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Unfortunately that is only the case if you are a director. If you have any team members and are not a director you have to use the back arrow or completely exit the application, return to consultants corner and then go back. I find this to be difficult when I am trying to get information and support the 4-5 members of my team. I have already contacted home office requesting that they allow the same (breadcrumb) features for all those that have recruits so that we can support our team more effectively and efficiently, helping us to become stronger Team Leaders and eventual directors. I would love if others would do the same. We also do not have the same access to information about training that our consultants have completed, making support calls about such things more on the difficult side. In the meantime, directors, know this about your team, it is very helpful to pass this information on to your senior consultants/team leaders so that they can learn to support their teams. Thanks!chefcharity said:At the top of the page, when you are on your consultant's page, it will have her/his name in bold and their level in bold then under that you name not bold. Click on your name. I do agree with Deb, tho. Take the classes because there are so many little places to look for things that you don't want to miss it.
jcsmilez said:Unfortunately that is only the case if you are a director. If you have any team members and are not a director you have to use the back arrow or completely exit the application, return to consultants corner and then go back. I find this to be difficult when I am trying to get information and support the 4-5 members of my team. I have already contacted home office requesting that they allow the same (breadcrumb) features for all those that have recruits so that we can support our team more effectively and efficiently, helping us to become stronger Team Leaders and eventual directors. I would love if others would do the same.
We also do not have the same access to information about training that our consultants have completed, making support calls about such things more on the difficult side. In the meantime, directors, know this about your team, it is very helpful to pass this information on to your senior consultants/team leaders so that they can learn to support their teams. Thanks!
jcsmilez said:Unfortunately that is only the case if you are a director. If you have any team members and are not a director you have to use the back arrow or completely exit the application, return to consultants corner and then go back. I find this to be difficult when I am trying to get information and support the 4-5 members of my team. I have already contacted home office requesting that they allow the same (breadcrumb) features for all those that have recruits so that we can support our team more effectively and efficiently, helping us to become stronger Team Leaders and eventual directors. I would love if others would do the same.
We also do not have the same access to information about training that our consultants have completed, making support calls about such things more on the difficult side. In the meantime, directors, know this about your team, it is very helpful to pass this information on to your senior consultants/team leaders so that they can learn to support their teams. Thanks!
To effectively evaluate your recruits' potential, it is important to have a clear understanding of your company's goals and values. This will help you identify which qualities and skills are most important for success in your organization. Additionally, conducting thorough interviews and reference checks, as well as providing potential recruits with a realistic job preview, can also help you evaluate their potential.
Some red flags to watch out for when considering a recruit include a lack of enthusiasm or interest in the job, inconsistent or unreliable communication, and a history of job hopping or frequent career changes. It is also important to pay attention to any discrepancies or inconsistencies in their resume or during the interview process.
Effective communication with your recruits is crucial in building a strong relationship and setting clear expectations. Utilize various methods such as phone calls, emails, and social media to stay in touch and provide updates. It is also important to actively listen to their concerns and provide timely and honest feedback.
To retain top recruits, it is important to provide them with a positive and supportive work environment, opportunities for growth and development, and regular recognition and feedback. Additionally, offering competitive compensation and benefits can also help retain top talent.
To ensure a smooth onboarding process for your recruits, make sure to communicate all necessary information and expectations before their start date. Provide them with a detailed orientation and training plan, and assign a mentor or buddy to help them navigate their new role. Regular check-ins and open communication can also help ease the transition for new recruits.