Will You Add? - Business

Teaching Overseas - Should You Register at an International Teaching Job Fair?
When you consider that there may be 100 schools represented and 400 pre-screened candidates, your chances of securing a teaching position at an international school is high. Additionally, many of the top schools will only consider interviewing candidates who are pre-screened by a recruiting agency.Whether or not you decide to register with a job fair might depend on your ability to get to where one is being held. Job fairs are held at locations worldwide, with a particular concentration in North America and the United Kingdom. S

plicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employee’s previous employment and education. Verify any other important information that is pertinent to the job to be filled.

The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicant’s social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.

The Boss is the Boss, No Matter Where They Came From
When you decide if your employer is a good fit, you may want to look deeper than the company name, you may want to "investigate the boss!"The importance of a good fit in your career is an understatement. As you put your career in the hands of your employer, you must know what you are stepping into before you begin. In this series of articles we will explore some of these issues:1. Should you put your career in anyone's hands but your own? 2. Is it better to be a big fish in a little pond or a little fish in a big

There are never any guarantees that you will always hire the right employee. However, there are ten important areas that you must cover that will give you the best information to use in your hiring decisions. We will assume that you have posted the open position, and you have some applicants that seem suitable for the job.
The first important tip is be thoroughly prepared for the interview. The second important tip is that you draft your interview questions before the interview considering the job responsibilities, whether the employee will supervise others, whether the employee will meet with clients and/or vendors, and other relevant factors about the job you want to fill. Some of the questions you will want to ask are:
1. What did you do at your last position?
2. What did you like about your last position?
3. Why did you leave your last position?
4. How was your relationship with co-workers, supervisors, and customers?
5. What accomplishments are you most proud of?
6. In which areas would you most like to improve?
7. What were your strengths and weaknesses?
The third important tip is that you find out about the applicant’s future plans or goals, and you can ask:
1. Why did you get into this type of work and this industry?
2. What courses in college do you feel were most applicable to your work in the field?
3. What are your long-term goals; where do you see yourself in five years?
The fourth important tip is that you ask questions that will help you determine how the individual will fit in the specific job and handle different situations. You should review the job responsibilities and then ask:
1. Describe your experience that will help you most in this position?
2. Would you be comfortable supervising employees?
3. Are you familiar and proficient with the type of computer system we use?
4. Describe any other skills that you believe qualify you for this position.
5. If you are required to work additional hours per week or travel, can you do that?
The fifth important tip is that you should have the applicant sign a release that allows you to obtain complete information about his or her previous work experience. The release should state that the applicant will not bring any action against you or any former employee as a result of any information or inferences drawn from the information. Be sure to check all references. If the prospective employee has gaps in his or her work history, find out what was occupying their time at those times.
The sixth important tip is that you ask the applicant what compensation he or she expects to receive from your company, and tell the applicant what the compensation is. If the applicant is not willing to work for the compensation you are willing to pay, then you should conclude the interview. If the employee expects much more than you are willing to pay, they will not be satisfied and are likely to be a short-term employee.
The seventh important tip is that you need to know which questions you cannot legally ask which are:
1. How old are you?
2. What is you religion?
3. What is your race or ethnicity?
4. Are you married?
5. Do you have children?
6. Do you plan to have children?
7. Have you ever used drugs?
The eighth important tip is that you have the applicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employee’s previous employment and education. Verify any other important information that is pertinent to the job to be filled.
The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicant’s social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.
Jo Ann Joy, Esq., MBA, CEO Copyright 2006 Indigo Business Solution
Why Branding?
Having a concise, clear image that you project to your clients and customers is important in today’s market. More and more people are leaving the job market and creating their own business, whether by choice or necessity, so the competition continues to expand. Therefore it is increasingly important to stand out among your competition. You want your business to be memorable!Customers remember images and feelings that are evoked more than just a name on a business card. What type of feeling do you want your bu
did you leave your last position?
4. How was your relationship with co-workers, supervisors, and customers?
5. What accomplishments are you most proud of?
6. In which areas would you most like to improve?
7. What were your strengths and weaknesses?
The third important tip is that you find out about the applicant’s future plans or goals, and you can ask:
1. Why did you get into this type of work and this industry?
2. What courses in college do you feel were most applicable to your work in the field?
3. What are your long-term goals; where do you see yourself in five years?
The fourth important tip is that you ask questions that will help you determine how the individual will fit in the specific job and handle different situations. You should review the job responsibilities and then ask:
1. Describe your experience that will help you most in this position?
2. Would you be comfortable supervising employees?
3. Are you familiar and proficient with the type of computer system we use?
4. Describe any other skills that you believe qualify you for this position.
5. If you are required to work additional hours per week or travel, can you do that?
The fifth important tip is that you should have the applicant sign a release that allows you to obtain complete information about his or her previous work experience. The release should state that the applicant will not bring any action against you or any former employee as a result of any information or inferences drawn from the information. Be sure to check all references. If the prospective employee has gaps in his or her work history, find out what was occupying their time at those times.
The sixth important tip is that you ask the applicant what compensation he or she expects to receive from your company, and tell the applicant what the compensation is. If the applicant is not willing to work for the compensation you are willing to pay, then you should conclude the interview. If the employee expects much more than you are willing to pay, they will not be satisfied and are likely to be a short-term employee.
The seventh important tip is that you need to know which questions you cannot legally ask which are:
1. How old are you?
2. What is you religion?
3. What is your race or ethnicity?
4. Are you married?
5. Do you have children?
6. Do you plan to have children?
7. Have you ever used drugs?
The eighth important tip is that you have the applicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employee’s previous employment and education. Verify any other important information that is pertinent to the job to be filled.
The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicant’s social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.
Jo Ann Joy, Esq., MBA, CEO Copyright 2006 Indigo Business Solution
Secrets To Halving Your Business Electricity Bills
When it comes to electricity, small and medium size enterprises can never assume they are getting a good deal. In fact, it's safe to say that - as the market stands today - businesses should assume the opposite is true, and that they are being taken for a ride by the big six energy providers. One of several smaller providers of business electricity, Electricity4Business has just compiled a free guide to help commercial electricity customers see through the dirty tricks.Despite the bad publicity heaped on industry fat cats, over
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1. Describe your experience that will help you most in this position?
2. Would you be comfortable supervising employees?
3. Are you familiar and proficient with the type of computer system we use?
4. Describe any other skills that you believe qualify you for this position.
5. If you are required to work additional hours per week or travel, can you do that?
The fifth important tip is that you should have the applicant sign a release that allows you to obtain complete information about his or her previous work experience. The release should state that the applicant will not bring any action against you or any former employee as a result of any information or inferences drawn from the information. Be sure to check all references. If the prospective employee has gaps in his or her work history, find out what was occupying their time at those times.
The sixth important tip is that you ask the applicant what compensation he or she expects to receive from your company, and tell the applicant what the compensation is. If the applicant is not willing to work for the compensation you are willing to pay, then you should conclude the interview. If the employee expects much more than you are willing to pay, they will not be satisfied and are likely to be a short-term employee.
The seventh important tip is that you need to know which questions you cannot legally ask which are:
1. How old are you?
2. What is you religion?
3. What is your race or ethnicity?
4. Are you married?
5. Do you have children?
6. Do you plan to have children?
7. Have you ever used drugs?
The eighth important tip is that you have the applicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employee’s previous employment and education. Verify any other important information that is pertinent to the job to be filled.
The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicant’s social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.
Jo Ann Joy, Esq., MBA, CEO Copyright 2006 Indigo Business Solution
Internet Home Business Secrets That Payoff!
I can picture you exactly where I was just a few short years ago -- Sitting in another useless meeting organized by a group of senior managers that have a combined IQ less than your own child at 3-months old. Around in circles you go, no progress again today and only those who play the game the best will collect the bigger paychecks - but even they can't outlast this game of roulette can they? Listen - I get asked often, even by my own wife, "why are you so driven!" It's true, these days I am
as occupying their time at those times.
The sixth important tip is that you ask the applicant what compensation he or she expects to receive from your company, and tell the applicant what the compensation is. If the applicant is not willing to work for the compensation you are willing to pay, then you should conclude the interview. If the employee expects much more than you are willing to pay, they will not be satisfied and are likely to be a short-term employee.
The seventh important tip is that you need to know which questions you cannot legally ask which are:
1. How old are you?
2. What is you religion?
3. What is your race or ethnicity?
4. Are you married?
5. Do you have children?
6. Do you plan to have children?
7. Have you ever used drugs?
The eighth important tip is that you have the applicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employee’s previous employment and education. Verify any other important information that is pertinent to the job to be filled.
The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicant’s social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.
Jo Ann Joy, Esq., MBA, CEO Copyright 2006 Indigo Business Solution
Information Overload and the Drowning Out of Your Advertising Dollar
As a small business person do you ever feel that your advertising dollar is being drown out by information overload? The advertising is usually too expensive and anyone who has ever advertised in a newspaper, unless it is a large ad (full page or double truck advertisement) has had a tough time finding their ads as they are often buried in some back section. They think to themselves how much they paid for that ad - ouch!Indeed often enough a salesman for an advertising agency, media outlet or specialty publication will tell yo
plicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employee’s previous employment and education. Verify any other important information that is pertinent to the job to be filled.
The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicant’s social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.
Jo Ann Joy, Esq., MBA, CEO Copyright 2006 Indigo Business Solutions. All rights reserved.

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Will You Add? - Nine Essentials Tips for Hiring Good Employees

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