Top business leaders and staffing agencies often note that effectively managing a remote team requires setting clear expectations, facilitating open communication, building trust, embracing flexibility and using available technology for seamless connection and collaboration.

This post will discuss five tips for leading a remote team that you can put into action.

1. Build a Solid Foundation for Remote Communication

Effective communication has always been the foundation for successful teams. However, it is even more crucial for remote teams. Without the benefit of face-to-face interactions, leaders need to prioritize regular, clear and transparent communication. Fortunately, technology provides many highly effective communication tools, including email, messaging platforms, project management software and video conferencing platforms.

Use these tools and set clear expectations, establishing communication protocols and encouraging active participation in virtual meetings to minimize misunderstandings and maximize collaboration and productivity.

2. Develop a Remote Culture Based on Trust and Autonomy

A healthy remote work arrangement relies and thrives on trust and autonomy. As a leader, you need to commit to trusting your team members to accomplish their tasks without built-in on-site supervision. This may feel like a leap of faith, but putting your faith in remote workers boosts their confidence and productivity.

Foster a culture of trust by encouraging open conversations, recognizing achievements, providing constructive feedback and welcoming questions and feedback from team members. Focus on balancing employee autonomy with accountability to ensure that team members take ownership of their responsibilities, meet deadlines and comply with company standards.

3. Be Available and Approachable

While employees might seek, appreciate and relish working remotely, they also need human interaction from time to time. Let them know that you and their coworkers are there with and for them, no matter where everyone is physically located. Keep an open virtual door policy that welcomes them to reach out via phone calls, emails, text messages and video conferences.

4. Foster a Strong Team Culture

A cohesive team culture in a remote setting is critical to your mission to boost employee engagement and retention. Here are some things you can do to encourage a positive team culture:

• Play online games
• Take virtual coffee breaks
• Join team challenges
• Set up in-person meetups

Schedule brief daily video team meetings to give everyone a chance to engage in positive social interaction together and show each other support.

5. Focus on Humanity

With so much work to do and so much technology that allows us to do it on a somewhat impersonal level, it is easy to let awareness of our humanity fade into the background. Bring humanity into your interactions, providing an opportunity for everyone to connect on a deeper level.

Ask everyone to share their stories, struggles and emotions related to work or their personal lives. These insights can help you understand work performance and productivity issues and how you might be able to support your employees to ensure that they and your organization flourish.

Conclusion

Leading a remote team isn’t all that different from managing on-site employees. It requires trust, increased engagement, creative new communication strategies and robust use of technology. With these, you can all overcome challenges and enjoy great success.

Sara Riggs is Senior Vice President and Head of Swoon Staffing, where she works to create even more collaboration between Swoon’s recruiting and sales teams to build a true synergy. She has 15 years of experience in the staffing industry, Riggs’ expertise has advanced through the recruitment ranks with her determination, passion, strategic vision and unwavering commitment to organizational growth, her team and Swoon’s customers.

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When you are running a business and you have gas engineers (or aspiring gas engineers) that are going to be doing ACS assessments, what can you do to help them prepare for one of the most important tests of their careers? 

What is the ACS Assessment?

Phil from gas training provider Gastec Training said “The ACS assessment is the test needed to pass and receive your ACS accreditation and gives a gas engineer their Gas Safe Register status..” This license covers all different sections of gas work including commercial heating, LPG, commercial catering, meter installation, commercial laundry and much more. 

How Often Must You Perform an ACS Assessment?

When a trainee has reached the end of a recognized training programme, the next step is for them to take their ACS assessment so that they may step into the workforce as fully licensed and recognized gas engineers.

For those who are already working in the field as gas engineers, reassessments must be done every 5 years. Engineers can apply for a reassessment from the time their licenses are 6 months from expiring or within 12 months after their expiration date.

What is the Difference Between a Reassessment and an ACS Initial Assessment?

Initialassessments are done for trainees and workers that are looking to obtain their Gas Safe Register for the first time. The full ACS assessment must also be done by any gas engineer that has let their licenses expire for more than one year. These initial assessments take approximately 5 days to complete and can be finished within 1 week.

Reassessments are shorter and can be completed within 2-3 days without additional refresher training but within 5 days with the extra courses. Reassessments are for gas engineers that are near the end of their licenses 5-year validity and ensures that they are up to date on any changes in gas laws or procedures.

What Are Some Tips for Gas Engineers Prepping for an Assessment?

• Instruct staff to beginpreparing for their ACS assessment 3-6 weeks in advance.

Do not let these assessments take you by surprise. Begin preparing weeks in advance to give yourself the best chance at passing your assessment and receiving your license (or in the case of a reassessment, keep your license).

• Allow time for them to review and prepare at work.

If you are running a business where employees are going for assessments or reassessments, give them time to prepare at work. This will benefit both you and your employees as they will be inclined to continue their preparations at home as well.

• If doing a reassessment, have employees review documentation from their last ACS assessment.

Reviewing any documentation from the last ACS assessment that was completed can help jog the memory of any gas engineer that is heading into their reassessment.

• Review the tasks the ACS assessment will test.

The ACS assessment will test many skills including:

1. Tightness test
2. Installation faults
3. Gas ratings
4. Safety test
5. Ventilation
6. Gas analyzer operations
7. Etc.

Be sure to review all skills and knowledge before taking the test.

• Choose a suitable training centre for your ACS assessment.

Taking your AC assessment (or reassessment) can be nerve-racking for some. Find the right training centre for you and book your ACS assessment as soon as it is necessary. 

The post Top Tips for Preparing for ACS Assessments for Your Business appeared first on Job Descriptions.

Thus, a candidate must present their qualities in the best way possible. Sometimes, a generic CV that you send out to all job positions you are interested in will not get you there. In fact, 77% of employers prefer applicants who submit a cover letter along with their CVs.

However, you can’t expect to send the same documents to each job ad and be considered the best choice. It’s important to tailor your CV and cover letter to each job role you apply, and if not confident to do this on your own, use an online service like PurpleCV. This way you’ll ensure your CV and cover letter are professional and thorough.

Of course, you need to be knowledgeable of some common mistakes and best practices about cover letters. They are long pieces of writing that give recruiters a chance to know more about you and why you’d be perfect for the job. So, without further ado, here are the 9 most common cover letter mistakes and how to avoid them.

Repeating Your CV

A cover letter is not a regurgitation of your CV. This is one of the most common mistakes job seekers make when drafting their cover letter. It’s important to know that a cover letter is meant to elaborate and supplement the information on your CV. It should focus on key elements of your experience and skills that are relevant to the job you’re applying for.

If you simply repeat what’s on your CV, the recruiter will not be impressed and will likely move on to the next candidate. So, take the time to read the job ad carefully and focus on what qualities and experience they are looking for. This way, you can highlight these in your cover letter.

Not Tailoring It to the Job Role

It’s important that you tailor your cover letter to the job role you’re applying for. This means specifying why you’re a good fit for the position and what value you can bring to the company. Every organization is different and each job role has specific requirements.

Your cover letter should demonstrate that you have the necessary skills and experience for the job. It should also highlight how you can contribute to the company’s success if hired. Simply put, your cover letter should be a sales pitch that sells your qualifications to the employer.

Not Checking Your Grammar And Punctuation

One of the most common cover letter mistakes is failing to check for spelling and grammatical errors. This shows a lack of attention to detail and carelessness, which are qualities you don’t want to portray to potential employers.

Check your cover letter thoroughly before sending it off. You can also ask someone else to read it and give their feedback. It’s also a good idea to use spell check and grammar check features in your word processor. However, don’t rely on these tools entirely as they may not catch all errors.

Making It Too Long

Your cover letter should be to the point and easy to comprehend. Recruiters are busy people and they likely won’t have the time to read a long and drawn-out cover letter. In fact, they spend 6-7 seconds on average per candidate. So, make sure you get your point across without rambling on.

Aim for a cover letter that’s about one page in length. This is usually enough to give the recruiter an idea of who you are and why you’re the best candidate for the job. Anything beyond one page is likely to be skimmed over or even ignored altogether.

Not Following the Proper Format

Another common mistake job seekers make is not following the proper format for their cover letter. A cover letter should include your contact information, a salutation, the body of the letter, and a closing.

The body of the letter is where you’ll sell your qualifications and state why you’re the best candidate for the job. And finally, the closing should include a call to action and thanks for their time.

Not Including a Call to Action

Your cover letter should always include a call to action. This is typically a statement that urges the recruiter to contact you for an interview. For example, you can say something like “I would appreciate the opportunity to discuss my qualifications further with you in person. I will follow up with you next week to see if there is a time we can meet.”

Including a call to action shows that you’re interested in the job and eager to move forward in the hiring process. It also makes it easier for the recruiter as they won’t have to wonder if you’re still interested in the position.

Making It All About You

Your cover letter is meant to help employers see how you’d be a good fit for their company and how you’d contribute to its growth and success. Thus,  it should be focused on what you can do for them and not the other way around.

Many job seekers make the mistake of making their cover letter all about themselves. They talk about their qualifications and experience without demonstrating how they can benefit the employer. As a result, their cover letter comes across as self-centered and uninspiring.

To avoid making this mistake, focus on what you can do for the business, how you fit in with their culture and core values, and how your skills and experience will help them achieve its goals. Use language that shows you’re excited about the opportunity to be a part of their team.

Sugarcoating The Company A Bit Too Much

It’s important to be honest in your cover letter. This means not overselling yourself or the company you’re applying to.

One common mistake job seekers make is making the employer sound a bit too good to be true. They talk about how great the company is without providing any evidence to back up their claims. As a result, their cover letter comes across as insincere and not credible.

If you’re going to talk about how great the company is, make sure you back it up with specific examples. For instance, you can mention how the company was recently voted as one of the best places to work or how it’s been growing rapidly over the past few years.

Forgetting to Proofread

It’s important to proofread your cover letter before sending it off to the employer. Even a small mistake can make you look unprofessional and careless.

Use spell check to catch any obvious errors. But, don’t rely on these tools entirely as they may not catch every mistake. It’s also a good idea to ask someone else to read over your cover letter as they may catch errors that you missed.

Once you’ve proofread your cover letter, put it away for a day or two and then come back to it. This will help you catch any mistakes that you didn’t see the first time around.

In Conclusion

So, there you have it. These are the top 9 cover letter mistakes that can easily cost you your job offer. By avoiding these common errors, you’ll give yourself a better chance of landing an interview and – ultimately – getting the job you want. Proofread your work diligently, tailor your letter to the specific role and company, and make sure your formatting is correct. And lastly, be sure to include a strong call to action at the end of your letter!

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Facing the Difficulties Ahead

Not all businesses are keen on keeping their employees working from home. Some believe that it stifles creativity and productivity. 

However, for the employees looking to go back to the office, they now find themselves with a choice to make. 

• Return to an office environment that may have been stressful.
• Choose to find other employment with a company that will let them work remotely.

This has repercussions for companies not only looking to recruit new people but also retaining those that have concerns. 

A study in 2021 found that 1 in 3 employees said they will quit their jobs if working from home ends for their company. So what can employers do?

Look at Employee Benefits

For those companies that don’t want to consider keeping remote working, they will need to look at some of the employee benefits to see if they can persuade staff to stay. 

These could include:

• Subsidised commuting costs
• Flexible working hours
• Hybrid working arrangements
• Subsidised health and life insurance

These employee benefits may help to keep some of your staff happy and willing to return to the office. However, other factors are also important. 

Changing the Mindset of the Team

These may seem like difficult times, but it is also a prime opportunity to look within the company and see if things can be improved. 

Review the working terms and conditions to see if there can be better working terms or more flexibility. 

Try to encourage a sense of commitment and teamwork if this has been lacking before. You can also address any stress that staff is feeling either from other colleagues or stakeholders.

Can Remote Working Exist in Your Company?

Of course, one other option is to consider if your company can continue with working from home as an option. 

It might be that not all job roles are suitable for remote working. However, those that already are, may be able to continue with minor modifications. 

This is where you can look at the productivity and creativity that your remote workers have achieved and see if this can be continued. 

You can then give your employees the choice of either coming back to the office or remaining on remote working. 

Final Considerations 

This is a time of unprecedented change for many companies. Some have embraced the new working arrangements, but others either cannot or are reluctant. 

Even if you agree to continue remote working, some staff may still decide to leave. However, it is important to look at all the options before deciding on where your company moves from here, and how it will affect your staff. 

With these ideas in mind, you will be able to effectively future proof your business, attracting and retaining employees throughout 2022. 

The post How Businesses Should Attract and Retain Employees during 2022 appeared first on Job Descriptions.

Building a Long-Term Relationship

Even if your company only works with a recruiting firm for a short period of time, the benefits can last far into the future. This is because these employment agencies can actually advise you on effective strategies to successfully fill job openings with qualified, capable employees. That being said, if you do choose to maintain a relationship with one of these agencies down the road, you can find yourself with a helpful partner that understands the needs of your business and consistently assists you in meeting them. 

Regardless of the type of employees you’re in search of, there are specialized recruiting agencies that will be able to connect you with them. Whether you’re in need of temporary project-workers or seasonal employees, permanent full-time workers, or contract talent, you will have options available to fill these positions through an employment agency.

Communicate Your Needs Clearly

To ensure that your company’s hiring needs are met, it’s crucial that you communicate those needs clearly and directly to the employment agency that you’re working with. Let them know what type of employees you need, how soon you need to hire them, and what type of work they will be doing, specifically. If possible, it’s even a good idea to let someone from the agency visit your workplace, as this will give them a better understanding of the company’s culture and environment. This way, they’ll be able to give potential employees a better understanding of where they’d be working, and they’ll also be able to do a better job of selecting the type of people that will be a good fit for your company.

Look for True Insider Experience

If possible, make an effort to find an agency that has actual experience finding employees for your specific field or industry. It also can be very beneficial if the workers at the agency have personal experience in similar workplaces or industries, as well. Typically, having real history and experience within a field or type of job allows these agency employees to do a better job of placing recruits, as they have personal knowledge of what’s necessary to succeed in a similar environment. 

Streamline the Process

If you were to just go with standard job postings, there’s a very real chance that you would never come across any employees that were truly a great fit. Because these employment agencies have access to thousands of different resumes, as well as broad networks of employees of all kinds, they have a better chance of finding the type of workers that you’re in search of. As an added benefit, they take the time filtering out the employees that wouldn’t be a fit, and as a result you don’t have to spend your time doing so. That’s only one of many ways these recruiting agencies can save you time; they also take care of the initial interview, reference checking, and skill tests.

Keep in Touch

After you’ve hired one or more employees through an agency, it’s important to remember that the people at the recruiting firm are also invested in the success of the hire. In addition to keeping them updated on how the new employees have worked out, it’s also a good idea to keep in touch for the purpose of providing feedback. By giving the employment agency continuous info on the results you’re getting, they’ll have a better idea of how to improve in the future and fit your company’s needs.

Be Willing to Take Action if Needed

Even though you’re sure to have many positive experiences with employment agencies, hiring through one isn’t going to work out perfectly every single time. If you get a new employee through a recruiting firm that, for whatever reason, just isn’t working out, don’t be afraid to take the needed action. In addition to letting the employee go, you’ll also want to take the time to determine whether it was just one individual that wasn’t quite a fit, or if there’s a pattern with the agency that you’re using. Evaluate how the agency responds to the fact that the worker wasn’t a good fit. If they take it in stride and approach the situation from a perspective of wanting to improve, there’s a good chance it’s a relationship worth holding onto.

Use the Agency’s Resources

Some employment agencies provide training resources to the potential job candidates that they have registered, and if this is the case, you should take advantage of it. Encourage your employees to make use of these resources, as it can help them develop the skills and knowledge needed to succeed in their specified field, and also prepare them to be the best possible fit for the job.

If you know how to utilize them, and commit to building a good relationship, your business and the employment agency you work with can form a strong, mutually beneficial partnership that lasts for many years. 

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