Hiring the right people for your business makes an enormous difference to the output you get from them. A high performing employee will be 2 or 3 times as productive as an average employee. There’s no denying that resumes matter, but selecting a candidate is hard, especially when the decision must be based on the available information. PXT Select Solutions changes that. Here’s a quick overview. What’s PXT Select? PXT Select is a selection assessment that promises to ‘fill the gap’ between resume and interview. For example, if you are trying to understand whether a candidate is the right fit for the role, you can use the test to generate actionable data. Hiring and recruiting people needs to be a smart process, because it is more than just about filling up the roles. It is important to find people, who are able to do the job and would be engaged and satisfied doing the job. PXT Select brings the best of assessment technology, which helps in generating informative reports that help the recruiters and hiring managers.

The following informative reports can be generated using PXT Select -Comprehensive Selection Report. How well does the candidate fit the job? Providing a thorough view of candidate data, this report focuses on Candidate Fit, Performance Model, and Interview Questions. -Multiple Positions Report. This report basically helps in filling up the open positions by considering candidates for roles and then assigning them the role that they are best suited for. -Multiple Candidates Report. Consider behavioral traits, interests and skills of multiple candidates at the same time with this report. Compares candidates as to their overall job suitability. -Performance Model Report. Know what you qualities you are looking for by gaining a deep insight into the ideal candidate with this report. -Team report. This report allows you to explore how a candidate may fit into the existing team and how his/her presence changes the strengths and dynamics of the team. -Manager-Employee Fit Report. You need to ensure that the new recruits work well with the current manager, and this report helps with that. -Individual’s Feedback Report. Instead of sharing scores, this report gives an insight to the candidates’ behavioral style, and your company can choose to share this report with candidates. -Coaching report. Coaching a new employee to his/her full potential is another requirement of good management.

The coaching report allows your current managers to see the new employee’s developmental needs. Should you invest in PXT Select Solutions? There’s no doubt that PXT Select Solutions will help companies hire employees with the best fit for the position. The hiring process does get simplified to a considerable extent. While you can always assess people by what they write on the resumes or how they answer questions during an interview, it is important to consider the objective, more predictive information also. You want to hire people who will have long tenure, greater engagement and higher performance. PXT Select Solutions helps smaller businesses find the right fit for the open roles. Contact HireSmart, LLC at 480.205.7291 (mobile), a PXT Selection solutions provider, to gain strategic advantages over your business competitors. Contact US: https://www.hiresmart.net/ Phone: 480) 503-2945 FAX: (866) 296-4277 Email: Neil.Clark@hiresmart.net

When any person is charged of doing any criminal activity, generally he is arrested and taken to jail. If we are talking about their bail to release him from jail, if trial date is pending the person must be bailed out or can also pay a bail through a company providing bail services. Here are main three facts that one must know before hiring any service of this kind.Meaning of Bail Bond.A bail bond is typically in use when any imprison individual got order from the judge to give bail prior to being release before the start of trial. Once the bond is posted for the individual then the person is removed from police custody until the final outcome.

If the person does not come to court on the trial date then the money forfeited and the down payment that was filled also lost.What kind of agencies provide Bail bond?When any one is looking for bail bond services or any company that provide bail bond services then basically one is looking for what is called licensed bail bond man. These companies are specially provide bail bond services and make sure that the client should not have to face any kind of problem. Generally these companies charge 10% of bail amount as their fee.What is the main work of these companies?The main purpose of these bail bond companies is to make certain that their client get copies of all signed documents regarding to their case, to provide all information regarding their bond amount and also provide all refundable services.

One from the most famous aspects of these firms are bounty hunters which are popular by TV shows for decades. These are mainly hired to locate and return the accused to trial before the actual time of forfeiture. When this happens it is basically called skipping bail which causes the court to issue a warrant.A bail bondsman should always back crime and criminal attractiveness bonds as a result of they need markedly higher amounts. These skilled bondsmen conjointly handle federal and immigration service of bail bondsmen is predicated on each commitment and suspicion. Their job is to back the money commitment of the one that has been in remission, with the understanding that they are conjointly protective to the general public.

Executive SummaryMobile subscribers in China surpassed 600 million in June 2008, and there is no sign that the growth will stop. In other words, about 150 million new users have subscribed to the service for only one and a half years since December 2006, when the total figure reached 450 million.The Ministry of Industry and Information Technology of China announced that the mobile users in China amount to 627 million as of October 2008, while the average net subscriber addition a month posts 8 million until October 2008. By 2020, the total number is expected to surpass 1 billion.Accordingly, mobile users in China will be 640 million at the end of 2008. At this juncture, ROA Holdings identifies key issues of the Chinese mobile market in late 2008 and provides an outlook for 2009.Table of Contents :Executive Summary1. Continuing Surges in Mobile Subscribers 1.1. Mobile Penetration Rate and Users by Provinces in 2008 1.2. Subscriber Growth in 20082. Key Issues in Late 2008 and Outlook for 2009 2.1. Beijing Olympics and Pilot Service of TD-SCDMA 2.2. Controversy over Mobile TV Standardization and Existing Black Mobile Market 2.3. Telecommunications Market Restructuring and Issuance of 3G LicensesGlossaryList of Figures[Figure 1] Mobile Users by Provinces in October 2008 [Figure 2] Mobile Subscribers in China (January – October, 2008) [Figure 3] Locations of Ten TD-SCDMA Pilot Cities in China [Figure 4] Restructuring Flow and CEOs by CompaniesList of Tables[Table 1] Mobile Users and Penetration Rates of Provinces in October 2008 [Table 2] Ten TD-SCDMA Pilot Cities and Infrastructure ProvidersFor more information, please visit :Contact: Sanaa.918149 852585Tel. No. +912227453309Email:jenniffer@URL:

No suit. No tie. No problem these days.

The casualization of office attire started before the pandemic, but COVID took it to a new level as many employees worked remotely.

Now as employees return to the workplace, business casual seems to be the predominant theme, but companies would be well-advised to remind employees of dress code expectations to avoid problems later on, experts say.

‘Be proactive’

“My advice to employers is to be proactive,” says Domenique Camacho Moran, a partner at Farrell Fritz in Uniondale. “Tell employees on a regular basis what you expect.”

During the summer, it’s okay to remind staff ‘we don’t want beachwear,’ she says. Many employers, including her own law firm, she says, have moved to business casual.

But even that could be open to interpretation if employers are not clear, says Moran, noting, “business casual has been redefined industry by industry.”

For example, business casual at a law firm isn’t ripped jeans and graphic T-shirts but could be dockers and golf shirt with a belt, she says.

Relaxed policy may continue

Kahler says dress codes were relaxed before the pandemic and will likely be more relaxed as employees return to work.

But she doesn’t think it will go to the degree where employees will be wearing home attire like sweats.

“A lot of people do a mix of working from home and working from the office and dress codes will reflect that,” Kahler says.

Dressing down for charity

The firm also allows jeans on Casual Fridays, which is tied to a fundraiser element. Every Friday each employee contributes $5 to dress down. Contributions are matched by the firm and donated to a charity each quarter, Wyetzner says.

To be sure, business casual is here to stay and is being considered a perk by many employers, says Jeff Agranoff, human resources consulting principal at Jericho-based Grassi Advisors & Accountants.

It’s a perk at Grassi too,, he says, noting, “we’ve always had flexibility in our dress code.”

Four years ago the firm adopted business casual. Then two years later jeans were allowed when appropriate with a professional top. The firm’s now transitioning to a “Dress for your day” policy that came out of the pandemic as half of their employees are still on a hybrid work schedule.

Agranoff stresses that even if you’re on a Zoom call with a client you’re expected to dress appropriately.

Uniform enforcement

Employers have the right to adopt dress code policies and enforce those policies, Moran says, adding, enforcement is typically in the form of counseling, warning or, if necessary, the termination of employment.

Any dress code policy, Hyland says, should also be uniformly enforced. Make sure it’s not gender-biased, meaning don’t put stricter dress code requirements on women than men or vice versa, she says.

Adds Moran, employers also should provide reasonable accommodations for a disability or religious reasons.

And be mindful of who’s having the conversation if there’s a violation. Ideally it should be Human Resources.

“You want to avoid a sexual harassment issue, Moran says.

source :newsday.com