Category: News

Due to COVID-19 pandemic, the complications and the difficulties that it has brought, some of our clients are facing a lot of issues regarding hiring employees. This is the reason why The Headhunter Group has decided to offer significantly discounted prices to all our clients globally for the next 6 months for only the equivalent of 0.5 Gross salary of the employee, it has decided to suspend the practice of advance payments and it also has decided to guarantee longer for all recruitment extended up to 6 months.

The Headhunter Group also has taken one of the biggest and most positive initiative since the pandemic started, which is the successful implementation of our new Global Recruitment Initiative. This means that now, we create online teams of experienced recruiters depending on the needs of our clients, the industries they come from and the regions in which they are based. These teams will help you hire employees for any position you need to be filled in the fastest way possible!

We work internationally and we are always here for you! We have tried to ease the difficulties brought upon us so you can hire professional staff quickly and efficiently! Don’t let this opportunity slip. Contact us now and take advantage of this offer!

The challenge of the situation which has been brought to us due to the COVID19 crisis has brought a lot of difficulties for business all over the world. This is exactly what inspired us to take action and help business in need. Some of the ways we want to help you are: By offering Web Space for free and free job board for all companies for up to 3 months.

This situation is that kind of a situation that inspires us to be adaptable and to respond quickly and we know that most companies are short staffed and need to employ people as soon as possible. This is why we are offering you free job board which means that companies can use our social media and web sites as a tool to post their vacancies.

If you’re interested, please visit: www.theheadhunter.com ; www.karriera.al or our social media profiles on Facebook, Instagram or LinkedIN.

We are well aware how much of a negative impact the coronavirus has brought upon us. And since it being not only health related, our businesses have been experiencing a major setback during this crisis.

Recognizing all of this, the Headhunter Group has shown itself to be determined to help our clients to find their way through this unfortunate situation.

The way we plan to help your businesses, is this: We are more than honored to offer you advice and support on these topics, but not only:  Personalized Guidance for Businesses and Employers to Plan and Respond to Covid-19, Maintain Healthy Business Operations, Reopening businesses- Measures to be taken. We are also open and willing to be helping you with other daily issues, such as: workplace mediation and all aspects of HR disciplonaries, resolving difficult employee conflicts providing practical solutions and where necessary bringing legal advice on options; Developing and implementing companies restructures and redundancies and a lot more.

Our training package to handle the situation that has been created by COVID19 includes: Practical Guide to Manage Remote Work, Building Resilience in the face of a crisis, Lead with emotional Intelligence, Lead you business through the coronavirus crisis, Inclusive leadership, Great Feedback, Performance Coaching and Mindfulness- Why we should all seek calm among others.

This will all be possible because our HR services team has wide experience advising companies during their most critical times. We guarantee that we will assist you with your questions as fast and as efficiently as possible!

With a slew of challenging yet fulfilling work always coming in, there’s never a dull moment in payroll. But if you’re not organized, the load can soon become overwhelming.

Work efficiency is the key to success in a function like payroll. You can start with small but obvious steps, like keeping your desk tidy, socializing less and minimizing online distractions. But sometimes you need to make larger changes to the way you work and collaborate. Here are a few tips to help you reach maximum productivity:

Plan your day

Every morning, take a few minutes to make a list of things you need to accomplish by the end of day. If you have a lot to do and don’t know where to start, prioritize tasks by dividing them into three categories of urgency and importance:

• Important and urgent — do first
• Important but not urgent — do second
• Neither urgent nor important — do as time permits

Organizing your to-do list this way helps ensure you don’t simply put your energy into the things you like to do while putting off urgent or important tasks.

Bring work efficiency to your emails, calls

Emails and phone calls from company employees are a standard part of a payroll job, but those demands can be a real productivity killer. It’s hard to focus when interruptions constantly pull your attention in multiple directions. That’s why it’s important to have a system to deal with queries that boosts your overall efficiency.

When it comes to answering the phone, perhaps you and your payroll colleagues could agree on a schedule that allows everyone to have uninterrupted blocks of time to concentrate on work.

Emails are easier, as you don’t have to respond to those immediately. One suggestion is to set your email client to check for new messages once every 15 minutes or even manually. That way, you won’t get distracted by unending pop-up notifications.

Stop putting out fires

In your payroll job, are you mostly proactive or reactive? If much of your day is spent fixing mistakes and dealing with irate employees, that means something in the department isn’t quite right and work efficiency is nowhere to be seen. When you’re super busy, it’s tempting to just put out a fire and move on. But in the long run, it’s much more efficient to carve out time, investigate the problem and find a proper solution.

Try keeping an incident log to see if you can spot patterns that lead you to the source of nagging issues — and prevent them moving forward. Gather information on which categories of employees experience payroll problems, when they experience them, and so on. After you’ve identified the root cause, implement changes and improvements. Yes, this process takes time, but it’s a worthwhile investment that’ll ultimately save time.

Request additional training

Lack of knowledge is a major barrier to productivity. Think of when you’ve had to spend extra time in research because you’re not well versed in, say, tax compliance, or how a task took your team so long to complete because they’re not proficient in certain software.

What do you need to learn so you can be more efficient in your job? To find out, do a skills audit. Then research courses and other educational options that would close up that skills gap. Third, find out about getting the professional training you need. A good place to start is to become certified. The Fundamental Payroll Certification (FPC) is designed for people just beginning their career in this field. Certified Payroll Professional (CPP) is for those with extensive experience who would like to move into a leadership role.

Get help when necessary

Payroll teams periodically get hit with extra work. Some of this is predictable, such as during tax season or the annual enrollment period, while other times are one-off events like a merger and acquisition. Payroll professionals are accustomed to additional tasks and tight deadlines, but watch out that you don’t have so much to handle that you risk making errors and having to correct them — the epitome of wasting time.

If you’re a payroll manager, one of the best ways to improve your department’s work efficiency is to hire temporary help for busy periods. As for payroll clerks, let your boss know when the team is struggling to keep up so they can bring in reinforcements.

We all have days when we have less than 100 percent work efficiency, and that’s OK. But don’t get into the habit of always having to catch up and deal with emergencies — not when there are definite steps you can take to waste less time and get more done.

It happens to all of us from time to time: You’re minding your own business, and then suddenly, you’re swept up in a wave of office gossip. Maybe you have a particular coworker who’s the office busybody, or you’re surrounded by whispering colleagues. The chatter could focus on organizational changes or a coworker’s personal life.

What qualifies as office gossip? A useful distinction to consider is whether you’re talking about someone with the intention of being helpful or harmful. It’s one thing to bring up the fact that Jane has missed some work due to her divorce and that you can’t believe her spouse left her. It’s quite another to say, “I know Jane is going through a rough time. Why don’t we ask her if we can pitch in on one of her projects or see if she’d like to go out to lunch this week?” 

Another way to know whether something qualifies as office gossip is to think about whether it’s something you’d say to the person’s face. If not, it’s likely gossip.  With these distinctions in mind, here are five tips to remove yourself from the gossip-go-round.

Excuse yourself and walk away

When the office gossip heads in your direction, the simplest solution is to leave the conversation. Excuse yourself by citing pressing work obligations. The same goes for when the office snoop corners you. You’re at work, after all, so just say, “I really have to get back to my desk.” No one can object to that reasoning.

Don’t engage with office gossip

Abstain when you can’t walk away. You may be in a meeting or at lunch with colleagues when a juicy bit of melodrama arises. But just because you’re present, doesn’t mean you must participate. The simple act of not responding lets your coworkers know that you’re not interested in contributing to hearsay. If pressed, you can always say you don’t have an opinion.

Change the subject

Office gossip may seem appealing, but furthering it can be incredibly hurtful. Help keep the tone of your workplace upbeat by changing the subject when you hear negative remarks.

There is such a thing as positive gossip, so steer the conversation toward a happier topic, such as the birth of a coworker’s baby or how well a team member did on a recent project. If all else fails, you can always mention a funny cat video you saw online.

Try to resolve the problem

It would be nice if it never happened, but sometimes the whispers relate to you in some way. If someone in your office has a beef with you and makes it known to everyone except you, don’t let the situation fester. Approach the coworker and try to resolve the issue. Let it be known you’re aware of what’s been said and you’d like to find a solution. With any luck, you’ll flex your communication skills, receive an apology and put a stop to the rumors. 

Take it to the top

When office gossip turns particularly vicious or focuses on damaging rumors of layoffs, as an example, it may be best to take it to a manager. Don’t worry. You can do so without looking like the office tattletale. Your office may even have a workplace gossip policy. You can inform your boss of the information without pointing fingers. Try this: “I thought you might want to know that people are saying X.” Management will then have an opportunity to address the problem, dispel idle talk and reassure a worried workforce.

Gossip at work can cause problems, reduce morale and lead to serious conflict. The next time you see the Rumor Express galloping in your direction, follow the above strategies to sidestep trouble.

We’ve all heard how important networking is when it comes to finding a job and advancing in your career. And with today’s technology, connecting with professional contacts can be as easy as clicking a button. But even if you’re interacting online instead of face-to-face, that doesn’t make networking any less intimidating.

Wondering how you can become more confident and maximize your efforts when online networking? These five tips will help get you on track:

1. Choose the right channel(s)

Most people gravitate toward LinkedIn for online networking. It’s a natural choice if you’re looking to connect with former colleagues, post industry updates and search for jobs. You can also use social media like Instagram and Snapchat, but keep in mind that not everyone’s comfortable connecting with coworkers on those apps, according to a survey from our company. Contributing to professional online communities or forums and joining virtual conferences when you can’t make it out to in-person events may also be options for building your digital presence and business relationships.

2. Make a good impression

Your LinkedIn profile and photo say a lot about you. Make sure they’re professional and up to date. Including relevant details about education, work history and interests may lead to conversations about commonalities, which can be networking gold. If you’re connected to colleagues on other social networking channels, be mindful of the images and posts you’re sharing. That may mean removing or adding privacy settings to that “spring break 2010” photo album.

3. Be choosy with connections

Online networking success isn’t about having a larger number of connections than anyone else. Think carefully before sending and accepting requests. Asking someone you don’t know to connect can raise eyebrows – and even come off as creepy. You may want to stick with those you’ve worked with or met. Ask for an introduction if there’s someone in your extended network you’d like to get in touch with.

4. Don’t make it all about you

Sure, your connections are there to provide advice or job leads if you need them, but you want to be seen as a resource to others. Share interesting news items, comment on posts and ask how you can help. Promptly respond to any requests that come through your network. When you do ask for help, be clear about what you need, don’t be pushy and show appreciation for any assistance.

5. Take it offline

Whenever you’re able, meet with connections in the real world to strengthen relationships. It might be as simple as chatting over coffee or taking a lunch break together during an event you’re both attending.

Whether online or in-person, reaching out to others to make business connections is never easy. By carefully choosing who you’ll contact and conducting all conversations with tact and respect for the other person, though, you’ll become much more comfortable with your networking efforts.

The job interview is going as you hoped it would. You meet the required qualifications, you have a rapport with the interviewers, and those practice sessions you and a friend ran through the past few days helped you present smoothly and confidently. You have a real shot at landing this job.

Then that most awkward of questions is asked: “What’s your expected salary?”

Many job candidates dread this question. There’s the worry that, if you lowball a figure, you’re leaving money on the table. But if you give a number that’s too high, you might price yourself out of consideration for the role. No matter where you are in your career, that’s a tough calculation.

The good news is, when discussing desired compensation, there are strategies to giving figures that will be fair to you and within the employer’s budget. Timing, tact and homework are all key to your success.

Here’s what to do:

1. Research the market and salary trends

Whether you’re seeking a position as an entry-level bookkeeper or a senior business intelligence analyst, the job interview is your opportunity to convince the hiring manager you deserve top dollar. When you walk out of the room, you want the prospective employer to be thinking, “That’s who I want to hire. Now, how to convince them to join our team?”

Compensation expectations might well come up during that first face-to-face interview, if not earlier. That’s why you should be start preparing for the question from the moment you apply for the job. And that means you need to do your homework. 

Check out reputable sources such as the U.S. Bureau of Labor Statistics (BLS) for federal data on wages in your industry. Review the Half Salary Guides to get the average national salary for the position you’re seeking, then use  Salary Calculator to customize the figure for your market. This is a critical first step. Never, never discuss salary expectations before researching the market.

2. Give a range, not a number

Job seekers shouldn’t ask about salary when submitting their application materials or during the phone interview. Even bringing it up during the first face-to-face interview can be risky. Raising the topic of money too early sends the message that you’re more interested in the paycheck than whether the job will be the right fit.

But that doesn’t mean the employer won’t bring it up during the initial contact. If a job post asks applicants to include their desired compensation when applying for the position, then give a range — not a specific figure — you’re comfortable with. Answers like “Negotiable” might work, but they can also make you look evasive. If you’ve done your homework, you’ll know what a fair salary range will look like.

Should the question come up during the initial phone call, you can still give a range — and hedge it even a bit more:

• “From what I know about the position, I think somewhere in the area of $XX – $XX.”

That kind of phrasing shows flexibility, which employers appreciate. And it leaves room to adjust the figures, if you think it necessary, once you’ve learned more about the job and the employer’s expectations.  

3. Turn the question around

When it’s still early in the hiring process, there’s nothing coy about hedging with a salary range, as discussed above. An employer who asks about compensation expectations before discussing the job in detail can’t demand a more definite answer.   

But when it’s this early in the process, you also have an opportunity to turn the question around. Whether salary expectations come up during a phone interview or at the start of your first face-to-face meeting, you can smile and say:

• “I’d like to learn more about the position and the duties, and what the team’s like, before discussing money. But may I ask what salary range you’re considering for this position?”

Delivered politely, you’ll demonstrate that your priority is learning whether the role will be a good fit – something every employer will respect. And your deft invitation to share the budgeted salary range will be difficult to resist.

If the employer’s salary range is in the area you were considering, or even higher, thank them for sharing the information and confirm that’s about what you were thinking. If it’s a little less, say it sounds like it’s at the lower end of what you were hoping for, but you’d still like to talk about the job. Why? This is a candidate-driven market, and increasingly employers are offering better pay to hire and retain top talent. In a recent survey, for example, 63% of executives said they were willing to be flexible on salary when negotiating with a job candidate. Demonstrate you have just what they employer’s looking for, and you’ll more likely be able to later negotiate a salary figure to your liking.    

If they’re starting at a much lower range than your desired compensation, then say so and ask whether the figures would be adjusted for the right hire. Don’t waste your time or the employer’s if it’s clear from the start that you won’t reach an agreement on salary.     

4. OK, now’s the time to give a number, not a range

At some point, you have to commit. By the second interview (or certainly the third, if the process lasts that long), you’ve likely learned all there is to learn about the job and how success will be measured, you’ve met team members, and you’ve already shared the salary range you were considering — or the employer has shared the figure they’ve budgeted for the position. The candidate’s desired compensation, and what the employer will offer, remain the only major unsettled questions. So when the salary question comes up now, you have to be ready with a number, not a range.

Factor in all you’ve learned during your research and the interviews. Are the responsibilities and the stress level about what you expected when you applied for the position? Will you manage people or processes the original job posting didn’t mention? What kind of commute would you face, and does the employer permit remote work options? Perhaps most importantly, what employee benefits, perks and bonus opportunities would be included in the compensation package?

Any and all of that should help you determine the salary figure you think is fair and will be acceptable to the employer. You may have had to tip your hand when salary expectations first came up, but that doesn’t mean you’re committed to the range you originally gave. Phrase your answer by citing, briefly, the points you think are salient to compensation expectations. Even better if you can frame it in a positive manner. For example:

• Given the responsibilities of the position and the number of people I’d be managing, I think $XX is a fair figure. It’s an exciting opportunity, and I believe I’m well matched for it.
• I’m really excited by the challenges you described! $XX seems like the right starting salary. There’s a lot to take on, and I’m confident I’d be a great fit for the role.
• I’m thinking $XX. This is a big job – one I’m well familiar with and well suited for. I led a similar team at my past employer, and we hit all the goals we were charged with. I’d be very excited to take on another challenge like this!
• I remember the salary range you gave me earlier, and I respect the fact that you have to work within a budget. But I’d like to suggest $XX as the starting salary. The responsibilities of this role are quite demanding, and as we’ve both said, my skills and training definitely fit the bill. I can deliver the results you said you’re looking for.  

Keep it positive and friendly. Be confident and polite. And above all…

5. Always be truthful

An employer suspicious of a job candidate or new employee is an unhappy employer. And that’s not who you want to be talking to across the desk. With that, keep these truths in mind:

Never misrepresent your experience, your training or the impact you’ve had at your current or previous job. Don’t do it on your resume or cover letter, during interviews, or when discussing your desired compensation. The truth is bound to come out — maybe during your reference checks, maybe during a skills test, or maybe once the employer sees how you perform at the new job. At some point, it will come out.

The same is true about your current or past salary. It’s best to always direct the conversation to your skills and the value you’d bring to the role, not what you’ve been paid at other jobs. However, if you are asked about your current salary, be honest. Discovery that you inflated the numbers might lead to the loss of the job offer.

What to do after you’ve settled on salary

They made the offer, and the salary meets or comes close to your compensation expectations. What now? Thank them, ask for a day or two to mull it over, and if you decide to take the job, express enthusiasm and talk about the start date. Then ask for a formal, written offer so you can make sure everything you’ve discussed, from job description and pay to perks and benefits, is correct. Yes, assume everyone acts with good intentions, but don’t chance anything to a misunderstanding.

That’s a critical final step. Never, never give notice at your current job until you have that offer in writing.We’re not kidding. Never.

Everyone accomplishes something unique or owns a unique skill set, but not everyone reveals it to the world, lets others know, or sees it as valuable. All three are a problem when it’s time to convince an employer of your value. Candidates may think they didn’t mess up or make mistakes. You did well, but this time, you weren’t great. 

You can be chosen in the field of “good enough” job candidates. Yet, if there is a candidate who embodies “great,” then you’re overlooked, often bypassed. 

If we assume good is what maintains employment, and great is why employers hire you and others want you, then you show the differential between good and great. An interview is the best place to display your abilities on a greater level, but you can also show employers on social media and through content creation.

1. Show your work is known

If you’re unfamiliar with promoting your accomplishments, results, and impact, remember there is a fine line between promoting and bragging, but there’s no denying its usefulness when it benefits others. The more you promote yourself with confidence, the more attention you bring to your work. 

2. Quantify your impact (when you can)

People generally get the job done, but it’s rare that they track or document how they do it and how their accomplishments and results impact others. For many people, doing that changes the way they feel and talk about their jobs. Once you can see, touch, and feel the good you’re doing, you can envision yourself doing more. 

3. Show your growth and improvement over time

How you compare your performances from time to time shows others how deeply invested you are in the growth of your skills and career. People who seamlessly advance their careers are interested in how they improve performance outcomes. Their winning ways become systemic rather than idealistic. Although there is always someone competing against you, you are laser-focused on improving your performances. 

4. Show your depth with upper management

The promotions and referrals I’ve received in my career were from the relationships I created with my bosses’ boss or higher. I wanted to know how my work impacted the organization or the end-user. All the while, I respected the chain of command and complied with the delivery of work expectations. The “How’s it going?” starter conversations can easily turn into a deeper idea-embellishing session even if it’s put off until another time. 

5. Show that your network is a resourceful team 

You will get more out of your team when you are offering as much value as you receive. How much more value do you think you create when you are not asking about a specific job, but more about how you can contribute? Make it clear (in a way that makes them feel great) about their role on your team. The right approach will produce an overflowing cup of value for you and them and keep you ready for job-search obstacles and possibly a steady stream of opportunities.    

6. Show a quick response to challenges

All of us have seen job descriptions that make us feel we don’t measure up. Most of us don’t apply but should aspire to equip our careers with new skills and experiences. Competitiveness is useful in this way: Create new limits knowing it’s possible.

7. Show you’re adept at all kinds of new learning 

People who absorb new learning quickly are often great listeners. During the interview process, it helps to share in subsequent interviews what you’ve learned to demonstrate your enthusiasm for what the company is doing. People in the interview process are impressed by how a candidate applies new learning to other scenarios relevant to the company, department, and team. Information gleaned from other sources such as articles, audio interviews, or reports about the company or its CEO can impress others and show that you care. 

You might find employers who will hire mediocre employees or meet minimal requirements so they can teach new hires their way. But most are looking at the “best fit” who they consider great and who will make an immediate difference. The skillset is not the sole factor in hiring. Combine your skills with the proof that they drive results desired by the employer. Make it easy for employers to find you, your best work, and contact information. The difference between great and good is often in the ease of access to the employer, and the familiarity with your work.

Your office desk is often a reflection of your personality and habits. Some workspaces are sparse and orderly. Others are colorful and highly personalized. Then there are those cubicles that are so cluttered, you wonder how any work can get done there. Organize your desk? Bring in a forklift!

Regardless of your preferences or inclinations, your workstation should be set up for the best time management, productivity and, yes, comfort. After all, whether you work in a cubicle or a private office, you may spend more time at your desk than you do in your own bed.If you’re frequently overwhelmed by disorderly files, stacks of paperwork and general disarray, what better time than now is there to do something about it.

Triage your stuff

Your physical desktop is prime real estate, and you probably don’t need half the stuff that’s taking up valuable space. Here’s a method for culling your things: On Monday morning, remove nonessential items from your desktop and put them on the floor. As you get busy working, put back on your desk only what you need for completing each task. At the end of the week, find a new home for anything still on the floor — a drawer, supply closet or even the recycling bin.

Go with your workflow

Many people have a left-to-right tendency. This means incoming items — telephone, inbox, computer, other devices — on the left, a clear workspace in the middle, and outgoing items such as staplers and completed paperwork on the right. The best way to organize your desk depends on how you operate. Experiment with various arrangements until you find one that feels natural and streamlined for you.

Save the space

When you need to sign or spread out paperwork but don’t have empty space, your stress level can increase. Designate a section of your desk as a no-parking zone, and get into the habit of not letting things sit there while you aren’t working on them. This clean-up tip may require you to think vertically, such as getting a wall shelf and using it to house non-essential files and other items.

Reduce visual clutter

Even if the desktop itself is orderly, you may not be as efficient as you want to be if there are too many things competing for your attention. For example, some workers love sticky notes, putting them on their desks and around their computer monitors. One or two are fine. But when you have too many, they become a distraction and make it hard to concentrate on what’s truly important.

Add a personal touch

Though clean, your workspace need not be sterile. Marie Kondo, author of “The Life-Changing Magic of Tidying Up,” is a fan of items that give people joy. Put a few meaningful objects — photos, cartoons, inspirational quotes or a favorite action figurine — on your wall, bulletin board or desktop. But keep them to a minimum, or else your desk will look too messy and possibly unprofessional.

Go digital

Paper is still the biggest culprit of cluttered workspaces. If you haven’t done so already, migrate your calendar, to-do list and memo pad to your computer — and sync them with your smartphone for greater accessibility and utility. The beauty of digital productivity tools is that they come with notification options, so you can set up alerts for meetings, appointments and tasks.

Check under your desk

Don’t underestimate the importance of leg room. All those cords and cables under your desk don’t just contribute to the mayhem — they’re also a safety hazard. Use Velcro wraps and cord tamers to prevent tangles and give your feet more wiggle room. And if you’re using the floor to store stacks of files, move them to a filing cabinet or, better yet, digitize them and shred the papers.

Wipe it down

Keep a few supplies handy and get into the habit of giving your desk, keyboard, monitor and phone regular cleanings. Sitting down to a fresh-smelling, dust-free work area improves your mood and boosts your productivity.

An organized workspace is not a magical time saver, but it helps you get more done, because you know where everything is, aren’t overwhelmed by visual distraction and can focus on the task at hand. Plus, an organized desk helps create positive mental energy that can spread to your enthusiasm for your daily duties.

With the current need to work and socialize remotely, online events and conferences are popping up everywhere. With so many of us used to networking and learning at professional events in person, transitioning to remote events may be tricky — and may seem less productive.How can you make connections with people through a webinar platform? How can you prioritize a virtual event that competes with meetings, emails and urgent projects? Once you learn how to do it right, attending an online event can be just as valuable as in-person professional development training or a networking opportunity.

You’re likely very familiar with webinars and online learning courses, which allow you to join presentations and educational sessions from anywhere, often for free. Now more professional conferences are moving online and becoming more sophisticated and engaging. Depending on the conference platform, you can log in to a portal (or a lobby), find online networking rooms, visit a virtual exhibit hall, and attend numerous professional development and informational sessions all from the comfort of your computer.

Block your time

Block off time before and after an event so you won’t need to rush from one appointment to the next, and you’ll have time to browse the event’s features and network with attendees. If the event or conference runs all day, block your calendar for the full time. It’s also a good idea to let your manager and team know that you’re treating this as an in-person conference and set up an out-of-office message, asking a colleague to be your backup contact. And if an urgent, unavoidable project or meeting does come up, plan to watch recordings of the session on-demand so you don’t completely miss out.

Explore the opportunity

Before attending a virtual event or online conference, learn about all they have to offer. Many of these conferences will provide a variety of content opportunities, like keynote presentations, workshops, panel conversations or open Q&A forums for attendees. Distinguish between programs you’d like to attend live to engage with the presenter and attendees and those you can watch on-demand at a later time. Can you get continuing professional education (CPE) credits from any of these sessions? Are the slides or other materials available before or after the presentation? Find out as much as you can so you can prepare ahead of time.

Engage with the content

It can be difficult to pay attention to someone talking indirectly to you through a screen, while you’re sitting at your desk and messages are flying into your inbox. To help you connect with the content and practice good conference call etiquette, turn off email notifications and put your phone on silent to avoid distractions. Take notes and participate in the discussion by asking questions during the Q&A or sharing challenges or experiences in the larger group chat. You could also ask one or two colleagues if they’d like to join you for a 15-minute debrief after the presentation to discuss key points and takeaways.

If the event has a virtual exhibit hall or trade show, dedicate some time to browse through it. Companies exhibiting at the virtual booths offer an array of content, including videos, surveys, documents, website links and sometimes even prizes and games. Depending on the platform, you can also chat one-on-one with a live representative, which is a great networking opportunity (and segues into our next tip).

​​​​​​​4. Network with attendees

You may not believe it, but it can be just as easy to network at online events as it is at in-person events. You can’t make comments to the person sitting next to you at a keynote presentation, but you can directly message someone who asked a particularly interesting question during a webinar or Q&A forum or set up meetings with them in a virtual breakout room.

If the conference or webinar platform doesn’t provide these built-in networking capabilities, take note of a potential contact’s name and follow up with them on LinkedIn. You now have something in common with people attending the online event, so it should be easy to make a connection.

​​​​​​​Determine your takeaways

After you attend an online or virtual event, think about how it can benefit your career or business. What leadership advice from the speaker can you incorporate into your management style? How can you apply new industry strategies to your current business challenges? If you think your team or colleagues would also benefit from anything you’ve learned, ask them if they’d like to receive an email with detailed notes.

Time set aside for professional development is always time well spent, whether in-person or virtual. Now you’ll know how to approach online conferences and take full advantage of the educational and networking opportunities there.