Sentences with phrase «what about the hiring»

What about hiring a bankruptcy lawyer to file a Chapter 13 case?

What about the Hiring Freeze?

Not exact matches

Next time you hire a graphic designer, social media consultant, videographer, photographer, branding superstar, life coach, or web designer think about what you expect to get for your own work.

Almost any question that I ask about my business; should I rent a bigger office, should I hire another advisor, what should I spend to create a new lead, all of those questions can be answered in Excel.

What should people understand about what they'll get when they hire a vet, or go into to business with a Veteran entreprenWhat should people understand about what they'll get when they hire a vet, or go into to business with a Veteran entreprenwhat they'll get when they hire a vet, or go into to business with a Veteran entrepreneur?

«I suggest hiring and training what are called «ethical leaders» — supervisors who espouse and enact ethical behaviour, who talk about and promote ethics in the workplace, making it a common topic of conversation with their employees.

«By asking this question, you can uncover exactly what issues the hiring organization has identified and is currently dealing with,» says Heather McNab, author of What Top Professionals Need to Know About Answering Job Interview Questiwhat issues the hiring organization has identified and is currently dealing with,» says Heather McNab, author of What Top Professionals Need to Know About Answering Job Interview QuestiWhat Top Professionals Need to Know About Answering Job Interview Questions.

A restaurant - hiring app sitting down with a creative journalist; a shopping platform grabbing coffee with a collegiate social media app; different industries making you think differently about what you're doing.

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.

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.

Unlike companies like Google, which are infamous for giving their candidates impossible brainteaser interview questions, Snapchat's questions to potential hires are more straightforward — and they say a lot about what Snapchat wants to do as a company.

Giving new hires a few small, manageable tasks (and be sure to provide plenty of details about what they entail) their first day will help them to get their feet wet and see the kind of work they'll be doing, without feeling overwhelmed.

Thanks to his contacts in the business, the report costs him only $ 35,000 a year to produce, and Hoffman says that when he asks recent hires, as well as people who have declined recent offers, «What gave you a favorable impression about us?»

She also queries current employees about what they liked and disliked about the hiring process.

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»

«I think it's especially important for small companies, as they're thinking about what are the kind of resources a company would need as they move forward, to think about the potential hire's existing network,» he says.

What's so flawed about that way of thinking, Clark says, is that it doesn't leave time or space for the best practices of hiring that are proven to be conducive to finding employees who either become great for their company or stay with the company for the desired amount of time.

We've shared a bit in the past about what we believe creates a great fit at Buffer, but the hiring process is so much more than these factors alone.

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.

Create a spreadsheet to help you keep track of the hiring managers you've reached out to, so that when you hear back from them, you know who's who and you can easily recall what the job was and anything else you've learned about the employer from your research.

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.

From there you can create a «career survey» or a list of questions that would be helpful for you to learn more about what really goes on in their position and what hiring managers typically look for.

Most companies probably don't need to be as ruthless as Microsoft is about hiring what it calls the «the top 10 % of the top 10 %.»

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

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.

So what should you do if you're trying to spread the word about new products and services, landing new customers, bringing investors onboard... all the stuff you hire PR agencies to do for you or, more likely, try to do on your own?

Most new hires start on the industrial rather than the commercial / residential side, because the primary contacts tend to be maintenance supervisors who know what they want and aren't shy about demanding it.

Get some insight about what the hiring managers are looking for.

Potential hires are used to selling themselves, but it's what they're willing to say about other applicants that John DeHart finds truly revealing.

One of the easiest ways to hire the right technical team members is by finding out what they care about.

«For example, if a company is hiring a programmer, they will include information about exactly what technologies the candidates need to know, which tells you what they use,» he says.

«I understand why job seekers that are minority or female would want to do that; it makes perfect sense based on what we know about the hiring process,» says Steve McDonald, an associate professor of sociology at North Carolina State University in Raleigh.

What's most impressive about Pinterest's plan is not its commitment to diverse hiring (though that's very welcome), but its acknowledgment that a homogenous work environment is a liability, not an asset, in building a sustainable business.

When thinking about this area of your business, it's important that you have a well - developed plan of what you want to control versus hiring someone else to do it.

But a key part is to hire people who are passionate about what you're doing.

Black has 3 suggestions for recruiters on what to talk about with young potential hires on campuses this fall:

What's more, he adds, analyzing records of where employees spend their time helps optimize decisions about hiring, employee assignments, facilities planning, and travel budgets.

Q — What are some of the biggest concerns that potential employers might voice about hiring a virtual assistant.

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.

«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.»

About a third of employers say they are getting the workers they need, in part because they are engaged in the training process, communicating directly with schools and students to develop course work or to the let institutions know what skills new hires need.

So be mindful about what you and your early hires are projecting!

100 percent of the people you actually want to hire are smart enough to have at least 2 to 3 references who will rave about them no matter what.

Every new hire will change your company culture, so if you aren't thinking about the cultural fit when you interview a candidate, you could end up with a culture growing apart from what you had envisioned.

What it's about: Archaeologist and professional swashbuckler Indiana Jones (played by Harrison Ford) is hired by the United States government to find the Ark of the Covenant before the Nazis do.

«If you ask me what I think is the most important, whoever tech companies hire, they need people from diverse backgrounds, racially diverse and diverse in terms of gender, and especially when we are talking about content moderation, there is a cultural element to that.

I just never thought about what it was like for the people doing the hiring.

Think about what it takes to run a small business: buying, selling, hiring, firing, doing deals, managing cash, keeping overhead low, making payroll.

Do you as a leader / manager engage new hires in conversations about what motivates them within the first 1 - 2 weeks of employment?

Behind the scenes, Netflix managers were worrying about what to do with the more than 150 Qwikster employees they had started hiring from inside and outside Netflix.