One new tool they are introducing is the content customization tool on the homepage entitled ‘Customize Your Content'.  Here, small business owners can filter content based on their business challenges and numbers of years in business. This allows them to drill down and focus on the content that's the most useful and applicable to their businesses.
If you were not aware of the Well Fargo site, you'll definitely want to click on over and check it out. Â They share many great resources for businesses, including their Expert Columns, which our very own Ramon Ray, editor of Smallbiztechnology.com, contributes to.
Resources, like the ones they offer, can prove to be invaluable to any small businesses looking to grow and succeed. Â Go on over and check them out and let us know what you think of the new design!
What's a major turnoff to you (on a resume or in the interview) when hiring virtual team members?
Running a recruiting firm for the past six years, I've come to notice that employees who work virtually are more prone to not working out, whether it be performance-based problems or simply lack of interest in the job. Therefore, I would suggest that any hiring company avoid a resume of a candidate that has a track record of not holding positions for extended periods of time.
Being able to communicate effectively is key to projecting your image as a brand. Candidates must have strong written and verbal communication skills in order to properly represent your brand. Poor English, grammar, or simply careless spelling mistakes are a major turnoff. And due to our fast-paced society, they are more prevalent today than ever.
It's a subtle thing, but when potential team members write a cover letter full of how much your company is perfect f or them, I think it sends the completely wrong message. Instead, it should be all about what they can do for the company. After all, you're hiring to grow your company, not improve the prospective employee's cocktail conversations!
When a virtual team member goes beyond communicating availability for a position to dictating the days and times acceptable for meetings, it's a red flag for me. Online work is more flexible, but you wouldn't dream of telling a corporate boss, “Tuesday meetings don't work for me, I want Saturday meetings instead.†Setting boundaries in a professional manner is a sign of maturity.
I'm an email address snob. I expect anyone applying for work to have a professional-sounding email address (ideally their name) - no ‘
If they haven't worked in a virtual environment before, it is a turnoff because it isn't meant for everybody, and I prefer not to be your first experiment. The one exception is if they have something in their resume where they worked autonomously in a previous venture. It takes an independent spirit and someone who is a self-starter to be a great virtual hire.
If someone isn't clear on why they want to work for my company specifically and why they're passionate about what I'm doing, it turns me off. With a small company, every hire is so incredibly important, and you need those people to be completely “bought in†to what you're doing.
Asking potential employees what they like most about the company during their interview is a great way to find out how much time they've already dedicated to you and the opportunity. Walking into an interview without having done any research means they're likely to put in the same limited effort while sitting in your office - or that they don't know how to use Google!
Before I schedule an interview with a potential virtual team member, I test their email communication abilities. If that potential team member cannot properly send me a calendar invite or does not answer questions via email in a concise and organized way, then I will not proceed and schedule the interview.
We weed out tons of applicants who don't pay attention to the details. Our employment ads specify that certain details should be included, for example, links to Facebook and LinkedIn accounts. People who neglect to include the information specified are automatically eliminated. The rigor of the process continues as the applicant progresses through subsequent rounds.
To be successful, startups need to find talented individuals with high value to build a team. That being said, you must make sure to focus on team's chemistry in order to make the team work. If someone has awesome skills and is super talented, but has an abrasive personality, you should pass. I'd rather hire someone who wants to know it all, rather than some who already does.
I hate it when I give specific instructions about the application process and the applicant does not follow them. It makes me think that I am going to have a hard time training them when the real work begins. Anyone who doesn't follow the initial directions gets cut immediately from the rest of the application process.
If you're a shopper you couldn't have helped but to notice the Christmas decorations going up in stores after Labor Day (in a few places, anyway). No matter how early you start your holidays promotions and how well your business plans, the more you prepare the less ready you feel. We recently had a chance to talk with Fred Lizza, CEO of Dydacomp, to pass on tips on preparation and practices.
An astounding 33.4 percent of SMBs have local phone numbers listed on their company website, according to a recent SMB DigitalScape study. Only 22 percent have an e-mail address on their website. This oversight highlights a problem with today's small business, who has been increasingly urged to shift advertising and marketing efforts online. However, for small businesses that rely on local traffic, it's important to find ways to get the word out to those closest to you. Local.com is offering a solution.