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Table of Contents

Lead Story

Is hardware, not software, the true security solution?


Industry Update

NFC-Bluetooth contactless payment combo proposed

Heartland to comply with CFPB's request

TeleCheck settles with FTC


Rise and shine for mobile payments


Implications and rationale for new best practices

Ken Musante
Eureka Payments LLC


Street SmartsSM:
Best practice takes practice

Dale S. Laszig
DSL Direct LLC

Hiring employees � Part 1

Vicki M. Daughdrill
Small Business Resources LLC

The MFA: What payment pros must know in 2014

Adam Atlas
Attorney at Law

Company Profile

JetPay Corp.

Process Pink Payments LLC

New Products

ISO sales intelligence magnified


Easy ways to increase efficiency


Why mobile payment systems fail

Ralph Dangelmaier


Resource Guide


A Bigger Thing

The Green Sheet Online Edition

February 10, 2014  •  Issue 14:02:01

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Hiring employees � Part 1

By Vicki M. Daughdrill

Business is booming. Your dream of making a mark in the payments sphere is coming true. But you are working 14-hour days and struggling to meet the needs of your merchant customers. Your family is suffering. You need help. Perhaps it is time to hire a new employee.

Whether this is your first employee or your 1,000th, finding and hiring good, qualified people is always a challenge. Hiring capable employees is crucial to the success of a business, and most savvy business owners know the hiring process doesn't begin with the interview and end with the job offer. Hiring accomplished employees ensures that your company has the talent it needs to accomplish your mission and vision and attain long-term profitability.

Jim Collins' book Good to Great: Why Some Companies Make the Leap � and Others Don't stresses the importance of finding the right employee for the right position. He uses the apt analogy of a bus to represent a business. He said that while it is important to fill each position on the bus, it is more important to have the right person in the right seat on the bus.

Finding the right person for the job involves planning and considering the job prior to recruitment, interviewing and hiring, followed by an orientation that enables new employees to start strong with the company. Every penny counts in your business, and you cannot afford to make hiring mistakes.

Here are three steps to help determine the nature of the position you want to fill, the characteristics of the employee you seek and how to recruit prospects to interview.

1. Decision making

Determine whether you need to hire a new or replacement employee. Ask yourself:

2. Evaluation

Once you determine that you need a new employee, and you decide on the type of employee you want, here are decisions and actions required before the recruitment phase:

3. Recruitment

Recruiting techniques change frequently. In past years, the local daily newspaper was always the first choice for posting jobs. Today, the newspaper isn't even on a job seeker's radar. Here are several contemporary ways to recruit qualified potential candidates:

Robert Half said, "Time spent on hiring is time well spent." Nothing is more costly to your business than hiring the wrong employee. Take time to plan, evaluate carefully and recruit skillfully to select the best employee for your business. In Part 2 of this series, I will discuss screening applicants, conducting the interview and the selection process.

Vicki M. Daughdrill is the Managing Member of Small Business Resources LLC, a management consulting company. E-mail her at or call her at 601-310-3594.

Notice to readers: These are archived articles. Contact names or information may be out of date. We regret any inconvenience.

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