I recently put together this information for a marketing project, and thought I'd share it here. I welcome any inputs from my readers
Are you ready for the economic recovery? The last two years have been tough for the wine business. Many companies have scaled back personnel and streamlined operations to reduce cost and increase revenues. Signs are indicating that the economy is starting to recover, and there is promising news in the retail and restaurant sector, which is a harbinger of better times ahead for wineries.
Is your staff already doing more with fewer people? With your lean staff, who has time to hire new employees when the time comes? Recently wineries have been getting deluged with resumés. It is common for 100 or more resumés to be submitted for one position. Does your staff have time to screen all those resumés, let alone take the time to interview, reference check and handle offer negotiations? While they are trying to hire someone, are their core responsibilities such as sales, marketing or hospitality, going to suffer? If you are hoping to stay on top of this economic recovery, you need your staff to focus on their key strengths and not on recruiting.
Our key strength is recruiting. WineTalent is an executive recruitment company focused on the wine industry.
What we do:
- Constantly recruit winery professionals
- Interview qualified candidates
- Perform reference checks
- Coordinate interviews to fit your schedule and that of the potential employee
- Understand competitive salaries and work with you to craft one for your future employee
- Allow complete confidentiality and staffing flexibility
WineTalent handles the hiring process, allowing you to see the best candidates, not hundreds of candidates. The process of acquiring and managing talent is one of the most important components of a successful company. Do you have the right people to do the job?
Let WineTalent help you attract and retain exceptional employees. For more information, please visit www.winetalent.net or call Amy Gardner at 916-802-1280
Be ready for the recovery.
Sunday, May 16, 2010
Wednesday, May 12, 2010
Monday, May 10, 2010
Monday, April 26, 2010
Wednesday, April 7, 2010
New I-9 Forms and Employment Authorization
I recently attended a Best Practices in Owning and Operating a Winery seminar and one of the sessions was about employment law. Within the immigration law section, they addressed current trends. One notable change was that on April 3, 2009 a new I-9 form was issued and is required for all U.S. employers. You can download the form from http://www.uscis.gov/i-9 The form was revised to reflect changes in the List of Acceptable Documents.
As an employer you are required to verify the documents presented with the I-9. Some guidelines on verifying the documents are that they must be viewed in the original form, that they correspond to the employee presenting them and that they appear genuine on their face. There are legal considerations if obvious forgeries are not caught. So, familiarize yourself with the acceptable documents and the information they contain. But as an employer you are not required to be a document expert. Examples of acceptable documents can be found at http://www.uscis.gov/files/form/m-274.pdf
The employer is required to retain the I-9 form for three years after the employee's date of hire or for one year after the employee's date of termination, whichever is later. It is advisable to not retain documents longer than the time required and to not retain copies of the supporting documents.
Employment Eligibility Verification applies to all employees actually hired and must be completed within three business days of the hire date. I-9s are not required for applicants, independent contractors, subcontractors or any individual that was hired before 11/7/86 who is continuing their employment and have reasonable expectations of continued employment.
I would like to thank Stoel Rives, LLP for hosting the seminar, and for the employment law information they provided. For more information on Stoel Rives, visit www.stoel.com.
As an employer you are required to verify the documents presented with the I-9. Some guidelines on verifying the documents are that they must be viewed in the original form, that they correspond to the employee presenting them and that they appear genuine on their face. There are legal considerations if obvious forgeries are not caught. So, familiarize yourself with the acceptable documents and the information they contain. But as an employer you are not required to be a document expert. Examples of acceptable documents can be found at http://www.uscis.gov/files/form/m-274.pdf
The employer is required to retain the I-9 form for three years after the employee's date of hire or for one year after the employee's date of termination, whichever is later. It is advisable to not retain documents longer than the time required and to not retain copies of the supporting documents.
Employment Eligibility Verification applies to all employees actually hired and must be completed within three business days of the hire date. I-9s are not required for applicants, independent contractors, subcontractors or any individual that was hired before 11/7/86 who is continuing their employment and have reasonable expectations of continued employment.
I would like to thank Stoel Rives, LLP for hosting the seminar, and for the employment law information they provided. For more information on Stoel Rives, visit www.stoel.com.
Wednesday, March 10, 2010
Remembering a Friend: Nancy Tibbitts
Last month I attended the UC Davis Internship and Career Fair, an event I have participated in for many years. I missed a familiar face, and was very sad to hear that one of the career center staff, Nancy Tibbitts, a friend and mentor of mine, had passed away late last year. This revelation rocked me to the core. This woman had been so helpful in my career; helping me get my first on-campus research job, guiding me in my first few job decisions, suggesting career moves when I was relocating, and then as a colleague during my years in recruiting. I often called her to let her know about new positions I was recruiting for, and asked her to spread the word during a search.
Not only did Nancy assist me in my professional life, but we both shared stories about being working mothers of young children--from finding time to balance the needs of work with the real life needs of a crying, hungry baby or the juggling required of an active family. It was refreshing to check in with her, first to find out how she and the family was doing, and then to get to work on something I was needing her assistance with.
It is very sad for me that she passed away. I know I was only one of many people she helped, and in my mind she was and is indispensable. She was always happy and fun to deal with. I remember her telling me, "oh you have to take that job" and "of course you need to sign-up for an internship". Luckily I followed her advice which I often echo back to young, soon-to-graduate and recent-graduates who are figuring out their career path.
I have had a lot of great mentors in my life, and I truly count Nancy Tibbitts as one of them. I will always think of her fondly, and hope to help others in their careers like she helped me.
For others who worked with Nancy, visit her guest book on the UCD site. I send my heartfelt condolences to her family and friends.
Not only did Nancy assist me in my professional life, but we both shared stories about being working mothers of young children--from finding time to balance the needs of work with the real life needs of a crying, hungry baby or the juggling required of an active family. It was refreshing to check in with her, first to find out how she and the family was doing, and then to get to work on something I was needing her assistance with.
It is very sad for me that she passed away. I know I was only one of many people she helped, and in my mind she was and is indispensable. She was always happy and fun to deal with. I remember her telling me, "oh you have to take that job" and "of course you need to sign-up for an internship". Luckily I followed her advice which I often echo back to young, soon-to-graduate and recent-graduates who are figuring out their career path.
I have had a lot of great mentors in my life, and I truly count Nancy Tibbitts as one of them. I will always think of her fondly, and hope to help others in their careers like she helped me.
For others who worked with Nancy, visit her guest book on the UCD site. I send my heartfelt condolences to her family and friends.
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