Business.com

Business.com

5 Ways Small Business Retailers Can Win Social Media

Posted: 13 May 2019 12:00 PM PDT

Social media as we know it got its start in the early 2000s. Sites like Myspace, Facebook, LinkedIn, Twitter and YouTube came out at that time, and they've grown like wildfire ever since. It's estimated that there were 2.77 billion social media users around the globe in 2017. Many dismissed social media as a fad, but the past decade and multibillion-dollar valuations for companies like Facebook have silenced any naysayers.

To drive the point home even further, it's estimated that there were 80 million SMB Facebook pages as of 2018. To put that in perspective, there were only 1,128,112 retail establishments in the United States as of the last census taken in 2007. I think it's safe to say that social media isn't a passing fad and that investing in a business page, retail or otherwise, is a rule rather than an exception.

As a retailer, you know how important it is to connect and build relationships with your customers. From the niche boutique hosting an invite-only wine tasting to merchandisers running loyalty programs, customer loyalty, brand affinity and repeat business is essential for growth. With retail facing uncertain times, social media can provide a competitive advantage for retailers being forced to compete against e-commerce behemoths like Amazon, eBay and Walmart by focusing on the very things that set them apart: locality, independence and their small size. Let's dive into the five advantages that small retailers have when it comes to using social media.

Editor's note: Need online marketing help for your business? Fill out the below questionnaire to have our vendor partners contact you with free information.

 

1. You're more connected to your customers.

The biggest retailers can leverage their brand recognition, vertically integrate their supply chain and take advantage of economies of scale to pass discounts to their customers. When it comes to price, smaller retailers often can't compete with the likes of Amazon and Walmart, but social media is one area where size does more harm than good. Larger businesses aren't all that personable. Their human component is often relegated to a vaguely relatable stock photo you swear you saw somewhere else. This is where being a small business retailer gives you a competitive edge. Founder narratives, community involvement and personal touch are the human components you can provide that the big guys often don't.

Somehow, I don't see Amazon congratulating the local high school football team on winning the championship this year, but a local small business retailer certainly could (and should).

2. Social media is tribal.

Social media organic audience growth is premised on the idea that, as people connect with your branded business page and interact with what you post, the interaction will be visible to a second audience of that person's digital friends. Often, those will be other local people with similar interests. Small independent retailers often develop a unique brand, line of products and business aesthetic that sets them apart.

Coffee shops, restaurants, boutique stores and many other independent retailers craft their image to appeal to a certain audience. The more defined you are as a brand, the more likely you are to develop your digital tribe that resonates with your aesthetic and messaging. Go ahead – invest in that quirky sign and wall mural.

3. You can cultivate your reputation.

It wasn't all that long ago that small business retailers only suffered setbacks or found success through word-of-mouth marketing. Today, that's gone digital. Google has business pages, Yelp and Facebook host reviews, Twitter can be used to publicly praise or chastise a business, and Instagram hashtags can be used to curate branded user-generated content. Social media has opened a can of worms or an opportunity, depending on your perspective. Responding to negative reviews in a timely fashion is a must, and cultivating positive reviews pays dividends.

Small retailers have an advantage when it comes to reviews, as their reviews are generally viewed as more trustworthy. Products found on Amazon, Walmart and other big retailers are often susceptible to manipulation. The sites make a concerted effort to remove fake reviews, but their sheer size makes it nearly impossible to catch every fake review, whereas a small retailer will often have a smaller pool of reviews that can be examined by would-be customers to confirm their authenticity. Send your customers thank-you cards and emails asking them to submit a review. Often, just asking is enough to get some reviews online. If a negative review comes in, reach out to the customer publicly to show that you take their feedback seriously. Offer to remedy the situation in a mutually agreeable way. Going the extra mile to resolve that blotch on your online reputation is often more than worth it.

4. Local retail benefits the community.

Shopping locally has tremendous benefits. It strengthens the local economy, creates jobs and keeps capital circulating back into the pockets of other local businesses. Consumers are more conscious of this today than ever before, as they've seen Main Street shops struggle and close down, and there's a serious impetus to reverse the trend in favor of local consumption at independently owned business establishments. The trend is likely to continue, as environmentalism and the waste of long-haul transport has become a prominent political talking point in the national discourse.

As a small business retailer, odds are you have a local storefront. Playing to this ethos through social media with humanized posts related to your community, the people in it, and your role in supporting the community will pay dividends.

5. Engagement is in your corner.

Social media metrics can overwhelm even the most data-savvy person. With so much information available, it can be tough to hone in on what really matters. Should you focus on how many followers you're gaining, your audience demographics or the time of day your users are online? Yes, all of the above, but only after focusing on your engagement metrics. Everything else is secondary.

Posting every day isn't recommended; rather, you should focus on making sure any posts that do go out are geared toward generating engagement. Keeping things candid, relevant and timely goes a long way toward generating engagement. If you're only talking about yourself, then your message will probably fall on deaf ears. Social media advertisements are better suited for self-promotion.

Social media's future outlook

As we roll into 2019, now is the time to start setting your intentions for social media if you haven't already. 2018 was generally a good year for retailers. Buoyed by tax cuts, the U.S. economy beat out expectations and grew by 2.6%, with the lowest unemployment rate in nearly 50 years, but 2019 is looking less certain. Trade tensions between the U.S. and China, tariffs, and an uncertain stock market has muted even the most vociferous pundits when it comes to clear-cut predictions.

That being said, social media is one area where a savvy retailer could focus their marketing efforts today so they are prepared for the leaner times that may lie ahead.

Amazon Program Offers Employees $10K to Start Delivery Service Businesses

Posted: 13 May 2019 11:53 AM PDT

  • Since its creation, the Amazon Delivery Service Partner program has helped create more than 200 small businesses.
  • For the first time, the program is offering a $10,000 incentive for Amazon employees who leave their job to start a package delivery service.
  • Amazon's employees in the U.K. and Spain can also participate in this opportunity.

Amazon employees are getting an opportunity to become business owners, as the online retail giant announced earlier today that it would be expanding its Delivery Service Partner program. Created last year to encourage drivers to start their own package delivery services, the program now includes additional incentives to make the transition easier.

Dave Clark, senior vice president of worldwide operations at Amazon, said the program's expansion came after nearly a year of "overwhelming interest."

"Tens of thousands of individuals ... applied to be part of the Delivery Service Partner program, including many employees," Clark said. "We've heard from associates that they want to participate in the program but struggled with the transition. Now we have a path for those associates with an appetite for opportunities to own their own businesses."

What program participants get

Officials said the Delivery Service Partner program has facilitated the creation of more than 200 small businesses throughout the U.S. since its inception in June 2018. Thousands of new package delivery jobs were created as a result, bolstering the number of vehicles on the road dedicated to getting Amazon packages to their destinations.

Previously, the program gave employees – or any entrepreneur - access to Amazon's delivery technology, hands-on training, and discounts on things like Amazon-branded vans, uniforms and insurance. At the time, officials said successful delivery business owners could earn upward of $300,000 per year with a fleet of 40 vehicles. Naturally, a small business won't get that big overnight, but Amazon was betting that some startups would grow into successful partners.

With today's announcement, Amazon is also including a $10,000 incentive to cover startup costs, as well as three months' pay, to encourage Amazon employees to participate in the program. Employees who opt in to the program will leave the company "so employees-turned-business-owners can more easily get their package delivery companies off the ground."

With Amazon's growing use of automation at its packaging facilities threatening to replace jobs by the thousands, the Delivery Service Partner program and other initiatives offer workers assistance in pursuing other careers.

Amazon announced that workers in the U.K. and Spain will also get a shot at starting their own delivery services.

How Amazon benefits

As the world's largest online retailer, Amazon has a lot of moving parts. Customers, however, don't generally care how an item gets to them, as long as it's quick.

In recent years, Amazon has tried to speed up the process by adding outside contractors to the equation. Programs like Amazon Flex, which acts as a sort of Uber for packages, enabled the company to crowdsource its delivery apparatus but often drew negative attention. Codifying the entrepreneurial side of Amazon delivery services by giving startups access to its technology could standardize the entire process.

While Amazon will likely shell out a lot of money through this program, there's something to be said for the overall savings the corporation could realize. With more of its own drivers on the road, the mega-retailer will steadily decrease its reliance on traditional shipping methods like the USPS, UPS and FedEx.

The company's push to fuel its own package delivery services could help it reach its recently announced goal of offering one-day shipping to all Amazon Prime members. Amazon announced last month that it would spend approximately $800 million this quarter to reduce the default Amazon Prime shipping time by a day for more products.

6 Key Factors for a Successful Digital Transformation

Posted: 13 May 2019 10:59 AM PDT

The last few years have shown an obvious need for technological modification. However, despite the interest in this process, the digital transformation leads to many difficulties in its implementation. Every company whose management makes such a decision has a long way to go.

Based on my own experience, I decided to share a number of tips that will help you avoid common mistakes and make your business digital transformation process truly successful.

1. Document the transition to digital.

Properly introduced control elements play an important part when any initiative is implemented. These are the main control functions, which companies often wrongly neglect:

  • System status reports
  • Progress tracking
  • Assembly and deployment automation
  • Automation platform tests
  • System performance monitoring

2. Observe consistency.

Digital transformation can be for the short or long term, but in any case, it has to be consistent. Few companies have the required resources to implement it in a short time. Most businesses choose long-term initiatives.

Moreover, regardless of the implementation model, modifications have to be well planned and consistent. Otherwise, the company risks finding itself in a difficult situation.

The transition should be planned for a reason as well, as it will simplify the company's economic efficiency assessment.

3. Ensure integration with legacy systems.

It is quite hard, if not impossible, to instantly switch from the old to the new, especially when we are talking about a large company with a complex structure and elaborate processes. Within a certain period of time, it will probably be necessary to ensure the simultaneous function of a number of old system components with new ones.

At Lvivity, we are convinced that progress in small steps is a key factor that allows you to reduce risks. It is necessary to replace old systems with new services carefully, creating integration interfaces and transitional solutions.

4. Emphasize employee engagement.

The enthusiasm and involvement of company employees is necessary to efficiently implement digital transformation with a view toward achieving long-term goals. Employees should be interested in transformation as well. By skipping this element, the company management will have a hard time communicating their strategy to them and creating a cohesive team that will work on digital transformation processes.

To implement changes at the operational level, you can create a cross-functional team consisting of department employees who are responsible for certain aspects of the process.

5. Be transparent.

The transformation process changes the usual conditions and takes people out of their comfort zones. Taking into account that many departments participate in the process, discussions about distributed responsibilities often arise. Decision-making transparency is the most effective strategy under such circumstances.

First of all, there are possible particular fears for employees or individual top managers who are afraid of losing their importance or position. Others are scared of the uncertainty of the situation. Still others develop vigorous activities at the wrong time and in the wrong place.

There is always a small group of people who are willing to sacrifice the company's long-term interests for their personal benefits. Therefore, it would be better for management to explain to their employees what actions they are going to take and what they expect the team to do.

6. Find a good technical partner.

You may think of digital transformation as a project that will have to be completed sooner or later. However, a more correct approach to it is to perceive it as a permanent process that constantly requires improvements.

To speed up transformation implementation to its maximum, it would be best to entrust the system support and integration to a dedicated team. It will also implement customer support on demand, making it as fast as possible.

These are some other benefits of onboarding third-party IT specialists to solve such issues:

  • Possible risk reduction
  • Time-consumption reduction
  • Long-term cost reduction
  • Mentoring and leadership for employees

Why is digital transformation necessary? 

Just like a living organism adapts to changing environmental conditions, digital transformation allows your business to quickly respond to external economic factors and market dynamics.

Its benefits for business are obvious. The decision-making and operation speed increase, and labor costs and other expenditure necessary to perform certain actions are significantly reduced. As a result, we get lower production costs (be it for a product or a service), and the company increases net profit from selling it.

Nowadays, companies of any level are forced to adapt to changes in the global economy and use innovative approaches. Otherwise, competitors will gain all the profit because they will become more flexible and adapt more easily to modern technologies of doing business.

Legal Protections for Transgender, Nonbinary and Gender-Nonconforming Employees: What You Need to Know

Posted: 13 May 2019 10:16 AM PDT

Kryss Shane, a leading LGBT+ expert at ThisIsKryss.com, said failure to comply with equality regulations can be detrimental to a business's health.

"Employers whose behaviors lead them to be accused of discrimination against LGBT+ people often end up with a public relations nightmare," Shane told business.com. "Boycotts and lawsuits can result in a significant drop in business or even lead to the closing of a business."

Although society is making small strides toward inclusion, there is still a tremendous amount of work that employers need to do to close the gap. According to the recent U.S. Transgender Survey, transgender people are still frequently a target of employment discrimination in the United States, with 1 in 6 reporting employment discrimination.

Gillian Branstetter, spokesperson for the National Center for Transgender Equality, said that transgender people are three times more likely to be unemployed than the general population, fueling the high rates of poverty and homelessness among transgender people.

The statistics for all transgender, nonbinary and gender-nonconforming employees are staggeringly similar. As the U.S. edges toward inclusion, employers should be aware of, and abide by, any new or existing equality policies.

Discriminatory practices to avoid

There are many actions in the workplace that can be identified as discrimination against transgender, nonbinary and gender-nonconforming employees. These actions can range from small transgressions to major offenses and should be avoided at all costs.

"Paying someone less for the same work, firing someone, moving someone away from client-facing roles, or mandating a dress code that does not align with a person's sexual orientation and/or gender identity in general or after an employee comes out to their employer are all discriminatory practices in the workplace," said Shane.

Additionally, Branstetter listed the following as inappropriate behavior to avoid in the workplace:  

  • Refusing to use someone's correct name and pronouns
  • Outing someone as transgender against their will
  • Asking invasive or inappropriate questions about a transgender person's healthcare or anatomy
  • Making rude jokes or comments about a person's transition or appearance
  • Retaliating against someone who reports anti-transgender treatment
  • Denying someone a promotion or job opportunity because they are transgender

Whether the listed behavior is illegal or not, it is important to be aware of what inappropriate offenses should be prohibited in your workplace.

Federal anti-discrimination laws

Under Title VII of the 1964 Civil Rights Act, employers are prohibited from discriminating based on race, color, religion, sex or national origin. However, the ambiguity of this law allows room for speculation and disagreement as to whether the same protections apply to people based on gender identity and sexual orientation.

Although there are no official federal anti-discrimination laws to protect transgender, nonbinary and gender-nonconforming employees, the Supreme Court is taking on three cases that could determine whether federal anti-discrimination laws (i.e., Title VII) should also apply to factors such as gender identity and sexual orientation in the workplace. These cases are said to be part of the court workload starting in October 2019.

City and state anti-discrimination laws

Although there are no federally mandated protections for LGBT+ people yet, many local officials are making strides for equality and human rights. Because of this, there may be legal protections for you to follow based on your city or state.

"Twenty-one states and over 300 municipalities currently have laws prohibiting anti-transgender bias in the workplace," said Branstetter. "Many others have issued bulletins prohibiting discrimination among state contractors or within state employee systems."

Each state varies in its level of protection, so it is important for you to learn about your region-specific laws. According to Shane, these laws are not always based on the size of the city or the way the state votes as a whole, so knowing one's own state's laws is crucial to ensuring that your business is compliant.

What employers can do

It is important to understand how your employees identify themselves so you can properly address them and comply with their needs. To do this, you should first familiarize yourself with the correct definitions of terminology like "transgender."

PFLAG defines "transgender" as a term describing a person's gender identity that does not necessarily match their assigned sex at birth. It can sometimes be referred to as "trans," "female to male (FTM)," "male to female (MTF)," "assigned male at birth (AMAB)," "assigned female at birth (AFAB)," "genderqueer" or "gender-expansive."

Other common terms you should have a clear understanding of are "gender," "cisgender," "gender nonconforming," "intersex," "LGBTQ+" and "nonbinary." Although definitions can vary by state, you can find a complete definition of working terms on the PFLAG National Glossary of Terms.

Regardless of the lack of comprehensive state or federal anti-discrimination laws, employers can enhance diversity and inclusion in the workplace by making and enforcing their own internal policies.

"[Employers] can add 'sexual orientation and gender identity' to their own nondiscrimination policies and hold themselves accountable," said Shane. "This can provide great opportunities to hire the best in the industry, as it does not allow for discrimination to occur the way it may in competitors' businesses, which can give your business a great advantage."

When you introduce new inclusive policies into your company handbook, be sure to host mandatory training seminars to inform your staff of the changes. If you are still unsure of how to create a diverse and inclusive workplace, you can reach out to LGBT+ experts for assistance in ensuring that your business practices are LGBT+ inclusive.

"It is not a matter of if a transgender person will join your workplace, but when," said Branstetter. "Discrimination against transgender people can be prevented with HR policies reflecting the legal and moral necessity to foster an inclusive workplace."

Product Prototypes: What Stage Are You In?

Posted: 13 May 2019 10:00 AM PDT

The purpose of prototypes is to verify your product works as intended. If the prototype fails, then the product will not work as it should and redesign is needed. However, if the prototypes work, then you can proceed with the design or manufacturing stages and start to market your product with the prototype.

Don't assume your CAD files are always correct. A physical prototype will always trump renderings on a computer screen. This is what makes prototypes so crucial: They are a means of verifying your CAD designs.

Proof of concept (PoC)

The earliest version of your product is called the proof of concept. It is the single most crucial part to test the functionality of the product and verify your design concept was engineered correctly and works. The PoC won't be pretty and most likely will not use mass-produced materials, and that's OK – this prototype is only meant to confirm the validity and viability of your idea.

If the PoC fails, then the concept does not work and a new concept will be needed.

Functional prototype

A functional prototype is when all of the mechanical and electrical components work as intended. The goal of this prototype is to have the product work exactly as the product was designed to function. Usually, you won't get this right off the bat. Specific design changes are typically needed to have the product functionally work as intended. However, it usually won't look like the final version, which is the purpose of the following prototype.

Aesthetic prototype

Nowadays, a product needs to be more than just functional. The color, shape and feel should evoke a positive response from your end buyer. The goal of an aesthetic prototype is to provide you with a physical sample of how the product will look and feel. Consumers may prefer rounded edges over sharp corners or softer materials as opposed to hard ones – difficult to grasp from just renderings. While you can get an idea of the colors with renderings, it's always best to verify this with a physical sample.

An aesthetic prototype will need to answer the following questions:

  • Does the product have the correct color combinations for the target audience?

  • Does the product have the desired shape for the target market?

  • Does the product feel comfortable when you are using it? Is it ergonomic?   

If the sample looks great and is ergonomic, then the aesthetic sample is accepted.

Golden sample

The golden sample is completed after the functional and aesthetic prototypes are accepted. The goal is for it to be both functional and aesthetically appealing. It's a combination of the accepted functional sample and the aesthetic sample.

This is also the sample right before production – essentially a pre-production sample. The golden sample will be referenced when your manufacturing partner puts together the production documents (e.g., work instructions) and quality documents (e.g., inspection procedures).

The golden sample is proof your product can be made with the specific materials and that it is both functional and aesthetically accepted by your desired market.

The golden sample is multifunctional and can serve the following functions:

  • A sample to give buyers

  • A hook for your crowdfunding campaign

  • Confirmation of your production pricing

  • Development of production and quality reports

  • A production schedule

Usually, the product's packaging should be included as well.

Pilot run

For the first round of production, there will be a small trial run to ensure production runs smoothly. This is the pilot run. The pilot run is a small percentage of the purchase order, around 5-10%, and takes place to ensure production will run as expected. The primary purposes are to check for unforeseen quality defects and to make sure production can run smoothly with no hiccups.

Once the pilot run is complete, you can proceed with producing the remaining 90-95%. The pilot run might not be seen as an actual prototype, but samples will be taken and stored by your manufacturer to verify future orders.

Using these different variations of prototypes as a guide, you'll be able to find success testing your product and meeting customer demands. 

How to Age-Proof Your Resume

Posted: 13 May 2019 09:00 AM PDT

Writing a resume can be difficult for everyone, but for those 50 years of age or older, it can be even more difficult. Maybe they've been out of the workforce for some time, or they haven't been able to keep up with the latest processes and technologies. The good news is that AARP and TopResume have partnered to help those in that age group.

"Resume writing is crucial as more and more older workers stay in the workforce, often looking for new jobs, or even new careers," said Susan Weinstock, AARP vice president for financial resilience programs, in a press release about the collaboration. AARP now offers a resume advice and professional writing service to help baby boomers feel more comfortable applying and interviewing for new jobs.

Follow these tips when updating your resume

There are also things you can do on your own to boost your chances of landing a new job. Amanda Augustine, career expert for TopResume, offered 13 tips to help older job seekers with their resume:

1. Focus on your recent experience. The further along you are in your career, the less relevant your earlier experience becomes. The last 10 to 15 years is really what matters, so focus on detailing those years of experience that are related to your job search. If you really want to add older work experience, add it to a section of your resume called "Career Note."

2. Eliminate older dates. Not every position you've held needs to have the start and end dates listed on your resume. Remove the dates related to work experience, education and certifications if they don't fall within that 10-to-15-year window.

3. Limit your resume to two pages. Recruiters spend less than 10 seconds reviewing each resume and application that comes across their desk before deciding if the candidate deserves further consideration. If you want your resume to be noticed by hiring managers, keep it short so they get the gist of your work history within that 10-second timeframe.

4. Avoid a "jack-of-all-trades" approach. Although you might have held multiple roles throughout your career, your resume should be tailored to support your current career objective rather than providing a general summary of your entire work history.

5. Optimize your resume with keywords. Improve the chances of your resume making it past the applicant tracking system and on to a human by adding keywords within your resume from the job description.

6. Upgrade your email address. Don't give employers a reason to believe you aren't tech savvy. Ditch your AOL or Hotmail email account for a free, professional-looking Gmail address that incorporates your name.

7. List your mobile phone number. Only list your cell phone number on your resume so that you answer the phone yourself in addition to controlling the voicemail message potential employers and recruiters hear.

8. Join the LinkedIn bandwagon. If you've avoided using LinkedIn in the past, now's the time to create a profile that promotes your candidacy to employers. Once your profile is complete, customize your LinkedIn profile URL and add it to the top of your resume.

9. Showcase your technical proficiencies. Show employers that you've kept up with the latest tools and platforms related to your field by creating a small section toward the bottom of your resume that lists your technical proficiencies.

10. Customize your online application. Small tweaks to your resume can make a big difference in determining whether your online application reached a human being for review. After reviewing the job listing more closely, make small edits to customize your resume so that it clearly reflects your qualifications.

11. Ditch the objective statement. Avoid using a run-of-the-mill objective statement that's full of fluff and focuses solely on your own wants and needs. Instead, replace it with your elevator pitch, which should be a brief paragraph summarizing your job goals and qualifications.

12. Aim for visual balance. How your resume is formatted is just as important as the information itself. Focus on leveraging a combination of short blurbs and bullet points to make it easy for the reader to quickly scan your resume and find the most important details that support your candidacy.

13. Focus on achievements, not tasks. At this point in your career, recruiters are less concerned with the tasks you've completed and more interested in learning what you've accomplished. Use bullet points to describe the results you've achieved and the major contributions you've made that benefited your employers.

"It may be unfair, but age discrimination is a real thing in today's workforce and job search," said Augustine. "Some employers are concerned that candidates of a certain age aren't looking for a long-term gig because they're close to retirement."

People might not want to admit it, but there is a fear among businesses that they won't get what they need from older applicants. Augustine added that one of those fears is that older workers aren't tech savvy, or they are resistant to change, which might make them difficult to train and, ultimately, harder to work with.

"It's important for 50-plus candidates to dispel these concerns on their resume and cover letter as well as during the interview process," said Augustine.

Keep your skills sharp and relevant

One of the biggest fears of applicants age 50 and older (and employers) is that the skills those workers will come in with aren't as up to date or necessary to get the job done. There are ways, though, to keep your skills sharp and develop new ones.

"Many free or low-cost online courses are available through sites such as edX, Coursera and Skillshare," said Augustine. "If you prefer in-person training, seek out programs through your local library or college." 

Augustine also suggested, for those interested in improving technical skills, turning to AARP.  AARP now offers free technology training in various markets around the country. It's a good way to brush up on existing skills and learn completely new ones.

Updating your resume isn't enjoyable, no matter what age you are. But it does get harder the older you get, an unfortunate reality of our society. Thanks to TopResume and AARP, steps are being taken to make the process less daunting and more successful.

Red Flags to Watch for When Hiring a Freelancer

Posted: 13 May 2019 09:00 AM PDT

Sometimes you get what you pay for, and sometimes you don't. Over time, it is possible to build a reputable pool of freelancers that you trust and can work with easily.

Yet, finding freelancers when you don't have any experience, or are looking for new talent, is difficult. Luckily, there are a few red flags to avoid when hiring freelancers, no matter their specialty, that can save you from hiring someone who may not fit your company for whatever reason. Below, members of YEC share the key red flags they look out for when reviewing freelancer profiles and resumes.

1. Unrealistically low rates

"Wise men say you get what you pay for. If the rates are too low, this should cause suspicion. There is a reason why their service is so cheap, and you won't save any cash by hiring an underqualified person. You might even spend more money on fixing all the mess they've made. Always hire based on the value that a freelancer can bring to the table." – Solomon Thimothy, OneIMS

2. Hourly rates

"Hourly rates versus rates based on deliverables are key red flags for me. Whether I'm hiring an attorney, a programmer or a contractor, I always make sure they charge me based on the final completed project. I stay clear of professionals who charge by the hour, as there is little accountability for their time and I find I often end up getting invoiced to death for incomplete work." – Thomas Minieri, Minieri & Company

3. No pending jobs

"You might be hiring a talented freelancer to outsource to and [have] already reviewed their rating and work done. However, if they are as good as they say they are, they will always be in demand and already working on multiple projects. Being idle for a long time shows that people are not hiring them again or something is off." – Eugene Gold, WOW Payments LLC

4. Fake 5-star reviews

"Unfortunately, when trying to find freelancers on Upwork or other sites – especially for such things as software development services – there is a huge problem with freelancers holding the work product (e.g., the software's source code) over the client's head until they receive a 5-star review from that client. This leads to unenthusiastic 5-star reviews that are obviously short and insincere." – Keith Shields, Designli

5. Bad or no reviews

"Virtually every website that allows business owners to connect with freelancers has a review system. If I notice no reviews or even some negative reviews, it sets off a red flag for me. If there are multiple bad reviews that seem to point out the same problem, I'll usually steer clear of that freelancer." – Syed Balkhi, WPBeginner

6. Spelling errors

"If a freelancer hasn't taken the time to comb through their profile for spelling and grammatical errors, then that's a big red flag for me. It comes across as unprofessional and demonstrates that they're quick to submit work before making sure it's top quality. As a freelancer, that lack of attention to detail is concerning." – Stephanie Wells, Formidable Forms

7. Generic, copy-pasted profile

"If it seems like a freelancer's resume or profile has been copied and pasted from somewhere or seems awfully generic, it probably is. A quality freelancer won't let an unedited, unpolished profile deter them from receiving job offers, so if it seems like theirs matches that description, you can bet their work will turn out the same way." –Chris Christoff, MonsterInsights

8. Cluttered portfolio

"Freelancers usually know that an empty portfolio on their profile doesn't look good at all. To compensate, they may put everything they have ever done in their portfolio. However, a cluttered portfolio is a red flag, indicating a lack of focus [and] care and even insecurity. An organized, updated, relevant and specific portfolio suggests that the employee also possesses these same qualities." – Shu Saito, Godai Soaps

9. A low repeat-hire rate

"I have spent more than $1 million on freelancers and have learned some valuable lessons. The key statistic I look for is repeat-hire rate. Some platforms display this percent in fine print, and [for] others, you need to dive deeper into who is leaving the reviews. Quality freelancers have customers that continue to offer work. Look for a repeat-hire rate more than 20%; anything lower is a red flag." – Brian Greenberg, True Blue Life Insurance

10. Slow response

"One key red flag when it comes to reviewing a freelancer's profile is how long they take to respond to your email. If you have to follow up for a response from them, it's not a good sign at all. It may be that they're not really interested or working for different clients and have hardly any time to reply to your email. I'd hire someone who's keen on maintaining a high level of communication." – Kyle Goguen, Pawstruck

11. Lack of references

"If the applicant does not have references or links to their prior work, it is a red flag. A quality freelancer should have references from the prior businesses they have worked with. Additionally, a good freelancer will typically show off their prior work in order to attract new employment opportunities. If neither are present, you should consider other applicants." – Matthew Podolsky, Florida Law Advisers P.A.

12. Extravagant promises

"It is always a red flag if a freelancer portrays themselves as overly versatile. If they say they can do everything, it is a bad sign, as they may lack the specialized skill you require and are overselling themselves. Make sure you check their samples to contrast their promises with their work to see if there are any discrepancies. This will help you figure out who is authentic and who is not." – Abeer Raza, TekRevol

Play Video Games at Work: Fortnite for Team Building

Posted: 13 May 2019 06:00 AM PDT

Team-building exercises usually elicit more cringes than excitement among workers. Trust falls, building newspaper towers and other forced interactions can sometimes hurt team cohesion.

To combat the negative vibes that sometimes come from team-building activities, many businesses are choosing activities that appeal to a younger workforce. While that could mean visiting a local escape room or throwing axes, the team at Podium has found an action-packed activity to facilitate bonding between co-workers: Fortnite.

"I think that games have been vital … throughout human history," said Podium CEO and co-founder Eric Rea. "As the CEO of a company that is 89% millennial, I think that Fortnite is our generation's version [of that concept]." 

With colleges offering Fortnite scholarships and the game generating more than $200 million in a single month more than a year ago, there's no doubt that the popular Epic Games title still holds the attention of large swaths of the population.

While the game's popularity explains the Podium team's interest in it, how does playing Fortnite help build trust and cooperation among Podium's employees? And what can other businesses learn from this company's unconventional approach to team building?

From the boardroom to the "Battle Bus"

Games like Fortnite, PlayerUnknown's Battlegrounds and Apex Legends are wildly popular with millions of players. These "battle royale" games drop up to 100 players onto a play area where they are forced to find their own weapons and supplies before taking on opponents. The last player or team of players left standing wins.

Fortnite is the most popular game in this genre because it is free to play. Once celebrities and major streamers on Twitch (those with more than 40,000 regular viewers) started playing it, kids took notice, and soon, so did parents. Rea said it wasn't his team but their children who initially brought the game to the company's attention.

"One of the members of our executive team came back from the weekend telling us about this game that he played with his two sons and that it was something we should check out," said Rea. "Within a couple of days, we were completely into it."

Since the game is playable on Android and iOS devices, Rea said the team quickly downloaded the app and began playing together when possible. Soon, they were able to get in games that were "quick enough that we could fit [it] into our schedule as a break."

"Whether we were in a SkyClub waiting for our flight or finished a meeting early, it was a quick reward we could jump into and enjoy," he said. "It's just a common thread that transcends differences or hierarchy, and it's paid off big for us."

Remaining clutch inside and out of the game

Video games and responsibilities don't generally go hand in hand. Players can easily get caught up in the action and lose track of time while playing them. Because of the game's short matches, Podium hasn't had this problem with its employees.

"I think that is kind of the stereotype of gaming culture that hasn't really played out here," said Rea. "Fortnite is also great in that a match typically only runs 20 minutes, so you can fit in a game and get back to work really easily."

Perhaps the key element to the team's use of Fortnite as a means of team building is the cooperative nature of the game. When playing on a team, players have to call out enemy positions and share provisions when necessary. That level of cooperation can easily be found in other video games.

With roughly a quarter of Podium's staff now engaged in regular Fortnite battles, Rea said he's noticed an increased amount of cohesion between departments as barriers built in the workplace get destroyed online.

"What was interesting was how quickly [Fortnite] became part of our routine ... We weren't going into it thinking that it would make us a more cohesive leadership team, but developing roles and communicating as a squad in the game actually translates well into real life," said Rea. "Being able to have the C-suite, project managers, sales reps and the office manager all playing on the same squad has been helpful in maintaining touchpoints that can be difficult."

Even though video games like Fortnite generally do nothing for the business's bottom line, Rea said the game has helped certain team members break out of their shell.

"When we were getting better as a squad, it sounds cheesy, but we actually developed leadership roles within the game that would all rotate," he said. "You could be the alpha one game and run cover the next. When that game is immediately followed by actual work, you start to see different beneficial interactions emerge that I don't know we would have had without the gameplay beforehand."
Posted by: at

No comments:

Post a Comment

Subscribe to: Post Comments (Atom)