How to win at the interview -

How to win at the interview - Do you win a blue ribbon at your interviews? John Kalusa is a nationally recognized writer who speaks about corporate sales, recruiting, and personal career management. With over 25 years of experience as a strategic recruiting, human resources, and sales and marketing management leader in start-ups and Fortune 250 companies. Having interviewed thousands of candidates, Kalusa offers the following interview tips: Ask questions. Always have at least five questions you can ask when the interview asks the inevitable inquiry, “What else can I share with you about ______ or the _______ position.” It’s a classic interview-closing question, so expect it. Be prepared and ask about things of interest to you. Incorporate your research. If you’ve done your homework, you’ll already know some of the issues the company or industry as a whole is facing. If you’ve really thought about how the position you are applying to adds value to their company, you’ll be way ahead of the competition (other candidates) and will be able to focus your responses to intrigue, inspire, and motivate the “prospect” to want to talk more and better yet, move one step closer to making him or her your next “customer.” Say thank you. ACT AS IF. AKA, “Give Away Some Free Advice.” He continues, “If you’ve had the opportunity to participate in an initial “discovery” sales call (aka an interview) for a position, think about what you would seek to accomplish the first 90 days and then put together a short outline in your thank you or follow up note to the hiring manager (copying the recruiter). It shows interest and that you have at least thought about what you would do if hired.” Read the whole post on my U.S. News World Report column.

The 5-Minute Rule for Resume after First Job

The 5-Minute Rule for Resume after First Job The Fight Against Resume after First Job Finding a job is a complete time occupation. Nursing is somewhat of an exceptional field, as securing that it will depend on your soft skills and personality in addition to your experience. Needless to say, each job will call for various abilities and experiences, so make certain you read the job description with care and concentrate on the skills listed by the employer. There are different things which will also influence how successful you're at your new job. If you are searching for your very first job for a nurse, cast your net over a bigger ocean. What You Should Do to Find Out About Resume after First Job Before You're Left Behind Applicants who've been in the business for quite a while and have a lot of experience should use a resume summary. Finally, you've got to remember, employers will take a look at your resume carefully and if you're inconsistent in places or have conflicting information then there are a couple problems at hand. The employer knows the significance of such understanding, so before going to your interview, make certain that you supply yourself with the important information regarding client care. Therefore, most potential employers first consider the licensure details ahead of reading the resume in full. Ruthless Resume after First Job Strategies Exploited For those who have a great deal of experience in 1 industry and you would like to flaunt that, then the classic reverse-chronological resume, with experience front and center, is a good thing to do. If you own a lot of knowledge and you're open to more than one kind of job, you can place the meat of your experience into a functional resume that you re-arrange to fulfill the demands of unique jobs. In the event you lack plenty of experience on the job it's important to adhere to a resume objective. It's possible for you to download and edit in accordance with your experience and te chniques. The more specifically you may relate your experience to the necessities of the open position, the better your odds of scoring an interview. If you don't have a lot of work experience, it can help to complete the CV and maybe can add a little more context. Nurses have to have a good deal of health understanding, and will need in order to carry out certain procedures (for example, giving vaccinations and drawing blood). Firstly, you'll need to put in your nurse resume the duties you've got experience with and are mentioned in the work description, attempting to match them as close as possible. While nurses aren't typically accountable for diagnosis, the physician may not be present when the change happens, or whenever the patient shares the info. An excellent nurse has the ability to empathize with patients and knows the way to produce the experience more comfortable and pleasant. If you wish to be a thriving nurse, you are going to have to win the trust of patients. Understanding Resume after First Job You should choose a nursing resume template depending on your experience and knowledge. Nursing can be a difficult job field to break into even if you've got a whole lot of experience in the specialty. Nursing is among the super prestigious and most sought-after professions in america. In addition, your nursing resume will want to be specifically tailored to the work advertisement. Any good nursing resume needs a crystal clear presentation of vital skills. A new grad nursing resume needs to concentrate on any appropriate training in the medical industry that you have together with your professional qualifications, even if they're only tangentially associated with nursing.

The Unexplained Puzzle Into Presumed

The Unexplained Puzzle Into Presumed At times it is direct confrontation in an effort to find the problems aired and hopefully resolved. Then, naturally, there's the simple fact that she was a stunning woman and one of contemporary temperament. Marriage is blissful and fun in the event the couples that are husband and wife are compatible. There are lots of challenges facing man and woman as husband and wife that may tear their marriage apart or result in a broken marriage or house. The New Fuss About Presumed The condition of emergency declaration usually means the National Guard has arrived. There also have been attempts to create the Azaria case a problem of security. The detectives return to the house of Sofia. They decide to get recorded statements from all of their suspects and witnesses in order to ensure that Sam will be released before Christmas. The Demise of Presumed Absolutely free radical damage within the body is supposed to be the reason behind serious dise ases like arthritis and cancer. So if you don't mean to set the skin care product on your skin, ureas aren't a trouble. The treatment type is recommended for the ones that have bowel issues together with secondary difficulties that are connected with gut function troubles. Having said this, people with low blood pressure frequently live with few difficulties and medical treatment is seldom required. Many aspiring small business owners and entrepreneurs would love to get a partner in their enterprise, also. There are a lot of strategies to go into the industry too. There were not any other children. You will then need to accept that there's more than one approach to see challenges, opportunities and risks and that decision-making is going to be shared. Type of Presumed Afterward,'' Raymond states, as he bulls throughout the press horde that encircles the car the moment we finally get to the curb. It's a commonplace among those working around Raymond to say he does not appe ar well. Given you haven't any prior speeding tickets. New Questions About Presumed In case you have any questions regarding partitioning a property, please don't be afraid to call us. It is extremely important to seek the help of an experienced real estate attorney who has handled partition matters. In the event the parties have made any sort of agreement with respect to the eventual sale of the property, the agreement has to be in writing. A joint tenancy is a type of ownership where the co-owners own a property equally. The Presumed Game The profits created by the defendant won't be conclusive concerning the damages awardable. There are only a few conclusive presumptions since they are regarded as a substantive rule of law, rather than a rule of evidence. The discovery is the legal notion which you're eligible to see all of the evidence which will be shown against you by the prosecutor. Grow a positive expert reputation for a giver instead of a taker.

Your Guide to the Hottest Jobs in Chicago

Your Guide to the Hottest Jobs in Chicagoah, the windy cityhome of deep dish pizza and perennially dashed baseball hopes (sorry, cubs fans). by any measure, chicago is a bustling hub in the heart of the country. and while its thriving cultural and sports scenes are vital to everyday chicagoans, chances are youll need a day job in case that improv career with second city doesnt pan out. if youre seeking a new job or a new career path, take a lookat somethe hottest jobs in chicago. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) the tech sectorsure, chicago is considerably colder than silicon valley, but if youre looking for a job in the tech sector, dont count out a midwestern move. over the past 6 years, the chicago-based tech world has grown even faster than silicon valleys. companies like google have offices there, and the city is also home to co-work spaces and business incubators that are steadily putting chicago on the tech map. business incubators are communities-within-the-community that help support talent and entrepreneurs as they develop new products and businesses. and this kind of collaborative community is one of the reasons that chicago is becoming a magnet for young tech innovators and entrepreneurs.hot job software developerin an increasingly tech-friendly city, software developers are at the very heart of it all, working on software programs and apps. with a bachelors degree and the programming skills, software developers command a median salary of $100,000. and the demand keeps growing the u.s. bureau of labor statistics predicts 17% overall growth by 2024.the tafelgeschirr sectorover the past few years, chicago has seen an unprecedented number of visitors to the city. that means soaring demand for people to fill jobs in hotels/hospitality, restaurants, bars, and other service industries. and its not just chicagothe united states bureau of labor statistics predicts 6% growth for hospitality-related industries by 2024.hot job mixologistin chicago as anywhere else, there are plenty of places where you can drop in for a cold beer, no fuss. these days, there are also a lot of places where you can drop in for the plenty-of-fuss version an artisanal cocktail, crafted with homemade bitters, herbs grown in a community garden, and an instagram-ready look. bartenders and mixologists are taking on the position of chefs these days, and with the fancier cocktails commanding prices in the $10-$15 range, this is not your grandpas suds-slinger. the average mixologist in chicago earns $22,000 before tipsand the field is expected to grow by a healthy 10% nationally by 2024, per the bureau of labor statistics.the healthcare sectoras a nation, our health isa growing challenge. as such, healthcare-related industries are booming just about everywhere, especially as the population ages. chicago is no exception, and its even being touted as one of the next big hubs for health technology. chicago is a city with wor ld-class medical facilities (90 hospitals, six medical schools, and numerous fictional tv hospitals), as well as headquarters of major medical organizations like the american medical association, the american hospital association, the american alzheimers association, and the american heart association. (not to mention the walgreens pharmacy mothership just outside the city.)hot job home health aidei mentioned chicagos many exciting tv hospitals before, but the reality is that some of the most important healthcare jobs are considerably less flashy. home health and personal care aides fill important roles in this industry, providing daily care to seniors, the disabled, and other home-bound patients. what the job lacks in glamour and riches (the median salary is $22,920 per year, or $10.54 per hour), it makes up in stability and accessibility. you can become a home health aide without a formal degree (and with some on-the-job training). and the bureau of labor statistics predicts that the field will grow by an astonishing 38% over the next decade. if youre trying to decide whether the healthcare career path is right for you, this job could be a good way to dip your toe in and find out.the manufacturing/production sectorspeaking of less-glamorous jobs, chicago is a leader in manufacturing. and in fact, manufacturing is chicagos second-biggest business sector, tied heavily to its strong trade and export industries. and this has a long and storied history with its get-your-hands-dirty jobs as far back as 1914, poet carl sandburg referred to the city as hog butcher for the world / tool maker, stacker of wheat, / player with railroads and the nations freight handler.basically, you name it, chicago has probably processed and handled it. these days, manufacturing isnt the nationwide industry it once was, but in chicago there are some areas of the industry that continue to thrive, like food processing and production. companies like kraft, heinz, wrigley (of ballpark and chewing gum fame), sara lee, keebler, and quaker oats have maintained major operations in chicago, alongside a growing industry of small-batch food companies that are rising in popularity on the foodie tide.hot job truck driverall of these foods and products need to make it from point a to point b, and thats where a fleet of dependable drivers come in. whether local, regional, or long-haul, trucking can be a great career option for someone with a spotless driving record, an ability to find zen in the open road, and the knack for solving problems on the fly and get somewhere on schedule. with a specialized commercial driving license (cdl) and some on-the-job training, drivers make a median salary of $40,260 per year, or $19.36 per hour. according to the bureau of labor statistics, the need for drivers will continue to grow through the next decade.whatever you want your career path to be in chicago, windy city newbie to seasoned chicagoan, you have so many options, in fields that will continue to grow and thrive. happy hunting, and go bulls

The Perfectionists Guide to Setting Goals You Can Actually Achieve

The Perfectionists Guide to Setting Goals You Can Actually Achieve In the real world, there are no gold stars for effort or report cards to gauge your progress. Yet, a common mistake is treating work like school. As CEO and author, Sallie Krawcheck points outLets not confuse what made us successful in school for what can make us successful in our careers.While an honor roll mindset can translate into a drive to succeed that lands you deals and accolades, it can also easily lead to workaholism and burnout. The industriousness that served you well in school may now be whats actually hindering your productivity and professional progress.Thats because when you hold yourself to exacting standards as many high-achievers do you can get caught in the trap of perfectionism. The result? Feeling perpetually frustrated, stressed, unacknowledged, or like you never measure up.Heres some signs an Honor Student Hangover might be costing you1. You beat yourself up when you make a mistake.For you, a goof is really hard for you to rebound from even if it doesnt have a larger effect on your career standing.Perfectionists experience shame, as opposed to guilt, over screwing up.Shamesays I am bad (which suggests a character flaw) whereas guilt says, I did something wrong (which suggests its in your control to fix or improve).2. If something isnt perfect, its not good enough.You insist on dotting every i and crossing every t on every single task, or else it just doesnt sit right with you. That tunnel geistesbild can stunt your ability to make decisions and move forward.Attention to detail is obviously an important skill that makes you successful (even if youre not being graded on it anymora). But theres a difference between excellent and perfect The latter does not exist.3. You push yourself to work harder not necessarily smarter.Youre never satisfied with yourself, most notably when youre treating yourself to hard-earned deserved downtime, which you probably view as wasteful. Th is penchant to give your all to your career can come at the expense of your well-being, leaving you ripe for burnout.4. You expect gold stars.In her book The Happiness Project, happiness expert Gretchen Rubin talks about her frustration with not receiving metaphorical gold stars for adult achievement. If you feel expectant of and disappointed by not getting a pat on the back for your successes, youre probably suffering from honor student hangover, too.Heres the thing its great to have high standards, and even better to be able to actually hit them most of the time. But if you operate in your career constantly striving for A-pluses, the effort is not only futile, but also harmful. Youre going to drive yourself to burnout. And besides, its simply not possible. Its not how the working world, well, works. Trying to achieve the same Gifted and Talented student status in your job is a dream destined to go unfulfilled.Heres how you can hold on to high standards, but keep perfectionism in c heck1. Face up to the ironic consequences.Not only does having an honor student hangover from your adolescence into your adulthood drive you nuts with unrealistic expectations, it can actually erode your self-esteem and performance. If youre constantly falling short of where you think you should be, youre never going to feel good enough. Over the long term, that feeling of inadequacy can lead to a self-fulfilling prophecy youll shirk new responsibilities, avoid taking risks, and otherwise stunt your professional growth all because of fear.2. Consider multiple measures of success.As a student, you were graded on academic performance alone. In real life, how you define success is much more within your control. In fact, research shows that chasing after external motivators like a prestigious title or bigger paycheck wont make you happier. Pursuing meaningful work and deep relationships, on the hand, can result in authentic happiness.3. Have some compassion for yourself.Remove I wish an d I should from your vocabulary. Only say things to yourself that you would say to your close friend. Cut yourself some slack. If youve had a life-long track record of achievement, carrying your honor student outlook into your professional life is something that probably happened naturally, and its not the easiest habit to shed.Start to separate the parts of that mentality that are productive from the ones that no longer serve you. Then you can strive to continue succeeding without the weight of trying to reach an unreasonable bar.--Melody Wildingis a coach and licensed social worker who helps ambitious women stop doubting themselves so that they can reach their full potential. Her clients include managers at top companies like Google, IBM, Facebook, and Deloitte. She also teaches Human Behavior at Hunter College in NYC. Sign up for yourfree guide, The 3-Step Workday Reset at melodywilding.com

Career Development Creates Engaged Employees #8212; but Only if They Know about It

Career Development Creates Engaged Employees 8212 but Only if They Know about It Ive written about this in the past, but a new eBook on employee engagement and retention by HR-tech company iCIMSproves this particularconversation isnt over the American workforce really wants career development and training opportunities.Typically, its one of the top things that candidates and employees care about, says Susan Vitale, chief marketing officer of iCIMS. While some folks assume that salary is the only thing that people care about, or a good relationship with management, career development is really one of the top workplace perks that appeals to candidates. As the eBook Increase Employee Engagement and Retention points out, 49 percent of employees prefer to work for organizations that emphasize untersttzung and nurture their career development. Offering development opportunities can lead to more produc tive, engaged, and loyal employees.And yet, heres the problem while most employers believe they are offering development opportunities (e.g., 63 percent say they offer internal training programs see the eBook for more specific stats), 50 percent of employees report that their employers do bedrngnis offer sufficient career development training. Part of the reason for the dissonance between employer and employee feelings on this subject stems from employer anxieties, Vitale says. I think some employers might be nervous that an employee will go learn a new skill or technology and then jump ship and go somewhere else, because thats something else to add to their resume, she explains.But, she goes on, behauptung anxieties are often unfounded In reality, a lot of time employees are far more loyal than employees give them credit for. Once they learn something on behalf of the company, on the company dime, they really do want to use that within their walls, assuming that they have a good re lationship otherwise and are engaged. (Bonus point career development opportunities that teach employees these new skills and technologies are exactly the kind of things that keep employees engaged, so theres really no reason not to offer development opportunities.)However, employer anxieties are not the major source of dissonance, Vitale says. Rather, the employer/employee divide on sufficient career development training largely stems from miscommunication. That is, a lot of companies do offer development opportunities but employees may not know exactly what they are or how to access them. I think that communication is probably at the core of this issue, Vitale says. Its either communication about whats available, or what people really want, or about really making sure that people realize what kind of development opportunities are at the core of what the company is expecting.Bridging the Communication GapOne thing employers have to do is make sure theyre on the same page as employ ees regarding the types of career development available at the company. In some cases, employers might feel like theyre giving those opportunities in softer ways. Maybe its not formalized training, Vitale says. But maybe the employees are looking for development opportunities to get them on a management path, for example, and employers just arent doing that. Instead, theyre giving functional training.It is crucial that employers make clear what they mean when they say development opportunities e.g., formal conferences or informal training leadership pathways or functional skills. That being said, employers need to be careful that they are not simply dictating what counts as career development in their offices thats a good way to lose employeeswho can find the kinds of opportunities they want elsewhere.While making current offerings explicit, employers also need to listen to what their employees want. I think that employers are offering development opportunities, but sometimes they re just not keeping up with what employees view as development opportunities, Vitale says. They need to kind of peel back the layers a little bit and make sure that everybody understands what is described as development opportunities.The burden of creating and delivering development opportunities does not need to be entirely on employers shoulders. Oftentimes, organizations have line items for training opportunities, Vitale says. But maybe the managers or the directors of the departments arent proactively sharing that with the employees.If an employer does have development opportunities in the budget, they need to make sure employees are aware of this. This way, employees can find conferences, classes, and other desired opportunities outside the walls of the office. Certainly a manager should be on the hunt for those opportunities for employees, but I dont think a lot of employees realize that, they can serve something like that up to a manager and say This looks like a really good opportunity. Id love to go, because I think it will be useful for me, and Ill come back with X, Y, Z, Vitale says.Employers may allow these sorts of things, but their employees might not know that. So organizations need to be clear with employees about policies regarding external career development opportunities. If an employer does not currently a lot money for such training, it would be wise to start doing so that is, as long as the employer wants to retain great, engaged employees.The Power of Mentors in ParticularWhile all manner of career development opportunities exist, there is one that employees find especially desirable beratership. Despite this, very few employees can lay claim to having a mentor. Weve seen that about half of employees think that mentors will help them develop, but only about 17 percent report having a mentor today, Vitale explains.Vitale says that mentors are so important to many employees because they can offer valuable, frank insights based on persona l and professional experiences. Mentors can offer candid feedback about not just the employee, but the employees career plans, whats happening at the company, etc, she says. I think its somewhat desired because, often times, you might go home after a rough day and complain to your significant other, or a roommate, or parent, or whomever, but they cant really dial in on how to address the problem in the same way that somebody whose been there, done that can. Being able to have not just someone to vent to, but someone who can give really critical feedback things that really are constructive for and individuals growth is really important.Many a top executive and business expert would concur with Vitales beliefs about the power and importance of the mentor. As Warren Bennis, founding chairman of the Leadership Institute at the University of Southern California, told Fast Company in 2003 My mentorpulled qualities from me that I didnt know were present. He not only recognized my potenti al, but he also gave me confidence. And he made it clear to people that I was a guy to watch. (The whole article is worth a read, with leaders from a variety of fields weighing in on their experiences with mentors.)Some companies help employees find mentors by pairing newcomers with seasoned vetsthrough a formal program. However, companies lacking such a program can still help by encouraging managers to act in mentor-esque ways. This is especially helpful for new hires. An employee can have a better new-hire experience, from an onboarding perspective, if their manager is not just the process king, but instead is somebody who helps you develop, who understands what your challenges are, and really is seen as a bit more of a mentor, Vitale explains.While managers can certainly help employees grow and develop, Vitale points out that they cant exactly fulfill all of the functions of mentors. Sometimes, a competitive office setup, where promotions are limited,can prevent managers and empl oyees from having mentor/mentee relationships. Even lacking such a competitive structure, mentors and managers still play very different roles. You want to have a separate relationship with your mentor than you have with your manager, Vitale says. The mentor should be able to tell it like it is, how it is, maybe even tell you when they think your manager is doing something wrong or maybe could do something better, and your manager could certainly have clouded judgment around that.A mentor needs to be able to be a little more durchschaubar than a manager is allowed to be by most companies standards. To get a truly authentic mentoring experience, I personally think that a non-manager might be the right person for that, Vitale says.This, however, does not mean that employers should not encourage mentor-esque relationships between employees and managers. The manager-as-mentor may not be able to do everything a mentor can, but they can still be valuable assets to employees. A lot of folk s assume that you can only have one mentor, and theres absolutely nothing wrong with having more than one, Vitale says. Sometimes you have an internal mentor who helps you figure out and navigate the bureaucracies or the politics of an organization and helps ensure that you get properly onboarded, understand the culture, and understand the nuances within a particular organization.Other times, an employee may need to look to an external mentor The reality is, employees dont stay within one company forever, Vitale says. More often than not, they jump around every couple of years, so to have one sort of constant external mentor outside of your personal manager for ongoing development, somebody who can give you a bit of outside perspective, I think is tremendously helpful.Again, as important as mentors are, some companies do not have formal mentorship programs. For employees looking to find non-manager mentors, Vitale suggests initiating a relationship with a potential mentor. The ch allenge, I think, is that employees expect mentors to go up to them and suggest being their mentor, Vitale says. In reality, a lot of that falls on the individual, to go out, find a mentor more importantly, make sure that theyre not wasting the mentors time. Asking a mentor to lunch, an then just saying What kind of advice do you have for me? is really not productive. Instead, asking very specific questions about somebodys previous experience, or about the challenges the individual faces, can go a long way.

Tips About Dealing with Problems When There Is No HR

Tips About Dealing with Problems When There Is No HRTips About Dealing with Problems When There Is No HRHow can employees deal with issues and problems when there is no Human Resources staff to confide in and seek help or assistance in addressing common problems. Is it even legal for a retail store not to have an HR department? These questions were asked by a reader and, as often is the case, you may seek these answers, too. Problems With Not Providing HR in an Organization Its certainly possible and more common than it should be for companies of any sort to reach 50 employees withno dedicated HR part. And, unfortunately, many companies that do begin to have HR at about that stage, do so by saying, Hey, Jane, youre now in charge of HR. Jane became in charge of HR usually because she was already performing some HR functions such as paying employees, often from the finance department. Jane has no real training in HR, but she says, What the heck, this is easy enough. Hiring, firing. Got it. HR does far more than that, but without an experienced person on board, its tough to know what you need to do. Only an experienced HR person understands and can accomplish the full breadth of the job. For instance, several laws kick in when you employ 50 people, like theFamily Medical Leave Act (FMLA). Once you have 50 employees within a 50 miles radius, youre subject to those laws, even if no one knows what they are or how to administer them. Of course, you, as an employee, cant make your bosses see the value in a dedicated HR manager, but just because there isnt one, doesnt mean that the functions arent done. For instance, just because you have no HR manager doesnt mean that if you have a baby or get cancer, you arent entitled to take up to 12 weeks off for recovery. If your coworker is sexually harassing you, the company is still obligated to stop the harassment, even without an HR manager to conduct the investigation. In other words, not having an HR manager is a pain i n the neck for the management team, but it shouldnt be for the employees. It doesnt always work correctly (and, that is why you should think about dedicated HR before you reach 50 employees), which can leave the employees feeling they have nowhere to turn. What to Do if You Have No HR Manager Heres what you can do in this situation. Remember that HR is never the boss. While its nice to have an HR manager, they arent the saviors for bad management. A good HR manager will listen to employees, investigate problems, and ensure proper application of all relevant laws. But, an HR manager only has as much power as her boss gives her. So, if an HR manager says to the boss, The scheduling is unfair and a violation of federal law because men are given the best shifts, and the boss says, Well, I dont care, theres nothing she can do about it other than report it to the proper federal or state agency. You can do this as well. You can report problems to your boss. In many companies, even with HR departments, thefirst step for any problem is the direct supervisor and then the bosss boss. In your case, since there is no HR department at all, you must use this reporting technique. If your direct supervisor is the problem, you can report the issue to her boss, all the way up to the president of the company. If the company president wont address the problem, remember, he wouldnt do it if an HR manager existed either. Educate yourself. While HR managers are really there to protect the business, good ones know that a business is most successful when the employees are treated well. Without that help, you can feel alone. Its possible to educate yourself on your rights. Start with the HR content on TheBalanceCareers.com. Another source that is highly recommended is employment attorney, Donna Ballmans book, Stand Up For Yourself Without Getting Fired Resolve Workplace Crises Before You Quit, Get Axed or Sue the Bastards. Ballmans book should be on every employees bookshelf, but es pecially on yours, since you have no HR department. Ask management who the dedicated HR person is. While there isnt an HR manager, somebody has to do those tasks. Somebody has to make job offers and determine salaries. Someone has to fill out the leave of absence paperwork. Somebody has to make the decision on company health insurance. That person should be the most knowledgeable about what is going on, even if she isnt well versed in what an HR manager should do. Go ahead and speak to that person about your concerns and questions. You may find that their experience can help you. Hopefully, the management at your company will realize that whatever money they save by not paying for an HR manager, they are losing in not having a skilled person running the people side of things. Just one lawsuit can cripple a small business, possibly forever- far more than paying a professional to handle the HR tasks. - - - - - - - - - - - - Suzanne Lucas is a freelance journalist specializing in Huma n Resources. Suzannes work has been featured on notes publications including Forbes, CBS, Business Insider and Yahoo.