Sentences with phrase «how about hiring»

How about hiring an in - house stager as a resource for your team?

How about hiring an attorney who teaches other legal professionals.

How about hiring A.I. helper characters like in the Shadowrun games?

Or how about hiring a business plan writing service?

How about hiring somebody from Greenwich, Westport, or Avon?

How about I hire you to decorate my blog instead of my room.

Not exact matches

Many candidates are prepared to talk about the high points of their career, but to get a full scope of how you will adjust to the job, hiring managers also want to see how you handle situations that don't go as planned.

Regardless of how qualified you are on paper, providing one wrong answer to a question can easily sway a hiring manager's decision about whether you're the right fit for a job.

Dig Deeper: The 10 Best Slogans of All Time How to Create a Company Philosophy: Hire People Who Match the Culture Understandably, many companies don't think about their principles until they start making hires.

The most common problem when hiring freelancers is a lack of information within the company about the past relationship with their freelancers; who the company used for the particular type of project, or how the freelancer performed previously — did the freelancer deliver work on time, did they go over budget etc..

Luijke also suggests using, at the end of the hiring process, candidate satisfaction surveys — surveys that measure how well all candidates considered for a position felt about the process.

I've been spending a lot of time lately talking about how fastest - growing startups should negotiate when they are trying to hire experienced, relatively senior talent (especially in the sales area) for their companies.

Similar to how learning the likes and dislikes of a potential new hire provides insight into someone's preferences, asking about the culture at their previous workplace gives us insight into how that company operates and what aspects of that culture attracted them to our opening.

Although employers complain about the growing talent gap, they don't realize how their current hiring and managerial practices drive talent away from their organization.

RELATED: What you need to know about morality clauses when hiring — or firing — an employee» Ray Rice case shows how difficult it is for employers to deal with off - hours misconduct»

Making it a point to give detailed instructions on tasks at hand, coupled with pointed questions about how the new hire is feeling and what they think would help them out in their job are keys to making them feel comfortable and useful.

It will guide your decisions about what products and services to offer, what types of people to hire, how you operate your business, and what strategies to implement, among others.

Talk about how the owner will benefit from hiring you.

There's a lot of talk about how the Alphabet restructuring and the hiring of CFO Ruth Porat brought a «new austerity» to the company.

Don't talk about what the job will mean to you; talk about how the company will benefit from hiring you.

Hire people for managerial positions based on whether they care about people and know how to motivate them.

Gone are the days when marketing meant putting out some advertisements and hiring a copywriter to rave about how great your brand is.

Hiring managers can often learn more about how candidates have responded (or would respond) to demanding day - to - day situations, like dealing with combative bosses or working under seemingly unfair deadlines.

But the truth is that no matter how hard you work on attracting and hiring the best of the best, the collective intelligence of your organization is still just about average, especially if you have a larger operation.

Trope has it that business leaders hesitate to hire millennials because they are concerned about just how prepared today's recent grads are for the workplace.

In 2014 I interviewed Bill Treasurer, author of Courage Goes to Work, about how to hire courageous people, and he suggested asking a job candidate, «Describe a time when you had to disagree with someone in authority and stand your ground.

In other excerpts, he talks about work - life balance and how best to hire your next employee.

The company is mum about its plans (though CEO Tim Cook has declared interest), but officials are happy to forward leaked reports about how they're hiring hundreds of people.

«Thinking about who your customers are and how they might be changing becomes a really, really low priority item» amid the daily chaos of overseeing sales, accounting, hiring, and technology, says Peter Francese, the paper's author.

The Times, in its own 2007 story, detailed how, in 2002, Purdue hired «Mr. Giuliani and his consulting firm, Giuliani Partners, to help stem the controversy about OxyContin.»

Yet instead of worrying about how it is structured, you first need to worry about the content, which is where most resumes fail to get you face to face with human resources and the hiring manager.

Maybe you have no idea how you would even go about finding and hiring an assistant, or perhaps you've hired such help before and it didn't work out.

AR shortens the learning curve by providing new hires with constant feedback on their glasses about how they are doing and what can be improved.

«Tech managers spend as much time worrying about how to hire talented female developers as they do worrying about how to hire a unicorn»

For a personal reference, find out how long they've known the person and then ask about the person's character and work ethic; you might also ask if the person would hire the applicant themselves, if they had an appropriate job opening to fill.

HR processes are now ultimately supporting decisions that we make about talent: who we choose to hire, how much we choose to pay, who we choose to promote, etc..

The book is chock full of tips for employees on how to succeed as a remote worker as well as surprising advice for managers about how to hire and retain the best talent.

Efti says that when he hires new people for his team, he's always thinking about how they'll fit in.

Whether it be Brutus turning on Caesar, or the numerous people who have left Oracle to open up competing software companies in today's economy, we have to think about not only how to hire, but also how to retain.

I'm talking about how you spend your time, the people you hire, the relationships you build, the products you develop and the structure of your company.

There are lots of different ways you can go about doing this - hire a designer on Elance, break the bank by buying expensive software products and figuring out how they work... OR you can simplify it.

I was in disbelief and shock when I found out I was hired and ever since then I've kept learning about how to communicate better, how to interact with people in a variety of situations.

Google's SVP of People, Laszlo Bock, discusses how Google thinks about hiring, management, and culture.

Henke recommended that leaders should «think about how your people explain their culture when hiring, not the brand speak, the «Why do I work here?»

This week's news roundup highlights the top 50 companies hiring part - time workers, tips on how to find work flexibility if you're a military spouse, and why you might not be getting hired for a work - from - home job — and what you can do about it!

Contact us using the form below for more information about obtaining access to the CanadaVisa Resume Bank or to see how we can help you hire foreign workers and professionals.

- 00:33:50 How more COI / SOI prospects are using home valuation tool after receiving market reports - 00:34:38 Lisa shares how she works her past clients - 00:34:44 Lisa shares postcard farming - 00:39:00 Lisa shares how she streamlines her follow - up process by using one CRM - 00:39:28 Lisa and Jeff share how to keep a positive mindset - 00:43:37 Lisa shares the importance of role - playing - 00:45:10 Lisa shares the positive affirmations that work well for her and her team - 00:46:04 Jeff defines a positive affirmation and what that means for an agent - 00:48:21 Lisa shares how she became confident during her first year of business and how the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another agHow more COI / SOI prospects are using home valuation tool after receiving market reports - 00:34:38 Lisa shares how she works her past clients - 00:34:44 Lisa shares postcard farming - 00:39:00 Lisa shares how she streamlines her follow - up process by using one CRM - 00:39:28 Lisa and Jeff share how to keep a positive mindset - 00:43:37 Lisa shares the importance of role - playing - 00:45:10 Lisa shares the positive affirmations that work well for her and her team - 00:46:04 Jeff defines a positive affirmation and what that means for an agent - 00:48:21 Lisa shares how she became confident during her first year of business and how the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow she works her past clients - 00:34:44 Lisa shares postcard farming - 00:39:00 Lisa shares how she streamlines her follow - up process by using one CRM - 00:39:28 Lisa and Jeff share how to keep a positive mindset - 00:43:37 Lisa shares the importance of role - playing - 00:45:10 Lisa shares the positive affirmations that work well for her and her team - 00:46:04 Jeff defines a positive affirmation and what that means for an agent - 00:48:21 Lisa shares how she became confident during her first year of business and how the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow she streamlines her follow - up process by using one CRM - 00:39:28 Lisa and Jeff share how to keep a positive mindset - 00:43:37 Lisa shares the importance of role - playing - 00:45:10 Lisa shares the positive affirmations that work well for her and her team - 00:46:04 Jeff defines a positive affirmation and what that means for an agent - 00:48:21 Lisa shares how she became confident during her first year of business and how the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow to keep a positive mindset - 00:43:37 Lisa shares the importance of role - playing - 00:45:10 Lisa shares the positive affirmations that work well for her and her team - 00:46:04 Jeff defines a positive affirmation and what that means for an agent - 00:48:21 Lisa shares how she became confident during her first year of business and how the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow she became confident during her first year of business and how the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow the business became scalable - 00:50:37 Lisa shares an example of the type of postcards she sends out - 00:52:51 Lisa talks about how the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow the market reports are created - 00:55:35 Lisa shares her tips on hiring ISAs - 00:58:10 Lisa talks about how many agents she has now and when she knows to add another aghow many agents she has now and when she knows to add another agent

How is Facebook going about diversifying its new hires?

That means she knows a lot about how to sue folks, how to prevent folks from hiring somebody like her, and what to do if somebody already did.

And so while we have dug into the data behind startups that have died (as well as those acqui - hired) and found they usually die 20 months after raising financing and after having raised about $ 1.3 million, we thought it would be useful to see how startup founders and investors describe their failures.