Casual Articles - Business

Ring In The New Year
The New Year is almost here and most of us are thinking about how we might be healthier, happier, wealthier and more productive. Here are my suggested resolutions to help you accomplish these goals.For Bookkeepers:Re-educate yourself – there is always something new to learn. See if your company offers education reimbursements and apply for them. You might want to consider non-bookkeeping type classes as well, such as classes in communications, organization, managerial skills and computer training.Organize yourself- the best way to be more productive. Start with your workspace and then move on to your work day. Ask your boss to fund the purchase of a Day-Timer or other similar organization tool and use it every day.Get Certified – a sure career booster. By earning a certified bookkeep

vanced hiring techniques. Consider the following statistics (various sources)...

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Sample Interview Questions Can Prepare You For the Real Interview
Before most people go in for a job interview, they will read over some sample interview questions to be prepared for what is expected of them. Some colleges and private schools require an interview in order for you to get accepted. If you've never done an interview before, you will want to know what questions may come your way and how you should answer them to leave a good impression, which is why sample interview questions are a great tool.Sample interview questions that you can expect when you are trying to get a job will mostly be relevant to your goals and qualifications. The interviewer at some point should ask what you can offer to the company in terms of employment. It is important to be prepared for this question because they want to hire someone who will be good for the company. Show an interest in th

Employee Retention begins with Employee Selection. Gambling is alive and well in the modern work environment! It's amazing how many organizations gamble at work by not using advanced hiring techniques that could save resources and future headaches.

Employee Selection is a key strategy that can save organizations tremendous resources, time, and energy. Proper Employee Selection is the foundation to an effective Employee Retention strategy. Few organizations are tapping the potential of effective Employee Selection. Why? Because today's typical Employee Selection process is a gamble at best. The good new is it doesn't need to be. There are powerful tools to help you optimize your employee selection and hiring processes.

Several years ago, I was in Dallas attending a trade show and noticed all the beautiful sports and luxury cars and shared that observation with a friend. My friend said, "There are a lot of $30,000 millionaires." A lot of people have everything they have tied up into that fancy automobile. Thinking that a car is demonstrative of that particular person's overall success is an incorrect assumption at best. What situations that you face are similar to this example? It is sometimes said that a particular person is "all hat and no cattle" when they look the part - being more image than reality. How many of your hiring candidates look the part, but deep down inside, aren't a fit for the position but you won't know it for 90-120 days - long after they have become an emotional part of your team?

How often are people and situations what we think they are? Perception isn't always reality. That perception can be enormously expensive.

Analogously, in your employee selection, inspiring, and maximization of your team and organization, how often do you run into situations where things aren't what they seem? Making a poor to bad employee selection decision is costly to say the least. Depending upon the industry, the cost of turnover can be anywhere from 30 percent of the annual salary and benefits to over 150 percent. Numbers don't speak to what can't be measured. The wrong hires destroy employee morale and hurt your Customer Experience.

Consider... Through traditional hiring practices, what are the “odds” you will hire the right person? How many candidates look great initially and then when they are on your "bus" they don't work out? Your “odds” of hiring the right person are a LOT LOWER than you think unless you are using advanced hiring techniques. Consider the following statistics (various sources)...

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Playing the Game Clean: Four Simple Steps To Actually Reaching Your Business Goals
I don't know about you, but I have great goals. I don't mean that my goals are ‘better than anyone else's' great. I mean massive. I mean ‘Alexander the Great' great. And since I don't use his tactics, I assume I won't wind up with his fate!Everyone wants to experience the rich results of their goals-- personal, business, societal-- it's what our lives are truly about. You may be find that despite all the books, the courses and the mentorships that you've looked to for help, instead of reaching your goals, the road is just getting longer! Not to worry, you may be closer than you think-- there is just this ‘noise' in the way.Do you find on the way to your goals that the road can be out-of-focus or unclear at times?Do you feel there is sometimes an inexplicable ‘interference' that you just can't

oesn't need to be. There are powerful tools to help you optimize your employee selection and hiring processes.

How often are people and situations what we think they are? Perception isn't always reality. That perception can be enormously expensive.

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Your Best Weapon in a Job Hunting Campaign: The Cover Letter
An effective cover letter tailored to your circumstances grants you the best weapon in a job-hunting campaign. Major employers choose their workers more from their cover-letters than from their resumes. A perfect attention and interview getter, a carefully written cover letter will serve you well, for it will accompany your resume and resumes can be dull and are tossed aside easily.A good practice for writing a cover letter is to take your time to think about what you need to write. The best cover letters are written in this planning stage. Ask yourself first what the potential employer would need from you and what you are willing to offer him.List, on paper your skills and your assets for the specific job you are applying for. You may not include all of those in your letter, but to have them in writing

erson is "all hat and no cattle" when they look the part - being more image than reality. How many of your hiring candidates look the part, but deep down inside, aren't a fit for the position but you won't know it for 90-120 days - long after they have become an emotional part of your team?

How often are people and situations what we think they are? Perception isn't always reality. That perception can be enormously expensive.

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Your Voice Counts - How To Ace That Phone Interview
Many people overlook the importance of a phone interview. You may assume that a phone interview is very impersonal. To a certain extent it is but an efficient phone candidate would try to fashion his voice and his tone and manner of speaking to impress his phone interviewer with an open, gregarious introduction of himself. He knows how to “smile” over the phone. He knows phone etiquette. If a phone interviewer were an experienced one, he or she would be able to assess the phone candidates gestures and attitudes by studying his or her tone of voice, words used and manner of speaking.Having a clear, crisp voice, which would get a phone interviewer’s attention, is one thing. An important point to remember is to get a good quality phone that does not fizzle or muffles the voice during a phone interview. It directl

r to bad employee selection decision is costly to say the least. Depending upon the industry, the cost of turnover can be anywhere from 30 percent of the annual salary and benefits to over 150 percent. Numbers don't speak to what can't be measured. The wrong hires destroy employee morale and hurt your Customer Experience.

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Some Ideas For A Fundraising Event That May Be A Little Different
For many people organizing a fundraising event can be quite tricky. But below we provide a number of different ideas that you may want to try for your next fundraising event. However in order to maximize your fundraising event idea to achieve maximum success it is important that you create public awareness of it within the community where you live. It is vital that you tell these people they reason as to why the fundraising event is taking place and where it will be held.Now let us look at some different fundraising event ideas which you may want to consider.1. Rubber Duck DerbyThis is not only easy to organize but it can be a great fun fundraising event as well. Plus you can scale it down to fit the size of your group's supporter base. However, what you will need is a local waterway in ord

vanced hiring techniques. Consider the following statistics (various sources)...

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

By the way… Your odds at winning a hand at Blackjack are in the upper 40 percent range. Yes... You have better odds at winning a hand of Blackjack than you do in hiring the right person. Our thought process is "trust but verify." The candidate wouldn't be applying if they didn't want the job. Therefore, they are going to do everything possible to get it through the resume' that is customized to your job description. No, we don't believe people are trying to be devious. Quite the contrary. It's best to assume the goodness in others.

However... If you don't use a comprehensive Job Match personality profile during your employee selection and hiring process to ensure your candidate is a good job match, you are taking unnecessary risk.

Remember that college course you absolutely despised? For me, it was accounting. I took a lot of it and couldn't stand it. I can't tell you how many times I have seen people who went to college for a particular degree field and then came out into the real world and hated it. Ever notice how many people are in careers that are completely different from their major field of study in college? You've been there...

You know what is scary? With recent college graduates, unless you are Job Match Testing, you get to pay for figuring out someone doesn't like the degree field they are going into. Keep in mind... If you aren’t going to the highest level of understanding your new hire candidate through Job Match Testing, you won't...

Hire the best candidates.
Reduce employee turnover.
Prevent conflict.
Maximize your training dollar effectiveness.
Know with certainty who to hire based on future leadership abilities unrecognized now.

There are several significant reasons to Job Match Test your candidates... Employee Selection - Job fit - How well do their behaviors, values, personal attributes fit the job? Inspiration - How do you know what "buttons" to push and which to stay away from if you don't know their behavior profile? Remember - people leave people, not jobs. Is the way you are talking to your new hire de-motivating them?

Coaching - How do you know what skills the new team member needs to maximize their performance? Why not coach immediately rather than the normal 2-3 months process - after you are beginning to "know" the new team member? With the Trimetrix Behavior Profile system, you will know immediately - rather than having to wait for the "honeymoon" to be over.

Interpersonal Effectiveness - How do you help the team member acclimate to the rest of the team effectively if they don't know how to effectively communicate with them? How do you help the rest of the team acclimate to the new hire candidate?

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale

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Will accepting credit cards for your online business or retail store truly increase your sales?

Modern Nurse Magazine, leading online nursing magazine for the new generation nurse, releases its November issue featuring the portrayal of nurses in the media.

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