When I turned 15, I got my first job in a restaurant. It was at a fast food chain called Rax which, if I recall correctly, was like a cross between Wendy’s and Arby’s.
Even though I was just a kid, I remember a lot of lessons from that first gig that I carry with me to this day. The biggest lesson being — hire slow…fire fast!
In this article, I’m going to focus on the “hire slow” part because — let’s face it — the “fire fast” strategy is what you typically see in a restaurant environment and it’s not very productive. Continue reading
When Dianna Clemons opened her small hair salon 5 years ago, she didn’t have a plan for how she would hire her first employees. So, like most small business owners, she relied on people she knew to find her first couple hires. But as her initial staff turned over a year later and her network ran dry, she was forced to begin hiring people she didn’t know. And she didn’t have a good process for how to hire those people!
That’s when the problems began.
The freelance movement is upon us!
In the United States alone, it is estimated that 30% of all employable people are working as freelancers. Since they’re not on anyone’s payroll, our government calls them “unemployed.” The truth is, they’re anything BUT unemployed.
One of the biggest challenges that people have when hiring a freelancer is knowing who to select. Since there are hundreds of thousands of freelancers in the U.S. and many millions more concentrated in talent surplus areas across the world, buyers have more than enough candidates to choose from. As a result, learning how to interview a freelancer is critical. Continue reading