With the rise of remote work and the increasing reliance on digital communication, virtual interviews have become one of the primary ways for companies to assess potential candidates. Successfully acing a virtual interview now requires more than just the usual preparation; it demands mastering both technology and professional presentation skills. By combining technical readiness with confident, polished communication, you can create a lasting, positive impression and increase your chances of success.

1. Set Up a Professional Background

Your background says a lot about you, and a clean, organized setting can instantly add to your professionalism. Choose a space that’s well-lit with natural light if possible, or position a soft, warm light in front of you to avoid harsh shadows. Ensure the area behind you is tidy and free of distractions—opt for a simple, uncluttered background like a plain wall, a bookshelf, or a plant that adds a touch of personality without being overwhelming. Avoid virtual backgrounds unless necessary, as they can be distracting and sometimes glitchy.

2. Check Your Equipment and Internet Connection

One of the simplest yet most crucial steps is ensuring your technology is functioning smoothly. Test your camera, microphone, and internet connection beforehand. Most video conferencing tools, like Zoom or Microsoft Teams, allow you to check audio and video quality before joining a call. Position your camera at eye level, as this creates better engagement and simulates an in-person conversation. Additionally, plug in your laptop to avoid any battery-related issues and close unnecessary applications to prevent lag.

3. Dress Professionally

While working from home may come with a relaxed dress code, interviews demand a professional appearance. Dress as you would for an in-person interview, especially from the waist up. Neutral colors and simple patterns work best on camera, as they reduce visual distractions. This also helps set a professional tone and shows respect for the interview process.

4. Practice Your Answers Out Loud

Preparation for a virtual interview goes beyond practicing mentally; it involves speaking your answers aloud to hear your voice and refine your responses. Practice answering common interview questions like, “Tell me about yourself,” or “Why are you interested in this role?” Pay attention to your tone and pace, as these can impact how your answers are received. A great approach is to use the STAR (Situation, Task, Action, Result) method for behavioral questions, which allows you to structure your responses clearly and concisely.

5. Familiarize Yourself with the Video Call Tools

Technical hiccups during an interview can disrupt your flow and leave a poor impression. Familiarize yourself with the video conferencing tool being used, whether it’s Zoom, Google Meet, or Microsoft Teams. Learn how to mute and unmute yourself, share your screen, and adjust volume levels. If you’re unfamiliar with the platform, consider doing a quick practice call with a friend to build your confidence and ensure there are no surprises.

6. Maintain Good Posture and Body Language

Body language plays a vital role in virtual interviews. Sit up straight and position yourself in the center of the screen. Make an effort to maintain eye contact by looking directly at the camera when speaking instead of watching your own image. Nod and smile appropriately to show engagement, and avoid nervous fidgeting or looking away from the screen, as these can make you appear disinterested.

7. Conclude with Confidence

As your interview wraps up, thank the interviewer for their time and express enthusiasm for the role. Reinforce your interest by briefly summarizing why you’d be a great fit and asking any thoughtful questions about the company culture or the team. A confident and appreciative conclusion will leave a positive last impression, demonstrating your professionalism and keen interest in the position.

Leave a Lasting Impression

Incorporating these strategies into your virtual interview preparation will help you make a strong, lasting impression. By focusing on both technical readiness and professional demeanor, you can showcase your qualifications and confidence, paving the way for a successful online interview.

Finding a new job in today’s competitive market is much more manageable with the help of online job boards. These platforms provide access to thousands of job listings across various industries, skill levels, and locations, making them an invaluable resource for job seekers. However, with so many job boards available, each offering unique features and benefits, it can be challenging to know where to begin your search.

1. LinkedIn

LinkedIn is one of the most popular platforms for job seekers and professionals alike. More than just a job board, LinkedIn serves as a professional networking site where users can connect with industry peers, showcase their skills, and join industry-specific groups. LinkedIn’s Jobs feature allows users to search for roles, set up job alerts, and apply directly through the platform. LinkedIn Premium offers additional benefits, such as insights into how your profile compares to other applicants and access to LinkedIn Learning courses.

2. Indeed

Indeed is one of the largest job search engines globally, aggregating listings from company career pages, recruitment agencies, and job boards. Users can filter roles by location, salary, job type, and more, making it easy to find relevant positions quickly. Indeed also offers tools like Company Reviews, which help candidates evaluate potential employers, and Salary Insights, which provide transparency around expected pay for different roles. Indeed is especially valuable for job seekers looking across industries and regions.

3. Glassdoor

Glassdoor is well-known for its Company Reviews feature, where employees can anonymously review their employers and share insights about company culture, interview processes, and salaries. In addition to job listings, this feature allows candidates to better understand a company before applying. Glassdoor’s salary transparency can also help job seekers negotiate offers and set realistic expectations. While Glassdoor may not have as many job listings as Indeed, its company insights make it a valuable tool for finding the right fit.

4. ZipRecruiter

ZipRecruiter stands out for its innovative AI matching technology that connects job seekers with suitable positions based on their profiles. Job seekers can upload their resumes, and ZipRecruiter will automatically suggest roles and notify employers. This streamlined approach saves time for candidates, making it an excellent choice for busy professionals. ZipRecruiter’s mobile app is also easy to use, allowing candidates to apply for jobs directly from their phones.

5. Monster

Monster is a long-standing job board with a wide range of listings across industries and experience levels. In addition to job listings, Monster offers resources like career advice, resume-building tools, and salary calculators. Monster is best known for its comprehensive job search and tools for creating a standout resume, which can be particularly useful for those re-entering the job market or making a career change.

6. FlexJobs

For those seeking remote, freelance, or flexible job opportunities, FlexJobs is a top choice. Unlike other platforms, FlexJobs hand-screens each listing to ensure legitimacy, making it a trustworthy option for remote work. Although FlexJobs requires a subscription, the platform’s targeted listings can save remote job seekers time by filtering out scams and low-quality postings. FlexJobs also offers valuable resources, including career coaching and skills assessments.

Finding Your Perfect Role

Each job board has strengths suited to different needs, from broad searches to specialized industries. By leveraging these top job boards, you can increase your visibility, tailor your search to your career goals, and access resources to improve your application. With the right tools and a strategic approach, finding your next role online has never been easier.

The modern job market is undergoing rapid and constant transformation, spurred by technological advancements, shifting industry needs, and evolving workplace demands. For professionals who aim to stay relevant and thrive amid these changes, upskilling and reskilling have become essential practices. Some strategies empower individuals to adapt to new roles, acquire advanced competencies, and maintain a competitive edge, ultimately positioning themselves for long-term career success and resilience.

The Importance of Continuous Learning

Gone are the days when a single degree could sustain a career for decades. Today, continuous learning is critical as it enables professionals to remain agile, adaptable, and capable of handling new challenges. Continuous learning extends beyond acquiring new knowledge; it fosters a growth mindset, which is crucial in a landscape that prizes innovation and creativity.

Continuous learning also promotes job security. As certain roles become automated, employees equipped with adaptable skills are less likely to face redundancy. Companies themselves recognize the importance of a skilled workforce and often provide resources and incentives for employees to upskill and reskill. For professionals, seizing these opportunities isn’t just about personal growth—it’s a proactive step to future-proof their careers.

Upskilling vs. Reskilling: What’s the Difference?

While upskilling and reskilling both involve acquiring new competencies, they serve slightly different purposes. Upskilling focuses on advancing or enhancing existing skills, often within one’s current role or field. For instance, a marketer might upskill by learning advanced data analytics to better understand consumer behavior.

On the other hand, reskilling involves learning entirely new skills to transition into a different role or industry. This approach is common in sectors where automation is transforming the nature of jobs. For example, a retail manager might reskill to move into a customer service role in tech, where people skills remain valuable, but digital proficiency is also essential.

Most In-Demand Skills for Today’s Professionals

In today’s job market, certain skills stand out as highly valuable, whether you’re aiming to upskill or reskill:

1. Digital Literacy and Technology Skills
   With digital transformation sweeping across industries, familiarity with technology is essential. Basic digital literacy—like proficiency in common software—is often a given, while advanced tech skills such as data analytics, machine learning, and cybersecurity are particularly in demand. Understanding these areas not only widens job opportunities but also equips professionals to navigate an increasingly digital workspace.
2. Data Analytics and Interpretation
   As organizations rely more on data to drive decision-making, skills in data analysis and interpretation are highly valued. From marketing to finance, the ability to gather, analyze, and make decisions based on data is transformative. Courses and certifications in data analytics are widely available, making it accessible for professionals aiming to broaden their expertise.
3. Soft Skills
   While hard skills may land an interview, soft skills often determine career longevity. Emotional intelligence, communication, and adaptability are crucial in roles that require collaboration and client interaction. These interpersonal skills enable professionals to work effectively within teams, adapt to new roles, and handle the complexities of a dynamic workplace.
4. Project Management
   As more companies operate in project-based environments, the ability to manage projects efficiently has become a critical skill. Professionals trained in project management methodologies, such as Agile or Scrum, are sought after in tech, finance, and even marketing fields. Certifications like Project Management Professional (PMP) can boost a candidate’s profile significantly.

Embracing the Journey of Lifelong Learning

The need for upskilling and reskilling underscores a larger truth: the journey of learning never truly ends. By embracing this mindset, professionals not only secure their place in the workforce but also enrich their personal and professional lives. Whether you’re looking to advance in your current field or pivot to a new one, there’s immense value in taking charge of your growth. As the job market continues to evolve, those who prioritize continuous learning will not just survive but thrive.

No matter what job you are trying to fill, the goal remains the same. You want your job posting to attract the best candidates. But what information does the ideal candidate want and need in order to hit the “Apply” button? Beyond simply listing duties, a standout job post speaks directly to top candidates, providing them with clear insights into the role, company culture, and growth opportunities. By highlighting essential skills, expectations, and unique benefits, your posting can engage the most qualified applicants and encourage them to take the next step!

Job Posting vs. Job Description

Contrary to what many people think, there is a big difference between a job posting and a job description.

A job posting is a written external advertisement for a job opening that your company has. It is written in an engaging way in order to give candidates compelling reasons to apply. It consists of five or six basic parts that will focus on what that ideal candidate really wants to know.

A job description is an internal document that describes a particular job in a company. It has a formal tone and includes the details of the job you are planning to fill. A job description is often enclosed with an employment contract.

Being Concise Is Crucial

Approximately 50 percent of the people who will view your job posting are doing so from a mobile device. Keeping your job post short and sweet makes it easier for a candidate to read on their smartphone.

According to a LinkedIn study, “job posts with 150 words or less got candidates to apply 17.8 [percent] more frequently than job posts with 450-600 words.” While it may be a challenge to keep it to 150 words, the key message here is that being concise is crucial to getting more applicants.

The Most Important Information

An Eye-Catching Job Title

Make the job title clear and easy to understand, ideally using industry standard terms. Resist the urge to use words like “superhero”, “ninja”, or “alpha”.  Although they may seem creative, you will increase your odds of attracting applicants who misinterpret what the job really is. You may also put off otherwise perfect candidates.

If you aren’t sure, check out competitors’ websites to see if they have similar postings in their career section. This can give you a sense of what’s out there.

Job Summary

The job summary is a section candidates often use to decide if they want to apply. This is where you summarize the position and the company as a whole.

It is not necessary to go into great detail about the company. Most candidates will check out the company website if they remotely interested. However, giving a sense of company goals, culture or anything else that’s unique may entice candidates to apply.

Make the first sentence or two captivating. Remember that a job posting is essentially an advertisement, so this is where you want to mention reasons why a candidate would want to work with you. Think about the reasons why you were excited to work for the company. This may help with your sales pitch.

Day-to-Day Responsibilities

In this section, list the responsibilities and duties of the position. The goal here is to draw a clear picture of what a typical day on the job will look like. Putting these responsibilities and duties in bullet point form will keep things concise and easy to read.

This is also the section where you can highlight any special training that is provided by the company.

Qualifications

A Hewlett Packard internal report, quoted in a Harvard Business Review article, states, “Men apply for a job when they meet only 60 [percent] of the qualifications, but women apply only if they meet 100 [percent] of them.” 

46 percent of the men polled said they thought they would not get hired because they couldn’t meet the qualifications. They didn’t want to waste their time. The same response was given by 40.6 percent of the women.

To ensure you don’t accidentally turn off some excellent candidates, clearly specify what qualifications are absolutely required and which are “nice to have”.

This section can also be put in bullet point form.

Benefits

If your company offers competitive compensation and great perks, mention them! Do they reimburse employees for educational courses they decide to take? Do they offer gym memberships? Is there a car or gas allowance? Maybe you offer daycare in your building?

Make sure to mention the benefits you offer. Many candidates are looking for a company that will better their work-life balance, and perks are a great way to do this.

Salary

Salary is a critical part of whether a candidate will accept a job offer. If you know you have a firm salary or even a salary range that you can’t exceed, include it in the job posting.

Resist the urge to keep the salary a secret from candidates until further into the interview process. While you may hope that it will result in getting a top-notch hire for a “steal”, it’s more likely that you’ll waste resources taking a candidate through the interview process who will ultimately turn down your offer because of the salary.

Of course, this changes if you know you’re actually offering a very competitive salary. In that case, posting the salary may attract top tier candidates who know how much they’re worth, increasing your candidate pool. Either way, including the salary or salary range is a good idea.

Application Process

Candidates appreciate knowing the company’s process between applying and being hired. Is it a two or three-interview process? If you have a one-interview process, you will attract candidates who are available to start immediately. If you are able to be transparent and upfront with the hiring process, you’ll preemptively answer a question that every single candidate is wondering.

Keep It Gender Neutral

Experts say masculine words make women less interested in applying for jobs. Inclusive and gender-neutral language will help attract candidates of all genders and sexualities, which is not only a good business move, but also an important part of being a decent human being.

To see if your job posting is gender neutral, try running it through Totaljob’s Gender Bias Decoder or the Gender Decoder. Both tools are free to use and may help expose any accidental biases in your writing.

When to Post Your Job

Most job postings are viewed and applied for on Mondays, followed by Tuesday and Wednesday. The remainder of the week yields far fewer views and applications. As such, posting your job at the beginning of the week will provide you with more applications in a shorter period of time.

Where to Post Your Job

The most popular and effective sites for your job posting is your company website career section, job boards, and your company’s social media pages, including LinkedIn. Sending the job post to some of your clients is something worth considering too.

The most common job boards are:

• Indeed
• LinkedIn
• ZipRecruiter
• Glassdoor
• Monster
• CareerBuilder

If you are interested in a niche job board for tech jobs, you may want to try Dice. For design jobs, Bēhance is another option.

Get Started

A concise and engaging job posting will clearly describe your job and the company for potential candidates. A job posting is also meant to “sell” the position, increasing the number of quality candidates who apply.

If you’re feeling stuck, try looking at a job posting template. There are many free options online that can be found with a quick Google search.

When you focus on the most important information that candidates want, you will be much closer to meeting your goal of finding the ideal person for the job.

Understanding the legal working age across states is essential for teens, parents, and employers alike. Each state has specific laws that set minimum ages for employment, designed to protect young workers while allowing them to gain valuable experience. These laws often vary, so knowing the requirements in your state can help ensure a safe, legal start to a young person’s work journey.

Minimum Working Age Under 14

Georgia allows minors as young as 12 years old to work jobs that do not fall under the Fair Labor Standards Act. These jobs include babysitting, newspaper delivery, and businesses with fewer than two employees.

If you thought Georgia’s minimum working age was low, you’d be wrong. In fact, Texas and Florida allow children that are 10 years old to hold a job doing a newspaper delivery route.

Minimum Working Age of 14 and Federal Minimum Wage

Out of the 50 states in America, 14 allow minors of ages 14 and older to work and be paid the federal minimum wage. The only workers who may not receive the current minimum wage are employees who receive the bulk of their wages in tips.

The states that have their minimum wage set at the federal minimum wage are:

• Alabama
• Idaho
• Indiana
• Kansas
• Kentucky
• Louisiana
• North Carolina
• North Dakota
• Oklahoma
• Pennsylvania
• Tennessee
• Texas
• Utah
• Wisconsin

Understanding the legal working age in the United States is crucial for teens, parents, and employers. Each state has its unique regulations that outline when and how minors can work. These rules help protect young people by setting limits on the hours they work and the types of jobs they can perform. Knowing these laws ensures a safe start for young workers.

Why Working Age Laws Vary by State

In the United States, each state sets its regulations for the legal working age to meet its specific needs. The differences reflect each state’s approach to protecting minors while encouraging early work experiences. State laws generally align with federal guidelines, although some may set stricter rules based on local industries, school policies, or concerns about youth well-being. Some states allow younger teens to work with restrictions, while others require workers to be older to start certain types of jobs.

General Federal Guidelines for Youth Employment

While state laws vary, federal laws provide a baseline that states can build upon. The Fair Labor Standards Act (FLSA) sets nationwide rules for youth employment. According to FLSA guidelines, children under 14 generally cannot work, except in specific jobs like family businesses or babysitting.

For teens aged 14 and 15, federal laws allow part-time work in non-hazardous roles, often with hour limits. Those aged 16 and older have more flexibility, although hazardous jobs remain restricted until age 18. The FLSA aims to safeguard young people’s education and safety by limiting the type and timing of work they can perform.

Typical Working Age Requirements by State

Each state enforces its working age laws differently. While most states set the minimum age for part-time work at 14, others may allow exceptions for farm work or certain family-run businesses. For instance, states like Massachusetts and New York have detailed labor laws, requiring work permits for minors. States also set rules regarding the hours minors can work, often based on whether it’s a school day or school vacation period.

Some states have stricter limitations for younger teens, capping the number of hours they can work on weekdays and weekends. In contrast, states with a large agricultural sector may allow younger teens to work in family farms or similar settings, recognizing the nature of agricultural work in those communities.

State-Specific Rules for Youth Employment

Understanding each state’s unique rules can help young workers, their families, and employers navigate job opportunities legally and safely. Here’s a look at a few key variations among states:

• California: California has strict labor laws for minors. Children under 12 cannot work, except in special cases like entertainment, and teens aged 14-17 need work permits.
• Florida: In Florida, teens aged 14 and 15 can work up to 15 hours weekly during school terms, but hours increase during breaks. Teens aged 16 and above face fewer restrictions.
• Texas: Texas follows federal guidelines but allows younger teens to work limited hours in certain jobs like retail. Teens aged 14 and 15 can work up to 8 hours daily when school is out.
• Ohio: In Ohio, work permits are required for teens aged 14 to 17, with specific regulations for school days, weekends, and vacations.

These examples show the diversity in working age laws across the U.S. Familiarity with state-specific requirements helps ensure legal and safe employment for minors.

Why Work Permits Are Necessary

In many states, minors need work permits to secure jobs, especially if they are under 16 or 17. These permits help states ensure that teens aren’t working too many hours or engaging in hazardous tasks.

Schools or state labor departments often issue these permits, verifying a student’s age, school attendance, and academic standing. This process helps balance school responsibilities with work hours, promoting a healthier approach to both education and employment. Work permits give parents and employers peace of mind, confirming that young workers are in safe, age-appropriate roles.

Explore the Legal Working Age In Your State

The legal working age varies across the United States, reflecting each state’s approach to youth employment. Knowing these rules is essential for teens, parents, and employers, as it ensures safe and lawful work practices for young employees.

By understanding both federal and state guidelines, everyone involved can support young workers in gaining valuable job experience while safeguarding their well-being and education.

When you hear “green job”, what comes to mind? Is it being outdoors all the time or something to do with plants perhaps? It’s actually the fastest growing job sector in the world. Not only is it providing new jobs and new opportunities, but it also provides a chance to make a real difference, have meaningful work, and join in the fight to combat climate change, which is currently impacting people all over the world.

What Is a Green Job?

A green or “green-collared” job is any job that is doing work towards a sustainable future. While you may immediately think about careers building wind turbines or planting forests, a green job can be much more.

Ultimately, many jobs can be considered “green” if it’s helping preserve or restore the environment in some way and is operating in a renewable and sustainable way.

What Sectors Have Green Jobs?

Green jobs are everywhere. With focus turning more to slowing and reducing the impact of climate change and building a sustainable future, more jobs are being created to support these goals. The “green sector” is fast-growing, with new roles and positions being created every day that would have been completely unheard of 20 years ago.

There are several different industries that are employing more and more people in green jobs. Here are a few.

Food and Agriculture

The sustainable production of food to feed our population is always going to be needed, which is why there will always be jobs in this sector. From eco-friendly farm management to lab grown meat research, there are a large variety of green careers in the food and agriculture sectors.

Energy

Renewable energy is likely the sector that springs to mind when you think about green jobs. According to IRENA, the total number of people employed in the sector is around 11.5 million globally – and there are plenty more jobs planned in this sector in the coming years.

It might surprise you to know that the main employer is solar power. However, there are also jobs in wind, hydropower, and many more as the world move towards decarbonization.

Architecture and Building

Nowadays, when building anything, sustainability is a huge consideration. In fact, you’ve likely seen more housing developers offering sustainable housing communities in the past couple fo years. No matter what, buildings needs to be constructed in a way that brings them as close to net-zero emissions and using renewable resources that have been harvested sustainably.

Design

Eco-design, in sectors from tech to furniture and everything in between, is on the rise. Innovation is needed to change processes and materials for existing products and to create new ones altogether that don’t have a negative impact on the environment.

Transport

The way that we travel is something that has come under a lot of scrutiny over the last few years. This is because of the reliance of modes of transportation like airlines and traditional gasoline vehicles on non-renewable resources. To combat this, this sector has created a lot of new green jobs as it aims to reduce emissions and create electric modes of transportation where possible.

Tourism

Tourism may not seem to be a green sector at first glance, but it’s fast becoming one. An increasing number of travelers are concerned about the impact of their trips on the planet. As a result, ecotourism, or sustainable travel, has been developed. This includes everything from eco-friendly hotels and other accommodation to hiring local-owned and operated guides. All of these allow people to travel more responsibly and in a way that improves the well-being of locals and outdoor spaces.

What Education Is Required for a Green Job?

You don’t necessarily need to have a post-secondary degree in anything specific to get on the green career ladder. However, for certain industries, a specialized degree is useful and for a select few, it’s required.

The first step to discovering the right degree for you is deciding what industry you want to go into. Do you want to build wind turbines or are you looking to go into conservation?

Common degrees include:

• Environmental Engineering: Engineering with a focus on natural resources, conservation, and development projects, as well as new energy systems.
• Environmental Sciences: The study of the physical, chemical, and biological processes of the Earth. This degree is a great general degree that can lead to any number of green jobs.
• Sustainable Development: This is the focus on how we as humans can continue to develop in a way that works with, and not against, the natural system. This is a great path for those looking to work with governments or NGOs.
• Renewable Energy Engineering: If you want to work with renewable energy and help to make it as efficient as possible, then this is the degree for you.
• Sustainable Agriculture: Agriculture is changing. As such, this degree is a response to new developments in agriculture. If you’re interested in agriculture or in rural development, a degree in sustainable agriculture might give you a boost towards a green career.

These are just a handful of the multitudes of degrees available for someone looking to get a green job. If you already have a degree, there are other certifications and training that you can take. These will help to your resume stand out when applying for a green job.

Governments around the world are also offering retraining for people working in certain sectors, such as oil and gas.

Where to Find Green Jobs

Finding a green job doesn’t have to be difficult and you may be able to find them on traditional job boards, mixed in with other types of employment. However, there are several resources to help you find green jobs. In the U.S., some of these include:

• Green Jobs Network
• Renewable Energy Jobs
• Eco Jobs

When looking for any job, networking is always key. Be make sure to reach out to your contacts and see if anything comes up. If the green sector is completely new to you, try volunteering somewhere to get experience and make connections, or start cold calling or emailing organizations or businesses in your area that you’d like to work for.

No matter what type of green job you’re looking for, there’s an opportunity for everyone to join in on this thriving and critical new sector.

Whether you are looking for a job or need to post a job ad for your company, it can be difficult to know where to start. If your hiring, you want to attract a decent sized pool of top-notch candidates. If you’re applying for jobs, you want to find the right fit, in the industry you work in, likely in a specific location. So to help you get started, here are the best websites for posting and finding job openings.

LinkedIn

LinkedIn is one of the most highly touted social networking platforms for professionals, and the perfect platform for posting and finding jobs. A wide range of industries post openings on LinkedIn. Plus, it offers sound advice for employees looking to building their career and making their LinkedIn profile more appealing to potential employers.

You can easily find job listings for your profession on LinkedIn by looking for keywords in the job category search bar. It allows you to narrow down your search by choosing your desired location.

If you wish to post a job on LinkedIn, there are a few more steps involved. It is recommend following the company’s thorough step-by-step guide.

UpWork

UpWork is one of the top platforms for freelancers. You can both seek and post jobs on the website. It is easy and safe to use and offers many useful features, including the ability to create and fund milestones,, schedule meetings and even take your contract outside of Upwork if you want to work with them long-term of bring them on permanently.

Looking for a job on UpWork is simple. After you create an account, use the search bar and type keywords and phrases that apply to your profession. Each time you apply for a job, it uses UpWork’s special token called Connects. Your account comes with complimentary Connects when you first sign up. After you use up all your Connects, you can replenish them for a small fee.

To post a job opening for your company, first, you need to create an account. After you create an account, click on the jobs tab, then the “Post a Job” button. UpWork will then walk you through an easy-to-use form to create your job posting. Conveniently, once you’ve created and posted your first job, you can reuse and edit a previous job post, which cuts down on the time required.

Indeed

A true pioneer in the online job posting world, Indeed is one of the most trusted job posting and seeking platforms available. No matter the profession, location, or pay, Indeed has something to offer. The best part is, it has no fees!

To find a job on Indeed’s platform, type in the keywords related to your profession into the search and add your desired location to the adjacent bar.

Posting a job on Indeed is just as simple as finding one. First, create an account. Then, type in the details about the opening. After doing that, review the posting and add your account information.

FlexJobs

Known as the number one job site for remote workers, FlexJobs offers services for both job seekers and posters. Since FlexJobs is a paid subscription service, it tends to attract only the highest quality and most committed job seekers.

If you’re unsure about purchasing a monthly job seeker subscription, the company offers a one week trial without charge. Afterwards, expect to pay a monthly or yearly fee.

As a job poster, you get to advertise openings without fees, though they must meet certain criteria. Your job must be remote, have a freelance contract, and a part-time or flexible schedule. Visit FlexJobs’ job submission page to post your job openings.

Mediabistro

Mediabistro is a job seeking and posting platform that specializes in media professions. You can find mass media companies that need graphic designers, marketers, and content creators. Mediabistro posts both traditional and remote jobs.

To find a job on Mediabistro, you can type keywords related to your industry into the search bar or click on genre buttons that pull up listings in your profession.

The platform does charge a steep fee to post jobs though. To post one job on Mediabistro for 30 days, it costs hundreds of dollars. The overall price continues to increase, but the price per posting decreases depending on the package you buy.

Once you create your account and choose the package that serves your needs best, follow the prompts that Mediabistro gives to complete the posting(s).

CareerBuilder

CareerBuilder is another popular online job posting website, offeings services to both job seekers and posters. They do not specialize in a certain industry, which means you can find all types of jobs and professionals.

You can find a job opening on CareerBuilder by typing keywords related to your industry into the search bar along with your location. It’s fast, easy, and simple.

Posting a job on CareerBuilder is a thorough eight-step process that involves writing a detailed description of the available position. Fortunately, CareerBuilder has a step-by-step guide on their website to help you with the process. Employers can make a one time purchase of any number of job postings, which get cheaper with each additional posting added.

Dice

The ultimate platform for tech job seekers and employers, Dice has over 70,000 jobs to sift through. The platform even offers insight and tips about the industry, so you can confidently make your next career move.

To find your next job on Dice, enter keywords and your location into the appropriate search bars. Like many platforms on this list, Dice’s interface is extremely user friendly.

Posting a job to the Dice platform costs money. For one job listing, expect to pay well into the five figures. Much like the interface, Dice’s job posting process is user friendly and provides prompts and fill in the blanks to make it easy.

Get Started

Since each platform attracts users from different professions, there are several things to consider when looking for jobs online and posting them. Are you looking for remote jobs or employees? Do you want independent contractors or full-time employees?

Finally, is it worth it to you to pay more to post on an industry specific site? Consider your budget and answer the above questions to choose a website that suits your needs best.

One of the most stressful parts of running a business is hiring and onboarding new employees. How do you know if they will be able to fulfill their roles? How are you going to integrate them into your work environment? How can you trust that they will deliver their work efficiently and on time? While you can’t predict the future, being thorough in both your hiring and onboarding processes can increase the likelihood that your candidate will be a great fit. Follow this how-to article to make the process seamless.

The Hiring Process

Know What You’re Looking For

What position are you looking to fill? That is the first and most obvious question to ask yourself. Not everyone is going to be qualified for the position you need to fill. Determining the exact job you need done and the associated responsibilities will help guide you to the type of person you should hire.

You may also have an idea of what type of person tends to thrive at your company or in a particular role. Including traits like “outgoing”, “self-starter” or “entrepreneurial spirit” may help you get talent that will fit in well at the company – if those are things that are actually true.

It’s best to make a concise list during this first step. You will be able to refer to it when writing the job description.

Organize Your Paperwork

Before you even begin placing ads for the position, you need to ensure all your paperwork is in order. Some forms and documents you may need for hiring on a new person include a W-4, I-9, and acknowledgment form.

Choose a Recruitment Strategy

Knowing what job posting platforms you want to use to find your new employee is essential. Many job posting platforms allow all kinds of jobs to be posted, but some specialize in specific industries.

Many websites also charge a fee to post a job, so consider what budget you’re working with as you’re trying to decide where to post the opening.

You should also plan to post it on your company website, and promote it on any company social media such as LinkedIn, Facebook and Instagram.

Be Detail Oriented

The job description should list all  detail of the position and the qualifications the applicant must have. Be sure to specify what qualifications are absolutely necessary and which ones are “nice to have”. That will save you time from having to overly explain the role during the interview phase. This also helps potential applicants determine if it could be a good fit for them.

For some help creating an effective job posting, see our complete guide.

Look for the Right Qualifications

A well written and structured resume will always list the applicant’s skills and qualifications. Review every applicant’s resume thoroughly before contacting them for an interview. That will save you and the potential employee’s time. If you interview them, then you can ask them to elaborate on any experience or skills, have them tell you about their goals, and how they can benefit your company.

It’s beneficial to come up with a list of questions for the interviewee before they arrive. Each company is unique, and yours is not an exception. Figure out which questions best fit the answers you’ll need to determine if the applicant is a good fit for your company.

Conduct a Proper Interview

After you sort through applicants’ resumes, you can contact your favorites for interviews. Many companies do an initial short phone interview before deciding whether a candidate will be invited in for an in-person interview.

An in-person interview tends to last 45 minutes to an hour. During the interview, you can ask potential employees questions to gauge if they are suitable for the job. You should also plan to discuss salary at this point, if you did not list it with the job posting.

Give An Offer

Now that you have found the perfect candidate, contact them with an offer for the position. You may have to negotiate wages at this point before they’ll accept your offer.

You should also wait until your top candidate has accepted and signed the contract before you inform other good candidates that the role has been filled. That way, if they ultimately turn down the position, you can offer it to someone else without needing to start the hiring process from scratch.

The Onboarding Process

Give an Overview

Giving an overview will save your new employee from having to ask too many questions. Tell them what the culture is like at your workplace and how your systems operate. If you do that, it will help the new employee feel confident and ready to take on the task at hand.

Introduce Them to Your Staff

Stepping into unknown territory is stressful for anybody. Introduce your new employee to other staff on their first day to help reduce any stress and start to make connections with coworkers. Arranging a team lunch can also be beneficial for everyone, as they can get to know each other in a less formal setting. Helping employees feel safe and comfortable in their work environment is a critical part of the onboarding process.

Assigning a seasoned team member to help out your new hire is beneficial as well. They can help oversee the new employee and answer any questions they may have in the first few days if you’re tied up with other work or in meetings.

Plan Tasks and Set Realistic Goals

There’s nothing worse as a new employee than starting a new job and not knowing what to work on the first week. Give your new staff member some easy tasks to start on and an achievable goal for their first week. It can be as simple as getting set up and comfortable using all of the software and tools used within the company.

Regardless of what tasks you choose for them to work on in their first few days, make sure they’re set up for success and have a low pressure goal to work towards.

Always Make Yourself Available

Whether it be for a weekly meeting or having an open door policy that allows them to pop into your office to ask questions, making yourself available is crucial. It’s easy for new employees to get lost in the chaos of the day-to-day, but making sure they feel supported is a critical part of good onboarding and will ultimately build loyalty and quality of work. Offer guidance, make sure they have team members they can ask questions to, and check in with them regularly.

As a business owner, there are undoubtedly times when you wish that you had someone qualified to assist you. Unfortunately, the tasks and time involved in finding and hiring the perfect match for the job can be daunting – and is a whole lot of work when you only need help for short period of time. Whether a regular staff member is away on vacation and you need someone to handle their tasks or it’s a busy season and you need a set of extra hands, a temp agency can help you and your business.

What Is a Temp Agency?

Temp agencies offer workforce solutions for approximately three million Americans during a given week. They hire about 16 million temporary and contract employees for a variety of businesses every year.

Simply put, a temp agency hires employees for businesses that needs to fill a short term job opening. But there is a great deal more to what they do to lighten your workload and possibly save you money in the long run.

What Exactly Do They Do?

Once you decide to work with a temp agency, you’ll want to contact an agency that specializes in your industry or type of role you are looking to fill. Discuss details during your phone call, such as the job responsibilities and how many employees you need. Clarify when you need the position filled, the duration, and the salary you will pay. Be clear about your needs. Make a list of your questions beforehand.

The temp agency will create a job description and advertise it. If they have suitable candidates in their employee bank, they will also reach out to them.

The agency will review all the candidates’ qualifications and work experience. After that, they will schedule interviews for your hiring manager with only the most qualified candidates. Having saved you hours of work and effort, you or your hiring manager will now get to make the final hiring decision.

Here’s the “cherry on top”. Because the agency is the employer, your company is not responsible for tasks and payment of such things as employment contracts, payroll, taxes, vacation pay, or benefits.

Remember to read all contracts thoroughly or, if you have one, send it to your business lawyer or legal department.

What Will It Cost You?

Temp agencies take on the responsibility for paying the employee that you hire from them.  This means they are responsible for determining and collecting taxes from the temp employees pay, paying benefits (if they offer them), and determining vacation pay.

Temp agencies may charge between 25 and 100 percent of the employee’s wages. There may be other fees should you decide to hire the employee on permanently. Be sure to discuss these details during your initial conversation with the agency representative, so you can go into a partnership with confidence.

What Will It Save You?

Now you know how much a temp agency will charge you, let’s take a look at what value they bring to you.

Time

Finding and hiring someone great has become more complicated and time consuming. Developing a partnership with a reputable temp agency can save you weeks and allow you to be more flexible in your hiring needs.

Money

Many companies are reluctant to hire full-time, permanent employees, as they’re, quite frankly, expensive. Having employees work only when they are needed allows a company to make every dollar work and keep the business lean.

Here is a perfect example. Some pharmaceutical companies who are launching a new drug may use a staffing agency. They bring a temporary sales force on board for three to six months to educate physicians and pharmacists on the new product. It injects “fuel” into the product’s sale during the most crucial months of a new product launch. Once that is achieved, the contract ends.

Also, since the temp agency is the employer, your business is exempt from paying benefits to the employee, saving quite a bit of money.

Eliminate Legal and Financial Risk

Being an employer comes with many legal and financial risks and responsibilities. The employer is liable for paying taxes and insurance coverage, as well as following various employee labor laws.

Because the temp agency is the employer, they will assume many of these liabilities and risks.

Eliminate Stress

Workplace stress results in hundreds of billions of dollars in healthcare costs and absenteeism every year. There is also compelling evidence to show that stress reduces workplace productivity.

The responsibility that comes with looking for and hiring an employee can be stressful. The service that a temp agency provides can help eliminate considerable stress and allow you to continue to be fully productive.

Get Started

Finding the best temp agency for you and your business may take a little bit of time. However, the partnership you develop can provide you with the ideal short-term hire and all the benefits that come with that.

Growing your team — even if it’s temporary — has become a larger and more complicated task than it was a few years ago. Finding an expert in this field to take care of the details can have a positive impact on you and your business.

Once you have found an agency that provides you with the quality of service and worker that you’re looking for, stick with them. A company that has proven themselves to be efficient and reliable will ensure that you can focus on growing a successful business.