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Other Added - What You Can't Ask a Job Candidate is as Important as What You Can Ask
When someone asks me what I do, and I tell them I am a Virtual Assistant, I am bombarded with questions. What is a Virtual Assistant? Who uses a Virtual Assistant? How much do they charge? How can they complete my work without being in my office? How is a Virtual Assistant more beneficial than someone in my office? How do I know that I can trust the hours they charge and that they won’t share my personal information? How do I go about finding a Virtual Assistant that is a “match” for me? These are all legitimate questions that someone considering hiring a Virtual Assistant needs to ask and have the answers to.What is a Virtual Assistant?A Virtual Assistant is a person or company that completes a variety of administrative, web, and computer work virtually. This means that they complete the work from their office and send it to their client via email, web link, postal mail, or fax. Communication is mainly done via email and phone, with many Virtual Assistants never meeting their client face to face.Who uses a Virtual Assistant?Anyone can. Real estate agents,
Name
You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?
Age
You may discuss: before hiring, whether the applic
Your imagination is a powerful tool that you should leverage in mapping out your future. As previously discussed, your mind does not differentiate between what is real and what is imagined. There are three ways you can use your imagination as you begin your program of continuous improvement.1) Consciously shaping your daily activities to move you closer toward your goals. 2) Making changes in your environment that will influence you – on conscious and unconscious levels – to focus on your goals. 3) Behaving as though you have already achieved your goals.While fear embedded in the unconscious mind can sabotage our success, the reverse is also true. You can use your unconscious mind to influence your thinking in order to achieve your goals. This is an incredibly powerful process that all successful individuals have mastered. Many of these people were unaware that they had actually “programmed” themselves for success, but in reality they had shaped their destiny deep within their unconscious minds long before reaping their rewards.The first step in changing you
None of the demands of finding and hiring the best candidate are more complex than those of the interviewing process. Besides spending a significant portion of your time listening to what your final candidates have to say, you must - without violating any of the employment discrimination laws in place - evaluate each applicant's ability to successfully perform the job.
You have a responsibility to your company and to all prospective employees to avoid any semblance of discrimination or impropriety in your hiring processes. You must keep your interview questions related to specific job activities; in fact, it's probably a bad idea to ask any question that doesn't deal directly with a specific job's requirements.
If you feel any question on your list might lead to an applicant's perception of discrimination, eliminate that question from the discussion. You can't possibly read the minds of job seekers now or in the future, especially when the ones who ultimately weren't offered the job might try to convince themselves that the reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.
Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.
Name
You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?
Age
You may discuss: before hiring, whether the applica
Winning a deal or completing a project always feels good. As with most people. we are off to find the next deal. If you take some time to celebrate the win by analyzing each and every step, then the next deal or project will go much more smoothly.It is the analysis of what went right and what can be improved that will teach you how to streamline your processes. If you are used to winning all of the time then there is a chance you are not learning how to make the system work better for you. When the time comes and you do not get the win, you will be at a disadvantage because you have not taken the time to figure out the best way to do it right.Let me give you an example. I have a friend, we will call him Frank, that always found clients for his small business. He never had to hunt for anything. He went for a few years depending on his colleagues for business. It just so happened that several of his contacts retired or changed jobs and Frank no longer had the connections when he needed them. Had Frank taken the time to discover why his services were needed and how to get into other
You have a responsibility to your company and to all prospective employees to avoid any semblance of discrimination or impropriety in your hiring processes. You must keep your interview questions related to specific job activities; in fact, it's probably a bad idea to ask any question that doesn't deal directly with a specific job's requirements.
If you feel any question on your list might lead to an applicant's perception of discrimination, eliminate that question from the discussion. You can't possibly read the minds of job seekers now or in the future, especially when the ones who ultimately weren't offered the job might try to convince themselves that the reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.
Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.
Name
You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?
Age
You may discuss: before hiring, whether the applic
A powerful logo goes a long way in enhancing the visibility of a company. A logo can be termed as an iconic representation of a brand, designed in a way that creates an immediate recognition. A good logo design not only enhances the visibility of the company but also, by virtue of its unique design, gradually becomes a brand identifier. Logos essentially form an integral part of a company’s branding process and thus it should be designed in a way that would contribute to the company’s brand establishment procedure both in short term and long-term business perspective. Logo designing is a complex process and thus, a company should ideally have their logo designed by a firm that has considerable amount of experience in this domain. Inappropriate logo designs can create misleading impression about the company that can eventually harm an organization, so it is always advisable to seek logo design services from a professional firm.Designing a good logo demands exceptional designing skills and exhaustive research work. A mix of these two along with other factors leads to the development of an
If you feel any question on your list might lead to an applicant's perception of discrimination, eliminate that question from the discussion. You can't possibly read the minds of job seekers now or in the future, especially when the ones who ultimately weren't offered the job might try to convince themselves that the reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at the very least, distract you from your current job functions in meeting important and strategic company goals.
Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.
Name
You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?
Age
You may discuss: before hiring, whether the applic
Big and Yellow 'M' reminds you McDonalds... 'DELL' with oblique E reminds you famous 'Dell' computers...No matter somebody is a beginner or a well established business person, they need to make their products familiar to the people. With so many products and services in the marketplace, what makes your product so unique and familiar?More simply 'How will your potential prospect remembers you?'.Simple answer would be 'Some uniqueness in your business'. This is otherwise called 'Branding'.Two important false believes about branding are:Branding a business needs lot of money expenditure.Branding is only for Big boyz.No matter the business is small or big or local or international, try to make it unique in someway, so your visitor or customer will remembers you.How to brand Your Business?1. Logo:If you are not a graphic designer, hire a professional to create one for you. Your logo should reflect your business, easily understandable to viewers, good colors which don't lose their quality when you tra
Use the following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it.
Name
You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?
Age
You may discuss: before hiring, whether the applic
A clothing label is often the finishing touch to a designer’s product. Clothing and accessory designer/manufacturers have spent a lot of time and effort to make sure that their products are top quality, and the label is a reflection of the total product. Designers want to make sure that their labels reflect the attention that has gone into their new creation. Oftentimes, the care placed into creating the garment is mirrored in the label. One of the first things that a potential buyer looks at before purchasing an item is the label. Consumers read the labels for many purposes, and the labels are often the “icing on the cake” for their products.When a consumer buys a garment or an accessory, they are making an investment. They want to keep their clothes in good shape. So they need to know exactly what types of fabrics are in the garment and how to care for these fabrics. It can be difficult to actually identify the materials in clothes at times. The care needed for synthetic fabrics may be very different that the care needed for cotton fabrics. Labels are the primary means of c
Name
You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name?
Age
You may discuss: before hiring, whether the applicant is over the minimum age for the job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify the applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school?
Citizenship/National Origin
You may discuss: ability to speak, read or write English or a foreign language if required by the job; offers of employment contingent upon verification of identity, residence and work authorization in the United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language?
Race/Color
You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group?
Gender/Marital Status/Children/Childcare
You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you
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