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Direct with Clear Job Descriptions

When it comes to training and managing a team, you must start out with a clear vision in directing your team to a common goal through job description and training. Creating a job description and training the individual you hire is very important to the end result. You must think through the position and its job description in great detail, even before you start interviewing people for that position. Here are some tips:

1. Define exactly what you are looking for, including the personality traits and skill sets you would like to see in that individual.

In addition, make sure you have a training schedule in place before you start conducting interviews, and share this information with the candidates. Remember, the clearer the vision of the leader, the more people will follow. How can you expect people follow your direction if your vision is cloudy?

2. Build an infrastructure with clear systems to follow.

One of the most successful companies in the world employs people who have an average IQ of approximately 100. This company is McDonald's®*. The reason McDonald's is such a successful fast-food chain is simple: They have a system in place that works. Their employees don't walk in at the beginning of their shift, wondering if they will be flipping burgers or making fries. There is no mayhem when McDonald's employees enter the workplace. There is a defined system that everyone is plugged into, and the result is a well-oiled machine with predictable results. Seek to achieve this type of system in your work environment.

3. Make sure that you have a formalized training schedule in place.

When starting off a relationship with a new employee, don't assume that they will hit the ground running without explicit instructions to follow. And even then, you may need to spend considerable time guiding them in their new position before they learn the ropes and can work autonomously. Again, having systems in place, especially training systems, will prevent you from wasting valuable time in this endeavor. You may even want to turn the training schedule over to one of your other high level employees to manage.

You should at least have a formal schedule that lasts one or two weeks, which provides the new employee with a clear and specific outline of what you expect from them. You must teach them the methodology, systems and infrastructure of your organization. It doesn't hurt to include assessments and quizzes in this process to make sure they understand that they must be accountable for what you expect them to learn.

*McDonald's® is a registered trademark of McDonald's Corporation.

What to Look for When Hiring an Assistant

Your business has grown by leaps and bounds, and to continue on that upward spiral, you realize the need for a personal assistant. Keep in mind that your new hire will become as vital as your right arm, assuming if you choose wisely. There are several key qualities to look for during the interview process.

Professional recruiters at Hudson Global Resources & Human Capital Solutions, a worldwide office staffing service, surveyed several hundred of their clients, from small companies to mid-size and large corporations. They sought to identify those traits which employers deemed most important. Nearly 50% of the respondents noted that the role of the personal assistant has changed drastically in the past five years, especially regarding the level of responsibility.

First and foremost, the personal assistant is now viewed as a "key member of the team" whose input has merit. Some of those employee's suggestions can make a boss shine if taken seriously, or at least serve as a springboard for brainstorming sessions. Thus today's informed employers realize that skilled, intelligent personal assistants add value to the business.

Personality and cultural fit. Believe it or not, employers weighted these characteristics as highly important aspects that they look for in new hires. They want someone with a positive attitude that helps build morale in the workplace; not quite a cheerleader, but someone who spreads enthusiasm rather than doom and gloom. And, they want someone suited to the work environment who can effectively take on a leadership role.

Experience. Ideally, candidates hired to support executives and senior management should possess a minimum of six to 10 years of related work experience. Of course, there are always exceptions. Aptitude and attitude both count. Though there is a need for business sense and some experience, remember that technical skills can be learned by eager and willing employees. So, never bypass a superior prospect who doesn't know some computer program such as Microsoft PowerPoint that is easy to learn. Carefully evaluate all of the individual's qualifications.

Urgency - The rule of now or never. Does the prospective hire understand the phrase, "I need it yesterday," and can he or she deliver? Deadlines must be met. Missed deadlines can result in lost business.

Initiative. A true asset to any boss is the employee who can assess a situation, think on his or her feet, and require little to no guidance when following through on a project. Executives and managers who can rely on their assistants to handle all the finite details are free to go out and grow their business with the reassurance that they left the office in capable hands.

Stay tuned for more Business Boosters coming your way!

What to Look for When Hiring an Assistant

Your business has grown by leaps and bounds, and to continue on that upward spiral, you realize the need for a personal assistant. Keep in mind that your new hire will become as vital as your right arm, assuming if you choose wisely. There are several key qualities to look for during the interview process.

Professional recruiters at Hudson Global Resources & Human Capital Solutions, a worldwide office staffing service, surveyed several hundred of their clients, from small companies to mid-size and large corporations. They sought to identify those traits which employers deemed most important. Nearly 50% of the respondents noted that the role of the personal assistant has changed drastically in the past five years, especially regarding the level of responsibility.

First and foremost, the personal assistant is now viewed as a "key member of the team" whose input has merit. Some of those employee's suggestions can make a boss shine if taken seriously, or at least serve as a springboard for brainstorming sessions. Thus today's informed employers realize that skilled, intelligent personal assistants add value to the business.

Personality and cultural fit. Believe it or not, employers weighted these characteristics as highly important aspects that they look for in new hires. They want someone with a positive attitude that helps build morale in the workplace; not quite a cheerleader, but someone who spreads enthusiasm rather than doom and gloom. And, they want someone suited to the work environment who can effectively take on a leadership role.

Experience. Ideally, candidates hired to support executives and senior management should possess a minimum of six to 10 years of related work experience. Of course, there are always exceptions. Aptitude and attitude both count. Though there is a need for business sense and some experience, remember that technical skills can be learned by eager and willing employees. So, never bypass a superior prospect who doesn't know some computer program such as Microsoft PowerPoint that is easy to learn. Carefully evaluate all of the individual's qualifications.

Urgency - The rule of now or never. Does the prospective hire understand the phrase, "I need it yesterday," and can he or she deliver? Deadlines must be met. Missed deadlines can result in lost business.

Initiative. A true asset to any boss is the employee who can assess a situation, think on his or her feet, and require little to no guidance when following through on a project. Executives and managers who can rely on their assistants to handle all the finite details are free to go out and grow their business with the reassurance that they left the office in capable hands.

What to Look for When Hiring an Assistant

Your business has grown by leaps and bounds, and to continue on that upward spiral, you realize the need for a personal assistant. Keep in mind that your new hire will become as vital as your right arm, assuming if you choose wisely. There are several key qualities to look for during the interview process.

Professional recruiters at Hudson Global Resources & Human Capital Solutions, a worldwide office staffing service, surveyed several hundred of their clients, from small companies to mid-size and large corporations. They sought to identify those traits which employers deemed most important. Nearly 50% of the respondents noted that the role of the personal assistant has changed drastically in the past five years, especially regarding the level of responsibility.

First and foremost, the personal assistant is now viewed as a "key member of the team" whose input has merit. Some of those employee's suggestions can make a boss shine if taken seriously, or at least serve as a springboard for brainstorming sessions. Thus today's informed employers realize that skilled, intelligent personal assistants add value to the business.

Personality and cultural fit. Believe it or not, employers weighted these characteristics as highly important aspects that they look for in new hires. They want someone with a positive attitude that helps build morale in the workplace; not quite a cheerleader, but someone who spreads enthusiasm rather than doom and gloom. And, they want someone suited to the work environment who can effectively take on a leadership role.

Experience. Ideally, candidates hired to support executives and senior management should possess a minimum of six to 10 years of related work experience. Of course, there are always exceptions. Aptitude and attitude both count. Though there is a need for business sense and some experience, remember that technical skills can be learned by eager and willing employees. So, never bypass a superior prospect who doesn't know some computer program such as Microsoft PowerPoint that is easy to learn. Carefully evaluate all of the individual's qualifications.

Urgency - The rule of now or never. Does the prospective hire understand the phrase, "I need it yesterday," and can he or she deliver? Deadlines must be met. Missed deadlines can result in lost business.

Initiative. A true asset to any boss is the employee who can assess a situation, think on his or her feet, and require little to no guidance when following through on a project. Executives and managers who can rely on their assistants to handle all the finite details are free to go out and grow their business with the reassurance that they left the office in capable hands.