Best printers for Home

Best Mixer Grinder

Best wired Earphones

Best 43 Inch TV in India

Best Wi Fi Routers

Best Home Theatre in India

Smart Watch under 5000

Best Laptops for Education

Best Laptop for Students

Indian National Congress candidate list for Maharashtra State election 2019

Indian National Congress (INC) candidate list for Haryana Vidhan Sabha elections 2019

Congress (INC) winner candidate list for Lok Sabha elections 2019

<ul class="summary-list"><li>Staffing expert Mandy Gilbert says startups shouldn't try to save money by hiring junior employees first.</li><li>New businesses should instead invest early in senior-level employees to help maximize growth.</li><li>Creative candidates and go-getters also make great early hires because they're eager to take on challenges. </li></ul>As a lifelong <a href="https://www.inc.com/melanie-curtin/5-things-you-didnt-know-recruiters-look-for-on-your-resume.html">recruiter</a>, starting my business at 27 years old meant I could finally hire my dream team. But with only $8,000 seed money and a bootstrapped mentality, I found myself toying with the idea that so many <a href="https://www.inc.com/martin-zwilling/7-principles-for-new-entrepreneurs-to-balance-passion-logic.html">entrepreneurs</a> struggle with - hiring <a href="https://www.inc.com/cameron-albert-deitch/fix-meetings-young-staffers-ask-a-20-something.html">junior employees</a> on the cheap, thinking that you can train them up to eventually be able to take on more responsibilities. However, no matter how clichéd it may sound, time is money, which is especially true when you are an entrepreneur. With the weight of launching a successful <keyword id="138263" type="PERSON" weightage="60" keywordseo="startup">startup</keyword> resting on your shoulders, you are going to need people around you who subtract to your workload now, not a promise of a lighter load down the road.Not sure how to start hiring your core team? These are the three employees you should invest in and hire now when starting a new business. <h2>1. Someone way smarter than you</h2>Unless you are one of the lucky few with startup capital to burn, money is always going to be tight when launching a new business. However, having gone through the process myself, I strongly recommend investing what you do have in your team and having your first hire be a senior-level employee. Senior leadership roles elevate your company, even in its infancy. These are the team members who you can lean on for advice and counsel, and who you can count on to perform at a high level right away with minimum handholding. Focus on quality over quantity, and don't be intimidated by candidates who you think are smarter than you. It's often those senior employees that get in on the ground floor who shape your business the most, so be choosy and don't be afraid to wait to hire the right person - even if it means reposting your job listing or conducting multiple rounds of interviews.<h2>2. An enthusiastic go-getter</h2>Once you have established your leadership team (even if it's just a team of one or two), it is time to build out your junior staff. With any startup, you are looking for candidates who are natural go-getters and can jump in on any project, even if they have never done that task before. Look for someone positive, motivated, and who challenges you to think differently. These <a href="https://www.inc.com/bill-murphy-jr/these-9-creative-interview-questions-evoke-crucial-insights-about-any-job-applicant-ask-them-before-you-make-an-offer-youll-regret.html">interview questions</a> are great to measure how creative a junior candidate can be.<h2>3. A lawyer you can trust</h2>If there's one place you shouldn't skimp when determining hiring costs, it is finding a reliable employment lawyer for your new business. From reviewing your company handbook (every company, no matter how small, needs to have one) to going over contracts, an employment lawyer you can trust is vital to the success of your startup. Finding one means going beyond a simple Google search for "top employment lawyers in my area." Do your research, ask fellow entrepreneurs for recommendations, and follow up with reference checks. It may be one of your most costly line items in the beginning, but the benefits of finding a great lawyer early are invaluable.

The first 3 people you should hire when starting a business, according to a recruiter

<ul class="summary-list"><li>Office culture is important to people in their job search, says employee engagement and diversity expert Bernard Coleman.</li><li>Businesses can attract new talent by proving they care about what matters most to future employees.</li><li>Coleman believes recruiters can source better talent by expanding their search pool and engaging with those that's right for their company.</li></ul>When it comes to <a href="https://www.inc.com/magazine/202002/coeli-carr/hire-recruiter-agency-headhunter-candidate-job-board.html">recruiting</a> well, it is an art as much as it is a science. Unfortunately, many organizations aren't unlocking the full power of recruiting, and are settling by using outdated processes.To <a href="https://www.inc.com/jessica-stillman/reports-americas-best-brightest-dont-want-to-work-at-big-tech-companies-anymore.html">attract the best and brightest</a>, you need to make sure your recruiting <keyword id="6363690" type="UNKNOWN" weightage="100" keywordseo="Strategy">strategy</keyword> and team are up to the challenge and are <a href="https://inc.com/marcel-schwantes/new-study-reveals-4-steps-companies-need-to-take-to-create-a-winning-workforce.html?_ga=2.257605196.695998756.1614953199-989504438.1614008491">up-to-date</a> for what the future of <keyword id="6359973" type="PERSON" weightage="60" keywordseo="recruitment">recruitment</keyword> will look like. So if your organization really wants to succeed, your recruiting needs to level up, and fast. Here are four essential ways to supercharge your recruiting.<h2>1. Change where you look for talent</h2>A lot of recruiters look for talent in the exact same places: the same universities, the same companies, etc. Instead, sourcing should be like fishing: Cast a wide net and go where the fish are. Because if every recruiter is sourcing from the same places, they are effectively overfishing and creating a perception of scarcity. The perception of talent scarcity typically comes from a combination of three elements: overtaxed pipeline, lack of knowledge, and speed over precision. All three elements are solvable. First, expand the search to find more talent by looking in new places. If you normally recruit at schools, change it up and choose new alternatives like historically Black colleges and universities (HBCUs) or Hispanic-serving institutions (HSIs) that match your general skills and needed criteria. Second, study up on the type of talent you're seeking and find where they congregate. Simply put, go where the talent hangs out virtually and in-person to build presence and relationships. Further, deploy more complex Boolean searches to achieve richer results on websites like LinkedIn. The greater specificity, the better. Finally, proactively build pipelines to create evergreen channels instead of reactively starting new searches.<h2>2. Better define your employee vision proposition</h2>Talent naturally wants to know what it's like to work at your company. They'll look at the company website, read Glassdoor and other places that convey the culture so the employee value proposition (EVP) needs to be crystal clear. Talent needs to know what the company stands for, what the company is committed to, and they want to connect to the mission beyond the boilerplate language.People are interested in <keyword id="3864760" type="PERSON" weightage="60" keywordseo="diversity-and-inclusion">diversity and inclusion</keyword>, in what office culture feels like, how people treat one another, to know they'll be engaged and set up for success. Overall they want to know the entirety of the employee experience. That's why the EVP must be clearly understood in words but also in actions. Organizations have one time to make a great impression.<h2>3. Go beyond LinkedIn</h2>LinkedIn is a powerful tool. But used in isolation, it is an incomplete plan, and over-reliance on any one tool is a limiting strategy. Great recruiting requires a differentiated approach. You should use different tools because all talent isn't listed on LinkedIn. Try using Twitter lists, where you can follow certain industries like technology and sub-categories to find different ways to connect to candidates. Leverage Slack and explore the numerous communities to informally source and start up conversations with passive candidates.Using all the tools, you can have improved outcomes and find talent that's off the beaten path.<h2>4. Gatekeeper versus door opener</h2>Recruiters have a great deal of influence and should lean into how they can maximize the recruiting experience. Recruiters are the first people talent meets and should act as door openers to opportunity, as opposed to gatekeepers.Roz Francuz-Harris, director of technical recruiting at Zillow and host of the podcast Y'All Hiring, put it well when she said to be mindful of your impact on job seekers at one of their most vulnerable points in life. When you act in a way that is either elitist or not fully transparent, it creates an image of a gatekeeper. As a recruiter, you want to be talent advisors to clients, add value, and be an asset to the business.As much as you are interviewing the applicant, they are interviewing you and gauging the acceptableness of the culture. At the end of the day, as the saying goes, you're not just recruiting employees, but are sowing the seeds of your reputation.

4 ways businesses can better attract and recruit new talent

Amid tensions with the government, <keyword id="6354616" type="UNKNOWN" weightage="20" keywordseo="Twitter">Twitter</keyword> has appointed a Resident Grievance Officer, days after it designated a chief compliance officer, as it also released its first India Transparency Report to meet the new IT rules. The US social media giant's website has listed Vinay Prakash as the new grievance officer, providing contact details and procedure for users to report potential violations of its rules and terms. Twitter had previously appointed Dharmendra Chatur as its interim grievance officer for India after the new IT rules came into force on May 26. However, Chatur stepped down within weeks of taking over the key role. California-based Jeremy Kessel was named as India's grievance redressal officer, on the platform's website - although the appointment did not meet the requirements of IT rules that clearly mandate key officers - grievance officer, chief compliance officer and nodal officer - to be resident in India. Twitter's website on Sunday showed Vinay Prakash as the Resident Grievance Officer (RGO). Users can contact him using an email ID listed on the page. "Twitter can be contacted in India at the following address: 4th Floor, The Estate, 121 Dickenson Road, Bangalore 560 042," the page further said. Prakash's name appears along with Kessel, who is the Global Legal Policy Director, and is based in the US. Twitter did not share additional details of the new resident grievance officer. Twitter has also published its maiden compliance report. In its India Transparency Report: User Grievances and Proactive Monitoring July 2021 report, Twitter said it had received 94 grievances and "actioned" 133 URLs between May 26 and June 25, 2021. Twitter said the majority of complaints received via Grievance Officer - India channel during the reporting period fell into categories including defamation (20), Abuse/Harassment (6), Sensitive Adult Content (4), Impersonation and privacy infringement (3 each), IP-related Infringement (1), and Misinformation/Synthetic and Manipulated Media (1). In addition to this, Twitter processed 56 grievances which were appealing Twitter account suspensions. In a separate category - '<keyword id="11616040" type="UNKNOWN" weightage="20" keywordseo="proactive-monitoring-data">Proactive Monitoring Data</keyword>', Twitter said 18,385 accounts were suspended over the issue of Child Sexual Exploitation, Non-Consensual Nudity, and similar content, while 4,179 accounts were suspended for <keyword id="3208352" type="PERSON" weightage="20" keywordseo="Promotion-of-Terrorism">Promotion of Terrorism</keyword>. However, the 'Proactive Monitoring Data' -- content proactively identified by employing internal tools and industry hash sharing initiatives -- represents global actions taken, and not just actions related to content from India. Twitter noted that going forward, it will publish this report on a monthly basis and that it will make improvements over time, based on feedback received from the government, or in accordance with internal changes that allow it to provide more granular data. Under the new IT rules, large digital platforms (with over 50 lakh users) are required to publish periodic compliance reports every month, mentioning the details of complaints received and action taken thereon. The new IT rules are designed to prevent abuse and misuse of digital platforms, and offer users a robust forum for grievance redressal. Under these rules, social media companies will have to take down flagged content within 36 hours, and remove within 24 hours content that is flagged for nudity and pornography. Non-compliance with the IT rules would result in these platforms losing their intermediary status that provides them immunity from liabilities over any third-party data hosted by them. The rules also mandate appointment of three key personnel - grievance officer, chief compliance officer and nodal officer. These officials need to be resident in India. The Indian government had confronted Twitter over deliberate defiance and failure to comply with the IT rules, despite repeated reminders. Twitter -- which has an estimated 1.75 crore users in India -- lost its legal shield as an intermediary in India, becoming liable for users posting any unlawful content. Ashwini Vaishnaw, who has recently taken charge as Information Technology Minister, had on Thursday said all those who live and work in India will have to abide by the rules of the country. On the same day, Twitter had informed the Delhi High Court that it has appointed an interim chief compliance officer (CCO), who is a resident of India, and that it will make an endeavour to fill the regular position within eight weeks as per the IT rules. In an affidavit, Twitter had said "Twitter has posted publicly a job announcement for a CCO as a direct employee and is accepting applications at this time. Twitter will endeavour in good faith to make an offer of employment to a qualified candidate to fill this position within 8 weeks". Earlier, Twitter had advertised for filling the positions of Chief Compliance Officer, Nodal Officer and Resident Grievance Officer in India on the careers section on its website. The Delhi High Court had granted two weeks' to <keyword id="308642" type="COMPANY" weightage="20" keywordseo="Twitter-Inc">Twitter Inc</keyword> to file an affidavit, notarised in the US, on compliance with the IT rules and had made it clear that it was not extending any protection to the microblogging platform. The High Court had said the centre was free to take action against Twitter Inc in case of any breach of the IT rules. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/cryptocurrency/news/anthony-hopkins-new-film-will-be-sold-as-an-nft-heres-what-that-means-for-creators-and-the-ones-buying-it/articleshow/84289910.cms">Anthony Hopkins’ new film will be sold as an NFT — here’s what that means for creators and the ones buying it</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/tech/news/jio-fastest-in-4g-download-speed-with-21-9-mbps-vodafone-idea-tops-in-upload-as-per-trai-data-for-june/articleshow/84271805.cms">Jio fastest in 4G download speed with 21.9 mbps, Vodafone Idea tops in upload, as per TRAI data for June</a>

Twitter releases its first India Transparency Report under new IT rules

<ul class="summary-list"><li>The <keyword id="185547" type="ORGANIZATION" weightage="60" keywordseo="National-Enquirer">National Enquirer</keyword>'s parent company, A360, has agreed to pay the FEC $187,500.</li><li>The agreement acknowledged that <keyword id="1330631" type="ORGANIZATION" weightage="60" keywordseo="American-Media-Inc">American Media Inc</keyword>. broke campaign finance laws in 2016.</li><li>It paid $150,000 to the Playboy model Karen McDougal in a "catch-and-kill" operation to help Trump.</li></ul>A360 Media LLC., the parent company of the Trump-aligned tabloid National Enquirer, has agreed to pay the Federal Election Commission $187,500 for breaking campaign finance law during the <keyword id="2799595" type="PERSON" weightage="60" keywordseo="2016-election">2016 election</keyword>, <a href="https://www.wsj.com/articles/national-enquirer-parent-ex-ceo-fined-for-breaking-election-law-in-2016-campaign-11622586108?mod=e2twp" target="_blank" rel="noopener">The Wall Street Journal reported</a>.The agreement between A360 and the FEC relates to the former's role in a "catch-and-kill" operation in which it purchased the rights to a story in which the former Playboy model Karen McDougal alleged that she had an affair with then-Republican presidential candidate <keyword id="6354484" type="PERSON" weightage="60" keywordseo="Donald-Trump">Donald Trump</keyword> in the 2000s. In the agreement, dated May 17, the $150,000 payment was described as an illegal corporate campaign contribution, according to the Journal.This week's development comes more than two years after federal prosecutors said that American Media Inc. - the name A360 previously went by - paid McDougal because it wanted to "suppress the model's story so as to prevent it from influencing the election."Prosecutors also said in a joint nonprosecution agreement released with American Media Inc. that the payment was made "in cooperation, consultation, and concert with ... one or more members or agents of a candidate's 2016 presidential campaign."McDougal was the second woman to file a lawsuit to get out of a nondisclosure agreement with Trump; the first was the adult film actress Stormy Daniels, whose allegations are at the center of an ongoing Manhattan district attorney's office investigation into whether the Trump Organization ran afoul of state laws.Specifically, state prosecutors as well as investigators from the New York attorney general's office are examining whether the Trump Organization broke the law when it facilitated the payment to Daniels. The Manhattan DA's office scored a major victory when the Supreme Court in March cleared the way for it to obtain eight years of Trump's tax records.According to court filings, prosecutors are scouring the former president's finances as well as those of his sprawling real estate empire to determine whether they inflated or deflated the value of their assets for loan and tax purposes.Allen Weisselberg, the Trump Organization's longtime chief financial officer, is also said to be a <a href="https://www.businessinsider.com/manhattan-prosecutors-subpoenaed-trump-organization-allen-weisselberg-bank-records-nyt-2021-3" target="_blank" rel="noopener">key figure of interest</a> for prosecutors, who have been working to <a href="https://www.wsj.com/articles/prosecutors-seek-cooperation-of-trump-confidante-subpoena-manhattan-private-school-11620921963" target="_blank" rel="noopener">secure his cooperation</a> for several weeks now. They've also spoken to Weisselberg's former daughter-in-law, Jennifer, as part of the investigation, and she <a href="https://www.businessinsider.com/jennifer-weisselberg-refuses-to-be-silenced-trump-investigation-manhattan-da-2021-3" target="_blank" rel="noopener">told Insider</a> that she's cooperating with the inquiry and has already turned over several boxes of documents.

The publisher of a Trump-aligned tabloid agreed to pay the FEC nearly $200,000 for violating campaign-finance law during the 2016 election

You Searched For "inc candidates" and got 7 results

Indian National Congress candidate list for Maharashtra State election 2019

BI India Bureau

Indian National Congress (INC) candidate list for Haryana Vidhan Sabha elections 2019

BI India Bureau

Congress (INC) winner candidate list for Lok Sabha elections 2019

BI India Bureau

The first 3 people you should hire when starting a business, according to a recruiter

Mandy Gilbert

4 ways businesses can better attract and recruit new talent

Bernard Coleman

Twitter releases its first India Transparency Report under new IT rules

PTI

The publisher of a Trump-aligned tabloid agreed to pay the FEC nearly $200,000 for violating campaign-finance law during the 2016 election

Sonam Sheth

Popular Keywords

Buying Guides