Are you ready for your upcoming job interview? Preparing for a job interview or even going on the interview might seem very intimidating. Here are some steps to ensure that you are prepared and ready for your next interview.
All the best on your next interview!
When you are ready to hire a new employee in your company you will need to write a job description. A good job description will explain to the potential employee the tasks, duties, functions and responsibilities that are to be performed in the position. The job description is the employer’s sales pitch to potential candidates. It must be designed in such a way that it will grab the candidate’s attention and keep it.
A well-designed job description will also give the employee a clear source to guide their job performance and similarly it can be used by the supervisor as a measuring tool to ensure that the employee is meeting their job expectations. So how do we write a good job description?
Perform a job analysis – This is the process of gathering and interpreting information about the job’s task that will provide accurate information for the job description. This would involve interviewing employees to find out the current roles as well as the manager to whom the position will report to. If it is a new position that would relieve current employees of certain aspects of workload, they should also be a part of the development process of the job description.
Write a clear job summary – the job description starts with a clear description of the job. What will be required by the candidate. The job summary should provide a clear overview of your company and what the expectations are for the position.
Indicate the main responsibilities – It is important to indicate what the main functions of a position are. The article 5 tips for writing effective job descriptions indicates that anyone who reads the job description should have a clear view of the responsibilities of the job and thus would know right away if they are the best fit for the role. The list of responsibilities should give candidates a clear understanding of the everyday activities of the role.
Indicate the required knowledge, skills and abilities – When creating the job description, it is important to think carefully about the skills that the candidate will need to possess in order to succeed in the position. It is also necessary to distinguish between those skills that are needed prior to employment and those that can be learned on the job.
The job description should provide the applicant clear picture of their everyday activities with the position. This will aid in ruling out persons who do not have the right qualifications and help those who do to better assess their potential roles.
Happy is not in the lexicon of what is considered the usual business lingo. We’re more accustomed to talking about profitability, efficiency and sustainability. Ironically, for those key factors to be in the ideal optimum state, employee welfare and engagement must be a priority for any forward-thinking organisation. This brings into focus the oft-blurred lines between corporate objectives and clearly aligned hiring and on-boarding best practices. This is also where HR practitioners excel, or ought to anyway, by helping senior management employ holistic hiring solutions with employee contentment as a priority.
Let’s get one thing straight: as much as companies strive to be the coolest place to work and be revered for their compensation and benefits package, it is, above everything else, a place where services are exchanged for payment. That’s the primary reason organisations conduct executive searches or hire HR consulting firms — to help them find the best and brightest. Keeping them on board is another story. It’s not lost on managers that with strategic succession planning in mind, they must maintain the interest of young hires who are increasingly more into personal development and instant gratification. But how does a leader strike that tricky balance between getting their pound of flesh and creating a family centric culture that encourages employees to act in the company’s best interest as if they were the CEO and founder? Many start-ups go as far as offering stock options or up the ante with paternity leave and on-site childcare or gym amenities. The fact is that organisations are awakening to the stark realities of competing for the loyalty of their internal customers almost as much as they do for external ones.
The subheading alludes to the framework and peculiar strategic objectives of any given company. In this instance, though, I’m referring to a model business environment, one that sets a standard for how team members are given primacy in one of the areas that matter most — their physical workspace. Over the last decade or so, much has been made of some high-profile examples of uber trendy, downright cool places to work. If you Googled ‘cool places to work’, Google itself would probably pop up as a top search item. As self-serving as that may seem, it’s also reputed to be true. The same can be said for Facebook and other open-floor designed corporate spaces — where enclosed offices are often seen as closed-off communication, and jeans, trendy tees and sneakers are the new normal for office attire. A local example of an international brand that employs this approach in some respect is Vistaprint. But don’t be fooled by the facade of employee chill-out areas, flashy paint jobs, or mini-gyms. Creating a ‘happy’ environment for your team members is never just about stylish or lavish amenities. It starts and ends with a genuine appreciation for the value and contribution each team member brings to the table, and backing that up at every level of their engagement and compensation.
Debra Fraser, MBA is CEO of Caribbean HR Solutions, a board member of the Business Process Industry Association of Jamaica, a member of the Human Resource Management Association of Jamaica, and a member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com
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In a world still characterized by patriarchal domination, it’s natural that the working world also reflects disparity when it comes to women in top corporate and government positions. That inequity is equally evident when we examine the statistics about equal pay for equal work. However, much has changed over the last few decades, albeit slower than many would prefer.
Having said that, it’s both useful and inspirational while celebrating International Women’s Day to recognize the impact and contribution of women in business in particular.
We can certainly appreciate the handful of women now leading countries like England and Germany and champions of industry like Mary T. Barra of General Motors or local mavericks like Paymaster’s Audrey Marks. Some more household names of pioneering women include iconic fashionista Coco Chanel, Huff Post’s Ariana Huffington and of course Oprah Winfrey. You know you’re in another league when you only need one name to be recognizable. And who doesn’t know about Oprah and her story of tragedy and triumph over seemingly insurmountable odds. From being abused as a youngster, racially stereotyped and being paid less as a TV co-anchor for the exact same workload as her male counterpart, she is the epitome of a global icon fashioned in her own image. But her rise and continued success is much more about substance than it is about personality. After being headhunted as a budding journalist, when she in turn became an employer she also had to utilize talent acquisition strategies to create the right team for her vision, brand and companies Even super women need the support of smart, capable people around them. The big O is powered not just by her persona, but the personnel she surrounds herself with.
The phrase ‘dance ah yaad before you dance abroad’ comes to mind as a stark reminder of the wealth of local doyennes staking their claim at the Jamaican dream through innovation, industry and just plain grit. It’s never been easy navigating in what remains a man’s world. Still, it doesn’t require too much surveying of the Jamaican landscape to identify women on top of their game. One such standout is Sutherland Global’s Odetta Rockhead. As vice president and country head for one of the world’s leading business process outsourcing companies, she took control of her own destiny and a male-dominated industry after overcoming great personal and professional challenges from an early age. So much so that by her early thirties she was leading a team of hundreds and generating growth and income levels previously unheard of in the annals of the local business process outsourcing industry.
There are many other awe-inspiring stories about triumph and innovative leadership by women who refuse to be limited or defined by traditional gender expectations. So as we celebrate women everywhere, we also acknowledge and show appreciation for the men whose partnership and leadership makes greater life and workplace parity possible.
Until next time, Leaders Keep Lookin’ Up!
Debra Fraser M. BA, is CEO of Caribbean HR Solutions – a leading HR Outsourcing and Recruiting firm, a board member of the BPIAJ and the Global Services Sector, a member of the Human Resource Management Association of Jamaica, and Society of Human Resources Management. Please direct comments to dfraser@caribbeanhrsolutions.com or www.caribbeanhrsolutions.com
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Payroll outsourcing simply refers to the hiring of an external firm that will be responsible for some or all of the payroll functions for the company. These companies generally take the responsibility of paying the employees, distributing pay slips, obtaining the appropriate and up-to-date payroll software and making the necessary statutory deductions. Many companies whether large or small find it necessary to outsource their payroll function as a makes their job while ensuring that they are fully tax compliant. Payroll outsourcing is the fastest-growing aspect of the global human resource outsourcing (HRO) industry and research conducted estimates that that it is expected to grow at a CAPR of 4.4% during the period 2016 – 2020.
The benefits of outsourcing your payroll should definitely be considered before making a decision to hire a payroll outsourcing company.
To ensure that you have a seamless payroll process it is important that as a company you do some research into the payroll industry prior to choosing your payroll provider. Here are some things to consider when choosing a payroll outsourcing provider.
Want to outsource your payroll services. Contact us at 1-876-971-7632 or email sales@caribbeanhrsoluions.com for more information.
Payroll Outsourcing Market 2017 Global Share, Trend, Segmentation and Forecast to 2021
http://www.digitaljournal.com/pr/3558598#ixzz5en0D0IoM
The Pros & Cons of Outsourced Payroll
https://yourbusiness.azcentral.com/pros-cons-outsourced-payroll-3039.html
Why Payroll Is One Function You Should Outsource
https://smallbiztrends.com/2014/11/outsourcing-payroll-tips.html
As we seek to impact our nation through developing the lives of our youth, Caribbean HR Solutions’ HR Programs Manager, Tomeisha Mckenzie made a thought-provoking presentation at the UTech Western Jamaica Campus on Gaining a Headstart: The Resume, the Job Search & Finding the Right Fit. During the presentation she highlighted the importance of doing career exploration through self-discovery, assessing yourself and investigating the world of work. She also looked at resume building, dressing for success and interview tips along with answering any additional questions the university students had.
It was an engaging session that allowed the students to ask questions and gain insight into the world of work. We are confident that the knowledge that she imparted will go a far way in helping these students as they prepare to start their professional careers.
CHRS: impacting the young minds of tomorrow… because we believe that #TalentMatters.
Since August 2010, Caribbean HR Solutions has been providing seamless Human Resource Outsourcing (HRO), Recruiting, Payroll and Business Process Support solutions to new investors entering the business landscape of Jamaica. The company has been making its mark by servicing major players within the Manufacturing and Tourism and Airline industries as well as being a key contributor to the rapid growth in the Oil and Gas and Business Process Outsourcing (BPO) industries.
We have supported our client base by providing them with our high-quality HR Program Outsourcing, Payroll & Benefits, HR Consultancy, Executive Recruiting, High-Volume Recruiting and Employer of Record (EOR/PEO) services. Our business success is marked by our depth in local and global HR Expertise, the skillful deployment of HR Technology, and a genuine approach to Relationship Management.
As a company we have had a great 2018 and we are thankful to all our employees, clients, shareholders, and partners for their hard work and support. We capped the year off with our 1st CHRS Grand Gala that was held at the Day-O Plantation. As we celebrated this milestone, the Jamaica Gleaner was on hand to celebrate with us. See the link below to their article
Yes, leaders, let’s go there.
But before we do, remember this: We are all students of life, and as leaders, it is crucial for us to lead a learning lifestyle; that practice of learning from everything — the good, the bad, and the ugly. To have times of reflection when you evaluate the bigger picture — causes and effects — so that you can see what changes are required to ensure success. To create smart strategies to break cyclical errors and recognize, even prompt those ‘aha’ moments on how to standardize best practices for sustainable profitability. All of this is learning at the leadership level and forms the basis for continuous improvement in any sphere of life. Your ability or inability to learn impacts you, your teams, and all those within your scope of influence.
So, what then can we learn from The Donald?
Regardless of whether you are a Trump fan or not, one thing is undeniable: his actions and characteristics are nothing shy of incredibly bold! Here’s how Wikipedia defines this characteristic: it is “the quality of having a strong, vivid, or clear appearance”.
Boldness is about the energy and conviction you portray to those around you. It is what draws people’s attention to buy what you are selling. It is Usain Bolt’s jig at the build-up to a 100-metre race, and the swagger in Barack Obama’s walk.
It smells like confidence (though it can be a sign of its deficiency) and thus is prone to popularisation even if it is devoid of integrity, truth, or effectiveness. But even while it may be completely disconnected from values, boldness sill retains its powerful impact.
Let’s jump from one extreme (politics) to the other (religion). The book of Proverbs 28:1 states: “The righteous are as bold as a lion.”
A simple definition of righteous: rightness, or consistently doing what is right, yet another leadership discipline. Regardless of your religious persuasion, this verse is a challenge to leaders – especially middle managers.
Have I chosen the right job that suits my natural gifts, passion and purpose? Am I making the right decisions for my team and company; choosing the longer, tougher path in order to ensure success? Am I doing the ethical thing even when noone is watching? And finally, when I am practising ‘rightness’, am I doing so with boldness? Am I confidently representing what my team is all about; creating my own jig and swagger?
With our Government’s aggressive 2020 economic goals just ahead and in anticipation of the associated learning that will accompany this challenge, let us as leaders become bold about what we are in fact doing right.
Until next time, leaders keep lookin’ up!
Debra Fraser, MBA is CEO of Caribbean HR Solutions; board member of the Business Process Industry of Jamaica; member of the Human Resource Management Association of Jamaica; and member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com
Recruiting a new member of staff can be a time consuming task and hiring decisions shouldn’t be taken lightly. You need to think realistically whether your team have the time an expertise to find the best individual to join your business.
If the answer is no, then you may want to consider outsourcing your recruitment. After all, it is a recruiters job to find the best candidate available, so they will be equipped with the experience and resources to fill the position quickly and efficiently.
If you’re not sure about whether you should outsource your recruitment or not, here are a few reasons it could benefit you.
Taking time out to focus on recruiting new employees can result in neglecting your usual job, that could be important to the running of the company. By outsourcing your recruitment, you can leave the job to the recruiter while you attend to your usual business.
You may find that you have trouble finding and recruiting qualified candidates by yourself and this isn’t necessarily a reflection of your company or the salary being offered, and rather an indication that you aren’t searching in the right place. Recruiters are experts at seeking out the best candidates on the market. They know where to look, what qualities to look for in an individual and how best to approach people about a job; making them qualified to speed up the process and improve the quality of hires.
Hiring can be expensive. From the labour required, to posting ads on job boards and conducting background screening, the costs can really mount up quickly. By using a recruitment agency the cost is all rolled into one, so could reduce spending in the long run. Outsourcing recruitment can also save staffing costs of an in-house recruitment team, as well as reducing the chance of losing money to a bad hire.
Fast growing companies may find it hard to keep up with the recruitment needs and demands that they are facing, as they don’t have the time and resources to manage it in house. Recruitment agencies will be better qualified for handling a high volume of roles at one time, as well as having the advantage of being able to dedicate all of their time to it, rather than juggling it alongside other duties.
A poorly run recruitment process could be to blame for a high turnover rate which can have financial implications for a business, as well a disruptions to productivity and ongoing projects. A high turnover may not necessarily be a reflection on your company in general, as it may just indicate that candidates just aren’t a very good fit for the company, would could come as a result of a poor recruitment process. Recruiters are well practiced in assessing what kind of people will be suitable for a certain role and the company culture, so could assist in placing individuals who are better suited to the business and will stay in the job for longer.
Caribbean HR Solutions are proud to support you in your recruiting outsourcing needs. Call us at 1-876-971-7632 or email sales@caribbeanhrsolutions.com.
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With Christmas fast approaching, everyone is feeling the happy, but hectic crunch of the holiday season. For business leaders, who are people too, this can mean unmanageable stress and even failure as yuletide stress is compounded by spikes in seasonal business — trying to reach end-of-year goals, activate Christmas sales campaigns, and execute last-minute strategies to close the year in the black and not the red (no offence, Rudolph).
Add to this already long list of extra to-dos, the festive responsibilities of house and home — planning social events, family get-togethers, and gift-giving — all of which come with additional costs of time, money, and attention. Hats off to those who have also committed to physical challenges of ‘getting in shape’ for the new year to fit into that dress or suit at the staff holiday party. So much extra pressure! It’s enough to make the ‘Happy Holidays’ feel not so happy.
As leaders, if your load is too heavy, or your mood too low, your entire team feels it, and so do their families. Bear that in mind.
There’s a reason why governments mandate holiday time off. It’s to ensure that “busYness” doesn’t keep people so busy that they don’t get to enjoy life. The responsibility for ensuring this work-life balance lies in the laps of all business leaders.
What’s the difference between business and “busyness”, you ask? Well we all know what business is. So here’s a definition of its first cousin, “busYness”, from the Urban Dictionary. “Busyness” is to have more to do than you can handle.
Leadership advice: just because you ‘see’ that it needs to be done, doesn’t mean it has to be done now. Wise leaders have used November to prioritise only what must be done in December. If you’ve not yet done so, here are examples of things you may be able to nix from December’s objectives:
• Meeting with prospects that are unlikely to purchase
• Internal projects and meetings that can be deferred
• “Helping out” in areas that are outside of your expertise.
But in your cutting back, there are key items that must be prioritised. For example:
• Key KPI’s ONLY IF they can reasonably be closed off
• Sales tasks ONLY IF they contribute to new clients or retention
• Reports and special projects ONLY IF they are for your boss(es)
• High-touch social events ONLY IF they serve to strengthen key relationships.
The lists above are not at all comprehensive, but are guidelines towards achieving balance for you and all those you impact. This Christmas, find ways to keep the “I” smack in the middle of Business.
Until next time, leaders keep lookin’ up!
Debra Fraser, MBA, is CEO of Caribbean HR Solutions, a board member of the BPIAJ, and a member of the Human Resource Management Association of Jamaica, and Society of Human Resources Management. Please direct comments to dfraser@caribbeanhrsolutions.com or www.caribbeanhrsolutions.com
