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Casual Articles - Don't Assume All Candidates are Ambitious -- Make Them Prove It!
Consider the following situation: you have an upcoming fundraiser. You have a choice between using rubber silicone wristbands and customizable t-shirts, both of which are good promotional materials. But what promotional material would you prefer? Thought so: you will opt for the rubber silicone wristbands.I just don’t get it why other organizations don’t make use of these rubber silicone wristbands more often. But some say that these rubber silicone wristbands will revolu
In 20+ years as a professional organizer, I’ve never met anyone who could successfully manage his or her personal and professional lives without relying on a calendar system. Don’t fall into the trap of using the freebie given to you by a client or a vendor (even if it was expensive!) -- choosing your calendar is a personal decision.Here are some questions you can answer to help you decide:1) Do you need to combine your business and personal life on one calendar? More people
Look at the qualities of the people who didn't work out so well AND BE HONEST. In some cases, the responsibility could fall to you in how you interviewed, hired or trained them. In other cases, it will be some part of their personality that you didn't account for in all of your pre-planning, but turned out to be a crucial skillset in
Have you ever heard of an ultramarathon? A standard marathon is just over 26 miles. An ultramarathon is usually on the order of 50 or 100 miles, though there are some that span one thousand! Imagine the endurance required to run such a race.Running a business requires the kind of devotion and stamina that ultramarathoners can only dream about. Like the 100-mile runner, the successful business leader must maintain focus, keeping an eye on the path...on the mileposts that mark pro
Look at the qualities of the people who didn't work out so well AND BE HONEST. In some cases, the responsibility could fall to you in how you interviewed, hired or trained them. In other cases, it will be some part of their personality that you didn't account for in all of your pre-planning, but turned out to be a crucial skillset i
It can be as simple as to write down your questions. Keep the same questions for each candidate that comes through the door.The main object as an employer or recruitment consultant is to compare people. Their individual answers and responses to a pre-selected list of questions. This will help select the right person for the job. By changing the questions from person to person will make it more difficult. Okay! Some times in an interview there is an opportunity to work with people a
Have you ever refused a job or an order because your business didn’t have enough capital to purchase the supplies or hire the extra staff? You build a good reputation, have good workers and then when you finally get a nice big contract, you have to turn it down because all your money is tied up in accounts receivables. You know the bills will be paid, but they aren’t due quite yet so you are the one who suffers because of cash flow problems.If you have customers who are est
How to Maximize Your Resume for RelocationMy resume client Matthew had just gotten the word that his wife was being offered a fantastic promotion to her company’s national headquarters in Chicago. Despite his misgivings about the icy cold winters in Chicago and that he was a Yankees fan (as opposed to a Cubs fan), he had to admit, the positive change in his wife’s salary and career would make it a no-brainer for them to make the big move.Now came the challenge… Matt would have
If you can remember, think about the interview questions you asked them, or at least the types of questions. I recommend making a standard set of questions that you have at your fingertips to consistently ask all candidates. You can feel free to improvise and dig further into a candidate's experience in a different area, but the list should be a baseline to ensure you're asking consistent questions for all candidates and giv
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