Feed for content matching tag 'hiring'

Hring Independent Contractors....

25group — Wed, 10 Feb 2010 17:17:07 GMT

Help!!! One thing I would like to think I am good at is running my business. Now is the time to build a team of independent contractors to expand my operations, that is my weak spot. How do I spark interest in career seekers? As a matter of fact does anyone know of sites where there is no fee to post a job opportunity and hopefully get some good candidates who may be interested in what I have to offer. Please tell me where to go this is my weak spot.

Warmest,

Aaron

How to get a qualified Employee for half the cost.

Krystal.srvs — Thu, 28 Jan 2010 13:20:40 GMT

Hello

We Might be able to help you. We are a company with a new concept.
where u save a lot and still dont loose controle of your business. As
in you run the whole process ion your terms But on lower prices.

I assume u know that the Indian employees are available at far less compared to their western counterparts.
We provide you with an Employee, who you train and guide to work as
your own. Its just that they will be Based here in India, and you will
not have any third party playing any part i the way you run your
process. So no loss in Quality.

You Interview and select the cndidates & we provide all the support services.

For More details Contact us On

info_oe@krystalinc.com

Regards
Adam Grant

Guidance on paying our first employee

Housing Deals — Thu, 09 Aug 2007 19:11:53 GMT

We are about to take our family owned and operated business to the next level and hire our first employee. We currently manage all our finances (and don't leverage an accountant), and I'd prefer to also self-manage the payroll also. However, I'm very unfamilar with the various withholding and process that I need to follow. Any guidance on how to get started with the basics to make sure I'm following all the rules?

A Good Resume or A Good Blog?

iyazam — Tue, 21 Apr 2009 05:51:46 GMT

Every so often I need to hire someone for outsourcing work. When I post on different sites I get two types of people responsing.

1) The resume job seeker

2) The blogger job seeker

The resume job seeker is someone who spends lots of time polishing up his resume. He hopes to get a job based on a good looking resume and of course past experience.

The blogger job seeker is someone who will share his or her knowledge in order to pre-sell themeleves to a potential employer.

Who would you take in a case like this?

Group nterviews

aacl2009 — Fri, 15 May 2009 20:35:14 GMT

My company will be looking to hire 4-5 more laborers in the next month. Rather than sticking to the regular hiring protocol my business partner and I thought of a different way. Let me know what you think? Is this legal? Is it ethical? How would you feel (as employer or employee)?

Step 1: Put out hiring notices and gather 20-30 applicants
Step 2: Sit down and interview top 20 by resume perception
Step 3: Determine top 8 candidates and hire them for a flat rate for one week ($500)
Step 4: Take them all to a large jobsite and assign tasks then watch how they work
Step 5: At the end of the week everyone gets paid and each person receives a phone call either offering them a job or letting them know that we are going to pass. Of course we would call the people we want first in case one of the ones we want says that they want to make more than we are willing to pay. If that happens we can turn one of our "pass" people to "hired".

This method is an honest interview that let's people prove themselves and their work ethic. Anyone can fake a good attitude for a 30 minute interview but how many people can go a whole week without at least some of their true colors showing through? If we did this we would have insurance on the workers and they would have to sign agreements that this engagement only provides work for 5 days, that way we don't get any unemployment calls. Can anyone see how this will backfire on us? Do you think it is a good idea? Is it fair? Has anyone done this kind of thing before? Please chime in!

What are we becoming?

CleanGreenGuy — Thu, 17 Sep 2009 03:57:12 GMT

Joe Wilson, Kanye West, Serena Williams...what do these three have in common? They have all provided startling examples that we as a society are losing control of our filters. You know, that 3 seconds we take to assess the impact of what we say and make a conscious decision to proceed or not.

I have had personal experiences along these lines that have also left me wondering if we are less patient and just plain mean because of a new generational culture or perhaps the stress of the recession. Twice in the last couple of weeks, people trying to sell something either in person or on the phone have gotten mad at me and been very rude because I didn't want to take advantage of their offer. Wait, I thought I was the customer?

So, you may be wondering, what does this have to do with being a leader in a start up. Simply put, everything. As a leader we are the face of the company. The way we behave both interally and externally affects initial perceptions of what the company is about. People notice whether we honor our commitments, how we treat people, and whether we do the right thing or the easy thing. In the early stage of a start up, the growing reputation of the company and the relationships that are emerging can represent the entire value of the company. Success can easily turn sour if the reputation and relationships, both internal and external, are not attended to.

Some things to think about...

1. How are you treating your team? Is the pace getting things done hindering positive communication?

2. How are you communicating to external partners? Are you hearing their interestes and incorporating them into proposals?

3. Are you honest about what you can deliver and why you might have fallen short?

4. How do you deal with conflict? Do you have mechanisms in place to keep yourself in check when you want to react in a way that is less than productive? More on this one later - it is a big one.

Leaders must pay attention to their interactions and set the tone. I guarentee you that even if I wanted what the two above-referenced sales people were selling, there is no way I would consider buying from them. It is not just what they are selling, but how they are selling it that can close the deal. How does your start up treat the team, partners and consumers? Can you afford to be aggressive and challenging?

Continue reading here and contribute to the community's comments: http://cleangreenguy.com/node/330

Liz is the CEO of a portfolio of companies which include Clean Green Guy, Inc (www.CleanGreenGuy.com) and Leader's Matrix (www.LeadersMatrix.com), a stealth mode start-up geared towards creating a community for leaders, and a partner at Artilient Labs (www.ArtilientLabs.com) which incubates companies focused on achieving the triple bottom line. She also works with leaders at community, state, and Federal levels to transform child-serving systems. In this capacity, Liz supports leadership programs, organizational behavior interventions and youth involvement for youth who have experienced mental health issues.

Liz is a graduate of the Duke University School of Law. She is also an adjunct faculty member of the Georgetown University Center for Child and Human Development.

More about Liz: http://www.cleangreenguy.com/users/liz

Hiring employees or hire as a subcontractor/consultant

firstabs — Mon, 18 Jan 2010 17:54:42 GMT

My business is starting to grow to the point I need some sales folks. I have these folks and am now looking for suggetsions as to which might be the best way to bring these folks on. They will be selling services. I am offering a "finders" fee with a percentage upon deal closure, but are there other ways that might be better for me and the business? These are certainly not full time folks and would not be on a payroll so not sure if there is a btter way to compensate them other than a finders fee type arrangements. Any ideas or suggestions is much appreciated.
Thank you

Interview question about previous convictions - is it legal?

DynoMan — Sat, 15 Nov 2008 23:14:53 GMT

Hello all,
we are buying an existing business and have found a lot of this information helpful. So to all of you, thanks!!!

My question has to do with application and interview questions. Can we ask if the applicant has "ever been convicted of any felony or misdemeanor by a criminal or military court"? This is not a bonded position, but they will be responsible for day-to-day cash business. PLUS, there is a high school and dance studio within the same industrial complex and we want to ensure the children's safety, as good neighbors. Can we legally ask this question? We will not automatically disqualify an applicant because of a previous record, and we do plan on background checks for the final choices. Thanks ahead of time for your responses.

Candidates as Customers?

HirePro — Tue, 15 Sep 2009 13:59:49 GMT

The best advertising/branding is word of mouth for most small businesses. It is free and travels more than PR or any type of formal advertising.
However, when a small business is hiring, most forget that each and every person who applies (qualified or not) is either a potential brand ambassador or brand detractor. How you treat each candidate can either provide you great word of mouth advertising or exactly the opposite.

Consider these statistics:
25% of job seekers say they were badly treated by a prospective employer.
53% say they will not purchase products or services from a company if they've been badly treated.
55% will tell at least 3 people of their bad experience.
49% report that lack of response (not knowing where they stand) is the most annoying part of the recruitment process.

So the question has to be asked in this economy (where applications for positions are up 200% due to high unemployment) "do you treat your candidates as customers?"

Managing Applicants/ Investigation Services

Investigator1 — Fri, 04 Sep 2009 12:29:51 GMT

Task Force Investigations Inc. is a national private investigative agency that provides a vast list of services to the human resources department and business owner. From pre-employment background checks and investigations, to narcotics in the workplace investigations and corporate merger services, we have affordable solutions for your needs.

For general advice, post your questions here. For more information on services provided by this agency, visit: www.taskforceinvestigations.com

Are you a Connecticut employer needing affordable HR assistance?

EmplymtAnswrs — Sat, 11 Jul 2009 02:29:07 GMT

Visit us at http://www.easyemploymentanswers.com. Let Easyemploymentanswers.com be your HR department or supplement your current HR department by handling those necessary but burdensome administrative tasks that take you and your employees away from their real job. Non-compliant paperwork, files, practices, policies and operating procedures can lead to unexpected fines and litigation as more and more employees are suing.

Our services aim to reduce risk, incorporate compliance as well as help you create a competitive edge in your business. We utilize over 15 years of professional expertise in Human Resources as well as our professional certifications and formal education to provide service in the following areas.

Audit, Compliance & Certifications: Organizational Policy and Employee Handbook Development
Benefits - FMLA Administration
Employee Engagement - Diversity, Work/Life Balance, Wellness Programs
Employee Relations - Progressive Discipline, Terminations
Employee Surveys
Talent Selection& Management
Training & Development - Sexual Harassment Prevention, HR/Management Basics 101, Developing Performance Appraisals

Want to hire sale people but have question

MADMAN — Mon, 23 Mar 2009 11:24:40 GMT

I would like to hire some sales people in illinois, I'm a start up company so there is no benifits from me and it only a straight commissioned based pay. I dont want to make them sub contract employee's since the gov is starting to crack down here on that and dont need an aduit. but i will provide them with buisness cards and promotional matierals and they will be selling under my company's name. From what i have read by doing it this way they are considered employees at will but what would i be responsile for? would i have to take out taxes from ther comission? would i have to also get workmens comp ins? ETC. need alittle help here with this.

Madman Signs

Talenthog.com- Own your own recruiting business - $0 down

th1000 — Fri, 24 Apr 2009 13:06:28 GMT

For decades companies have been paying the standard 20-25% recruiting fee to headhunters. In today's economy, small company's just can't afford to pay ridiculous placement fees. Many company's have turned to advertising their jobs on online job boards to find talent. What happens? They pay $500-$1000 to advertise their opening and they receive hundreds and hundreds of unqualified resumes and spend all day and night sifting through those resumes only to find frustration. Talenthog is a team of professional recruiters that belong to EVERY online resource and we help company's fill their positions quickly for $995 or less. We do all the sifting and hand our clients the top 3-5 candidates available. They focus on their business while we take care of the recruiting.

We are growing like crazy and bringing on AFFILIATES to spread the word about Talenthog. We are interviewing and identifying about 3 affiliates per major metropolitan area and giving each affiliate approximately 20,000 small to medium size businesses to target. Unlike franchising where you have to plop down a big franchise fee, our affiliates pay nothing to join.

As an affiliate, you keep 75% of every dollar you earn and pay a small monthly fee to be a part of the network. We give you training, support, and best of all......WE DO ALL THE RECRUITING! You invest about 90 seconds telling your local company's how we can help them fill their openings for less and we handle all of the merchant processing, all the recruiting, and all of the headaches. We have some clients using us 5-7 times per month so they can TOP GRADE their staff. Now more than ever, good candidates are available.......we find those candidates and help you make money in the process.

We help people hire talent in almost every area: Medical, Technical, Legal, Technical, Engineering, Accounting, Administrative, etc...

Go to www.talenthog.com and check out what we do. We are the real deal. This is not a get rich quick scheme. The more phone calls you make, the more contacts you make, the more networking you do.....the more money you make.

Give us a call and you'll see what our current affiliates are enjoying.

Bill Cullen
Director of Affiliates
877-577-4647 x706

Looking for...

Kayelo — Sat, 14 Mar 2009 00:55:19 GMT

Highly experienced web designer seeking to be hired by confident business for a creative website. - Knowledgable with CSS, XHTML, HTML, PHP, MYSQL, and a variety of other fields concerning this work; please inquire for more information.

The ability to integrate or design Flash websites is also a factor.

Would be working from home if not near, or in the location which you reside! - 100% reliable, quick, and excellent social skills. Always willing to talk out every detail before starting work. - As the one surving you, I will be sure to accuratly implement every detail, and discuss any idea's, answer any questions.
Contact Information: Bluehymn@hotmail.com

Please Email for any inquires/concerns! I will be sure to get back to you in a timely manner.

-Kayelo