FLH-Services

"The strongest teams always create the best products," says Sundar Pichai, CEO of Google. So, what does it really take to build a powerful IT team? 🔥 The right talent mix: recruit experts who aren’t just technically skilled but are also strong team players. Look for people who align with your values, show a growth mindset, and have the potential to become advocates for your company. 🔥 Commitment to continuous learning: the tech field changes fast, so it’s essential to create an environment where ongoing learning is encouraged, whether through training sessions, conferences, or in-house workshops. This keeps the team competitive and sharp. 🔥 A strong company culture: foster a culture where everyone feels valued, both as an essential part of the team and as an individual. 🔥A strategic HR approach: develop an HR strategy that’s realistic, responsive, and geared toward the team’s current and future growth. 🔥Using modern tools: tools like automated resume screening, test assessments, and HR management systems improve the quality of recruitment, speed up the hiring process, and help track and optimize every step. We can help with all this! Contact us to discuss how our recruitment and HR services can strengthen your IT business 🦾

Quick fact: according to a survey by Harvard Business Review, IT companies with effective HR processes see a 22% boost in team productivity 🔥 Specialists gain more time to focus on their core tasks instead of dealing with administrative issues. Why does this matter? Streamlined HR processes not only enhance productivity but also reduce turnover rates, improve employee satisfaction, and minimize costly errors in payroll and compliance. Want to improve your team's efficiency and boost your revenue? We offer comprehensive, ongoing HR support tailored to tech businesses. Drop us a message, and let's discuss how we can help 👌

Offboarding (the process of employee termination) is just as crucial as onboarding. It’s a moment when the company can maintain a positive relationship and even strengthen its employer brand 💪 Here are some tips: 1) If the termination is initiated by you (the employer), ensure a considerate approach:  * Clearly explain the reason, acknowledge the employee’s strengths, and be sure to express gratitude. * The best way to do this is through an in-person or online meeting (avoid text or voice messages ❌). 2) Inform the team in advance about the employee's departure and organize the transfer of tasks and knowledge to another specialist, both verbally and by preparing files with key information. 3) Close access to work files, internal systems, and chats. 4) Ensure the return of company property, including equipment and other assets. 5) Conduct an exit interview to gather feedback on their experience at the company, which can help improve internal processes. Some questions to consider: * How comfortable were the working conditions? * What do you think could be improved? * How would you rate the team atmosphere? * What challenges did you face? * Did you feel supported by your colleagues and management? If you need any recruiting or HR support, feel free to reach out to us 💌 #recruiting #offboarding #hr

🚩 Does it sting when your team is giving 110%, but the results just aren’t there? 🚩 Are tasks getting done haphazardly, deadlines always slipping, and communication between departments lacking? Your IT company’s success depends not only on your team’s skills but also on how well they collaborate and share information. Regular meetings can smooth out processes, solve issues before they escalate, and keep productivity high. Here are the essential meetings IT teams need to stay on track and maximize efficiency: 1) Daily Stand-ups Purpose: To keep the team in sync and quickly address any small issues. Format: Each person gives a quick update on what they did yesterday, what they’re working on today, and any blockers they’ve hit. ⏳ Time: ~15 minutes 2) Sprint Planning Purpose: To map out tasks for the upcoming sprint (week, two weeks, or a month). Priorities are set, and clear goals are defined. Format: The team works with the product manager to assign tasks, estimate effort, and set deadlines. ⏳ Time: 1-2 hours 3) Retrospective Purpose: A chance to review the project, discuss what went well, what didn’t, and how to improve moving forward. Format: The team talks through what worked, what could be better, and the actions to take next time. ⏳ Time: 30-60 minutes 4) Demo Presentation Purpose: To show the client or stakeholders what’s been accomplished during the sprint, get feedback, and agree on the next steps. Format: The team presents completed tasks and discusses results. It’s a great way to see progress and understand the impact of the work. ⏳ Time: 30-60 minutes 5) Cross-team Sync Purpose: Crucial for companies where multiple teams are working on different aspects of the same project. These meetings align everyone, avoid duplicated efforts, and uncover collaboration opportunities. Format: Representatives from each team share brief updates and align on action plans. ⏳ Time: 30 minutes Need help with effective HR management and optimizing your team’s collaboration? Get in touch with us.

Spending too much time finding and onboarding candidates, only for them to leave soon after, repeating the cycle over and over? ⬇️ Here are 3 reasons why outsourcing recruitment to us will solve this problem: 1 - We have a huge candidate database, but we won’t overwhelm you with 200+ resumes. We handpick only those who match your skills, experience, and cultural fit needs. 2 - Getting someone in the door is one thing, but the real key to keeping top talent is a solid onboarding process. We take care of that for you. 3 - Our recruiters can join your interviews whenever you need, giving us deeper insight into candidate profiles and offering an expert HR perspective. 🔥 Oh, and we also provide ongoing monthly HR support post-hire, which helps us truly understand your company's values and culture—so we can find even better matches. Need a hand from a skilled recruiter? Let’s talk!

What happens if you handle HR processes without a strategy? ⭕️ Low profitability – without a solid HR strategy, resources can be misallocated when managing your team, leading to significant costs from constant hiring, training, and replacing employees who quickly move on. ⭕️ Drop in productivity – vague competency requirements, lack of development plans, and uncoordinated processes can create chaos and directly impact the quality of your products or services. ⭕️ Team stress and burnout – when employees don't feel supported by HR, lack motivation, and internal conflicts are overlooked, the team atmosphere suffers. This not only lowers their drive to perform tasks but also stifles creativity and peak performance. ⭕️ Leadership gaps – without a well-thought-out plan for development and career progression, future leaders don’t emerge within the company. This creates a leadership vacuum and slows down strategic decision-making. ⭕️ Weak corporate culture – a missing HR strategy leads to a lack of shared values and inconsistencies in work approaches, which can cause team misalignment, employee dissatisfaction, and damage to your company's reputation. We're here to boost your IT business with a clear and effective HR strategy! Get in touch to discuss how we can help.

Wasted time, high staff turnover, inefficient use of resources, demotivation, and a general decline in your business's operational efficiency — these are just a few of the consequences that can result from hiring poor-quality candidates. Of course, it’s nearly impossible to anticipate and identify all risks 🙌 However, from our own experience, we’ve learned that certain “red flags” during the hiring process can serve as timely warnings for employers, helping to prevent costly mistakes. Here are a few: 🚩 СV doesn’t match actual experience: candidates exaggerate their achievements or experience; lack specific examples of previous work or projects; or are unable to explain their responsibilities in past positions. 🚩 The candidate knows little about your company: a lack of preparation or willingness to research your company prior to the interview may indicate carelessness and a lack of attention to detail. 🚩 The candidate is ready to start immediately: of course, if they are unemployed, this might not be surprising. However, if the candidate is unwilling to serve the proper notice period at their current job and ensure a smooth handover, it’s a sign that they might do the same to you. 🚩 The candidate only speaks negatively about previous jobs: while it’s possible that their past jobs were truly problematic, maintaining a balanced and neutral tone when discussing former employers reflects professional ethics and a mature attitude. 🚩 Mismatch of personal qualities with your values: if the candidate’s communication style, behavior, and personal traits don’t align with your values during the interview stage, you’re likely to encounter difficulties in the actual working process as well. What other red flags would you add to this list?

Have you rolled out HR processes in your business but aren't sure if you're doing it right? An HR audit uncovers inefficiencies in your HR setup and helps you focus on actions that truly make a difference 🔥 It’s a thorough review of all your HR processes, policies, practices, and documents. The goal is to pinpoint gaps, evaluate how well your HR department is performing, and ensure everything is up to legal standards and company expectations. After our audit, you’ll: 👉 Eliminate chaos and confusion in task management and processes. 👉 Increase employee productivity and engagement. 👉 Get your HR documentation organized and running smoothly. 👉 Learn how to motivate your team so your top talent stays for the long haul. Ready to take your business to the next level? Reach out to us!

How do you know if your recruiter is really hitting the mark? Key Performance Indicators (KPIs) can give you a clear snapshot of what’s working and where there’s room for improvement. Here are a few key KPIs to keep an eye on: 🪄 Time to Fill – how long it takes to fill a position, from posting the job to getting a signed offer. 🪄 Quality of Hire – measured by how well new hires perform, how long they stay, and how satisfied they are over time (e.g., after 6 or 12 months). 🪄 Cost per Hire – the total cost of hiring, including things like job ads, agency fees, interviews, and training. 🪄 Offer Acceptance Rate – the percentage of candidates who accept job offers. What other KPIs would you add that matter to your business?

Sometimes, to make your employees fall in love with your company and turn them into enthusiastic advocates, sometimes it’s the simple things that make the biggest difference🤌 Based on our experience, here are three things that really work: 👉 Show a genuine interest in your employees as people – find out who they are outside of work, what they value, and what their hobbies are. Understanding these aspects helps build a strong emotional connection and increases their loyalty. 👉 Set clear and attainable goals – this helps employees see how well they’re doing, keeps them motivated, and helps you create realistic development plans. 👉 Foster a sense of connection – when employees feel like they’re part of the company’s success, it gives them a sense of importance and responsibility. Make sure they understand how all the pieces fit together and the impact of their work on the team’s success. What would you add to this list?