Add You - Business

Sit Down Meals Or Buffet?
Christmas parties are a great time to get everyone together, and have a great time, imbibing massive amount of liquor, destroying piles of food, and dancing enough to kick up a storm. When it comes to setting the party up, there is the debate of whether to let the guests sit down and be served, or to give them a buffet line.Each has its pluses and minuses. The buffet allows people to serve themselves and decide what they want with little waste on their plates. They can decide their portions, and how much they wish to eat. Also, set up can be as little (just put plates and silverware in a central location), or as much (with full setting) as you like. Drinks are also debatable, as you can have a central location, wait staff to serve drinks, or just have drinks available on the table. A good compromise, especially if you are serving champagne, is to have drinks available at a central location, and a bottle or two of champagne at each table.From a c

best way and when to follow-up, or if they'd like to schedule some time.

The following is huge!

Ask the recruiter if they might benefit from being connected to any of your contacts based on the current search portfolio the recruiter is working on - even if you don't map into it. You are making a networking call when contacting a recruiter. What a concept - offering to help the recruiter. Ask the recruiter if they belong to any on-line networking platforms like Ecademy, LinkedIn, et al., and if they do offer to connect networks.

Realize there is a very slim chance the recruiter is currently working on a search you will map into and focus on extending a helping hand - and they will remember you. It is more likely you are in a position to help them with one of their searches based on who you know than they will be working on a project you map into. Did I mention this was a networking project? Remember this is all based on timing. They will hopefully remember you and reach out to you when they are working on an opportunity you might map into. Oh, and get this: they might actually know a hiring authority with a need you might fit - even though they have no association with the search. I've introduced many candidates to clients with needs I was aware of - even though there was nothing in it for me other than shear "good will".

If you approach recruiters this way there is a much greater chance they will call you when the timing is right.

Six Sigma – Not Just for Manufacturing
Although the Six Sigma methodology originally started out as a way to improve processes and products in a manufacturing environment, today it has grown to encompass a broad range of industries. As companies begin to realize the benefits a total quality improvement cycle can have upon the organization they are adopting Six Sigma and its practices into their own fold.Organizations not only receive the quality benefit of Six Sigma in their products and processes, but also significant cash savings can be realized as part of adapting such a process. In one example, GE realized a savings of close to $300 million dollars in the first year of implementation of Six Sigma.Health care organizations can see benefits that not only affect the bottom line of the company, but also affect the quality of care and overall recovery rate for patients. In one example a hospital used Six Sigma practices to significantly reduce the amount of time it took to get hear

A personal Internet presence can help when a recruiter Googles you. Not having an Internet presence can definitely hurt you when a recruiter Googles you. That said, it is an unfortunate reality that very few job seekers understand how to approach recruiters effectively.

Even though you don't want to have your job search strategy rest solely on approaching recruiters, many job seekers inadvertently shoot themselves in the head because they don't know how to effectively approach recruiters.

Many people don't even understand what a recruiter does and doesn't do, or more specifically - how they get paid. It definitely differs from country to country, but predominantly the following is true:

Recruiters are - not - agents for candidates; they are agents for clients.

Or alternatively:

Recruiters don't find jobs for people; they find people for jobs.

Approaching a recruiter and telling them you want to discuss "how we can work together", telling them you'd like to discuss having them represent you; telling them you're trying to choose someone to represent you; presenting them with the opportunity to represent you, are all approaches that will expedite your listening to a dial tone or having your email deleted.

The only real way you are going to get any recruiters' attention is if - based on timing - you happen to align with the requirements of a position they are trying to fill. There is about as much chance of that happening as getting struck by lightening. If you don’t align with the requirements of a position they are trying to fill, then you are simply going to be perceived as someone who is about to waste the recruiter’s time - time they can't afford to waste. Ouch that hurts. Hey - just ask yourself, when doing whatever it is that you do for a living - which is more productive - wasting time talking to an unsolicited call from someone trying to sell you something you don't need, or focusing on doing what you are paid to do?

Reality check #1: Recruiters are some of the busiest people on the planet. Good ones are also some of the hardest working 24X7 dedicated people you will ever meet. Many recruiters regularly work 12-hour days 6 days a week or more. Why? Again, because timing is everything on the candidate side as well as on the opportunity side, and time kills all deals. It is also a bandwidth issue in that - the faster a recruiter can fill a search - the more searches they can do in a year - the more income they generate from - clients - that pay them (i.e., not candidates) to conduct searches.

My phone rings at least once every 10 minutes. Many recruiters don't even answer the phone if it isn't a scheduled call. My executive assistant used to yell at me - "Stop answering your phone. Let me do that." Sounds kind of strange why an executive recruiter wouldn't answer their phone right? Well it isn't. Why? Because, they'd never get anything done, if they had a 15-minute conversation with every unsolicited candidate who called to discuss their job search campaign every 10 minutes. It is just an unfortunate reality that many unsolicited candidates never receive a return phone call or an email acknowledging a resume submission or attempt at communication with a recruiter. Don't take it personally.

Reality check #2: Most of us are busy right? Ever hear an executive complain about the number of voicemails they get, or the number of emails they receive? A recruiter's life revolves around the phone and email. I've never met an executive who really had to deal with the volume of voicemail and email recruiters have to deal with.

Want to increase your chances of connecting with a recruiter? Make it easy for them to communicate with you!

Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.

I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).

When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume into the body text of the email. Don't give an -executive summary- in the body text of the email. Don't attach additional documents like bio's, PowerPoint presentations, articles, and other unsolicited information that a recruiter doesn't have the time to read. Attach your resume – period.

Here is where having a personal Internet presence can help you as well. State in your email, “In addition to my attached resume, if you’d like to know a little more about me just Google me.” That is an extremely powerful statement.

There is also -never- any reason to send a recruiter an email and not attach your resume if you aren't already in dialog.

Reality check #3: Recruiters can end up seeing hundreds of resumes a day. Did I mention your resume should be "pin sharp"? Did I mention you should always attach a resume even in a follow up email to an unresponsive recruiter? Even if a recruiter took the time to respond to your email or voicemail there is still a very good chance they have not actually seen/read let alone - saved - your resume.

When a recruiter does give you the time of day, take a second to acknowledge their busy reality, acknowledge the fact you are - ambushing them - with an unscheduled call if that's the case, and then get to the point. Give them your 30-Second Elevator Pitch. Don't tell them your life story. Ask them what if anything they'd like to know more. Ask them the best way and when to follow-up, or if they'd like to schedule some time.

The following is huge!

If you approach recruiters this way there is a much greater chance they will call you when the timing is right.

How to Collect Your Past Due Accounts Receivable
If you are like many small businesses, even a few late payments on your accounts receivable can seriously crimp your cash flow. It is vitally important that you take immediate and systematic steps to limit the number of past due receivables that you have at any time. The number one strategy is to have a system in place that limits the number of accounts that go past due in the first place. There are numerous tools and strategies for doing just that. However, today, we will concentrate on how to deal with the past dues once they appear.Here are some tips that will help you to reduce your outstanding receivables:· Address the issue immediately. Never wait more than 3 business days past the due date to contact the customer. This allows for mail delays, but is early enough to catch a situation before it becomes worse.· When you contact customers, don't give them an excuse to use ("Did you receive your invoice?"). Rather, ask them, "When