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Caught In the Act!
I have worked relentlessly to keep this Blog apolitical. For at least two reasons: (1) We are about enterprise management. (With a few VT farm pictures thrown in from time to time.) (2) When a Blog "turns political," then intemperate remarks become the norm—I have spent the better part of the last two months beating up people of every stripe over intemperate language used concerning our presidential candidates.

Viral Marketing – Give your Advertising a Life of its Own!
Viral Marketing is marketing that has a life of its own - multiplying it's recipients as it spreads - rather like a virus actually. Viral Marketing is the creation of a message or ebook that is self-perpetuating and hence distributed exponentially after its release. Each receiver likes the email or message so much that they pass it on to one or more of their friends or family.

What Every Manager Can Learn From Barack Obama
First of all, let me start out by saying that this article is NOT in any way an endorsement for Barack Obama. It is merely my observation and opinion, nothing more. In my opinion, one of the most important qualities of a good manager is the ability to organize.

Other presidential candidates Related Articles

NEW HIRES: HOW TO FIND THEM, HOW TO KEEP THEM
How do you reduce turnover? One way is to eliminate much of the subjectivity of the selection process. Once an employer has attracted a pool of qualified candidates for a job opening, choosing the one candidate that best fits the job is often the result of subjective processes. Companies typically spend hours objectively analyzing the benefits of purchasing a new piece of equipment, but they often spend far less time interviewing candidates, the results of which are often based on subjective feelings as to which candidates seem to be the best.

Council on Foreign Relations Tracks 2008 Candidates on Africa Policy
One of my all time favorite publications, dealing with economics and international affairs, is the Council on Foreign Relations (CFR) . I have been reading this journal for almost a decade and view it almost in the way that I’d view an encyclopedia. So you can imagine my enthusiasm for them drawing attention towards U.S. Policy Toward Africa. In this instance what they have done is created a tool that can be used to summarize the views and records of each presidential candidate for the 2008 US elections. CFR has named this tool the Issue Tracker -The Candidates on U.S. Policy toward Africa.
A New Approach to Applicant Attraction and Selection
Regardless of the stage of the economic cycle and the availability of candidates for jobs, employers need to make the best hiring decisions possible for the dollars they invest in attracting and screening job candidates. This is far more easily said than done, unless the employer is willing to take a new, objective look at how to attract and handle job candidates in general.

Learn How To Interview Applicants
So you are hiring new employees and have narrowed your stack of resumes to the 10 or so top candidates, now it's time to start setting up interviews. If you dread this portion of the process, you're not alone. Fortunately, there are some ways to put both yourself and the candidates at ease - and make sure you get all the information you need to make a smart decision
Democrat/Republican HR Positions – Election Preview
Earlier this year, Astronology examined the views of our presidential candidates in preparation for Super Tuesday. As voting day closes in on us, it’s imperative that we visit the political subject again. How does this year’s presidential campaign affect the world of Human Resources? With our magnifying glass at the ready, we took an even closer look at our two candidates, examining where they stood in February, and where they stand now.
Caught In the Act!
I have worked relentlessly to keep this Blog apolitical. For at least two reasons: (1) We are about enterprise management. (With a few VT farm pictures thrown in from time to time.) (2) When a Blog "turns political," then intemperate remarks become the norm—I have spent the better part of the last two months beating up people of every stripe over intemperate language used concerning our presidential candidates.

Five Strategies To Reduce Your Recruiting Costs
Economic concerns are causing many businesses to look at all operating costs and find ways to reduce expenses, including the cost of finding and hiring qualified candidates. If using a recruiter doesn't fit in your budget right now, and expensive advertising is yielding so many resumes from unemployed candidates who are desperate for work that you can't manage the inflow, here are five strategies you can implement immediately to reduce your recruiting expenses and find qualified candidates.
The Physics of Recruiting- Be A Magnet for Talent
If YOU (as the recruiter, HR, or hiring manager) are being the magnet, then you should be able to attract the "right" candidates and repulse the wrong candidates. Are you with me? So, as you go through your slate of candidates, you don't necessarily want the candidates you think are saying all the right things. Anyone can practice to do well in an interview. What you need to be looking for are those candidates who have the experience on paper AND who can bring something different to the organization.
10 Reasons - Don't Worry When Sales Candidates Don't Take the Test
We instruct clients to have their sales candidates take the Sales Candidate assessment very early in the recruiting process. It's the first step after the client receives their resumes. Clients carefully spell out exactly how the entire process will work and explain that the assessment is simply the first step. Recent statistics show that only 34% of the candidates are taking the assessment without additional prompts. Isn't that awful? Maybe - let's explore it further. We should consider that the following ten scenarios are all possible reasons why candidates fail to complete the assessment:
5,000 Reasons to Hire Salespeople Today
It has suddenly become far more difficult to find quality candidates. Fewer resumes are flowing through to hiring managers and a higher percentage are from candidates that simply don't have what it takes. How do I know? The percentage of recommended candidates compared to those who aren't recommended has changed dramatically in the past 4 months. The good news is that companies are extremely optimistic right now, they are hiring salespeople in large numbers and they should be!
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