How to Choose a Good Software Development Company?

There are so many software companies, so finding the right one can be very difficult. However, there are some ways you can make this process simpler, and it all comes down to knowing what to look for. Which is why we created a list with some of the features and things you should look out for when you choose software companies?

Domain expertise

You can find lots of software development companies out there, but you need one for your particular niche. Some of these specialize in mobile apps, others in desktop apps, you can even find some specialized in business apps. With that in mind, you need a good software company that has experience with the type of task you are looking for. It might be a bit hard to find something like that, but then again it will be worth it. Like, if you are looking for an artificial Intelligence consulting company, then Webtunix has domain expertise in Machine Learning, Data science, Business Intelligence and Data analytics.

Check reviews

Yes, reviews always tell you the real stories, at least some of them do. You need to check reviews because they will let you know if a company is reliable or not, if they are doing good work and what you can expect. Checking reviews on as many review platforms as possible is a priority here.

Ask for a quote

This is one of the best methods you can use to test the way that company communicates. Ideally you want to have a business that has efficient communication and which works amazingly well. Adaptability and value are key here, and that’s exactly what you want to keep in mind.

Agile software companies

Agile is a great system because it allows teams to work more efficiently. So if you really want to have a great development team, one that uses the Agile approach really helps a lot. You just need to give it a shot and keep it in mind, then results will be very good in the end.

Can they update your app in the long run?

Not all software companies are offering long term support, nor do they agree with free updates. So you have to clear things out, see how much you need to pay and what you can expect from them. After all, you might be looking for long term services, so you have to see the stuff they offer and what you can expect.

Check their portfolio

The portfolio offers a good insight into what a company can do for you. If you like the work they are doing, then that company might be suitable for your needs. You still need to follow the other tips above, just to be safe.

Picking one of the best software companies in San Francisco is not going to be an easy task. But it’s important to know what you are looking for and to create a shortlist of everything you want. All details matter and that’s why you have to focus on results and on getting what you want at the best possible price. However, it’s a good idea to prioritize high quality if you want great results!

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How Does Google Interview Candidates?

What is Google’s secret? How does Google manage to choose the top talent in their interviewing process?

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Interviews at Google

Did you ever wonder what a job interview at Google is like? How does Google manage to choose the top talent in their interviewing process?

Their big secret is called – structured interviewing.

According to Google, structured interviewing simply means using the same interviewing methods to assess candidates applying for the same job.

Structured job interview definition by Google

Google defines structured interviewing as using the same interview questions, grading candidate responses on the same scale, and making hiring decisions based on consistent, predetermined qualifications.

Structured interviewing is a process where candidates are asked a consistent set of questions and clear criteria are used to assess the quality of responses. Structured interviews are used all the time in survey research.

The idea is that any variation in candidate assessment is a result of the candidate’s performance, not because an interviewer has higher or lower standards, or asks easier or harder questions.

Why does Google use structured interviews?

Research shows that structured interviews can be predictive of candidate performance, even for jobs that are themselves unstructured. The benefits of structured interviewing, including increased predictive validity and reduced adverse impact, have been well documented by academic research over the last 20 years.

Google’s hiring team decided to experiment with a structured interviewing and they found that:

  • Structured interviews are better at indicating who will do well on the job
  • Interviewers are happier and saving time
  • Structured interviews make candidates happier as well.

Why don’t you use structured interviews?

Why don’t more organizations use structured interview questions?

Well, they are hard to develop. You have to write them, test them, and make sure interviewers stick to them.

Research has also shown that interviewers generally think they’re good at interviewing. Surely many of them like to think they’re excellent judges of character.

But when it comes to hiring, trusting your gut can be detrimental. Research shows that during first encounters we make unconscious judgments heavily influenced by unconscious biases and beliefs.

Using structured interviews in your hiring process can help you choose the best candidates and ensure a better candidate experience.

If you want to learn how to develop and conduct a successful structured job interviews, check out The Ultimate Guide for Conducting Structured Job Interviews!

What Do Steve Jobs, Tim Kobe, Dan Goman and the like Have in Common? Disruptive Leadership

Evolution of digital technologies is gathering greater momentum each day and it has a great impact on the way markets are changing. With all these changes taking place, organizations and businesses need to become prepared for any disruptions coming their way.

How can businesses belonging to any industry do that? By listening to the disruptive voices of leaders like Steve Jobs, Tim Kobe, Dan Goman and the like.

What does disruption mean?

This term has been a buzz word in the tech industry in recent years. Basically, the term means changing the way of thinking or the way of doing things, in a business context. Disruption has the power to completely erode or alter markets by providing a more efficient alternative to existing products or services. Also, it can be the change-driving force of entire industries.

Disruption is closely connected to innovation, even though they do not mean the same. Startups are changing industries, innovators are changing the modus operandi, and nearly everybody can agree that a disruption carried out well is a positive thing.

How does this have anything to do with leadership if leaders are usually relied upon to help people work together towards the same, predetermined goals?

What is disruptive leadership?

A disruptive leader is a person holding a leadership position and who is always on the verge of finding new solutions, developing processes, their organizations and businesses. These leaders are ready to change things from the ground up to achieve the necessary results.

Steve Jobs belongs to this category and Apple’s unprecedented success can definitely be attributed to his leadership style and creative vision. He was known for his unapologetic criticism, which he defended by pointing out the results his team achieved.  

How industries benefit from disruptive leadership?

This type of leadership definitely benefits both organizations and the industries they belong to. The founder and CEO of OWNZONES Dan Goman has leveraged his team to come up with a cloud-native platform solution that has set new grounds in the entertainment industry. Dan Goman and his team didn’t want to accept standard benchmarks for success in the industry and disrupted the digital landscape by coming up with a post-production platform that helps content creators manage and deliver their content more effectively.

The disruption lies in creating software on the cloud itself and using a new IMF format to future-proof the content creation and distribution work and eliminate all the pain points of on-prem servers.

How disruption changes the customer experience?

An example of disruptive changes can be seen in the moves by Time Kobe. The CEO and founder of design firm Eight Inc., which has been the designer of Apple’s stores for the last two decades, led the disruption of the car dealership experience. The first things that visitors to The Lincoln Way store in China is the absence of salespeople. The showcased vehicles stand alongside displays where customers can find more information and configure their own features for a real luxury purchase experience.

Kobe advocates “returning to experience” where consumers who interact with a company have a simpler, easier encounter compared to what they’ve experienced before. If we look at their China store example, the company created a diametrically opposite experience to the one seen in high-pressure environments most car buyers get into today.  By doing so, they created an emotionally positive and memorable experience eventually resulting in a stronger connection with the brand.

Conclusion

Changes are certainly not an easy thing to accept but the times we live in dictate the need to adapt quickly. Leaders like Dan Goman and Tim Kobe and the organizations they are in charge of are ready to deal with difficult times and accept risk-taking and experimentation as mechanisms for thriving in a change-driven environment.

People who have disrupted their industries are aware that decisions and changes are not made at their whim and they never lose sight of the overarching goals. They trust their teams to steer projects in the right direction and, most importantly, they trust their vision of reaching new heights.

Only 1 in 10 People Possess the Talent to Manage Others

Discover how to recognize people with this rare talent!

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1 in 10 people possess the management talent

Did you know that Gallup’s research revealed that about one in 10 people possess the talent to manage?
Though many people are endowed with some of the necessary traits, few have the unique combination of talent needed to help a team achieve excellence in a way that significantly improves a company’s performance.

How to recognize a great manager?

What makes a great manager? What are the traits and characteristics of a great manager?

Gallup has found that great managers have the following talents:

  1. They motivate and engage employees
  2. They drive outcomes and have the ability to overcome adversity
  3. They create a culture of clear accountability
  4. They build relationships that create trust, open dialogue and full transparency
  5. They make decisions based on productivity, not politics.

McKinsey surveyed 189,000 people in 81 diverse organizations around the world and found out that four kinds of behavior account for 89% of leadership effectiveness.

According to McKinsey, successful managers:

  1. Solve problems effectively
  2. Operate with a strong results orientation
  3. Seek different perspectives
  4. Support others.

Google also wanted to know what makes a manager great, so it conducted its own research and got some interesting results. Google identified 5 key behaviors of its best managers. According to Google, a great manager:

  1. Is a good coach
  2. Empowers the team and does not micromanage
  3. Creates an inclusive team environment, showing concern for success and well-being
  4. Is productive and results-oriented
  5. Is a good communicator – listens and shares information.

In short, great managers are able to naturally engage team members and customers and sustain a culture of high productivity.

Hiring managers?

If you need to find and hire great managers, you might be interested in our useful resources:

 

The Top Must-Have 10 Recruiting Software in 2019 [INFOGRAPHIC]

Check out the infographic with the top 10 must-have recruiting software in 2019!

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List of the top must-have recruiting software in 2019

Which different types of HR tools do successful HR professionals and recruiters use to up their recruiting game?

Here is the list of the top 10 must have recruiting software that can completely change the way you attract, find, choose and hire top talent.

Infographic: Top 10 must-have recruiting software in 2019

Here are the top 10 must have recruiting software nicely put in one handy infographic:

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Recruiting software #1: Applicant Tracking System

An Applicant Tracking System (ATS) serves as a database with all of the applicants’ profiles, it helps interview scheduling, candidate screening and evaluation and enables easy team collaboration and communication.

Recruiting software #2: Recruitment Marketing Software

Recruitment Marketing Software offers features for implementing the most important recruitment marketing important strategies, such as employer branding and social media recruiting. With this software, you can also create your perfect career site based on your needs and your brand identity.

Recruiting software #3: Candidate Relationship Management Software

Candidate Relationship Management (CRM) Software Candidate Relationship Management (CRM) Software helps recruiters to achieve timely, relevant and personalized communication with their current and potential future job candidates.

Recruiting software #4: Candidate Sourcing Software

Candidate Sourcing Software is a recruitment software specialized in finding qualified candidates. With Candidate Sourcing Software, recruiters can scan millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

Recruiting software #5: Video Interviewing Software

Video Interviewing Software enables recruiters to conduct distance live video interviews with candidates from anywhere around the world, quickly and easily.

Recruiting software #6: Candidate Assessment and Testing Software

With Candidate Assessment and Testing Software, employers can quickly and easily test their candidates’ knowledge, technical and soft skills and traits needed for success in a certain job position.

Recruiting software #7: Employee Referral Software

With Employee Referral Software, you can create and send engaging employee referral campaigns and ask your employees to recommend suitable candidates for job positions you are looking to fill.

Recruiting software #8: Background Check Software

A Background Check Software is a specialized software created to automate an employment background check and perform a reliable search of a criminal background and do a thorough vetting of new staff before hiring.

Recruiting software #9: Employee Advocacy Software

An Employee Advocacy Software is a specialized recruitment tool created to help companies turn their employees into their employer brand ambassadors and share curated, pre-approved content across their social network in a fast and simple way.

Recruiting software #10: Job Boards and Aggregators

Job Boards are websites where employers directly post their open job positions.

Job Aggregators are websites that search the web and collect job ads from multiple sources and display them on their site, linking them to the original job ad.

 

A Dipstick On Present and Future Status Of HR Tech

From the time when individuals were reluctant to use the technology to now, when the influx of automation, AI, and machine learning, have shaken the technology for all the good reasons; we have indeed come a long way! These multifarious technological advancements have impacted the HR technology too. The methodology used for employing individuals and managing their stay at the organisation has got a whole new definition.

In this blog, I walk you through the current scenario of HR Tech. Apparently, the status of HR tech is great but technology can never settle the way it is. There is always scope for enhancements and proliferation. So, the statistics, evolution and trends, let’s glance at all of them.

Statistics-

The numbers are on a hike and hence supporting the current HR tech landscape. The future of HR tech seems to be quite promising as the experts have claimed that the current valuation of the HR market is somewhere around 10 to 30 billion dollars. The same is a result of the constant disruption in the HR technology for the better. This is why more and more SMEs have started investing in the HR software to keep up with the pace. In the coming years, it is believed that by the year 2021, the market will see a boom of at least $34 billion dollars.

Furthermore, the HCM in the coming future is going to see the investment of around 20 billion dollars. On the other hand, the estimated value of payroll software is $8 billion.

Evolution-

The past few decades have focused only on improving attendance and payroll software. However, now, the arena has spread to all the facets of HR including performance and engagement management. The focus has now shifted more to improving the employee experience and using data & analytics to fetch actionable insights. Moreover, predictive analysis is increasingly helping HR in reducing the attrition rate and increasing engagement. Furthermore, the advancements have also improved accessibility thereby promoting better tab on activities. Also, by measuring the performance frequently, the employees stay motivated and the productivity keeps surging.

Upcoming Trends-

In the near future, HR’s will witness a powerful uplift in data and analytics. Besides, artificial intelligence, machine learning and automation will continue to flourish. Apart from aiming to end more and more manual and redundant tasks, the HR tech will aim towards formulating ways to increase productivity and reduce the time taken to complete various tasks.

The Final Word-

The HR and payroll software have had their own share of pitfalls but the level of ease that the HR software has brought into the lives of not just HR but also the employer and employees has surpassed all of that.

There is no denial to the fact that HR tech is growing rapidly. It has emerged as a powerful combination of automation and AI. With the trends that are booming right now, the HR veterans are eagerly waiting to see how the trends will unfold over months and years to come.

The Importance of Having Military Veterans as Employees

Hiring good employees is tricky business. It takes skill to weigh not just the capabilities but also the character and personality of each candidate in an attempt to figure out who is the right fit for each position that needs to be filled. However, one element that can go far in helping make your hiring decisions is the knowledge that you’re dealing with a veteran. Veterans tend to come equipped with a unique skill set as well as a host of hands-on life experiences that few other applicants can come close to equaling.

There are nearly 20 million veterans in the United States, with nearly a million of them unemployed as recently as the end of 2017. This number represents a huge pool of potential employees who have quite a bit more to offer to your workforce than your average applicant. Let’s take a look at some of the specific reasons you’re absolutely going to want to have veterans as part of your company’s team.

The Unique Qualities of Veterans

Often veterans are brought into the limelight for issues like PTSD as well as other challenges that they often face as they re-enter civilian life. However, while these are certainly genuine concerns that deserve to be addressed, they shouldn’t overshadow a veteran’s chances at landing a job in your company.

On the contrary, as already mentioned, the average veteran brings a tremendous skill set to the table. Here are just a few of the personal traits that tend to make each veteran an invaluable asset to a business team:

  • Veterans are responsible: Vets are used to high-stakes scenarios and have been trained to take responsibilities very seriously.
  • Veterans are achievers: They also understand what it means to set goals and to stick to them. Their work ethic is typically exceptional, and they’re able to function on their own without close oversight.
  • Veterans are organized: One natural side effect of life in the armed forces is a honed ability to remain well organized, which military personnel often continue to keenly possess upon re-entry into civilian life.
  • Veterans are leaders: They have often had intimate experience in leadership positions and are comfortable making decisions that might cause other employees to hesitate. This also can manifest in the important ability to take responsibility for their actions and use their intuition with confidence.

Education

It’s no secret that veterans are able to receive well-earned government-backed funding to help them pursue a college education. What this means for you as an employer is that you will have employees who are equipped to continue furthering their college education even while they’re working for you. This will allow them to deepen their current knowledge in their field as well as continue to improve their skill set over time.

In addition to the aforementioned college experience, veterans have also typically been exposed to various forms of advanced tech during their time in uniform and are accustomed to a lifestyle of continued education, learning, and development while on the job.

To summarize, as far as education is concerned, whether it comes via college classes, during work hours, or a combination of the two, veterans are knowledgeable, comfortable with technology and willing to maintain a learning mindset.

Diversity and Incentives

Another benefit of hiring veterans is increasing the diversity of your workforce. For example, many businesses struggle with diversifying their global mobility efforts, a fact that can have serious side effects. However, choosing to hire veterans, many of whom have traveled extensively throughout their military careers, can allow for a greater incorporation of diversity of experience into your global mobility efforts.

Of course, the example extends beyond working abroad, as well. Diversifying your workforce by including veterans and their unique set of skills and experiences can be an excellent way to observe an “iron sharpens iron” mindset amongst your employees.

Another obvious benefit to hiring veterans comes in the form of government incentives and tax credits. For example, the Returning Heroes Tax Credit and Wounded Warriors Tax Credit can combine to offer a significant $9,600 in tax benefits. It’s important, though, that you ensure that you’re hiring employees who are eligible for these credits before you assume they’ll apply to your situation.

Enabling Those who Enable Us

There are nonprofits in the US that are helping to create stable environments for veterans. These nonprofits help with PTSD treatment as well as general life skills. These treatments and skills give veterans a sense of stability that they may have been lacking since they left the military. This newfound sense of stability in turn contributes to their overall employability.

However a company goes about creating opportunities for the wounded and retired warriors amongst us, it’s important that companies make an effort, at the least, to acknowledge the competitive edge that veterans bring to the table.

The United States Postal Service, for example, rewards points for certain positions to veterans based on factors like their service time or disabilities, all of which can help give them a well-deserved preference over other candidates.

In an era where new technologies like AI and automation enable us to use increasingly complex candidate screening software and other hiring tools in order to vet applicants, it’s important that hiring personnel still take the time to purposefully step back from the facts and data and recognize the veterans amongst us. From their role as inherently responsible, organized achievers to their willingness to continually learn and grow, veterans add a uniquely genuine element to any workforce.

How to Best Manage Your Sales Performance

The key to ensuring the survival of your business in the contemporary, highly competitive market where the circumstances change on a daily basis lies in how good you are at selling your products or services, no matter what industry you are in. As the rules and circumstances are changing constantly, so should your selling practices.

To improve and adjust to the new demands of your clients and the market itself, what you need is a well-structured approach to sales performance management, which will advance the skills and techniques of your sales team.

Here are a few tips on how to best manage your sales performance.

Have a plan

In order to ensure that your sales reps use only the best practices which enhance their ability to sell, you will need an effective sales plan. It should establish clear guidelines for your sales team members, and lay out your company goals as well as activities needed to reach them.

The execution of the sales plan can be easily measured and the plan itself reviewed if your goals are properly quantified.

Setting both precise activity goals, such as calls per day, and result goals, like sales per month, is also a great way to help your team members better understand their role and focus on the important tasks.

Recognize the needs

No matter what the method of communication with your prospect is, in sales, nothing matters more than gaining their trust.

In order to reach that point, you need to recognize your customer’s needs, empathize with them, and try to sell the product and service accordingly, as a solution to their problem.

Instead of making a sale, try out the golden 80/20 rule and focus on listening and understanding the prospects 80% of the time following this ratio. This requires the active listening technique which is crucial for realizing how to best help your prospects.

Many sales reps fall into the trap of talking endlessly about all the amazing features and specs of their product or service, and this “me, me, me” tactics is a surefire way of losing prospects.

Follow up with the leads

Following up with the leads and keeping them “alive” and engaged is an important task in managing your sales. Days of the manual follow-up are long gone, as many client relationship management (CRM) tools are making it easier to track all leads as they move through the sales process, and even automating some of its parts.

Using online chat managed service on your website can also boost your sales performance, as such a practice can nurture and engage your leads, and help you determine whether your lead is qualified before booking a meeting.

Cold calling

Sometimes, your team members need to make cold calls, by approaching complete strangers and turning them into prospects. The main goal of a cold call is to make an appointment, and the odds are much higher if beforehand making a call you:

  • get enough information on who you will be taking to and what’s important to them
  • make a plan about how to best approach them

Creating a playbook with best practices included may be of great help to your sales reps, as it can allow them to focus on quickly qualifying leads and making appointments.

Word of mouth

Referrals are the most valuable tactic when it comes to providing new leads, as research suggests that referral leads convert 30% better than leads converted from other channels.

People trust friends more than they trust brands, and nothing promotes your brand better than a recommendation coming from a customer who is satisfied with your service or your product. It easily gives your business much-needed credibility and trustworthiness.

In order to get more referrals, you should make a practice of sending follow-up emails to your audience, making it easy for your existing customers to submit a testimonial or a  review.

Customer referral programs are a great way to increase your sales performance, so if you haven’t started one already, you should make it your priority.

Leverage email marketing

Emails are also a very effective resource in increasing your sales performance, by keeping your leads active, informed and interested.

Tracking email engagement as well as using email template sequences to further personalize your communication with prospects can be almost fully automated if you use the available tools. The same applies to creating highly tailored and targeted email campaigns.

Still, having in mind that only 9% of sales emails are opened, there are some general rules you should follow in order to raise the chance of your emails being opened, read or replied to:

  • emails should be from 50 to 150 words long
  • avoid words such as free, social, press, invite, and other spam triggers in your subject lines
  • use questions as your subject lines to spark your prospects’ interest and curiosity and imply that your email offers solutions
  • launch your campaigns on Wednesdays or Thursdays.

The subject line is of vital importance, especially if we bear in mind that 30% of people open an email based on how well it captures their attention and recognizes their need – that is, based on the effectiveness of your subject line.   

So, if you want to review and manage your sales performance, you should start from the very basics, such as making a good plan and getting to know the needs of your prospects, as well as by focusing on establishing timely, relatable, and meaningful communication with them.

The Importance of Contributing to a Savings Fund

On a normal weekend, you do your regular chores: check on the garden, cook meals for the week, mow the lawn and play with your kids. By Sunday night, your back is killing you. By Monday morning, you’re in so much pain you can’t get out of bed, let alone go to work. Your run-of-the-mill weekend stressed your back so much that you need medical care and several days off. You have no idea how you’re going to keep up with your bills – you’re out of sick time and you don’t have extra money to spare. This is exactly the sort of unexpected medical problem that a savings account could solve.

4 Reasons to Contribute to a Savings Fund

Money definitely won’t solve all of your problems, but the padding that a savings account can give you will certainly solve some of them. Here are four reasons to save money:

  1. You’ll have peace of mind: If you’ve ever laid in bed at night, unable to sleep because you’re stressed about upcoming bills, you know what even a little extra money can do for your peace of mind. Even if you don’t dip into your savings account for monthly bills, simply knowing it’s there as a backup will ease your stress.
  2. You’ll have options: While you may not touch your savings for several months or years, it does give you options should you want to make a major life change. If your job is impacting your health and you want to quit, having several months of expenses saved can give you the flexibility to do that. If your neighborhood is becoming unsafe, you can start looking for a new apartment or house somewhere else.
  3. You’ll save more (and more): The more money you save and the more frequently you save, the easier it is to continue saving. You’ll see your savings build up, which will encourage you to save even more. It will also become a habit instead of something you force yourself to do.
  4. Your money can work for you: By carefully choosing the accounts where you put your money, you can earn as your money sits. Some regular bank savings accounts let you earn interest on the money in your account. Specialty accounts, like a retirement 401(k), will give you options for investing in stocks.

You may not have enough in savings to cover all of the many things that could cost money, but having that little extra wiggle room will give you more control over your circumstances.

Types of Savings Accounts

While you may think of a savings account as simply a place to keep the money you don’t plan on spending soon, there’s a lot more to them. Different accounts offer different perks, like gaining interest, stock investment opportunities and employer contributions. Here are a few types of savings accounts to consider opening:

  • Bank Savings Account: This is the most basic type of savings account. It’s simply a place to hold your money away from your checking account. There may be limits to what you can withdrawal and requirements for how much needs to be deposited.
  • Emergency Savings Fund: If you create an emergency savings account, a good starting goal is to save three months of expenses. If you’re injured and can’t work or if you lose your job, you’ll know your expenses are taken care of for at least a few weeks. From there, continue adding money to your emergency fund until you have six months or more of savings.
  • Health Spending Account: If your employer offers a health spending account, you can deposit money (or it can be automatically deposited) before being taxed. Then, if you have to pay out-of-pocket for medical costs, you’ll be paying with tax-free money. You may also be able to earn interest on your money as it sits in the account.
  • Retirement Savings Account: There are a few different types of retirement savings accounts, like a 401(k) or a Roth IRA. These accounts let you invest your money in the stock market as you save for retirement. According to the Investopedia link referenced above, you can earn up to 8% per year on average. Even better is that you won’t have to pay taxes on those extra earnings. Talk to your job’s HR department – some companies will match what you contribute up to a certain amount.

Spend some time comparing the different requirements and features of savings accounts. Your goal should be to differentiate the accounts you invest your money in.

Saving When You Don’t Have Extra Money

While saving is great for accumulating money, of course, it’s also good to get into the habit of saving. You may not have a lot of extra money right now, but even $5 per week is enough to make the act of saving a habit. As you earn more money, you’ll naturally start to put more away because you’re already in the habit of saving a little extra each week. You may also start to look for more ways to save as your growing savings account acts as a motivator.

Think about the different ways you can cut back on your current expenses to save a little extra each week. Are there any essential items that you can buy at a discounted rate by buying in bulk or switching brands? Are there any non-essentials you can live without or cut back on? Keep a spending journal for a month. Write down everything you spend money on and how much you spend, then go over it to see if there are ways to cut back.

Final Thoughts

When deciding which savings accounts are right for you, don’t hesitate to speak with a professional and ask questions. At your bank, a representative will be able to sit down with you to explain your options. If you’re taking advantage of an employer-sponsored savings plan, which can offer a lot of tax breaks, discuss your options with the HR department.

Getting the Most Out of Your Company’s Work Portal

Corporate portals can serve as useful tools for aggregating links and information for employees. It makes perfect sense to gather relevant news, content and external links in one convenient location. This way, users only have to make one stop to get whatever they need—and are empowered to answer their own questions rather than having to go through HR or leadership teams for intel.

But all too often, web portals go underutilized by employees after their orientation period. Sure, users may check out the portal during their first few days of onboarding—and perhaps occasionally thereafter for specific queries. In general, however, engagement tends to diminish over time.

The end result? When corporate portals fall by the wayside, they fall short of providing value to users and companies as a whole. Here’s a guide to getting the most out of your company’s work portal.

Define Goals for Your Web Portal

Think about what you want your corporate portal to accomplish. What does the optimal user experience (UX) look and feel like? What features and controls must employees be able to access within this hub? What are the potential benefits to both end users and the organization as a whole?

According to Techopedia, web portals often contain features like “data access, personal content, transactions, security, published content and search.” Of course, no two hubs are exactly the same—appearance and UX depend on the organization and its goals. Companies are increasingly giving employees the opportunity to customize their portal to fit their preferences. The final product will also depend on which applications you make available for integration.

Start by defining goals. First, broadly. Then drill down and get more specific. What do you want your portal to accomplish? How often do you want users to visit it? What degree of personalization must your portal offer to users? Which devices will support access? Only once you have these guiding ideas in mind can you put together a genuinely useful product.

Avoid treating it as a catch-all and instead design it with intentionality.

Embed Data Analytics for Easy Access

Work portals are increasingly becoming a site for embedded analytics like ThoughtSpot as companies aim to monetize their stored data by making insights more accessible to all. The goal here is giving employees—even those without a background in data—direct access to the business intelligence tools and interactive charts they need to make informed decisions.

Monetizing stored data has become a major priority for businesses looking to gain the competitive edge. One way to monetize data is to allow users to ask questions and get answers instantly without having to wait for static reports. Speedy and informed decisions across the board drive better business outcomes. So, embedding search-driven analytics, custom charts and entire dashboards directly into portals is a solid first step toward data monetization.

Create a Personalized, Engaging Experience

It’s worth considering whether your company is giving people a genuine reason to visit your portal. As Society for Human Resource Management points out, users inevitably tend to compare corporate portals to their favorite websites—like Amazon and social media platforms.

What lessons can we glean from these popular sites? People today value personalized experiences, advanced search options and engaging features. If your portal misses the mark in any of these areas, employees will want to use it less. Offer opportunities for customization so users can create an environment and workflow that suits their preferences. This will go a long way in incentivizing employees to continually engage with your portal.

Getting the most out of your company’s work portal depends on allowing employees to customize it to their liking, and using it to provide useful tools like data analytics.