Sentences with phrase «then hire people»

I write it then I hire people from Fiverr to proofread, create a cover and format the final draft.

To make the job less stressful for you, you can be in charge of creating the designs, and then hire people to sew the clothes for you.

Once you have the budget, you can then hire people who are better than you in things you don't want to do.

After deciding on the role to fill, they go through the traditional route of posting ads to different job boards, screening candidates, interviewing those who seem the most qualified and then hiring the person who is the best fit.

Not exact matches

And then there are people like Jason Klein the young branding executive who, when hired to rename the Hartford minor league baseball team, chose the bizarre, seemingly ridiculous, and ultimately ingenious name, Yard Goats.

The best advice I have received and believe in is to hire great people, share your vision for the company, provide clear direction and expectations, then get out of the way so they can do their best work.

It's understable then that you might turn to a personality evaluator like the Myers - Briggs Type Indicator (MBTI), which classifies people into 16 personality types, to hire the right employees for the right job.

You probably don't know any small business owners who enjoy hiring people when they get busy and then firing them again if there isn't enough work to do.

Since then we've hired some people to help us out.

When people are hired for their grit and adaptability, then companies can truly flourish to unpredictable heights.

Then I remembered what Dr. Wiklund said about why he hired me, in spite of my lack of medical experience; «You knew business, you knew systems, and you knew people.

In October Fried moved her 35 employees from a 2,000 - square - foot loft near Wall Street to a 12,000 - square - foot industrial space in SoHo, then hired 15 more people.

All of these hire people to call all constituents or advocates and then transfer their opinions into written letters.

«If you aren't confident that your staff can handle a crisis in your absence,» he said, «then you likely haven't hired the right people or developed them enough to succeed.»

On YouTube, there are one - man shows that grow to a point where they physically can't do that and then are forced to collaborate or hire people they trust to help them run their channel.

That's because once you reduce the risk of failure by having a lot of people around who will hire you next, everyone becomes more open and friendly about what they are working on, which then further amplifies the benefits of having a lot of people around.

«Bands always, always hire by values first and once the person looks right, feels right, speaks the same language, then he's allowed to get up and jam with the band,» he says.

To hire based on attributes that allow people to get «on base,» have all of your employees take the tests and then identify what attributes your best employees in each role demonstrate.

When it is time to hire, the professional will then have the contacts he needs to find the best person for the job.

That was partly because many of the people who formed some of the earliest tech companies then became venture capitalists, but it's also because people tend to hire people like themselves, or when they're starting a partnership, to bring in people who they know and like.

Stabilize your business, hire your people... and then step back and watch the magic happen.

More important, the company tries to hire people who have an affinity for the offbeat challenge and then puts them straight to the test.

«If we could get one person hired at one great company that is going to change the world in some way,» Groesbeck says, «then we could play a little role in doing something great in the world.»

The basics: Make work fun; weed out the naysayers; celebrate failure, and then learn from it; allow employees to take short naps during the day; and don't shy away from hiring talented people just because they look sloppy or lack college credentials.

No one wants to hire someone and then work with that person's far less desirable twin.

If you have strong hiring skills, good instincts, the ability to communicate, and patience, then you can find the person to do the job right.

«I'll ask [potential hires] about something that hasn't gone so well in their life and then ask them what they've learned from it because the next thing I look for in people is curiosity,» he says, «I'm interested in people who take those negative experiences in their lives and are really curious about what happened and can talk intelligently about what they learned and what they might do differently.»

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.

If you have thousands of people in your company then obviously it can't be done for every hire.

Upon hiring the right people, good communication means having the ability to motivate the new employees to succeed beyond their dreams, pushing them to their creative limits and then recognizing their achievements.

And then for every one person we hire who wants to go that fast, we find nine more who are supportive of those speeds even if it's not their natural instinct.

I can hire people with aspirations to make things better — even if that means a bit of chaos — and then my job is to generally make sure we're all going in the same direction.

We hire great people, give them the tools they need to succeed and then we empower them to do their best work together.

If you can make people feel that what they're doing is relevant and important, then you can hire people who don't have the correct background.

Many small business owners try to use the method of casting a wide net to hire a technical person, but don't realize that if you're going to do that, you really need some technical expertise just to get through the process, know who to hire and then get the most out of the relationship.

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.

The program, which ran this summer, brought in people with a core aptitude for programming, then spent six weeks «teaching them something to see if we could get them up to a level where we actually might want to hire them,» Bahat says.

If you select them so carefully that they then hire the right people, it's a nice self - fulfilling prophecy.

If you have read our article about choosing between hiring W - 2 employees and contractors, then you already know that the IRS has five different classifications for people you hire, but they typically assume that the people who work for you are employees (and thus subject to income tax withholding), unless you prove otherwise.

How he would send people out to hire blonde white h - o - o - k - e-r-s and beat them viciously, screaming racial epithets at them, then he'd do his thing with them and kick them out.

Mike, If your taxes were cut to nothing then you would have tens of thousands to hire more people.

If there is a specific image I want to create for MY company, then I should be allowed to hire only those people who fit the image I'm trying to project.

If you don't know any people of color, then you can't recommend them for a job or introduce them to a hiring manager, which means the company will probably maintain a low number of people of color as employees.

Would he hire a building, set up a sound system, develop a music team, drama team, and then do local letterbox drops advising people that they could come and be part of his church on Sunday?

Then they were investigated for medicare fraud and other violations and had to let go a lot of people they had hired to do their dirty work.

But the way he said it was, «You can do anything you're good at if people are hiring,» and then he said «And it still doesn't hurt to know somebody.»

«We try to do a good job of hiring and then training our people well when they are hired, but most importantly, we give them the ability to make decisions to take care of the customer the best way they can.

It made no sense to me that people pointed out Mularkey's losing record as HC, but the same people then wanted to hire McDaniels with a losing record as a HC.

If you don't really like the best person, then hire the second - best person.

Which then triggers two fatal mistakes: hiring the wrong people as advisers, and trusting them far too much.