Concert Promoters, Bookers, and Agents

Concert Promoters, Bookers, and AgentsConcert Promoters, Bookers, and AgentsBooking and promoting concerts involves a lot of moving parts, so its pretty easy for confusion to enter the picture. If youre new to playing live, just starting to cut your teeth on the live music circuit, then that confusion can go through the roof for a lot of reasons. In fact, this can be a tough time for a lot of musicians, not only because the whole process is new and more than a little intimidating, but also because musicians at this stage are the perfect targets for getting hustled. When you get to the stage where youre booking your own shows, you can make better decisions if you understand the role of everyone involved. Now, there can be some overlap in these positions, but here is the general idea to keep in mind Promoters On the indie circuit, the most typical way for a promoter to work with a musician is to decide they want to work with the musician on a show, make a deal with the musician (o r the musicians reps) and then go out and do the work of putting on the show. That means booking the venue, contacting the local press, marketing (zustromning ads, printing posters, etc, as appropriate), making aya everything is in distributionspolitik for the night of the show (tickets, sound/tech requirements, booking the opening bands, buying the rider and so on) and then generally making sure the show runs smoothly. When a promoter makes a deal with a musician, the deal usually (really, should) take into account the expenses associated with the show so that when the musician sees the deal, they know how much they stand to make. For instance, a promoter might offer a flat rate for a show or they may offer a door split deal in which they pay the musician a percentage of the ticket sales money after the costs associated with the show are met. The real defining thing about the deal structure is that the promoter does assume some of the risks and makes a decision about that risk bef ore they decide to run the show. Bookers Sometimes, venues have someone in charge of booking the shows for the club - but it is really very important to not confuse these people with promoters. Sometimes, venues have in-house promoters that book the shows and fulfill the traditional role of the promoter, but venues often have someone who just books. They may include your name in their standing run of advertising and monthly calendar things, but the onus for promoting the show - and meeting the venues financial requirements - falls on you. They may have a bare minimum that you have to meet or they may require a certain number of ticket pre-sales or they may have some other financial guideline you have to satisfy. As a musician, it is REALLY important for you to understand these rules. Of course, venues cant have losing nights all the time, but weigh up what theyre offering you versus what theyre demanding from you. Are they throwing you on a bill with four other bands who sound nothing like you (or each other) and requiring a huge number of ticket pre-sales - which really translate into you paying hundreds to play there? In other words, are they setting you up for some crap gig that no one wants to come to and get you to pay them for the privilege? If you are acting as a promoter for your own show, it makes sense that you would have to assure the venue that they arent going to lose money on the night, but dont be too intimidated to speak up to find out what youre getting when you book a show at that club and definitely dont be too afraid to look for another venue who wants to make sure you BOTH have a winning night. Agents An agent books shows for you. In other words, the agent calls the promoter, works out the deal and brings the offer back to you with all the details ironed out (in accordance with what youve agreed in advance, such as must have a stage large enough for 7 cellos or will only play Albuquerque on Tuesdays.) As you can see, your real da nger zone as an up and coming musician lies in the difference between working with a promoter and simply booking a show with someone in charge of a venue calendar. Make sure you understand the set-up any time you book. And note, someone who pencils you in on a certain date, contributes nothing in the run-up to the show and then sits at a door collecting money and asking people what band they came to see is leid a promoter - pure and simple. Dont pay for services undelivered.

How to Develop a Successful On-Boarding Program

How to Develop a Successful On-Boarding ProgramHow to Develop a Successful On-Boarding ProgramSo you advertised, interviewed and finally found just the right candidate to fill your companys vacancy. Perhaps the individual has the exact qualifications, experience, and individual personality skills that make them a perfect fit for your corporate culture or job role. In short, youve hit the hiring jackpot. While all of that is well and good, if you dont have a well-developed and comprehensive onboarding program, even the best hire can go south in a hurry leading to employee turnover and increased business costs. Enter the importance of a well-developed onboarding program. The ability to integrate a talented candidate into your existing firm or corporate culture is an essential element of any successful hiring program. The ability to train a new hire in both their day-to-day job functions and their place in the current company hierarchy is essential to long-term growth, development, and integration. Sure, you may have chosenthe best, most qualified candidate for the role, but if you dont have established structures and professional guidance in place, your investment could quickly turn into a hiring disaster. Never fear, however. Weve got the facts, figures, and guidance you need to make that new addition a hiring success. Set Clear ExpectationsWhether prior to hiring or on the very first day of integrating that exceptional new candidate, the key to a successful onboarding program is rahmen clear career and role expectations. Most of this starts with a well-defined job description. Putting some thought into the day to day tasks of your new hire prior to interviews can help set the stage for ensuring youre hiring the right candidate as well as help establish clear expectations once you have the new team member in the door. Come up with a clear and concise set of daily functions that will help your candidate have a clear idea of what to expect in their new role come d ay one. Not only will you attract applicants with a better overall match but youll also have more success in integrating them into your companys existing infrastructure.Make a Training ScheduleFrom the basics of firm apps and technology infrastructure to the more advanced applications theyll need to perform their daily job functions, training in essential technologies is an important parte of onboarding a new candidate. Most herunterkommen applicants will have a basic knowledge of email and research programs, but the more specialized, and often more important, advanced database and proprietary database software will be the bread and butter in which your candidates operate. Teaching the new hire how to utilize this software is important to both initial rollouts as well as long-term contributions for suggesting better or more efficient methods of operations.Define the Job HierarchyIf you take a poll of recent hires across job descriptions, markets and fields, perhaps the biggest frust ration they would express would be surrounding regarding corporate hierarchy. Its important to help candidates clearly identify who they report to and who they can go to in case of complaints, frustrations or guidance. These schrifts of questions are essential both as a resource for new hires in addition to painting a picture of the potential career track they may be signing up for.Schedule Time for Check-InsGetting your new candidate in the door is a small part of any hiring equation. Even with the best onboarding programs in place, individual candidates will still have different initial and ongoing career needs that should be addressed by sophisticated hiring managers. Once youve fully integrated your new hire, be sure to check in with them on an ongoing basis. This will help you identify any major needs and concerns and will let savvy manager head off long-term issues before they begin to impact your department or division across the board. Ask for FeedbackAs a hiring manager, su pervisor, head or other leader in your field your company has probably placed a great deal of faith in your skills and abilities to perform your essential job functions. Thats all well and good but, at the risk of sounding a bit jaded, our mom thinks were awesome too. A successful and dynamic supervisor knows that a key aspect of integrating a new hire is the knowledge, expertise and specific experiences they bring to the job table. Utilize this specialized knowledge by asking for feedback on your specific performance after the candidate has been with the company or firm for a short period of time. Set up structures that continue to ask for this type of guidance as a way to both build confidence in your team and to continue along in your own personal and professional career growth.Have another concrete suggestion when it comes to onboarding quality candidates? Shoot us a message or leave a comment below. Maybe your tip or trick will make our next update, helping a future candidate o r hiring manager make a smooth transition into the job of their dreams.

Low-Cost Employee Retention Strategies

Low-Cost Employee Retention StrategiesLow-Cost Employee Retention StrategiesWhat do you think itd cost to replace a worker if he or she walked out the door today? Some estimates run as high as 150 percent of the annual salary, but there are many hidden costs, too. Keeping your employees happy begins with implementing an effective employee zurckhalten strategy.Our workplace research shows that higher levels of employee engagement lead to greater productivity. And workers who feel valued are motivated to make real, tangible contributions to the company. Yes, providing competitive compensation is one way to keep your employees happy. But its not the only strategy. Here are nine low-cost ways to keep employee retention high.1. Maintain an open-door policyHappy workplaces are environments where employees feel comfortable voicing their ideas and concerns. Set the right tone by letting your employees know that you welcome their thoughts for improving business operations and workplace cultur e. Also, provide and ask for regular feedback. Dont limit yourself to one format You could offer an idea board, suggestion box or monthly brown bag QA with company leadership.2. Promote from withinYour employees will feel discouraged if they sense theyll be sitting in their current cubicle forever. If you want employees to invest in the business, then invest in them, too. Many managers fail to consider that the talent they seek could very well be right under their nose. Wise leaders consider internal employees - professionals who are among your current workforce - first when a position is created or vacated.3. Encourage passion about your brandYou dont have to give employee retention a second thought if your employees are passionate and knowledgeable about the product. Encourage them to learn as much as possible about the brand and company values so they can share their enthusiasm with customers. Offer complimentary services or samples to employees so they understand the value of your product and can make informed decisions and recommendations.4. Emphasize health and wellnessThe link between wellness programs and higher employee retention rates is well established. Managers have come to accept that promoting the physical and mental well-being of their employees is beneficial to their bottom line. Some firms offer fun workspaces with foosball tables, others yoga classes, complimentary chair krpermassage or vending machines with healthier snack choices. Whether its a mandatory 20-minute break in the day from computers and smartphones or even extra vacation days as a reward for performance, these types of healthful workplace options go a long way toward preventing employee burnout.5. Recognize outstanding workWant to boost employee morale? Place an article in the company newsletter or a note on a bulletin board in the office in recognition of a special achievement. Praise employees for their good work in front of their peers. You dont have to spend a dime to re ward hardworking employees for their actions and achievements. Your gesture lets employees know their unique contributions and positive attitudes make a difference for your company and the kollektiv.6. Create a pep squadIts understandable that amid day-to-day deadlines, making sure employees are engaged rarely finds its way onto your to-do list. Heres a solution Delegate Appoint a team of employees to head up fun activities. Watch the ideas grow when you get a group of creative employees together, thinking about how to take the stress out of work and be more supportive of each other.7. Offer professional development opportunitiesTraining programs are an employee retention strategy that pays off big time. Your employees benefit by expanding their skills. You benefit by getting a more productive and versatile workforce. Everyone wins when you grow together.8. Have a missionDo you have any millennials on staff? Workers of this generation want to be part of a cause that matters. Even if your companys focus isnt building homes for disadvantaged families, you can weave charity into your business plan. Regardless of age, you and your employees will benefit from having a philanthropic focus by improving your companys reputation in the community. You might even meet a new potential client.9. Recognize that perks dont equal cultureEmployees enjoy perks free lunches, free health insurance and flexible hours. But dont sell yourself short by equating perks with workplace culture, which is the personality of your business. What you say about work-life balance and professional development tells current employees and job seekers about how the organization values its employees. Assure both groups that your organization appreciates - and rewards - employee dedication and hard work.Companies with cultures that truly value their employees are most successful at retaining them.Dont be the manager who is caught off guard when a top performer gives his or her two weeks notice. Ins tead, create an environment where employees feel valued, included in company development and have a solid grasp of their performance and career development.Subscribe to the Robert Half newsletter for articles and resources to help you build and manage a winning team - all sent directly to your inbox.

Customize this Outstanding Experienced Adult Literacy Resume Template

Customize this Outstanding Experienced Adult Literacy Resume TemplateCustomize this Outstanding Experienced Adult Literacy Resume TemplateCreate ResumeAudrey Rowe100 Main Street, Cityplace, CA, 91019H (555) 322-7337C (555) 322-7337example-emailexample.comProfessional SummaryAdult Basic Education Instructor 9 years experience with extensive training as a Read Right Specialist. A co-educator versed in collaborating with College Instructors and Adult learners to best meet each individuals literacy needs as well as physical, emotional, intellectual to socially prepare them for success.SkillsReading Insructor with extensive knowledge of training for comprehension and retentionManaging classroom for diverse populationsStrong CommunicatorCrisis management including conflict diffusion, gang awarenessDiverse classroom settingsStudent recruitment for I-BEST, Running Start, and Higher Educational enrollmentESL- English as Second Language, useing reading literacyproficient in producing Reading G ains in LiteracyManage classes of adult learners in reaching GED and Higher Educational goals by improving their reading experiencePositive learning environmentTest proctoringCritical thinkingWork HistoryWorkFirst CoordinatorInstitute for Extended Learning Colville, 99114, WA 10/2008 Current Liason between College Students and their WorkFirst Case managers at Dept.of Social and Health Services (DSHS)Daily contact with Community Providers at Career Path Services and DSHS (daily participation and progress )Provide state audit information to assure continual fundingInstructional Tech IICommunity Colleges of Spokane Spokane, Wa 09/2005 CurrentReading Instruction,Adult Learners including GED Completion and CollegeDevelop programs to work with students and increase interest in higher learning. Recruitment for I-BEST and Pre-College ProgramsCollaborate with faculty to develop tutorial program scheduled for students in need of extra help.Individualized Reading PlacementFostered meaningful relationships among students through team-work in community service projects.Intake and Enrollment into ABE , track attendance and progressEducationCertified in the Read Right Literacy Program Instructional Adult Basic Education Community Colleges of Spokane GED completion and Readiness programs.Intercultural Communication in ESL, through reading and exposure to the english language. Customize ResumeMore Education and Training Resume TemplatesEntry Level Adult Literacy Resume Templates

The Number One Question You Must Ask for Resume Action Verbs

The Number One Question You Must Ask for Resume Action Verbs In the second example, youre the agent accountable for a particular circumstance. One way is to go through all verbs and elendice the ones in the past participle instead of in the easy past. The third kind is the combinational kind of resume which as the name implies, borrows features from both of the other kinds. Using action words is only step one in crafting a strong phrase. To make an engaging resume, make certain that you use action words. Power words are used for many reasons. More precise words may also add some formality to your actions, she states. Be aya that your story has lots of action through your resume wording. As you begin, its very important to understand 1 thing. The most significant thing is to locate a friend or relative who will provide you honest feedback. The very last thing that you want to do is use words inaccurately. Life After Resume Action Verbs Not only do you have to use action v erbs in your resume, but you also must pick the ones that fit your industry and make an effect. Its fine to leave in a couple of the previous verbs.Nearly every business and recruiter uses keywords to determine qualified candidates. A room full of quiet applicants all vying for the identical job isnt unlike a stack of resumes an employer faces when theres an open position. Each position should then incorporate a bulleted list of important accomplishments and duties. List the skills identified in the work description your, and you are able to add any extra skills youll be able to bring to the position. Resume Keywords are centered through your base abilities. For each and every work application you send, theres a resume that should be polished. You must find work that satisfies your skillset. You still must decide if thats the job which you desire. You will be able to see your resume right on screen, and determine if thats the resume that you wish to send to employers. Employ ers have an assortment of needs. Some employers arent going to accept attachments due to the danger of viruses. Potential employers wish to observe how your efforts were accountable for positive, quantitative outcomes. Youd be well-advised to check at numerous samples in many different formats. You can have a selection of skills and certifications. There are lots of organizations which do not recruit through an official procedure, but it doesnt indicate they dont have interns. Youll also want versions which will be suitable for the selection of organizations to which you may apply. The Fundamentals of Resume Action Verbs Revealed Its fast and simple to use. Youre able to use these resume action verbs to produce your resume compelling. Action verbs show your capability to succeed. Even powerful verbs can acquire boring if seen too frequently, however, so if possible, do not repeat one in the exact same block of text or paragraph. Proceed to sample cover letters to discover the perfect one for you to personalize. Employing action verbs in resume writing is as simple as any other kind of writing, so long as you know what things to include and what things to look for. One of the greatest strategies to use a conventional spell checker is to just note where it places redlines on your page which are words your spell checker doesnt recognize. You may also find more examples and templates online should you do a search.

Internship Reflection Paper Essay Fundamentals Explained

Internship Reflection Paper Essay Fundamentals Explained Facts, Fiction and Internship Reflection Paper Essay Often it is tough to see your own errors. For this reason, you should choose the proper word choice to completely describe what you desire. A good example of a tricky transaction is whenever the patient asks you questions about their insurance, which is something I dont understand in any way. Specify your response with questions. The Importance of Internship Reflection Paper Essay You must consciously make an effort to spot and examine your own thoughts in connection with a specific experience. You might have to return to your prior life experiences and provide a very clear account of a specific event, happening or feeling. Knowing my personality is the anfangsbuchstabe step to self-awareness. When you consider your ideas and reactions, articulate the action you intend to take later on. Internship Reflection Paper Essay the Ultimate Convenience The paper is goin g to be read and evaluated before its put in the internship elendebooks. Sometimes you might be instructed to obey a particular reflective model using for only portion of the paper. Its also utilized as a report form of evidence to prove that youve successfully completed your internship. Its because of this I had the chance of obtaining a position for a customer representative in Bank of America. From time to time, youre expected to create a report based on various time periods of your internship also. Remember an internship report, very similar to a financial report, is utilized to document a given matter. If youve got additional questions regarding your upcoming internship, get in touch with a CLS counselor. As soon as it is your obligation to find an internship, there are a number of methods to get a position. An internship will help yougain extra wisdom and skills, and youll also get to understand plenty of the specifics of your upcoming job. Even when it does not resul t in a job offer, it gives you practical experience and improves your resume. Finding the Best Internship Reflection Paper Essay Because my school is a little school we have just one assistant principal. The essay is a chance for students to inform their unique stories and attempt to stick out from the remaining portion of the crowd. The best ones made by talented students are frequently published by different colleges. Not many college students know the things that they wish to do, and its something not really worth worrying about. The Advantages of Internship Reflection Paper Essay Employing this guide, you can discover some other helpful ideas to compose a proper reflective essay. Sometimes, you might be missing some excellent suggestions for your reflective essay topics. Except for the primary pieces of your reflective essay, there are several other essentials to look at. You should keep in mind that reflective essay is for your private opinion and own experience. Even if youre taught how to compose the reflective essay, you might not be in a position to get a relevant and intriguing topic. Now, which you already understand whats a reflective essay you should figure out the way to compose a reflective essay. Generally, writing a reflective essay doesnt differ from any other kind of paper. Internship Reflection Paper Essay - the Story Naturally, great performance reflects a superb work atmosphere. Possessing energy and the capacity to energize other is also an additional important component to developing and keeping the organization. Either project has to be accepted by the school leadership group and suitable division personnel. If youre late in business its not simply a reflection of you, but of the full business. Internship Reflection Paper Essay for Dummies Remember that the frequent reflection paper covers 300-700 words. Reflection papers have a large effect on the learning process as you are being requested to evaluate your experie nce in an analytical way. A reflection paper is about you. While it allows writers to provide their own personal feelings and should be written in the first person (unless instructed otherwise by your teacher), its important to note that an effective reflection paper will not only provide your opinion, but it will back that opinion up with solid examples and cite an experts knowledge if possible. Therefore, before starting your very first paragraph, write down your ideas and outline all the points you need to make. If you draw proper conclusions, you will demonstrate the high degree of understanding what youve depicted in your story. It is vital to select the appropriate words and phrases while reflecting your ideas and showing what you feel. Throughout your reflection, you should earn a case for the way the experience has stimulated your private growth. New Questions About Internship Reflection Paper Essay The secondary sources of knowing mora on the subject of the issues ha ppening in the bank were facilitated by means of reading a variety of records related to the bank. Maybe you have learned something which goes past the ordinary, such as personal values and characteristics which you never knew about yourself before. You must also be specific and utilize concrete examples that will back up your ideas and opinions. Consider your experience and state the beneficial and negative side.

How to Successfully Video Interview Non-Local Talent - Spark Hire

How to Successfully Video Interview Non-Local Talent - Spark HireWhen it comes to sourcing non-local talent, budgets for costly flight tickets might not be an option for most organizations. Hiring top-notch talent doesnt have to break the bank and the solution is as simple as two words video bewerberinterviewing.There are a few reasons why companies are now more likely to use video interviewing technology to connect with non-local talent. For one, its super affordable. Affordable in the sense of not only flying in candidates, but also, video interviews reduce the administrative costs is takes to platzset up and conduct phone interviews and in-person interviews.Another reason is the interviewer doesnt need to be present for the interview itself. For one-way interviews in particular, the candidates simply answer interview questions on their own time via webcam. The answers are then reviewed at the interviewers convenience. Below are a few things to keep in mind when video interviewing non-local talent for your organization.Be cautious of their time zone. It would be incredibly unfortunate if the due date of your one-way interviews wasnt clearly identified. Since talent may not be in your time zone, make sure you have reached out prior to the interview just to touch base on the time of their interview due date. Even though this will be displayed in their interview details, it can easily be overlooked. Some candidates may actually just assume the interview is defaulted to their time zone.Focus on personality. Sure, top talent is easy to spot on paper, but finding the best cultural fit can be tricky to evaluate. This is especially important for non-local talent because their video interviews can be used as the first step of the screening process. Since youre not bringing the candidates in for the in-person interview right away, be sure to look out for non-verbal cues and red flags in their video interview.Cast a wider net.When sourcing non-local talent, sending vide o interview links via email is a lot easier than conducting time-consuming phone interviews. If youre looking for a large response, these links can easily be included in the job description, posted on job boards, or even broadcasted on social media. Interview links are created for candidates to easily access and allows them to complete their interview in a timely, non-invasive manner.Once you have decided to go ahead and hire the non-local candidates, you may leise end up flying candidates in to interview at your office as a final step. Using video interviewing technology early on in your process just ensures youre only investing time, effort, and money into the best candidates for the position.What are some other things you or your company do to ensure a flawless hiring process for non-local talent? Share in the comments belowTo learn more about interviewing non-local talent, be sure to check out our newest whitepaper titled Connecting with Talent Across Borders.