3 Gigantic Signs You’re a Cruel Boss and How to Change It


Let me set this straight. It’s not your employees; it’s YOU. The problem is with YOU, the boss!

I bet you swore to yourself that when the time comes where you’re already the boss, you will do things in a different manner. Let’s face it. We have so many things in mind that we want to do when we’re already the one managing people. And luckily, that time came in your life – you’re already the boss.

Of course, no one started their career wanting to be a monstrous boss. You perhaps even planned to reward the set of people who perform well or to rent a whole beach resort for your company’s founding anniversary.

But how can you even make all your plans possible when the phone rings every single minute, emails are popping now and then, and clients are threatening to cancel the deal with you? Can you still maintain your cool even when every single thing that’s happening in the workplace seems to push your buttons?

With all that’s going on, do you even have the energy and most importantly the time to think about implementing all of the plans you have for the company and think about how to be  a compassionate boss?

I know you would probably tell us this: “Imagine how hard it is to balance everything – the success of the company, the employees’ jobs, which includes those that complain about their jobs and those you want to fire, and retaining the clients?”

But if you agree with the things written above, congratulations, you just turned out to be the person you promised yourself you would never be.

A perfect job is not only about a competitive salary package or doing what you’re passionate about, but it also has to have a peaceful working environment and a boss that understands his employees.

However, not all companies have this overall complete package. Whether we admit it or not, this will affect our employees’ attitude towards work and may even make our employees want to quit their jobs.

So, in this article, we gathered three signs of being a horrible boss and how to correct it. Check this out and do a self-assessment afterward.

1. You’re scaring everyone (even the delivery boy from the courier).

You’ve seen these things in the movies or TV. You know, when everyone laughs so much at your joke that even you think it’s stupid. Also, do you notice that whenever you pass through the hallway, everyone stops talking and goes back to their cubicles even if they’re discussing the marketing plan they’ll present to you a little moment from now?

Stop being clueless! If this happens frequently, then you just turned out to be the horrible boss you had despised before you became a person who manages people.

What you have to do is to assure your employees that you’re a very approachable person. There are bad days, for sure, but make them understand that whenever you go through these days, they can still come freely inside your office if they need clarifications or have suggestions.

2. You noticed that the workers in the company are busier whenever you are around.

You’ll surely see this when you’re checking the CCTV. Some employees may be gathering in a circle and laughing, and when you go out to check them, they seem to go back to their desks and pretend that they’re busy. Sometimes, you also notice that they are already making huge decisions without consulting you first.

They don’t think you’re incompetent. Of course, you wouldn’t be a boss without your skills. They are just scared of asking questions since you’re a horrible boss. What do you expect? Do you expect that they would still approach you even if your mood swings are just as horrifying as you are?

What you can do is to try making small talk with your employees. Build relationships with them. If you have time, join them for lunch. Or better yet, treat your whole team to lunch and dinner. Show appreciation for their hard work. Show them that you value everything they’ve done for the entire team.

You can also stage a team building exercise where you can bond with your employees. A team building exercise is a good way to build trust within the team. Another way is to go into a huddle on Monday mornings and check in your employees. Ask them about their weekend activities. It’s a good way to prep them for the grind ahead. Or you could do it on Fridays, after a tiring week of work. Treat your employees to a dinner or night out to unwind and cool down.

By creating such opportunities for interaction, you’re creating a personal connection with them. This makes it easy for them to open up to you and see you as a friendly and approachable manager.

3. You’re threatening your employees, and you think it’s motivation.

Telling your employee that if you lose this client, you’ll fire him, or telling them that if any employee arrives late (for the first time) will merit a 3-day suspension without pay, is not a good way of motivating your employee. If you do these acts, then guess what, you just became “that” boss.

Motivation comes in different forms. It may be either a bonus, commission, paid vacation leave or even a commendation. One concrete example is to give them constant feedback, be it good or encouraging or critical. Either way, an employee will know which aspect of his work he or she needs to improve.

Acknowledging your employee’s achievements is also a potent moral-booster. Don’t hesitate to congratulate your employee whenever he or she does something good that benefits the whole team and the company. Let your employees know that you appreciate and value the things they have done for you, the team and the company.

Related reading: 5 ways to incentivise employees without burning a hole in your pocket

Don’t forget the power of communication. Good communication is everything. It’s the first step towards transparency and a harmonious work relationship with your employees. For instance, you can greet your employees every morning or bid them goodbye after work. It will show that you’re a boss who knows his or her way around people.

What’s best is to use the other forms of motivation just like those mentioned above. Choosing the latter will not only scare your employees. In some instances, it may also damage their passion for their job, and worse, they might quit. Losing people is never good.


Becoming a boss is never easy, and no one said it is. You’ve got a wide array of responsibilities, and you need to play different roles: a boss, a friend, a shock absorber, a HR personnel, and sometimes a guidance counselor.

Aside from that, you also have to think about the future of the company, the jobs of your employees, and the business of your clients. But instead of taking it as an opportunity to scold and scare everyone in the office, why not take it as a challenge to be the boss you’ve always dreamed of becoming?

Be the person who clears away tension in the workplace, not the one starting it.


Author Bio

This is a guest post submitted by Patrick Panuncillon, and edited by Zegal.

The views expressed here are of the author’s, and Zegal may not necessarily subscribe to them. You, too, are invited to share your point of view. Learn more about guest blogging for Zegal here.

As an entrepreneur, Patrick Panuncillon has years of experience in SEO campaign management and he’s the heart and brain of LinkVista Digital Inc., a digital marketing and online solutions company in the Philippines. He also has an excellent track record in entrepreneurship. Patrick handled several campaigns for local and international companies. He also loves to help and guide young people to become effective leaders in their field.

Using Technology For Other HR Functions Besides Payroll


Unsurprisingly, most people think that HR technology simply means enhancing payroll with technological tools. With the buzz around Human Resource Management Systems (HRMS) or cloud-based payroll, there is no denying that technology has certainly streamlined and enhance payroll processes by leaps and bounds. However, there are other numerous HR functions that actually adopt technological tools to help optimise operations and improve efficiency. Here are other HR functions besides payroll whereby technology have a significant impact on.


Before the internet, recruiters have to rely on print publications such as newspapers or job flyers to advertise and get prospects for open positions. With the rise of networking applications such as LinkedIn and JobStreet, this is has certainly made recruiting much more effective. Not only does it help recruiters to reach out to a wider pool of candidates, it helps them narrow down to specific talents pools for the various job positions as well.

Related reading: Optimise your hiring process: A guide for small businesses

Data Storage and Retrieval

Given the number of employees that HR has to handle, it is expected that there would be a considerable amount of paperwork involved. Moreover, the HR department also have to keep most of these paperwork on file for a considerable period of time. Thanks to cloud-based applications, there is no longer the problem of “lack of storage space”. Technology has made it extremely easy for HR professionals to store large amounts of employees’ data online and easily retrieve this information whenever possible. Moreover, with the advancements in cyber security, the HR department can easily set up a strong online security system to prevent other employees from snooping around to gain access to these confidential information.


Information technology has made it possible for HR professionals to train new and existing employees in a more efficient manner. The ability to access company information and training materials from remote locations eliminates the need for HR trainers to travel down just for a one hour session explaining the company’s HR policies. Moreover, the option of virtual classrooms makes it easier for the HR professional to train a large number of employees quickly and assess their progress through computerized testing programs as well.

Related reading: 5 top tips for onboarding new hires

Performance Management

Enhanced performance management is another by-product of technological improvements in the HR space. A formal employee review every half a year is fast becoming obsolete. HR professionals are now using software to assess employee performance and collect real-time employee feedback for the betterment of the company. Additionally, there are various software programs that allow HR professionals to analyse employee performance on a more granular level using metrics. This then helps the HR department to determine if employees are meeting the performance standards.

With properly deployed technology within the HR department, companies can reap the benefits of improved efficiency and lower costs. Additionally, it is key for employees to also equip themselves with the necessary technological skills in order to thrive in the digital age that we now live in. With a proper technology strategy within the HR department, it can in turn help the company to stay solvent in the tech-drive future.

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This is a guest post from RenQun Huang at Gpayroll
Want to read more articles related to payroll, HR & technology? Visit us at Gpayroll

3 tips for managing your virtual office

Once your business establishes itself in one market, your next step as an entrepreneur is to think about expanding your business into new markets. This is important for the survival of your business especially when you hail from a country with a small market. Governments around the world are also realising the importance of supporting businesses in expanding internationally, as evident from the SME Export Marketing Fund (EMF) in Hong Kong and the International Partnership Fund in Singapore.

Related reading: International Growth: Getting It Right

Regardless of whether your expansion efforts are supported by government grants, regionalisation can be a costly effort. One way to manage the costs of expansion is to set up a virtual office, instead of renting a physical space in every new country that you enter. A virtual office refers to an office that operates primarily online.  There are various benefits to operating from a virtual office, including reduced operating costs and therefore reduced risk as you test a new market. Giving your employees the flexibility of working remotely can also improve employee happiness.

1. Ensure that your company projects a professional image

While not having a physical office is increasingly common today, it is important to ensure that the lack of physical operations in a country does not compromise your image. For a start, ensure that you have a proper corporate mailing address. As a professional business, you would need to have a mailing address so that you can receive mail and showcase your credibility as a business.

It is also good to get a dedicated local telephone number as well as a live receptionist. Having a live person answer incoming calls, as well as manage appointments and correspondence, demonstrates your commitment to potential clients. Even if you wish to save costs by skipping on a dedicated receptionist, ensure that there is an employee in your new team whose job scope involves managing phone enquiries.

2. Set up strong processes to build communication, coordination & culture

Having a virtual office means that your employees may not have as much face time and opportunities to interact with others in the business. It is therefore important that you put in place platforms and processes that ensure your team members have the opportunities to collaborate when the need arises. While many companies have great tools that allow them to videoconference or collaborate on shared documents, the problem is that many companies focus too much on technology and not enough on process. According to a Harvard Business Review study, three core principles are essential for the success of remote work:

  1. Communication: This refers to the ability to exchange information. As remote teams have less face-to-face interaction, there are less opportunities to read social cues and this may lead to misunderstandings and conflict. The solution is to match the message with the medium. Small, non-urgent requests can be handled via e-mail, instant messaging, or work messaging platforms such as Slack. On the other hand, in order to communicate complex or personal information where it is important to observe body language, a platform like videoconferencing is ideal.
  2. Coordination: This refers to the ability to work toward a common goal. It is all the more important when team members are not physically collocated for managers to clearly articulate shared goals, assign roles and responsibilities, develop detailed project plans, and set performance metrics. These should be documented on easily accessible platforms such as Basecamp or Asana.
  3. Culture: This refers to the shared customs that foster trust and engagement. In order to establish trust between coworkers, it may be beneficial to have new hires spend at least a week at your company’s HQ to develop an understanding of the company’s culture before returning to work remotely. If this is not possible, create online platforms such as a #watercooler channel within your team’s Slack platform for casual conversations or for team members to share little accomplishments.

Adapted from Harvard Business Review

While managing a virtual office can be challenging, keeping a focus on the three core elements of communication, coordination and culture will go a long way in building a cohesive virtual team.

3. Plan a strategy for leveraging the cloud   

Now that you don’t have a physical office space to store your documents, you will have to look into digital storage options. Many businesses have now moved onto cloud storage. The key benefits include increased business agility, more flexible capacity and faster adoption of new technology. Common cloud storage options include Dropbox, Google Drive, and Microsoft OneDrive.

Related reading: Is the cloud safe?

However, companies that take an ad hoc approach to cloud services may miss out on many of the cloud’s benefits. It is thus important for companies to devise a clear strategy for leveraging the cloud. The following three-stage process is a helpful framework for making effective use of the cloud:

  1. Define at the outset how the cloud will support your company. Think about which applications and processes will be moved onto it and which cloud infrastructure will best need your company’s needs.
  2. Migrate your applications onto a cloud environment in a disciplined way. This requires a fundamental understanding of the application itself, what it is supporting and the business services it is delivering.
  3. Embrace the agile approach to project management. The agile approach aims to achieve small goals quickly and is better suited to fast-moving technology projects.

One way to maximise the benefits of the cloud is to enable integrations. Much online software for a range of business processes, such as accounting and legal, also have integrations with cloud storage options. For instance, cloud-based accounting software Xero has a range of apps that connect with Xero. This allows you to use different apps for various parts of your workflow while ensuring that all your online tools are an integrated part of a larger system.

Here at Zegal, we have developed a range of integrations to make sure that managing your legal needs is more seamlessly connected to other business processes.  Our Xero Integration allows you to easily generate invoices from certain documents, thus saving you time and reducing data entry. You can enable also the Google Drive Integration and OneDrive Integration in your Zegal account.  

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Do you have any tips for managing a virtual office?

Share with us in the comments below!

When should your startup consider crowdfunding?


Achieving a series of successful fundraising rounds has become a key marker of startup success. A simple Google search will throw up multiple articles about the various funding rounds such as seed round and Series B round. Startups seek fundraising not only to acquire the capital to achieve their goals, but also to obtain resources to improve the quality of their product and/or service and compete with other businesses on the global stage.

Related reading: Angel investors vs venture capitalists

However, fundraising via the traditional method of courting venture capitalists isn’t for everyone. Venture capitalists typically desire a high return and will only invest in startups that offer sufficiently high returns commensurate to the level of risk associated with investing, and usually wield power in influencing business decisions. A startup might simply not be a good fit for VC investment for a number of reasons:

  • The startup lacks rapid, immense growth in the near future necessary for high returns;
  • You as a business owner are not willing to cede any control over how the business should be run;
  • If your startup is still in its infancy and has yet to establish a name for itself, it may be hard to convince VCs that you are the ‘unicorn’ they are looking for.

If the VC route isn’t for me right now, what other options do I have?

Other than grants, another popular method of raising funds from external parties is crowdfunding. Crowdfunding and VC funding are sometimes thought of as polar opposites. While VC funding consists of large amounts of funding from a small pool of sources, crowdfunding consists of small amounts of funding from a large pool of people. Online crowdfunding platforms allow people all over the world to make contributions to financially support numerous causes, ventures, and ideas.

Several top companies and products have managed to raise significant funds through these crowdfunding platforms. Virtual reality startup Oculus VR raised $2.4 million on crowdfunding platform Kickstarter for its Oculus Rift headset and was bought by Facebook a year and a half later for $2 billion. Similarly, the makers of the Pebble Time smartwatch managed to raise $20.3 million in Kickstarter crowdfunding, making it the most funded project ever on Kickstarter.

If you are were to advertise your product or service on a crowdfunding platform, you’ll find yourself in good company. However, it is important to first answer the question of whether crowdfunding is for you. Just because your startup isn’t suitable for VC funding doesn’t necessarily mean that crowdfunding should be your default strategy. Here we have compiled a list of pros and cons to help you decide whether or not crowdfunding is for you:

The pros of crowdfunding

1. Comparative ease of use and low barriers to entry

Registering on and advertising your product or service on a crowdfunding platform is marginally easier compared to organising and preparing for a meeting with VCs or applying for a grant or a loan. There are a range of reliable fundraising sites that are relatively straightforward to use.

Source: Kickstarter

Kickstarter, touted as the hottest crowdfunding site on the Internet, accepts all kinds of creative projects in a whole host of categories ranging from Art and Design to Technology. The application process involves registering for an account and filling out your project details, which will then be reviewed by Kickstarter staff. Kickstarter charges a small fee for every successful project, in addition to credit card processing fee.

Other crowdfunding platforms worth checking out include Indiegogo, which focuses on tech products, and GoFundMe, which focuses on causes and is great for social impact focused startups.

2. It’s an excellent marketing tool

Putting your product on a crowdfunding platform has the potential to provide you with far-reaching online exposure on a global scale. Crowdfunding platforms thus lend themselves well to viral marketing and can help you identify key opinion leaders that can lead to further opportunities to increase your online presence.

Source: Indiegogo

Seen in this light, crowdfunding is not just a means of fundraising, but is by itself also a platform for market research. You will be able to access data on how the market will react to your service or product before you take the plunge in investing the resources to produce it. The worst that could happen is that the campaign fails to reach its fundraising goal before the fundraiser expires and the money raised is returned to your backers.

3. Retain control over business decisions as a startup founder

Unlike fundraising via courting VCs, you don’t have to cede power or rights over how to run your business. Given that your potential pool of funders is so much larger, there is no expectation for you to cater to the whims of a backer that paid $50 to your campaign.

The cons of crowdfunding

1. Ease of access and low barriers to entry

That’s right, ease of access is a double-edged sword. The homework that all startups have to do when courting VCs – developing a coherent business plan, five-year forecasts, SWOT and Cost-Benefit analyses, and ROIs (all backed by solid numbers) – are not required when it comes to crowdfunding.

As such, many crowdfunding campaigns are launched by passionate people who lack both a million dollar idea and substantial business experience. If you forgo doing the homework that you would have done for a VC, you may find that you are way in over your head when you go about delivering on your promises to your backers. Many crowdfunding campaigns that raised their target goal have subsequently failed to deliver because they underestimated the cost and complexity of doing business and distributing a product or service.

Looking for tips on how to prepare and deliver an executive summary to potential investors? Download our free eBook Make Your Pitch:

Download your free eBook

2. The marketing costs can add up

Marketing is a major factor in the success of a crowdfunding campaign. Backers of any crowdfunding campaign typically donate for the following reasons: the rewards that come with backing the project, an attractive and catchy product and service concept, and/or a mission statement that people can identify with. To be an attractive proposition to potential backers, you may have to invest in marketing efforts such as professionally produced videos and graphics to create a visually stimulating campaign. Adding on the fact that you have to set aside funds to deliver on your promised rewards to your funders, these marketing costs can certainly add up.

3. It only works if your product has mass appeal


Source: Oculus VR

While your idea may be worth a million dollars, it may not be a ‘sexy’ million dollar idea. Products like the Oculus Rift and the Pebble Watch successfully obtained funding because they are sexy ideas that captivated the attention of backers. If your product doesn’t captivate people in the same way, but still has the potential to realize high returns, it may be better for you to focus your energy on more traditional methods of fundraising.

Do you have any tips on how to go about a crowdfunding campaign?

Share with us in the comments below!

Optimise your hiring process: A guide for small businesses

As a small business owner, the process of selecting and hiring new recruits can be both exhilarating and stressful. Every hiring decision that you make incurs time and resources, and you will only be able to see a return on your investment further down the line. The challenges that small business owners face in the hiring process include a lack of in-house human resources (HR) expertise as well as difficulty in identifying and communicating the uniqueness of your business and gaining access to top talent. Here, we give top tips for optimising your hiring process in order to maximise your ability to select the right talent despite limited resources.

1. Determine whether you need an employee or a freelancer  

Whenever you need to recruit someone to fulfil a set of tasks and responsibilities, first think about whether you really require a full-time employee to fill the role. It may be the case that hiring an independent contractor (otherwise known as a freelancer) may offer greater flexibility and better meet the needs of your business, for instance by providing an independent opinion or giving you access to a wider network and cheaper resources. There is also the option of converting a freelancer to a full-time hire if you like the work produced. Here are some factors to consider when determining whether to hire a full-timer or engage a freelancer:

  • Cost. Given that freelancers may not be entitled to certain statutory benefits (e.g. insurance), engaging a freelancer for a fixed-term project may help you save on costs (e.g. office space).
  • Risk. Engaging freelancers may reduce your risk as an employee since they may not have the right to statutory benefits and are easier to terminate and replace if the engagement is not working out.
  • Quality. As freelancers do projects for a range of clients, they typically come with more experience and strive to put in their best work in order to maintain the relationship.
  • Global Reach. If the work can be done remotely, engaging a freelancer gives you access to more options, especially if you want someone with a specific skillset, background or prior experience.
  • Availability. Compared to freelancers who may be working for a range of clients at any given point in time, employees are committed to be available on your schedule and you can manage their workload accordingly.
  • Relationship Building. If the nature of the role is one that involves building and maintaining a client base, having someone who knows your company inside out and can leverage that knowledge to your advantage is beneficial.
  • Training and Supervision. If the role is one that has long lead time for training and requires oversight, it might be better to recruit a full-time employee whose progress you will be able to monitor on a day-to-day basis.
  • Commitment. A full-time employee is more likely to feel a greater degree of commitment to your company and therefore be more motivated to add to the bottom line.

Adapted from Recruiterbox

It is also important to be aware of the different rights and obligations your business has depending on whether you hire an employee or an independent contractor. The Employment Contract you sign with your employee establishes an employment relationship and creates a legal duty that your business has towards the employee.

In contrast, you will sign a Consultancy Agreement when engaging a freelancer, and this should make clear that there is no employment relationship created.

2. Tap into job portals to find potential candidates

Job portals that allow business owners to advertise their positions allow you to reach a wide audience and help you shortlist applicants for the next stage of the hiring process. In Singapore, apart from Jobs Bank, which is a free government-run platform managed by the Workforce Development Agency, there are a whole host of other job portals that you can check out. In Hong Kong, there is Jobs DB and Career Times.

Related reading: 4 platforms to source freelancers in Australia & New Zealand

Source: Upwork

There are also a number of online platforms for freelancers with the increasing popularity of freelancing among millennials. As a small business owner, you can capitalise on this trend by leveraging portals such as Freelancer and Upwork. These allow you to link up with freelancers with the relevant skills and affordable rates, and evaluate them over a number of assignments.

3. Build a compelling case for your company

Whether or not it is an employer’s market, your potential recruits are evaluating you just as much as you are evaluating them throughout the recruitment process. It is thus essential to clearly set up and articulate the requirements of the role and why your company is an attractive proposition. The key component of this is job descriptions. According to a Wall Street Journal article, job descriptions that read like laundry lists of requirements and qualifications may alienate jobseekers. Apart from setting out what your company expects from the candidate, including also what your company can do for potential employees may help you attract higher quality candidates. Insert statements such as “We seek to provide employees with constructive feedback to foster their career growth,” and “You will have many opportunities to collaborate with talented people” when advertising the opportunity.

Additionally, keep in mind that job seekers are scrolling through a ton of job opportunities. It is therefore necessary for you to showcase what is unique about your company in order to be memorable for applicants. You can do so by sharing examples of recent media coverage or stating upfront your benefits package. If you don’t want to benefits packages to be the focus, emphasise your unique company culture, whether this is the collaborative work environment or opportunity to gain exposure to a range of tasks.

Related reading: 5 Ways to Incentivise Employees Without Burning a Hole In Your Pocket

Many potential applicants will also head over to your website to learn more about what your company does and what the role entails, so make sure that you have a website that is accessible, presentable and easy to navigate. Give potential applicants an idea of what it would be like to work at your company, for instance by including a Careers section or putting up profiles of team members they might work with.

4. Build a rigorous screening process  

Having shortlisted applicants and reviewed their CVs, the next step is to put them through a rigorous screening process that enables you to sift out the candidates with the right skills who are a good fit for your company. While some elements such as the face-to-face interview are staples of the hiring process, many companies still have some way to go in maximising the value of the hiring process. When conducting interviews, ensure that you focus on soft skills as much as technical competence, as other factors – coachability, emotional intelligence, temperament and motivation – are equally important for employee success.

Apart from interviews, it is key to establish other steps in the screening process to ensure that you have investigated every candidate thoroughly. Here are some tips for how to develop a more effective screening process:

  1. Review a candidate’s CV critically. For instance, look out for gaps in employment, and ask your candidate about this. This could be an opportunity to learn more about your candidate’s priorities and assess whether he is a good fit for your company.
  2. Check with references. If possible, do a reference check across different levels, including direct reports, peers and managers, as each person will give a different view of the candidate’s work ethic and work product.
  3. Evaluate personal portfolios. Ask candidates for a portfolio of highlights, and see whether they are able to articulate their success and how they achieved it with quantifiable information.

Adapted from Entrepreneur

As mentioned previously, candidates are assessing you as much as they are assessing them. Give prospective employees a chance to ask you questions, as this will allow them to determine whether your company is a right fit. It is crucial to give a realistic picture of the work environment in your company, as a mismatch in expectations may cause your employee disappointment later on if you choose to recruit him or her. In short, be generous with information and make the hiring process an experience and not just a process.

5. Leverage on digital trends & social media

According to a survey by MIT and Deloitte, people want to work for digitally enabled organisations. Businesses have to stay ahead of the curve in order to retain employees and attract new hires. Make sure that your career site is mobile-friendly, as many individuals use their smartphone in some way for their job search, whether this is browsing job listings, filling out online job applications and creating a resume or cover letter.

Source: JobsDB

Just as the Internet is a platform for potential applicants to access job opportunities and learn more about your company’s track record, use the Internet as a resource for your company to find out more about your potential hires as well. Do a quick background check to see what comes up about that person online and on social media platforms. If the candidate has posted professional blog posts or a portfolio online, this could serve as an additional avenue of skills assessment.

6. Leverage on software solutions to keep up with employment regulations

Throughout the hiring process, make sure that you are aware of the evolving regulatory requirements in order to ensure that your business remains compliant. For instance, amendments to the Employment Act in Singapore last year imposed additional requirements on employers, including issuing key employment terms (KETs) and itemised payslips and maintaining detailed employment records. Changes to employment laws in New Zealand made earlier this year also modified the requirements for trial periods in Individual Employment Agreements (IEAs), among other changes.

Want the lowdown on what legislation you have to comply with when hiring employees? Download our free eBook on Employment:

Singapore version      Hong Kong version

With employment legislation constantly evolving, it can be a challenge to stay up to date. Using online legal software such as Zegal would simplify the process as you will be able to select from a library of legal contracts, policies and forms that cover the different HR processes, generate contracts that are legally compliant and send them to your employees for signing and online storage. This allows you to:-

  • Protect your business by laying out clear expectations and legal obligations between employer and employee;
  • Speed up your HR processes by gaining access to a host of contracts, policies and forms that you can tailor to your needs; and
  • Stay up to date with legal changes in the HR field as our employment contracts, policies and forms are reviewed and approved by qualified lawyers.

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