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Add You - Seven Secrets to Getting the Perfect Employee
A significant part of the businesses that sustain their activity in today’s competitive markets rely on the latest, state-of-the-art marketing strategies in order to overcome the competition and achieve a successful promotion of their offered services or products. However, one of the most applicable and reliable marketing trick (and also the oldest, despite the abundance of recently introduced marketing solutions) consists in regularly establishing promotions, discounts and special offers with the purpose of attracting a consistent number of customers towards certain categories of products or services.Unlike other types of marketing strategies, discounts and other similar approaches have the remarkable characteristic of bringing equal benefits to both parties involved in a transaction: the business that uses discounts and special offers achieves better exposure, attracts more targeted customers and consequently increases profits, while the customer is able to economize money without making any compromise (is provided with products or services of the same quality, but for lower prices).For the fact that they have been successfully used
2. Do you have lots of candidates to choose from?
Putting the effort and money into advertising to just get 2 or 3 candidates is a common mistake. The problem with this is, if you have only 2 or 3 candidates to choose from, how do you know if you've picked a great candidate? And are you truly going to be satisfied with picking the best of a bad bunch?
Is that the
I was introduced to the concept of “Thank you notes” when I was about five years old. My teenage cousin just presented me with a coveted new birthday present – a soft, cuddly, gray and white teddy bear. I was overjoyed receiving this bundle of joy but my cousin, who could not attend my birthday party, was unaware of the unbridled happiness stemming from her gift.My grandmother – someone who could have taken over the reigns for “Ms. Manners” – soon afterwards advised me to write a thank you note. I inquired, “Can I call my cousin on the phone to thank her”? “Yes,” she replied, “Right after you write her this thank you note.” (I could never take any shortcuts when my grandmother was nearby.)Sitting down at the table trying to write my first thank you letter was a difficult exercise for me. I had better things to do than trying to formulate words on a blank page – like playing with my cherished teddy bear. But once my grandmother offered some ideas, the thank you note almost wrote itself.She listed the following recipe: a) Say thank you and write the reason for the expression of appreciation; b) Make the note personal and in
Business Coach, David Guest from Action International wrote this valuable article which will help you in your quest for hiring the right people.
"These days too many business owners are throwing their advertising dollar down the toilet using out-dated recruitment methods and using boring old ads. And, then they wonder why they're getting the wrong response!
1. Do you have a clearly defined job description for the role?
One of the biggest mistakes business owners can make when looking for new staff, whether it's for the expansion of the business or because someone needs to be replaced, is that they don't actually have a clear and concise outline of what they want the employee to do and exactly how they expect it to be done!
When you think about it, without this simple document, it's no wonder that both the employee and employer can be disappointed or become disillusioned: If there are no clear guidelines, it's that much harder to do the job correctly and to meet expectations.
Most business owners don't have either the time, the expertise or perhaps even the realisation, that they need to develop this critical document way before they start advertising.
Without a clear job description, what often happens is new people are employed, given a quick tour of the premises, introduced to a few key people and then left to their own devices, simply because everyone is too busy to train them properly!
How can they live up to the expectations of the boss when they don't even know what those expectations are!
Some business owners say “If only I could find someone like me!” Well ask yourself the question: Would you ever work for you? If the answer's a loud ‘No”, you may have an understanding of what some of the problem may be!
So, working out what you expect of your new employee is half the battle, but don't leave it until after they start! Do it before you advertise.
2. Do you have lots of candidates to choose from?
Putting the effort and money into advertising to just get 2 or 3 candidates is a common mistake. The problem with this is, if you have only 2 or 3 candidates to choose from, how do you know if you've picked a great candidate? And are you truly going to be satisfied with picking the best of a bad bunch?
Is that the
Reports suggest that a majority of online businesses fail. This means that you will need to avoid the common reasons for the failure in order to make a success of your online business.Instant results:In the day of instant gratification and lightning speed, everyone wants everything yesterday. The level of expectations is further heightened by the number of stories doing the rounds about internet millionaires and guys who invented the next big thing online. A huge number of internet businesses fail simply due to the unrealistic expectations the owner had. Now let’s be realistic. You are probably not a rocket scientist or Einstein and while your idea may be good, it may simply not take off. A successful business person has to be persistent and be patient. You will see some failures before success comes and you need to weather through it and persist. This is the most important way to sustain your business - keep at it and don’t give up easily.Lack of Updates: If you expect that you can simply put up your site on the internet and people will swarm to it and you never have to do anything again, think again. That simply doesn
1. Do you have a clearly defined job description for the role?
One of the biggest mistakes business owners can make when looking for new staff, whether it's for the expansion of the business or because someone needs to be replaced, is that they don't actually have a clear and concise outline of what they want the employee to do and exactly how they expect it to be done!
When you think about it, without this simple document, it's no wonder that both the employee and employer can be disappointed or become disillusioned: If there are no clear guidelines, it's that much harder to do the job correctly and to meet expectations.
Most business owners don't have either the time, the expertise or perhaps even the realisation, that they need to develop this critical document way before they start advertising.
Without a clear job description, what often happens is new people are employed, given a quick tour of the premises, introduced to a few key people and then left to their own devices, simply because everyone is too busy to train them properly!
How can they live up to the expectations of the boss when they don't even know what those expectations are!
Some business owners say “If only I could find someone like me!” Well ask yourself the question: Would you ever work for you? If the answer's a loud ‘No”, you may have an understanding of what some of the problem may be!
So, working out what you expect of your new employee is half the battle, but don't leave it until after they start! Do it before you advertise.
2. Do you have lots of candidates to choose from?
Putting the effort and money into advertising to just get 2 or 3 candidates is a common mistake. The problem with this is, if you have only 2 or 3 candidates to choose from, how do you know if you've picked a great candidate? And are you truly going to be satisfied with picking the best of a bad bunch?
Is that the
A postcard may look deceptively simple and rather low on the ladder of publicity media. Nevertheless, for those who have realized the power it carries, a postcard is one of the most effective and direct means of getting your message across – whether it is to announce a new grand sale of the season, information about your internet presence, details about a particular issue that needs to drum up public awareness or just a message of any kind.A postcard, as defined in postal terminology, is a typically rectangular piece of thick paper or thin cardboard intended for writing and mailing without the need for an envelope and at a lower rate than a regular letter. While postcards are generally issued by post offices, they can also be printed by private companies, individuals or even large organizations provided they adhere to the physical specifications and other guidelines laid down by the postal department. The collecting and study of postcards is termed deltiology.Custom postcards can be printed using a traditional offset press, using film. To make its presence felt a postcard must necessarily have a striking and colorful image. Compared to
When you think about it, without this simple document, it's no wonder that both the employee and employer can be disappointed or become disillusioned: If there are no clear guidelines, it's that much harder to do the job correctly and to meet expectations.
Most business owners don't have either the time, the expertise or perhaps even the realisation, that they need to develop this critical document way before they start advertising.
Without a clear job description, what often happens is new people are employed, given a quick tour of the premises, introduced to a few key people and then left to their own devices, simply because everyone is too busy to train them properly!
How can they live up to the expectations of the boss when they don't even know what those expectations are!
Some business owners say “If only I could find someone like me!” Well ask yourself the question: Would you ever work for you? If the answer's a loud ‘No”, you may have an understanding of what some of the problem may be!
So, working out what you expect of your new employee is half the battle, but don't leave it until after they start! Do it before you advertise.
2. Do you have lots of candidates to choose from?
Putting the effort and money into advertising to just get 2 or 3 candidates is a common mistake. The problem with this is, if you have only 2 or 3 candidates to choose from, how do you know if you've picked a great candidate? And are you truly going to be satisfied with picking the best of a bad bunch?
Is that the
In this era when you are bombarded with deadlines and multitasking is listed as a job requirement, it becomes even more important to find easy-to-use tools to keep you as efficient and effective as possible.You were probably first taught about outlining in early school years when they told you how to create a story by listing three events within the body of the work and then developing those. In high school you might have had to turn in your outline prior to a term paper. Later you created a thesis. The function of the outline was to clarify your thoughts, review sequencing, and then add supporting details.If you were lucky enough to have taken a speed-reading course, the same ideas were presented to glean the main ideas from the passages quickly. You would have learned to look at the subject, sub-titles, first sentence of each paragraph, and the conclusion.Unfortunately, some of what you were taught has probably been put aside because you can wind up being too involved with the daily urgent details that bombard you constantly. You may find there is no longer any priority in a day as you simply go with the flow at that moment. Y
How can they live up to the expectations of the boss when they don't even know what those expectations are!
Some business owners say “If only I could find someone like me!” Well ask yourself the question: Would you ever work for you? If the answer's a loud ‘No”, you may have an understanding of what some of the problem may be!
So, working out what you expect of your new employee is half the battle, but don't leave it until after they start! Do it before you advertise.
2. Do you have lots of candidates to choose from?
Putting the effort and money into advertising to just get 2 or 3 candidates is a common mistake. The problem with this is, if you have only 2 or 3 candidates to choose from, how do you know if you've picked a great candidate? And are you truly going to be satisfied with picking the best of a bad bunch?
Is that the
Corporations have many constituents. But they seem to play to only one audience – the investment community or Wall Street. Any business is made up of workers, supervisors, managers and executives. They also have customers, suppliers and in many cases dealers or distributors. They have facilities in cities, towns and communities. Some have factories and others have only offices. But the fact is that all corporations touch the world they operate in beyond the narrow confines of where they raise money through investors – or Wall Street. So why do almost all corporations decisions revolve around how Wall Street will react? Are there alternatives?What is the problem?Most corporations can track performance to a “gnat’s eyelash” but do not spend time understanding downturns. Is the problem the product? Is the problem competition and if so why? Is it the economy? Is it a problem with marketing? There can be many reasons for a down week, month, quarter or year for any company or for any industry. The key is to analyze why and to look at the long term. A week, a month or even a quarter or small in the scheme of long term business s
2. Do you have lots of candidates to choose from?
Putting the effort and money into advertising to just get 2 or 3 candidates is a common mistake. The problem with this is, if you have only 2 or 3 candidates to choose from, how do you know if you've picked a great candidate? And are you truly going to be satisfied with picking the best of a bad bunch?
Is that the way to build a successful business? No way! You obviously need to see as many candidates as possible so you can get a good feel for who's out there and who can best fill the role.
There are good candidates out there, and you need to use every resource available to get good people in front of you. Always use more than one form of advertising or ‘people finding' strategy when recruiting for new team members.
3. Why you should hire slow and fire fast.
Most people in business tend to do it the other way around: they hire fast and fire slow. This is because the decision to bring on more staff is usually made under pressure.
You know the situation, you're busting at the seams with work, your spouse says, “If you don't start spending time with me, I'm out of here”.
Or your best person has just had a better offer (which should always give you food for thought), or suddenly they want a change of direction and you are left with a great hole in your operations with no-one left to fill it!
So now the race is on to find someone to share the load and take up the reins where they were left. In your haste, you may be tempted to just take anyone with a pulse that even remotely looks like they might fit the bill.
What then happens after several months, or even years of kidding yourself that they are getting better, is that you either live with this continual frustration or you decide that maybe it's you and not just them.
You finally build up the courage to ask them to leave and their response is something like, “Yeah, I was wondering when you would say something”.
So, it's important to always do your homework up front. Make sure you know exactly who you are looking for before you begin recruiting. Don't worry about losing candidates, rather, worry about how to get a good process going and how you're going to get lots of prospective candidates into that process.
Then if the candidate doesn't work out, you can let them know early and start the process again.
4. Is there a compelling reason to want to work for you?
Often ov
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