Actual for You - Business

Restaurant Hand Held Terminals - An Overview
The History of Hand Held Terminals in RestaurantsThe desire for restaurant hand held terminals and wireless restaurant software has been around since the invention of the electronic cash registers in the 1980's. When restaurateurs saw the power of the electronic cash register how it stored and recalled orders, how it dispersed orders to various kitchen and preparation printers and how it helped control the flow of the restaurant the desire to have this power in the palm of your hand has been there. It is only recently that technology caught up to the demand.In the 1990's a couple of companies introduced hand held terminals to restaurants with limited success. Displays were small and therefore limited menu items. Battery life was short and limited use. But the demand was still there because the tremendous benefits to the restaurant owner.I distinctly r

s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.

3. For the first few exchanges, contact the applicant using an anonymous or generic email address. If someone is not a good candidate, for whatever reason, they do not have access to your direct contact information. You expend no time or energy communicating with candidates that are not excellent candidates.

4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:

* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)

* What made you respond specifically to this ad?

* What are your favorite activities when you are not working?

These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective

Where is Silicon Valley's A-Team?
I once worked on a company funded by Pierre Lamond, veteran Venture Capitalist at Sequoia Capital. During the interview, Pierre asked me, “How old is your father? What does he do? Is he retired?” I explained, that my father (in his sixties) is an entrepreneur, and will never retire, because he still has too many things that he wants to accomplish, and that he will die trying to get through as many of them as possible, and not run out of things to try. Pierre nodded and said, “I don’t understand 50-year old executives who want to play Golf all day.”I had another conversation with Jim Hogan of Telos Venture Partners over lunch one day on the same subject. Jim said, “You know, when a man is successful, has made money, what he is looking for is his Legacy.”If you look around Silicon Valley today, there are lots of executives and entrepreneurs who have been successful, made money

The pre-hiring process can be a challenge. Much time and energy can be invested and in the end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in meeting candidates that not only meet our specifications, but also regularly exceed our expectations!

5 Steps to Writing An Ad that Gets Results

The following ad formula has yielded qualified, fitting job candidates:

1. Begin with a compelling headline

2. Provide a brief description of who's hiring to fill what position

3. First, describe what's in it for THEM, to really pull them in

4. Second, describe what you expect of the employee

5. Conclude with instructions to submit if they fit PERFECTLY with the description, asking them to describe how they connected with the ad

1. Begin with a compelling headline – Your ad copy must make an impression, but it all starts with a headline that pulls in potential candidates with a few carefully chosen words. Your ad should stand out above the others and candidates will read further if the headline hits them on a core level. Example: SUPERSTAR salesperson wanted.

2. Provide a brief description of who’s hiring to fill what position – Your ad should include a succinct description of your company and position being filled, e.g. “We are an ad agency that provides the highest quality services at competitive prices and are looking for a team player with sales experience,” or “We are the lowest priced car dealership in Atlanta with a reputation for getting anyone with poor credit into a loan. We are looking for an administrative assistant with charisma and a penchant for meeting tight deadlines.” This tends to draw applicants who resonate with your type of business as well as the position you are filling.

3. Describe what's in it for THEM – We all want to know how a situation meets OUR needs. If this information is positioned first in the ad (which most ads don’t even include!) it makes your ad stand out as much more enticing than the rest.

4. Describe what you expect of the employee - The more specific you are, the more likely you are to attract candidates with the technical as well as “soft” skills you require. Expectations should include a succinct but detailed job description emphasizing the qualities of the perfect candidate.

5. Conclude with instructions to submit a response if they fit PERFECTLY with the description – When seeking employment most candidates respond to ads even when they are only marginally qualified. Including the word PERFECTLY is an internal check that, most of the time, won’t allow the candidate to respond if they don’t fit perfectly. Also, ask that the response include a description of how the candidate connected with the ad. This will provide valuable information that can be discussed in further detail during a personal interview, if events proceed to that point.

The Ad should include specific instructions for the applicant to follow in submitting the resume, e.g. “resume attached or embedded in body of email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to make the BEST impression), they will not be able to follow detailed instruction when employed.

Pre-Interview Contact

1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.

A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.

Another anonymous method for contact is a feature found on craigslist.com. Job posters are given the option of “anonymizing” their email address, which encrypts it so applicants don’t have direct contact information.

2. Eagerness is apparent in a timely response by the applicant to your requests. If s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.

4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:

* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)

* What made you respond specifically to this ad?

* What are your favorite activities when you are not working?

These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective

Job Applications - Common Interview Questions Part 2
What is your greatest weakness?No one likes admitting to weaknesses, but this is a favourite interview question, and one you need to be prepared for.This is not the time to confess your deepest secrets or expose embarrassing mistakes you have made in previous jobs. You should choose an area in which you don't have quite as much experience or confidence as you'd like - something which you will have the opportunity to work on in the job for which you are applying.It should not be something which you are expected to have already mastered, but something which will be useful for the post and can be developed over time. If you will be expected to give regular presentations, for example, saying that you find this difficult won't go down well. However, if this isn't expected at your level, but would be once you've moved up the ladder, you might say that you find it a b

ve the others and candidates will read further if the headline hits them on a core level. Example: SUPERSTAR salesperson wanted.

Pre-Interview Contact

1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.

A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.

4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:

* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)

* What made you respond specifically to this ad?

* What are your favorite activities when you are not working?

These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective

Let's Be Realistic About Nepotism: If You Hire Your Children Be Prepared For Criticism
I was recently approached by a transportation company owner, I will call her Beth. Beth and her business partner both have adult sons that they would like to take over their business someday.The partners named both sons Fleet Managers about a year ago. Beth’s son has proven to be very good at the job. He manages the people and equipment well and is very reliable. Beth’s partner's son is another story. His work habits are terrible and he often doesn't show up for work at all. The staff jokes about what time he will call in on sunny days. He has shown no signs of improvement in the last year. Beth didn’t know how to approach her partner and seemed genuinely surprised by my response to the scenario. I simply said:He’s not ready.Many people have missed opportunities because they were not ready for them. I suspect that her partner's son does not take any kind of work s

Pre-Interview Contact

1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.

A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.

4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:

* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)

* What made you respond specifically to this ad?

* What are your favorite activities when you are not working?

These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective

Durable Outdoor Decals
Durable decal printing should take into consideration the message or artwork you need to display. For example, if you need your logo only, you will need to find the closest standard ink color available or use black as a solid stand by. Take into account, too, the color of the item your decals will be applied to. Make sure you have contrast so that the decal will stand out. Durable decals are made up of 3 basic components, which are decal size, decal material, and decal ink colors. They are provided as single labels with a split back liner.Decal Material Choices: Durable decal material selection is typically based on the color or transparency of the item the decals will be applied to and. Choose from white vinyl or transparent polyester. The polyester material can be printed with adhesive on the face or back. Printing on the face of the label makes it possible to ap

email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to make the BEST impression), they will not be able to follow detailed instruction when employed.

Pre-Interview Contact

1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.

A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.

4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:

* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)

* What made you respond specifically to this ad?

* What are your favorite activities when you are not working?

These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective

Overcoming the 7 Roadblocks Women with Families Face Making Career Changes
Family is the driving force of our lives. You need family to support you and in most homes you need money to support your family. You work to support your family but you usually end up spending little time with them because of your 9-5 job. According to a Gallop poll 70% of Americans hate their jobs.Life is funny sometimes. Its so easy to find yourself in a job you don’t love, in a career that doesn’t drive you or longing for passion in our work. Sometimes we find ourselves there after even a long road of education in a field we were certain was the right choice for us.The good thing about life is that it is forever changing; sometimes due to circumstances and sometimes due to personal choices. I would argue that we have many more personal choices that we think we do. For every reason someone gives me that they cant make a change, I can give them two reasons they need

s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.

4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:

* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)

* What made you respond specifically to this ad?

* What are your favorite activities when you are not working?

These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.

5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.

6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.

7. When the email dialogue process has narrowed the candidate list, arrange a convenient time to speak via telephone. This will provide additional, valuable information.

8. If the telephone meeting goes well, at the end of the discussion invite the candidate for a personal interview.

Following the preceding steps will give you an advantage by not only limiting the number of potential employees to the most qualified, but also by taking control of what can be a tedious and inefficient pre-hiring process. Pay close attention to the responses you receive from potential candidates; it is possible to learn quite a bit from initial contact that will save you time and energy when you are considering inviting prospective employees to a formal interview. The pre-hiring process does not have to be challenging if confronted with intentional and precise preparation.

This process is well worth your time. The hiring process should not be taken lightly, and a great fit is all-important. In the end, you have hired quality people you keep for a long time, saving you many headaches!

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Many people stay in the same job and career, even if they feel they would like to make a change. This article looks at what can be done to prepare for a career change, whether it is voluntary or enforced by redundancy.

In the United States of America some industries have been targeted as those most apt to hire illegal aliens and this is due to a long track record of abuse of exploitation of Hispanic workers and also of fines and violations. There are many such industries such as landscaping and carwashes especially. But there are many other industries on that list.

Before you allow yourself to get the pre-interview jitters, read this article. It will put things into perspective and give you the confidence to be yourself by realizing that the interview is a conversation between you and an interested party – the hiring manager.

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