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    "result": {"data":{"posts":{"edges":[{"node":{"url":"important-skills-for-those-interested-in-health-management-careers","title":"Important Skills for Those Interested in Health Management Careers","description":{"description":"Health management employees work behind the scenes helping hospitals and clinics run smoothly. They are administrative positions but they have a very real impact on patient care outcomes. Healthcare managers help fill staffing vacancies, allocate supplies, and generally ensure that doctors, nurses, and other specialists have what they need to provide their patients with the highest possible level of care. "},"body":{"body":"Health management employees work behind the scenes helping hospitals and clinics run smoothly. They are administrative positions but they have a very real impact on patient care outcomes. Healthcare managers help fill staffing vacancies, allocate supplies, and generally ensure that doctors, nurses, and other specialists have what they need to provide their patients with the highest possible level of care. \n\nDuring the pandemic, it was health managers who figured out how to run maxed-out hospital floors and make do with a skeleton staff.\n\nIt’s important work. In this article, we take a look at several skills those interested in [health management careers](https://publichealth.tulane.edu/blog/what-is-an-mha-degree/) should possess. We also discuss how to get the necessary credentials. \n\n__Educational Requirements__\n\nWhile a bachelor’s degree in some form of hospital administration is the bare minimum requirement, most healthcare managers (between 40-60% depending on what study you consult) will go on to get a graduate degree. \n\n[Continuing your education](https://sites.suffolk.edu/ccpe/why-is-continuing-education-important-future-of-work/) not only helps you stand out—management positions are generally very competitive—but it also helps you perform better on the job. A commitment to continuing your education is important for healthcare work. It keeps you up to date on best practices. It also allows you to stay on top of technological developments. \n\nSomeone who completed a healthcare curriculum fifteen years ago probably won’t know very much about current developments in health-related data processing.\n\nSchool teaches hard skills that will help you in your career as a health manager. Below, we look at softer skills that are also important for the job. \n\n__Financial Management and Budgeting__\n\nHealthcare managers deal with the financial aspect of healthcare much more than doctors or nurses do. They need to understand budgeting, revenue cycle management, financial analysis, and other business-oriented skills that help keep the lights on. \n\nAs we mentioned earlier, it’s healthcare managers who help allocate resources for hospitals. Keen financial awareness is how they manage that. \n\nBut there are also regulatory aspects to the financial work they do. For example, how do you recognize revenue on care that is being paid for via an installment plan? That question might sound like gibberish to someone working outside of healthcare management, but it’s an important concern that has very real administrative consequences. \n\nHealthcare finance is part of the curriculum you will go through to become a hospital manager. Still, it’s not a skill set that everyone adapts to easily. \n\n__Data Analysis and Information Technology__\n\nData analysis has become an increasingly more important aspect of healthcare. It can help doctors create highly individualized treatment plans that allow them to directly address their patient’s specific risk factors. It can help administrators leverage historical analytics to set budgets, staff floors, and generally manage resources. \n\nHealthcare managers need to have an understanding of what data management tools are in circulation. This sounds like a simple consideration, but it requires more know-how than you might at first assume. Committing to software requires a good deal of work and adjustment. Dozens, possibly hundreds of people will need to learn about the tool the hospital manager selects. That puts a lot of pressure on selecting the right one. \n\nHealthcare managers also need to know how to best leverage the data that their tools produce. \n\nOf course, analytic tools aren’t the only technology they need to be aware of. Healthcare managers must also possess a keen understanding of electronic health record systems, information management technology, and data security. \n\n__Leadership and Communication__\n\nLeadership and communication abilities are pretty much the definition of “soft skills.” You can get all the degrees, read all the studies, stay on top of all the tech developments. If you don’t know how to talk to people, it won’t make much of a difference. \n\nHealthcare managers are leaders. They delegate responsibilities. They resolve conflicts. They motivate people to do their jobs effectively. \nWhile your college curriculum will most likely contain guidance on effective workplace communication, some aspects of this skill are strictly intuitive. \n\n__Risk Management__\n\nHospitals deal with various legal and financial risks. There are obvious safety issues. Most healthcare facilities are open to everyone. They frequently take in people in various states of mental distress or inebriation. This can create risks for the healthcare staff, as well as other patients being treated. \n\nHospitals are also frequent targets of lawsuits— sometimes justified, other times, perhaps not so much. As a healthcare manager, part of your responsibility will be to anticipate those risks and isolate the hospital from them as best you can. \n\nYou may also need to respond to problem situations— say an injury that happens on-site, or a lawsuit that develops in response to how a hospital worker administered care. \n\nThese are challenging situations that can develop at literally time. \n\n__Cultural Competence and Diversity__\n\nUnderstanding and respecting cultural differences and norms is essential for delivering patient-centered care and promoting diversity and inclusion within the organization. Health managers should foster a culturally sensitive environment to ensure equitable access to healthcare services and address the unique needs of diverse patient populations.\n\nCommitting to cultural competence and diversity inclusion is an ongoing responsibility. Modern healthcare managers attend and organize frequent trainings and seminars designed to ensure that the entire staff is aware of the unique cultural nuances of the community that they serve. \n\nThis is not just a trendy, politically correct development. Cultural competence has a direct impact on how effectively hospital staff communicates with minority patients. \n\nThere is a long history of minorities experiencing negative healthcare outcomes due to communication difficulties. By committing to diversity and inclusion, you help to ensure that everyone who comes into your hospital receives the same high standard of care.\n\n__Conclusion__\n\nHealth managers work in a high-pressure environment. Hospitals are open 24/7, 365 days of the year. That means that even though your schedule might indicate a traditional 9-5 work week, your actual responsibilities to the hospital, and the community it serves never stop. There may be late nights when you find yourself missing family dinner to put a (hopefully figurative) fire at work. \n\nIt’s not an easy job, but it is a meaningful one. "},"publishedOn":"2023-11-25T00:00+01:00"}},{"node":{"url":"navigating-digital-assessments-how-to-test-tech-skills-in-remote-interviews","title":"Navigating Digital Assessments: How to Test Tech Skills in Remote Interviews","description":{"description":"Proficiency with digital technology is a requisite part of many jobs. Even if the role itself doesn’t directly require robust tech skills, there will almost certainly be digital aspects of the work that require prior knowledge.  It’s the easiest thing in the world for a candidate to say, yes. I know how to BLANK, and BLANK, and BLANK.  It’s a little harder to test that knowledge in an interview— particularly when said interview is fully remote. If you are trying to fill a position that involves significant tech skills, this can be a difficult barrier to surpass.   In this article, we talk about how you can effectively perform digital assessments in a remote work environment.\n"},"body":{"body":"Proficiency with digital technology is a requisite part of many jobs. Even if the role itself doesn’t directly require robust tech skills, there will almost certainly be digital aspects of the work that require prior knowledge. \n\nIt’s the easiest thing in the world for a candidate to say, yes. I know how to BLANK, and BLANK, and BLANK.\n\nIt’s a little harder to test that knowledge in an interview— particularly \nwhen said interview is fully remote. If you are trying to fill a position that involves significant tech skills, this can be a difficult barrier to surpass. \n\nIn this article, we talk about how you can effectively perform digital assessments in a remote work environment.\n\n### Determining the Need for a Complex Skills Assessment\n\nIt’s worth stating on the front end that not every tech-related skill requires a complex assessment. If, for example, you are hiring for a position that requires familiarity with a sales-specific tech stack, it may be enough to chat a little bit about their previous CRM experience. You may even decide that it will be easy enough to train an otherwise skilled candidate on how to use your existing system.\n\nIt gets more complicated for complex jobs. Programmers, [Engineers](https://engineeringonline.ucr.edu/blog/alternative-careers-for-engineers/), and [ethical hackers](https://www.fullstackacademy.com/blog/how-to-become-an-ethical-hacker). For these professionals, it is important to get a clear understanding of what they can do. The evaluations that we describe below can help you respectfully and effectively learn more about your applicant’s skills and work history. \n\n### Pose a Work-Specific Scenario\n\nThis is a pretty standard job interview assessment that applies well to tech skill evaluations. Have your candidate solve a situation they might legitimately encounter on the job. For example, if you are hiring a web developer, you might ask them to debug a snippet of code. \n\nThey can do this work in real time. You can easily supervise the process through screen-sharing technology. \n\n### Ask Them to Explain Concepts\n\nGetting candidates to explain technical concepts will give you a better sense of how well they understand them. Better yet, this assessment also gives you a chance to view their communication skills, while also giving you a sense of their personality.\n\nWhile interview interactions should always be taken with a grain of salt— candidates are simultaneously at their best, and their most uncomfortable— taking a tiered approach will provide a more complete picture of the person you are talking to.\n\n### Test Collaboration\n\nIf the role being filled is collaborative, your assessment should be as well. Consider setting up shortlisted candidates for assessment projects that involve collaborating with your existing team members. Not only will this show you how well the candidate works in a group setting, but it will also make the onboarding transition easier should they eventually be hired. \n\nBringing in team members also provides valuable third-party feedback, giving you the opportunity to bounce thoughts about candidates off your coworkers. \n\nNaturally, this approach will not be appropriate for every interview— your staff most certainly does not have time to run practice scenarios with fifteen applicants. Reserve this assessment for final interviews. \n\n### Ground Rules\n\nInterview assessments are tricky not just because you need to strategically pose them in a way that helps you better understand the candidate, but also because you yourself want to make a good impression. Keep in mind that the person on the other side of the screen may eventually be a coworker. \n\nYou don’t want to alienate them or make them feel uncomfortable. To successfully get the information you need while still keeping things friendly:\n\n•\t__Keep the assessment short__: This isn’t a work session. Give them a task that can be completed in an hour or less. If you choose a sensible assessment, that should be enough time to get a good sense of their skills without taking too much of their time. If you are hiring someone for a complex position, a skills test of up to three hours may be appropriate. Any longer than that is usually looked upon unfavorably by candidates. \n\n•\t__Make the task challenging, but work-specific__: The task does not need to be easy in order to be interview-appropriate. However, it should closely simulate an actual workplace scenario. It can be tempting to use the interview as a way of piloting convoluted concepts that showcase the candidate's ability to think on their feet. However, it’s generally better to keep things straightforward but open enough for the applicant to showcase their personality. \n\n•\t__Follow the assessment up with dialogue__: You also want to give the applicant the opportunity to debrief following their assessment. Ask them questions that allow them to apply their expertise to the “situation.” Not only will this further allow you to assess their ability, but it will also establish that you take employee perspectives seriously. \n\nInterviews do not have to be inherently awkward. As the person issuing the assessment, it is largely your job to set the tone. Keep it friendly, and give your candidate the space they need to strut their stuff comfortably. "},"publishedOn":"2023-10-29T00:00+02:00"}},{"node":{"url":"key-skills-for-those-aspiring-to-be-mental-health-professionals","title":"Key Skills for Those Aspiring to be Mental Health Professionals","description":{"description":"For aspiring professionals’ intent on stepping into a mental health role, it’s important to gain some key skills. Understanding what these skills are and how to develop them can make it easier to pursue one’s dream role of being a mental health professional.  Here are key skills for those aspiring to be mental health professionals. "},"body":{"body":"For aspiring professionals’ intent on stepping into a mental health role, it’s important to gain some key skills. Understanding what these skills are and how to develop them can make it easier to pursue one’s dream role of being a mental health professional. \n\nHere are key skills for those aspiring to be mental health professionals. \n\n### Effective Communication and Active Listening\n\nWhen it comes to [psychology skills](https://studyonline.ecu.edu.au/blog/essential-psychology-skills-success), few are as important to mental health professionals as effective communication and active listening. These skills allow one to cultivate meaningful relationships with people that can act as a foundation for key mental health processes. \n\nIn virtually every mental health professional role, along with [healthcare professional roles](https://studyonline.uts.edu.au/blog/healthcare-management-tips-tools-and-strategies-effective-leadership), one will have to communicate with individuals struggling with mental health ailments. To properly be able to assess, treat, and care for these individuals, it’s vital that one is able to clearly convey one’s ideas and suggestions and effectively understand others. \n\nFor those truly intent on pursuing careers as mental health professionals, it’s vital to cultivate the skills of effective communication and active listening. \n\n### Setting Boundaries\n\nWhile many aspiring professionals enter the mental health space with a deep sense of empathy and a significant desire to help others, many are unaware of the importance of setting boundaries in this space. Without this vital skill, one will be unable to help others in healthy and sustainable ways. \n\nIn terms of setting boundaries, it applies to both mental health professionals and the individuals they serve. For mental health professionals, it’s important not to overshare or disclose too many personal facts. This can both detract from the client or patient’s needs and also give them an unhealthy view of the relationship between them and the professional. \n\nIn addition, it’s vital that mental health professionals don’t become too involved in patient’s lives. This can cause a slew of problems and is ultimately looked down upon in mental health fields. This being the case, becoming comfortable with the process of setting boundaries is crucial for any aspiring mental health professional. \n\n### Ability to Analyze \n\nBeing adept at analysis is a vital aspect of every mental health professional role. This is because it’s the job of these specialized professionals to use their understanding of psychology principles to analyze the behaviors, actions, and words of the individuals they treat. \n\nTo bolster one’s ability to analyze at a high level, it can help to learn about traditional psychology principles and practices as well as the latest developments in the field. By being proactive about educating oneself on these topics, one will naturally start to develop a more advanced understanding of analysis and how to do it effectively. \n\nThis being the case, anyone keen on entering the mental health space in a professional capacity should become adept at analysis before stepping into the field. \n\n### A Career in Mental Health is Within Reach\n\nThose who aspire to step into the role of a mental health professional are pursuing a commendable and fulfilling career path. If one wishes to prepare oneself thoroughly for a mental health professional role, it’s beneficial to first learn some key skills. As such, anyone willing to put in the time and effort to become adept at these skills has a chance to thrive as a mental health professional. \n"},"publishedOn":"2023-10-09T00:00+02:00"}},{"node":{"url":"how-to-improve-creativity-among-your-employees","title":"How to improve creativity among your employees","description":{"description":"Creativity is the lifeblood of innovation. It's the spark that ignites fresh ideas, drives problem-solving, and propels businesses forward in an ever-evolving landscape. When employees are empowered to unleash their creative potential, the possibilities are limitless. \n\nAs a leader or manager, fostering a culture of creativity within your organization can be a game-changer — not only for your company's success but also for the job satisfaction and engagement of your employees."},"body":{"body":"Creativity is the lifeblood of innovation. It's the spark that ignites fresh ideas, drives problem-solving, and propels businesses forward in an ever-evolving landscape. When employees are empowered to unleash their creative potential, the possibilities are limitless. \n\nAs a leader or manager, fostering a culture of creativity within your organization can be a game-changer — not only for your company's success but also for the job satisfaction and engagement of your employees.\n\nIf you’re looking to improve creativity among your teams so you can take on 2024 with a new mindset, here’s all you need to know.\n\n### What is creativity at work?\n\nCreativity is often misunderstood and oversimplified. It's not just about artists and designers; it's a fundamental skill that everyone possesses to some degree. To foster creativity, you first need to understand what it entails in the workplace. Creativity isn't limited to artistic expression; it's the ability to think divergently, make connections between seemingly unrelated concepts, and generate innovative solutions — even in industries that might be a little mundane. \n\nIn the business world, creativity means developing novel ideas, products, or processes that can give your company a competitive edge. There are many myths and misconceptions about creativity that can hinder your efforts to nurture it, for example, you don't need to be a \"creative type\" to be creative at work, and creativity isn't something that only strikes randomly; it can be worked on and encouraged.\n\n#### Defining Creativity in the Workplace\n\nCreativity is at the [core of problem-solving and innovation](https://www.pilgrimsoul.com/home/creativity-in-problem-solving-innovation). When your employees approach challenges with creative thinking, they're more likely to find unconventional solutions and drive innovation within your organization. Creative problem solvers are adaptable and resilient, making them invaluable assets in today's rapidly changing business environment.\n\n### How to improve creativity among your employees\n\nWhen you’re in a creative funk, getting your creative juices flowing again can be tough especially when your environment doesn’t align with your needs so creativity needs to become a core element of your work culture. \n\nHere are some ways you can encourage more creativity in your workplace.\n\n#### Have more collaborative team sessions\n\nA lot of creativity can be born from collaborative work. Perhaps you’re planning new campaign ideas for the next quarter, instead of having just one department work on this, why not include the wider team? Large ideation sessions can spark new conversations, perspectives, and ideas.\n\nPhysical and [online mind maps](https://monday.com/blog/project-management/mind-map/) can be a great way for everyone to add their ideas and expand on others. Or, why not get together in person, grab some coffee, and snacks, and spend the day chatting through ideas, making notes, and generally getting into a creative flow?\n\nWorking independently all of the time can hinder creativity but planning more collaborative team sessions will promote continuous innovation. Collaborating is one of the simplest but most effective ways of promoting creativity among your employees.\n\nSimilarly, businesses can also harness creative collaboration when working with agencies such as [Seeker](https://seeker.digital/). Effective collaboration, no matter what services you’re joining forces on, brings together diverse skill sets, solutions, and strategies and this is specialized knowledge you can tap into.\n\n#### Promote a healthy work-life balance\n\nCreativity often thrives when employees maintain a balanced and fulfilling life outside of work. However, achieving a healthy work-life balance is crucial. The daily grind of enduring a lengthy commute to the office, navigating a demanding workload, and braving the rush-hour traffic on the way back home can hardly put people in their best mental state, let alone foster a creative mindset.\n\nIntroducing flexible working arrangements empowers employees to better manage their time, resulting in reduced stress and an opportunity for much-needed rejuvenation. You might even consider implementing a [four-day workweek](https://skillmeter.com/blog/the-four-day-work-week-a-pathway-to-professional-growth-and-development) or [remote work](https://remotewokr.com/) as a measure to stave off burnout, a formidable adversary to creativity. Burnout tends to erode motivation, engagement, and cognitive abilities.\n\nIf you aspire to unlock the full potential of your employees, it's imperative to create a working environment that not only serves your organization's needs but also prioritizes the well-being and creative potential of your workforce.\n\n#### Encourage risk-taking\n\nEncouraging risk-taking within your organization is another potent strategy for fostering creativity among your employees. While the word \"risk\" often carries negative connotations, calculated risks can lead to innovative breakthroughs — a little trial and error shouldn’t be avoided.\n\nIt's crucial to create a safe environment where employees feel comfortable proposing unconventional ideas and taking measured risks without the fear of severe consequences for failure. Encourage employees to view failures as valuable learning experiences. By analyzing what went wrong and why, they can gain insights that drive future success.\n\nCreativity often involves challenging the status quo and questioning existing processes. Encourage employees to question why things are done a certain way and explore whether there are more efficient or innovative alternatives.\n\n#### Make diversity a priority among your teams\n\nDiversity is more than a buzzword; it's an important part of making business a true reflection of society so everyone's voice is heard. When you [build teams comprising individuals from a wide array of backgrounds](https://au.indeed.com/career-advice/career-development/how-to-build-diverse-teams), cultures, perspectives, and life experiences, you are essentially bringing an array of untapped ideas within your organization.\n\nIn an increasingly global and interconnected world, having diverse teams often mirrors the diversity of your customer base. This alignment can help your organization better understand and serve a broader spectrum of customers, leading to more innovative and effective products and services.\n\nAllow each employee to share their ideas and thoughts. A short presentation on a particular skill, project, or idea they’re working on can be a great way to share skills with the wider team and kick-start new conversations. \n\n#### Get out of the office\n\nBeing in the office or even working from home constantly can feel a little claustrophobic sometimes, but a change of scenery — whether that’s in a co-working space or attending an event in a different city — can breathe new life into everyone's thinking, and boost their creative energies.\n\nLet’s say you have a client in the bakery industry for example. Taking a company-wide baking class can help your teams get into the mindset of the client and how they work which can spark a whole number of ideas.\n\nIndustry events are fantastic opportunities to step outside of your usual work environment and immerse yourself in a sea of like-minded professionals. Here you’ll also learn about new trends and best practices that can inspire your team to think outside the box.\n\n__Creativity doesn’t come naturally to everyone. But, with encouragement, collaboration, and other changes to your business, you can build an environment where creativity is much easier to tap into whether you’re brainstorming or designing a new product.__\n"},"publishedOn":"2023-09-29T00:00+02:00"}},{"node":{"url":"freelance-programming-a-pathway-to-practical-experience-for-emerging-software-engineers","title":"Freelance Programming: A Pathway to Practical Experience for Emerging Software Engineers","description":{"description":"Software engineering can be an incredibly rewarding career path with abundant opportunities. However, it’s not always easy for beginner software engineers to break into the industry and start finding robust programming gigs. \n\nThe reason for this typically has to do with a lack of practical experience that makes it a hard sell for employees to give budding software engineers a chance. Fortunately, there are many paths that these professionals can pursue to gain the practical experience they need to thrive in the space. "},"body":{"body":"Software engineering can be an incredibly rewarding career path with abundant opportunities. However, it’s not always easy for beginner software engineers to break into the industry and start finding robust programming gigs. \n\nThe reason for this typically has to do with a lack of practical experience that makes it a hard sell for employees to give budding software engineers a chance. Fortunately, there are many paths that these professionals can pursue to gain the practical experience they need to thrive in the space. \n\nHere is a pathway to practical experience for emerging software engineers. \n\n### Understanding Options for Gaining Practical Experience\n\nWhether one has a [computer science or software engineering degree](https://www.fullstackacademy.com/blog/software-engineer-vs-computer-science), a bootcamp certificate, or years of personal education, it can be tricky to figure out where to start gaining practical experience. Luckily, becoming exposed to some great options can make it easier to progress on one’s path and become a proficient programmer. \n\nSome amazing options for gaining practical experience include:\n\n●\t__Creating a project__: Starting and completing a programming project is a great way for new programmers to gain practical experience and showcase their talent. This being the case, any emerging software engineer looking for experience should create their own project and share their vision with potential employers. \n\n●\t__Offering to work for free__: While programming for free isn’t ideal, it can be an amazing opportunity to gain some much-needed experience and develop a portfolio for beginner programmers. In addition, the connections made through this pro-bono work may one day even lead to employment. \n\n●\t__Looking for internships__: Though many beginner entrepreneurs may be hungry to land that first role as a programmer, interning at a company can be an incredibly beneficial experience. In addition to gaining valuable experience, internships typically offer beginner programmers a chance to learn from veterans and gain useful and practical insights. \n\n●\t__Compete in competitions__: Whether one has a degree in computer engineering or software engineering, competitions are a great way for beginner programmers to gain valuable experience in the space. Beyond this, these competitions can help put one on the radar of employers which can lead to new employment opportunities. \n\n### Other Tips for Landing the First Programming Role\n\nBeyond gaining practical experience, there are many practices that can help emerging software engineers land their first employment opportunity. By taking advantage of these tips while also gaining practical experience, budding programmers will surely be able to land their first role. \n\nSome key practices that emerging software engineers should be engaging in to land their first role include:\n\n●\t__Networking__: Networking has the power to lead to amazing job opportunities for programmers at all stages of their journey. For those looking for their first employment opportunity, it’s important to take advantage of all networking opportunities and make it known that one is looking for their first programming job.\n\n●\t__Having a polished portfolio__: It’s important for new programmers to have a polished portfolio that will impress employers. As such, it’s not only important for fresh software engineers to gain practical experience, but to record it thoroughly. \n\n●\t__Being ready to ace interviews__: While it’s vital for emerging software developers to hone their programming abilities, it’s also important for them to hone their ability to land jobs. This means becoming great at interviewing for roles and being prepared to answer interview questions like a pro. \n\n### Practical Experience Is Key for New Programmers\n\nWhile becoming educated is an important part of becoming a software engineer, and so is gaining practical experience. By taking advantage of every opportunity to gain valuable experience and grow, emerging programmers can take their fate into their own hands and hone their skills. By working hard and gaining experience, finding that first job role will be a walk in the park for any emerging software engineer. "},"publishedOn":"2023-09-17T00:00+02:00"}},{"node":{"url":"why-now-is-a-great-time-to-invest-in-workplace-safety","title":"Why Now is a Great Time to Invest in Workplace Safety","description":{"description":"Investing in the health and safety of the workplace, the environment and team is not only essential to success in business, it is a great way to demonstrate the value for workers, and the customers they serve. Additionally, the product of that investment is a consistent return: financial earnings and continued success. It is always a great time to start or begin investing in workplace safety. "},"body":{"body":"Investing in the health and safety of the workplace, the environment and team is not only essential to success in business, it is a great way to demonstrate the value for workers, and the customers they serve. Additionally, the product of that investment is a consistent return: financial earnings and continued success. It is always a great time to start or begin investing in workplace safety. \n\nHere are some reasons and ways to do so. \n\n### Overview of Safety\n\nTaking the responsible steps to ensure the health and safety of a workforce can be accomplished in a myriad of ways, but most of those nuances can be reduced to three major categories: the implementation of procedures that encourage the [prevention of accidents](https://publichealth.tulane.edu/blog/accident-prevention-tips-workplace/) and injuries; the improvement of general and long-standing employee morale; setting standards that protect and maintain a respectable reputation with competitors and customers. \n\n### The Prevention of Accidents and Injuries\n\nWhile there are many different ways, means, and systems by which the prevention of accidents and injuries can be supported in the workplace, much of what those steps look like will be determined by the industry, the standards and regulations, the environment, and the size of a team. \n\nGenerally speaking, however, this can be done through regular disaster and emergency site plans, regular safety training, the maintenance of equipment and the proactive implementation of those safety protocols. Doing so helps to ensure that employees are being careful in their workplaces for their sake, their co-workers, and the products and customers that are dependent on the operation of efficient systems. \n\nEven minor injuries can slow down productivity by displacing necessary workers, while serious accidents can compromise the energy and morale of team members. Combined, especially over long periods of time, this can mean significant loss of time, higher business expenses and product output. Worse still can come in the form of higher insurance rates, possible legal fees and having to invest more in expensive equipment upgrades. The good news is that some of these investments might even be considered a business write off. \n\n### Costs of Workplace Injuries\n\nThe average cost of a worker’s compensation claim is about $42,000. The greatest cause of claims is the result of motor-vehicle crashes, but there is a large list of common injuries and their consequences. These are things like burns, falls, strings, impacts, and even cuts and scrapes. \n\nThe most common and costly fees associated with claims are due to head traumas, followed quickly by the injury of multiple body parts. With these types of figures, it is clearly a healthy investment as a business owner to see to the implementation of safety regulations and technologies. The number of resources and technology available today is constantly growing and improving. The adoption of digital systems enhanced by predictive AI and monitoring systems has made safety much easier to implement. \n\nFrom wearable tech to personal protective equipment, there is no shortage of ways to protect the investment in a business by protecting employees, infrastructure and the products or customers served. "},"publishedOn":"2023-09-17T00:00+02:00"}},{"node":{"url":"benefits-of-global-hr-software-for-small-businesses","title":"Benefits of Global HR Software For Small Businesses","description":{"description":"Improving the efficiency of internal processes is one of the most important steps a small business needs to take. But often, it gets neglected as it’s time and resource-intensive. However, in an age where time is money—and money may be tight—HR software can help businesses manage employee hours, payroll, benefits, and more. "},"body":{"body":"Improving the efficiency of internal processes is one of the most important steps a small business needs to take. But often, it gets neglected as it’s time and resource-intensive. However, in an age where time is money—and money may be tight—HR software can help businesses manage employee hours, payroll, benefits, and more. \n\nBut if you have [employees in multiple countries](https://skillmeter.com/blog/7-keys-to-help-your-hr-staff-recruit-the-best-iinternational-talent), how do you keep track of them all? \n\nWell, there’s a simple answer: __global HR software__.\n\n### What is Global HR Software?\n\nA global HR software program is a digital Human Resources system that is used to manage employee data and performance across multiple countries. \n\nUnlike a regular HR software application, also referred to as HCM (human capital management), HRIS (human resources information system), or HRMS (human resources management system),\nglobal HR systems manage data from employees located all over the world rather than just in one office or location. \n\nAs outsourcing has become more commodified and the number of freelancers in the US alone is expected to reach [86.5 million people by 2027](https://www.statista.com/statistics/921593/gig-economy-number-of-freelancers-us/), the need for global employee management has grown. Through software programs like this, small businesses can better manage HR-related processes such as [recruitment and onboarding](https://skillmeter.com/blog/9-tips-that-will-help-you-form-better-onboarding-process), employee payroll, and general management. Additionally, they can track and monitor performance, complaints, benefits, absence management, and hours. \n\n### 4 Global HR Software Benefits \n\nThe HR software market worldwide has enjoyed steady growth from $30.8 billion in 2019 to an estimated [$33.04 billion in 2024](https://financesonline.com/hr-software-statistics/). This software has empowered businesses of all shapes and sizes to streamline operations and meet company goals across the world. \n\nThanks to secure cloud-based software and a host of innovative features and tools, your small business can join the digitization movement in an effort to save time and money, all while improving efficiency and boosting workflow for employees at every level. \n\nTake a look at these four key benefits to find out how using a global HR system can make your small business stronger. \n\n#### 1. Simplify onboarding, contracts, and compliance\n\nA healthy business, especially one that operates internationally, needs excellent onboarding processes, contract generation, and compliance control. Automating [HR services for a small business](https://remote.com/global-hr/small-business) can ensure that all of these processes are in place.\n\nA global HR software program can make global hiring so much simpler and ensures that all new hires are provided with the information and resources they require to start contributing. It can also take care of payroll and taxes, something that can be challenging when there are various laws and regulations that apply to hires in different countries. \n\n#### 2. Track KPIs and reach goals \n\nTracking Key Performance Indicators (KPIs) and goals is crucial for encouraging business growth. By keeping well-informed about your company’s progress in relation to set goals and milestones, it becomes much easier to accelerate expansion. This is something very important to small, growing businesses. \n\nYou can use global HR software systems to track employee KPIs, such as employee training progress, absentee records, recruitment statistics, and any other key metrics. \n\n#### 3. Monitor employee performance \n\nMonitoring and evaluating employee performance is an essential part of managing any business, big or small. When your employees are scattered across various countries, tracking their performance becomes even more important for [gauging work performance](https://skillmeter.com/blog/8-reasons-why-investing-in-employee-engagement-is-the-key-to-achieving-business-objectives). \n\nGlobal HR software systems can automatically measure productivity and assess individual as well as group performance based on set benchmarks and performance measurement tools. This can make the process of understanding employees’ needs and skills much simpler and easier. \n\n#### 4. Manage workflow across your organization \n\nWhen it comes to small businesses, the need for micromanagement is often magnified. This contributes to the [more than 50% of managers](https://hbr.org/2023/05/more-than-50-of-managers-feel-burned-out) who report feeling burned out.\n\nBut with an organized and automated HR management system, small business owners can spend less time behind their desks and more time focusing on bigger priorities. An electronic workflow system adds speed, efficiency, and productivity to any workplace, especially one with global employees. \n\n### HR Software Changes The Game\n\nGlobal HR software is an essential tool for any small business with employees based in more than one country. \n\nWith broad integration features, powerful evaluation tools, and a more simplified workflow pattern, your business can manage its employees in a more efficient, productive, and time-saving way, all while enhancing performance and profits. \n"},"publishedOn":"2023-09-06T00:00+02:00"}},{"node":{"url":"a-step-by-step-guide-to-hiring-for-your-small-business-success","title":"A Step-by-Step Guide to Hiring for Your Small Business Success","description":{"description":"Whether you own a neighborhood coffee shop or a direct-to-consumer business, taking the leap and following your entrepreneurial dreams can be exciting and fulfilling. Unfortunately, some aspects of starting a small business can also be daunting and overwhelming. \n\nSpecifically, building an amazing team of employees can often be easier said than done. Thankfully, having some guidance around the process of building an amazing team of employees can make the process significantly easier. \n\nHere’s a step-by-step guide to hiring for your small business success. "},"body":{"body":"Whether you own a neighborhood coffee shop or a direct-to-consumer business, taking the leap and following your entrepreneurial dreams can be exciting and fulfilling. Unfortunately, some aspects of starting a small business can also be daunting and overwhelming. \n\nSpecifically, building an amazing team of employees can often be easier said than done. Thankfully, having some guidance around the process of building an amazing team of employees can make the process significantly easier. \n\nHere’s a step-by-step guide to hiring for your small business success. \n\n### Step #1: Fulfill Legal Requirements\n\nBefore you start promoting open job roles and interviewing candidates, it’s crucial to fulfill all of the necessary legal requirements as a small business. A failure to do so could have dire consequences for your business — possibly even bringing your time as a business owner to a screeching halt. \n\nWhile there are federal requirements for hiring employees, such as having an EIN and the proper authorization to legally operate a business, specific locations may have their own rules and regulations as well. To ensure you’re legally authorized to hire employees, be sure to check with state and city offices about the proper procedures you should complete to ensure quality [industrial hygiene](https://publichealth.tulane.edu/blog/industrial-hygiene/).\n\n### Step #2: Decide What Type of Employee You Intend to Hire\n\nWhen you’ve reached the position in which you’re sure you need to bring on some extra help to operate your small business, it’s essential to decide what type of basis you want to hire an employee on. Depending on whether you’re hiring a full-time, part-time, or contract employee, the process of vetting and onboarding candidates will look different. \n\nUnfortunately, each small business is different and there’s no silver bullet answer that applies to all small business owners. If you need a minimal amount of design work done, you may hire a graphic designer on a contract basis. If your business regularly requires a considerable amount of design work, it may be better to hire a full-time employee. Ultimately, it’s your duty to analyze your small business’s needs and hire accordingly. \n\n### Step #3: Craft an Accurate Job Description\n\nCrafting an amazing job description is a key part of the hiring process — especially for small business owners like yourself. Without a proper job description that accurately reflects the role, you may find you have an influx of candidates that aren’t suited for the role. \n\nIn the job description, you’ll want to include information such as the duties and responsibilities, the salary range, and the schedule. In addition, it can help to describe your company’s values and the types of skills candidates should have that would make them a good fit. \n\n### Step #4: Promote the Job Role\n\nThis is one of the most important steps in the hiring process for small business owners. If you don’t properly promote and advertise the role, you won’t have any candidates to choose from. This being the case, it’s important to promote your job role in a number of effective ways. \n\nDepending on your specific small business, different promotional tactics may work better. For a part-time role in a small town, physical flyers and signs in various places may yield more candidates. For a role requiring a specific professional skill set, online job platforms might be better suited for finding quality candidates. \n\n### Step #5: Interview and Vet Candidates\n\nAt this point in the process, it’s time to start getting to know your candidates. In the interview process, you’ll mainly be trying to gauge two distinct things. Namely, if candidates have the skills necessary to perform the job role and if their personality would mesh well with your company. Without checking both of these boxes, employees may be a hindrance to your small business’s success and negatively impact its [business agility](https://online.marymount.edu/blog/business-agility-how-to-improve). \n\nSome questions you might want to ask candidates include “What are your strengths and weaknesses?” “What would you do to solve problem x” and other questions specific to the job role. In addition to interviewing, be sure to contact references and see what previous employers have to say about specific candidates. \n\n### Step #6: Make Your Decision\n\nOnce you’ve interviewed a reasonable number of candidates and have some good possible employees to choose from, it’s time to make your decision. As with many other processes in small businesses, what you choose to look for in your new hire is unique to your personal vision as an entrepreneur. \n\nTo make this process easier, it can help to make out a list of your favorite candidates and what you think their strengths and weaknesses are. If you’re having trouble deciding between several key candidates, you always have the option of calling candidates back for another, more in-depth interview round. \n\n### Step #7: Onboard Your New Employee\n\nOnce you’ve chosen the perfect employee for your small business, it’s time to begin the onboarding process. This includes getting your new employee set up to receive payments and training them to perform their new role. \n\nDifferent roles will require different amounts of training and only you can decide the proper course of training during the onboarding process. After properly training your new hire, it’s time to let them shine and help guide your business to success. \n\n### You’re Capable of Hiring the Perfect Employees\n\nThough the process can seem daunting at first, hiring the perfect employees for your small business is well within the realm of possibility. By thoroughly following these steps, you’ll be able to build and grow your team in no time. \n\nAnd, if you’re a little worried about the process — don’t be. Each time you hire a new employee it’ll be easier and soon you’ll be guiding an amazing team to small business success. "},"publishedOn":"2023-08-27T00:00+02:00"}},{"node":{"url":"discovering-hidden-talent-innovative-approaches-to-assessing-non-experienced-computer-programmers","title":"Discovering Hidden Talent: Innovative Approaches to Assessing Non-Experienced Computer Programmers","description":{"description":"Finding the right talent can be daunting for businesses of all sizes and across industries, especially roles involving technical skill. Hiring someone is always a risk, and the cost of hiring the wrong person can be significant. Sometimes, it feels like finding someone with experience is impossible, especially when you’re hiring computer programmers. \nThe good news is that with a positive attitude and an innovative approach, assessing inexperienced computer programmers doesn’t have to be a chore. Here’s how you can find the best of the best— even if they’ve just graduated and their resume has the white space to prove it. "},"body":{"body":"Finding the right talent can be daunting for businesses of all sizes and across industries, especially roles involving technical skill. Hiring someone is always a risk, and the cost of hiring the wrong person can be significant. Sometimes, it feels like finding someone with experience is impossible, especially when you’re hiring computer programmers. \n\nThe good news is that with a positive attitude and an innovative approach, assessing inexperienced computer programmers doesn’t have to be a chore. Here’s how you can find the best of the best— even if they’ve just graduated and their resume has the white space to prove it. \n\n#### Growing Demand is Draining the Talent Pool – Recent Grads Can Help \n\nThe field of computer programming is still pretty new, at least in comparison to many other professions. There are now so many different languages that it can be hard to find the right person with the mix of training and experience you’re looking for. The talent pool simply isn’t growing fast enough to meet demand. \n\nThe solution? Find someone with the right training for your company’s needs and help them to gain experience and prove themselves in the field. Help someone get a leg up and learn the ropes, and they’re likely to provide enthusiasm and fresh ideas in return. \n\nAlthough hiring fresh talent does come with some risks, it also comes with many benefits. New graduates are eager to prove themselves and gain experience in the working world. They might also provide much-needed diversity to your organization and new perspectives that spur growth. \n\n#### Innovative Approaches to Hiring New Graduates \n\nMany new graduates have the technical know-how to be successful in a variety of programming roles. However, with [the rise of online degrees](https://online.marymount.edu/blog/the-future-of-education) and coding boot camps, it’s common for these applicants to have little to no hands-on experience with live projects. \n\nAssessing their skills, knowledge, and potential takes a bit more effort and creativity than simply scanning their resume for relevant work experience. \n\nBeyond the basics, such as a degree or certification in programming, there are several ways to see if a candidate might be a good hire, such as: \n•\tUsing coding assessments and challenges \n•\tConducting technical interviews revolving around problem-solving \n•\tAssessing student projects and open-source or personal initiatives \n•\tLooking at candidates’ programming community involvement \n•\tEmphasizing personality and “culture fit” over experience and establishing an apprenticeship or mentorship program\n\nThese techniques can be more time-consuming than evaluating a candidate’s professional work experience, but the payoff can be enormous. People are more than their resumes, and it’s easy to pass someone extremely talented up due to a lack of experience. \n\n#### Putting Non-Traditional Evaluation Approaches Into Practice \n\nWhen deciding how to evaluate inexperienced programmers, it’s important to think about your business’s unique needs. \n\nIf you’re looking for programmers who will help you grow your startup, for instance, then you will need them to have a certain amount of technical ability, meaning that a coding assessment or challenge might be necessary. \n\nYou’ll also need them to be invested in your company’s vision, meaning that asking questions to determine if candidates are a culture fit could be key. \n\nFor larger organizations, hiring people in an internship or apprenticeship role might be more realistic. In this situation, you’d want to conduct interviews revolving around problem-solving (using hypothetical and real-world problems) and look for initiative, like a portfolio of personal projects. \n\n#### Attitude is Everything\n\nEveryone has to start somewhere. Making an effort to hire new grads for some of your roles will not only help you get fresh new talent with the latest skillsets but will also provide people with a [foot in the door of computer programming](https://online.maryville.edu/online-bachelors-degrees/computer-science/careers/computer-science-job-search/) to build amazing careers. \n\nAt the end of the day, an applicant’s attitude, willingness to learn, and adaptability can be far more valuable than the number of years they’ve worked in the field. If you can identify incredible talent in recent graduates and nurture that talent within your organization, then you’re likely to see good results from your hiring protocols. \n\nRemember, there’s no one-size-fits-all approach to finding the right fit. You need to change your hiring practices as needed, based on your company’s unique goals and attributes and on the available talent pool. Give new programmers a chance to wow you!"},"publishedOn":"2023-07-25T00:00+03:00"}},{"node":{"url":"how-to-handle-b2b-saas-business-growth-challenges-on-the-market-today","title":"How to Handle B2B SaaS Business Growth Challenges on the Market Today","description":{"description":"B2B SaaS businesses have grown and evolved quickly in recent years. The size of the global Software as a Service (SaaS) market was estimated at $215.17 billion in 2022 and is anticipated to reach $883.34 billion by the end of 2029, with an expected CAGR of 19.7%. "},"body":{"body":"B2B SaaS businesses have grown and evolved quickly in recent years. The size of the global Software as a Service (SaaS) market was estimated at $215.17 billion in 2022 and is anticipated to reach [$883.34 billion](https://www.fortunebusinessinsights.com/software-as-a-service-saas-market-102222) by the end of 2029, with an expected CAGR of 19.7%. \n\nThese firms have specific challenges that need careful navigation and strategic planning as the market continues to change and grow more competitive. B2B SaaS businesses must proactively manage a variety of growth challenges to stay ahead—from growing operations to keeping clients and adjusting to changing market dynamics.\n\nClient retention is crucial for B2B SaaS companies. Maintaining long-term connections with current clients and maintaining them in the face of fierce competition and easy access to alternatives is essential. \n\nAs B2B SaaS businesses grow, they encounter important HR challenges. They must hire and keep skilled employees who help them expand. To achieve this—these businesses must focus on HR strategies emphasizing employer branding, talent acquisition, and employee development. \n\nLet us walk you through the essential strategies that will empower your B2B SaaS business to handle these challenges and reach new heights of success. But before we get deeper—let us first understand the B2B SaaS challenges that make it harder to grow your business on the market today.\n\n### Challenges with a B2B SaaS business\n\nExpanding a B2B SaaS business will take time and effort—despite the benefits of the SaaS model. Understanding the challenges that come with it is crucial to achieve and sustain growth. \n\n*Below are some common challenges that B2B SaaS companies often face.*\n\n#### Intense competition\n\nThe B2B SaaS industry has intense competition among companies targeting the same market. It's vital to have a clear value proposition, strong marketing, and a deep understanding of customer needs to succeed against established businesses and new entrants. However, standing out and gaining market share will be challenging in such a competitive landscape.\n\n#### Customer acquisition costs\n\nIn the B2B SaaS market—acquiring new clients will be costly. Businesses often have to invest heavily in lead generation, customer onboarding, and sales cycles to run successful sales and marketing campaigns. This puts pressure on them to improve their sales and marketing strategies, focus on attracting high-value customers, and increase conversion rates—all to combat the rising costs of client acquisition.\n\n#### Recruiting and retaining talent \n\nHR departments in B2B SaaS companies face unique challenges when it comes to recruiting and keeping top talent. The industry's high demand for skilled workers often makes it difficult to find suitable candidates.\n\nIn order to maintain a productive workforce and prevent employee turnover, it is crucial to prioritize the engagement and satisfaction of employees. This is especially important in a rapidly-changing SaaS industry—where HR teams need to implement effective strategies to foster a positive work culture and address the individual needs of staff members.\n\n#### Customer retention\n\nIn the B2B SaaS sector, customer retention is essential for long-term development and profitability. Due to fierce competition and easy access to alternatives—businesses must continually deliver extraordinary value, offer first-rate customer service, and meet or exceed consumer expectations to maintain their current clientele. Failure to keep clients will result in revenue churn and a continuous need to bring in new consumers to make up for lost ones.\n\n#### Scaling operations\n\nWhen a B2B SaaS company expands, scaling operations will be a significant challenge. This includes infrastructure, resources, and support systems to meet the growing demand. Maintaining flawless performance, data security, and timely customer service will become more difficult as the client base increases. Strategic planning, infrastructure investments in technology, and agile procedures are necessary to scale effectively.\n\n#### Evolving technology landscape\n\nBusinesses that provide B2B SaaS must keep up with changes in the technological landscape to be competitive. It will take much work to keep up with new technology, comprehend emerging trends, and incorporate pertinent advancements into the product offering. A lack of technical adaptation will cause a company to lose market share to more nimble rivals.\n\n#### Regulatory and compliance issues\n\nMany B2B SaaS companies operate in regulated industries or serve clients with specific compliance requirements. Meeting these regulations and navigating complex frameworks are challenging and costly for businesses. Maintaining compliance and resolving legal issues are crucial to sustain growth and gain consumer trust. \n\n### How to address B2B SaaS business growth challenges\n\nStarting and successfully operating a B2B SaaS company is no simple task. In SaaS marketing, standing out and earning a position is challenging. You must handle various challenges—including low lead generation and excessive client acquisition expenditures. The client's needs and tastes in their software products are continually evolving. Because of this, B2B SaaS firms must employ the best marketing techniques to stand out. \n\nHere are a few simple yet effective marketing techniques to handle growth challenges for your B2B SaaS business:\n\n#### Focus on converting leads into customers\n\nYour B2B SaaS business will be significantly improved by using efficient lead-nurturing email marketing. Providing relevant and valuable content at various phases of the buyer's journey contributes to developing strong relationships with your leads. By giving them personalized and focused information, you will address their problems, tell them of your solution, and build credibility and confidence. As a result—there are improved chances that leads will become paying clients.\n\n[Winning lead nurturing email ideas](https://flodesk.com/blog/lead-nurturing-email-examples/) will help you nurture and convert leads effectively. Consider sending personalized email campaigns tailored to the different stages of the buyer's journey. \n\nProvide relevant content and resources based on your leads' specific interests and actions. You will be able to keep in touch with your leads by sending them emails often with updates, market research, and product details. By maintaining a continuous presence—you will strengthen and improve brand awareness and make sure that leads will think of your company when it's time to make a purchase.\n\n#### Foster employee satisfaction\n\nEmployee scheduling is essential to foster job satisfaction. A well-thought-out scheduling system will help customers as well as employees in a variety of ways.\n\nEmployee scheduling challenges are commonly encountered by HRs in many different businesses—they frequently lead to low work satisfaction and high employee turnover rates. \n\nEffective employee scheduling strategies and tools will make most [employee scheduling problems](https://www.agendrix.com/blog/scheduling-problems) simple to resolve. Employees feel appreciated and respected when they have access to a transparent and equitable scheduling procedure. They will have more say over the shifts they want to work and a better work-life balance. \n\nAn effective scheduling system guarantees the availability of the right workforce with the right talents during peak hours. Employees will offer excellent customer service if they are adequately taught and placed in their areas of expertise.\n\n#### Invest in content marketing\n\nIn today's cutthroat marketplace, [content marketing](https://skillmeter.com/blog/how-to-use-content-marketing-to-attract-talent) is essential in assisting SaaS businesses in overcoming growth challenges. Companies all across the world use content to attract clients and create leads for their goods. It enables SaaS companies to take the lead in their sector and develop reputations. They are able to show their knowledge and draw the interest of potential clients by producing useful and educational material, such as blog articles, whitepapers, and case studies.\n\nSaaS companies must often generate leads and nurture them along the client experience with the help of quality content. Increased brand recognition and exposure are aided by quality content. Sharing content on multiple platforms—such as social media, trade magazines, and email newsletters, assists SaaS companies in reaching a wider audience.\n\n#### Optimize search engine \n\nYour [SaaS marketing team](https://skillmeter.com/blog/top-five-skills-your-saas-marketing-team-needs-in-2023) must raise its online presence and organic search ranks with the help of SEO. The discovery of new content, increased website traffic, and lead creation are all made possible by SEO. Through the use of high-quality content, technological improvements, and [website optimization](https://vwo.com/website-optimization/), SaaS companies will be able to draw in new clients who are actively looking for their solutions.\n\nYour SaaS business website needs sophisticated SEO techniques to rank on the first page. Search engines make competition and market analysis easier. SaaS firms must use search engines to learn about consumer preferences, market trends, and competitor products. \n\nSaaS businesses must shift their focus from keyword frequency to creating informative and valuable content to keep up with Google's changing priorities. It's important to prioritize user needs and update SEO strategies accordingly.\n\n#### Establish a comprehensive pricing plan\n\nIn the SaaS sector—developing a thorough pricing strategy necessitates a careful consideration of a number of variables. Everyone needs inexpensive SaaS solutions that won't break the bank, whether they run a small or large organization. Offering multiple tiers or packages allows customers to select the option that aligns with their specific requirements and financial resources. \n\nPredictable income streams are achieved through a subscription-based strategy with monthly or yearly fees. Consider value-based pricing—which ties pricing to customer benefits to capture the product's perceived value better. \n\n#### Growing a B2B SaaS business\n\nDeveloping a successful B2B SaaS business requires a strategic and adaptable approach. Prioritizing client satisfaction and success—along with ongoing product innovation, clear internal communication, and [effective employee engagement](https://skillmeter.com/blog/8-reasons-why-investing-in-employee-engagement-is-the-key-to-achieving-business-objectives) are essential. \n\nTo remain competitive, it is important to foster an agile culture and embrace new technology. By facing challenges head-on—B2B SaaS companies will position themselves for long-term success and capitalize on market opportunities."},"publishedOn":"2023-06-14T00:00+02:00"}}]}},"pageContext":{"skip":70,"limit":10,"pageNumber":8,"hasPrevPage":true,"prevPageLink":"/blog/7","hasNextPage":true,"nextPageLink":"/blog/9"}},
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