If it were up to most employers, they’d never have to hire again because all of their employees would be perfect. Unfortunately, that’s not always what happens: so it’s essential to be very careful when hiring. Here are three steps to hiring the ideal employee: make sure you find someone who can treat your company how it deserves.
Pull From A Wide Net
The more applications you can accrue- the better luck your company has at finding gold. Put out job listings on multiple sites, not just within your company. Although it may seem nice to hire someone that an employee already knows, there’s no telling if that person is the right employee for the role you have open.
If your company has multiple listings open, take out advertising on apps like Twitter or Instagram, and let people know what you’re seeking. Don’t be too general in your job description. Keep it straight, simple, to the point- and make sure to be crystal clear on any education or experience needs.
Although you can go through applications at any time, wait to interview anyone until you have a pool of candidates to know your options are at the top for skill and availability.
Call All References
When you find potential employees that would do well in your company- call their references. Ask questions about dependability, if they know why they left their last job, and what they think of the person you may interview. Pay attention to names and addresses, and make sure that you don’t accidentally use someone’s mom as their reference. You want honesty, and that’s not a great way to get it.
If they give you permission to call previous employers, listen for how they worked in a team and how they handled problems. You can tell a lot about an employee by how they react when facing adversity.
If everything checks out, and they seem honest and hardworking, it’s time for the next step.
Interview With Caution
Pay attention to everything the potential employee says and does in the interview. If they seem aggressive or mention flirting too much with coworkers, that should be immediate grounds for them to get turned away.
Give every single candidate that fits what you need a fighting chance. It shouldn’t matter what race, sex, religion, or sexuality they are if they seem to be a trustworthy and hardworking person who can do the work you need to get done. Employment discrimination cases can swallow a company whole- don’t let it be your neck on the chopping block.
Compare what they want to get paid with what you’re willing to pay them, and be upfront with benefits, vacations, and sick days. You don’t want to have to deal with hiring someone just for them to quit a couple of weeks later when you find out they had unrealistic expectations.
Hire someone who will make your company better. Look for people who want to become a part of your company, and seem like they’re eager to prove their skills.
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Is consumer non-durables a good career path in 2023?
How many jobs are available in consumer non-durables?
What are the best paying jobs in consumer non-durables?
In the article, we are going to throw some light on the above queries in detail.
Many millennials are considering their career paths in consumer non-durables as the employees are paid high, and many posts are available in this sector. Now, let’s get deeper into this trend!
Consumer Non-durables - All You Need To Know
Consumer non-durables goods are immediately consumed in one use or have a lifespan of fewer than three years by the consumers. Non-durable goods are generally not rented while consumer durable goods are bought as well as rented.
Some examples of consumer non-durable goods are textiles, rubber, paper products, cigarettes, beer, fuel, food, cleaning products, cosmetics, etc. Non-durable goods are the reverse of long-term goods.
The demand and the supply of consumer non-durable products are high worldwide, and the career path in this sector is truly bright if you consider the recent trends. Meanwhile, it is very difficult to measure the real effect of the economy on durable products relative to non-durables.
Is Consumer Non-durables a Good Career Path?
The answer to this question is an absolute Yes. Solid consumer investing is generally considered a good indication of future economic growth. There are many positions available in this sector, and employees are paid high with excellent incentives.
The skills required to be a part of the consumer non-durables can be utilized in business services as well. Besides, other popular career paths with high rewarding salaries are oil & gas production industries, precious metals, basic industries, public utilities, hotels/resorts, packaged foods, electric utilities, energy utilities, etc.
Hence, if Consumer Durables and Other Consumer Services are a good career path, then consumer non-durables are too a good career path. Before choosing this as your career path, you need to make sure that you provide great customer service to your clients and build a strong bond with them.
How Many Jobs Are Available In Consumer Non-durables?
There are several types of jobs available in consumer non-durables. The average salary is around $90k/year. Those who are working in the consumer non-durable sector get a bunch of salaries and bonuses.
The best part about consumer non-durable companies is that they provide complete training to their freshers. They also get paid sick leave which is a plus point for most individuals.
Besides, you get a flexible work environment and also all the traveling expenses in non-durable firms that make it easy for you to save funds for the future.
What Are The Best Paying Jobs In Consumer Non-Durables?
Are you searching for “What do consumer non-durables jobs pay?” If yes, then proceed to read below the best paying jobs in consumer non-durables.
i) Brand Manager
If you are interested in cosmetic productions (which is a part of consumer non-durables), you can become a brand manager. Here the prior beauty experience is preferred and must have the ability to target customers.
Moreover, to become a brand manager, a minimum of 5 years of experience is required with a Bachelor’s degree. If you have experience in Consumer Packaged Goods, you can also apply for this post.
ii) Marketing Director
Marketing Director is another best paying job in consumer non-durable companies. For this post, you must possess strong leadership skills, and time management skills and must have the ability to work in a fast-paced environment.
You also need to manage brand, promotions, and marketing. You need to help to create content calendars and manage all comments and postings on social platforms.
iii) Quality & Food Safety Associate
The average salary of a Quality & Food Safety Associate varies from $50k to $80k per year. Here, you need to prepare a site food safety and hygiene performance report monthly, deliver quick fix-on-time solutions to the deficiencies, and validate the maintenance of QA/FS specialists of any potential issues.
Moreover, you must have the ability to understand quickly, follow clear processes, and be well-organized.
iv) Food Manager
Food Manager is one of the best paying jobs in consumer non-durable companies. As a food manager, you need to assist in managing controllable costs, maintaining store cleanliness, providing store support, spreading a positive work environment, displaying a positive attitude, managing food operations, and much more.
By considering this position as your career path, you have the ability to develop your skills and knowledge that will help you to qualify for great pay in the long run.
V) Textile Product Review Analyst
To qualify for Textile Product Review Analyst, you must have a bachelor’s degree in Fiber Science, Textiles, or a related field. You also need to support GH product award programs while maintaining your leadership skills.
Moreover, you must have experience of at least 1-2 years, the ability to multitask, excellent teamwork skills, good communication skills, a strong interest in the consumer goods industry, experience working with fashion products, etc.
What Are The Skills You Need To Start A Career In Consumer Non-Durables?
To start a successful career in the Consumer Non-durables industry, you need a combination of essential skills and qualities that will help you navigate this competitive sector effectively. These skills are not only crucial for personal growth but also for optimizing your career path. Here are some key skills and attributes you should possess:
1. Market Research And Analysis
Understanding consumer preferences and market trends is vital. Proficiency in conducting market research and analyzing data to identify opportunities and threats is essential.
2. Product Knowledge
A deep understanding of the non-durable products you'll be working with, such as food, beverages, toiletries, and household items, is crucial to making informed decisions and communicating effectively with consumers.
3. Marketing And Branding
Developing strategies to promote non-durable products requires strong marketing and branding skills. This includes creating compelling campaigns, understanding consumer behavior, and utilizing various marketing channels.
4. Supply Chain Management
Familiarity with supply chain logistics, inventory management, and distribution is vital to ensure products reach consumers efficiently and cost-effectively.
5. Sales And Negotiation
Strong sales skills are essential for building partnerships with retailers and distributors. Negotiation skills will help you secure favorable deals and agreements.
6. Communication Skills
Effective communication, both written and verbal, is vital for conveying product information, engaging with customers, and collaborating with team members.
7. Financial Acumen
An understanding of budgeting, pricing strategies, and financial analysis is crucial to making informed decisions that impact the profitability of non-durable product lines.
8. Adaptability
The consumer non-durables industry is dynamic, with rapidly changing consumer preferences and market dynamics. Being adaptable and open to change is essential for success.
9. Problem-Solving Skills
You'll encounter various challenges, from supply chain disruptions to market competition. Strong problem-solving skills will help you overcome these obstacles effectively.
10. Creativity and Innovation
Non-durable products often require innovative packaging, marketing approaches, and sustainability initiatives. Creative thinking can set you apart in this industry.
11. Regulatory Compliance
Understanding and adhering to industry regulations and standards is essential to avoid legal issues and ensure product safety and quality.
12. Teamwork and Leadership
The ability to collaborate effectively with cross-functional teams and, as you progress in your career, lead teams, is crucial for achieving organizational goals.
13. Tech Proficiency
Familiarity with software and tools for data analysis, project management, and digital marketing is becoming increasingly important in the digital age.
14. Customer-Centric Mindset
Prioritizing customer satisfaction and understanding their needs is fundamental to building loyalty and driving sales.
15. Ethical Awareness
Consumer non-durables often involve sustainability and ethical considerations. Being aware of these issues and integrating them into your decision-making can be a competitive advantage.
The Final Thoughts
Is Consumer Non-durables a Good Career Path in 2021? Now, you know the reasons why consumer non-durables are a good career path and how you can benefit from the same. Thus, the above-listed information describes the various benefits of choosing your career in this sector.
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C-suite leadership is a challenging position. The top executives are responsible for setting an organization's strategic direction and ensuring its long-term success.
The prestige of a top leader comes with high salaries and a seat at the table for major business decisions.
However, this prestige comes with unexpected stresses. This stress can impact personal and professional life if not managed properly.
A PwC 2018 CEO survey found that 83% of new CEOs get internal promotion to their role. However, those hired for CEO jobs from outside the company often receive more attention and support during their transition.
Therefore, companies often overlook the challenges associated with their ascension.
Similarly, despite the challenges, these individuals differ in character from those brought in from outside.
By addressing and overcoming these challenges, C-suite leaders can ensure the success of their organizations.
C-Suite Jobs: How To Overcome The Challenges?
Given below are some of the stressful challenges faced by most CEOs around the world and how you can overcome them—
1. Fighting Off The Imposter Syndrome
Making it to the C-suite is challenging. It comes with the constant pressure to perform and meet targets. Hence, it is stressful, especially during times of crisis or uncertainty.
Moreover, being accountable for your team's and the entire organization's actions can sit heavy on your shoulders.
Consequently, one common feeling in the C-suite is imposter syndrome. Here, an individual doubts their accomplishments and fears being accused of fraud. This can lead to feelings of not belonging or not qualified for the position.
The intense scrutiny of a high-profile position can make it challenging to take risks or try new approaches. This can stifle innovative leaders.
It often makes the individual feel like they are not just a team member anymore but are now in charge.
Therefore, you must focus on your accomplishments to address imposter syndrome or any form of self-doubt.
Remind yourself of your expertise, and seek support from a mentor or coach to cultivate self-compassion. Moreover, as a leader in an organization, you must let go of unrealistic expectations or perfectionism.
2. Dealing With The Lack Of Clarity
The upper management often tends to assume that everything is running smoothly. However, they only realize the issues when it is too late.
This happens due to a lack of visibility and clarity in the company's day-to-day operations.
The C-suite executives rely on information from department heads and middle managers. This can distort or filter reality, leading to an inaccurate view of reality or complex and unclear information.
Therefore, it can create significant problems that go unnoticed until too late.
To improve data-driven decision-making, organizations should visualize their business and its layers, maintain data reliability and integrity, and promote faster data-driven decision-making.
A data strategy tailored to the company's needs helps achieve data clarity. It ensures the integrity of the data used to inform key business decisions.
Finally, consolidating business data and promoting the sharing of insights across teams can help leaders ensure data clarity and the accuracy of their decisions.
3. Preventing Ego To Distort Clarity
In the business world, success can sometimes lead to complacency within the C-Suite, creating a false sense of security and impeding adaptation to changing market conditions or new technologies.
This can result in groupthink. Here, dissenting opinions get suppressed, stifling critical analysis. Thus, it makes the C-Suite blind to potential risks and challenges.
Organizations should embrace digital transformation and leverage disruption to ensure long-term success and competitiveness.
According to 83% of project managers, digital transformation has moderately or significantly impacted their work over the past five years.
Therefore, organizations should adopt an agile approach to project management. They must continuously evaluate shifting market dynamics, new technologies, and innovation to deliver against strategy.
4. Lacking Farsightedness
C-suite executives often prioritize short-term gains over long-term sustainability. This attitude can lead to decisions that harm the company in the long run.
Such decisions can result in insufficient investment in critical areas like research and development. However, these are essential for the business's long-term health.
Moreover, a CEO solely focused on short-term profits may refrain from investing in new technology. The ever-evolving technology can help companies remain competitive in the long run.
Therefore, such organizations prioritize investment in developing strategy over proper execution.
However, there appears to be a disconnect between executive leaders and project managers on strategy implementation funding.
This suggests organizations may not leverage the optimum focus and investment to deliver against strategy.
5. Fighting Loneliness And Isolation
The C-suite often faces unexpected stress due to the isolation it often brings.
Top leaders often make difficult decisions that impact many people's lives but with limited support or input from others.
This isolation can amplify feelings of loneliness and isolation, which can further exacerbate stress and anxiety.
Moreover, maintaining relationships outside of work can become challenging, and the pressure to always be "on" is exhausting.
Therefore, leaders should acknowledge their need for support, seek an executive coach, or join a mastermind group with diverse leaders to overcome this isolation.
Moreover, prioritizing finding a balance between work and personal life is crucial. You must let your team know they are human. This helps build trust and allows them to feel comfortable sharing with turn.
6. Accepting The Shift From A Peer To The Boss
When CEOs are promoted from within the company, they often find themselves leading colleagues who were once their peers or superiors.
This is a particularly tricky situation. Consequently, lingering tensions or resentments can complicate the new leader's job.
In addition, the CEO must quickly assess all direct reports and stakeholders, building their team and reenlisting people they want to keep through early conversations.
This process requires careful consideration and judgment, as the new leader must determine which team members are best suited for their roles and which may need to be replaced.
Through this process, new leaders can establish themselves as effective managers and confidently navigate the challenges of their new roles.
7. Organize Yourself For The New Role
It is common for CEOs who are promoted from within a company to face challenges when transitioning to their new roles.
On the other hand, externally hired CEOs tend to receive more support. However, providing equal opportunities for all CEOs to succeed is essential.
The board, senior management team, HR executives, and communications executives are vital in this process.
Therefore, a newly promoted CEO should understand their challenges and develop a plan to overcome them with organizational support to lead effectively.
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Think about it: wouldn’t it be awesome if you were able to hire seasonal staff without all the hassle involved in posting jobs endlessly, calling through endless lists, and vetting hundreds of candidates?
Of course, the answer is yes, it would be. However, in order to achieve that goal, you will need to master the art of hiring seasonal staff.
Knowing the correct way of going about making seasonal hires will save you a lot of effort, time, and money while ensuring that you make the most ideal hires. The following article will discuss the various ways you can go about recruiting seasonal hires.
Here are 7 Ways to Hire Seasonal Staff for your Business:
1. Hire From Your Customer Base:
Your customers are people who have already given you some level of respect, trust, and authority enough to form a business relationship with you. Doesn’t it then make sense hiring people who already know, trust, and probably love you?
This option is usually overlooked, or most employers have just never thought about it, but your customer base is one of the best sources of seasonal staff. This is because they already have an above-average understanding of your products and brand which makes them more likely to be excited talking about them.
Moreover, your customer base is one of the easiest audiences to reach. This is due to the fact that you probably have them on an email list where you easily communicate with them. One of the most effective ways to entice your customers to be your workers is by telling them about your desire to hire them than telling them about the employee discounts they will enjoy.
2. Start Early:
Starting before your competitors will greatly enhance your chances of making good hires. As such, you should have a clearly outlined strategy for your seasonal need and begin posting positions as early as four months before the time you will need them.
The benefit of doing this is that it will allow you to build an extensive pipeline of candidates while also ensuring that you make contact with the qualified prospects before other companies seeking the same workers.
Any employer or HR department that believes that they do not have to start the recruitment process early will, unfortunately, find themselves having to scramble to hire. This will inevitably affect the quality of their hires.
3. Be Clear in Your Job Descriptions:
Your job advertisement needs to clearly state that you are looking for seasonal staff. Thus, ensure that you explicitly mention the same in your job title.
Adhere to the following when crafting your job description:
Make your requirements clear.
A lot of seasonal jobs do not necessitate work experience. However, you need to highlight the qualifications or certifications that you are looking for.
Also, be sure to describe any physical requirements there might be. For instance, if the position will require some degree of strength of endurance, be sure to mention that so that only qualified people can apply.
Mention the work schedule
Applicants usually need to know the number of hours and days they will be working and whether the schedule is flexible. Being clear about the work schedule will help you avoid conflicts once the hire has been made.
Clearly explain your compensation system.
Any job advertisement that is vague about its compensation structure is likely to turn away its applicants. Thus, ensure that you clarify how much they will be getting paid and how they will be getting paid i.e. hourly or salaried.
4. Ask for Referrals From Your Employees:
The loyal and hardworking members of your staff are likely to know other such people. As such, they are likely to bring those people on board if they get the opportunity to do so. Then, why not give them that opportunity?
This means that you should think about starting an employee referral program that grants a bonus at the end of the season to any employee that brings another good employee to the organization.
If you are not in a position to, then simply ask your current employees to recommend what they think would be successful additions to the company when it needs seasonal staff.
5. Think About Retirees:
If your business’s needs are not physically demanding, then you should consider hiring retirees for your seasonal work. Retirees are especially attractive since they do not only have extensive work experience, but they are also usually open to a flexible work arrangement.
Moreover, unlike college students who are likely to move on after they graduate, retirees are more than likely going to return for the next season.
6. Consider Utilizing a Recruitment Agency:
A recruitment agency in Vietnam will save you time and effort by sourcing and shortlisting prospects for your open positions.
This is especially relevant if you are looking for seasonal staff as they will be able to get those employees fast. This is because a recruiting firm usually has a network of candidates with whom they have already established relationships. Agrilabour.com.au is one such agency that allows agricultural firms to find temporary employees fast.
Another benefit of using an agency is that it fills your pipeline with qualified candidates to ensure that you only make the best hires.
This is enabled by the fact that the agency usually undertakes the initial phases of the hiring process such as resume screening and the first interview. This makes your hiring process to be more efficient.
7. Visit Schools:
Where else are you likely to find people with lots of energy and time but lacking in money. That’s right; college. A lot of college students are usually looking to fill their long and frequent breaks with some seasonal work so they can earn some money.
Moreover, there is no other place you are likely to get young, bubbling, and intelligent people than college. See whether you can visit some colleges and advertise your positions.
Looking for a job is usually harder than looking for talent to fill your positions. However, the quality of talent is what usually determines the success of an organization. Getting good seasonal staff is, therefore, a lot harder since you are more than likely going to compromise on the quality of your hires. You should, therefore, consider utilizing the above tips to ensure you get the best quality seasonal staff regularly.
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