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    Actual for You - Make The Right Hire

    The Devastation of Over Regulation
    Small, medium and large businesses across America have been burdened almost to the point of extinction due to the miss management of our regulatory bodies. I have been to every city in the country over 10,000 population and I have seen the destruction that regulatory agency regulations cause through unintended and unanticipated consequences, what is wrong with reducing your regulations and helping the common good, the rural towns in America, the people who care most about this great nation? The Federal Trade Commission although a small agency is one of the culprits as they regulate the franchising industry and the franchise industry is involved in all levels o
    DIV align=left>Be sure to use some type of general IQ or aptitude test. There is absolutely no way to sit and talk with an applicant and know whether they can actually read, write and perform mathematical calculations. (I always recommend the Wonderlic Personnel test for this purpose)
  • Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an app
    3 Steps to Equipment Financing Success
    Mortgage Brokers interested in adding equipment financing to their revenues can do so by following 3 easy steps.Starting a commercial equipment financing business can be a doubly successful endeavour for mortgage brokers because it can generate a new income stream as well as open up more doors for building their existing mortgage business. Also, financing equipment can be a good stepping stone for a mortgage broker into the more complicated world of project & commercial property finance. With good commissions available, this area should be of interest to the expanding mortgage broker's business.While the thought of commencing a new
    How many times have you had an employee quit and then immediately feel desperate to fill the slot that was just vacated? Unfortunately, it's an all too common occurrence in today's workplace.

    There are a number of things you can do to help you get through the trying times while hiring a replacement but there is also the danger of hiring just about anyone that walks through the door just to get the job filled. Don't do this!

    Take the time necessary to hire the right person for the job. The actual cost of turnover is much greater than most employers realize so the first line of defense should always be to make every effort to retain your current employee, assuming he/she was performing their duties at an acceptable level.

    If you aren't successful at keeping your present employee, the following tips will help guide your selection:

    1. Make sure that your other employees are aware of the job opening. Referrals from current employees usually are better candidates than cold prospects coming through the door.
    2. If the position is above entry level, look at your current employees and determine if one of them would be a good applicant for promotion. It's much easier to fill entry-level jobs.
    3. Be sure to use some type of general IQ or aptitude test. There is absolutely no way to sit and talk with an applicant and know whether they can actually read, write and perform mathematical calculations. (I always recommend the Wonderlic Personnel test for this purpose)
    4. Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an appo
      Businesses for Sale - How to Sell a Business
      The buying and selling of privately owned businesses in Australia has often been referred to as the hidden market. This is due to the fact that historically businesses have been very reluctant to reveal that they are for sale, which has kept a $Trillion market be hidden from view. But this is starting to change.With a growing number of businesses coming onto the market as the baby boomer generation heads toward retirement, businesses are taking a far more open approach to selling. In particular, they are providing things like turnover, EBIT, and Asking Price to the market. The reasons for this are two fold. First online markets like BizExchange r
      g times while hiring a replacement but there is also the danger of hiring just about anyone that walks through the door just to get the job filled. Don't do this!

      Take the time necessary to hire the right person for the job. The actual cost of turnover is much greater than most employers realize so the first line of defense should always be to make every effort to retain your current employee, assuming he/she was performing their duties at an acceptable level.

      If you aren't successful at keeping your present employee, the following tips will help guide your selection:

      1. Make sure that your other employees are aware of the job opening. Referrals from current employees usually are better candidates than cold prospects coming through the door.
      2. If the position is above entry level, look at your current employees and determine if one of them would be a good applicant for promotion. It's much easier to fill entry-level jobs.
      3. Be sure to use some type of general IQ or aptitude test. There is absolutely no way to sit and talk with an applicant and know whether they can actually read, write and perform mathematical calculations. (I always recommend the Wonderlic Personnel test for this purpose)
      4. Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an app
        Six Keys To Customer Service
        All customers have certain expectations about what good service should be. It is the personal responsibility of every employee to provide exceptional customer service. Customer expectations differ from one person to another but, basically, they all expect the same things.Customers expect:♦ Value - Fair Prices ♦ Quality ♦ Variety ♦ Pleasant Atmosphere ♦ Friendly Service ♦ Interested Employees Who Care ♦ Attentiveness To Their NeedsThere are six keys to excellent customer service.Key 1: Competence People who enjoy what they are doing usually do it well. Before
        to retain your current employee, assuming he/she was performing their duties at an acceptable level.

        If you aren't successful at keeping your present employee, the following tips will help guide your selection:

        1. Make sure that your other employees are aware of the job opening. Referrals from current employees usually are better candidates than cold prospects coming through the door.
        2. If the position is above entry level, look at your current employees and determine if one of them would be a good applicant for promotion. It's much easier to fill entry-level jobs.
        3. Be sure to use some type of general IQ or aptitude test. There is absolutely no way to sit and talk with an applicant and know whether they can actually read, write and perform mathematical calculations. (I always recommend the Wonderlic Personnel test for this purpose)
        4. Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an app
          Writing an Annual Report - How to Put Together the Lists
          Lists of donors, board members, and sometimes staff are included in a nonprofit annual report, often on the report’s final pages. Here are five frequently asked questions about these lists.Do we need to list absolutely everyone who donated any amount of money?No. Many organizations set a minimum dollar amount for inclusion in the annual report to keep the donor list to a reasonable length (one or two pages in an 8-12 page report, three-four pages in longer reports). Smaller donors can be recognized publications like a newsletter. Rather than using expensive printed pages in the annual report some nonprofits photocopy the full list and inser
          ign=left>Make sure that your other employees are aware of the job opening. Referrals from current employees usually are better candidates than cold prospects coming through the door.
        5. If the position is above entry level, look at your current employees and determine if one of them would be a good applicant for promotion. It's much easier to fill entry-level jobs.
        6. Be sure to use some type of general IQ or aptitude test. There is absolutely no way to sit and talk with an applicant and know whether they can actually read, write and perform mathematical calculations. (I always recommend the Wonderlic Personnel test for this purpose)
        7. Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an app
          Commercial Identity
          The name you select for your business, product or service explains who you are or what you sell. It identifies what sets you apart in the marketplace. It helps determine how you're perceived. Be sure that your name communicates exactly the right message. You can generate names on your own or consult an ad agency, design house or marketing firm that specializes in naming. Either way, it's best to begin by examining the commercial names around you and evaluating their effectiveness. Look at car names, for example, and think about what they mean and why they were chosen, from a marketing standpoint. The first step in generating company na
          DIV align=left>Be sure to use some type of general IQ or aptitude test. There is absolutely no way to sit and talk with an applicant and know whether they can actually read, write and perform mathematical calculations. (I always recommend the Wonderlic Personnel test for this purpose)
        8. Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an appointment, dismiss them from consideration unless they have an incredibly good reason.
        9. Appropriate attire should always be worn to an interview. Dirty, scruffy clothing, rags or hats, and other unsuitable clothes should immediately dismiss an applicant from consideration.
        10. Listen carefully as the applicant explains why they left their previous job(s). Someone that continually has problems with supervisors and/or co-workers will probably have the same conflicts with your company. Don't hire an obvious problem no matter how desperately you need help.
        11. Always hire someone that you find likable. You don't need to become bosom buddies but you must be able to work with them in a harmonious environment.
        12. Create a job description that you can give to your applicants. A properly written job description will answer a great deal of questions and eliminate later problems if the person is hired.
        13. Take the time to check references. Previous employers can give you a much clearer description of an applicant's ability, a great deal more than personal references.
        14. Always make your job offer in writing. This will preclude any misunderstandings.
        Take the time to make quality hires and your business will reflect your time and effort in the performance of your employees and your company's bottom line.
         
        © 2003 ODEC

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