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June 3, 2024

MyMobileLyfe

Candidate ExperienceCandidate InterviewsCandidate RecruitmentEmployee RetentionEmployee TurnoverHiringHiring TipsMyMobileLyfePassive Job CandidatesRecruitmentRecruitment MarketingTalentTalent AcquisitionTalent RetentionTurnover

LeadershipProductivityRecruitment Marketing

Tips to Reduce Employee Turnover and Improve Your Hiring Process

Tips to Reduce Employee Turnover and Improve Your Hiring Process 0

Does your company struggle to retain employees, leading to constant hiring cycles? If so, your operation is losing out on valuable skills and tribal knowledge – and it’s also costing you money! According to Gallup studies, replacing a lost employee can cost anywhere between 50% to 200% of that employee’s salary. Proactive employee retention policies are almost always cheaper than rehiring.

MyMobileLyfe specializes in recruitment marketing services that enable long-lasting employee relationships. We know how to find – and keep – the best workers!

Offer more internal advancement opportunities. 

63% of workers leave their job because they feel they cannot advance their careers, and look to other businesses to move up the career ladder. In particular, refusing to promote an employee who’s “too good” at their current job is likely to drive them away.

Boost managers’ empathy and listening skills. 

“Bad bosses” are a perennial issue leading to resignations. This can typically be fixed simply by encouraging managers to help workers feel listened-to and valued in the workplace.

Offer flexible hours and/or WFH. 

According to Forbes, 98% of office workers would prefer to work from home at least partially – and 57% would consider quitting if WFH isn’t an option. Modern telecommunications make WFH a workable option for most sit-down office jobs.

Encourage feedback with clear communication channels. 

In our experience, employees want to help improve their workplace, but often lack clear channels for offering constructive feedback and “on the ground” suggestions for improvement. Let your employees contribute, and everybody wins.

Shut down office toxicity. 

Today’s workers have very little tolerance for toxicity in the workplace, with over 50% citing poor office culture as a reason for quitting. Take harassment complaints seriously, and make it clear your workers should feel safe at work.

Have clear and fairly-enforced rules. 

Few issues will tank internal morale faster than unclear or unevenly enforced rules. If workers get the feeling there’s a “two tier” enforcement system, those on the lower tier will look for other employers who will give them fair treatment.

Implement better family policies. 

In a Pew study, 48% of employees mentioned family/child-care problems as a reason for switching jobs. Help support your workers with families, and offer options that allow them to achieve a stable work/life balance which doesn’t require neglecting their family.

Choose a recruitment marketing partner.

Long-term employees begin as great new hires! MyMobileLyfe recruitment marketing strategies can find, attract, and engage prime talent before they even apply, granting you access to the best workers available. Contact us to learn more.

March 3, 2024

MyMobileLyfe

BusinessInternetmobilemobile technologyMobile TipsMobile WorkMyMobileLyfeRemoteRemote RolesRemote WorkVirtualWork From Home

BusinessInternetMobileMobile TipsRemote Work

Tips and Tricks for Remote Work in 2024

Tips and Tricks for Remote Work in 2024 0

For many people, remote work offers substantial advantages over those that require you to report to an in-person office. Fewer potential distractions, no commute, and greater flexibility are enticing benefits, but how can you increase your chances of finding this type of work in 2024?

Check out the following tips and tricks for helping you land a remote position this year:

Don’t lock yourself into your current industry and specialty.

Opening yourself up to a different industry and specialty can increase your chances of scoring a remote job. Some jobs are often more remote-friendly than others and can prove to be a good fit even if you lack specific experience in the field. These include jobs for language tutors, customer service representatives, sales representatives, community managers, tech support specialists, and tax preparers.

Update your CV to reflect remote work skills.

If you have experience working remotely, be sure to include this information on your resume. Even if you lack this specific background, include soft skills that will translate well into a remote job, including proven time management, organization, collaboration, and communication skills. Experience in relevant software can also help you land a remote job.

Look at international remote roles to expand your options. 

International companies are hiring more American workers than ever before, with the number growing by 62% last year. And the vast majority – 85% – are for remote positions. In particular, companies in the U.K., Canada, France, Singapore, and Australia often turn to the U.S. for remote workers.

Ensure you have the right materials and setup for working at home to increase your chances of success.

Making sure you have what you need to succeed in working remotely is important. You’ll need a dedicated quiet workspace away from the hustle and bustle of kids, pets, and other distractions. A reliable computer with a fast processor and sufficient memory to handle your tasks is also essential, as is a fast internet connection.

Although many companies have transitioned back to in-office work, it’s still very possible to find a remote position that’s a good fit for your skills and needs. These tips should give you an advantage that can increase your chances of landing the right remote position.

December 17, 2023

MyMobileLyfe

Candidate ExperienceCandidate InterviewsCandidate RecruitmentEmployee RetentionPassive Job CandidatesTalentTalent AcquisitionTalent Retention

BusinessRecruitment Marketing

Attracting and Retaining Top Tech Talent

Attracting and Retaining Top Tech Talent 0

Top tech talent is always in demand, leaving companies to compete for the best workers. Even once you make hires, it’s important to realize what it takes to encourage tech workers to stay at your company.

The following tips will help you attract and retain top tech talent:

Set realistic expectations.

It may be tempting to oversell your company’s growth opportunities in a job listing or initial interview to attract top tech talent. This is a mistake, according to Raconteur. Even if overselling attracts employees, they’ll quickly become dissatisfied once they realize the work isn’t what they expected.

Give your tech employees a sense of purpose.

It is important for all of your employees to understand where your organization is going and how they contribute to its purpose, Forbes says. Give your employees the necessary tools, let them know what you want to achieve, and then let everyone focus on producing those results.

Give them a value proposition.

You may be accustomed to offering a value proposition to your customers, Harvard Business Review points out, but this also needs to be a consideration when it comes to current and new hires. Salary is always important, but for talent retention, your company also needs to provide additional value, such as opportunities for growth or enticing employee benefits.

Make inclusivity a priority.

Having a diverse workforce is key to attracting and retaining tech talent, according to techspective.net. Commit to inclusion in your organization, and you’ll attract a diverse group of prospective employees who see themselves represented in your workforce. This will help them feel comfortable and valued within the company once they’re hired.

Make your work environment flexible.

The best way to ensure tech talent retention is by offering flexible work environments, a Deloitte study found. Tech professionals expect to have choices about their work, such as working fully remotely or having a hybrid work environment. About 46% of them would consider leaving an organization that stopped offering these options.

Don’t discount “soft” skills. 

Even among tech hires, “soft” skills are important, Deloitte points out. These include qualities that can’t be easily taught, such as leadership, communication, problem-solving, and collaboration. These types of skills are vital for the success of your tech teams, leading to greater talent retention.

Attracting and retaining top tech talent isn’t only about offering suitable compensation. By providing taking other important considerations into account like flexibility, inclusion, and a sense of purpose, you’ll be able to hire the ideal employee and increase the chance that they’ll stay with your company.

November 1, 2023

MyMobileLyfe

Hybrid EventsVirtual ConferenceVirtual EventsVirtual Programs

BusinessInternetLeadershipMobile technologyVirtual Events

Virtual Events And Why They Matter in Today’s World

Virtual Events And Why They Matter in Today’s World 0

In an era where digital connectivity shapes our daily lives, virtual events have become a powerful medium for businesses to engage their audience. Whether you’re a business owner, company leader, or CEO, understanding the significance of virtual events is pivotal. Let us look at some valuable insights into why virtual events have become indispensable in today’s ever-evolving business world.

Benefits of Virtual Events

For Organizers:

Cost-Efficiency: Hosting a virtual event significantly reduces expenses associated with venue rentals, catering, travel, and accommodation.

Global Reach: Virtual events break down geographical barriers, enabling you to engage a global audience without the logistical complexities of physical events.

Flexibility and Convenience: Virtual events offer the flexibility to schedule at your convenience, accommodating different time zones and busy schedules.

Data-Driven Insights: Robust analytics provide valuable insights into attendee behavior, preferences, and engagement levels, enabling you to refine future events for optimal impact.

For Attendees:

On the flip side, attendees also reap substantial advantages from virtual events. The most notable benefit is convenience. Participants can join from anywhere with an internet connection, eliminating the need for travel, accommodation, and time away from work or family commitments. This convenience extends to a global audience, enabling international collaboration that would be impractical with in-person events. Moreover, virtual events often offer increased flexibility in scheduling, allowing attendees to choose sessions that align with their availability and interests.

Pros and Cons

When considering in-person versus virtual events, it’s essential to weigh the pros and cons. In-person events foster physical presence, enabling spontaneous interactions and a tangible sense of connection. They provide a unique environment for hands-on experiences and live demonstrations, particularly relevant in industries like product exhibitions or performance arts. However, they come with significant logistical challenges, including higher costs, travel constraints, and potential venue limitations.

On the other hand, virtual events excel in terms of accessibility and scalability. They are cost-effective, eliminating expenses related to venue rental, catering, and physical infrastructure. Moreover, they are not bound by geographical constraints, allowing a global audience to participate. While virtual events may lack the tangible experience of in-person gatherings, they compensate with interactive features, robust networking opportunities, and a wealth of digital content.

The Potential of Hybrid Events

Hybrid events combine elements of both in-person and virtual experiences, offering the best of both worlds. They allow for a wider reach while still providing the valuable face-to-face interactions that in-person events offer.

Virtual events have become an integral part of modern business communication. By embracing this dynamic medium, you expand your reach, reduce costs, and gain valuable insights. As the business landscape evolves, integrating virtual events into your strategy is not just a trend but a strategic move toward sustainable growth.

September 27, 2023

MyMobileLyfe

Business CertificationDiversity and InclusionMBEMinorityMinority Business EnterpriseMyMobileLyfeNational Minority Supplier Development CouncilNMSDC

BusinessPress Releases

MyMobileLyfe Granted Minority Business Certification from the National Minority Supplier Development Council (NMSDC)

MyMobileLyfe Granted Minority Business Certification from the National Minority Supplier Development Council (NMSDC) 0

MyMobileLyfe, LLC is proud to announce its recent achievement of Minority Business Enterprise (MBE) certification by the National Minority Supplier Development Council (NMSDC). This certification is a significant milestone that highlights MyMobileLyfe’s commitment to diversity, inclusion, and excellence in both the business and marketing worlds.
The MBE certification is awarded to businesses that are at least 51% owned, controlled, and operated by minority individuals or groups, as defined by the NMSDC. This is a testament to MyMobileLyfe’s dedication to promoting diversity and equal opportunity in the business community.
Rick Hancock, CEO and President of MyMobileLyfe said:
“Undergoing the rigorous review and approval process was certainly worth it.  In the span of more than a decade that we’ve been in business, we’ve been fortunate to partner with companies of all sizes and classifications. The NMSDC certification will open more doors and opportunities for MML that we previously weren’t able to access.”
Achieving MBE certification reflects MyMobileLyfe’s ongoing efforts to expand its reach and engage with a broader range of clients and partners. This certification will enhance the company’s ability to participate in supplier diversity programs, securing new business relationships and contributing to its continued growth and success.
About MyMobileLyfe: MyMobileLyfe is a pioneering digital solutions provider dedicated to revolutionizing the way businesses and individuals engage with the mobile world. With a focus on mobile app development, AI-driven analytics, mobile advertising, and user-centric design, MyMobileLyfe empowers organizations to thrive in the mobile-first era. Through innovation and a commitment to excellence, MyMobileLyfe is shaping the future of digital experiences. Visit www.mymobilelyfe.com for more information.

September 1, 2023

MyMobileLyfe

Business OwnershipCandidate ExperienceCandidate InterviewsCandidate RecruitmentHiringMarketingPassive Job CandidatesRecruitmentRecruitment MarketingSocial MediaTalent AcquisitionTalent Retention

MarketingRecruitment Marketing

Recruitment Marketing: What it is and How to Use it Effectively

Recruitment Marketing: What it is and How to Use it Effectively 0

The quality of your workforce can make or break your company. As an employer, you need to hire professionals who know their craft to help you propel your business to new heights. But this is not an easy feat considering the competitive nature of the job market. This is where recruitment marketing comes in. Read on for more information about recruitment marketing, the best strategies to adopt, and what it can do for your business if you do it right!

What is Recruitment Marketing?

Recruitment marketing is a process that employs marketing approaches to attract and engage job seekers enough to want to apply to your organization and get hired. It aims to lead job candidates towards applying to open positions that your company needs to fill.

The process involves creating awareness of job availability, tapping into the interest of qualified candidates, and turning your potential hires into applicants whom you can take through the recruitment process. It is similar to enticing the hires you want to check out your job advertisements and apply.

Strategies for Recruitment Marketing

Recruitment marketing incorporates various elements that focus on positioning your company as the best place to work. Below are strategies you can use for your recruitment marketing to ensure you catch the eye of the best hires.

1. Employer Branding

Your company’s reputation and workplace culture and environment should not only mirror your mission and values, but also align with employee value proposition. A strong employee value proposition that caters to the needs of your workforce and sees them as more than a means to achieve your company’s bottom line can set you apart from competitors and make you a priority among the best candidates. This can be in the form of company salary and benefits, offering a flexible work culture, and championing for diversity and inclusivity during recruitment.

2. Social Media

Platforms like Facebook, LinkedIn, Twitter and Instagram can increase the success of your recruitment marketing. Utilize social media to advertise job openings to showcase your employer brand to your target market. It is a great way to connect with potential hires, promote job openings, and humanize your business in a way that appeals to the candidates you want to attract.

3. Employee Referral Programs

One way to fill your job vacancies is by having your employees refer top talent to your company! You can offer incentives to employees who refer the right hires to encourage future employee referrals. This way, your employees get to learn the type of candidates you need, be proactive in helping you get them, and ensure a cultural fit, which shortens the recruitment process

4. Candidate Experience

The candidate experience during talent acquisition must be positive if you are going to attract top hires.  As an employer or HR professional, ensure the recruitment process is simple, straightforward, and seamless. Design every step of your hiring process to provide a great candidate experience, right from job posting to the onboarding process. No employee wants to apply to a company that takes them in circles and ends up wasting their time and money without the certainty of being hired.

Benefits of Recruitment Marketing for Businesses

Some of the benefits your business will enjoy when you implement recruitment marketing the right way include:

  • Attracting high-quality candidates

  • An Increase diversity in the candidates you hire

  • Recruitment becomes more efficient and therefore cost-effective and efficient

  • You shorten the hiring process as you lead the right candidates into the hiring funnel toward the available job positions

Talent acquisition can be an expensive and time-consuming process. By adopting recruitment marketing strategies, you can speed up the process and build a formidable workforce that will propel your company to new levels of success!

April 4, 2023

MyMobileLyfe

BusinessBusiness DevelopmentBusiness GrowthCompanyDevelopmentExecutiveExecutivesGoalsGrowthLeadersLeadershipLeadership DevelopmentManagersTraining

BusinessLeadershipProductivityTraining

Creating a Successful Leadership Development Plan for Your Company

Creating a Successful Leadership Development Plan for Your Company 0

Leadership development is important for every business. It improves productivity, innovation, employee engagement, and customer retention and reduces employee turnover. A structured leadership development plan highlights how a company intends to train and help employees hone their leadership skills. 

In most cases, leadership development occurs in a formal classroom setting. However, individual leadership development plans, such as reflective journaling, coaching, and constructive feedback, are also effective. Implementing a leadership development plan helps businesses avoid the leadership gap that occurs following the unavoidable retirement or step down of current leadership. 

Below are a few tips for creating a leadership development plan. 

  1. Evaluate your business goals and needs

Identifying business needs and goals is crucial to creating a leadership development plan. This essentially involves identifying leadership qualities that can benefit your organization. Knowing what type of leader your company needs should be a priority. You should ask yourself the following questions:

  • How many leaders does your company need?
  • Are there notable gaps that need improvement?
  • Which strategies work well for your company?
  • How will the new leaders commit to organizational goals?
  1. Consult your employees

Employees play a key role in determining the success and productivity of the company. Therefore, you should ask for their perspective on leadership. Ask them what they want or looking for in a leader. They can help you identify leadership strategies that are working or not working in your organization. Taking their input can help you design an effective leadership development plan. 

  1. Define the type of leaders your company needs 

You should also define the type of leaders your company requires. For this, consider reviewing key business objectives and how they can be achieved. Below are a few tips to consider:

  • Create a detailed list of the skills you expect to see in leaders that fit your company profile. 
  • If one of the departments requires better leadership, create a different profile for the department.
  • Assess your current level of leadership. Use emails, anonymous tips, and feedback from your employees. 
  • Create a list of employees who are talented enough and interested in management roles.
  1. Identify the best method of development 

As mentioned, leadership development was traditionally hinged on formal programs. While they are effective, you should consider other leadership training methods, such as mentorship programs, working groups, and task forces. You should also choose between conducting in-house training or hiring a third-party company. 

Conclusion

Around 77% of companies struggle with leadership gaps. This explains why 89% of company executives agree that strengthening leadership development should be a priority for most companies. Having a leadership training plan can help your company mold successful future managers.

March 7, 2023

MyMobileLyfe

BusinessCandidate RecruitmentEmployee RetentionfeaturedHiringJob DescriptionsJob SearchPassive Job CandidatesRecruitment MarketingSuccessTalent Acquisition

BusinessProductivityRecruitment Marketing

How to Stand Out in Your Next Tech Job Interview

How to Stand Out in Your Next Tech Job Interview 0

There are indications that tech jobs have resumed the positive trajectory after slamming into reverse during the pandemic. Figures from the Bureau of Labor Statistics estimate that over 12,900 tech opportunities were created as of last year September. Interestingly, the number of job seekers remains at an all-time high, making the job market competitive. As such, succeeding in your next tech interview requires that you stand out from other applicants. Below are a few tips.

1. Understand your CV

While it seems obvious, many people don’t understand their CVs deeply, especially after applying for hundreds of positions. Besides tailoring your CV to suit the advertised position, memorize the version of CV you sent before the interview. This reduces the chances of going blank during the interview. Below are a few things to do with your CV:

  • Read the job description carefully – highlight transferable skills if your skills don’t match those required.
  • Have proof of success stories, key results, and challenges you mentioned in your CV.

2. Learn about your Employer

Researching your employer before the interview is also crucial. Check their website, social media, and featured stories in local and national media. For established tech companies, know the basics, such as their share prices, senior leaders, and company deliverables to customers, before sitting for the interview.

3. Show you are Always Learning

Tech is always evolving. Therefore, you shouldn’t stop learning after mastering a skill. If your specialty involves software, processes, and algorithms, show what you’ve been doing to keep up to date. If you recently completed a project that can help your employer, bring it up.

4. Prepare for Common Tech Interview Questions

Employers often use the interview process to learn more about applicants and their technical skills. Therefore, you should prepare extensively and expect tough questions. Simple questions, such as “why do you want to join this company? What are you looking for in this career move, and what qualities do you bring to this role” help potential employers gauge your suitability for the role.

You should also expect specific questions about your applied role. For instance, what experience do you have with specific technologies, or which problems have you solved using a specific technology? Depending on the vacant role, questions in the last stage become more complex. For instance, developers may be asked how to maintain a code base. Most employers also give candidates technical tasks to complete during the interview.

Conclusion

As you prepare for the interview, remember that new opportunities often come through professional connections and referrals. 30% of job candidates find opportunities from their networks. Therefore, you should keep expanding your network with professional peers and others.

August 29, 2022

MyMobileLyfe

Candidate RecruitmentCompany CultureEmployee RetentionLeadershipRecruitment MarketingSuccessTalentTalent Acquisition

Leadership

How Leadership Development Drives Talent Retention

How Leadership Development Drives Talent Retention 0

Leadership development is critical to any business looking to retain its top talent. Employees feel valued and recognized for their contributions and are more likely to stay with the company. Leaders who invest in their team’s development create a positive work environment that fosters creativity and productivity. By providing opportunities for growth and professional enrichment, businesses can keep their best employees motivated and engaged.

Leaders Are Not Born, They Are Made

Anyone can be a leader, regardless of age or experience. This is something that Gen-Z small business owners have learned from a young age. They are used to working outside of conventional hours, even on vacation. In a recent report released by the Microsoft store, A survey of 1,000 small business owners in the United States with 0 to 24 employees confirmed that 48% of Gen-Zers also have side hustles than 34% of the other generation.

A whopping 64% of Gen-Z confessed to conducting at least half their business on their phones, as opposed to the already high percentage of 48% from all age groups. These experiences have taught them that leaders are not born but made. Anyone can be a leader if they have the right skills and attitude. All it takes is a willingness to learn and the ability to adapt to change.

Exceptional Leadership

It’s often said that three qualities make up an exceptional leader: vision, integrity, and the ability to inspire others. A leader with vision can see the big picture and articulate a clear and compelling direction for their team. They possess a strong sense of integrity, which allows them to gain the trust of others. And finally, they can inspire others to achieve great things.

To ensure that your leadership team is set up for success, you need to:

  • Have a clear and concise vision for your business
  • Build a team of individuals with complementary skill sets
  • Create a culture of openness and transparency

Elements For Changed Leadership

Change leadership and talent development are two interrelated topics. Leaders need to be able to drive change within their organizations and have the talent to make that happen. Talent development is about creating a pipeline of future leaders who can step up and drive change when needed. Four fundamental elements create change leadership and also drive talent:

  • A clear vision for the future. Leaders need to be able to articulate where they want their organizations to be in the future, and they need to have a clear plan for how to get there.
  • The ability to build consensus. Change leadership requires the ability to build consensus among diverse stakeholders.
  • The courage to take risks. Leaders need to be willing to take risks to achieve their vision.
  • The skills to develop talent. Leaders need the skills necessary to identify and develop talent within their organizations.

Leaders are not born, they’re made. Anyone can learn the skills necessary to be an effective leader with the proper training and development. Exceptional leadership results from taking the time to understand yourself and your team, setting clear goals, and providing the support employees need to succeed. If you’re looking for ways to develop changed leadership in your organization, start by considering these essential elements, and before you know it, talent retention will be your thing.