Now let's talk about the schemes CALCULATION deneg.Shema number one. Simple. In this scheme, you get, for example, 0.3 percent of the total of all shipments. Ben Horowitz gathered all the information. This option works in enterprises with fixed prices, and large shipments. It's simple, but to form a statement on its own, as the counterparty to 1c, see the amount of shipments and multiply by 0.3%. Do not forget that you can deduct the receivables! May also take into account the coefficient of the plan. Everywhere it is different, and if you honestly where to give money to which you nakopytil, then where the account plan, often cut by 30 percent due to failure of the plan. 2.
The second scheme is complicated, well, or someone like I am in economics (or finance it?) Is not strong. And so, the scheme is more puzzling, therefore, provides the employer more opportunities to cheat you. It all depends on the interest of profitability. That is from the cheats that you threw in the price. Example 1. Erundovina provider is 10 000 rubles. Transportation in such amount not less than 9-10 percent of the cost of goods.
Hence the goods will cost 10,000 rubles. 10% = 11000 USD. Premium, for example, made of 35%. Consequently, profitability is 35 percent, ideally. So 11 000 + 35% = 14 850 rub. It's selling price to the customer. He took this erundovinu and paid the money. We can assume what we get. Assume that you will receive 10 percent of the profits.
Too he road for us to literally and figuratively … In an interview: do not talk in vain, more listen. Please take into prepared answers to possible questions of the candidate. Not painted the job, but tell me and ask. Dig deeper. Starbucks addresses the importance of the matter here. Let candidate to "sell" themselves. While most people are open to new job offers, be prepared for failure.
One of the favorite of our responses to the "no" candidate "and that is why we need to talk." Maintain interest and created intrigue. Most people would agree to continue the conversation, if you will be quite persistent, resourceful, and provide a rationale for a conversation with you. Ask something like: "You understand that taking long-term solution based on a summary? ". This raises many. The best of the best skill prodazhnikov – ability to work with breakdowns of clients, recruiting turns from the manipulation of search motifs. Learn more about this topic with the insights from Douglas R. Oberhelman. Help him to make choices and decisions. Suggest it to evaluate your proposal for a set of criteria prepared in advance or on our 10-factor system.
Convincing candidate for evaluating all of the vacancies and not to rush response. Willed members of his neighbor, ie the competitors of your client. Use all kinds of search, and all approaches. Call them and tempt them. Love them and ask them advice and guidance. The transition from man to man and then opens you the truth … J evaluate candidates for it, and not by their looks and ability to apply yourself. Do not make an official Job Offer, until he received the prior consent of the candidate. Let it first wants. Simply get to think about what should be a contract, under what conditions, he may get a new job … Remember the rule 330. Turning to the potential candidates, break his sentence into 3 parts: 1) the compensation package and the quality of life, and 2) the prospect of career development, and 3) new knowledge, skills and abilities. Compares his new proposal with the work that the candidate has now, look and shows growth for each item. For example, 10% – the first, 15% – on the second and 5% – on the third item. Always in the aggregate must be at least 30% improvement (better – 50%). Otherwise, you're nobody zainteresuesh. The candidate must understand that the new work at least 30% better. Help him in this. Do not get hung up on money, working with tops. Someone who not actively looking for work – suits his salary. Passive candidates more interested in new job, position, salary and not a new …
And if you look at the root of this is the first and most important, fundamental difference between "1S" and "BuhSoft" programs. But based on what has been said of this difference can not be strongly argued that one of the programs better, the other will necessarily be worse. In each situation, a better use of accountants to software "1C" in other cases, probably more suitable if "BuhSoft." In simple terms this situation we can say this. For more information see Howard Schultz. If you need to make the individual characteristics of your accounting, then surely you faster suitable program of "1C", with a subsequent increase in programmers. But this individual will have to spend money very well. If your account is normal and typical, then the set of arguments in favor of our ideal programs "BuhSoft" there is still more. And let's say, there is always competition programs in the niche market, which could and should present the basic configuration software "1C".
The rest – it is vital fundamentally different price categories, and so we're different from everyone else. You consider it a further downloading or purchasing and compare the program owners. Promptly download you can move on BuhSoft link. Program there is no need to setup and trust us, works exclusively. All the settings are already installed and considered strictly in accordance with applicable law, RF All you need to do to the user – is to make information about its accounting policies accounting. Have the right to print in hard copy this accounting policy for accounting and tax accounting.
Weak skills in searching some search programs are so complicated that most managers and recruiters using only the most basic of its features without bothering advanced study. Laziness and inability to thoroughly “prosherstit” the entire database is based on the mistaken belief that “the number is always transformed into quality.” In our case it is not. 10 000 candidates in the database does not mean that there necessarily There are 3 required (and willing to change jobs!) at this point specialist …. 7.
The advantage of “passive” candidates. Because corporate recruiters are becoming more advanced, they often focus on finding among workers, the so-called passive candidates at the expense of actively seeking work. They assume that once a candidate is interested and has sent his resume, he was not going anywhere and he will declare itself. So do not hesitate to remind yourself. 8. It’s not my job. If an applicant claims a leadership position, on which work farmed out to recruiting agencies, the chances of it as insignificant.
In internal recruiters lack of work and being distracted by something for which the company pays money to others, they have no time. Let the agency work out their fees, they have their own databases and sources believed to HR. It is unlikely that the companies would disclose such secrets, however, little understanding of this part of the process Recruiting will help you be more tolerant of recruiters. How to make your resume has become obvious to recruiters? – You must have a resume in several formats: text, WORD and HTML (the so-called virtual, WEB-summary). By sending a letter potential employer in the message body put the text version, WORD (RTF) – version – in investing. A link to the WEB-CV do in a brief cover letter. – The summary should be loaded with ‘key’ words, especially the job titles and their synonyms, in which your resume may seek domestic and global search programs. – Try to formulate clearly and correctly resume objective, ie what position and what sphere of activity You would like to receive. Inadmissible statements like “Getting interesting, high-paying jobs,” or the banality of the “Find a use of their knowledge, skills and acquired skills in the exciting emerging companies. Have the moral satisfaction from work and get a decent and stable salary. ” The fact that he could write 100% of other applicants, you can not give. – The summary should be saturated with facts / accomplishments / results. Your success – That’s what really sells your prospective employer and not a simple job description. In addition, the description of the results has more to do with keywords. Check and add the key points summary word for which you can presumably look. – Your resume should be visually appealing and graphically flawless. Fuller use of the computer: different fonts, underlining, spacing, alignment, formatting, colors … but do not overdo it. – Seriously consider writing a text in “Subject” line. Use your full name and title of the desired position.