Search CompleteMarkets

...get their desk caught up before heading out on vacation. Of course, i...is up. Morale is up. Efficiency is up, and turnover is reduced!

...(Probably) Never Considered Using Before
Do you ever come up blank when tr...st their photo on your agency Web site and in the reception area. Be sure to ...

...ership response would be minimal. Before he finished his report, the president was clearly agitated. Standing up, he said to the marketer, 'Do yo... your experience? Is it easy to understand? Or does it make you wonder if it w...

...ossible in the recruiting process before wasting your time, energy, and money ...e expenses against the cost of finding and screening candidates yourself. ...

...ng: proof, proof, and proof again before printing and distribution. The Sixth ...ne-to-one connection between customers and you, which results in more calls, more interest, more business, and greater profits. Can an agency affo...

...d they only stay one or two years before going to another agency, that's okay ...five years of her career as a producer and agency owner. It's not hard to imag...

...n ways that they never could have before. Here’s how to set up a social networking site: Go to the Web site and sign up for a new account. Cr...per relationship with existing clients and prospects.

... , criminal records, and other questionable items on their application. The employment application should include a statement about at-will employment as a defense against potential employee contract claims. Have employees sign an agreement that any disputes concerning hiring, termination or wages be resolved through binding arbitration before a retired Superior Court Judge. REVIEW OF CANDIDATES' QUALIFICATIONS: Besides the standard job interview, employers should consider the following ways of checking a candidate's qualifications: Drug Tests: Many problem employees have drug or alcohol problems. Credit Check: A credit report will ... one Southern California lawsuit, an openly gay grocery store night manager claimed he was wrongfully terminated because of upper management's discriminatory anti-gay practices. The store denied the allegations and said the manager was fired because he violated the store's zero-tolerance policy on sexual harassment. He was suspended after a stock clerk accused him of trying to fondle him; other employees provided signed statements accusing the manager of conduct ranging from mild sexual innuendo to fondling and propositioning employees. Even if the store wins the suit, it will have lost hundreds of thousands of dollars ... of successful public and private corporations of all types and sizes have benefited from these "best practices" for hiring: ALTERNATIVE HIRING PROCEDURES With today's low unemployment rate, newspaper ads generally don't attract the best applicants. Consider alternative recruiting sources, such as trade and vocational schools, community colleges, and local universities for recent graduates who are highly motivated and willing to learn. Also look into these options: Employees with excellent performance records often have friends and relatives with similar traits. Laid-off workers are often experienced, hard working, and ...

... didn't we come together before there was a tragedy?” These are the e... Although greedy and dishonest behavior will always be w...

... a consistent procedure. Have every candidate complete an application. If you use testing, test all applicants. Check everyone's references. Then put each applicant's information in a candidate pool for evaluation and selection. Increasingly, state and federal governmental bodies regulate human resources issues. Before you begin interviewing candidates, it's a good idea to review the laws regulating the hiring process. You can obtain detailed information about these laws from your local Chamber of Commerce or from your state Department of Labor. Check the government pages of the phone book to ... ethnic background. EMERGENCY INFORMATION. Wait until the person is hired to ask for this information. PHOTOGRAPHS. Avoid these. They may divulge national origin. Avoid height and weight requirements as well. PHYSICAL DISABILITY. The ADA prohibits pre-employment, pre-offer inquiries regarding disability. After you describe the position to the candidate, you may ask whether the candidate can perform the functions of the job as described, with or without reasonable accommodation. The need for reasonable accommodation should not be a factor when considering the disabled individual. You may not ... , provided that this condition is made clear to all applicants for the position. ARREST RECORDS. Don't ask. You may ask if the person is eligible to be bonded, since that might be a requirement for certain positions. EDUCATIONAL LEVEL. Since a minimum high school education or its equivalent is essential for most agency positions, the question is permissible. When hiring for a janitorial or filing position, which might not require a high school level skill, eliminate this section from the application. Disclaimer Only the employment contract or intended ...