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Special career section
From food to fences: A late career change By Elisabeth Curry Special Correspondent Tom Mell, owner of Southern Pride Stain in Evans, spent 40 years in food service, both in the military and in the private sector. He and his wife, both now retired Army, moved to Evans in 2004. While searching in 2012 for someone to
Businessperson of the Month Tom Mell, Southern Pride Stain, Evans fix his fence, Mell found that none of the area businesses provided staining. He noticed innumerable gray, weathered fences all over the Augusta area and realized he had discovered an untapped market. He did some research, traveled to Texas for coursework and certification in outdoor staining, and started staining fences and decks part time.
The business venture quickly gained momentum. Mell decided to leave the food service industry and made an activity he already enjoyed his full-time career in 2013. What’s most important to you in your work? Enjoying my work is the most important thing for me. I got tired of food service in the end. It isn’t an easy career and there aren’t many people in their mid-50s doing it. Catering especially – there’s no end to the work there. One of the best parts of this job is when I have a customer who thinks they need a new fence and I tell them “No, I can make your old, gray fence look better than new.” There’s an instant gratification in getting to see a finished product that looks better than someone could have ever hoped, without the additional cost of a brand-new fence or deck. What did you learn from your career as a chef in the Army that helps you now? No one ever believes me when I tell them this, but everything I know about customer service I learned from the Army. It taught me focus and dedication, and I think I’m pretty good at it. Everybody wants a good value. Everybody wants to be treated fairly.
I traveled around the world when I was in the Army and learned that different cultures have different views on customer
service. Thailand, for example – they’re just See FOOD TO FENCES, page 34
Changes in attitudes
Long-term careers are no longer the norm By Gary Kauffman, Editor For two summers while I was in college in the late 1970s, I worked in a factory that manufactured doors and windows for the building industry. One of my co-workers had been employed by that company for 50 years (he started at age 15). Another had been there 45 years, and almost everyone had worked for that company for at least 25 years. It wasn’t unusual back then for someone to start a career with a company right out of high school or college and stay with that business for the rest of their lives. That isn’t the case these days when the U.S. Department of Labor says the average person stays in a job just 4.4 years. In the course of a normal working life, that means at least 10 jobs changes – in fact, the average these days is 11 job changes. For those born after 1977, job tenure can be even shorter. Many expect to stay in a given job less than three years. Many times these job changes are in the same career path – a banker stays a banker, but works for several different financial institutions. Increasingly, though, people’s career paths can veer sharply from where they started. Several months ago I met a man in his late 40s who was in school to become a nurse after years of running a successful construction-related company. As you might expect, human resource managers become wary if a resume shows too many career changes in a short time. A survey of HR managers by the staffing firm Robert Half found that they consider workers who have had five jobs in a 10-year span to be “job hoppers.” While companies no longer expect an employee to spend a lifetime with them, they also are hesitant to invest time and money in training someone who may only be around a year or two. Someone who has voluntarily changed jobs
several times in a short span may be seen as someone unreliable, easily dissatisfied, lacking skills or even in the wrong career. Why the change in attitude? Part of it is due to the way the generations born in the
The average person stays in a job just 4.4 years, with 11 job changes past 30 years view jobs. It is no longer strictly about salary or job security. A 2012 survey by Net Impact found that college students ranked a job with a social impact as one of their highest priorities, and 58 percent said that they would be willing to take a 15 percent pay cut in order to work for a company with values like their own. Views have also changed on job security. In the past workers often hesitated about changing jobs because of losing the security they’d built up over the years. But following the Recession of 2008-9, when many saw their parents let go from long-term jobs, younger generations take a more cynical view toward job security. They perceived that as companies’ lack of loyalty toward their workers, and now feel less beholden to extend long-term loyalty of their own. The Internet and social media have also made workers more aware of other jobs, often within their living area, that sound interesting. The wealth of information on the web also makes it easier to obtain knowledge about a potential job before making the switch. Job hopping also has some perks. A job change often
means career advancement Punching the and a salary increase. Or, if Time Clock the move is a lateral one at the same pay, it could mean better working conditions or working for a more progressive thinking CEO. Or it could mean more flexible hours and the ability 51% to work from home part of the time, two important considerations for those under 40. These days more companies, 1980 and more HR managers, are taking these views and desires into consideration. They are creating more flexible working conditions, and they are seeing 39% job hoppers as people who are versatile for their unique work experiences. Many are also incorporating ways to have a social impact, 2005 either locally or abroad, that satisfies the workers’ needs to Percentage of feel like they’re making a difworkers ages ference beyond the building’s 35-64 who have walls. been at the Employees with 50 years at one company are almost unsame job 10 or heard of these days, and those more years with even 10 years at one company are becoming increasingly rare. Short job tenures seem to be the new normal, and probably will be for years to come.
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Determine your own success with real estate career In today’s ever rising and falling economy, there is always one thing you can always count on – yourself. Most of us have a drive to be successful; I see it every day among real estate agents. Why do real estate professionals strive to be the best? One reason, they are determining their own success. Being a successful Realtor starts with a basis that is taught in a pre-license real estate class. Frank Mears, the Lelia Hebert instructor of the Marketing Director, Meybohm Institute of Real Estate Meybohm Realtors said, “Control over their own future is one of the main reasons those interested in Real Estate come to our school.” There are many reasons why one would choose to become a Realtor: The convenience of making your own schedule and the ability to earn and succeed based on your own hard work and efforts, not to mention the uprise of the real estate market. However, it is ultimately up to the agent to determine his or her own success by learning aspects of the business from a trusted institute and instructor in their prelicense course. And, of course, continuing
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to better their business by never ceasing to learn about the changes in the industry. Meybohm Institute of Real Estate offers both pre-license agents classes and pre-license broker classes, both online and on site at their office on Wheeler Road. In these classes individuals will learn the ins and outs of the real estate industry. More importantly, they get the information they need to start a successful career. After you earn a license, it is up to the individual and his or her ambitions to determine their success as a Realtor. It is also vitally important that new Realtors are willing to educate themselves. In an industry that is heavily technology
based, there is great benefit to learning the programs and apps that make business run more smoothly. There are many technology tools in place to kick-start real estate careers. Social media (Twitter, Facebook and Pinterest, for example) are quickly becoming the hottest tools that new agents can use. With just one post on Twitter, they can reach thousands of followers who see and re-tweet their information. With Facebook they can create fan bases of those who will share their listings with others. It is also important that even the most experienced Realtors continue to educate themselves. Meybohm Institute of Real Estate offers many courses such as the first-
FOOD TO FENCES continued from page 33 masters of customer service. Every time you step into a store, someone greets you and offers you a drink. I took that home with me. Before I started my own business, whenever I had a catering customer, I’d always make sure they had something to eat and drink. How do you start your morning? I wake up at 5:40 and I’m walking by 6. I walk four miles, seven days a week. I also do martial arts on Tuesdays and Thursdays. If you could splurge on any one thing, what would it be? More travel. My wife and I love to travel. Now that I have my own business, I don’t
have the corporate world telling me I only have three weeks of vacation this year. I make my own schedule. What have you learned about yourself from running a business? I found out I should have done it a lot sooner. I like being my own boss, and building something that’s really mine. I also get to spend much more time with my wife. Like most married couples, my wife and I weren’t used to spending all day together. We wondered how that would work out, and it’s just been great. How do you unwind? My favorite hobby is cooking. I like to make dinner – Italian more than anything. I like to bake. I make a raspberry
year post-license class and more than 80 continuing education classes. The real estate market is ever changing; with continuing education, such as classes on foreclosures and short sales, it is easy to stay on the forefront of the industry. If you are interested in a career as a Realtor, call Meybohm Institute of Real Estate at 706-739-1028 today to start determining your own success. Lelia Hebert is the Marketing Director for Meybohm Realtors. She also serves as the cochair for the Greater Augusta Association of Realtors—Young Professionals Network and is co-owner of Geez Louise Special Events.
chocolate cake that nobody’s ever complained about. What’s one thing that motivates you? This business is just me, and that’s exactly the way I want it. My plan is to grow it eventually, but for right now, I enjoy working for myself. I ran a restaurant. I had 110 employees, and no rest. It just sucks the life out of you – there’s no break. Everyone wants something from you every minute of the day. I’ve always said that in food service, if you aren’t being abused by someone, you aren’t working hard enough. This past Christmas is the first Christmas I’ve had off in 30 years. That’s my motivation. I plan to keep it that way.
Your employees need some love, too
The last time I had the opportunity to write for you, we spoke about educating and developing your employees (see December 2013 issue). Now that it’s February, the month of love, I want to encourage you in your employee recognition. We’re still early in the year, so it’s not too late to start something new in recognizing your top employees. I’m sure you’re already doing something in this area to make sure your employees feel appreciated and special when certain objectives or goals are accomplished. Even if you only have one person reporting to you, this is still a significant part of retaining good employees. On top of that, recognition sparks motivation, boosts morale and fosters company loyalty across the whole team. When you follow through with some simple recognition, you are sending a clear message that their efforts matter, and they will continue to deliver their best work. When designing your program, I want you to think of yourself and what you would be excited to receive as the employee. If the prize isn’t attractive, you won’t see any effort to achieve it. What I’m saying is a simple certificate that someone can hang isn’t enough. Your employees have deeper recognition needs than this. Outside of the certificate, several formats have really been accepted well. Plaques, desktop awards, clocks, pens, pins, key chains, food (lunch out, for example), PTO, vacation packages (very popular in sales), trophies, special freedoms around work (favorite jersey day for the team), newsletter shout-outs, and even chocolate have been successful. At my employer, I receive stickers on my paychecks with words like “AWESOME JOB” and “YOU ROCK.” It is a bit Robert Kelly grade-schoolish, but it makes me feel good during a normal, Augusta Staffing expected transaction. It’s also a big deal to received hand-drawn stars next to our division’s name in the company-wide weekly newsletter. Believe me, we strive for that! When giving out these awards and pat-on-the-backs, it needs to be clearly defined as to what will determine a winner. For example, instead of just saying “Improve Safety Performance,” you can create objectives like a set number of days without recordable accidents or a set number of months without lost-time injuries, etc. Once that is determined, here are some values to keep in mind when looking at your own program: Right then and there. As much as you can, be timely with the awards. When your employees show good behavior, or excellent work is being pushed out, have the program allow for immediate recognition. Not everything needs to wait for the staff meeting or the monthly newsletter. Contextual. Keep the programs in tune with what business goals and visions demand. If you pick a random award like “Best Dressed” in the accounting or parts department, it won’t carry much meaning to the employee. You’re looking for something that brings success to the individual and the business. Proportionate. Keep awards in proportion to the improvement or achievement. Don’t send someone on a week-long family vacation at Myrtle Beach for being on time every day in the month. That’s like giving an SAT tester a 1500 for getting their name right. Be proportionate. Relevant to employees. Tie the awards to what employees will think is a good value. After all, people know it – feel it – when they are truly valued by the company. While money is always motivating, sometimes it’s not the most effective. Depending on your employees, you could allow them to choose from several options for the same objective. I wish you great success in your programs and hope that you reap the rewards as a business for the recognition you pass on to your employees. Try these if you need to promote or sell the idea of a recognition program: Businesses identify low performers quicker, increase customer loyalty with lower internal turnover, higher employee productivity, and increased retention of mid- to high-performers just to name a few. By the way, for reading this article, and this lovely publication - YOU ROCK! Robert Kelly has worked a “full desk” for 10+ years at the trio of employment experts, Job Shop, Inc., Augusta Staffing, and Aiken Staffing. He specializes in the Clerical, Professional, and IT staffing services for Augusta Staffing in the Augusta office. Augusta Staffing exists to give its clients the most flexibility in their hiring process, saving time and money to meet the right people. If you’d like to speak to Robert about free interviews for your company, contact him at 706-860-4820, or robert@augustastaffing.com.
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Workers’ financial health important to companies Companies have always been concerned about their financial well-being, but a growing number of businesses are also taking an interest in the financial health of their employees. Aon Hewitt, an international human resources agency, surveyed 400 U.S. companies employing nearly 10 million workers and found that more than three-fourths of them planned to expand their focus on the well-being of their employees in 2014. In the past that meant offering a retirement package or urging participation in a 401(k), but Aon Hewitt’s survey discovered that many companies go further now. Rob Austin, director of Retirement Research at Aon Hewitt, said employers are focusing on helping employees with their overall financial health. “A growing number of companies are offering tools and services to help employees make smarter financial decisions, which can help improve employee engagement and productivity as workers focus less on financial stressors,” Austin said. This makes sense for employers since in another Aon Hewitt survey of 2,800 workers, 51 percent said stress caused them to be less productive at work. The most common cause of this stress? Financial issues. With that in mind, companies are looking for ways to decrease the financial stress on their employees in 2014. Basic money management plays a crucial role in
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that stress, so a growing number of businesses now offer or plan to offer budgeting assistance. “Employers understand that workers can’t adequately save for retirement if they don’t have their financial house in order,” Austin said. “To help employees take this first step, companies are offering and promoting services to help them manage their debt while also encouraging them to save.” Employers are also giving their workers options in how to access information about finances and retirement savings. The Aon Hewitt survey found that 44 percent of employers already offer these tools, and another 14 percent are considering offering them. A little more than a third of employers offer a phone contact for third-party financial advisors for their employees, and that number may approach 50 percent by the end of the year. In addition, 23 percent now provide face-to-face meetings with financial advisors, and that may grow by another 10 percent by the end of 2014. The survey also showed that companies are moving toward more straightforward investing options for their employees. This helps employees be more active in participating in their 401(k) funds. “Many employees feel they either lack the time or the understanding to make sound investing decisions,” Austin said. “Features like target-date funds and managed accounts help workers stay on track to meet their retirement savings goals by making some of the investment decisions for them.”
Lunch break more theory than practice for many workers, survey finds When you take a lunch hour at work, do you really take an hour? According to a survey conducted by Office Team, a staffing service, 59 percent of office workers take less than an hour, and 48 percent take 30 minutes or less. Even more noticeable is that 9 percent take no break or less than 10 minutes. But even when taking a break, workers are doing more than simply eating. While 42 percent say they socialize with co-workers, 29 percent say they work while eating their lunch. Surfing the web or engaging in social media, personal calls and emails and running errands were also mentioned as lunchtime activities by at least a quarter of those surveyed. Only 1 percent answered that all they do during their lunch break is eat.
Office Team offered tips to get the most out of a lunch break. 1. Take a real break. As much as possible, avoid working during your lunch so you can relax and recharge for the rest of the day. 2. Eat right. Proper nutrition will provide the energy you need for the rest of the day. Take time to savor your food. 3. Get out. Step away from your desk to clear your mind and stretch your body. Take a walk outside or exercise in the gym. 4. Don’t eat alone. Join coworkers in the break room or grab a bite with others outside the office. Lunch is a great opportunity to socialize with colleagues and make new networking connections 5. Get personal. Taking care of personal tasks during lunch means there’s less to worry about after work.
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Hiring managers reveal blunders job applicants make The old adage that you only have once to make a good first impression is especially true when it comes to a job interview. A CareerBuilder survey of hiring managers, conducted by Harris Interactive, found that 87 percent of them know within the first 15 minutes of a job interview whether the applicant will be a good or bad fit for the company. But 49 percent said it takes only five minutes for them to make that determination. “Employers want to see confidence and genuine interest in the position,” said Rosemary Haefner, vice president of Human Resources at CareerBuilder. “The interview
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is not only an opportunity to showcase your skills, but also to demonstrate that you’re the type of person people will want to work with.” According to the survey, some of the biggest turnoffs to potential employers are easily rectified. Of the hiring managers surveyed, 70 percent said a failure to make eye contact weighed against the applicant. Appearing disinterested was cited by 55 percent, dressing inappropriately by 53 percent, failure to smile by 44 percent and bad posture by 35 percent. While hiring managers are looking for confidence, they don’t want people to go
overboard. Fifty-three percent said appearing arrogant is a turn off. Nearly a third of those surveyed make a judgment on the applicant’s handshake. A weak handshake was cited by 27 percent, while a too-strong handshake was mentioned by 5 percent. Fidgeting is also not a good sign. Fidgeting too much in one’s seat was mentioned by 35 percent, 29 percent cited playing with an object on the table, 24 percent didn’t like an applicant playing with their hair or touching their face, and 10 percent didn’t react well to hand gestures. Negativity is also an interview blunder. Half of the respondents said they would think negatively toward an applicant who talked negatively about a current or previous employer. Getting personal may seem friendly, but some hiring managers don’t like it. Twenty percent didn’t like an applicant to provide too much personal information, and 17 percent cited asking the hiring manager personal questions as a blunder. Hiring managers also prefer applicants to be informed about the company and role they’re applying for and to ask good questions. So what can you do to boost your chances of a successful interview? Haefner suggests investing some time in preparation. “Going over common interview questions, researching the company and practicing with a friend or family member can
help you feel more prepared, give you a boost in confidence and help calm your nerves,” she said.
Oops!
Real interview blunders experienced by job interviewers that you’ll want to avoid. • Applicant acted out a Star Trek role • Applicant arrived in a jogging suit because he was going running afterward • Applicant asked interviewer for a hug • During the interview, applicant took a phone call for an interview with a competitor • Applicant checked Facebook during interview • Applicant kept her iPod headphones on during the interview • In answer to the instruction “Impress me,” applicant set fire to interviewer’s newspaper • Applicant asked for the name and phone number of the receptionist because he really liked her • Applicant crashed her car into the building Source: CareerBuilder-Harris Interactive survey of hiring managers
Start with the foundation Choosing the right university for your learning preferences
Whether you are attending college for the first time, returning to complete your education, or pursuing a specialized degree, there are opportunities that accommodate just about every learning style and scheduling preference imaginable. As a result, the search for the right educational fit can be an overwhelming task. So why not start at the beginning – the foundation of the university? Every university has a mission on which it was founded, a set of core beliefs that define its educational philosophy. Some universities emphasize social or athletic strengths, some center around a particular teaching methodology, while others foster a culture based upon religious or social mores. Alabama’s public Troy University believes that its foundAdvertorial ing principles continue to shape its students today. Founded By Troy University in 1887, with the motto “Educate the mind to think, the heart to feel, and the body to act,” the University sees its continuing mission as one of preparing future leaders through teaching the importance of service to the community. According to Troy Chancellor Dr. Jack Hawkins, Jr., “Troy is not trying to be all things to all people, but what we promise in preparing tomorrow’s leaders through service, ethics and patriotism, we do very well.” As universities have grown and extended their learning options through remote teaching locations and even online learning, it is important to make sure that their founding principles remain steadfast whether on campus in a dorm or taking classes online thousands of miles away. “At Troy University, we saw the need to provide distance learning options to our students in the military more than 60 years ago, so we committed to developing programs that maintained the same quality and the same spirit of an education obtained on the Troy, Alabama campus in a traditional classroom,” said Dr. Hawkins, who is a Marine Corps veteran himself. “Today as we teach more than 22,000 students in teaching sites and online across the globe, the importance of maintaining our servant leadership principles, academic excellence and reputation is paramount to the Troy promise to each student.” University district director Philip Rousch, based out of Troy’s Augusta location, reiterates the Chancellor’s message. “From our curriculum, to our professors, to our student services, the Troy promise is alive and well. A Criminal Justice degree obtained in Augusta through Troy carries the same promise of quality and emphasis on service and leadership as a degree obtained on the Troy, Alabama campus. A Troy degree is a Troy degree, with all the same rights, privileges and honors regardless of where it is earned.” In addition, Troy’s programs continue to stay current and forward thinking in order to best prepare students for the opportunities ahead. With programs in fields like business, education, nursing, computer science, nursing, and criminal justice – some of the world’s most in-demand career fields – students can pursue an education in professions with predicted job growth. At a time when job security is a concern for many, knowing that your education is and will be relevant in the future justifies the pursuit of the degree. It appears that Troy University is doing something right, as accolades from the nation’s top financial and educational publications validate the university’s core mission. Recognized by the Princeton Review as “one of the best in the Southeast,” by U.S. News & World Report as “one of the top universities in the South,” and by Military Times as “a top university for troops,” the Troy promise to students is quality. To find out more about Troy University’s Augusta location with in-class and online degree programs, visit troy.edu/augusta or call 1-800–473-0975 today.
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Americans get fewer vacation days, use even less American workers receive fewer vacation days than the worldwide average, yet many still don’t use their full allotment. According to a survey by Expedia.com, through Harris Interactive, workers across the world average 20 vacation days a year. The American average is only 14 days. But the latest survey found that Americans took only an average of 10 of those days. At 144 million workers, that means they left more than half-a-billion vacation days unused. While Americans may average only 10 vacation days, they aren’t at the bottom of the list. Japan and South Korea average only seven vacation days per year, and Thai
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workers take only eight. Europe has a strong affinity for vacations, with the French taking the most, an average of 30 days. Yet 90 percent of the French say they feel vacation deprived, perhaps because the survey also shows that 93 percent of French workers regularly check work emails and voicemails while on vacation. Americans relax a little more than the French while away from the office, but still two-thirds report making at least some connection with work while on vacation. Germans are the most likely to relax on vacation, with only 43 percent saying they checked in with the office. American bosses are OK with their
workers taking a vacation. In the survey, 76 percent of Americans said their bosses support their vacation time. Less than half of the workers in Italy, South Korea, Thailand and Germany felt their bosses like the idea of them taking time off. There are many reasons workers don’t use their vacation days. The most common reason, at 25 percent, is that they can stockpile their unused days for a more extended vacation in the future. Complex schedules with spouses and children was another commonly cited reason (22 percent) for not taking the full allotment of vacation days. Some, 18 percent, reported that they got paid for the days
whether they used them or not. About one of every six workers said they don’t feel they can afford to take a vacation, while about the same amount admitted they just fail to plan far enough ahead. The workplace itself was another reason. Eleven percent said work is their life, 8 percent felt insecure about their place in the company should they take time away and another 8 percent said their bosses would view their vacation time negatively. Other surveys have indicated that rested employees are more productive, so bosses may get more work from employees in the long run by encouraging them to take their full amount of vacation.
Improving your chances of selling your business Seller financing is the smart way to go
At a recent conference of the International Business Brokers Association (IBBA) in Savannah, I was fortunate enough to hear the hard-earned wisdom of Ed Pendarvis, founder and president of Business Buyers University. Today, I had a conference call with a first-time business buyer who requested coaching and engaged me as a buyer’s broker. The combination of these two experiences prompted me to offer some guidance to business owners who would like to drastically improve their chances of selling their businesses while maintaining a high level of financial security in the process. Why talk about seller financing after a presentation and a conversation about buying a business? To answer that question, let’s look at same basic business buyer facts. Did you know that 80 percent of SBA loan applications are rejected? It’s true! Despite this statistic, if there’s a willing buyer and a willing seller, a business sale/ purchase can still be achieved. Here’s what our industry’s experience tells us: 90 percent of business buyers are first-time buyers or have never been in business before. They don’t know what kind of business will best serve their needs. Typically, they won’t buy the business that
was advertised and that they originally responded to. They also don’t understand or have much experience with the business buying process. Often, their counted-on advisors – such as accountants and attorneys – don’t either. Typical buyers in the Main Street business marketplace have Kim Romaner about $50,000Business Broker $150,000 that they’re willing to risk. Beyond that, they plan to finance the purchase of a business. The majority of these buyers, particularly in today’s economy, will end up financing the remaining balance with the seller. So now let’s look at it from the seller’s point of view. Ninety percent of sellers have never sold a business. They’re not very educated about the process, either. They may never have considered selling, and therefore don’t have a defined exit strategy. They typically want all cash. And they’ve not considered the value of the business or the terms of sale. In this world, as you might imagine, a lot
of what a business broker does is educate and try to set realistic expectations on both sides. For example, the down payment for a business is usually what the buyer can afford and not what the seller wants. In a seller-financed transaction, the buyer should put down what he or she can realistically take out of the business every year. This assures both the buyer and the seller that the buyer can make a living and also pay back the loan (comfortably handle the debt service) to the seller. Pop Quiz: In a $200,000 business sale with $80,000 down and the rest seller financed, who has the most risk? A) The Seller. B) The Buyer. If you chose B, you get an A+! In this scenario, the buyer – we’ll call him Fred – has mostly likely given the seller every liquid dollar available in his portfolio, or a significant portion thereof. He’ll take over a business that has a history that he’s only been able to skim over, and will be hoping that there aren’t any nasty skeletons in the closet that will pop up to haunt him. He’ll be betting on the fact that he can use his “Fred-ness” to market better, relate better, close better, operate better, or something better in order to create a substantive change in results in the business. If Fred fails, he loses his entire cash savings, the additional money he pumped in, possibly the secure job he gave up to go out on his own, and the business. The seller gets the business back, keeps the down
payment and continues to run the business until another buyer is found. If a personal guarantee was arranged, the seller may also pursue the attachment of the buyer’s personal assets. Clearly, the buyer has the most risk. There’s no buyer on the planet that wants to go “all in” on a business and fail. If this makes you, Potential Business Seller, feel better, great. If you still feel like you might get ripped off if you finance a significant portion of the purchase price of your business, then give me a call. I’d be happy to share several strategies to more thoroughly protect your investment in a prospective business buyer, as well as some potential strategies to minimize the tax impact of the sale of your business. Meanwhile, it’s February. If you intend to put your business up for sale this year, then now is the time to engage all of your profit-making strategies. Wishing you a prosperous 2014! This is a sponsored article. Kim Romaner is president of Transworld Business Advisors of Augusta, a business brokerage that helps people buy and sell businesses, and also enter into the franchise world. With more than 70 locations in the United States and abroad, Transworld has sold thousands of businesses. If you’d like to talk to Kim about selling or valuing your business, buying a franchise or turning your existing business into a franchise operation, call 706-383-2994, or email her at kromaner@tworld.com.
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Interviewing for a job is a lot like dating Landing a good job requires more than just showing up
Searching for a job is like looking for a spouse: You’ll do better if you know yourself well, know what/who you are looking for, and can recognize it when you see it! The Buzz on Biz Career Expo (like others) has both job seekers and employers with job openings to fill, ready to talk with each other. Whether you fit into one or the other category, first ask yourself: “How prepared am I for this opportunity?” and “How can I get even better prepared?” Do your homework first! If you’re looking for work, it’s always best to find out about prospective employers before contacting them or interviewing with them. Do they have a website with useful information such as a mission statement, interesting white papers, relevant news in their industry and bios of their key people? If so, read them! If you’re an employer with job openings, do you have standard questions you typically ask? Do you have follow up questions you may ask, depending on how the candidates respond to certain questions?
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Put your best foot forward. You only can make a good first impression once. Even though it’s said the secret to success is “just showing up,” it really takes more than that. Obviously, Larry Rudwick don’t show up drunk, hungBusiness and over or, in any Relationship Coach other way, not “all there.” Otherwise, it’s likely “game over” before you finish the “first inning.” Instead, when interviewing in person, look good and come across with confidence. Dress professionally, smell clean but don’t use too much perfume, or highly scented deodorants. Be awake and alert; make sure you get enough sleep the night before. And come prepared to take notes. Practice what you will ask and say, and how you will articulate your thoughts. How will you answer questions that will likely come up? Long pauses can cause people to wonder why you are having problems communicating. On the other hand, what will This is a sponsored Business Talk article. Larry Rudwick is a long-time business coach. You can request an Executive Assessment via email, a Word document entitled Ten Questions That Can Improve Your Life. Contact Larry at rudwick@cox.net or 571331-6102. For more information visit www. businesstune-ups.com.
they think if you answer quickly but say things that aren’t well thought out? That will make an even worse impression. Become attractive and desirable, whether you are a job seeker or employer. Try to: 1) know your strengths and your passions for work, 2) know your weakness and what you don’t like doing, 3) not build yourself up unrealistically but come across accurately and authentically, 4) be a good, interested listener, 5) do some research before the interview, 6) ask relevant questions, 7) be open minded in positive ways, 8) speak so people are interested and learn something positive when you speak, 9) be
open and honest, and 10) have a good attitude because as they say, “Attitude is everything.” Get help preparing. Whether you are looking to hire someone, or looking to find a good job, there are people who can help. Make appropriate use of them. Doing some role playing can make a big difference. Consider interviewing me to determine if I can help you to interview better! There is no charge for an initial consultation. Look over my website http://www. businesstune-ups.com/index.html, sign up for my free newsletter, or give me a call. Larry Rudwick 571-331-6102.
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Is dual enrollment right for your teenager? Did you know that your high school student has several options for getting ahead on earning college credit? The dual enrollment program, also known as ACCEL in Georgia, allows high school students to enroll at a college or university tuition free. Specific courses will earn the student required credit towards high school graduation and college simultaneously. Missie Usry The ACCEL Enrollment Manager, dual enrollment Georgia Military program has College several distinct advantages over other college credit programs such as Advanced Placement (AP) and the International Baccalaureate (IB) Program. For example, students are guaranteed college credit as long as they pass courses with a grade of “C” or better. In AP or IB courses, if the teen is not a strong tester, they may pass the course, but not pass the difficult end-of-course standardized test required for college credit. Through the dual enrollment program at Georgia Military College, high school juniors and seniors have the option of earning more than 80 hours of college credit before
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graduating from high school. That means up to two years of free college tuition just for being a Georgia high schooler! There is, of course, the benefit of saving time and the possibility of graduating with a bachelor’s degree at the age of 20. Georgia’s ACCEL program covers tuition for up to three quarters per year for Georgia residents; Georgia Military College waives fees for dual enrollment students. The only out-of-pocket expense for participants is textbook rentals and course materials. Georgia Military College also has a fourth quarter, full-tuition scholarship for students who successfully complete the first three quarters through ACCEL. This means a savings of up to $10,000 in college tuition when students successfully participate in this program during their junior and senior years. Eligibility for participation in the dual Missie Usry is the Enrollment Manager in the Admissions Department at Georgia Military College. The Admissions department is responsible for dual enrollment recruiting. For additional questions about Georgia Military College’s programs, call (706) 993-1123, email musry@gmc.cc.ga.us, or visit www. gmcaugusta.com. Georgia Military College is accredited by the Southern Association of Colleges and Schools, which means that all credit earned at the institution is transferable to other institutions.
enrollment program is based on a student’s high school GPA, approval by the high school counselor (or our Academic Dean for home schooled students) and SAT or
ACT scores. Students who have not taken the SAT, ACT, or those who did not score high enough can opt to take the COMPASS placement test at our campus.
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