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Member You - Are You Tired of Hiring Other People's Rejects? - 12 Mistakes Recruiters Make and How To Avoid Them
The costs to go public via direct public offering varies substantially with the type of company, size and complexity. The four major costs include:1. The accounting fees: When a private company goes public, they must obtain financial audits. These audits are incorporated into a registration statement that is subsequently filed with the United States Securities and Exchange Commission.The cost of financial audits have a significant range. There are several factors that influence the cost of financial audits: a) are the corporate books and records organized? b) does the company have an internal ability to generate an income statement, balance sheet and statement of cash-flows? c) have their financial records been kept by a CPA? d) have their financial records been reviewed by an accounting firm? e) have their financial records been audited in the past?The answers to these questions will largely determine the cost of financial audits. Other factors include the length of time a company has been in business and the industry it is in.The financial audits can cost from as little as $2,500 for a complete start-up to $35,000 for a fairly simple business that is generating a few million in sales, to hundreds of thousands of dollars for larger and more complex businesses.2. The legal fees: When a private company goes public, there are a number of legal issues that must be handled. The primary document that is created is called the registration statement.The organization, preparation and drafting of the registration statement can cost from as little as $25,000 for
The interview process can be long and agonizing for the prospective candidate. This is particularly true when they are in a state of unemployment. One of the candidate’s first frustrations with a new employer is how the employer handles the interview process. The length of the process can be interpreted by the candidate and their family as the inability for the employer to make a decision. By informing the candidate of the full process, including
There are many different aspects to job satisfaction. Even if you love the work you do, your work environment or your co-workers might frustrate you. Take this short quiz to see how satisfied you are with your job.1. Getting to and from work is easy for me.a) Never b) Sometimes c) Often d) Always2. What is your level of supervision?a) Over supervised b) Under supervised c) Self-Employed d) Just Right3. How much do you enjoy your work?a) Immensely. I’d never give it up. b) It’s great but there are some downsides. c) It's a job and at least I get paid. d) I hate my work constantly.4. How would describe your relationship with your coworkers?a) I work alone and enjoy it. b) I work alone and miss the company. c) My coworkers and I get along well. d) I find my coworkers irritating.5. What do you think of the company’s way of doing things?a) The company’s systems promote communication and employee growth. b) The company is too bureaucratic and nothing ever gets done. c) I have a few suggestions for improvement, but overall it works.6. Do you find your job challenging?a) It’s too challenging and I often feel lost or confused. b) I enjoy the amount of challenge I am given. c) I wish that I had a job that was more challenging.7. How often do you think about getting a new job?a) All the time. b) Whenever I see a job posting that looks interesting. c) When I get particularly frustrated at work. d) Never.8. How
Today’s hiring professionals seem to prefer recruiting candidates from the ranks of the employed. It is a logical approach assuming others have recognized their talent and retained them while untalented people were sent to the unemployment line by their frustrated past employer.
The reality being overlooked in this scenario is that most employers fail to deal effectively with underperformers. The secret in effective recruiting today is to understand the twelve mistakes commonly made by hiring professionals and recruitment teams. This article will look at those twelve mistakes and offer ways for hiring professionals to avoid making the same errors. The payoff of avoiding these errors is the ability to shift the time currently spent on recruiting toward other aspects of running the business or developing other facets of human resources.
Mistake #12 – Failure to understand who makes up the “recruiting team”
Most hiring professionals designate a “recruiting team”, including such people as the position’s supervisor, managers they may interact with, human resources, and even the leader of the company. To fix this problem, best practices dictate that all employees the candidate will meet are part of the “recruiting team”. The candidate will talk with the receptionist at the front desk, administrative assistants, and escorts from one location to another. Each of these individuals should have a “30-second” commercial to provide the candidate with consistent view of the work experience at the organization.
Mistake #11 – Hiding the interview process
The interview process can be long and agonizing for the prospective candidate. This is particularly true when they are in a state of unemployment. One of the candidate’s first frustrations with a new employer is how the employer handles the interview process. The length of the process can be interpreted by the candidate and their family as the inability for the employer to make a decision. By informing the candidate of the full process, including
Today more and more people use the Internet, because all we need to know is just a click away. The Internet is a very efficient and quick way of finding information about almost everything. However, there is also a bad side to the Internet and that is that you are exposed to hackers and your every step on the net can be monitored.Because privacy, Internet crime, hacking were becoming more and more of an issue and many people were afraid to use the Internet because of the consequences, free proxy surfing sounded like a dream, something that had to be done. If software was designed to insure the privacy, the anonymity of the people using the Internet, then all of these problems would find their ending. With free proxy surfing, people did not have to worry anymore about somebody spying their every move or finding out their address or even their social security numbers.Free proxy surfing is like a buffer between you and the web sites that you want to visit. It allows you to view as many information as you want on the Internet without the concern of being tracked. There are two ways that this can be accomplished: by using a program that can insure your anonymity or by using free proxy sites.Free proxy surfing with the help of programs is a little more complicated and may not always work. On the other hand free proxy sites are very easy to use and can guarantee a very good result. Nowadays more and more people are using free proxy sites to surf the net. All one has to do in this cases is visit the free proxy site that assures your anonymity and enter the web site address, URL, of the page that you want to vis
The reality being overlooked in this scenario is that most employers fail to deal effectively with underperformers. The secret in effective recruiting today is to understand the twelve mistakes commonly made by hiring professionals and recruitment teams. This article will look at those twelve mistakes and offer ways for hiring professionals to avoid making the same errors. The payoff of avoiding these errors is the ability to shift the time currently spent on recruiting toward other aspects of running the business or developing other facets of human resources.
Mistake #12 – Failure to understand who makes up the “recruiting team”
Most hiring professionals designate a “recruiting team”, including such people as the position’s supervisor, managers they may interact with, human resources, and even the leader of the company. To fix this problem, best practices dictate that all employees the candidate will meet are part of the “recruiting team”. The candidate will talk with the receptionist at the front desk, administrative assistants, and escorts from one location to another. Each of these individuals should have a “30-second” commercial to provide the candidate with consistent view of the work experience at the organization.
Mistake #11 – Hiding the interview process
The interview process can be long and agonizing for the prospective candidate. This is particularly true when they are in a state of unemployment. One of the candidate’s first frustrations with a new employer is how the employer handles the interview process. The length of the process can be interpreted by the candidate and their family as the inability for the employer to make a decision. By informing the candidate of the full process, including
It is a better option to keep your business separate from your personal life, and the first step towards that is forming a business entity such as a corporation. Various states have various rules and Alabama is no exception regarding incorporation.How to Incorporate In Alabama:- Once you have decided on the kind of corporation you want to form, the next important step is to decide on a name for your corporation, which has to be unique and not a copy of any other registered business’s name or any name that has been reserved. Certain words and phrases are restricted, and it is better to choose a name in compliance with applicable state laws and it is mandatory for the name to have an ending such as “incorporated” or “Corporation.”- The articles of incorporation have to file with the county probate judge who will then forward a copy of the Articles to the Alabama Secretary of State. Certain information are mandatory to be included long with the article of incorporation in the state of Alabama such as- The company has to have a minimum of one incorporator or more and they have to sign the Articles of incorporation along with their name and address.- A statement of the corporate purpose has to be filed along with the Articles of incorporation.- The list of share classes and the number of shares in each class has to be filed too with the Articles.- The name and address of the registered agent.- The address of the initial registered office as well as the principal office address of the entity.- Names and addresses of each affiliate.- It is not mandatory to give a li
Mistake #12 – Failure to understand who makes up the “recruiting team”
Most hiring professionals designate a “recruiting team”, including such people as the position’s supervisor, managers they may interact with, human resources, and even the leader of the company. To fix this problem, best practices dictate that all employees the candidate will meet are part of the “recruiting team”. The candidate will talk with the receptionist at the front desk, administrative assistants, and escorts from one location to another. Each of these individuals should have a “30-second” commercial to provide the candidate with consistent view of the work experience at the organization.
Mistake #11 – Hiding the interview process
The interview process can be long and agonizing for the prospective candidate. This is particularly true when they are in a state of unemployment. One of the candidate’s first frustrations with a new employer is how the employer handles the interview process. The length of the process can be interpreted by the candidate and their family as the inability for the employer to make a decision. By informing the candidate of the full process, including
If you are dissatisfied with your current career, you may be considering pursuing a freelance lifestyle. I love my life of a free agent and independent professional, but I would be remiss if I didn’t share some of the cons.Taking the Risk. There is always risk involved when we work for ourselves. Will we get enough work to sustain us and our bank account? Will we choose and/or find clients that are agreeable to work with? Will we do the level of work that our clients will be pleased with? I could go on for pages listing questions filled with doubt. My recommendation is to have faith in your abilities, realizing that if you love what you are doing, you have a strong chance that you will succeed. Risk comes with everything we do and can make what we do that much more exciting.Change Coupled with a Lack of Stability and a Regular Routine. If you have trouble dealing with change and a lack of stability, I suggest that the lifestyle of a free agent or freelancer is not for you. If just setting up a whole new routine and dealing with not having a regular nine to five job really threatens your peace of mind, you might want to ease into freelance living by taking on an extra part-time job while keeping your full-time job until you are established and comfortable in your new career.Can Be Overwhelming when Deadlines Overlap. Living the freelance life can vary from having too much free time in between projects to being overwhelmed by too many projects all coming due at the same time. We have some control over this if we have the “guts” to be up front with our clients about our time schedul
Mistake #11 – Hiding the interview process
The interview process can be long and agonizing for the prospective candidate. This is particularly true when they are in a state of unemployment. One of the candidate’s first frustrations with a new employer is how the employer handles the interview process. The length of the process can be interpreted by the candidate and their family as the inability for the employer to make a decision. By informing the candidate of the full process, including
This third article in the series on Coaching Your Business to The Next Level Series. Article #1 -- Top 7 Tips to Avoid the Top 7 Mistakes Small Business Owners Make. (See link at bottom of article to previous article.) Article #2 -- Coaching Your Business to the Next Level Series Part 2 Assess Your Business both Externally and Internally Mistake: Don’t presume that you know what is going on in your business. Take the time to assess your business both externally and internally. Using an organizational assessment based upon proven criteria such as Baldrige may help you to focus on the directionally correct actions.Many business owners resist assessments because they take time, cost money and potentially reveal what the business owner fears. And FEAR in many instances is just False Evidence Appearing Real.If you as a business owner, entrepreneur or department manager were to survey your employees and ask them to list the top 3 goals for the company or department as they believe them to be, would you receive EXACTLY the same answer from each employee? As a small business coach who works with entrepreneurs to even large corporations, I have asked this question and have yet to receive exactly the same answers from all employees. The next question is the real shocker for the organization’s leadership. What are all of these missteps, misdirections, costing you?To avoid these unintentional mistakes, using an organizational assessment is one logical solutio
The interview process can be long and agonizing for the prospective candidate. This is particularly true when they are in a state of unemployment. One of the candidate’s first frustrations with a new employer is how the employer handles the interview process. The length of the process can be interpreted by the candidate and their family as the inability for the employer to make a decision. By informing the candidate of the full process, including who is involved in the decision, the candidate will see the timetable as planned and be comfortable with the process. For the successful candidate, this is a positive perception that the management team that will be an asset as they develop in their new career.
Mistake #10 – Not going beyond references
Any qualified candidate knows they will have to have references. They are instructed by those who groom them as a candidate to prescreen the references and even to give them some insight as to what to emphasize when they get a call from a particular employer. Surprisingly, many hiring professionals actually use these references thinking they can somehow “trick” the references into providing some sort of clue to the real person. Although this may happen on rare instances, the likelihood of discovering something negative about a candidate makes this a huge waste of a recruiter’s time.
Some hiring professionals have developed procedures in recent years that are producing good results when it comes to getting an insight to the candidate’s character and work ethics using referrals. These best practices include contacting former co-workers and supervisors using very creative, legal means. A simple phone call can easily reveal an individual’s absenteeism, attitude, and view of teamwork provided the right questions are asked in the proper way. Be creative and be sure to contact a sampling of people to ensure one person does not taint your results. Another successful technique is asking references for other references. These individuals will not necessarily be pre-screened by the applicant.
Mistake #9 – Not looking for someone better than yourself
This is a very common mistake by supervisors. Many supervisors feel hiring someone more talented than they are will place their job in jeopardy. Ronald Reagan summed it up when he said, “Leaders are not judged by
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