Business Headshots Profile Photos
Business headshots for your business are one of your best selling tools. Likewise, people that view your business headshot images form their first impression of you on what they see. A business headshot that displays you clearly and shows you as approachable will give a good first impression.
In other words, a business headshot that confuses viewers will result in the viewer moving on quickly. That’s not just what they are viewing but also your website/social media. This will not be good for your business.
In the first place, your professional headshot image is your ambassador. As a result, when someone meets you in person they will expect to see the person they viewed. The impression that they then form of you may not be a good one. For one thing, the lifespan of a headshot is 2-3 yrs.
It’s not as simple as standing in front of a camera and taking a picture. Consequently, you have to consider the background, lighting, wardrobe, hairstyle, smile and look. Specifically, the wardrobe and styling are to complement the subject not overwhelm them.
Equally important is the framing of the subject with a background that is either plain or out of focus. Accordingly, the background should not stand out, the viewer’s eyes should concentrate on the subject.
Most templates for websites etc are white or off-white for profile images. For this reason, a professional headshot can integrate fairly seamlessly directly onto most websites and social media platforms.
Networking increases relationships in the community that is local to where you run your company.
Track when your business and brand are mentioned online.
Respond to negative reviews and highlight and use positive feedback.
Take the time to thank positive reviews and address negative reviews by responding sincerely. Explain, offer to address the issues and prompt the customer to contact you directly on a dedicated email address.
Being baffled by H&S talk or the fear of having to commit huge resource into getting Health & Safety right in your workplace is often the biggest barrier in getting anything done at all. The HSE have a general rule of thumb – the bigger the company and the more risk exposure to the safety of employees, then the higher the expectation is in doing more.
So, for smaller companies with little risk, the expectation or requirement to cover the basics is often quite minimal and can often be achieved simply by considering the “what would happen if..” scenario:
“Have I considered how we will evacuate our premises in the event of a fire?”
“Is that individual capable of carrying that load?”
“Do I need to get those items of electrical equipment tested?”
A common-sense approach, supported by simple documented evidence when needed, goes an awfully long way in demonstrating compliance.
Don’t be put off by the ghost in the cupboard that is workplace safety. DO SOMETHING, even a little goes a long way in keeping your employees and business safe.
Empower your employees.
It has become a legal requirement for all employees to think and act safely in the workplace. Gone are the days when it was a given that the employer is culpable for any workplace accident or incident.
Empower your employees to get them thinking about how they need to keep themselves safe at work. A sense of ownership brings a sense of pride and with this a drive to raise and deal with any H&S concerns.
It’s a win-win situation so don’t hesitate, get your employees involved!
Personal data will need to be retained for longer in some cases than in others. How long you retain different categories of personal data should be based on individual business needs. A judgement must be made about:
the current and future value of the information;
the costs, risks and liabilities associated with retaining the information; and
the ease or difficulty of making sure it remains accurate and up to date.
There are various legal requirements and professional guidelines about keeping certain kinds of records – such as information needed for income tax and audit purposes, or information on aspects of health and safety. If an organisation keeps personal data to comply with a requirement like this, it will not be considered to have kept the information for longer than necessary.
The CIPD have a great resource regarding HR records which can be found here.
This explains the relationship between the Bill and the GDPR, detailing the additional areas the proposed new legislation covers. It also includes links to the ICO’s GDPR and Law Enforcement pages and to a Data Protection Bill fact sheet.
When the General Data Protection Regulations (GDPR) come into effect next year there will no longer be a requirement to notify the Information Commissioner’s Office (ICO) as there is now.
There is a provision in the Digital Economy Act which means it will remain a legal requirement for data controllers to pay the ICO a data protection fee. These fees will be used to fund the ICO’s data protection work. As now, any money the ICO receives in fines will be passed directly back to the Government.
The new system will aim to make sure the fees are fair and reflect the relative risk of the organisation’s processing of personal data. The size of the data protection fee will still be based on the organisation’s size and turnover and will also take into account the amount of personal data it is processing. The final fees will be approved by Parliament before being put into place.