Author Archives: Stephanie

11 Ways to Increase Employee Productivity

October 26, 2020

Maintaining high employee productivity is essential to an organization’s growth and success. In turn, strong employee engagement is the foundation of high productivity levels.

But did you know that only about 34% of the American workforce feels engaged? This is bad news for many companies, since disengaged employees cost them significantly, according to Hubstaff’s State of Productivity and Management Report 2018.

Despite this, only 15% of organizations were focused on improving workplace productivity in the next three years, according to a KPMG global study from 2012.

Whether your company already boasts stellar productivity levels or it could use some improvement, there is no time like the present to look closely at employee engagement and performance. Consider what you can do to ensure your staff is happy and that you continue to recruit and retain top talent.

Hint: You don’t have to spend a lot of time or money!

Below, we’re sharing how to increase employee productivity with 11 simple and cost-effective methods. Read on and determine where you can implement positive changes today!

11 Tips for Boosting Productivity in the Workplace

Allow for flexible work schedules.

The standard 9-to-5 is becoming a thing of the past as many businesses let employees set their own hours. After all, allowing flexible work schedules reduces stress for employees, and we know that reduced stress means increased productivity.

Flexible schedules enable staff to work around other responsibilities in their lives. Perhaps they have a family to care for or classes to attend. Allowing them to focus on these important areas shows workers that you care about their work-life balance.

Also, keep in mind that everyone works differently and is more productive at different times of the day. Some prefer the early morning hours, while others are evening workers. As long as they’re producing quality work and meeting deadlines, let them work when they prefer.

Encourage regular breaks.

We’ve all read the data saying just how unhealthy sitting and staring at a screen all day can. Tell (and show!) employees that it’s not just ok, but encouraged that they take regular breaks.

Studies show that taking timed, calculated breaks throughout the day actually makes us more productive. Advise employees to move around, do some stretches, or go on short walks outside together. Even simply chatting with colleagues for a few minutes serves as a nice reset before getting back to work.

Regular breaks that involve moving around and getting away from that screen also help reduce risks of diabetes and depression, restore motivation, improve creativity, and reduce boredom. Plus, they give employees a feeling of freedom knowing that they can step away and aren’t expected to be chained to their desks!

Establish a remote work policy.

Working from home is a topic that arises more and more when discussing how to increase employee productivity. And while many businesses have already pivoted to telecommuting this year, it is worth keeping a remote work system in place for the future. Let employees work from home where and when possible.

Research shows that remote employees are more productive. In an experiment done in 2013 by Stanford University professor Nicholas Bloom and other scholars, 16,000 call center employees at Chinese travel company CTrip volunteered to work from home for nine months. The study showed a 13% performance increase over that time.

A SurePayroll survey found that 65% of full-time employees think that flexible (see above) and remote work schedules can increase their productivity—yet, only 19% were allowed to work remotely. Listen to your employees and show them you trust them. Remote works!

Emphasize self-care and work-life balance.

America’s workforce is STRESSED. OUT.

Job-related pressures and fears are the leading source of stress for American adults, according to the American Institute of Stress.

High stress levels take a toll on employees’ physical, mental, and emotional health, causing them to be less productive…and causing you to lose precious time and money.

Encourage healthy practices and work-life balance, including:

Getting quality sleep
Dedicating time to exercise and relaxation
Keeping a balanced schedule

Do more than just telling your staff to do these things. Show them you mean it by practicing what you preach. Often, many employees feel that they have to stay as late as (or later than) the boss. The culture and attitude comes from the top down, so if managers maintain a healthy work-life balance, employees are likely to follow suit.

Provide them with the right tools and equipment.

Now for the basic-but-essentials: Prepare your team with the proper tools and equipment. Nothing causes frustration and disrupts productivity quite like malfunctioning hardware or subpar systems.

Provide staff with good computers, printers, and whatever other technology or equipment they need for their jobs. When tech needs repair or maintenance, be sure to get it done quickly.

This also goes for software and apps. Help your team run smoothly by setting them up with:

Time and productivity tracking apps: Keep workers focused and on task and gain insight into your team’s productivity. (e.g.: Toggl or Harvest)
Project management tools: Make teamwork easy with a platform that allows employees to share ideas, thoughts, files, and more. (e.g.: Asana, Basecamp or Trello)
File storage and sharing apps: Keep files organized and easily accessible without worrying about running out of space. (e.g.: Google Drive or Dropbox)
Communication apps: Communicate quickly and easily; many apps also let you organize conversations by group or topic. (e.g.: Slack)

Avoid micromanaging.

When the manager is constantly looking over shoulders, it makes employees nervous and frustrated. This of course decreases productivity. Who wants to be under a microscope all the time?

Encourage autonomy by giving team members the freedom to do their jobs on their own terms. This shows them you trust them and helps increase their confidence, which will entice them to take more initiative in the future.

When you allow employees to take care of the day-to-day operations, you can focus on the higher-level work. In the end, everyone will be happier and more productive.

Communicate frequently and openly with employees.

By keeping the lines of communication open, you will stay in the loop on how employees are doing both at work and in their personal lives.

Have regular one-to-one meetings and check-ins to find out if they’re motivated and happy with their work. Discuss their current position and their future with the company and the possibilities for their career.

Even if an employee has areas that need improvement, focus on some positive contributions they have made. This shows that your company has a positive outlook and wants to keep moving forward. You’ll also give individuals a sense of purpose and their future with the organization.

Maintaining open communication also means keeping employees informed of how the company is doing overall. Sharing big positive news and how each department has contributed can motivate employees. Discussing poor performance or challenges can open up the conversation on how everyone can work together to improve.

Open communication and transparency are an important part of motivating employees and improving productivity.

Help employees hit their goals.

Managers can set employees up for success by helping them prioritize their tasks and projects. This will help staff schedule their day efficiently and hit their goals.

Another helpful technique is creating both short-term and long-term lists. Encourage employees to make both, which will help them manage their time and projects more effectively.

Act as a buffer between employees and other colleagues and departments by setting expectations. When your team’s plate is full, helping them reprioritize tasks can prevent overwhelm.

Give them more responsibility.

Delegating work is another great way to demonstrate to employees your confidence and trust in them. When an employee has been performing well and appears ready to take on more, give them a new responsibility.

Entrusting staff with more responsibility motivates them, builds on their leadership skills, and helps them grow in their role. It also boosts morale by providing a sense of achievement and direction.

Offer helpful and fun employee perks.

Research shows that employees are looking for perks that improve their lifestyle and finances and often value these over salary.

The good news? These perks don’t have to cost your company too much (if any) money!

A few we’ve already mentioned above, including remote work and flexible schedules.

Some other simple, low-cost perks include:

Unlimited PTO
Flex days off
Health & wellness perks (fitness classes, office gym, gym memberships, etc.)
Employee discounts on your products or products from your vendors

Check out our full list of low-cost employee perks.

Provide opportunities for incentives and bonuses.

This might technically fall under perks, but it’s important enough to call out as an important employee motivator.

Let’s be realistic: Although people are looking for more than just a good salary nowadays, we are still driven by rewards when it comes to our work. And when your business is doing well, why not show appreciation to those who are working hard to get you there?

You can do this by implementing a bonus structure. It doesn’t have to be expensive and may even look different among various departments. Bonus structures help set actionable goals for employees to work towards.

Bonuses can include:

Monetary bonuses
Extra day(s) off
Unique rewards (e.g.: experiences or gifts)

How to Increase Employee Productivity

Some of these strategies for improving productivity in the workplace can be put into practice fairly quickly. Others may take some planning or occur gradually. Either way, keeping employee engagement top of mind will help business owners and managers ensure a higher-performing workforce.

Do you need help motivating your employees? Contact BlueLion today at 603-818-4131 or info@bluelionllc.com to learn more about our consulting services. We’ll help you push your team into full gear in no time!

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

6 Steps to Take When an Employee Contracts COVID-19

October 19, 2020

6 Steps to Take if an Employee Contracts COVID-19

The thought of one of your employees contracting the COVID-19 virus may seem scary, but it is something that every employer should prepare for.

Take the proper precautions to ensure your workplace and employees are safe. Put a plan in place in case someone does show symptoms or become infected with the coronavirus. When you have that plan ready, you can take action right away and reduce the risk of spreading the virus among more workers.

Below, we’re sharing six steps along with updated facts and guidelines from the CDC. Follow these to protect your employees and your entire business amid the COVID-19 pandemic.

Send home any employee who has symptoms of COVID-19.

This goes even for an employee who is showing related symptoms but has not yet been diagnosed. Recommend that they contact a healthcare provider and quarantine at least 10 days (or according to your local/state laws). The CDC reports that individuals who show no symptoms may still be able to spread the virus during that time.

Clean and sanitize areas recently used by the employee.

Employers should perform cleaning and disinfection after anyone suspected or confirmed to have the coronavirus has been in the workplace. Areas to disinfect include:

Offices
Bathrooms
Common areas
Shared electronic equipment used by the sick person

Close off areas used for prolonged periods of time by the sick individual. If other workers do not have access to these areas or items, wait 24 hours (or as long as possible) before cleaning and disinfecting.

If the ill employee has not been in the workplace for more than seven days, additional cleaning and disinfection are not necessary. The CDC states that the virus has not been shown to survive on surfaces longer than this time. Outdoor areas do not need to be disinfected.

If the employee is diagnosed with COVID-19, notify coworkers who may have been exposed to them.

Employers should do their best to retrace the infected employee’s activity and notify any coworkers who might have had contact with the infected employee in the days before the diagnosis.

The CDC has determined that COVID-19 exposure risk begins when someone is within six feet of the infected person for 15 minutes or more. Infected individuals can spread the virus 48 hours before experiencing symptoms.

By notifying and following up with other employees immediately, you will provide a safe workplace and reduce the risk that more of your staff will be exposed. Employers should also be sure to follow requirements for notifying local or state health authorities of COVID-19 cases.

Additionally, consider informing any clients, vendors, and/or guests who may have been exposed to the diagnosed employee. Exposed individuals should isolate for 14 days. Certain essential workers (e.g.: healthcare, law enforcement, and food and agricultural workers) may be permitted to continue work following exposure to COVID-19 as long as they remain asymptomatic, continue to self-monitor, and wear a face mask.

Keep the employee’s identity confidential.

The American Disabilities Act requires employees’ medical information remain confidential. This means employers must not share the identity of the employee diagnosed with COVID-19. Any medical or health information the employer gathers should be kept in a private folder that only critical human resources personnel can access.

Create a simple notification template now in order to be prepared if a case of COVID-19 does occur in your workplace.

Determine if the COVID-19 case is work-related.

The OSHA Guidance on Recording and Reporting COVID-19 Cases mandates that employers make a “reasonable and good faith inquiry” to find out if the case is work-related.

Employers must report the COVID-19 illness if they determine “it is more likely than not that exposure in the workplace played a causal role” in the case. Basically, employers are expected to make a reasonable investigation by:

Asking the employee how they believe they contracted the coronavirus;
Inquiring about the employee’s activities both in and out of the workplace while respecting his or her privacy; and
Reviewing the employee’s work environment for potential COVID-19 exposure.

Employers are NOT expected to undertake extensive medical inquiries.

OSHA explained that a case of COVID-19 is likely work-related if there is a group of employees who test positive or if an employee tests positive after prolonged exposure to an infected customer or coworker. A case is unlikely to be work-related if the employee is the only worker to contract the virus and there is an alternative explanation.

Determine when the employee may return to work.

The CDC advises employers not to require a negative COVID-19 test before returning to work. Instead, they recommend following symptom-based guidelines for discontinuing isolation:

Those who never developed symptoms may discontinue isolation and other precautions 10 days after the date of their first positive test.
Those with moderate to mild symptoms can end isolation if they meet the following conditions:
- At least 10 days have passed since symptom onset and
- At least 24 hours have passed since the last fever without the use of fever-reducing medications and
- Other symptoms have improved.
Those with severe symptoms may need to isolate for up to 20 days or longer after first showing symptoms.

Keep Your Business Safe & Successful During COVID-19

As we continue to learn about the coronavirus and how to combat it, guidelines and requirements continue to progress. Keep checking the BlueLion blog for updates and recommendations on everything you need to know as a business owner.

If you need assistance managing your company through a case of COVID-19 or you simply want to prepare your team if a case does occur, contact our human resource experts today at 603-818-4131 or email us at info@bluelionllc.com. We are here to help you through these uncertain times!

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

13 Low-Cost Employee Perks to Attract and Retain Top Talent

October 12, 2020

You’ve probably seen some of the data indicating that people are emphasizing work-life balance more than ever. This means they’re searching for employee perks and benefits that help them achieve this.

A survey by Fractl asked participants how heavily they would weigh the options when deciding between a high-paying job and a lower-paying job with more perks. They found that (unsurprisingly) better health, dental, and vision insurance topped the list, with 88% of respondents saying they would give “some consideration” (34%) or “heavy consideration” (54%) when choosing a job.

As a small or medium business owner, you may read this and immediately see dollar signs, but hear us out! You can offer workers other great perks without breaking the bank.

In fact, many employees are just searching for perks that improve their lifestyle and finances—many of which are low-cost to employers. Particularly important to parents are flexibility and work-life balance. They value these even above salary and health insurance in a potential job, according to a survey by FlexJobs.

Another benefit to your company is that offering some great low-cost employee perks and benefits can give a lower-paying job an edge over a high-paying job with fewer benefits.

Read on to learn why perks matter and check out our list of some of the most coveted things you can offer employees below.

Why Job Perks Matter

Before diving in, it’s important to note the difference between benefits and perks:

Benefit: A form of non-wage compensation that is often included in the employment contract
Perk: A nice-to-have addition to salary and wages that may come and go

Perks are an important part of maintaining and/or improving employee engagement and therefore, revenue growth. It’s no secret that highly engaged employees lead to a more profitable business: A Gallup poll found that organizations with highly engaged employees outperform low-engagement organizations financially by 202%!

There are many more stats to back this up, but the bottom line is that employers need to listen to and act on what employees want in order to compete in today’s job market. It will help you both attract and retain top talent.

It is also easier and less costly to cut perks instead of salaries if the company falls on hard times. Bruce Elliot, manager of compensation and benefits at the Society of Human Resource Management (SHRM), told The Washington Post, “When a downturn does come, employees view it much more harshly when we cut salary versus cutting a benefit.”

13 Low-Cost Employee Perks

Below is a list of low-cost employee benefits that can help your company:

Improve employee morale and performance.
Increase employee retention.
Recruit highly-skilled and talented candidates.

Flexible Schedules

The ability to work a flexible schedule is becoming increasingly important to employees. In the Fractl survey, 88% of respondents said they’d give some or heavy consideration to a job offering flexible hours.

The traditional 9 to 5 workday no longer works for everyone. If their roles and responsibilities allow, let employees choose hours that work best for their schedules. This could help them avoid the rush hour and more easily attend to family responsibilities.

Allowing flexible schedules could also enable your business to open earlier and stay open later. Plus, by doing so, you’re sending a message to employees that you trust them to get their jobs done regardless of hours.

Be sure to plan with your human resources department to evaluate if flexible schedules are a good fit for your business and to implement a corporate-wide policy.

Telecommuting

Telecommuting is another employee perk in high demand among today’s workers. While remote working may not be possible for every business or job, its benefits like increased productivity and retention are worth considering.

Employers may choose to allow complete remote work, opening themselves up to a much larger talent pool. Others may permit working from home occasionally or on a set schedule. Either way, telecommuting lets employees choose their work environment and reduces their commuting time and expenses. As a bonus, it is an environmentally friendly practice!

This is another policy to carefully consider and implement with the help of your HR team. You’ll want to establish clear processes and expectations with employees.

Unlimited PTO

Did you know that Americans leave $224 billion in unused vacation time every year? Not only do you have to pay for an employee’s days off, but you could also be liable to pay out their unused vacation time if they leave the company.

Offering unlimited PTO can benefit both employees and your business. This policy means you won’t have to pay workers who quit or get laid off for their unused time. Research shows that eliminating the average vacation liability can save companies $1,898 per employee!

Additionally, a SHRM study found that less than 5% of companies offer unlimited vacation time. Offering this perk can make your organization more attractive to potential candidates and sends a message of trust to your existing employees.

Flex Days Off

Whether your company isn’t quite ready to implement an unlimited PTO policy or it simply doesn’t work for your business requirements, there is another option. Consider awarding employees with paid days off. This is a popular and fairly inexpensive perk.

You don’t have to provide free PTO days too frequently. Use them as incentives for things like quarterly sales competitions, or award one to a staff member who goes above and beyond by completing a big project early and under budget.

Paid Parental Leave

Establishing a good family leave policy is yet another way to support your employees’ work-life balance and strengthen retention.

According to the Fractl survey, 25% of women said they’d give parental leave heavy consideration when choosing a job. It is also important to make sure your family leave policy complies with current state and federal mandates.

Expanded Health Benefits

Since healthcare is increasingly expensive and a top priority for employees, consider how you can help ease that burden for them. Relatively inexpensive add-ons to health insurance plans include:

Flexible spending accounts (FSA)
Dental insurance
Vision insurance

With an FSA, you can even place a cap on how much an employee can elect. These additional health benefits can go a long way in helping many of your employees financially.

Health & Wellness Perks

As people choose to focus more on their overall health, fitness and wellness perks are becoming more important to employees. Plus, it shows them that you care about their well-being.

A few examples of health and wellness perks include:

Fitness classes
Flu shots
Health coaching services
An office gym
Weight-loss programs
Health club or gym memberships
Yoga classes
Bicycles
Fitness wearables

Group wellness and fitness programs can also encourage employee engagement across all departments and levels. It’s healthy and helps with team building!

Student Loan & Tuition Assistance

Student loan and tuition assistance is another in-demand perk that not many companies are offering. Just under half of the respondents in the Fractl survey said these employee benefits could entice them to accept a lower-paying job.

Worried about the cost of this perk? Thanks to the Consolidated Appropriations Act of 2020, employers can provide up to $5,250 per employee each year for tuition tax-free through December 2025. This is a great way to support employees’ career development and encourage retention. Assisting with student loans can also help your company recruit and retain college graduates.

Note that $5,250 is the combined limit for loan repayment and any other education assistance.

Dog-friendly Workplace

Although this won’t be possible at all companies, allowing employees to bring their well-behaved pups to work can boost morale and encourage team building. This could mean regular bring-your-dog-to-work days or an entirely dog-friendly office.

You might want to give this one a test run for a day. It’s also important to have a policy in place to protect your business, employees, and their four-legged friends.

Employee Discounts

Depending on your business, you might consider offering discounts to employees on your own products or products from your suppliers. Some office equipment suppliers offer reduced rates for things like personal computers to employees.

This can boost employees’ pride in the company and their own work. Plus, if people are going around with your branded products, it’s essentially an inexpensive marketing opportunity!

Summer Hours

Many of us struggle with staying motivated and productive during the summer months when it’s beautiful outside and we’ve got vacation on the brain. Boost employee morale and give them some extra time to take in the longer days or spend time with family and friends with half-day Fridays. If that doesn’t work for your company, try closing an hour or two early.

Paid Volunteer Time

A growing number of companies are offering to pay regular wages up to a certain number of hours to workers who perform community service. Millennials especially value this innovative employee perk. It can also have positive effects on your business by:

Strengthening employee pride in their work and their employer.
Demonstrating that your business not only cares but actively works to make a difference.
Building a positive relationship between your company and the community.
Fostering employee interaction and team building by working together for a good cause.

Commuting Assistance

For employees who have long drives, require public transportation, or have to pay for parking, commuting costs can add up quickly. Employers can provide commuting assistance via:

Stipends for public transit
Stipends for gas mileage
Free or subsidized parking

Boost Productivity & Retention with Employee Perks

For many job candidates, it is no longer all about the salary or wages. We’re seeing a talent pool that values work-life balance and is willing to take jobs that pay less, but offer more lifestyle and financial freedom.

Employers need to offer a complete package to show existing staff that they care and to recruit the best future candidates. While some of these employee perks and benefits may suit your company better than others, employee appreciation doesn’t necessarily require a significant investment.

If you need additional guidance or help to create policies for employee perks, contact BlueLion today at 603-818-4131 or info@bluelionllc.com.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

How to Hire the Right Candidate: 10 Qualities to Consider

October 5, 2020

A survey conducted by Leadership IQ found that 46% of new hires failed within 18 months and that 89% of the time, it was for attitude, not lack of technical skill.

In a nutshell, soft skills are just as important as job-related skills and technical requirements when it comes to hiring the right candidate. Any wise business leader or human resources expert would advise you to hire based on personality and attitude, not just experience and qualifications. You can train employees on systems, processes, and technical skills, but things like being a good team player and self-motivation are much more difficult (and time-consuming) to teach.

When you need to fill an important role as soon as possible, it can be tempting to hire the first candidate who looks great on paper and checks all the experience and skills boxes. Before rushing to onboard new team members, however, you should have a clear idea of who will fit in with your company’s culture.

Still wondering how to hire the right candidate for the job? Check out our list of 10 qualities to consider below, with tips and questions for evaluating each one.

10 Qualities of Strong Candidates

These hiring tips will help you develop interview questions and make mental notes of how applicants perform in each of these areas.

Keen to Collaborate

Ensure the candidate is comfortable working on a team and ready to pull their weight.

On one hand, this means looking for someone who welcomes other ideas and handles feedback—both giving and receiving—well. Basically, their ego doesn’t get in the way. On the other hand, a good team player is also happy to contribute with their portion of a project. They don’t rely on their team to carry most of the load.

Hire the right candidate by choosing a strong team player who values collaboration and diversity. This type of individual will have the interpersonal skills that make them an effective addition to the team.

Hiring Tip

Look and listen for words like collaborated, coordinated, advised, and contributed.

Interview Questions

Can you share examples of working on a team and how you contributed?
Can you tell me about times you have had to give and receive feedback and how you handled both?

Self-Motivated & Confident

Part of hiring the right candidate is finding someone who is ready to hit the ground running. They don’t need a lot of oversight or direction, outside of the standard training and orientation to get them up to speed on your business. A self-motivated employee is also productive and able to finish projects quickly and cleanly.

Confidence goes hand-in-hand with self-motivation. When a worker is self-assured in their abilities and experience, they will be driven to take initiative and go the extra mile. Someone who can work autonomously will be willing to take risks and try new things to benefit the company.

Hiring Tip

Keep an eye out for applicants who demonstrate confidence in their abilities and talents during the interview process.

Interview Questions

What is an example of a project you have led or an idea you’ve taken charge of with little help from others?
Can you share a time you’ve taken a risk at work that has paid off?
How do you manage your time and projects, particularly when you are under pressure and deadlines?

Highly Adaptable

Business moves fast and the economy is always changing. Employers can hire the right candidate by identifying those who are flexible and open to changes. Are they comfortable changing course when a project has to take a hard left turn?

An adaptive individual is also willing and eager to take on new roles, challenges, and ways of thinking when necessary. This is the type of employee who will help your organization keep growing and moving forward, even in the face of uncertainty.

Hiring Tip

Look and listen for indicators that a candidate has shown open-mindedness and a willingness to learn new skills regularly.

Interview Questions

What is an example of a time you have had to grow and/or switch gears on short notice?
What steps did you take to shift your thinking and still get the job done well?

Strong Communication Skills

You want to hire people who can comfortably communicate with colleagues, clients, and partners. This means they are effective at all forms of communication, so pay attention to their style via phone, email, and in person.

Remember, the best communicators also have great listening skills. They ask good questions and follow directions well. A great communicator knows when to speak up, when to ask questions, and when to simply listen—a priceless skill.

Hiring Tips

Is the candidate clear and engaging in all forms of communication? Note their body language and how they interact with others.
During the interview, introduce them to other employees not involved in the interview process to gain other perspectives of their communication style and personality.
Do they ask thoughtful questions to learn more about your business?

Creatively Resourceful

As today’s culture focuses on reducing waste and consumption, it is becoming increasingly important for companies to establish responsible practices. Identify candidates who know how to maximize the resources available to them. Are they dedicated to responsible practices and saving the company supplies, time, and money? How do they make the most of the resources and budget available to them?

Hiring Tip

Look for clues that the candidate believes in consuming less and is committed to social responsibility.

Interview Questions

Can you share an example of a time when you had to be resourceful in your previous job?
What are some ways you make an effort to do more for less?

Strong Work Ethic

An employee with a strong work ethic sets goals for him or herself and works hard to get the job done well. They are not worried about their time spent in the office and are willing to stay late or come in early to complete their work on time. These employees typically produce quality work and have high levels of productivity.

Hiring Tip

Listen for examples of times they have exceeded expectations for previous employers. Ask about the candidate’s work ethic during the reference check.

Interview Questions

How have you gone above and beyond for previous employers? Please share an example and specific steps you took to get the job done.
What are some motivation techniques you use to achieve your goals?

Lover of Learning

An employee who shows an innate curiosity and desire to keep learning can go far in a growing company. They actively search for ways to learn both in their field and in their other areas of interest. Look for people who have passions and seek out new information and experiences, both professionally and otherwise.

Hiring Tip

When a candidate discusses their interests, notice their excitement about the topic and if you can sense their passion.

Interview Questions

What are some of your passions and interests outside of work?
How do you pursue and learn more about those interests?

Detail-Oriented

Will the candidate produce work that is clean and polished? Someone who is detail-oriented completes error-free work, good organization, and timeliness.

A detail-oriented employee is not necessarily a perfectionist, but someone who takes pride in producing high-quality, professional work. They review their work and fact-check themselves. Every employee represents your company in some way, so make sure they are doing so well.

Hiring Tips

Resumés and cover letters with multiple errors are red flags.
Consider pre-employment testing to assess this quality.
Do they reply in a timely manner and submit requested information accurately and on time?

Embracing of Mistakes

“Anyone who has never made a mistake has never tried anything new.” -Albert Einstein

Strong employees recognize that mistakes happen and admit to them. Even more, they embrace them as a learning experience. This indicates an able learner who is humble and ready to glean important lessons from every situation, even the not-so-pretty mistakes.

Hiring Tip

Note if candidates seem reluctant to discuss their mistakes or can’t think of examples of their failures.

Interview Question

What are three examples of failures and what did you learn from them?

Critical Thinker

Critical thinking is another vital skill that many employers forget to consider, only to pay the price down the road. A candidate with good critical thinking and analytical skills should be able to:

Identify patterns and trends in information and data affecting your business
Look deeper and ask questions about information and processes
Investigate ways to improve processes and help your company’s mission

Interview Questions

What are some examples of times you’ve had to process and apply information, workflows, or organizational crises?
How do you keep the big picture in mind and stay proactive about trends regarding your work/industry?

Hire the Right Candidate Based on Attitude

In the words of Richard Branson, “Hiring the right people takes time, the right questions, and a healthy dose of curiosity.”

Hire the right candidate by taking your time with the process. Ask questions that make candidates dig deeper, and make sure you know exactly what kind of person you want to bring onboard. A poor hire costs much more than spending some extra time and effort to find the right fit for the job.

Consider these qualities and hiring tips next time you are preparing to interview a candidate, and you’ll be on the right track. If you need more assistance tailoring your interview process and bringing on the right people for your company, contact BlueLion’s human resources experts at info@bluelionllc.com or 603-818-4131 today.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.