The post Effectively Delegate and Get More Work Done appeared first on BC Jobs Blog.
]]>Most of us refrain from delegating work to others. While doing everything yourself might make you feel confident about the quality of work, it isn’t always feasible. Whether you are a project manager, an entrepreneur, or holding a position of authority, today or tomorrow, you need to delegate your work.
Well, no worries. In this article, we delve into the effective ways to delegate and get the maximum work done in the best possible manner.
While there are countless ways to delegate effectively, some of the key strategies include:
A common perspective of most managers or leaders is their profound dedication to their work. As a result, they become somewhat possessive of their duties and tasks and feel insecure about letting go of them. In addition, some leaders suffer from the perception that they alone can complete the tasks efficiently, and others lack the necessary abilities. (desertrose.com)
Whatever the case, you need to get started with delegating. As a first step, you can start small by assigning simpler jobs to your teammates or subordinates and gradually work your way up. Gain the trust and confidence of your teammates so that you get accustomed to the idea of your team completing the tasks.
Often, leaders assign tasks to those with a lighter workload. That’s not the correct method. First, understand the strengths and weaknesses of each member of your team and be sure of each one’s skill set and area of expertise. Next, delegate those tasks only to someone with interest and expertise. This would make them confident over time, and you can rest assured that the job will be done well.
Even if you think a task is quite obvious, assign the required instructions to the respective teammates. If a task has a milestone or deadline tagged, mention all those details so that work gets completed on time.
Spare some time and teach new skills required to do the task. Delegating includes imparting new abilities to the team so you equip them for any future responsibilities.
While you must trust the potential of your teammates, it’s not wrong to verify that the task is completed. Often, lack of communication poses challenges later, only to know that you missed the deadline. So before the final date of task submission, check with your teammate to ensure there are no lags.
Feedback ensures two-way communication and lets you know what your co-workers feel about the delegation process. Always elicit feedback and identify areas where you or your team can improve.
Delegating is essential for anyone, regardless of the nature of the job or position. Effectively delegating tasks reduces your burden, helps others learn new skills, and boosts everyone’s confidence. Follow the strategies outlined here to enjoy the benefits of effective delegation.
BCjobs.ca is Western Canada’s largest job board, with majority of the jobs coming from Vancouver. For nearly 20 years, BC Jobs has connected job candidates with companies looking to add talent to their team. Here at BCJobs, we understand that looking for a job is difficult. To support our candidates, we recently launched a podcast to help you stand out during your job application. Listen to weekly episodes on our podcast to hear what recruiters are thinking and what companies look for when considering their next hire.
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]]>The post How to Source Candidates for Your Start-up? appeared first on BC Jobs Blog.
]]>With start-ups proliferating, the need to hire and retain the best talent seems a herculean task. Even before getting started with your recruiting process, you need to source candidates. It becomes imperative for businesses to source top-notch talent to stay competitive in the dynamic job market.
Read through to understand what candidate sourcing is and the steps to source candidates for your start-up.
Sourcing candidates refers to the continuous search for potential hires either for filling current openings or in the future. It is an amazing way to reach out to active and passive candidates and serves as a gateway to recruiting.
Statistics from LinkedIn indicate that nearly 62% of talent teams get high-quality candidates through sourcing rather than inbound applications. Once the candidates are sourced from various channels, next the recruiting begins with conducting screening tests, interviews, and more.
Make sure you are clear on your hiring goals and have chalked out a crisp job description with an ideal candidate persona. Focus on building a candidate talent pool of passive candidates with their contact information, qualifications, experience, notice period, preferred locations, salary expectations, and more.
Most popular media where active and passive job seekers look for job openings include company career sites, online job boards, and professional or social media channels. Post your vacancies on these and display them as job advertisements. While job boards offer the best repository of candidate resumes, social media and professional networking channels expand the outreach to millions of candidates.
Professional networking channels are used by different categories of jobseekers, including freshers, experienced, freelancers, part-timers, and more. Ensure you provide your company website or substantial information on the work culture, employee benefits, learning opportunities, and more to offer a superb EVP!
Your employees are conversant with the company policies, culture, working environment, and more. That said, it makes sense to reach out to them to refer their friends or acquaintances for the open positions. Most companies offer employee referral rewards to encourage them to bring in the best talent.
Establishing contacts and networking with colleges, universities, and educational institutions for placement services offers a remarkable way to source the best talent. A placement coordinator from their end could be in constant touch with you and help identify the best students/candidates for the specific job openings.
In addition, reaching out to industry associations or hosting and attending various networking events and job fairs could also open the gateway to talented resources.
Alternatively, you could hire the services of recruitment agencies which can fetch the outstanding candidates for your open jobs in return for a fee. These organizations have a wider outreach and strong candidate base that can help fill your vacancies with the best talent in just a matter of time.
Only effective sourcing can help achieve the goals of recruitment in the true sense. Follow the steps outlined here to source the ideal candidates for your start-up.
BCjobs.ca is Western Canada’s largest job board, with majority of the jobs coming from Vancouver. For nearly 20 years, BC Jobs has connected job candidates with companies looking to add talent to their team. If your team is looking to recruit, BCJobs.ca is the right tool for you. Our job board has grown through virtual career fairs, branding, and partnerships. Contact us at community@bcjobs.ca today.
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]]>The post 5 Tips to Boost Your Employer Brand appeared first on BC Jobs Blog.
]]>Branding plays a significant role in attracting and retaining candidates. As players in your niche compete for top-notch candidates, which is limited, you need to bolster your employer branding to stay competitive and hire the best talent.
Let’s explore some simple yet effective ways to boost your employer brand.
Employer branding is the total of the perceptions of your brand or reputation by various stakeholders, including employees, job seekers, and more. It is the stepping stone to establishing yourself as a differentiator and, therefore, a preferred employer.
According to LinkedIn statistics, 72% of recruiting leaders worldwide agreed that employer branding has a great impact on hiring.
While it might seem overwhelming to think of the stages in building your brand, following the easy ways outlined below could make it seem an absolute breeze!
Candidates or job seekers visit your website to check for job postings. Ensure they can do this easily and fill out the application form in just a few minutes. Too lengthy applications could demotivate the candidate, causing them to drop off midway, thereby hampering your brand image.
Quite often, candidates lose interest in proceeding with the interview process due to a lack of timely communication. Make it a point to promptly intimate the applicants at each stage of the selection process, regardless of whether they have cleared the round.
There are various sites on which your current or former employees may post reviews. Some may be positive, and others negative. Regardless of the nature of the review, respond to each, as this would build your brand as a responsible and concerned employer. Besides, gather feedback from employees through surveys and focus on areas needing improvement.
Candidate personas essentially include the attributes like geographical location, qualifications, expertise, and more. Craft a persona for an applicant each time you open a new job posting. This would help look for the right candidates at the right places. For example, you can better target a marketer on Pinterest or Instagram, while for a developer, you would opt for something like GitHub.
Mostly, candidates take a first glance at the benefits and remuneration that you offer for a job role. Make sure to showcase your benefits packages which include health insurance, paid leaves besides onsite travel, and upskilling opportunities. This would go a long way in boosting your employer brand.
The job market poses stiff competition to employers like never before. That said, it becomes imperative to boost your employer brand and stand apart. A Glassdoor survey indicates that 92% of people would consider changing jobs if offered by a company of great reputation. Follow the useful tips outlined in the blog and carve a niche for yourself as the most sought-after employer.
Simon Chou is the Vice President of Operations and Growth at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. Prior to joining BCJobs.ca, Simon was an advisor for several global blockchain projects including Litecoin, NEM, and Ripple. In the past, he also worked with Fortune 500 companies in the healthcare space through SM Digital—a global marketing agency.
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