Powerful advice how to engage employees to do things

How to empower your employee? Here is the formula of talking to employees or to yourself to empower to act:

  1. Do you believe you can do it?
  2. Will it work?
  3. Is it worth it?

Watch this amazing video by Scott Geller to learn more:

Pictures used in this section were created by Robert Cialdini and Steve Martin.

The Science of Persuasion

You can’t force someone to do what they don’t want; instead, the art of persuasion is to get them to want what you want! Watch this nice tutorial that will help you to master your persuasion skills!

Pictures used in this section were created by Robert Cialdini and Steve Martin.

How to build HR team in 10 steps

Step 1. Start with identifying primary processes your department will manage. See a complete guide of Human Resources functions in any organization. Some organizations will not have all functions. This depends on organization size mainly. Pick only those functions you feel relates to your organization or region.Human Resources As Organizational CoreStep 2. Group processes you already have into functional areas you selected in Step 1. Variations are possible according to your location and legal setup of your organization. It may happen that you already do many of HR functions. Being a Jack-of-all-trades is good up to a certain point.

Step 3. Evaluate the workload of your new department by comparing amount of people your department will serve. Some HR areas can be managed by other departments. For example, Total Rewards can be managed by Finance department as well.

Step 4. Group processes into functional areas and create your own wheel or chart. The easiest program to do so is Microsoft Powerpoint. It gives you visual structure and is easy to edit. You may want to replace the wheel with boxes 🙂

Step 5. Make estimation of people needed according to functional areas you’ve selected. HR department may start with 2-3 people who take several areas. When the department grows, there are variations how that can be extended. As for now, make it simple. People can do several jobs if the workload is not intense and the specialization allows.

Step 6. Draft department chart. See example of HR department chart. Make sure you include the functional areas from Step 2. human-resources-organizational-chartStep 7. Create Jobs and Roles. Assign Roles to Jobs by functional areas. You may want to combine Roles. For example, while you are small, you may want to assign several Roles to your Jobs. Try this: HR Manager (Job) consists of the following Roles: Training and Development Specialist (Role, 30% of duties), Compensation Analyst (Role, 30% of duties) and HR Director (Role, 40% of duties).

Step 8. Define expected skills levels for your future team members. Be prepared that skills are hard to find, so list skills from most critical to least important, which will be nice to have at the beginning but easy to acquire if your new hire won’t have these skills yet.

Step 9. Draft Job Descriptions. Indicate Roles where possible. This will help you in future when you will want to review Job details and modify Job Descriptions. It’s always easier to group duties in Job Description according to Role. Job titles as well as Job Descriptions may also change over time. The most common periodicity is annual review of Job Descriptions. For growing companies that period can be shorter.

Step 10. Hire People top-down. Hire most skilled first and let them help you hire the rest of the team. Perfect match by skills is not always required. People whom you hire may have some skill gaps in condition they show intent to fill those skills, knowledge or experience gaps. Skills gaps are areas of growth for your new hires. Your team will be excited to learn while working, so keep some space for their potential growth.

Adjust the process as needed. That will be your continuous function, do not be scared if things don’t perfectly work in the beginning. Persistence and your people skills are essential in creating the department you want.

How to answer questions in US Consulate


Video 1

US immigration attorney training on preparing successful B1 visa applications, how to avoid confusion at U.S. Ports of Entry, visa extensions and change of status, and strategic drafting of job descriptions and organization charts. Find out how to respond to an RFE, how to avoid H-1B and L-1 visa denials at the U.S. consulates, public access file requirements, and what to do if the petition with USCIS is denied.

Video 2

Case “Applicant is sent to US to train users on software”.

Senior US Immigration Attorney Mr. Thomas Joy conducting a US Consulate mock interview session at Doing Business in The US Conference on how to answer questions at the U.S. Consulate interviews.

Video 3

Business Visa tutorial from American Visa Law Group USAVISALAW.COM. What are acceptable business purposes for the B1 visitor visa.

All videos are not legal advice, contact immigration attorneys, website of U.S. Department of State or specialists to review your particular case.

Infographics on opening Microsoft Dynamics Offshore Development Center

Talentuch has started to prepare the research paper that will help our Clients in Microsoft Dynamics domain to make better decisions when considering and opening Offshore Development Centers in Eastern Europe.

The research will cover some of the following sections:

  1. How many Microsoft Dynamics specialists work in various locations by specialization
  2. Average salaries of MS professionals by experience, english language proficiency rate
  3. Sizes of countries and Microsoft Dynamics candidate pool
  4. Speed of closing Microsoft Dynamics vacancy by recruiters including full-time and contract type positions
  5. Airports and cost of travel from main locations to Offshore Development Centers in Eastern Europe.
  6. Costs of real estate including shared offices, business centers rentals
  7. Financial basics (inflation rate, currency stability, country focus and trends)
  8. Professional Profiles of potential candidate, including likes, dislikes, motivation factors, and cultural habits


To be first to get the report please follow our LinkedIn page for updates.

Hiring Technical Talent is all about Persistency and Branding

Do you agree on those statements?

  1. CEO should be a part of recruiting and build the employer brand.
  2. The hardest part of the technical recruiter job is to convince hiring executives to hire the candidates who passed the interviews.
  3. Technical engineers are bombarded by technical recruiters via LinkedIn and receive up to 30 mails per day.

Who are recruiting ambassadors at engineering companies, what US recruiting challenges are…. Watch the video to learn more.


How to switch from Office Manager to HR Manager before your company hires a full-time HR

This is such a pain when you are an Office Manager or Manager Assistant and doing many administrative duties by yourself in your small company of up to 50 people and desperately waiting for promotion or asking for an assistant but things do not go as you want to.

One day your boss wants you to find an HR person for your growing company as there are many duties that lie in another functional area, HR area. Not fair if you wanted to have this job, too! If this is not the case yet and you really want this job, act fast!

Review these steps of changing your career path. We suggest you build your own career plan as early as possible. We give you some advice how to identify the career opportunities in your company when they arise.

Step 1. Learn what HR people do. What are their duties and skills? This is your initial web research and conversations with HR professionals whom you might know. For example:

Step 2. Review your existent Job Description. Mark in Bold Red everything you do from HR area. This will be you basis for building more HR duties around your daily routine. Identify which HR tasks you can add now without loss of quality in your main duties.

Step 3. Plan your studies. Self-study is enough to learn basics of profession. I recommend to start your studies first and talk to your Manager then. This will show your seriousness and determination to be an HR. Moreover, basic understanding of the area and some HR terminology will represent you better as a young HR professional

Step 4. Prepare to talk to your Manager. This is the risky part in some companies and cultures. The best advice is that you plan your meeting well and deliver the message in a professional manner to your Manager. Not all Managers want their subordinates to change jobs. Some do, but many Managers value you at your present job where you are so good at your main tasks. If you are ready for a change, make sure you explain the Manager that you want to grow into HR. Let him/her know which steps you are planning to take to become an HR in your own company.

Step 5. If Step 4 went well and your Manager supports you in your career path, meet with your Manager again and create your new Job Description. Provide solutions who will do your old job and discuss with your Manager the best timeline of your rotation to your new job.

Step 6. Prepare to work hard. You need to study new duties, read a lot, attend seminars, search for new knowledge and implement as many good HR processes in your company as you can. Make sure you consult as needed and your Manager authorizes your activities.

Step 7. Show your progress to your Boss and get feedback if the progress is satisfactory. Ask questions what is going well and where you need to improve. This is the stage where your Manager will most likely approve hiring a replacement for you and promote you to HR position.

There are many HR people who organically grew from inside of organization from Office Managers or Assistants positions. If this is your ambition we wish you persistence and luck in getting your new job without changing your employer!

How to Start a Niche Recruiting Agency

Dee Williams shares her business knowledge and professional advice with us!

Recruiting is a good business for people who have energy and social skills. Dee is our favorite career enthusiast! Watch this inspiring video and share it on your social pages.