Business – Shaun Barratt Bosch

Category: Business

20
Jun
2019

Jason McLaughlan Interviewed On Inspirery

categories: Business

Jason-McLaughlan-Western-Fence-Inspirery

Jason McLaughlan was recently asked what made his business successful. He answered with the following:

We put our customers first. We make sure that all of their needs are taken care of whenever they hire us. Quality customer service goes a long way. A customer who has received a quality fence installation will tell their neighbors. Their neighbors will tell their friends. That is what makes us so successful.
Jason McLaughlan on Inspirery

To read the full interview please visit: http://inspirery.com/jason-mclaughlan/

05
Aug
2018

How To Hire The Best

categories: Business

So you’ve made it past the startup phase of your business. If you haven’t gone under yet, you must be doing something right. But now it’s time to expand and bring some other people into the picture. When your business has grown to a point at which you are ready to take on some new employees, it becomes necessary to figure out a hiring process.

This hiring process itself has already been discussed in a previous blog, but for today I want to zero in on a specific idea. The idea that you should seek out only the best employees, and that you can do a lot of things to “sweeten the deal.” This will help you to attract only the kind of employees that you want.

First, let’s talk about why this is such a good idea. When you are figuring out the details of your hiring plan, you can go in two different directions. On the one hand, you can go for maximum short-term gain by hiring people at the lowest wages you can. Of course, this means no employee perks or benefits. It will also likely result in a high turnover rate, but some businesses can handle this with no problem. Your second option is to go for maximum long-term gain by selecting those that you feel are the absolute best, and then courting them with generous benefits and higher wages. Will this cost you more in the short-term? Absolutely. Will it help your company to succeed over the long haul? Absolutely.

It is also important to evaluate people properly when you are just hiring them for a one-time gig. For instance, let’s say that you are hiring a chef for a special event. You could go with the first person you find, but the results are unlikely to be good. You might end up with a seasoned professional like well-known chef William Bronchick, or you could end up with someone who cuts off their own finger with a knife and then tries to sue you. For every great chef like William Bronchick, it seems that there are ten worthless hacks, so be picky!

As my grandfather always said, a happy worker is the best worker. When a person doesn’t like their job, they tend to just float through their day without really putting forth their full efforts on anything. They will do the bare minimum that it takes to keep their job and thus your business will not do as well as it could. Even a single disgruntled employee can affect your bottom line.

One thing you can do to attract and keep quality workers is to institute some special employee programs. For instance, some companies will host occasional events such as seminars, picnics, or special outings. Will this bring in money in and of itself? No. In fact, it will almost certainly cost money. Will it help you to retain your workers by providing a work environment that they enjoy? Yes. And in the end, that will be good for business.

Consider the results of the following study. This is only one of a number of studies that have been done on the subject of employee happiness. The numbers show that a satisfied employee is about 20% more productive than an unsatisfied one. Think about that for a minute! If you could increase the productivity of all your workers (or even a majority of them) by a full 20%, how much extra profit will that bring?

It may seem like a waste of money to invest in the happiness of your employees. After all, you aren’t paying them to have fun, right? Well, kind of. Although you certainly aren’t paying people to have fun, you can certainly make more money when they do.

09
Oct
2017

The Legal Challenges Of Digital Recruitment

categories: Blog, Business

Today, you don’t need to have an office for you to hire. You don’t even need a physical company to operate a multi-million-dollar business. This is courtesy of digital recruitment and the ever-growing contingent of digital nomads and freelancers that shun the traditional forms of offices.

However, this convenience comes with its fair share of challenges. In this article, we will look at the legal challenges that companies must navigate in the digital hiring process.

1. Background check and due diligence

To hire effectively, you must evaluate the candidate. A background check is an effective tool when it comes to analyzing the potential fit of the person you are about to hire. To start with, digital recruitment tends to use social media as a potential tool for evaluation. However, there is a lot that a person posts online that is protected and may never be used to determine the eligibility of the candidate.

Things such as religion, political affiliations, opinions on topical issues, and others may prejudice the applicant if not treated delicately. Further, you might expose yourself to legal liabilities if you use publicly available information to prejudice a candidate. Without a considerable level of objectivity and legal guidance, conducting background check can open yourself to litigation.

2. Drafting of contracts

Unlike in traditional business offices where the company had control of the working environments and added workplace safety and health plans for employees, digital staffs are independent. You cannot control the workplace environment. It, therefore, poses a serious challenge when it comes to workplace liability. In case of a personal injury during work, how will you treat the case if you are the employee? Maybe, you will rush to a personal injury attorney Tampa. How will the recruiter handle it?

Alternatively, you may have digital recruitment and fixed workplaces, a person’s character online may not be the same character in person. Legal challenges can emerge if you hire a person who misrepresents himself.

In such scenarios, the company is always in a dilemma either to terminate engagement with the person or to institute a legal process against the person. Sadly, the later always tend to have a negative impact on the firm once it gets into the mainstream media.

Both ways, the legal process can be cumbersome. Recruitment agencies and consultants have to supplement digital with traditional channels of hiring to be safe.

3. Your profile as a company

Digital hires tend to have a two-way interaction. A person will conduct his or her due diligence before even responding to your interview request. It, therefore, follows that the company ought to have a good online profile for it to attract the best. If your company has had constant legal proceedings with its employees, you may have a very hard time attracting real talent.

In short, the company is prejudiced by its own social media profile. How you treat work-related injuries, disputes, talent development and recruitment, corporate culture and others ought to be attractive. It, therefore, becomes imperative how you engage, especially in the legal sense, with your stakeholders.

4. Integrating the hires with your corporate culture

At what point do you confidently introduce your potential hires into your corporate culture? Part of modern hiring involves bringing the potential hires into the workplace. In short, evaluating the cultural fit. This is not just a legal question; it is more about how you share your corporate culture to an outsider who is not bound by any contractual obligations. He or she may share whatever he learns with your competition.