Recently, one of our clients made an offer to a candidate we found. Everyone was excited about the end of a search and the beginning of a new work relationship. Until the candidate got cold feet. Since it was our candidate, we led the discussions to follow with regard to the candidate’s concerns and the client’s questions. But there was one major thing missing – our bias.
In a previous blog, Working Relationship Status: It's Complicated, I explained the difference between a 1099 Independent Contractor and a W-2 Employee. The problem is, if you are an extremely small business, with NO employees, and you're getting to the point of needing some help, you currently have 3 options:
We all know there is no “PERFECT” job but we are all searching for that place that fulfills our passion, a place that challenges us and where we feel we are a part of a team and where we can be a true contributor.
When was the last time you tried to define a relationship? Not a simple task. Even Facebook has a relationship category for “It’s Complicated”! It would be so much better if there was a clear definition we all could follow. So how do we examine the relationship between a worker and a company paying them for service? And who has the final say?
Have you ever wanted to hire better? Is your hiring process missing something? Do you have a process at all? Let’s learn why adding KPI to your KSA will not only improve your job specs, but will greatly improve your entire hiring process.
Once upon a time there was a man named Jack, who decided it was time for a wife. He wasn’t a people person and had never dated, but he did run a company, and hired employees in the past, so he decided to use the same methods he used for hiring to find a wife.