Small Business Owners Share 2017 Hiring Strategies

Small Business Owners Share 2017 Hiring StrategiesSmall Business Owners Share 2017 Hiring StrategiesSmall Business Owners Share 2017 Hiring Strategies RossheimWhat lies ahead forsmall business 2017 hiring strategies? The New Yearposes a variety of uncertainties, from revenue growth to changes in the economic and regulatory environment that could come with a new president and Congress. In response, some companies are taking a variety of approaches to hiring for the New Year.We spoke with a handful of sources who offered their thoughts on 2017 hiring strategies.Despite optimism, companies are hesitant to hire. Some small businesses are taking a cautious approach to hiring in 2017, even if healthy growth continues. Only 22 percent of companies expect to add employees, similar to 24 percent in the spring of 2016, says the October 2016 PNC Financial Services Group surveyof small and middle-market business owners.When asked why, 28 percent of respondents planning bedrngnis to hire say they will instead ask more of their employees.While that may be a workable strategy for near-term payroll savings, it may backfire in the long run as companies look to retain high potential employees.Still, 71 percent of these business owners are optimistic about the economy, the most in PNCs fall survey since 2005. This disparity may reconcile itself as the year progresses.The postings will be there, but qualified candidates often wont. In its September 2016 report, the National Federation of Independent Business found that a seasonally adjusted net 10 percent of businesses plan to create new jobs in the coming months. But nearly a quarter of businesses said they could elend fill current openings due to a lack of qualified candidates.Small businesses time their talent acquisition with care. In 2017, many firms hiring strategies include the tactic of putting off for as long as possible the upfront expense and ongoing payroll cost of hiring.Our technology is built, so we can wait until w e sign deals to bring on more talent, says Jana Eggers, CEO of Nara Logics, which applies artificial intelligence to data science. We do big enterprise sales with long lead times. Were starting to gear up this year for deals Im planning on closing next year.As of October, Nara Logics had 11 employees and two posted jobs, and is likely to add five more positions in the first half of 2017, in technical, marketing and sales positions, Eggers says.Solid metrics yield better workforce plans. Small businesses increasingly are finding that a disciplined approach to metrics yields the most effective workforce planning. Weve kept clean, consistent metrics about clients, and how much talent it takes to serve them, says Andrew Hsu, managing partner. Spotlight Analyst Relations had 16 employees in October, and welches planning to staff up to 27 or 28 by year-end 2017, he says.Professional services firms hire up as business only gets more complex. Theres great demand for services from new client s and additional demand from existing clients, says Alan Badey, a managing partner at accounting, tax and consulting firm Citrin Cooperman , a trend that will create demand for talent in companies of all sizes.Regulation and trends such as increased concerns about cybersecurity will continue to create an environment for businesses where they need assistance from outside experts, Badey says. Citrin Cooperman has about 850 employees If we hit our growth plans, well probably need 50 to 75 people in 2017.A strong dollar motivates firms to look at hiring abroad. Many small firms looking to expand internationally may give the notion a green light in 2017.Most companies are going ahead and hiring, and the dollar is so strong that companies want to take advantage of sales opportunities, says Nicole Sahin, CEO of Globalization Partners, a professional employer organization that helps companies bring on their first workers in other countries. So with Brexit, theyre in research mode, trying to figure out which countries to go into.Globalization Partners headcount is currently under 50, but we expect to expand to 70 next year, says Sahin.When your clients expect results in a hurry. Like many small companies, clients of Globalization Partners expect the high-touch firm to turn on a dime. A small business owner typically wants to hire abroad on short notice, so her company must have the manpower to move quickly, Sahin says.This is why Sahin believes its critical to maintain an active recruitment pipeline at all times.Brexit raises questions about how to expand internationally. Uncertainties over the future of Europe will complicate hiring for small firms in 2017. Some companies are considering Brexit, says Sahin.Nobody knows how Brexit will go. But often if an American company hires their first person in Europe, theyve often done it in the UK. Instead, says Sahin, theyre now looking at Germany, the Netherlands and Ireland.

Why You Should Pay to Find a Job

Why You Should Pay to Find a JobWhy You Should Pay to Find a JobHave you ever wondered why you cant just pay someone to find you a job?If its been a few years since you have actively searched for a job, youll quickly learn it has become a very long and arduous process. Even if you are a top talent in your current role with exceptional references, it is going to take time, patience, and more time.Most professional job seekers have realized that finding a job is a full-time job in itself. Like others have shared in this forum, it is a process that can take at least six months and as long as a year or more.Heres how a job search looks for a senior-level position.1. Search Online for JobsFirst, you have to begin searching verbunden for jobs of interest. Youll find a ton of job boards to weed through and search for your dream job. Most of these sites will require you to create a profile. Each profile will take some time. Then you need to upload your resume.2. The Dreaded ResumeOh, right, the resume. You definitely have to update your resume. Do you know about keywords and optimization? Do you know what style you should use and if the resume should be one page or two? What about a cover letter? And yes, you should customize both for every job you apply for.3. Networking On LinkedInDont forget about LinkedIn. If youre not using this service, you should be. Networking is imperative to the job search process. Potential employers are scrutinizing LinkedIn profiles as part of their screening process. Youll need to increase your network, ask people to recommend you, build your skills section, and ask for endorsements. You must have a profile that stands out.4. Good Ole Job AppsTime to start applying for jobs. Every application site is different and the applications are several pages long. There will be questions that you wont know how to answer. Do you really want to give your previous or required salary in a job application? You dont want to be automatically rejected due to a salary that may be negotiable. You will do your best and hit submit. You should receive an email confirming the application was submitted. Then you wait.5. bewerbungsgesprchs, Interviews, InterviewsAre you prepared to interview? You will need confidence and top-notch interviewing skills. It is a very competitive job market so you need to be at the top of your game. You should practice. Its also important to consider what to wear to an interview based on the job you are going for. What attire fits best with the companys culture?Applying for jobs is not easyIf youre currently working, the costsrelated to your job search will start to add up. Its a daunting process that will take your time and money.It may start to make sense to hire someone to streamline the process. Find an expert who can help you land that great job much faster and with less stress. You will be able to explore your options without the risk of losing your current job.There is a service to professionally manage y our job searchWouldnt it be great if there was someone you could trust enough tooutsource your job search to? You want someone who will understand your needs and customize your search for yourspecific situation.There is a company you can count on toprofessionally manage your job search This company has a team of experts that will make sure you stand out above thousands of other professional job seekers. They do all the work for you.You can pay someone to help you find a job Put your job search in the hands of the experts. Find My Profession is the only company that has a 100% success rate with helping six-figure earners find the jobs they love. They are a highly skilled team of Career Finder Experts who will work for you so you never have to apply for a job again.The Career Finder Package has everything you need to land your next great jobAn executive level resume professional LinkedIn makeover.Dedicated Account Manager who will land you interviews.Dedicated Account Manager to fill out apps on your behalf.Interview training, negotiation, email cover letter review.Quality assurance - every job we work Is approved by you.Never apply for a job again We do the work for youThat great job is out there for you. Its time to get started with your professionally managed job search andlet the experts work for you

How to Discuss Your Job Search With Your Family

How to Discuss Your Job Search With Your Family How to Discuss Your Job Search With Your Family Your job search will affect your entire family. Here’s how to talk to them about it.I’ll never forget the day my father told me he lost his job. I was nine years old, and he was taking me around the neighborhood to sell Girl Scout cookies. He told me that he left his company and was looking for a new position.At the time I remember feeling scared because I knew my dad was the sole provider for our family. But I was more worried about how this news might affect the family vacation plans and weekly trips to McDonalds. I wasn’t thinking about the stress my father must have been under, or how difficult it was to come home and explain to his wife and children that he’d just lost his job.Whether you’ve been fired from a job or left voluntarily, the prospect of starting a job hunt can be incredibly stressful, and this is especially true when you have a family to support.  Here are three tips to help you discuss your job search with your family.Be honest about the situation.You’ re not doing anyone any favors by hiding the truth from your family. Address your unemployment head-on.Dr. Laurence J. Stybel, a trained licensed psychologist and co-founder of career management firm Stybel Peabody Lincolnshire, says that children between the ages of 8 and 15 are incredibly self-focused yet very sensitive to their parents’ stress levels.“Attempts to protect the children by saying “everything is ok” only leads to more stress, as parents try to cover up their tension in front of children,” said Stybel.Instead, Stybel suggests telling your kids that Mom or Dad is looking for a new job, acknowledging that there may be some stress along the way, but assuring them that everyone will be ok. This way, if your child senses tension, they won’t accidentally draw the wrong conclusion and blame themselves for your stress.Tailor your message. Not every member of the family requires the same amount of information throughout the process.While being completely open and h onest with your spouse will help them support you through this difficult time, Carina Chivulescu, an HR professional with The Expert Institute, suggests communicating only positive progress to your children during the job hunt, such as landing an interview.“Having a parent who is unemployed may make them nervous about the situation, Chivulescu said. Your kids don’t need to know about every setback and difficulty you experience throughout the entire job-search process.Make it a family affair. Chances are, you may be spending more time at home than before as you search for your next job. Treat your job hunt as a full-time job and block off time each day that’s dedicated to your search. This way, your family knows when you’re available to chat and when you are “working from home.”Also, set aside time for the family each day. Tammi Van Hollander, a child play therapist at Main Line Therapy, recommends scheduling family dinners as much as possible.“They’re a great way to connect with the family and check in about everyone’s day,” said Van Hollander.If your kids ask how they can help, consider doling out some of the household chores, such as washing the dishes after dinner or taking out the trash.The job search is sure to have its ups and downs, but knowing what to tell your children and when will help make the process smoother for everyone involved.

Mark Kolakowski - The Balance

Mark Kolakowski - The Balance Mark Kolakowski - The Balance

Setting Precise, Attainable Job Search Goals

Setting Precise, Attainable Job Search Goals Setting Precise, Attainable Job Search Goals Looking for a job is much like making a New Year’s resolution. You know the desired outcome and have the greatest intentions, but the actual follow-through can be difficult and frustrating. For this reason, breaking things down into manageable parts is essential. Stay on track and keep from feeling overwhelmed by using these strategies to set precise, attainable job search goals. Here are four strategies for setting job search goals: 1. Develop measurable milestones. Productive goal-setting involves taking a general concept and narrowing it down into specific actions that will lead to results. For instance, suppose you’re interested in getting word out about your hunt- an admirable, but rather vague, idea. Executive Career Coach Duncan Mathison, co-author of Unlock the Hidden Job Market: 6 Steps to a Successful Job Search When Times are Tough, tells his clients to make a list of 100 people they know (yes, this requires digging deeply). Creating this document is a solid way to start making tangible progress. But don’t stop there. You still need to gather email addresses and craft a message that clearly tells others what you’re looking for and how they might help. You also may want to prioritize the order in which you contact people. Slot space into your calendar to accomplish each of these things. This same approach can be applied to virtually all aspects of job searching. Consider developing concrete commitments on a daily or weekly basis for tasks such as: Sending out X number of resumes Researching X companies of interest Attending X networking events Reconnecting with X former colleagues Searching for X number of popular interview questions and developing answers for each The exact numbers and the time frame for completion of each will vary depending on your individual circumstances. Developing a schedule that is challenging yet doable may take some trial and error. 2. Think achievements, not hours. Avoid the pitfall of measuring effort by how long you work on job-related tasks. “Goals that only focus on how many hours you will dedicate will usually not translate to results,” Mathison says. “For most people, time-related goals will translate to time in front of the computer. It is so easy to get lost and distracted wandering around the Internet with little to show for it after hours of surfing. Set your goals BEFORE you open the Google or Bing search bar.” 3. Enlist support. Recruit a trusted friend to help with your efforts. He or she may be able to point out weaknesses in your goal-setting, such as putting the bar for applications completed per day way too high or failing to devote enough attention to networking. Accountability also helps keep you focused- nobody wants to look like a slacker in front of someone else. 4. Reward yourself. While landing a new position, of course, is the grand prize, celebrating progress along the way can provide motivation. The thought of relaxing with a favorite television show and a good cup of coffee after meeting the day’s objectives may be just the inspiration needed to get through your checklist! Start job hunting today! Browse jobs in more than 50 categories and begin  applying  to employers.   Readers, what are your job search goals? What steps do you take to reach those goals? Share with us below!

ASME Delegates Meet with Engineering Leaders from Brazil

ASME Delegates Meet with Engineering Leaders from Brazil ASME Delegates Meet with Engineering Leaders from Brazil ASME Delegates Meet with Engineering Leaders from Brazil ASME President Madiha El Mehelmy Kotb (left) presents the 2013 Global Pipeline Award to Lin Song from PetroChina Pipeline Co. at the 2013 Rio Pipeline Conference and Exposition. A delegation of ASME's senior volunteer and staff leadership traveled to Rio de Janeiro, Brazil, last month to meet with representatives from a number of the country's engineering and petroleum organizations. The ASME contingent, which included the Board of Governors, senior vice presidents and the Executive Leadership Team, also participated in the 2013 Rio Pipeline Conference and Exposition that took place concurrently. In their open meetings, the ASME leaders heard presentations from Alvaro Toubes Prata, secretary to the Technology Sciences Ministry; Carlos Tadeu da Costa Fraga, executive manager of Pre-Salt Project, Petrobras; Antonio Machado Neto, executive director, Petroleum, Gas, Bioenergy and Petrochemicals, ABIMAQ (The Brazilian Association of Equipment and Machinery); Dr. Kenneth G. Herd, general manager of General Electric's Brazil Technology Center; and Brian Brisson, Minister Counselor for Commercial Affairs at the U.S. Embassy in Brazil. The presentations and resulting discussion covered a range of topics, including advances in engineering technology, public policy and engineering, workforce development, international cooperation between the various societies, and the challenges and opportunities related to innovation. ASME President Madiha Kotb at the Global Pipeline Award presentation during the Pipeline conference. While in Brazil, ASME President Madiha El Mehelmy Kotb and other members of the ASME group also attended the 2013 Rio Pipeline Conference and Exposition, which was sponsored by IBP with participation from ASME and the ASME Pipeline Systems Division. The Pipeline conference, which took place Sept. 24-26, is a premier venue for professionals from the petroleum industry to share technological advances and operational experiences and to present important ongoing pipeline projects to their peers. The Pipeline conference also attracts companies from different segments of the pipeline industry operation, construction, engineering, research and development, training and equipment suppliers every two years for one comprehensive pipeline event. At this year's conference, ASME President Madiha Kotb provided remarks during the opening and closing sessions, and presented the ASME Pipeline Systems Division's 2013 Global Pipeline Award to Petrochina Pipeline Co. and the Institute of Chemistry Chinese Academy of Sciences. The award, given every two years at the Rio Pipeline Conference, acknowledges outstanding innovations and technological advances by organizations working pipeline transportation field. President Kotb also recognized Marcelinio Guedes Gomes, president of Petrobras' Abrue e Lima Refinery, as a new ASME Fellow during the conference's closing assembly.

Office Manager Job Description Sample

Office Manager Job Description Sample Office Manager Job Description Sample Office Manager Job Description Sample Thisoffice managersample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements. Office Manager Job Responsibilities: Supports company operations by maintaining office systems and supervising staff. Office Manager Job Duties: Maintains office services by organizing office operations and procedures; preparing payroll; controlling correspondence; designing filing systems; reviewing and approving supply requisitions; assigning and monitoring clerical functions. Provides historical reference by defining procedures for retention, protection, retrieval, transfer, and disposal of records. Maintains office efficiency by planning and implementing office systems, layouts, and equipment procurement. Designs and implements office policies by establishing standards and procedures; measuring results against standards; making necessary adjustments. Completes operational requirements by scheduling and assigning employees; following up on work results. Keeps management informed by reviewing and analyzing special reports; summarizing information; identifying trends. Maintains office staff by recruiting, selecting, orienting, and training employees. Maintains office staff job results by coaching, counseling, and disciplining employees; planning, monitoring, and appraising job results. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. Achieves financial objectives by preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions. Contributes to team effort by accomplishing related results as needed. Office Manager Skills and Qualifications: Supply Management, Informing Others, Tracking Budget Expenses, Delegation, Staffing, Managing Processes, Supervision, Developing Standards, Promoting Process Improvement, Inventory Control, Reporting Skills Get Help Hiring Your Next Office Manager A great office manager can help your business run like a well-oiled machine. Consequently, a not-so-great one can throw a wrench in your entire operation. Could you use some help making the right hire? Join for free today. As a member, youll receive interview advice, hiring tips, special offers, industry trends, and much more. We know how important it is to find the right person for the job, so let show you how to connect with qualified office managers who expertly fit your needs.