Whenever you get a new job, it can be easy to get lost in the new paperwork thrown your way. With agreements, offer sheets, company statements, etc., it can be easy to get lost in the madness. One of the most important forms that is filled out on the employee side is...
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Whenever you get a new job, it can be easy to get lost in the new paperwork thrown your way. With agreements, offer sheets, company statements, etc., it can be easy to get lost in the madness. One of the most important forms that is filled out on the employee side is the W-9 form.
The W-9 form is an official IRS tax form that you fill out to verify your name, address and tax verification information for the income you receive. The information taken from the W-9 directly relates to how you receive your 1099 tax form which becomes important when it comes to tax-filing season. With it comes the TIN, or, your Tax Identification Number.
As an HR professional or new employee, here are some best practices to follow:
Filling out the form entirely
If it isn’t obvious already, filling out the entirety of the form is critical. Making certain that your name, address and social security number are present and accurate are key in making sure that your identity is verifiable. There are two main purposes for the form being completed. One of them being to confirm your identity, the other to make sure vendors are held accountable. This makes it so that vendors that aren’t reporting income, will get caught by the IRS.
Filling it out in a timely fashion
The IRS requires that you obtain a W-9 form from a vendor by the time you file your tax returns, but its better to get them before you make the payment to the vendor. So typically, this is done at the very beginning of a hiring or contracting process.
This is one of the onboarding forms that often gets lost in the mix. With different tax systems in companies, there can be some small different procedures. However, most of the time there is a lot of paperwork involved to legitimize the process.
Keep track of all different forms
Often if you are a contract worker or are on the flip-side and hire a lot of contract workers – you should take note of how many different forms are being processed. Whether its a W-9 or a 1099, they are essential for tax purposes.
If you are a contract worker and have worked many different contract jobs, you have to keep your forms in one place. Keeping track of them throughout the year makes it easier to find when it comes time to file your taxes. On the other hand, employers or HR professionals should keep their 1099s ready for when January comes around.
Under the W-9 forms, the companies will not withhold any taxes for you. You are the one that has to be responsible when it comes to ensuring the right amount of taxes are paid. So get your W-9 forms in order and organized ahead of time, and save yourself the hassle later!
There are a number of reasons why you, as a hiring manager or HR manager, should strive to possess the characteristics, traits, or qualities of a good interviewer.
First, when you’re a good interviewer, it brands your organization in a positive way. And employer branding is a huge consideration these days in the employment marketplace, especially for top candidates. Second, it increases your chances for hiring success, and when you get right down to it, more hiring success is the ultimate goal of any interviewing process.
There are two separate but equally important aspects of being an effective interviewer:
- The qualities of a good interviewer
- Actions that will help bring about the completion of a successful interview
Conducting a great interview is about a lot more than just asking questions to job candidates and then answering any questions they might have. How you approach the interview is critical. How you conduct (or execute) the interview is also important. And how you follow up after the interview is a crucial factor, as well, although that’s a topic for another blog post.
Characteristics of a good interviewer
There are certain traits or characteristics of a good interviewer. These people are either born with these qualities, they can acquire these qualities, or both. When you possess these qualifies, you stand a better chance of being a better interviewer and experiencing more hiring success.
Below are 10 top qualities of a good interviewer:
If you’re interviewing job seekers, then you’re representing the organization. As result, you want to come across as engaging and warm, not stiff and aloof. How the candidates perceive you might influence how they perceive the organization as a whole, and you want that perception to be as positive as possible.
After all, you want job seekers and candidates to feel comfortable and at ease. If they are, then they’re more likely to be relaxed and have a good interview. Strive to make the interview as conversational as you can. An engaging personality is one of the top qualities of a good interviewer.
How can you brand yourself and your organization in the best way possible if you don’t know how you’re coming across to job seekers and candidates? You can’t, that’s how. In essence, branding is the experience that you provide to other people. This applies to both personal branding and employer branding, and in an interview situation, you’re involved with both. You’re branding yourself as a person and your employer as an organization.
Being self-aware also includes being aware of any biases you may have. The interview process is definitely the time to put any and all biases aside, whatever they might be. Instead, focus intently on the bottom line, which is hiring the very best job candidate for the position.
#3—Ability to listen well
You know the old saying: “You have two ears and one mouth because you’re supposed to listen twice as much as you talk.” While that might sound quaint, there is actually plenty of truth in that saying. This is especially the case if you’re conducting an interview.
While the candidate is attempting to “sell” themselves to you and the organization, you should be attempting to do the same thing. If you constantly interrupt the candidate while they’re talking or are otherwise brusque with them, that might turn them off and convince them that perhaps your organization is NOT the next logical step in the growth of their career.
Not only that, but when you listen more than you speak, you also learn more about the job candidate. Specifically, you learn more about whether or not they would be a good fit for the company. Which, of course, is the point of the interview in the first place.
This characteristic entails a couple of different areas. The first one is your memory. How well are you able to remember and recall details? This includes details regarding the job description, the candidate’s resume, and even things that have happened earlier in the interview.
The second area involves the notes that you take during the interview. Write down everything that you believe is important. Don’t think to yourself, “I don’t have to write that down. I’ll remember it.” No, you probably won’t. When it comes to hiring the best job candidate for the position, every detail matters, and that’s why you should take great pains to record those details for future reference and reflection.
#5—Ability to read body language
During an interview, a job candidate is not just communicating with their words, but they’re also communicating with their body language. The way that they’re sitting, the way their head is tilted, and their mannerisms can all tell you something that their words are not. Being able to decipher these “hidden messages” is one of the important qualities of a good interviewer. Ultimately, this helps you to correctly identify your top candidate for the position.
And let’s not forget your body language. Just as you want to make sure that the job candidate is not sending negative messages with the way they hold and conduct themselves, you should also be cognizant of the non-verbal message that you’re sending, as well.
#6—Agile thinking skills
What does this mean? In short, it means being able to “think on your feet.” After all, no interview happens exactly the way you think it’s going to happen. In addition, if you’re dealing with a top candidate (and you certainly hope that you are), then that candidate may ask questions that you’re not expecting. And just like it’s not a good look for a job candidate to answer a question with “I don’t know,” it’s also not a good look for you to do the same thing.
And although you might have a set of questions prepared beforehand, you may think of additional questions as the interview progresses. Once again, this is especially the case with top candidates, whose answers to your initial questions might prompt you to investigate their possible candidacy to a deeper degree. Regardless, you don’t want to be caught “flat-footed” in this area. (Or “flat-brained,” for that matter.)
While this quality is sometimes misunderstood, for our purposes it means two things. First, the ability to control or regulate your own emotions. And second, the ability to identify the emotions of job candidates for the purpose of being empathetic to their current situation, specifically what they’re seeking in a new employment opportunity.
Emotional intelligence is one of the qualities of a good interviewer for a couple of reasons. First, you can connect more easily with the candidate, meaning that you engage with them more effectively and increase the chances that they’ll want to work for your company. Second, you’ll be better able to uncover the candidate’s true motivations, and once you do that, you’ll be better able to “sell” to those motivations in your efforts to hire them.
Where does the art of persuasion enter the picture? From the very beginning of the interview, all the way to the very end! In fact, a hiring manager or HR manager should be persuasive all throughout the hiring process. That’s because they’re “selling.” What are they “selling”? Two main things: the job opportunity itself and the organization overall.
Just because we’re in the midst of a pandemic does not mean that employers hold all the leverage in a hiring situation. They do not. This is especially the case when it comes to top candidates, who typically have multiple options if they choose to explore other employment opportunities. Keep in mind that other hiring managers and HR managers are trying to “sell” themselves to top candidates, too. So strive to be better than they are!
#9—Superior evaluation/assessment skills
This is one of the cornerstone traits of a good interviewer. After all, that’s the whole purpose of an interview—to evaluate and assess a job candidate. If you aren’t a good evaluator, then you probably should not be interviewing candidates in the first place. However, as we mentioned earlier, you can learn the traits and characteristics of a successful evaluator if you believe that you’re lacking in this area, and this will in turn help you obtain one of the key qualities of a good interviewer.
#10—Excellent communication skills
We saved the best for last, because this is perhaps one of the most important qualities of a good interviewer. After all, communication is the basically the backbone of every human relationship, both personal and professional. So it makes sense to strike the correct tone right from the start and communicate consistently and effectively with job candidates during the hiring process before they become an employee. (As a bonus, this is another great way to brand yourself and the organization in a positive way.)
The two things that a job candidate wants to know the most during the hiring process is where they stand in that process and what the next steps are. So good communication does not end when the interview is over. In more ways than one, the communication has just begun.
So—how many of the top qualities and characteristics of a good interviewer do YOU have?
Magnifying the qualities of a good interviewer
Yes, in answer to the question that we just posed, you may already have all of the qualities of an effective interviewer. However, a great software like The Applicant Manager can magnify the qualities of a good interviewer like yourself. That’s because TAM can help your organization interview better so that it can enjoy more hiring success. TAM has an array of powerful features designed to do just that. With TAM, you can:
- Video interview at any time in the process
- Create custom interview guides for job-related assessments
- Capture interview comments by notes, emails, attachments, or web forms
- Create custom forms for collecting feedback and quickly comparing responses from interviewers, managers, search committees, or recruiters
Not only that, but with TAM’s easy customization, you can also have access to free unlimited interviewers as part of your package. Contact us today to get started!
It comes as no surprise that non-profit organizations always need volunteers. This can be tough at certain parts of the year, or dependent on how the job market looks. An organization’s engagement with their audience can also fluctuate throughout the year, so they will always be in need of help in one way or another.
This is where driving prospects comes in. Volunteers come and go, move and retire, leave for another cause, experience life changes, etc. So how can you keep your volunteer count fresh and always reliable?
Here are some strategies to help drive new prospects:
A starting place for finding volunteers is to look where they already are! If you have already gained workers through different channels and have varying levels of rapport, there are good chances there for retention. Some may stay longer than others, but with the option for future contract work, they can still be made useful. Especially during times where remote work is possible, technology makes it easier to stay connected, stay productive with teams, and drive a mission forward!
Utilizing a staffing software helps streamline this process and helps keep your candidates managed in one place. With other features such as job boards, screening and onboarding tools, an applicant management system is really helpful when keeping tabs on candidates. So whether they stay or leave, they can always be reached via their stored contact information.
2. Utilize Technology
Running a contest or offering an incentive for volunteering is a great way to give back to those volunteers who donate their time. While they might do it out of the good of their hearts, this is something that might help get the word out initially to help bring them in. Having something such as a gift card giveaway to one volunteer or another prize could be really effective in getting people excited for helping a cause.
Another way to hype up your job opportunity is with the chance to get free swag. By that, I mean shirts, bags, mugs, keychains, etc. Anything free! People love free is stuff given away at a moments notice. These can also double as free advertising for your organization!
Last but not least, you can strive to do something incredible. Set a goal that is extreme, yet realistic. This can help gain attention among people, the media, and others around your organization. Making your event seem like a special and important opportunity will help volunteers stick around!
3. Word of Mouth
Someone being referred to a job or role is typically a better fit than a candidate just passing through and looking. The same goes for volunteers. Getting some word out to people about these volunteer opportunities can come in many forms and work wonders for driving applicants to your front door.
One of the first ways is to create some PR buzz. Traditional sources include the radio, TV and newspaper ads – however younger segments will be better reached on social media. Platforms such as Facebook and Twitter are key for these demographics, as this is typically a source of entertainment and news for the age group.
There can also be simple way to get more people to assist in your volunteer efforts. Just like referrals, someone can bring a friend or have donors volunteer. With things such as incentives to bringing volunteers that are friends, this can double and even triple your efforts. If they end up having a great experience, trying campaigns that can easily be shared on social media would benefit your organization by getting more free publicity out there.
4. Keep New Recruits Engaged
Sometimes volunteers will initially reach out, interact or even help out in some way. Engagement is important at this step because the more engagement they feel, the more likely they are to feel accepted and appreciated. This simple act of gratitude in the form of a text or email can help keep volunteers around for the long-term.
Using these tips can help you strategize when it comes to recruiting volunteers, as well as finding ones that engage with your organization. Following these tips and related ones will help keep volunteers driving to be recruited and helping out with efforts across the board.
In today’s world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled seasonally or only when necessary.
On the other hand, hiring a full-time worker could be more impactful in the long-term for a company. With someone who has the skillset and the longevity for a given role, they grow in value as the company retains them.
So which is better – a contracted worker or a full-time hire? Let’s find out.
When to go with a contracted hire
The pros to having a contracted hire is that they are a very flexible option for companies who want someone to fill a position. They help budgets, allow for trial, can be productive and can offer novel ideas. Whether you need a time-based or project-based hire, it makes for a very attractive option.
Giving a worker a project or two to work on rather than having a full-time employee busy some of the time is typically a cheaper option for companies with small budgets. Even when it comes to termination, typically that is done on the behalf of the staffing agency.
Hiring a contracted worker will allow you to get a good feel for a worker before committing full time. You want to make sure that a worker has both the skills and motivation needed for the job. With a trial, you’ll be able to gauge a sense of good-fit or not.
This hire also allows for new ideas. Say your employees are stuck in a groupthink situation where that fresh perspective has been lackluster. An outside hire can be really helpful in any situation to get some new ideas coming through the workflow funnel. Helping move projects and tasks that are in standstill is what makes companies succeed after all.
When to go with a full-time hire
On the other hand, some believe that contract roles are killing upward mobility and there should be a balance complete with full-time workers. Full time employees are a fixed-cost and are compensated in accordance with their skills and experience level.
Does upward mobility matter to the job candidate? Does it matter to the employer?
After a worker has had some experience in a position, they do also become sort of an asset of value to the company. With previous experience, knowledge and a know-how for processes, this can be of great value to a company’s core mission. If you have contract hires who are working a project, but miss out on key details because they’re unaware – there’s missed opportunities.
The Key details
There are a lot of factors at play when it comes to a company’s onboarding process. It seems that in the 21st century, many are looking to cut unnecessary costs wherever they can, which has led to more contract hires than ever before. With the internet as a tool, it is easier than ever to get some extra hands on a project. Full-time hires still obviously happen, and can prove to be very beneficial – to both the employer and employee.
So when it comes down to it, it is a matter of budget size and what you best believe fits your companies hiring needs. Do you need someone in and out, or do you need someone to stick around and embed themselves within your company’s mission?