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7 Creative Job Ideas For Stay-At-Home Moms

7 Creative Job Ideas For Stay-At-Home Moms

Some people feel that being a stay-at-home mom is a literal death sentence for a woman’s professional career. We call those people sexists. Sure, when you’ve got a small baby to take care of, or a couple of the little rascals, you pretty much have your hands full. However, once the little ones have grown up a bit and start school, you’ll have some extra time on your hands, particularly if your partner is there to help you out.

A busy mom will also want to have some quality alone time to just kick back and relax, so we’ll need to look at some career opportunities that don’t take a lot of time out of your day and provide you with a creative outlet – doing something you enjoy will make it seem less like work, and you’ll be motivated to keep learning and improving.

So, here are seven great jobs that you can do from home in just a few hours a day, while earning some extra cash on the side.

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1. Create your own clothing line

Launching a full-blown clothing line may be Herculean task for a beginner, but you can start out nice and slow – design some cute scarves, creative T-shirts, small accessories, and more. Take some time to work on your designs and hone your skills, and be sure to do some online research to stay up to date with the latest fashion trends. Etsy is a good place to start for anyone offering unique handmade garments and accessories, but you can eventually start offering your clothes on your own website, which we will get to later, or even through Facebook.

2. Sell delicious homemade food

We live in an age when people are turning to healthy food options made from fresh ingredients and with limited amounts of additives. This gives moms with good cooking skills an opportunity to market their homemade meals and maybe even turn their operation into a successful full-time business a few years down the line. Jams are a particularly popular option, but you can go with a wide variety of foods that don’t spoil easily, like cookies, sauces, almond milk, and so on. You can sell your food locally, or you can offer it online through a website or a shop on your own blog, which brings us to our next point.

3. Start a mom blog

Although a lot of people have a talent for writing and plenty of useful experience that they can share with others, they are reluctant to take the plunge and start their own blog. This is usually down to the fact that they overestimate the costs involved. Don’t get me wrong, you’ll need to invest a bit of money into blogging, but you’re not going to need a $5000 website and a team of writers and editors. Register a domain, cover the hosting costs, get a decent WordPress blog theme (which can be free), and you’re ready to get started.

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You might want to invest in a new desktop or laptop computer, but you can always do a bit of maintenance work to get your old computer to work faster and it will serve you well. Then, it’s all about creating a content schedule and investing some time and effort into developing your own writing style. Be genuine, give advice, create “how to” articles or videos, and engage your audience both in the comments and on social media.

4. Become YouTube Guru

Setting up a YouTube account and posting some lifestyle, how to, cooking, parenting, or DIY videos can actually be a good first step for a stay-at-home mom looking to start an online career. It’s less of a hassle then setting up a website of your own, but you should definitely get a blog up and running once your channel grows. You’ll need a decent computer, good camera and microphone, a lighting setup (which you can make yourself), editing software, and some basic video editing skills.

You can get started for a few hundred bucks with a very basic setup, and as long as you have creative ideas, a unique personality, and fun and informative content that you put up daily, then you’ll be able to upgrade your equipment as your channel picks up. When you become a YouTube partner, you’ll earn money from the ads on your videos, which can be quite a nice sum, even with a smaller channel.

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5. Write children’s books

Freelance writing is on most lists of good jobs for stay-at-home moms, but it can be dull and unfulfilling, particularly for someone who is creative, a good writer, and has tons of great ideas. A different route to take would be going all in and writing short stories or books for children. You’ll need to focus on a particular age group and decide whether you’ll go with the classic anthropomorphic animal characters and a more educational approach, a thrilling adventure, something humorous, or perhaps an outside-the-box idea that covers serious themes and still mixes some of the previously mentioned elements. It’s not that difficult to self-publish a book online, and the eBook version won’t cost much to polish up and distribute.

6. Offer online training or tutoring

Skype is a wonderful thing, and it is an incredible teaching tool. You can get face to face with your students and give them some great first-hand information, show techniques, and allow them to ask any question they want. Depending on your talents and previous experience, you can give guitar lessons, singing lessons, cooking lessons, language lessons, do online fitness or martial arts coaching, and more. You can offer eBooks and instructional videos from your website to go along with the lessons, and you’ll have a very flexible schedule.

7. Become a fashion consultant

A lot of people these days have the money to buy good quality clothes, but simply lack the fashion sense to create a great outfit. On the opposite side of the coin, you have people who think that you can’t dress in a stylish, unique, and exciting way on a tight budget. If you have lots of experience in creating interesting combinations and putting together stylish outfits, you can help out those who are in dire need of some fashion advice and get paid for your efforts. It is fun, creative, and challenging at times, and will definitely make you feel like you are doing something good.

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There you have it — a number of interesting, creative, and fulfilling career ideas for stay-at-home moms, some of which have lots of potential for further growth. Who knows, maybe your part-time job will turn into a lucrative career.

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Ivan Dimitrijevic

Ivan is the CEO and founder of a digital marketing company. He has years of experiences in team management, entrepreneurship and productivity.

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Published on December 17, 2018

15 Important Interview Questions to Ask Employees During an Interview

15 Important Interview Questions to Ask Employees During an Interview

The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

You know it already; ask great questions!

The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

Ask great questions, of course.

Without further ado, here are 15 interview questions to ask employees during an interview:

1. “What are your career goals?”

Another version of this question is “What types of problems do you see yourself solving in the future?”

This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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This does two things:

  1. It reveals the skills and interest in your employees.
  2. It lets you know what types of candidates you are attracting in the first place.

With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

2. “Why do you think you’re a great fit?”

It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

3. “What do you hope to learn from this role?”

The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

4. “How do you deal with conflict between colleagues?”

Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

5. “How did you learn about this position?”

Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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This also lets you know how effective your current staffing processes are and which channels are worth the effort.

6. “Why are you interested in this position?”

Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

7. “What excites you the MOST about this position?”

After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

8. “What do you consider your weakness?”

Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

9. “What will you find challenging about this position?”

Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

10. “What additional support will you need during your transition?”

This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

11. “What qualities do you desire in a leader or manager?”

Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

12. “What do you do if you don’t agree with your manager’s decisions?”

Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

13. “What would make this company an amazing place to work?”

Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

14. “What other questions do you have for me?”

Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

15. “Tell me about yourself”

If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

The Bottom Line

Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

More Resources About Job Interview

Featured photo credit: Drew Beamer via unsplash.com

Reference

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