Checklist for Starting a Flea Market Business: Essential Ingredients for Success
If you are thinking about going into business, it is imperative that you watch this video first! it will take you by the hand and walk you through each and every phase of starting a business. It features all the essential aspects you must consider BEFORE you start a Flea Market business. This will allow you to predict problems before they happen and keep you from losing your shirt on dog business ideas. Ignore it at your own peril!
For more insightful videos visit our Small Business and Management Skills YouTube Chanel.
A Step by Step
Guide to Starting a Small Business
This is a
practical manual in a PDF format, that will walk you step by step through all the
essential phases of starting your Flea Market business. The book is packed with
guides, worksheets and checklists. These strategies are
absolutely crucial to your business' success yet are simple and
easy to apply.
Copy the following link to your browser and save the file to your PC:
https://www.bizmove.com/free-pdf-download/how-to-start-a-business.pdf
Finding Applicants
When you know the kind of skills you need in your new
employee, you are ready to contact sources which can help you
recruit job applicants.
Each state has an unemployment service (sometimes
called Public Employment, Unemployment Security Agency). All are
affiliated with the United States Employment Service, and local
offices are ready to help businesses with their hiring problems.
The employment service will screen applicants for you
by giving aptitude tests (if any are available for the skills
you need). Passing scores indicate the applicant's ability to
learn the work. So, be as specific as you can about the skills
you want.
Private employment agencies will also help in
recruitment. However, the employee or the employer must pay a
fee to the private agency for its services.
Another source of applicants is a "Help Wanted" sign in
your own front window. Of course, a lot of unqualified
applicants may inquire about the job, and you cannot interview
an applicant and wait on a customer at the same time.
Newspaper advertisements are another source of
applicants. You can reach a large group of job seekers and you
can screen them at your convenience. If you list a phone number
at the store, you may end up on the phone instead of dealing
with a customer.
Job applicants are readily available from local
schools. The local high school may have a distributive education
department where the students work in your store part time while
learning about selling and merchandising along with their school
courses. Many part-time students stay with the store after they
finish school.
You may also find job applicants by contacting friends,
neighbors, customers, suppliers, present employees, local
associations such as the Junior Chamber of Commerce, service
clubs to which you belong, or even a nearby armed forces base
where people are leaving the service. However, do not overlook
the problems of such recruiting. What happens to the goodwill of
these sources if they recommend a friend whom you do not hire,
or if you have to fire the person they recommended?
Your choice of recruitment method depends on your type
of business, your location, and you. You have many sources
available to you. A combination may serve your needs best. The
important thing is to find the right applicant with the correct
skills for the job you want to fill, whatever the source.
Developing Applicants Forms
The hardest part of your work, if you did a good job
listing the skills needed, is in finding and hiring the one
right employee. You need some method of screening the applicants
and selecting the best one for the position.
The application form is a tool which you can use to
make your tasks of interviewing and selection easier. The form
should have blank spaces for all the facts you need as a basis
for judging the applicants. A sample form is provided below.
You will want a fairly complete application so you can
get sufficient information. However, keep the form as simple as
you can. The form may be mimeographed or ditto form.
Have the applicants fill out the application before you
talk to them. It makes an excellent starting point for the
interview. It is also a written record of experience and former
employer's names and addresses.
Remember, the Civil Rights Act of 1964 prohibits
discrimination in employment practices because of race,
religion, sex, or national origin. Public Law 90-202 prohibits
discrimination on the basis of age with respect to individuals
who are at least 40 but less than 70. Federal laws also prohibit
discrimination against the physically handicapped.
When an applicant has had work experience, other
references are not very important. However, if the level of work
experience is limited, additional references may be obtained
from other individuals such as school counselors who can give
objective information. Personal references are almost useless as
an applicant would only list people who have a kind word for
them.
Interviewing Job Applicants
The objective of the job interview is to find out as
much information as you can about the job applicant's work
background, especially work habits and skills. Your major task
is to get the applicants to talk about themselves and about
their work habits. The best way to go about this is to ask each
applicant specific questions: What did you do on your last job?
How did you do it? Why was it done?
As you go along, evaluate the applicants' replies. Do
they know what they are talking about? Are they evasive or
unskilled in the job tasks? Can they account for discrepancies?
When the interview is over, ask the applicant to check
back with you later, if you think you may be interested in that
applicant. Never commit yourself until you have interviewed all
likely applicants. You want to be sure that you select the right
applicant for the job.
Next, verify the information you have obtained. A
previous employer is usually the best source. Sometimes, a
previous employer will give out information over the telephone.
But it is usually best to request your information in writing
and get a written reply.
To help insure a prompt reply, you should ask previous
employers a few specific questions about the applicant which can
be answered by a yes or no check, or with a very short answer.
For example: How long did the employee work for you? _____ Was
his or her work poor _____, average _____, or excellent _____ ?
Why did the employee leave your employment?
After you have verified the information on all your
applicants, you are ready to make your selection. The right
employee can help you make money. The wrong employee will cost
you much wasted time, materials, and may even drive away your
customers.
Compare your budget occasionally with real
operations statistics. With effective records you can accomplish
this. Then, where
discrepancies appear it is possible to take
corrective action before it is too late. The right choices for
the ideal corrective
action will depend upon your own
understanding of management methods in buying, pricing, selling,
selecting and training staff,
and tackling other management
issues.
You're thinking you can hire a bookkeeper or a
Accountant to handle the record keeping for you. Yes, you can.
But remember two
very important facts:
1. Provide the
accountant with true input. If You Purchase something And also
don't record the sum in your business checkbook, the
accountant can't enter it. If you sell something for money and
don't record it, the accountant won't know about it. The
documents
the accountant prepares will be no better than the
info you provide.
2. Utilize the records to make
conclusions. If you went to a physician And he told you you were
ill and needed certain medication
to get well, you would
follow his advice. Should you pay an accountant and he tells you
that your sales are down this year, don't
hide your head in
the sand and pretend the problem will go off. It won't.
Business Management Roll in Personnel Selection. If your
business Will be big enough to require outside assistance, an
important
duty will be the selection and coaching of one or
more workers. You may start out with relatives or business
partners that will
help you. But when the business develops -
as you expect it will - that the time will come when you must
select and train
employees.
Careful choice of
employees is essential. To select the right Employees decide
beforehand what you want each one to do.
Then search for
applicants to fill these specific needs. In a small Business you
will need flexible employees who can shift from
task to task
as needed. Include this in the description of those jobs you
wish to fill. At the exact same time, look ahead and
plan
your hiring to guarantee an organization of people capable of
performing every crucial role. At a retail store, a salesperson
may also do stock-keeping or accounting at the start, but as the
business grows you'll need sales people, stock-keepers and
bookkeepers.
Once the project descriptions are composed,
line up applicants whom To make a selection. Don't be swayed by
customers who may
suggest relatives. In the event the
applicant doesn't succeed, you might drop a client as well as an
employee. Some sources of
possible new employees are:
1. Tips by friends, business acquaintances. 2. Employment
agencies. 3. Placement bureaus of high schools, business
schools, and
schools. 4. Trade and industrial institutions.
5. Help-wanted advertisements in local papers.
Your next
task is to display want ad responses and/or program Forms sent
by employment agencies. Some applicants will be
eliminated
sight unseen. For every one of those other people, the
application form or letter will act as a basis for the interview
that ought to be conducted privately. Put the applicant at ease
by describing your company generally and the job in particular.
Once you have done this, encourage the applicant to speak.
Picking the right individual is extremely important. Ask your
questions
carefully to find out everything about the
applicant that is pertinent to the job.
References are a
must, and should be checked before making a final decision.
Check through an individual visit or a telephone call
directly to the applicant's immediate previous supervisor,
whenever possible. Verify that the information given you is
accurate.
Consider, with conclusion, any negative comments
you hear and what isn't said.
Checking references can
bring to light important information Which may help save you
money and future annoyance.
Personnel Training. A
well-selected employee is only a possible Asset to your
business. Whether or not he or she becomes a real
advantage
is dependent on your own training. Recall:
To allow
adequate time for training. Not to expect too much from The
trainee in too brief a time. To let the employee learn by
performing under actual working conditions, together with close
oversight. To follow up on your training.
Examine the
worker's performance after he or she was in work For a moment.
Re-explain important points and short cuts; bring the
employee current on new developments and encourage questions.
Training is an ongoing process which becomes constructive
oversight.
Personnel Supervision. Supervision is the
third crucial of employees control. Good supervision will lessen
the cost of operating
your business by cutting down on the
amount of worker errors. If mistakes are corrected early,
employees will find more
satisfaction out of their jobs and
perform much better.
Motivating Employees. Small
businesses sometimes face particular Issues in motivating
employees. In a large business, a Fantastic
employee can see
An chance to advance into management. In a small business,
You're the management. One thing you may wish to
consider
would be to provide good employees a Small share of the
proceeds, either through part-ownership or even a profit-sharing
plan. Somebody Who has a"share of this action" is going to be
more Worried about helping to make a success of the business.
party-planning payday-loan pc-building peer-to-peer-lending personalized-items pet-grooming petrol-pump pet-shop pharmacy phone-repair photobooth photo-editing photo-studio pickle picture-framinghtm pilot-car pisonet plastic-recycling play-school pool-cleaning popcorn poshmark pottery powder-coating press-on-nail pressure-washing print-on-demand public-speaking publishing pudding pumpkin-patch puppy purse puzzle quail-farm quarry quilting rabbit-farming rage-room ramen ranching real-estate-photography recording-studio remodeling rental-property reselling resume-writing ribbon rice-mill rice-retail rideshare roadside-assistance roadside-food-stall
Copyright © by Bizmove.com. All rights reserved.