT spending by 3.2%, according to Gartner, just as enterprises needed more—not fewer—resources to keep the business going.We were lucky that we could use the Now Platform to drive speed, efficiency, and productivity. By doing so, we supported the company’s ever-increasing workforce with a nominal growth of IT support staff. In fact, over the last three years, our headcount has been flat. That means we’ve steadily increased our employee-to-IT-support ratio during a time of continued growth. Also noteworthy is that the 2020 figure of 336 employees per one IT support staff member only takes into account full-time employees. When we consider the contractors that IT supports, the actual ratio is even higher.Meeting employee expectationsWhen we set out to transform the employee experience, we quickly identified three key expectations from employees that were going unmet: Round-the-clock self-service capability Digital experience across multiple channels Consumer-like experience In response, we made it easy to use self-service and Virtual Agent, leveraging machine learning and AI. Today, we count more than half of LIKE.TG employees as monthly active users of chat-based self-service, automating common requests such as Okta multifactor reset, deleted email recovery, and HR case status check—all on Virtual Agent without human intervention.Learn more about our journey, as well as results and specific use cases, in our Knowledge 2021 session, Now on Now: Scale enterprise service management. See for yourself how we use ESM to grow and innovate.
Essential Onboarding Success Metrics: Key Measures for Effective Employee Integration
The economic stimulus triggered the Great Resignation, marked by a mass exodus of workers seeking better prospects. Fast forward to 2023, and businesses confront challenges including elevated inflation, persistent supply chain disruptions, and tech sector layoffs. Amidst these upheavals, the need to gauge onboarding success has grown more critical than ever. In this article, we delve into five pivotal onboarding metrics that not only serve as indicators of successful onboarding but also offer insights into areas necessitating improvement. What are onboarding metrics? Onboarding metrics are quantitative and qualitative measurements used to assess the effectiveness of the process by which new employees are integrated into an organization. These metrics help evaluate various aspects of onboarding, such as employee satisfaction, time taken to reach productivity, turnover rates, morale, and the performance of managers. By tracking these metrics, organizations can identify strengths and areas for improvement in their onboarding strategies, ensuring that new hires are successfully integrated, productive, and engaged within the company. The Significance of Effective Onboarding: Elevating the Onboarding Game for Sustained Success The significance of effective onboarding cannot be understated. Research underscores that proficient onboarding expedites the time-to-productivity for new hires and curtails early employee attrition rates. A lackluster onboarding experience can lead to costly turnover and subpar performance. Disturbingly, only a third of new hires felt adequately prepared for their roles post-onboarding, according to Gallup. Furthermore, those new hires who rated their onboarding as "exceptional" exhibited a more than 2.5x likelihood of considering their workplace extremely satisfying. Even as the average U.S. employee tenure spans around 4.1 years, HR departments face the challenge of optimizing investments in new hires to stave off costly attrition. Effective onboarding emerges as the linchpin for retaining top talent, minimizing churn, ensuring operational continuity, and saving invaluable time. Leveraging Onboarding Technology for Measuring Success: The Dynamics of Measured Success: Harnessing Onboarding Technology Modern enterprises rely on onboarding technology to streamline operations and collate crucial data, thereby simplifying the measurement of onboarding effectiveness. This technology expedites paperwork processing and automates various manual procedures including: - E-signatures - New hire documentation - Personalized welcome emails - IT checklists - Welcome packets - Policy training - Automated deadline notifications - Secure management of employee data By eliminating the need for laborious paperwork and manual reminders, organizations can invest more resources in nurturing a profound connection between new hires, the organizational culture, and its mission. Failing to track onboarding metrics risks not only wasting time and resources but also leaving a negative impression on new hires, leading to long-term ramifications on morale and retention. 6 Essential Onboarding Metrics for Informed Decision-Making: This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now. Download now 1. Assessing New Hire Job Satisfaction: Determining Employee Contentment: The First Pillar of Onboarding Metrics Employee satisfaction encompasses the favorable evaluation of various workplace aspects, extending beyond mere happiness to encompass aspects like tasks, compensation, and benefits. Regular interactions with managers and targeted surveys offer valuable insights into new hire satisfaction. Collecting feedback on job satisfaction, workplace expectations, and organizational alignment with their ideal work environment highlights gaps in the onboarding process. For instance, if compensation dissatisfaction emerges, onboarding can be tailored to address compensation structures and benefits packages. A study by California State University, Northridge, in 2021 linked job satisfaction to enhanced employee retention and performance, emphasizing the significance of monitoring satisfaction metrics for short- and long-term gains. 2. Gauging Time to Productivity (TTP): Navigating the Onboarding Journey: Time to Productivity Assessment Time to productivity (TTP) gauges the duration taken for new hires to seamlessly integrate with their teams and contribute effectively to the organization's goals. Effective onboarding expedites this process, ensuring swift alignment with team objectives. TTP assessment combines objective benchmarks with subjective evaluations of new hires' assimilation. For instance, a new sales team member's success isn't solely measured by meeting monthly targets; independence within the first three months also plays a role. Counterintuitively, research from Gallup highlights the misperception of onboarding's purpose, with many treating it as a mere orientation rather than a comprehensive integration process. A shorter onboarding duration isn't a guarantee for reduced TTP. A holistic onboarding program should encompass IT setup, role-specific training, and activities fostering team integration to unlock new hires' full potential. 3. Monitoring Overall Employee Morale: Cultivating Positivity: Monitoring Employee Morale for Enhanced Engagement Amidst periods of rapid growth, monitoring employee morale, particularly among new hires, becomes paramount. Research from the University of Warwick confirms that contented employees exhibit 12% higher productivity and greater long-term commitment. Anonymous employee surveys and interviews prove invaluable tools for morale assessment. Gathering survey data and open-ended feedback unveils the workforce's sentiment. However, measuring morale is only the starting point. Identifying issues causing discontent empowers timely intervention, preventing long-term retention challenges. Fostering camaraderie among coworkers through team activities and acts of kindness fortifies employee bonds and sustains morale. 4. Evaluating Turnover Rates: Deciphering Attrition Patterns: Interpreting Voluntary and Involuntary Turnover Turnover rates assume pivotal roles as businesses expand. Notably, the Society for Human Resource Management links robust onboarding practices with improved employee retention rates, as endorsed by 52% of organizations. Surges in voluntary turnover signify potential troubles, but tracking metrics of employee satisfaction, engagement, and morale can preempt such escalations. Involuntary turnover might signal recruitment issues, necessitating a review of hiring practices and cultural alignment. Comprehensive onboarding must offer mentorship, hands-on training, cultural integration, goal clarification, and performance management to minimize turnover risks. 5. Enhancing Managerial Performance: Empowering Managers: Elevating Employee Retention via Effective Leadership Identifying managerial performance disparities is vital. High employee turnover under a specific manager could signal discord within that relationship. Addressing this issue is critical, as employees typically leave due to dissatisfaction with their supervisors. Analyzing practices of managers with lower turnover rates can yield insights for improvement. Implementing successful strategies across the managerial cohort aids in reducing turnover organization-wide. 6. Expenses Associated with Achieving Optimal Productivity The expenses linked to reaching the Optimal Productivity Level (OPL) encompass all the costs incurred in bringing an individual to peak performance. These expenses encompass recruitment costs, training expenditures, employee salaries (including trainers), and other related costs. Monitoring this metric is valuable with the aim of reducing these expenses over time. Conclusion: Embarking on a Successful Onboarding Odyssey: Consistency, Longevity, and Metrics For those aiming to measure onboarding success, consistency is key. Employ a uniform onboarding process for all new hires to derive meaningful insights from your metrics. Additionally, perceive onboarding as a sustained relationship. While new employees acclimate, they assess the wisdom of their career choice. Metrics that span their entire tenure, such as engagement and satisfaction, hold the greatest significance. In this dynamic landscape, understanding onboarding's profound impact is essential. Implementing robust metrics can guide improvements, transforming onboarding into a strategic asset rather than a mere procedural obligation. Is Your Company's CultureWorking Against You? Find out how to improve your companyculture with our short quiz. Take the Quiz Author Bio This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
Essential Tips for Effectively Managing Remote Employees
The need to work remotely has grown over the last two years. It is bound to be the norm rather than the exception. For managers, it presents a challenge, knowing that you cannot control the behaviors and activities of people working from home. The new normal demands that you learn and adjust to new techniques. You have targets to meet yet you cannot directly control the workforce in a traditional office space. How do you manage employees remotely and achieve the desired results? Here are a few insights that will save your day. Clear and timed expectations Set expectations for individuals and the entire team. The goals must be realistic, especially those that can still be achieved in the traditional office. The fact that people are working from home should not mean that they remain tied to the desk late into the night. Be realistic to avoid overburdening your workers or leaving them idle. The best idea to manage expectations is to create milestones. Break down the work into portions that are submitted in shorter intervals. You can track the successful execution of the tasks assigned to individuals and the team. Documenting communication Record conversations and save emails as well as chats. It is one way of keeping yourself and the team accountable for performance. Once you indicate that a task should be completed by a particular day or date, the only evidence you have is a recorded phone call, video call, or email. You avoid disputes arising from missed communication or misunderstood information. Either party can extract the records to support their assertion. Every member of the team should know that communication is recorded Schedule communication Do not expect to catch an employee anytime you call. Some may prefer to work in the morning, at night, in the afternoon, at the park or any other schedule they choose. To avoid conflicts with communication, indicate the channels and frequency of communication you will adapt. Queries will only arise if any of the team members breaches this communication protocol. Schedule the communication points to serve your workload needs. For instance, you may set a briefing meeting in the morning and an evaluation session in the evening. In case you call or email in the course of the day, give a reasonable time zone for the person to respond. It is not always that remote workers are on their desks. To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now. Download now Regular team meetings Hold regular meetings with the team. The team meetings are broad-based to address a wide variety of issues. Whether they happen online or physically, they keep the team together. A physical meeting is especially important because it builds a sense of belonging. While people want to work remotely, they still desire to be a part of a company or group. Provide such an opportunity by holding regular meetings. Use these meetings to address emerging issues and rally the team towards a more efficient mode of operation. Facilitation Facilitate your remote workers to deliver the results you need. Provide computers, pay for the internet, and even offer an allowance for furniture. By the time you demand results, the workers will have no excuse for not delivering. Facilitation is especially important when dealing with software. Remote work requires a lot of collaboration tools for sharing documents, communication, research, and pooling resources. They also need gadgets like laptops and headphones. Ensure that such resources are available before sending the team to work from home. Embrace technology Technology will make it easy to manage remote teams and work remotely. To begin with, invest in dashboard applications that can track progress. Take it a step further by acquiring team-communication applications. In case you will be sharing documents and files, you need the right features on these applications. Remote work demands a lot of communication. Meetings with teams and individual employees will be the order of the day. Identify tools, applications, gadgets, and platforms you can use to actualize communication. Utilizing VoIP solutions can greatly improve your team's communication efficiency and accessibility. Since you are dealing with sensitive company information and client documents, you must secure communication channels. Check reviews of the most secure communication and document sharing platforms to use. You must also be sensitive to your employees on how to secure documents and communications made on different platforms. Carry everyone on board Remote work is not easy for everyone. Some will adapt fast to technology while others are slow. Some can work alone while others would prefer the traditional office environment. In some cases, some employees want to be micromanaged. Know how to handle your employees so that everyone is on board with remote work. Training is especially important so that everyone understands the technology and gadgets you will be using. Send technicians to install gadgets and assist remote employees when they get stuck. This is not the time to laugh at the weaknesses of some of your employees, especially on technology. Regular one-on-one conversations Organize regular conversations with individual employees. Listen to their concerns and help them to resolve them. Raise any issue you may have with the quality of work they deliver, mode of communication, and general performance. Do not always berate them in general meetings because the issues might not be exhaustively addressed. Include the non-remote employees It is not everyone who will be working remotely in your office. For this reason, build a team by involving them in meetings and decision-making. It also includes employees from other departments who support your operations. If these employees are not included, you end up with a disjointed workforce that will not deliver to your expectations. All members of the team must understand the changes that come with remote work. Some people will embrace the idea fast while others take time. The inability to understand gadgets or applications should not attract ridicule. Sensitize the team on how to handle concerns raised by other members regarding remote work to create a conducive working environment. Don’t micromanage The biggest mistake you will make when managing remote workers is to micromanage. As long as you set expectations and facilitate the employees to work, you do not have to follow each of their actions. If you need to track the progress of the work, it is prudent to create milestones. You will only quarrel with workers who fail to meet the milestones. A dashboard system showing the performance of every individual will help you manage the team better. Whenever you raise an issue about performance, the dashboard gives a clear report. There is no room for bias or favoritism because everyone can see the dashboard. Support through training Do not assume that everyone is well-versed with technology. Some employees will be ahead of others in manipulating gadgets and working with the software while others take time. Train all team members so that everyone is on the same pedestal. Continuous training is also recommended to address emerging issues. The success of any remote working project is communication. Since everyone is at a different location, you must find a way of being in touch, sharing files, and making decisions. Each member of the team must understand the value of timely and detailed communication to make it easier to track the progress of each project. Invest in the right tools, sensitize your workers, and support them to deliver the set results remotely About Author: Anna is a freelance writer having worked in the role for more than five years. As a seasoned dissertation writer, she has been helping students to ace their exams and complete assignments. Her passion is to help students achieve the best college experience through entrepreneurship, business, and jobs.
Everything HR Needs to Know About Cybersecurity Today
Cybersecurity has until recently not been a top priority for HR professionals. However, things have changed, and that is no longer the case today. This is even more important now because of the challenges brought by the pandemic in early 2020. Collaboration between cybersecurity teams and other departments such as HR is now vital. Many businesses moved their operations online when the pandemic struck. Some went ahead to adopt a work from home formula for their employees, which posed serious cybersecurity challenges. This led to an increase in virtually all forms of cyberattacks on different organizations. HR professionals need to understand their role in organizational cyber safety. This includes knowing how employees can cause security challenges to a company and the possible solutions. In this article, we will explore every detail that HR professionals need to know about cybersecurity. Let’s get started. How the Remote Workplace Affects Cybersecurity Remote working wasn’t as widespread as it is until the pandemic disrupted our daily lives. Today, millions of people worldwide are working from home. However, remote working has multiplied the number of cybersecurity threats that businesses have to deal with today. The remote workplace exposes companies to phishing schemes, insecure Wi-Fi, unencrypted file sharing, computer malware, weak passwords, among other risks. The good news is that you can prevent most of these security challenges, such as phishing and weak passwords, by conducting regular cybersecurity training. You should, for instance, train employees on the identification of phishing emails. Make it continuous training with newsletters and periodic phishing tests. Train employees to avoid password sharing and repetitive password usage, and also how to set strong passwords. Unencrypted file-sharing can pose serious security threats. Cybercriminals can intercept unsecured data-on-transit, leading to theft, ransomware attacks, etc. Thankfully, there are several ways to secure data before you send it over a network. One of the best ways to do this is using Blazing SEO residential proxies when working on business networks. Proxies are critical assets for companies that handle sensitive data. Using them helps increase data security and efficiency, especially when the data users are working from remote locations. The Common Cybersecurity Challenges Remote working has given cybercriminals more opportunities to exploit. Companies that allow employees to work from home are increasingly getting targeted by these criminals. HR professionals have had to develop strategies to help them overcome the security challenges of remote working. But then, the first step to overcoming cybersecurity challenges is understanding them. Let’s look at some of these challenges below; Expanded Attack SurfaceRemote working means more devices accessing a network as everyone uses a personal device. It is not like in an office setup where a few devices can serve many people simultaneously. The challenge is that most personal devices may not be optimized for security, increasing security holes on the network. Password Threats Well, we have already mentioned how weak passwords can expose a business’s network. HR is responsible for ensuring that employees do their part in safe password use. Ensuring they avoid things like password reuse can help ensure cyber criminals do not crack your business systems. Increased Uncertainty There is a climate of fear that develops when you have a massive space to protect. The more devices used to access a network, the higher the doubt and urgency. HR is responsible for guiding employees on keeping safe as a successful attack won’t only affect the company network but also their household. Employee Mistakes Feeling tired or losing motivation when working from home can lead to employee mistakes. Research shows that 35% of employees experience this problem. The chances of such employees making costly errors are high. HR departments should set flexible schedules to allow remote workers to rest and reset. Choosing Cybersecurity Solutions As mentioned earlier, HR professionals have several ways to solve cybersecurity issues. This can be through following certain practices or infusing technology in their strategies. With a wide range of solutions available, it can be daunting for HR professionals to choose the best solutions. The cloud is an excellent example of solutions that companies are using to boost cybersecurity. Data protection in the current online environment can be tricky if you do not adopt cloud-first security strategies for your company. HR should choose cloud vendors well to be sure of their cloud safety. Another possible way to solve cybersecurity issues as an HR professional is using automation. Various technological changes are happening every day, and the use of automation technologies is one of them. Automation using AI-based systems can help you analyze massive security data. This makes it easy for you to design your cybersecurity strategy to meet your current security needs. Besides, automation makes it easy to detect threats and reduces false alarm rates. Implementing these technologies as an HR department can help you realize security on a larger scale. There are service providers who avail automation and cloud solutions to businesses. As mentioned earlier, the cloud vendor you choose matters, and the same applies to automation service providers. In the end, choosing cybersecurity solutions well can be of massive benefit to HR and the entire company. How HR can Improve Cybersecurity in the Future HR shouldn’t provide cybersecurity solutions that only focus on the present. There is a need to have future-proof solutions that a company can rely on in the future. The easiest way for HR to do this is to invest as many resources as they can on their employees to help prevent future attacks. Besides, the HR departments need to keep the ever-changing threat landscape in mind. Cybersecurity solutions that work today may not work in the future. Cybercriminals are getting smarter with their attacking techniques, making continuous monitoring and updating security solutions essential. Another way to ensure that cybersecurity solutions work into the future is by taking responsibility. Many companies delegate their security to professionals and other firms. The problem comes when they feel too comfortable and leave everything to third parties who don’t fully understand their threat landscape. Taking cybersecurity as a responsibility and embedding it into your company culture can be beneficial. It is vital to follow up on any third parties you contract to handle your security. The HR and IT departments should also work hand-in-hand to ensure employees do not become a weak link in their security efforts. For instance, HR should deactivate the accounts of employees immediately after they leave the company. It is common to hear of suspicious activity happening in inactive accounts. The problem is that HR and IT departments take too long to detect such activities if they do not cooperate. Conclusion Fostering a cybersecurity culture in an organization is everyone’s role today. Employers, i.e., the HR department, are mainly responsible for employee recruitment and training. Security awareness is one of the essential things they need to train employees on before onboarding them. Besides, HR teams must understand how remote working affects cybersecurity. We already mentioned how remote working could expose business networks. This can be through employees accessing the networks from unsecured devices, networks, etc. when working remotely. The HR department needs to identify these challenges and find solutions for them. For instance, they should teach employees remote working best practices, put policies in place, etc. HR also needs to find future-proof cybersecurity solutions that will ensure continued security for their companies. Author Bio: This article is written by our marketing team at LIKE.TG. LIKE.TG is a leading provider of HR solutions, including recruiting, onboarding, employee engagement, and intranet software. Our aim is to help your company improve employee engagement, employee productivity, and to save you valuable time!
Everything you need to know about I-9 updates
In the ever-evolving landscape of immigration and employment regulations, staying informed about updates is crucial for businesses and HR professionals. The I-9 form, which is used for verifying the identity and employment authorization of individuals hired for employment in the United States, undergoes periodic changes. In this article, we'll delve into the recent updates to the I-9 form and explore how LIKE.TG's compliance software can help organizations keep up with these changes effectively. I-9 Updates: What's New? Electronic Signature One of the notable changes in recent I-9 updates is the inclusion of an option for electronic signatures. Employers can now choose to complete the I-9 form electronically, making the process more efficient and environmentally friendly. Electronic signatures streamline the onboarding process, reducing the need for physical paperwork and minimizing errors. LIKE.TG has been at the forefront of simplifying I-9 compliance for businesses. Our existing software already offers electronic signature capabilities, allowing employers to efficiently complete the I-9 form electronically. This feature has proven to be a game-changer, enhancing the onboarding process while reducing paperwork and errors. Additionally, we're committed to staying ahead of regulatory changes. We're actively updating our software to ensure it aligns with the latest I-9 updates, providing our clients with a reliable solution that evolves with the ever-changing landscape of immigration and employment regulation Improved Form Instructions The United States Citizenship and Immigration Services (USCIS) has made efforts to simplify the I-9 form's instructions. These changes aim to make it easier for both employers and employees to understand and complete the form correctly. Clarity in form instructions helps reduce errors and ensure compliance. In response to the evolving needs of businesses and employees, the United States Citizenship and Immigration Services (USCIS) has taken significant steps to simplify the instructions on the I-9 form. These constructive changes are geared towards fostering better comprehension among employers and employees alike, making it more straightforward to complete the form accurately. Enhanced clarity in the form's instructions serves as a pivotal tool in reducing errors, promoting smoother onboarding processes, and ultimately ensuring unwavering compliance with immigration and employment regulations. At LIKE.TG, we acknowledge the importance of these advancements and are continuously updating our software to incorporate these improvements seamlessly, further streamlining the I-9 compliance journey for our valued clients. Clarifications on Acceptable Documents I-9 updates also include clarifications on the types of documents acceptable for establishing identity and employment authorization. These clarifications help employers verify documents more accurately and avoid potential compliance issues. Revised Layout The layout of the I-9 form has been revised to enhance usability and reduce confusion. These changes improve the overall user experience, making it simpler to navigate the form and complete it correctly. To address the recent layout revisions in the I-9 form, LIKE.TG is committed to ensuring that our clients remain up-to-date with these essential changes. We understand the significance of an improved user experience and simplified navigation when it comes to compliance. Our dedicated team is diligently working on updating our software to seamlessly incorporate these form layout enhancements. By doing so, we aim to empower our clients with a tool that not only keeps pace with the evolving landscape of compliance but also enhances their overall user experience. With LIKE.TG, staying up-to-date with the latest I-9 form revisions is effortless, allowing our clients to navigate the process with confidence and precision. Extended Retention Period Another significant update involves the retention period for I-9 forms. Employers are now required to retain completed forms for three years after the date of hire or one year after the date of termination, whichever is later. This extended retention period ensures that employers maintain records for a sufficient duration to meet regulatory requirements. LIKE.TG's Compliance Software: Simplifying I-9 Compliance Compliance with I-9 updates can be a daunting task for HR departments, especially for organizations with large workforces. This is where LIKE.TG's compliance software comes into play, providing a seamless solution for managing I-9 forms and staying up-to-date with regulatory changes. Automated I-9 Verification LIKE.TG's compliance software offers automated I-9 verification, making the process faster and more accurate. The software validates information provided by employees and ensures that all required fields are completed correctly. Real-Time Updates One of the standout features of LIKE.TG's compliance software is its ability to provide real-time updates on I-9 regulations. As soon as there is a change or update to the I-9 form, the software alerts HR professionals, ensuring that they are always in the know. Electronic Storage With LIKE.TG's software, you can securely store I-9 forms electronically. This eliminates the need for physical storage and reduces the risk of losing or misplacing important documents. Electronic storage also facilitates easy access during audits or inspections. This guide was designed to help you navigate through those difficult tasks and help determine the right software for your organization, download our ebook now. Download now Compliance Tracking The software includes compliance tracking features that help organizations monitor their I-9 compliance status. It provides a clear overview of completed forms, upcoming expirations, and areas that may need attention, ensuring that nothing falls through the cracks. Integration Capabilities LIKE.TG's compliance software seamlessly integrates with other HR management systems and payroll software. This ensures that your I-9 data is synchronized across your HR ecosystem, reducing redundancy and improving data accuracy. Conclusion: Staying compliant with I-9 regulations is essential for every employer in the United States. The recent updates to the I-9 form bring much-needed clarity and efficiency to the onboarding process. LIKE.TG's compliance software complements these updates by offering a comprehensive solution for I-9 management and keeping organizations informed about regulatory changes in real-time. As immigration and employment laws continue to evolve, having a reliable compliance software solution like LIKE.TG can make a significant difference in reducing administrative burdens and ensuring that your organization remains compliant with I-9 requirements. By staying up-to-date with I-9 updates and leveraging the right tools, HR professionals can navigate the complex regulatory landscape with confidence and ease. Is Your Company's CultureWorking Against You? Find out how to improve your companyculture with our short quiz. Take the Quiz Author Bio This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.
Everything You Need to Learn About Employee Management Tips and Develop the Skills to Become a More Effective Leader
One of the crucial ingredients of running a successful business in 2021 is managing your employees effectively. By developing and improving your leadership skills, you can create an efficient and functional environment in the workplace. Your employees are the source of power in your organization. They accelerate its growth on a daily basis. Hardworking and productive employees will increase the chances of business success while lazy and unhappy employees will bring harm to your business. A business cannot go anywhere without a good leader and a great team. While managing employees isn’t the easiest thing to do in the world, being a harsh control freak can lead to demotivation and resentment. Also, being too soft can lead to laziness and the formation of bad habits. As leaders, we understand the struggles that you go through every day. In this article, we are going to share with you the best tips to manage your employees effectively. Defining employee management Before we start, you need to understand the basics. Employee management is comprised of several important ingredients namely: Recruitment – hiring the ideal person for a specific job to develop the skills required Measurement – measuring how employees are performing every day to achieve their goals in the shortest time possible Monitoring – Overseeing the performance of employees regularly Interaction – Looking at how your employees interact and collaborate every day Reward – Rewarding employees for performing well or achieving the set goals Discipline – Training your employees to act accordingly and obey the rules in the workplace. Effective employee management pays off Employee management is the foundation of every enterprise. Its important for students and employees to work with essay writers for hire. Employees who are trained and managed well will be ready to serve customers and do their jobs successfully. And this will lead to happier customers, higher profits, and an increase in customer loyalty. When employees are unmotivated and unproductive, the turnover rate will be high and extra costs will be spent on hiring. It’s quite unfortunate to spend tons of money and time hiring and training employees only for them to leave and force you to start the process again. Managing your employees effectively and practicing active listening will help them achieve their goals in the long run. Tips to manage employees effectively 1. Hire the best You need to exercise caution when finding the ideal employee. Apart from finding the person who fits the job description and has all the qualifications, here are a few qualities that you should look for: Enthusiastic – desire to leave the comfort zone, learn and excel Reliable – someone who’ll get the job done without excuses Humble – Someone who knows their strengths and weaknesses and doesn’t think too lowly or highly of themselves Emotional intelligence – manages their thoughts and emotions and empathize with the people around them Receptive – Someone who takes praises and criticisms well Micromanagement: Telling employees how they should do their work all the time. And focusing too much on the minor details. This will not only add tension and stress to their life but also harm the business. If you made the right hiring decision, you need to let them do their work. Developing your management skills is essential to improving the productivity and performance of your team. Constant negative or positive feedback: As the popular saying goes, too much of anything is poison. Encouraging employees and teams by giving them positive feedback constantly can lead to overconfidence and low performance. On the other hand, being too critical will lead to demotivation. Maintaining a good balance as you review their performance will pay off in spades. Lack of confidentiality: Are you always monitoring what your employees are doing? Employees who are supervised continuously will fear and even resent their leader. Your employees need to know that you can trust them to perform. As you measure employee performance, you need to practice effective people management and exercise your leadership role by setting clear and achievable goals that they should meet in the next quarter or year. Communicate with them regularly to ensure that they know their targets and what they need to do to get there. Monitor their progress once in a while and readjust the goals that they are struggling with. 2. Communicating openly is key You don’t have to make your employees shiver when they think of seeing you every day. Effective managers communicate with their employees openly to gain their trust and respect. Have a platform where your employees can share their ideas and complaints without being judged. Getting to know your staff at a personal level will help you understand them and boost their self-confidence. You need to understand their problems and see things from their viewpoint. You need to resolve conflicts by criticizing them in private and praising them publicly. Open communication will help employees feel comfortable in the workplace. 3. Encourage employees to share their opinions You must create a conducive working environment where employees can voice out their opinions and participate in discussions. As reported, students who learn in a conducive environment will be motivated to improve their performance. The same applies to employees in the workplace. No one should be shut down from voicing their opinions even when you don’t agree with them. You should encourage everyone with your leadership position. Every thought and opinion is important. Your employees need to feel like they’ve been heard. 4. Set clear goals What do you want for the enterprise? Set clear goals and figure out the output needed to help you reach your goals. Let your employees know what you want and the things they need to do to get there. Also, remember to set a deadline. Being specific when setting goals and communicating will help in developing your employees’ skills. When you fail to give your employees a clear direction, they’ll be demotivated because they won’t know what they are working towards. Employees cannot meet the expectations that they aren’t aware of. 5. Reward hard work Everyone enjoys being rewarded by an effective leader especially when they’ve performed exceptionally well. If an employee is putting in extra hours or excelling at what they do, reward them with a small prize, bonus, or praise them publicly. Praising them in front of other employees will not only make them feel great but also show others that you recognize and reward hard work. Effective leadership is consistent and fair when rewarding employees to avoid accusations of favoritism. 6. Ensure that employees enjoy working Successful students spend a huge portion of their day reading and learning from the best. Employees also spend countless hours in the workplace. Therefore, you need to ensure that the workplace is a fun and enjoyable place to be for everyone. When you create an environment where employees feel comfortable working, they will be motivated to do their best. This doesn’t mean that you have to spend thousands of dollars on installing luxurious items in the workplace. You can create a conducive environment in the workplace by allowing birthday celebrations, coffee breaks and encouraging your employees to have casual and friendly conversations instead of talking about work projects all the time. Conclusion A successful manager is a key ingredient in every organization that wants to grow and succeed. They help in building strong teams and ensuring that initiatives, projects, and other functions perform well. Good leaders have strong communication and interpersonal skills. And anyone can develop these skills. Good leaders build trust, are decisive, problem solvers, dependable, and provide learning opportunities. Managing employees effectively will boost their productivity and performance. And make it easier for the organization to achieve its key objectives. Taking the time to learn from others and your mistakes will pay off in spades in the long run. About Author: Emily Harrinson is one of the most influential editors in London. She has been working in this best paper writing services company since 2006. Her hobby is reading books. But besides that, Emily is fond of sports and music. She is a very positive person.
Execution management meets digital workflows
The longer the pandemic stretches on, the more convinced I become that innovation is the key to recovery. And I’m not alone. McKinsey research found more than 90% of executives “expect the fallout from COVID-19 to fundamentally change the way they do business over the next five years.”Yet, many organizations are focusing less on innovation in an effort to minimize risk, save money, pursue safe opportunities, and bolster their core business, McKinsey reports.That’s not the case at ServiceNow. We’re more focused on innovation than ever before. That’s why I’m proud to announce a new strategic partnership with execution management company Celonis that will help customers spur innovation by rethinking business processes.LIKE.TG and Celonis plan to jointly develop solutions that combine Celonis’ execution management capabilities with the digital workflow capabilities of the Now Platform® to modernize and digitize business processes. Innovation at the workflow levelTweaking existing processes to stay ahead of competition is simply a bandage. It’s not sustainable or scalable. To truly transform business processes and make work better and more efficient requires a new approach that combines process insights and business execution. That’s what Celonis offers: execution management.Combining that expertise with LIKE.TG’s digital workflows expertise can help businesses understand how work flows across people, processes, and systems, equipping them to apply automation and continuously improve the flow of work.LIKE.TG workflows are a series of activities that follow an execution path to complete a process. Essentially, Celonis will help identify issues preventing process efficiency, and LIKE.TG can take action through automation, machine learning, or low-code application development to increase efficiency.Using our joint solutions will enable customers to quickly identify process bottlenecks and leverage automation to help improve customer satisfaction, drive revenue growth, and increase cash flow and operating margins. We can deliver these improvements through integrations, simple workflows, and custom apps built using LIKE.TG Creator Workflows.Gaining visibility into processesExecution management is a two-sided coin. The process mining side captures all of the data, insights, and intelligence about exactly what’s happening in any business process. It X-rays enterprise resource planning, supply chain management, and other business processes to provide a set of data that can drive intelligent recommendations, actions, and automations.Process mining is the gateway to modern execution frameworks such as hyperautomation and data-driven workflows. This type of systematic approach to execution allows companies to: Understand how core business processes run and interact with other processes. Glean where processes are deviating from the desired model. Identify gaps, bottlenecks, and inefficiencies. Standardize processes before automating them. Toward hyperautomationEmbracing this new way to get full visibility into processes and data execution puts companies on the fast track to hyperautomation, which brings together artificial intelligence, robotic process automation, and process mining to automate end-to-end business and IT processes. Hyperautomation frees people—the heart of any business—to focus on strategy, innovation, and empathy while leaving everything else for computers to handle.The draw of hyperautomation is a more productive, agile, and efficient business, which is what we’re all looking for in the new world of hybrid work. Execution insights from Celonis, combined with LIKE.TG’s hyperautomation platform, will give organizations the visibility, analytics, workflow, and automation to unlock their business potential and carry them into the digital future.The joint solutions are expected to be available in 2022. Learn more about business process optimization.Hear what LIKE.TG CEO Bill McDermott has to say about the LIKE.TG-Celonis partnership in the Celonis World Tour.Use of forward‑looking statementsThis blog contains “forward‑looking statements” about the expectations, beliefs, plans, and intentions relating to the formation of a new strategic partnership between LIKE.TG and Celonis. Such forward‑looking statements include statements regarding expected investments and performance and benefits of forming this new partnership. Forward‑looking statements are subject to known and unknown risks and uncertainties and are based on potentially inaccurate assumptions that could cause actual results to differ materially from those expected or implied by the forward‑looking statements. If any such risks or uncertainties materialize or if any of the assumptions prove incorrect, our results could differ materially from the results expressed or implied by the forward‑looking statements we make. We undertake no obligation, and do not intend, to update the forward‑looking statements. Factors that may cause actual results to differ materially from those in any forward‑looking statements include: (i) delays and unexpected difficulties and expenses in executing this partnership or delivering solutions and (ii) uncertainty as to whether sales will justify this partnership or these investments. Further information on factors that could affect our financial and other results is included in the filings we make with the Securities and Exchange Commission from time to time.
Expert Answers to the Most Googled Questions for Remote Job Hirings
Over the past two years, Covid-19 has brought about a significant amount of change that has impacted every aspect of our lives, whether it be physically, mentally, or financially. As a response, several businesses closed, the unemployment rate rose, and many people began working remotely in order to survive. In 2022, we turned back to normality with the unemployment rate decreasing to 3.6%, which hasn't changed much in the last two months. Currently, there are almost six million unfilled positions for unemployed people in the U.S. Despite a decline in the unemployment rate, at least 4.5 million Americans quit their jobs in March 2022 in search of jobs with higher benefits. Could the fact that inflation rates are rising be driving people to look for employment with higher benefits? The current inflation rate in the United States is 8.6%, which is the highest level since December 1981. In one research found that conducted by jobcase, 40% of workers say their current wages are not keeping up with inflation. As a result of insufficient pay and the increase of inflation, many are increasingly stretching themselves thin to make ends meet by working multiple jobs are taking on side hustles. There is concern that the U.S. economy may enter a recession as a response to the inflation rates' quick rise. Companies like Tesla, JP Morgan, and Netflix have all announced job losses over the past two weeks as a result. Price stability remains the main factor in companies deciding to let go of their employees. Therefore, more people than ever have been searching for "remote jobs hiring immediately" in 2022, according to Google Trends. If we compare it to the year 2021, the volume of searches has now increased by 262%. At the same time, searches for “work when you want remote jobs” grew by 556%, while searches for “remote positions” increased by 85% and reached an all-time high. To help in terms of employment, Elise Alva, Director of Career Services at the University of the Potomac, has provided some answers to the most googled questions asked, which are listed below: 1. What skills should you include in your resume? (The exact question: what skills to put on resume, Average of searches over the past 12 months: 5K ) The resume is the first thing that comes to mind when you want to apply for a remote job position. This is why you need to start by making it apparent on your Resume that you are looking for remote opportunities. You can include skills that apply to practically all employment jobs, such as marketing, computer, teamwork, and critical thinking skills. Nowadays, everyone searches online regarding potential hirings, so it might be best to include your resume on LinkedIn as it connects you with professionals worldwide and aids in your success. While contact information like the city and address are important in traditional resumes, it might not be necessary to add a physical address when applying for a remote job because you will be working from home. It might be good if you can highlight your desire for remote working in your professional summer, which is the most important part as it sets you apart from the other applicants. Hard and soft skills must be covered, whereas as a team member, you must feel at ease using project management software, texting, and zoom meetings. You can even add some software you may be familiar with, such as Asana, Zoom, Google Hangouts, and Slack. Most companies want to hire someone who will build positive relationships with their colleagues remotely, so try adding some interpersonal skills such as emotional intelligence, communication, reliability, leadership, negotiation, openness to feedback, and empathy. 2. How do you list references in your resume? (The exact question: how to list references on resume Average of searches over the past 12 months: 4.3K ) A reference gives authority to your resume; therefore, it's preferable to provide a list of prior employers' contact information. In that way, companies that are more interested in what you have to offer could wish to contact the people on your reference list to learn more about your work performance, professionalism, and work ethic. First, you need to determine how many references you will include, which depends on your career level. If you are first entering the job market, it is suggested to have three reference lists; however, if you are going for a senior position, you might want to consider having a broader list of references. Asking for references from people you have supervised may raise a red flag for those reviewing your application, so it is advisable to ask your supervisors and coworkers instead. What if you don't have any work experience, you could ask? The best thing to do in such a situation would be to include references from academic advisers, mentors, or even someone you met through volunteer work who has experience in the field you are applying for. Choose a person who can speak to your abilities, skills, and qualifications because the employer will find it more credible if they know your close working relationship with you. Additionally, sending a reference list might not be necessary if the employer does not request one at the start of your application. However, if they decide to hire you, they will undoubtedly request a list of references, so be ready for everything to land you the job you desire. How Much Can Workmates Save You? Higher engagement More features Half the cost Learn More 3. How to write a cover letter? (The exact question: how to write a cover letterAverage of searches over the past 12 months: 79K ) A prospective employer will want to read your cover letter after reviewing your resume because it impacts whether or not they decide to hire you. A cover letter has a good impact, especially for remote job applicants, since it gives a chance to show your personality and passion for the company. It would be best if you create a memorable opening or attention-getter by sharing stories from your professional life while incorporating instances of relevant work you have completed or challenges you have resolved. Even if you don’t have remote work experiences, you can use your cover letter to differentiate yourself from other candidates by highlighting soft skills which are relevant to remote work. When writing a cover letter, the voice and tone are pretty crucial, and you may do this by first researching the company to help determine the tone you want to employ. The key to a good cover letter is honesty. If you suggest that you have a skill that you don't, it will reflect poorly on your application. The conclusion should be like a call to action where you will want to give them a reason to contact you by suggesting that you are open to offering more information and looking forward to talking with them. 4. How to prepare for an interview? (The exact question: how to prepare for an interviewAverage of searches over the past 12 months: 14K ) Holding the interview online is one of the most challenging parts of a remote job search since you want to give them the best impression possible as if you are in person. Thus, being well-prepared is the key to performing well in an interview. First, you need to make sure that your technology is working, such as the internet connection, webcam, microphone, and the platform where you will hold the meeting. Then you can change the background, reduce the background noise, and any distractions like the TV so that the focus is on the interviewer. Write general questions that almost all employers ask, such as "Tell me a little about yourself and why do you want to work here," as the interviewer wants to know why you think you would be a good fit for their remote position. Next, research the organization, objectives, and value proposition as the interviewer will want to know if you have attempted to learn more about the organization, so be ready. After doing your research, it might be best to write down some questions you can ask about the company's offerings, policies, and services. The secret to succeeding in this section is to practice articulating your qualities, abilities, experiences, and education. Another benefit of online interviews is that you don’t need to commute, so it is best if you join earlier, showing the effort you are willing to put into the company from the beginning. 5. What questions should you ask in an interview? (The exact question: what questions to ask in an interviewAverage of searches over the past 12 months: 5.2 ) As you expect the potential employer to ask questions about you, the interviewer expects the same from you. By not asking any questions about the company, you show a lack of interest in knowing more about the company. Below is a list of some potential questions you can ask in your first interview if you're unsure of what to ask: Can you tell me about the working culture of your company? This question demonstrates to the interviewer that you are curious to learn more about the activities and policies of the organization. Which team will I be part of? By asking this question, the interviewer will grasp that you are interested in hearing more about your potential coworkers and show a positive attitude towards teamwork. What duties would I have on a daily basis if I were to work for this company? It demonstrates to the interviewer that you are eager and inquisitive about learning the responsibilities of the job for which you have applied. 6. What should you wear for your interview? (The exact question: what to wear to an interview. Average of searches over the past 12 months: 12K ) You need to leave the best possible impression on the interviewer because it's your first and most important interview. So, just because you are at home does not mean you can attend the meeting in your pajamas because your attire can affect the impression you create on the interviewer. That’s why it is recommended to wear the same interview clothes as you would for a face-to-face interview. This would give you the impression that you were attending an in-person interview, boost your confidence, and have a favorable effect on how well you performed. 7. How to follow up after an interview? (The exact question: how to follow up after an interviewAverage of searches over the past 12 months: 6.5K ) How well the interview went relies on the tone, mimics, and length of the conversation. To avoid coming across as impatient, it can be best to wait if the interviewer states that it will take some time to choose the candidates and that they will let you know if you are accepted or not. However, if you don't hear back after some weeks, it might be advisable to send a follow-up email thanking them for their time and effort and asking how the situation is going and what the next steps are. 8. How to get a remote job? (The exact question: how to get a remote jobAverage of searches over the past 12 months: 1K ) One of the many benefits that remote jobs offer is that you are not limited by your local job market. The moment you start searching for remote jobs, doors to a world of possibilities open up for you that you would not otherwise have access to. However, like jobs in the office, remote jobs too come with its own set of unique challenges. What the interview focuses on is if you are the best remote applicant.In order to meet the company’s expectations, you must have a resume that stands out and lists all of your accomplishments as well as skills. To start, you might search in Linkedin to see what remote positions are available. Other websites like FlexJobs, JustRemote, and Remote Woman allow you to further conduct searches on remote jobs. Whether you haven't worked remotely before, try to recall instances when you did so or if you freelanced for a business because failing to specify the experience requirement could crush your application. 9. What jobs can I work from home? (The exact question: jobs where you can work from homeAverage of searches over the past 12 months: 2.5 ) Now you might be thinking what jobs can I work from home, so, there’s a list of some remote jobs which you might want to look at: Baker Animator Blogger Customer Service Representative Data Entry Copywriting Social Media Manager Graphic Designer Online Teacher Programmer As for the most high in demand remote job position in the U.S., there are five which are mentioned below that you may want to consider in terms of better opportunities: Customer Service Representative Recruiter Accountant Executive Assistant Project Manager How to Get Through Recession? Everyone worries and dreads the phrase "recession," particularly in light of the high inflation rate, which has a significant impact on individuals quitting their jobs in pursuit of new ones with better chances. So, how can you prevent a recession from impacting your lifestyle? Ask the manager about the company's stability and whether you can agree on a promotion to ensure your position is secure. In this way, you will prepare yourself for the worst and start a job search as soon as you sense that there’s something wrong with the company’s finances while you are still employed. It is suggested to start a budget fund so if you lose your job, you will have some emergency savings that you can use until you get back in the workforce . Consider looking for another profession that is highly in demand and it pays well. In this case it would be recommended to also look for other degrees which offer better opportunities and in high-demand as well. A change is necessary in these types of situations. Try building your professional network, and look for side gigs you can do while you are not at work such as freelancing. While recession can be a scary event, it is something that we have been through, so, this one should be the same. Train and prepare yourself by getting rid of your credit card debt because with the interest rates increasing at a rapid rate, you might put yourself in bigger trouble than you actually are. About the Author: This article is written by a marketing team member at LIKE.TG. LIKE.TG is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk
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