16 Hot Jobs Paying Over $100K Hiring Today

16 Hot Jobs Paying Over $100K Hiring Today16 Hot Jobs Paying Over $100K Hiring Today Think you have to be an engineer to earn six-figures? Think againFrom marketing to sales, beauty to business, companies are shelling out competitive compensation packages for top talent. If youve got the skills, experience, and the hustle, you too can earn more than you ever have before. We browse thousands of jobs on Glassdoor (among the millions) to cherry pick a few that seemed especially interesting.Here are 12 hot jobs paying over $100k looking for you to apply now.Director of Human Resources, Beztak Glassdoor Estimated Salary $78k-$135k drehort Farmington Hills, MI Brief Description Manage the Human Resources services, policies and programs to provide a high-performance culture that exemplifies our culture of excellence, effective and ethical. Provide recommendations to management on strategic staff planning, compensation, benefits, recruiting, training and employee relati ons.Project Manager, Moncrieff Construction Employer Provided Salary $85k-$105k drehort Everett, WA Brief Description Moncrieff is looking for someone with a minimum of 5 years experience as a Project Manager in structural concrete construction. The Project Manager is accountable for all aspects of assigned construction projects.Director of Solutions, Neudesic Glassdoor Estimated Salary $106k-$155k Location Denver, CO Brief Description In this role, you will drive Neudesics market expansion by working closely with a local sales and delivery units. You will focus on leveraging your deep technical background in software architecture, software design, software engineering, and the software development process to pursue sales opportunities, lead delivery teams and write code.Senior Product Marketing Manager, MINDBODY Glassdoor Estimated Salary $101k-$140k Location San Luis Obispo, CA Brief Description As a Senior Product Marketing Manager at MINDBODY, youll help shape t he future of MINDBDODYs family of products in the wellness and fitness space. You will drive key initiatives that help customers see and understand the value of MINDBODYs B2B-focused products and initiatives.IT Business Analyst, Hiscox Glassdoor Estimated Salary $84k-$123k Location Atlanta, GA Brief Description Hiscox USA is currently searching for an enthusiastic and driven IT Business Analyst in our Atlanta office to rigorously ensure accurate requirements management for our consumer and partner portal initiative. This role has full accountability for delivery of change based on the agreed upon scope, timelines and budget.Sr. Technical Account Manager, Amazon Glassdoor Estimated Salary $89k-$143k Location Dallas, TX Brief Description At AWS Enterprise Support were looking for a Senior Technical Account Manager (TAM) to support our customers creative and transformative spirit of innovation across all technologies, including Compute, Storage, Database, Data Analytics, Ap plication-level services, Networking, Serverless and more.Strategic Partner Development Manager, Google Glassdoor Estimated Salary $81k-$138k Location Chicago, IL Mountain View, CA San Francisco, CA New York, NY Brief Description Using your influencing and relationship-building skills, you provide Google-caliber client service, research and market analysis. You anticipate how decisions are made, persistently explore and uncover the business needs of Googles key clients and understand how our range of product offerings can grow their business.Engineering Director, Trunk Club Glassdoor Estimated Salary $128k-$169k Location Chicago, IL Brief Description When you join Trunk Club, you join the Nordstrom family. Our fast-paced and entrepreneurial environment is paired with the strong history and experience of a retail legacy. We have access to some of the greatest minds in retail and technology and are constantly creating innovative strategies to develop the ultimate apparel s olutions. We welcome your adaptability, your curiosity, and your passion to contribute to our unparalleled shopping experienceFull-Time Pharmacy Manager, Safeway Glassdoor Estimated Salary $129k-$156k Location Seattle, WA Brief Description As a Pharmacy Manager for our company, you will be part of a team that is committed to providing direct patient care and wellness services. You will play a valuable role in disease state management, optimizing medication therapy, delivering outstanding patient-centered care and assisting in managing acute and chronic conditions.Attorney, attn Glassdoor Estimated Salary $86k-$162k Location Los Angeles, CA Brief Description ATTN is searching for an Attorney to support our In-house Counsel. You will perform a variety of administrative and legal duties including word processing, handling heavy volume of phone calls, preparing letters, certificates of authorship and separation of rights agreements as well as coordinate busy calendars.Senior Product Designer, AppDynamics Glassdoor Estimated Salary $150k-$220k Location San Francisco, CA Brief Description As a Product Designer, you will lead the design of a key product area for AppDynamics by developing a deep understanding of our users, customers, technology and key business drivers.Enterprise Business Development Manager, WeWork Glassdoor Estimated Salary $105k-$148k Location Boston, MA Brief Description WeWork is currently seeking an Enterprise Business Development Manager. This full time lokalitt is based in Boston and will report directly to the VP of Enterprise Sales Business Development. This individual will be responsible for working with the enterprise sales team, to support our marketing platform to generate a robust enterprise pipeline in the Fortune 500 community.Director of Global Call Center Operations, TransUnion Glassdoor Estimated Salary $117k-$189k Location Crum Lynne, PA Brief Description The Director of Contact Center Operations is t he leader of TransUnions vendor operations team and global vendor relationships. This includes collaborating on solutions, implementing inbound call processes, workforce management, streamline process, exceed KPIs and create a best in class consumer and customer experience.Executive Director, Provision Living Glassdoor Estimated Salary $72k-$132k Location Grand Rapids, MI Brief Description The Executive Director will be leading and overseeing all the strategic and operational sides of the community. Will be responsible for building and promoting a positive & rewarding environment for the residents and the team members, and meet an exceed the overall business goals.Speech Language Pathologist, Thrive Skilled Pediatric Care Employer Provided Salary $104k-$135k Location Buda, TX Brief Description We are looking for a part-time Pediatric SLP in the North Austin South Austin Central Austin Kyle Taylor Elgin surrounding areas. Feeding experience required. Full caseload availab le for therapist to just jump on in Thrive Skilled Pediatric Care attracts, empowers and retains the finest therapists so that every child can grow and flourish to their full potential. Our therapists love us because of our amazing team and our unique culture of Purpose, Passion, Pride.Director of Supply Chain, Kateeva Glassdoor Estimated Salary $166k-$236k Location Newark, CA Brief Description Kateeva is looking for Director of Supply Chain to support Kateevas growth in the manufacturing of its highly proprietary equipment for fabricating the next generation of flat screen displays- organic light emitting diode (OLED) displays.

4 ways to manage unseasoned employees

4 ways to manage unseasoned employees4 ways to manage unseasoned employeesEmployees who are just starting out in their careers and ones who are new to their field have the potential to bring a lot of fresh, positive energy to their new workplaces. Heres how to manage them.Be open to their questions and concernsEmployees should be able to think independently, but that doesnt mean you should throw new people into the deep end right away. After all, they need to get the lay of the land before you start loading them up with every long-term assignment you were planning on sending their way over their first three months on the job.So be receptive to questions they have, look for patterns in their learning styles, and see how you can best help to set them up for success at the beginning.If they dont know where to go to get their ID sorted out, or have questions for HR, dont blow them off because of your schedule. Point them in the right direction so they can move forward, and onto their wor k.Give them space for critical thinking and decision-makingAt the same time, its important for managers to give unseasoned employees room for growth and development. By stepping away once theyre all set up, you can see how they fare in the beginning, and measure their progress as they become increasingly confident in their professional abilities.Giving newer employees space for critical thinking starts with being a source of inspiration. If youre motivated and ready to go, you have all you need to potentially push them to do a good job on their own.Meet with them about their work, find out about ideas theyd like to contribute, then help facilitate the progress in a more hands-off way by giving them pointers, then stepping back.Make the company goals, team goals and expectations clearResearch has found that the top stressor for employees is unclear goals, so do the new addition to your team a favor and explain a little bit about where the company has been and where its trying to go.T hen break down your teams mission, and how it aligns with the rest of the organizations. Giving them the proper framework cant hurt.Also, manage your expectations. Realistically think about what youll want this new employee to have finished by their first week, first month, and first six months.Embrace their optimismUnseasoned employeesmight see things with fresh eyes, and choose to tackle certain things in new ways. They may not be as jaded or married to one way of doing things as you might be, after decades in your field.So use this as an opportunity to jump on the very same bandwagon, and join in on their innovative approaches. As long as the new employees ideas dont compromise the team in any way, this could be just what the rest of your team needs to feel reinvigorated.

All About Shift Work

All About Shift WorkAll About Shift WorkShift work involves scheduling employees to perform their job duties during all 24 hours of the day and usually the entire week. It is used when a lapse in work would be detrimental for the employer and those who use their services, for example, a hospital, utility, or police department, or when it is more efficient for the entity to continuously operate, as in the case of a busy factory. Types of Shift Work Schedules There are different types of shift work schedules. Employers may assign workers to a first shift, second shift, or third shift. They may schedule employees to work regularly during that shift, called a fixed shift, or to work rotating shifts. First Shift This is what we often refer to as traditional hours. Individuals who have the first shift usually work from 9 a.m. to 5 p.m., but may alternatively be on the job from 8 a.m. to 4 p.m. or 10 a.m. to 6 p.m. Second Shift Relieving first shift workers are second shift workers who often start at 4 p.m. or 5 p.m. and clock out at midnight or 1 a.m. Third Shift The third shift is commonly referred to as the graveyard or overnight shift. Employees arrive for work between 10 p.m. and midnight and leave between 6 a.m. and 8 a.m. Fixed Shifts Employees are assigned to a fixed shift work the same hours every day. Rotating Shifts Instead of having the same shift every day, workers on rotating shifts work different hours depending on the day. For example, one may work first shift three days a week and second shift two days. The length of shifts may also vary and with that the number of days one works and has off each week. For instance, some workers have four 10-hour shifts and three days off each week. Others work three 12-hour shifts with four days off. Occupations in Which Shift Work Is Common The protective services, production, health care, and transportation and materials moving industries all utilize shift work. Individuals who are employed in those industr ies should expect to have schedules that may include working evening, overnight, and weekend shifts and often have to work on holidays as well. Here are some occupations that commonly employ shift work Fire FightersPolice OfficersSpecial AgentsEMTs and ParamedicsPolice, Fire, and Ambulance DispatchersRegistered Nurses and Licensed Practical NursesHome Health AidesWarehouse WorkersAir Traffic ControllersNuclear OperatorsDelivery Truck DriversPostal tafelgeschirr WorkersAssemblers and FabricatorsHeavy Equipment Operators When choosing an occupation or evaluating a job offer, take into account whether it involves shift work. Some people enjoy this type of schedule, but many do not. If you are opposed to having to work nights, for example, avoid occupations or positions that could require it. How Shift Work Benefits Employees There are positive aspects to shift work, especially for individuals who work during second and third shifts, or are scheduled for earlier or later first shift s, for example, 8 a.m. to 4 p.m. or 10 a.m. to 6 p.m., rather than 9 to 5. Non-traditional hours allows workers to commute during less busy travel times. That means avoiding heavy traffic on the roads and crowded public transportation. There may also be monetary savings. Tolls and fares are sometimes reduced during non-peak hours. Those who work non-traditional schedules also enjoy attending to errands during less busy times of the day. They can go shopping, for instance, while most other people are at work. This is especially true for those who work weekend days with time off during the week. Having hours off during the day, as second and third shift workers do, makes it easier to make doctor appointments, too. Although some medical offices have evening hours to serve people who work all day, many do not. Families may be able to avoid the expense of childcare. Parents can have opposite shifts, for example, with one working the first shift and the other the third. This is a good sol ution with school-age children since the parent who is on the overnight shift can sleep while the children are in school and pick them up before heading back to work when the other parent returns home. Flextime Some organizations offer their employees flexible schedules, known as flextime. Employers may allow workers to arrive and leave when they want, as long as specific hours are covered or may stagger their shifts throughout the day. Flextime serves a similar purpose to shift work in that workplaces are staffed for more hours during the day than they would be otherwise. Problems Associated With Shift Work Shift work can have negative effects on individuals, particularly those who work overnight. The National Sleep Foundation reports that long-term night shift work is associated with an increased risk of certain cancers, as well as metabolic problems, heart disease, ulcers, gastrointestinal problems, and obesity. Mental health could also suffer. A study of South Korean electro nics workers showed that shift work is related to an increased risk of mental health problems in production workers, and the sleep disturbance related with shift work is a central mechanism for this relationship. Night shift workers may also be at greater risk of work-related accidents. According to The National Sleep Foundation, they include a dip in alertness at night due to the natural pattern of the bodys clock, sleepiness leading to slower reaction times and poor decision making, and reduced supervision during night shifts. Is Shift Work for You? To decide if shift work is for you, answer these questionsAre you okay with being at work while other people are spending time with their families and friends or sleeping?Are you interested in an occupation or industry that typically utilizes shift work?Will you be able to avoid some of the harmful effects of shift work by sticking to a strict sleep schedule during your off time?

Different Types of Headhunters and Recruiters

Different Types of Headhunters and RecruitersDifferent Types of Headhunters and RecruitersWhat is a recruiter? An employment recruiter solicits individuals to fill a particular job. Some recruiters (known as headhunters) work for arecruitment agencyand endeavor to help fill positions for multiple organizations at once. These types of recruiters find candidates for a variety of different employers. Other recruiters work for an organizations human resources department, and may have other job responsibilities besides recruiting. There are also in-house, or internal recruiters, who source candidates for their own company. What Recruiters Do Recruiters seek out, screen, and interview candidates before presenting them to the client. Typically, the recruiter will source applicants, review their resumes and applications, and create a short list of the most qualified candidates for the hiring manager to review. All recruiters search for qualified applicants for jobs.Some recruiters work d irectly for employers, while others work for a recruitment agency. Their responsibilities can vary depending on the type of firm they work for and type of job they hold. In addition, recruiters accept resumes from applicants who are seeking assistance in getting hired. Many recruiters advertise their availability so the job seekers can contact them directly for assistance in getting connected with a hiring company. When a recruiter finds a candidate who is a good match for a job, the applicant is referred to the companys hiring manager. Different Types of Recruiters The following are examples of the various types of recruiters that work to connect organizations with candidates for employment. Headhunter A headhunter is a term used to describe an individual who works for an employment agency that recruits qualified personnel for various jobs. Headhunters actively seek qualified applicants for jobs using LinkedIn, social media, zugreifbar databases, networking, and other sourc es. Heres more information onhow to choose a headhunter or employment agency to help with your job search. Executive Recruiter An executive recruiter specializes in hiring executive personnel. These types of recruiters work solely with high-level executives seeking management positions, and the companies seeking employees for leadership roles. Internal Recruiter An internal recruiter works in the human resources department of a company or organization. These recruiters hire employees for their own company. They may also perform other human resources duties when not hiring new employees. Information Technology (IT) Recruiter As you can tell from the name, IT recruiters specialize in hiring individuals to fill information technology positions in a variety of industries. Heres information onrecruiting for information technology roles. Legal Recruiter A legal recruiter specializes in hiring individuals to fill a variety of legal jobs, including attorneys, paralegals, and law firmmanagement positions. The recruiter may focus on one or a number of legal specialties, including law firms and corporate legal departments.They often specialize in different categories, such as associate, partner, or counsel recruitment, but may also work tosatisfy other hiring needs of the firm like advertising and administrative tasks. Management Recruiter A management recruiter specializes in hiring individuals from a variety of business sectors. Management recruiters may focus on hiring corporate executives, but they may also fill middle management and abverkauf positions. Military Recruiter A military recruiter specializes in hiring individuals to enlist in a variety of military positions. The military has established a number of recruiting commands that serve to enlist individuals in specific military branches. Pharmaceutical Recruiter A pharmaceutical recruiter specializes in hiring individuals to fill a variety of pharmacy positions, including pharmacists , pharmacy technicians, and pharmaceutical sales representatives. Sales Recruiter A sales recruiter specializes in hiring individuals to fill sales positions in a variety of industries. The jobs filled range from entry-level to executive-level sales and marketing positions. Sports Recruiter A sports recruiter specializes in hiring athletes for one or a number of sports. Sports recruiters can be employed by colleges, sports teams, or sports agencies. People in this role visit high schools, colleges, and local or minor leagues to find talent. Some recruiters also hire coaches, managers, and others involved in the sports industry. How to Find a Recruiter For applicants interested in working with a recruiter, there are sites you can use to search for and connect with recruiters in your career field, industry, or location. Hereshow to find a recruiter. Unfortunately, there are also fake recruiters out there, dedicated to deceiving job hunters and stealing either money or pers onal identifying information. Discover how to detect telltale signs of a scam recruiter.

From Seed to Fruit, with David Blivin

From Seed to Fruit, with David Blivin From Seed to Fruit, with David Blivin From Seed to Fruit, with David BlivinThere are a lot of technology companies that owe their existence and success to David Blivin. Hes the co-founder and managing director of Cottonwood Technology Fund, based in Los Alamos. Before he set up shop in New Mexico, he raised entdeckungs for technology companies in the southeast with Southeast Interactive, which he also founded and served as managing director. There he had his hand in mora than a billion dollars worth of fund raising and exit transactions.Q Can you describe the process of how yur organization decides what to fund?DB We really look for strong IP/science-based investments. Further, we look for innovation that we describe as off the innovation curve. These are situations where a unique approach is being developed, with the potential to disrupt the current incumbents and approaches if successful.Q Do you ever take on projects that you might consider ri sky simply because you personally (or as a group) would love to see the product become a reality? DB That probably describes every investment we make. Were generally involved as founding capital behind the companies and innovations that we back. At this stage, all risks are still on the table. In every case, if these technologies reach the marketplace we believe the impact can be significant.David BlivinQ In the complicated world of nano and micro engineering how do you determine if something is truly viable?DB We are generally testing the market need for these technologies with ur extensive network of corporate relationships. In all cases so far, the technology has worked and the products have been successfully developed. What becomes the bigger challenge is market acceptance. Because these solutions have never been seen before there is a natural reluctance by industry to switch from their current tried-and-true approaches. As a result we have to plan for extra time to educate the customer targets and for them to validate the technology wertzuwachs with their own engineers.Q For some products the science can be quite sound, but the cost to manufacture is hard to determine. How do you weigh these unknowables?DB At the stage that we invest, you are correct, the manufacturing details are largely unknowable. We try to keep this up front as the product is being developed so that manufacturability and scalability are being constantly considered along the development path.Q Since you often work to bring in additional funding, do you find yourself as deeply immersed in the ideasand, ultimately, as well versed in the scienceas the original idea generators?DB The majority of our next rounds of funding have come from strategic/corporate investors. This occurs because we involve them early, even in our evaluation process. Because of the inherent disruptive potential, if the corporations first support the market opportunity for the technology and then see that it works wh en they receive initial samples or prototypes. The natural evolution of the discussion becomes financially supporting the companys success. We dont really have to become experts in the science. We become experts in the market applications and market sizes for the science. Ultimately investors look to make money, so its mora about the market opportunity than about the science itself.Q You called the management team the most critical piece. Can you talk about how that might not be obvious to entrepreneurs? Are they often put off by the suggestion youve made that the science is the easy part?DB One of the reasons we invest more in the beginning than many seed stage investors is to team a business person or team with the technology team at the beginning. Almost always with IP based technology companies, the founders are going to be technologists. Many believe the technology will sell itself because it is so compelling versus the current solutions that if they build the product, the mark et will beat a path to their door. After we meet with them they generally begin to understand that the market/adoption risk is real and challenging. The more unique the technology the more true this is. So the adoption challenges are proportional to how disruptive the technology can become. The more disruptive, the harder it is, which is counterintuitive to many. Ultimately, we only invest when we can come to a meeting of the minds in this regard.Q Similarly, youve said that its not always the best ideas but the best people who get funded. How should entrepreneurs work this into their proposals? Do you consider yourself, then, more of a talent scout?DB At the stage that we invest, the companies are still very technologist heavy. The uniqueness of the solutions means they are by default some of the best people in their field. So we generally start with seeking compelling science with large market opportunities. Then we begin to consider the team needed to successfully build the compa ny. The founders can almost always build the product, as I indicated earlier, but they cant always build the company or sell the product. Thats where we focus on building a common vision for how the team will need to be built over time and what critical skills might be needed immediately. Then we want to work as partners to fill the boxes as resources allow over time. If we want to be world champions of the NBA, do we not want LeBron James or Stephen Curry on our team because someone might have to step into a support role? We try to invest only when we are working with founders who are driven to see the company be successful ahead of their personal role and success. At the seed stages, or even later stages, entrepreneurs serve themselves well when they build into their presentations an honest assessment of what skills are already present in the company and what skills they want to recruit, with the emphasis on winning over self preservation and control. They should seek capital prov iders with a similar vision and a successful track record of partnering and working cooperatively toward company success.Q What would you say to entrepreneurs fearful of losing control of their projects? How do you convince them that the risk of failure is greater than the disadvantages of losing control? DB If they pick the right partners then control becomes less of an issue. Many times they can view investors as seeking control to ensure their returns. But in truth that almost never works out for the investors if that is their approach. We have no desire to run the company and of course are never technical equivalents who could step in to complete the product development. If we dont leave sufficient incentive and motivation for the key people to work in their own self-interest, not to make us rich but make themselves rich, then the chances of success become less. So we approach entrepreneurs with a value proposition that includes more than our money, but also our extensive networ k to customers and additional capital, and our experience in partnering with other entrepreneurs to help them build successful companies. We encourage them to contact other entrepreneurs weve worked with to get comfortable with our ability to be a partner in helping create value. Once they understand that were there to help them maximize the potential of their idea and company, not to take it from them, control generally becomes less important.Michael Abrams is an independent writer. For Further Discussion We dont really have to become experts in the science. We become experts in the market applications and market sizes for the science.David Blivin, Cottonwood Technology Fund

Details of Server Resume Samples

Details of Server Resume Samples The Battle Over Server Resume Samples and How to Win It Working in the food service industry may be grueling experience on occasion, so demonstrate that youre patient and can work nicely with other individuals. If dont have any experience, you may still add an experience section. Mention any interpersonal skills youve got, as you must absprache with customers, possibly unruly ones. The food retail company is consistently growing. If youre commuting, prepare right ahead and specify a time allowance, so you can anticipate delays due to traffic and other possible explanations. Even though a basic serving job is fairly simple to find, servers who wish to work in nicer restaurants want in order to demonstrate their abilities and experience. You will need to complete precisely the exact program or switch in exactly the same substances required of everyone else. Next, you will want to concentrate on your transferable skills. Naturally, a Server Ba rtender is an important status in the establishment. Place your experience section below your bartending resume summary. You may add the overview of technical skills in your CV to offer clear idea about your present skills. The very first key section of your resume is known as the Career Objective. Writing a competitive application document demands a whole lot of effort. however, it surely pays off. For some positions, you will apply by completing an on-line program, or you might be asked to apply in-person. Server Resume Samples - the Story You have to show employers that what you bring to the table is just what theyre searching for. Every time you publish in-depth particulars. If want to get the job, youre likely to need to deliver. Click the resume examples below to receive a jump start on your resume and locate a job faster At the exact same time, you might wish to consider adding a hobbies and interest section. If so, there are a few instructions that you must follo w for you to produce the best resume. No matter which sort of schablone you use, there are a few steps which you should follow. You might find a good deal of wonderful resume schablones, but youre going to include to choose if theyre more inclined to help or hurt the chance of landing an interview. Once an address isnt recorded, utilize a whole setup for your own speech, which makes sure to alert the perfect section. Likewise, in your professional summary you may use words like concern and care to spell out your background. Now you are in need of a cover letter. If youre sending out a pay letter or a work app, then it really is highly encouraged to deal with the individual concerned with a salutation. Just emphasize the most vital accomplishments to provide the hiring manager a very clear idea of who you are. Naturally, each job will call for various abilities and experiences, so make certain you read the job description with care and concentrate on the skills listed by the e mployer. The employer may want to know just what you want to get and the skills youre hoping to utilize. Every employer is searching for the candidate that has what it requires to be successful at work and permit them to reach their objectives. All you need to do is to show to the prospective employer you have the skills he is searching for in an administrative assistant. Youre asking for some work. You might be thinking, There are lots of jobs in my area. Your odds of getting the job can become very slim when it happens. Our resume builder provides you with tips and examples about how to compose your resume summary. The template includes a variety of color plans that improve every individual image or its possible to select certain colours and images that pull collectively the complete web page. It isnt hard to check out, and youll get started immediately. The web templates are primarily common curriculum vitae forms that are usually accepted by many businesses. In the pre sent time, software letter for hiring managers ought to be performed out particularly for just about every single program. There are lots of resume examples on the net, so all you should do is search for them. When youre asking for work, it is almost always better to use resume templates which have been specially designed to suit the objective. If your resume is longer than 1 page, we suggest that you edit it down to a single page. How to Choose Server Resume Samples An objective is just one of the essential elements of a waiter resume. In that instance, youve just arrive at the major dish The waiter or waitress work history section. An excellent waiter should have the ability to satisfy the requirements of the customer, even if theyre not being entirely affordable. When it has to do with the waitress abilities and duties, they are all the exact same, which means that you must have them all to be able to succeed.

Webinar Recording- The Step-by-Step Guide to Creating Improving Your Background Check Policy - Spark Hire

Webinar Recording- The Step-by-Step Guide to Creating Improving Your Background Check Policy - Spark HireWhen you look at your hiring process today, is there a step that includes a hintergrund check?This is often a seemingly unimportant part of the hiring process because as a professional, it is easy to feel like you know the person you are hiring. After all, you did go through multiple rounds of interviews before inviting them to join your team. However, if you are not conducting background checks on all of your employees, you are opening yourself up to unnecessary risk.While the process of creating or revamping your background check policy may seem like a daunting task, Curt Schwall from Employment Background Investigations is here to share with you why it is so important to have a policy, and also how you can create one today.Here is what you can expect to learnWhy Have a Policy?There are so many reasons why having a background check policy is important. By doing your due diligen ce on every employees background, you protecting yourself, your employees and your business against potential threats. You may not realize it, but you could also be opening yourself up to potential law suits should something ever happen with an employee that youve hired.So many potential problems can be easily avoided by having a background check policy in place.10 Steps to Create a PolicyCreating something thats new, from scratch, or revamping a process that is already in place, always seems like a daunting process. However, that doesnt always have to be the case. Curt will be sharing an easy to follow 10 step guide to walk you through creating a policy. By going through these steps, you can ensure that you are giving your business a solid first line of defense against potentially dangerous hires.Dont let your workplace become a statistic.Over 20 years of experienceCurt has experienced it all. With over 20 years of experience, all of his tips, tricks and advice has been tested and proven to work. Instead of trusting what you can drum up on a quick Google search, you can instead leverage the power of Curts experiences.Whether youre starting from scratch or seeking to improve upon your current background check policy, sign up for this free webinar. Take away a game plan of best practices for developing and improving your companys background screening policy.This webinar recording is packed with information you can start using today**Click here to get your recording**