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Member You - Hiring Productive Employees: A Checklist for Assessing Their Appeal
The entrepreneurial adventure is NEVER devoid of challenges, many of which as statistics show, cause most business startups to fail. What will ensure success for virtually ANYONE who starts a business will be their ability to PERSEVERE in the face of marketplace rejection, and daunting obstacles they will encounter.This article spells out philosophies you can adopt if you wish to achieve long term, sustainable entrepreneurial success.1. Cut-Off ALL Sources Of Retreat: In his classic book, Think and Grow Rich, Napoleon Hill uses the analogy of a General who had his soldiers burn all their boats upon arrival on the shore to fac
( ) Alertness: An applicant possessing a vas
Ask survivors of the most popular reality television shows and they’ll tell you “If you have to eat a cockroach, don’t spend too much time thinking about it.” Keep focused on the end-game and move on.Know yourself, have a plan, make a footprint. After you’re fired, the raw power needed to convert a job loss into a high-voltage catalyst that gains multiple job offers is surprisingly simple. Consider these energizers:Who you are? Detangle your sense of job from your sense of selfWhere are you going? Design a five-year plan for career focus / directionWhat can you do? Maintain a life-long l
( ) Appearance: An applicant whose physical characteristics, dress, and presence are pleasant, neat, and attractive sets a positive influence. Caution: Overemphasis on his or her appearance may be a cover-up of some vital shortcomings. Avoid being sidetracked and distorting the evaluation process.
( ) Self-confidence: An applicant who demonstrates self-confidence, who appears sure of himself (or herself), who professes a full competence about the job, or who projects his assurance to others, will probably impress the interviewer and is likely to be secure in his feelings about himself and his ability to do his job. Caution: This display is just an indicator; the true test comes during the probationary period.
( ) Fluency of Expression: An applicant who knows his (or her) job and can discuss it easily wins the active listening ear of the interviewer. This type of knowledge easily impresses most interviewers. Caution: Beware of glib applicants who can use the right terms and expressions, but who have no real depth knowledge. Responsible interviewers usually look for and spot these bluffers. By asking probing questions, they determine the legitimate applicants with real knowledge of the field.
( ) Alertness: An applicant possessing a vast
Many of today's top business leaders are choosing business jets as they're primary means for air travel. It's no surprise that with all the headaches and inconvenience that come with modern air travel, those with the resources and access rely on their business jets to get them where they need to be, on time and refreshed.Business jets offer first class treatment like no other and to top things off, for the most part you don't have to worry about traveling with chatty, annoying strangers or food that barely qualifies as such. Business jets are almost like limousines for the air, offered by companies for their top officials, for special events or
( ) Appearance: An applicant whose physical characteristics, dress, and presence are pleasant, neat, and attractive sets a positive influence. Caution: Overemphasis on his or her appearance may be a cover-up of some vital shortcomings. Avoid being sidetracked and distorting the evaluation process.
( ) Self-confidence: An applicant who demonstrates self-confidence, who appears sure of himself (or herself), who professes a full competence about the job, or who projects his assurance to others, will probably impress the interviewer and is likely to be secure in his feelings about himself and his ability to do his job. Caution: This display is just an indicator; the true test comes during the probationary period.
( ) Fluency of Expression: An applicant who knows his (or her) job and can discuss it easily wins the active listening ear of the interviewer. This type of knowledge easily impresses most interviewers. Caution: Beware of glib applicants who can use the right terms and expressions, but who have no real depth knowledge. Responsible interviewers usually look for and spot these bluffers. By asking probing questions, they determine the legitimate applicants with real knowledge of the field.
( ) Alertness: An applicant possessing a vas
One of our corporate flight attendant forum members started a thread recently about an upcoming 3 minute video interview she was to have. This particular style of interviewing, unheard of a decade ago is growing in popularity and may soon become a method that more and more operators employ to screen candidates. Instead of going through the expense of flying you in and back for an interview, the video interview is used at least for the initial interview. Supposedly, if they like you, you’ll be brought in later for a face to face interview.Oddly, the length of this particular interview is only for 3 minutes and it seems that in this case the candid
( ) Self-confidence: An applicant who demonstrates self-confidence, who appears sure of himself (or herself), who professes a full competence about the job, or who projects his assurance to others, will probably impress the interviewer and is likely to be secure in his feelings about himself and his ability to do his job. Caution: This display is just an indicator; the true test comes during the probationary period.
( ) Fluency of Expression: An applicant who knows his (or her) job and can discuss it easily wins the active listening ear of the interviewer. This type of knowledge easily impresses most interviewers. Caution: Beware of glib applicants who can use the right terms and expressions, but who have no real depth knowledge. Responsible interviewers usually look for and spot these bluffers. By asking probing questions, they determine the legitimate applicants with real knowledge of the field.
( ) Alertness: An applicant possessing a vas
Companies of all sizes have long used incentive and recognition programs to reward and motivate employees and customers – often using traditional awards such as gift certificates, pre-paid credit cards, merchandise or travel. Today, innovative companies are eschewing these impersonal gift programs and instead offering employees memorable experience rewards – such as hang gliding, a class with a master chef or racing a NASCAR to show appreciation and celebrate success in a whole new way.Experts have long studied the specific elements behind successful rewards programs and have reached the same conclusion: programs must contain an element of surpri
( ) Fluency of Expression: An applicant who knows his (or her) job and can discuss it easily wins the active listening ear of the interviewer. This type of knowledge easily impresses most interviewers. Caution: Beware of glib applicants who can use the right terms and expressions, but who have no real depth knowledge. Responsible interviewers usually look for and spot these bluffers. By asking probing questions, they determine the legitimate applicants with real knowledge of the field.
( ) Alertness: An applicant possessing a vas
Use Mission and Vision Statements for Impact, Excitement and SuccessMission and vision statements can be used in many ways and to be successful, should be used in many ways and instances. Create a mission statement that has impact; write a vision statement that excites and describes success. Read below to see how others have used these statements and how your business mission statement and written vision statement for the future can help you, either as an entrepreneur, business leader, manager or individual.For Impact:25 years of literacy For over 25 years, Literacy Volunt
( ) Alertness: An applicant possessing a vast degree appeal in this area is someone who is always on his (or her) toes. Alert, sparkling applicants see beyond the ordinary, are usually dynamic, and are exciting people who give their all to their job. Caution: Alert interviewers are alert enough to watch for the bluffers.
( ) Maturity: Age is not necessarily a factor of maturity. Applicants who are mature do not show self-pity for what they do not know. In fact, they are ready to discuss their weak and strong points so that they may take the necessary steps to minimize their weak ones and maximize the strong ones. Maturity is an attitude, not an age factor.
( ) Sense of Humor: An applicant with a sense of humor looks on the bright side of things, smiles when it is appropriate, does not tell inappropriate jokes, responds appropriately to the interviewer's humor, and does not laugh obscenely. He (or she) is easy to work with and helps to create a positive and motivational workplace. Caution: Beware of the overjoyed applicant who makes a joke out of everything.
( ) Intelligence: Although some aspects of intelligence may be measured by tests, the intelligent applicant projects his (or her) smarts in a normal and natural fashion. He is sharp, answers to the point, reacts sensibly to the interviewer's questions, and his responses are clear and concise. Caution: Beware of the faker who quotes statistics
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