Occasionally I’ve gone outside the boundaries of this blog and talked about management, not just pr and marketing. Since those posts always seem to get a ton of attention, I’ve decided to take the liberty of tossing in a few more for a “management monday” post here and there. After last week’s jobs report it may seen odd to start with interviewing tips. But despite the report, many of my small business clients ARE hiring again (and I think we’ll see that reflected in the numbers later this summer). So if you’re rusty on interviewing after a couple years of working just to keep the ship afloat, small business blogger Clair Schwan offers up some great advice! By Clair Schwan Let’s look at some useful tips on interviewing prospective employees. More specifically, let’s look at how to make the best use of your time before interviews even start. Interviewing potential employees is time-consuming, and picking good employees is essential, so we need to make effective use of our time to ensure best results from this important effort. If we screen our prospects, we’re likely to make better decisions in less time. And, the time we save can be invested in the finalists we choose to interview.
As many businesses grow, the hassle of managing employees grows along with it. Two of the hardest groups to manage for me were outbound sales and customer service. In the technology industry in the 1990's (which is where my management career started and ended) had few processes developed for inbound and outbound calls. In a small business, your "super admins" end up dealing with most of these things and often get burned out.
Many, many call centers existing in the United States that are affordable, well-managed and easy to integrate into your business. It's not all the stereotypical Indian or Malaysian call center that we've all come to dread. If you're overwhelmed because you've got more business than you can handle, you might want to consider outsourcing call centers as an option. But just what do they do?