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Watch This Video Before Starting Your Flea Market Business Plan PDF!

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.

Here’s Your Free Flea Market Business Plan DOC

This is a high quality, full blown business plan template complete with detailed instructions and all related spreadsheets. You can download it to your PC and easily prepare a professional business plan for your Flea Market business.
Click Here! To get your free business plan template

Free Book for You: How to Start a Business from Scratch (PDF)

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.

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