As a business leader, your beliefs play a vital role in your success. Who you are at your core is a deciding factor in how you contribute and move the company forward. Therefore, you need to have a mindset similar to other successful leaders.
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Determining the return on investment (ROI) of a new employee is vital to your bottom line. You need to show executives, shareholders, board members and the business owner that an ongoing investment in human capital will pay a beneficial return. Follow these guidelines to determine the ROI of a new employee.
Although a controller and chief financial officer (CFO) work together to keep a company growing, they have diverse roles within the organization. Both positions require strong leadership and professional skills, yet they differ in background and personal preferences for the type of work each performs. Sometimes, the lines blur with both of these titles/positions, as there is cross over particularly at small or mid-size companies that may have one person/role performing functions for both positions. At larger enterprise level companies, more distinct and specific functions exist for both accounting and finance responsibilities shown below for Controller and CFO.
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When applying for your next job, you have to provide three to five references who can attest to your skills, experience and work ethic. Deciding which references to choose from has a significant impact on whether you are offered a position. The best references have great credibility with employers, create a positive image of your performance, and are available to talk when an employer calls.
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Because the majority of people use their mobile devices to find jobs, you need to be active on social media to reach the candidates needed to drive your business forward. Candidates will learn more about your company, whether they fit with your culture and what employment opportunities you have to offer.
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Cultural fit plays a significant role in whether a candidate will find success in your company. Although you can train a new hire in the technical skills needed for a role, you cannot train someone to fit with company culture. Determine which values should be present in the most desirable candidate, then form your interview questions around them.
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When interviewing job candidates, interpersonal skills are just as important as hard skills. You want to know whether the candidate fits with company culture, communicates clearly and is easy to work with. The best way to assess a job candidate’s fit is by asking behavioral and situational interview questions.
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As a leader in your company, you are often gaining team members with different backgrounds and skill sets. Your goal is to keep them connected and productive while working toward a common objective. One of the best ways to do this is by addressing significant ideas during team meetings. Here are four topics you can discuss to drive your business forward
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As a manager, you want to help your employees develop into leaders. When you earn a promotion, you will be able to name the employee who is most qualified to take your place. Start developing your employees into leaders today so they know how to make informed decisions, guide their direct reports and qualify for opportunities that come their way.
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When an interviewer asks, “Why shouldn’t we hire you?” they want to find out your strengths and limitations, how you react under pressure and whether you can think on your feet. Therefore, you need to craft an answer that will keep you in the running for the position.