Casual Articles - Hiring Your First Employee

It’s important to get started with the right procedures. Before reading the first resume or accepting any applications, have your hiring system in place.

While you don't need to become an expert on labor law, you do need to know enough to avoid asking illegal questions or committing other missteps that could leave you open to civil liability. At the same time, you need to be able to gather as much information as possible about the candidates you're considering in order to make the best choice—which is why you need to approach the process with a well-thought-out plan.

Some tips for developing your hiring procedures include:

- Write a job description. Job descriptions don't have to be literary masterpieces, but they do need to clearly outline the duties and responsibilities of the position, and the skills required for adequate performance. For example, if a job requires knowledge of certain equipment, be specific about it in the job description. But don’t demand more than you actually require. If you need a receptionist to spend most of her time answering phones and interacting with visitors, is it necessary that she be able to type 60 words per minute? A slower speed is probably sufficient; focus instead on interpersonal skills.

Standing Under the Umbrella And Still Getting Wet
Make More Money Making a Name for YourselfCalling all realtors, financial planners, insurance brokers, multi-level & network marketers, and anyone else who works in the precarious and often misunderstood position of operating under a large company brand umbrella yet operating as a separate business unto itself. You may find that you're standing under the umbrella and you're still getting wet-- not enjoying the unlimited personal and financial rewards that business opportunity offers.Do you have trouble distinguishing yourself from another person working under the same umbrella brand? Do you feel the sting of this coming from the cubicle right next to you?<the right procedures. Before reading the first resume or accepting any applications, have your hiring system in place.

While you don't need to become an expert on labor law, you do need to know enough to avoid asking illegal questions or committing other missteps that could leave you open to civil liability. At the same time, you need to be able to gather as much information as possible about the candidates you're considering in order to make the best choice—which is why you need to approach the process with a well-thought-out plan.

Some tips for developing your hiring procedures include:

- Write a job description. Job descriptions don't have to be literary masterpieces, but they do need to clearly outline the duties and responsibilities of the position, and the skills required for adequate performance. For example, if a job requires knowledge of certain equipment, be specific about it in the job description. But don’t demand more than you actually require. If you need a receptionist to spend most of her time answering phones and interacting with visitors, is it necessary that she be able to type 60 words per minute? A slower speed is probably sufficient; focus instead on interpersonal skills.

So You Want to Tap Into the Minneapolis, MN Medical Device Industry?!
So you want to tap into the Minneapolis, MN Medical Device industry, aka 'Medical Alley'? Although this is a huge and rapidly growing industry, it seems impossible to tap into unless you already have medical device experience!As a Technical Recruiter, I have actually had great success placing folks into medical device companies who had little or no medical device experience at all! How did I do it? I would be lying if I said it was easy, but then again, I would be lying if I said it was hard! It seems to me that the number one most important skill that medical device companies look for is folks with strong experience in a HIGHLY REGULATED INDUSTRY!Let's say that you are c. At the same time, you need to be able to gather as much information as possible about the candidates you're considering in order to make the best choice—which is why you need to approach the process with a well-thought-out plan.

Some tips for developing your hiring procedures include:

- Write a job description. Job descriptions don't have to be literary masterpieces, but they do need to clearly outline the duties and responsibilities of the position, and the skills required for adequate performance. For example, if a job requires knowledge of certain equipment, be specific about it in the job description. But don’t demand more than you actually require. If you need a receptionist to spend most of her time answering phones and interacting with visitors, is it necessary that she be able to type 60 words per minute? A slower speed is probably sufficient; focus instead on interpersonal skills.

One-Two-Three Punch Marketing
Printed material is just as important today as it was before the Internet. With sp*a*m getting out of hand, it’s a wise choice to rev up, update or create printed material, ads, catalogs, direct mail, press releases, letters, templates and the like. You will notice that I didn't add brochures to this list. Brochures are not a good investment for a first piece. When someone asks for a brochure and you don't have one, this doesn't mean you ignore their request. Worse scenario, you may run wildly around using up a large portion of your year’s marketing budget completing one. If you move or update your materials frequently, it isn't wise to spend thousands of dollars on new Write a job description. Job descriptions don't have to be literary masterpieces, but they do need to clearly outline the duties and responsibilities of the position, and the skills required for adequate performance. For example, if a job requires knowledge of certain equipment, be specific about it in the job description. But don’t demand more than you actually require. If you need a receptionist to spend most of her time answering phones and interacting with visitors, is it necessary that she be able to type 60 words per minute? A slower speed is probably sufficient; focus instead on interpersonal skills.

Job Search Advice for Desperate Job Seekers
Another morning of job hunting lies ahead of you. You pour a cup of coffee and open the paper to the employment section. With a mixture of anticipation and desperation you pick up a stub of pencil and prepare to target and identify some possible job opportunities.There are less ads to circle this morning and despite the promising words and vague descriptions you have begun to believe that none of these potential employers will seriously consider you. Perhaps they have family or friends or maybe you'll hear once again "I'm afraid you're overqualified for this position".After making a few phone calls you try to get into a positive frame of mind. You head out the door, ob description. But don’t demand more than you actually require. If you need a receptionist to spend most of her time answering phones and interacting with visitors, is it necessary that she be able to type 60 words per minute? A slower speed is probably sufficient; focus instead on interpersonal skills.

- Establish a salary range and benefits package. You may even want to put this information in writing and provide it to candidates during the interview.

- Have a job application form. Every prospective employee should fill out an application—even if they have submitted a detailed resume. A resume is not a signed, sworn statement acknowledging that you can fire them if they lie; the application is. This document will also help you verify their resumes; check to make sure the information is consistent on both the resume and the application.

- Prepare your interview questions in advance. Ask each candidate the same set of questions, and make notes as they respond so you can make an accurate assessment and comparison later.

- Develop open-ended questions that encourage the candidate to talk. In addition to knowing what they’ve done, you want to find out how they did it. Ask for descriptions, details and explanations.

- Be sparing with how much information you provide up-front. If you tell the candidates everything about the job and what you want, they’ll just feed that back to you, colored with themselves.

Of course,

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