SABE201 Questions Answers - Business Objects(TM) Enterprise Certified Professional XI Level One Updated: 2023
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Exam Code: SABE201 Business Objects(TM) Enterprise Certified Professional XI Level One Questions Answers November 2023 by Killexams.com team|
|Business Objects(TM) Enterprise Certified Professional XI Level One|
Business-Objects Professional Questions and Answers
Other Business-Objects examsDMDI301 BusinessObjects Data Integrator XI - Level Two
QAW1301 Business Objects Certified Professional Business Objects Web
QAWI201V3-0 Business Objects Certified Professional Web Intelligence XI 3.0
SABE201 Business Objects(TM) Enterprise Certified Professional XI Level One
SABE501V3-0 Business Objects Certified Professional - Business Objects Enterprise XI 3.0
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Business Objects(TM) Enterprise Certified Professional
XI – Level One
Download Full Version : http://killexams.com/pass4sure/exam-detail/SABE201
D. Click New and then specify Publication Name, Class Name and Variable Name.
Which statement describes how corporate categories operate as a component of a
content and management plan for your BusinessObjects Enterprise system?
A. Categories must be set up to reflect each user's personal requirements.
B. Copies of objects must be added to each category where they are included.
C. Users have rights to access each object in a category based on its genuine folder
D. Access rights to objects in categories must be set for each user.
Profiles are used in conjunction with publications to personalize the content that users
see when Web Intelligence documents are published using single-pass report bursting.
Which three factors must be considered when designing a content and system
management plan in BusinessObjects Enterprise? (Choose three.)
A. Whether existing Windows user groups can be used
B. The corporate categories that will be used
C. Whether BusinessObjects Enterprise servers will be managed
D. The number of objects that will be managed
Answer: A, B, D
Which two locations provide error information when a scheduled Crystal Report
instance fails to run? (Choose two.)
A. Instance Properties
B. Instance History tab
C. Schedule Information tab
D. Schedule Status Report
Answer: A, B
Which two databases does the BusinessObjects Enterprise Central Management Server
(CMS) maintain? (Choose two.)
Answer: C, D
Wanda is a member of the Marketing group and the Admin group. The Marketing
group has Full Control access to the Marketing folder in BusinessObjects Enterprise.
The Admin group has View access. Wanda's user account is explicitly denied access to
the Marketing folder. What effective access rights does Wanda have to the Marketing
A. Full Control
C. Full Control and View
D. No Access
When publishing content to BusinessObjects Enterprise using the Publishing Wizard,
which two types of objects are you able to publish? (Choose two.)
A. OLAP Intelligence documents
B. Desktop Intelligence documents
C. Web Intelligence documents
D. Crystal Reports
Answer: A, D
The Schedule For option is available and working for which of the following two
options. (Choose two.)
A. Web Intelligence documents
B. OLAP Intelligence documents
C. Crystal Reports that are neither based on Business Views nor on Universes
D. Crystal Reports based on Business Views
Answer: A, D
On which messaging protocol is the BusinessObjects Enterprise infrastructure based?
Which two BusinessObjects Enterprise servers generate cache pages? (Choose two.)
A. Report Application Server
B. Desktop Intelligence Cache Server
C. Crystal Reports Cache Server
D. Crystal Reports Page Server
Answer: A, D
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Based in Ottawa, Canada, Chris Wolski started writing professionally for non-governmental organizations in 2007. He has written communications material for marketing firms and small businesses, and he has published articles for various websites. Wolski received a national coaching certification in 2001 and a Master of Arts in political science from York University in 2007.
Mary K. Hogan currently holds a Certified Business Analysis Professional certification from the International Institute of Business Analysis and has held the designation of certified trust and financial analyst. Hogan has been a contributing writer online since 2009 and is currently working on her third children's book.
If I am admitted with financial support, can I expect it to continue for four years?
Yes, if your performance in the program is adequate.
If I can pay my own tuition and do not need any financial help, can I be assured of admission to your program?
No. Admission is competitive and limited even for students who pay their own way, because doctoral teaching and supervision requires a large investment of faculty time and energy. In general, we will not admit a self-supported doctoral student unless we are convinced that the student will succeed in the program and make a substantial contribution to the school's research mission and environment.
If I have applied for admission with financial aid, and another university has made me an offer with an approaching deadline, should I check with Rutgers on the status of my application?
If you want to make sure your application is complete and under review, or you want to withdraw your application, please call 973-353-1119 or email email@example.com. Along with all the major graduate schools in the United States, we support and respect the resolution of the Council of Graduate Schools which sets April 15 as the earliest date at which institutions will ask potential graduate students to decide whether to accept offers of admission with financial support. Acceptances after April 15 are considered binding, but students have the right to change their mind about any earlier acceptances. If you do not hear from us before April 15, this means that we have given higher priority to offering our financial aid to other applicants, and we fully realize that if we turn to you after April 15 it may be too late.
If I have enough financial resources to support myself in your program for only a year or two, can I hope for tuition remission, a teaching assistantship, or other forms of financial support thereafter?
No. We will not admit a student on a self-supported basis unless we are convinced that they can support themselves during the entire period required to complete their doctoral study and are committed to doing so. Self-supported students are eligible to compete for certain summer research scholarships and other research or teaching opportunities, but these opportunities pay far too little to cover tuition and living expenses. More substantial forms of financial aid, such as teaching assistantships that provide tuition remission and health benefits, are reserved for continuing students who were admitted with financial aid or for new admissions. If a teaching assistantship becomes available in the middle of a semester, when it cannot be used to admit a new student, it may be awarded to a self-supported student on a temporary basis, but any such awards are usually made to relatively senior self-supported students, who have demonstrated that they have the means to continue in the program without such financial help.
Can I attend your program full-time while working elsewhere part-time or full-time?
No. By accepting admission as full-time students, applicants commit themselves not to take or continue paid employment, even self-employment, outside the university. Our faculty have the highest standards of performance at the doctoral level, and in order to meet those standards, students must study full-time.
Is financial support available for students who have not completed their degree after four years?
Yes, provided that sufficient progress has been made. Some professional associations award dissertation fellowships. We often provide dissertation fellowships for students in their fifth year who have applied for an outside fellowship and have defended a dissertation proposal by the time decisions are made at the end of the fourth year. Some departments also hire students who are completing their dissertations as temporary instructors.
Your human resources (HR) department is integral to your organizationâ€™s success. Therefore, hiring HR professionals with the right skills who align with your companyâ€™s mission and values is essential. To discover the best HR candidates for your organization, you need to conduct effective HR interviews with interview questions that are not solely focused on abilities but also address attitude and culture fit.
Editorâ€™s note: Looking for the right HR Software for your business? Fill out the below questionnaire to have our vendor partners contact you about your needs.
10 best HR interview questions to ask candidates
The questions you ask in an HR interview tell you a lot about a candidateâ€™s work experience and ability to fit in with the role and organization. Strategically ask questions that will help you identify pertinent information like skill capability, attitude, responsibility and cultural fit. We spoke with several small business owners and HR experts to identify the top interview questions you should ask in every HR interview. [Related article: Why HRâ€™s Organizational Structure Matters]
1. Describe a time you had a conflict with a fellow employee and how you resolved it.
â€śOne of HRâ€™s main roles in any workplace is to help mediate these kinds of conflicts, so gauging the candidateâ€™s familiarity and comfort with workplace conflict is key to finding the best candidate.â€ť â€“ Darrell Rosenstein, managing partner at The Rosenstein Group
2. Tell us about a time you failed, how you handled it and what it taught you.
â€śThis gives you the chance to see how the candidate manages risk and how honest, vulnerable and humble a candidate is about their mistakes or failures. Someone who pretends like it was all fine or who blames external circumstances without taking any responsibility will send up red flags. It also lets you see how reflective the candidate is, how well they handle criticism and rejection, how resilient they are through their actions following the failure (such as, did they try again? Why or why not?) and whether they acknowledge the role of others in their successes and failures â€“ no one does anything totally alone and credit goes a long way and [it] also speaks to the character of the candidate.â€ť â€“ Alari Aho, founder of Toggl
3. What have you learned about yourself in the last week?
â€śThis is a great question that can really help you get the sense of a personâ€™s focus and motivation. We all continue to grow and learn every day, so asking somebody to introspectively think about this on the spot can deliver you an impression of how well they are able to self-manage, learn and change when they need to while also giving you an impression on which areas they believe to be important (such as Is it something work-related? Self-care related? Skill-related?) There is not necessarily a correct answer but can help a candidate to open up and for you to learn more about them.â€ť â€“ Andrew Roderick, CEO of CreditRepairCompanies.comÂ
4. deliver me an example of a time when you had to win over a key decision-maker to your way of thinking.
â€śThe ability to influence effectively is an important part of being a successful HR business partner at any level within an organization. You need to be able to demonstrate an understanding of the challenge and show how you communicated your idea effectively. What proof did you require to know that this had been achieved?â€ť â€“ Sue Oâ€™Donovan, managing consultant for HR recruitment at Nigel Wright Recruitment
5. Describe your previous/current company from when you were hired and what improvements you made while you were there.
â€śTheir answer will tell you a few things so listen closely. Are they using Iâ€™s and meâ€™s or are they crediting their team and others? Have they changed the company at all from the time they initially joined? Using this question will uncover things about the way that person works with others and their ability to bring change to an organization â€• both being vital qualities for role success.â€ť â€“ George C. Mazzella, director of business development at Aspiration and investor in Loft Orbital, Peek and Diamond Age
6. How would you spend your first week on the job here?
â€śThis question can open up so many doors to learning more about how a person works and what they believe to be key focuses for joining a new team, giving you a clearer idea of how they might work and how this suits your business. For example, they might say that they will focus on researching what was done in the past, showing that they have a focus on details and wonâ€™t change something just to stamp their authority on it. They might discuss getting to know the team and learning about the dynamics and roles, showing you that they are a team player and will probably work well with everyone. There are good and bad points to each answer, but it helps you see which fits more with your style.â€ť â€“ Jase Rodley, founder of Dialed Labs
7. What career achievement do you feel most proud of?
â€śWhile itâ€™s necessary to find someone who will do the job effectively, you would still like to recruit a person who is proud of their work. By encouraging the nominee to share their favorite job accomplishments, you deliver them a chance to share their career highlights â€¦ you understand the way of working that makes them feel happy and [are able to] decide if they are comfortable with what their position would involve.â€ť â€“ Matt Scott, owner of Termite Survey
8. What would you do in this hypothetical scenario? (give scenario)
â€śHow well does the candidate come up with a solution? How long does he or she take to answer? Does he or she appear confident in the answer? Is the proposed solution something you would actually recommend yourself or is it totally off base? Donâ€™t just pay attention to the answers; examine the applicantâ€™s mannerisms as well. Body language and tone instantly tell you if he or she is the confident type, a natural orator or a nervous wreck.â€ť â€“ Antti Alatalo, CEO and founder of Smart Watches 4 U
Body language can reveal a lot about a person regardless of their job title and nonverbal communication can impact individual and company success. Check out our article on common body language mistakes to avoid in the workplace.
9. Pitch our product to me as if I was a prospective customer.Â
â€śThis challenges the candidate not only to show they have researched our company but to demonstrate they can craft a persuasive message that shows an understanding of our customer and how our product benefits them. The delivery is not as important as being able to show that they can identify with our culture and core values.â€ť â€“ Gilad Rom, founder of Huan
10. If I let you run this business for a year, what would you change?
â€śThis lets me know two things: First, did the candidate actually research my company? If they canâ€™t answer the question, then they probably didnâ€™t, which usually isnâ€™t a good sign. Second, the question lets me know what a candidate might do in my business if left unsupervised. If our visions align or if I can see how their way of thinking can benefit the company, thatâ€™s a big plus.â€ť â€“ Tory Gray, CEO and founder of The Gray Dot Company
These questions are a jumping-off point. You want to tailor your HR interview questions to your company goals and the specific job position you are trying to fill. Avoid asking discriminating questions that violate equal employment laws, such as race, color, religion, national origin, sex, age and disability.
How to prepare for an HR interview
To get the most out of each HR interview, create a standardized hiring process that remains the same across all candidates. Here are a few steps you can take in that preparation process:
Another essential component to creating a fair and thorough HR interview process is time. Set aside a designated amount of time for the interview so you can deliver the interviewee your full attention. The average interview runs between 45 minutes and an hour.
Importance of the HR interview
HR does a lot more than simply resolve employee conflicts. An HR manager is responsible for important functions like maintaining legal compliance; managing payroll; administering employee benefits; creating an employee handbook; developing company culture; and recruiting, hiring and onboarding new employees. Because of this, you must conduct effective, legal and nonbiased HR interviews to ensure you have the right people in place to help run your business.
An interview is a two-way street â€• a candidate is interviewing you just as much as you are interviewing them. A good HR interview process with the right questions can attract the best HR professionals and ensure you do not make a bad hire.
Source interviews were conducted for a previous version of this article.
Skye Schooley is a human resources writer at business.com and Business News Daily, where she has researched and written more than 300 articles on HR-focused subjects including human resources operations, management leadership, and HR technology. In addition to researching and analyzing products and services that help business owners run a smoother human resources department, such as HR software, PEOs, HROs, employee monitoring software and time and attendance systems, Skye investigates and writes on subjects aimed at building better professional culture, like protecting employee privacy, managing human capital, improving communication, and fostering workplace diversity and culture.
I receive many of the same questions from readers, so I thought I would compile some common questions into one column.
Q: How do I write a resume that opens the most doors possible?
A: Defining your target is critically important in creating an effective resume. Without a clearly defined audience, how will you know what message â€” and all-important keywords â€” will resonate with that reader, or sometimes even more importantly, with the applicant tracking system? It is one thing to develop one resume for two purposes, perhaps when they are closely related, but quite another to try to create a resume for anything and everything. Avoid the latter, realizing that just because you write a resume with an open-ended target certainly does not â€” and likely will not â€” mean you open more doors. The more targeted your resume is, the more return on investment you will earn.
Q: How much experience should I present on my resume?
A: Typically, hiring managers expect to see about 10-15 years of experience presented on a resume. Omitting earlier experience will not be seen as misleading as accurate and relevant experience is most important. This does not mean you canâ€™t include earlier positions. You may, however, want to consider bylining foundational roles without dates to avoid potentially aging and over-qualifying your candidacy. This could be as simple as stating, â€śFoundational experience with National Enterprise as a Sales Specialist,â€ť or you can go into greater detail, even presenting some highlights.
Q: What should I include in my education section if I do not have a degree?
A: If you did not attend college or completed minimal coursework â€” perhaps under two years â€” I would likely recommend omitting the education section entirely. If you were to include it solely with your high school diploma, realize you would not be telling an employer that you have a high school diploma; you would say that you do not have a college degree. You can present a partially completed degree; list the degree you pursued or completed coursework. You may also include professional development, training, certifications, and other credentials in an education section to create a more robust section.
Q: Should I include a headshot on my resume?
A: Usually not. Unless your â€śimageâ€ť is crucial in evaluating your candidacy, leave your headshot for LinkedIn.
Q: Can I highlight community involvement to fill a gap in employment?
A: Absolutely! You can present any volunteer work you would like on your resume, especially if those experiences help fill absences from the workforce. Hiring managers will deliver your experience as much value as you do, so if you feel you have robust involvement, present it as such. I have built resumes hinged on volunteer work before, even placing those experiences before the presentation of genuine career assignments. Just remember that anything you highlight as an affiliation should reinforce the professional tone of your candidacy.
Q: How many accomplishments should I present from each role?
A: There is no correct answer to the number of accomplishments you should highlight from each position; I try to visually outweigh â€śresponsibilitiesâ€ť with â€śaccomplishments.â€ť So, if I have two or three sentences describing the candidateâ€™s position, I will likely try to have three or four accomplishment statements. A key strategy is to present responsibilities â€” aka job descriptions â€” in a paragraph format and accomplishments in bullet points; that way, the reader is drawn toward the organization and simplicity of the bulleted accomplishment statements.
Samantha Nolan is an Advanced Personal Branding Strategist and Career Expert, founder and CEO of Nolan Branding. Do you have a resume, career, or job search question for Dear Sam? Reach Samantha at firstname.lastname@example.org. For information on Nolan Brandingâ€™s services, visit www.nolanbranding.com or call 888-9-MY-BRAND or 614-570-3442.
Gone are the days when professional dress codes were the norm. In their place are business casual offices and work-from-home outfits that prioritize comfort. As businesses and employees transition to a more casual, sometimes remote work environment, some are left wondering, what exactly is business casual attire? If youâ€™re not sure where the current rules on business casual stand, youâ€™re not alone. Read ahead for a guide on what business casual means by todayâ€™s standards, along with some examples.
What is a business casual dress code?
A business professional dress code is relatively simple to define: a suit and tie, pantsuit or professional dress or skirt. Business casual attire can be trickier to define and can vary by company, industry or even region. But regardless, more employees are looking for the option to dress more casually at work.
Youâ€™ve probably heard the phrase â€ślook good, feel good.â€ť Cliche as these are, a study by ScienceDirect has proven that the clothes you wear can influence your psychological processes. This phenomenon is known as enclothed cognition.
Since an employeeâ€™s mindset and performance can be linked to how they feel about their appearance, employers are giving their staff more freedom to wear what they want.
As a result, â€ścasual dressâ€ť has become commonplace in many businesses. Plus, as the pandemic upended previous work structures, rules for professional attire changed as well. Some companies have reevaluated their dress codes in the world of remote and hybrid work. However, rules still vary across different company cultures.
Valerie Rice, a brand builder, content creator and trend analyst, explained the differences by industry and company. She said that creative agencies, tech startups and fashion and film industries always lean toward a more relaxed and creative style, whereas industries such as legal and finance tend to be more traditional in attire. However, she said that even the traditional industries are loosening up.
Jeans acceptable in most situations
In some cases, she said, â€śemployees can wear jeans in the corporate offices every day, not just on the traditional Casual Friday. The exception is if employees are client-facing â€• then chinos, not jeans.â€ť
Employers and employees should understand that there can be regional differences in what it means to be business casual. For example, Rice said that on the West Coast, chinos and a bomber jacket may count as business casual attire, but the East Coast tends to be more conservative.
Regardless of the specific clothing permitted, a business casual dress code is meant to give employees the freedom to wear comfortable â€• albeit work-appropriate â€• clothing so they can focus on work performance instead of business attire.
â€śA business casual dress code leaves room for an employeeâ€™s personal taste while maintaining a professional forefront,â€ť said Wendy Webster, finance and human resources (HR) manager at RWH Travel. â€śThis allows for things like a paisley blazer, a quirky blouse or something completely different. The need for ties and pantsuits doesnâ€™t exist, but the outfit shouldnâ€™t look out of place in the boardroom.â€ť
â€śBusiness casualâ€ť doesnâ€™t have a one-size-fits-all definition. It depends on the organizational and industry culture.
What is business casual attire?
What constitutes business casual attire may differ slightly across industries and regions. To get some clarity, we consulted with several business owners, stylists and HR professionals. Based on our conversations, we created a list of clothing generally considered business casual when working in an office.
Business casual attire may include:
Depending on the time of year, you can mix and match some of the articles of clothing listed above to create a business casual look that will blend comfort with style quite well. Webster offered the following examples.
â€śIn the colder months, a classic business casual look is to wear a dress shirt under a plain sweater or cardigan,â€ť Webster said. â€śTastefully patterned blouses and tops are ideal for achieving a business casual look as are silk scarves and throws.â€ť
Experiment with mixing and matching different articles of clothing and accessories to find your style. Ultimately, you should go for a professional look that still incorporates a bit of your unique style and the personal brand you want to get across.
What is not acceptable business casual attire?
Unacceptable business casual clothing can be another gray area. What is acceptable at your workplace may depend on your industry, region, company or role. The confusion has only increased as remote work has gained popularity.Â
â€śUnacceptable business casual attire is anything that may be seen as inappropriate attire determined by the specific employer,â€ť said Rice. â€śDepending on if you are a junior staff or seasoned manager, attire may mean different things.â€ť
When choosing your clothing, err on the side of caution. It is always better to be overdressed than underdressed, even if youâ€™re working remotely. Yvonne Cowser Yancy, Chief Administrative Officer at Understood, said that unacceptable clothing generally consists of any outfits you would wear to a picnic, beach, camping trip, yoga class, gym or nightclub.
After consulting with her and several other business owners, HR professionals and stylists, we created a general list of clothing to avoid in any workplace:
â€śYou need to remember that business casual attire is not dressing up your everyday clothes; itâ€™s dressing down your work clothes,â€ť said Webster. â€śFor this reason, you should never come in wearing trainers or casual-style boots. Even if you wear these for the walk to work, keep another pair of shoes at work to change into when you get to the office.â€ť
Business casual attire is less about dressing up your casual clothes and more about dressing down your professional wardrobe.
Are jeans considered business casual?
One of the most common questions you might have when putting together a business casual outfit for days at the office is, â€śCan I wear jeans?â€ť The answer depends on who you ask. When speaking with experts, we received mixed answers to this question.
As with the rest of your attire, this will depend on the specific company you work for. For example, if you work in a professional, client-facing role, it is unlikely that your employer will want you wearing jeans to work. However, if you work in a fintech startup company where the culture is more relaxed, a pair of well-fitted blue jeans may be appropriate. Identify what is appropriate at your workplace and match your wardrobe to its level of professionalism.
â€śIf you look around your workplace and are not at all resembling your workplaceâ€™s level of dress (not style), you may want to think again,â€ť said Rice.
Is business casual attire necessary for remote work?
There are many advantages to remote work â€• and an increase in productivity is only the start. Many employees are thrilled to be able to work at home in comfortable attire such as athletic pants. But in a cameras-on world, itâ€™s still important to be presentable, even if youâ€™re in your living room. Plus, since your clothes can affect your mood, getting out of your pajamas can be important for getting into a work mindset, even at home.Â
While a business casual policy for remote workers may be highly relaxed, it can still help to have some guidelines in place. Similar to an in-office business casual policy, your remote attire rules will differ based on your company culture and industry. And, of course, it may change by context as well.Â
For example, guidelines for dress during internal meetings will likely differ from those for client-based calls. That said, you can wear many of the above outfits from the waist up and relax in sweatpants that arenâ€™t in camera view. This way, you can strike a balance between comfort and professionalism.Â
Create a business casual policy thatâ€™s right for your organization
The rules for business casual attire have undergone a significant overhaul amid transitions to remote or hybrid work. While there are certain guidelines all companies should follow, your organizationâ€™s business casual dress code will depend on your company norms and job functions.Â
You should create a policy that fits your exact needs rather than trying to fit your company to previously widespread dress code standards. This can help everyone be clear on whatâ€™s expected whether youâ€™re managing a remote team or in-person employees. With these clear guidelines, everyone can put their best foot forward. This way, your team can spend less time worrying about what to wear and, instead, focus on getting the job done.
Phone screening, a short preliminary interview conducted with job candidates, is a critical step in hiring new employees. Employers use these phone conversations, usually initiated by a recruiter or hiring manager, to identify the candidates who will move on to the next stage of the hiring process, such as a formal in-person interview.
When conducted properly, phone screens simplify your recruiting process. As enticing as it might be to rush through the screening phase and move on to the formal job interview, this initial step provides significant value in identifying and hiring the right candidate for an open position. Additionally, this interaction is often a candidateâ€™s first experience with your organization and can leave a lasting impression.
How to conduct a phone screen interview
Phone screens are the most effective when you have a specific interview process. Although it can get monotonous to conduct multiple screenings back-to-back, you should make the interviews as consistent as possible. Giving all candidates the same level of attention and asking them a uniform set of questions help you get an apples-to-apples comparison for determining who should advance to the next round of interviews.
Here are five steps to follow when youâ€™re conducting phone screen interviews:
1. Prepare for the interview.
Preparation is one of the keys to conducting a successful phone screening. For example, there are several details about the job opening you should determine beforehand.
Alain Stefan Dalencourt, technology and design recruitment lead at NAX Group, said both the hiring manager and the recruiter handling the interview should â€śunderstand the technical need for the position, how the business will be impacted if they hire or donâ€™t hire for the position, how soon the position needs to be filled and which skills are essential versus nice to have.â€ť
You should also research the candidate you are interviewing. You can read their resume, scan their LinkedIn profile, and check for common contacts to get a feel for their experience and network. However, be careful when youâ€™re looking at a candidateâ€™s social media presence, as what you see may lead to unintentional bias.
Everyone holds positive and negative unconscious biases about certain groups of people. One way to prepare for a phone screen is to understand your implicit biases so you donâ€™t unintentionally discriminate against a candidate during the hiring process.
2. Schedule the interview.
When you schedule the phone screening, be mindful of the applicantâ€™s time. Although the interview will be brief, the candidate may have prior obligations, such as work and child care, that limit the times they can meet with you. This may mean the screening occurs after standard work hours. deliver the candidate the same courtesies you would expect them to deliver you. Respond to them in a timely manner, and answer any preliminary questions they may have.
3. Introduce yourself.
When you first connect with a job applicant, formally introduce yourself and explain how the screening will be conducted.
4. Ask the phone screening questions.
During the phone screening, get acquainted with the candidate, and then jump into the question portion of the interview. Focus on asking every candidate a standard set of questions, to avoid bias or unfair evaluations. Conduct the interview in a quiet, professional setting, and deliver the candidate your full attention. With each question, listen carefully to the responses and note any red flags.
Avoid asking illegal interview questions on race, color, national origin, religion, sexual orientation, gender identity, disability, age, pregnancy or marital status.
5. Ask if they have questions for you.
A job candidate is interviewing you just as much as you are interviewing them, so deliver them a forum to ask questions. A well-prepared candidate will have at least one question for you. The questions they ask can deliver you more insight into who the candidate is and how interested they are in the company.
â€śYou should allow time for the candidate to ask a question or two,â€ť Paul McDonald, senior executive director at Robert Half, told us. â€śThat shows how prepared they are, how curious they are and if they are a good cultural fit.â€ť
6. Explain the next steps.
At the end of the phone screening, let the candidate know what to expect. For example, tell them when they will hear from you and whom to contact for follow-ups. If the interview didnâ€™t go well, help the candidate by pointing out areas where they can Excellerate their answers â€” for example, how they answer a question, how they frame an interview answer or how they think about questions, Dalencourt recommended.
â€śI want to make sure that the candidate is always getting something back for their time spent with me, whether itâ€™s an opportunity to speak with the hiring manager or some areas of improvement for their next call with our team or other job opportunities,â€ť Dalencourt said.
Best phone interview questions
If you ask the right interview questions, the answers will deliver you a good idea of whether the candidate should move on to the next round of interviews. To get the most out of the process, ask open-ended questions, which allow the candidate to break down their step-by-step process for solving specific challenges.
You can touch on the employeeâ€™s technical skills and experience, but you should look at the candidateâ€™s soft skills at this stage of the interview process. McDonald listed five subjects to cover in a phone screening: foundational questions, position interest, company interest, skills and experience, and salary expectations.
Foundational â€śget to know youâ€ť questions
Start by asking the candidate basic â€śget to know youâ€ť questions, which help to break the ice and deliver insight into the candidate. Here are some examples of questions you can ask:
Next, move on to questions regarding the candidateâ€™s interest in the position. Here are some questions to ask:
Next, ask questions that test the candidateâ€™s knowledge of the company and their interest in it. A well-prepared candidate will have researched your organization. Here are some sample questions to ask:
Skills and experience
Ask questions that allow the candidate to go into detail about their skills and experience. You can touch on some technical skills, but these questions should be geared mostly toward identifying the candidateâ€™s soft skills.
â€śWhat youâ€™re looking for here, as an employer, is if the candidate can articulate the projects that are relevant â€¦ always showing the benefit (or return on investment) to the company or organization they are/were a part of,â€ť McDonald said. Here are some examples of questions to ask:
Salary expectations (if permitted)
You should address this subject tactfully, but if your state laws and regulations permit you to, you can inquire about the candidateâ€™s compensation expectations. Avoid asking a candidate about their salary history, as this is increasingly considered a poor policy and is even illegal in some states. However, if the state allows, you can ask a simple question to gauge compensation alliance, such as â€śWhat is your target compensation?â€ť
California, Colorado, Connecticut, Maryland, Nevada, New York, Rhode Island and Washington have salary range transparency laws in effect, and at least 15 other states are considering something similar. If you post appropriate salary ranges on your job postings, you may not necessarily need to ask about candidate salary expectations at this point, as they are likely OK with the range you posted.
What to look for during a phone screen interview
During the phone screen interview, you are gauging a candidateâ€™s soft skills and how they conduct themselves. You obviously want to identify if their skills and expertise will potentially match up with the role, but that will be addressed more heavily in the formal job interview. The screening interview is a chance to determine their soft skills and if they would be a solid cultural fit for the organization and team.
â€śListen to how theyâ€™re conducting themselves,â€ť McDonald said. â€śAre they organized? Are they comfortable on the phone? Are they listening to the question? Are they answering the question? Can they deliver you examples?â€ť
Also, pay attention to any warning signs. McDonald said three of the biggest red flags are a lack of preparedness, a lack of curiosity and negativity about former employers.
By following these steps for a successful phone screen and asking the right questions, youâ€™ll be on your way to narrowing down your list of applicants to the best potential candidates for the role and your organization.
While it may sound outrageous, accurate advancements in AI and other technology have led some companies to accidentally hire deepfakes and scammers. The screening process is a great time to filter out any nefarious or false applicants.
Mistakes to avoid during a phone screen interview
Just as you are evaluating candidates, they are evaluating you. This is likely one of their first experiences with your company, so you want to make a good impression. In addition to helping you attract talented candidates, a good phone screen interview will help you identify the best candidates for the job.
Blunders in a phone screen interview can derail your entire recruitment process. Here are five major mistakes to avoid during the phone screen interview:
Avoiding these mistakes ensures that the phone screen interview is a positive experience for both the employer and the candidate. It can help your company accurately evaluate candidates while leaving a lasting positive impression on potential employees.
Source interviews were conducted for a previous version of this article.
Meeting someone new that you're able to click with easily is so refreshing. You know the feeling: The conversation just flows, everything feels easy, and before you know it, hours have passed by.
Then, of course, there's the flip side of thatâ€”where as much as you want to warm up to someone and vice versa, every chat with them feels terribly stiff. And sometimes, those interactions are unavoidable. (Think: Your very hard-to-impress mother-in-law.) Luckily, there are a few expert-approved tricks that'll help you get on your conversation A-game.
Starting with "breadth questions" is a great way to take any convo from awkward small talk tocomfortable real talk, according to Terri Orbuch, PhD, a relationship expert, therapist, and author of 5 Simple Steps to Take Your Marriage from Good to Great. This can include questions about their family, career, et cetera.
Additionally, you want to avoid any "yes" or "no" questions and aim for the open-ended ones instead, says Tamekis Williams, LCSW, the founder of Mission Dorothy Female Empowerment Services.
"Topics that get at the other person's inner worldâ€”their thoughts, goals, and dreamsâ€”will strengthen and increase bonding between two people," Orbuch notes. "Sharing personal information strengthens any relationship, and deeper questions focus on that personal self-disclosure."
And that goes for both parties, adds Williams. "When initially meeting someone, it's important to be inviting and warm so that the other person can initially feel comfortable talking with you."
Still, you want to be mindful of your approach and choose questions that don't feel critical or like an invasion of privacy, says Williams. Depending on the person, for example, it might feel safer to avoid questions about political and religious beliefs. Remember, you're just trying to get to know them, so you can save all those heavy hitters for another time (maybe).
To get someone else to open up, it can also be an effective strategy to take the lead in getting a little vulnerable. "You can get the answers [you're looking for] by sometimes answering those questions yourself while sharing about you," says Williams. "An example would look like: 'I just moved to Georgia last year and found a beautiful community that I fell in love with and purchased a home. What about you, do you love where you live?'"
Meet the experts: Terri Orbuch, PhD, is a relationship expert, therapist, and author of 5 Simple Steps to Take Your Marriage from Good to Great. Tamekis Williams, LCSW, is the founder of Mission Dorothy Female Empowerment Services. Rebecca Hendrix, LMFT, is a New York-based licensed marriage and family therapist.
Not sure where to start? Here are 260 not-boring questions to use anytime you want to get to know someone better:
"Asking someone about their preferences helps you to understand who they are as a person," says Rebecca Hendrix, LMFT, a therapist in New York. The important thing here is to go deeper by asking follow-up questions. For example, "If you find out they like dogs, take it a bit deeper by asking them what they like most about their dog or their favorite breed," Hendrix explains.
"Commonalities often open the door for further conversation and, once that door is open, you can start a dialogue that allows the other person to elaborate and not deliver close-ended answers," Williams adds.
Some other ideas:
1. Whatâ€™s your favorite way to spend a day off?
2. What type of music are you into?
3. What was the best vacation you ever took and why?
4. Whereâ€™s the next place on your travel bucket list and why?
5. What are your hobbies, and how did you get into them?
6. What was your favorite age growing up?
7. What was the last thing you read?
8. Would you say youâ€™re more of an extrovert or an introvert?
10. What was the last TV show you binge-watched?
11. Are you into podcasts or do you only listen to music?
12. Do you have a favorite holiday? Why or why not?
13. If you could only eat one food for the rest of your life, what would it be?
14. Do you like going to the movies or prefer watching at home?
15. Whatâ€™s your go-to guilty pleasure?
16. How old were you when you had your first celebrity crush, and who was it?
17. What's one thing that can instantly make your day better?
18. Do you have any pet peeves?
19. Which meal is your favorite: breakfast, lunch, or dinner?
20. What song always gets you out on the dance floor?
21. What activity instantly calms you?
22. Ideally, how would you spend your birthday?
23. What do you do on your commute to/from work?
24. What's your favorite season and why?
25. What's the phone app you use most?
26. Would you rather cook or order in?
27. What's your favorite board game?
28. How do you take your coffee?
29 What's your most prized possession and why?
30. What would be the first thing you'd do if you won the lottery?
31. How do you enjoy spending your alone time?
32. Whatâ€™s the best concert youâ€™ve ever been to?
33. Do you have a favorite type of exercise?
34. What causes are you passionate about?
35. Whatâ€™s your favorite content genre (horror, sci-fi, rom-com, etc.)?
36. Whatâ€™s an essential part of your daily routine?
37. Whatâ€™s the worst gift youâ€™ve ever received, and what did you do about it?
38. Who or what never fails to make you laugh?
39. Do you like group activities, or prefer doing things solo?
40. What's your ideal first date?
41. What would your perfect day look like?
42. Do you collect anything?
43. What's the best gift you've ever received, and why?
44. What would your perfect meal look like?
45. What's your favorite podcast?
No matter how a person feels about their job, the fact is, tons of people spend a lot of time and energy at work. To help you get to know someone better, "facilitate a conversation where you are left knowing how they feel about their career," Hendrix says.
Just prepare yourself to return that openness when they ask the same of you and your work life. "Initial conversations set the tone for if the person wants to continue to get to know you, so be ready to answer some questions as well," Williams says.
Try out these convo-starters:
46. Is there one job youâ€™d never ever do?
47. Whatâ€™s the first thing you do after getting home from work?
48. Who or what inspires you in your career?
49. How do you approach taking time off from work?
50. Whatâ€™s something an outsider wouldnâ€™t know about your industry?
51. Do you have a morning routine at work? If so, what itâ€™s like?
52. Are you able to work from home, and if so, do you enjoy it?
53. Do you get along with all your coworkers?
54. Whatâ€™s your favorite thing about your current job?
55. What annoys you the most about your job?
56. Whatâ€™s the career highlight youâ€™re most proud of?
57. What type of role do you want to take on after this one?
58. Are you more of a "work to live" or a "live to work" type of person?
59. Does your job make you feel happy and fulfilled? Why or why not?
60. How would your 10-year-old self react to what you do now?
61. What do you remember most about your first job?
62. How old were you when you started working?
63. Whatâ€™s the worst job youâ€™ve ever had?
64. What originally got you interested in your current field of work?
66. Have you ever had a side hustle or considered having one?
67. Whatâ€™s the best career decision youâ€™ve ever made?
68. Whatâ€™s the worst career decision youâ€™ve ever made?
69. Do you consider yourself good at networking?
70. What career advice would you deliver to your younger self?
71. Do you believe in having a "five-year plan"?
72. When will you know you've "made it"?
73. Are you looking forward to retiring, or do you plan to work as long as possible?
74. Have you ever had imposter syndrome?
75. What qualities do you look for in a boss?
76. Do you have a professional mentor? If not, do you want one?
77. What energizes you about your career?
78. Are you into after-work happy hours?
79. How do you motivate yourself in your career?
80. When you started your current job, what most surprised you?
81. How do you pick yourself back up after making a mistake at work?
82. How do you deal with work stress?
83. What's one work-related thing you want to accomplish in the next year?
84. Who has had the biggest impact on your career choice?
85. What does your family think of your career?
86. If you could do it all over again, would you pursue the same career? Why or why not?
87. Does your work routine vary, or does it look the same every day/week?
88. What do you typically wear to work?
89. Have you ever had to relocate for work?
90. Would you ever relocate for work, if you were asked to?
91. Have you ever been on a cool business trip?
92. How do you handle career setbacks?
A great way to get to know someone on a more personal level? Learn about the people they love. "Asking questions about close relationships can lead to stories, and sharing stories leads to connection and an experience of being seen by one another," Hendrix explains. Try:
93. How much time do you spend with your family?
94. Who do you most like spending time with and why?
95. Which family member makes the best food?
96. How has your opinion of your family changed over the years?
97. If youâ€™re close with your family, whatâ€™s the hardest part about spending time away from them?
98. Do you wish you had a bigger family, or are you happy with its current size?
99. Which family member has had the greatest impact on you?
100. Whatâ€™s your favorite story about your grandparents?
101. Have you ever mapped out your family tree?
102. Were you close with your family growing up?
103. Who in your family makes you feel the safest?
104. Do you want a family of your own?
105. If you could change your relationship with a family member, would you? If so, with whom?
106. What was it like growing up as the youngest/oldest/middle/only child?
107. Whatâ€™s your favorite family memory?
108. Do you ever wish you were raised differently?
109. Whatâ€™s the best piece of advice a family member has given you?
110. Do you wish you had more siblings? If so, why?
111. Did you ever hide anything from or lie to your parents?
112. What's your favorite way to spend time with your family?
113. How do you show your family you love them?
114. Whatâ€™s your favorite family tradition?
115. What's the most important holiday you spend with your family and why?
116. What's something your family would be surprised to learn about you?
117. Which family member do you confide in most?
118. How do you deal with arguments between family members?
119. If you have children, how do you want to raise them?
120. What's more important: family or friends?
121. Do you have any friends you would consider family?
122. What physical traits do you share with your relatives?
123. What stories did your family members tell you growing up?
124. How did your parents (and/or grandparents) meet?
125. What makes you proud of your family?
126. What can always bring your family together?
127. Do you share a name with anyone in your family?
128. What activities do you like to do with your family today?
129. What activities did you love to do with your family growing up?
130. If you're married, are you close with your in-laws?
131. If you're adopted, have you met any of your biological relatives?
132. Would you rather go back in time to meet your ancestors, or travel into the future to meet your descendants?
"In learning about someoneâ€™s values, you are learning about their ownerâ€™s manual," Hendrix explains. Even seemingly mundane questions can get at a personâ€™s valuesâ€”like whatâ€™s motivating them to do well on a presentation or what they look for in an S.O.
"By learning about someoneâ€™s life philosophy, you're able to get at their true essence, how they live their life, and what drives their actions," Orbuch adds.
That said, you can't just ask, "What are your values?". What you can ask:
133. What do you think makes someone a â€śgood personâ€ť?
134. Do you believe in love at first sight?
135. How do you show kindness to others?
136. Do you believe in soulmates? Why or why not?
137. What do you look for in a friendship?
138. Do you believe time you enjoy wasting is not wasted time?
139. What life lessons have you had to learn the hard way?
140. Do you believe what is meant for you will never miss you?
141. Have you ever experienced true love, and how did you know?
142. Whatâ€™s a relationship deal breaker for you?
143. If you had only one sense (hearing, touch, sight, etc.), which would you want?
144. What makes you feel at peace?
145. What makes you feel most accomplished?
146. Would you rather make more money doing a job you hate or less doing one you love?
147. Which of your personality traits are you most proud of?
148. Whatâ€™s the first thing you look for in a partner and/or friend?
149. Do you live by any piece of advice or motto?
150. How can someone earn your trust?
151. How can someone lose your trust?
152. Would you rather someone be honest and hurt your feelings or lie to protect them?
153. If you could snap your fingers and instantly make the world better, what would you do?
154. Do you believe in astrology? Why or why not?
155. Have you ever lost a friend? If so, what happened?
156. If you could only teach one thing to your (future) child, what would it be?
157. Whatâ€™s the scariest thing youâ€™ve ever done, and why did you do it?
158. Do you believe in second chances?
159. Where do you get your news?
160. What is your biggest irrational fear?
161. Are you active on social media, or do you prefer to be more private?
162. What is your definition of success?
163. Are you an organ donor, and how did you come to that decision?
164. Do you believe you should do one thing a day that scares you?
165. What, if anything, do you think happens after death?
166. What line should someone never cross with you?
167. How do you define beauty?
168. Do you believe in life on other planets?
169. How do you interact with someone who disagrees with you?
170. What does self-care look like for you?
171. What's your love language?
172. What's one thing you can't live without, and why?
173. How would you describe your work ethic?
174. Are you an optimist or a pessimist?
175. Are you an introvert, extrovert, or ambivert?
"These questions get at what the person is motivated by," says Orbuch. "What gives them the strength to wake up every day and get going? What do they dream and think about in their day?" When you learn about someoneâ€™s dreams, you share something more intimate. Jumpstart a deep conversation by asking this:
176. Do you think our dreams have hidden meanings?
177. When you want to deliver up, what keeps you going?
178. Do you live by any words of wisdom?
179. How do you turn a â€śnoâ€ť into a â€śyesâ€ť?
180. Is it easy for you to accept help in achieving your dreams?
181. If you could do anything, besides what you're doing now, what would you do?
182. What do you regret not doing in the last year?
183. Whatâ€™s on your bucket list?
184. If you had unlimited money to start your own business, what would it be?
185. If you found out today was your last day on Earth, what would you do?
186. If you could live anywhere in the world, where would it be?
187. If you could relive one moment in your life, which would it be?
188. If you had the opportunity to be immortal, would you take it?
190. If you could time travel, when and where would you go?
191. Do you think you'll likely accomplish all your dreams?
192. If you could magically become famous, would you want to?
193. A genie gives you three wishesâ€”what are they?
194. What's your highest priority in life?
195. Is there anything holding you back from living your ideal life?
196. What steps, if any, are you taking towards your dreams?
197. What dreams did you have as a little kid?
198. What's one thing you would do if you knew you couldn't fail?
199. How have your dreams changed over time?
Sometimes the oddball questions allow you to learn the most interesting things about a person. "Unusual questions allow you to see the varied, unique, and special qualities of a personâ€”their answers deliver you personal information about what makes them tick," Orbuch says. "These questions also typically get the other person to think outside box and really ponder something."
But you still want to keep things PG, says Williams. "Be careful with asking questions of a sexual nature too early," she advises. Same goes for the unconventional-for-a-reason q's, a.k.a. anything related to another person's finances, but especially questions about child support, debt, and credit score.
Ask these ~unconventional~ questions, and you'll definitely get some interesting (in a good way!) answers:
200. Do you believe in ghostsâ€”why or why not? (Bonus question: If so, are you afraid of ghosts?)
201. Do you have any special skills?
202. Whatâ€™s your game plan in a zombie apocalypse?
203. Can you write in cursive?
204. If you could live in a movie, which one would it be and why?
205. Whatâ€™s your â€śdance like nobodyâ€™s watchingâ€ť song?
206. Do you sing in the shower?
207. What's your go-to karaoke song?
208. How many hours do you get to the airport before a flight?
209. If you could have a super power, what would it be?
210. If you came back in your next life as an animal, what animal would you be?
211. What would be the title of your memoir?
212. Whatâ€™s the first thing you do in the morning?
213. Whatâ€™s the last thing you do at night?
214. Do you believe in any conspiracy theories (no judgement)?
215. Whatâ€™s your idea of a perfect date (yes, of the calendar year)?
216. At a party, where can someone find you?
217. Do you wash your legs in the shower?
218. Who would play you in the movie of your life?
219. Do you have any allergies?
220. Do you trust your own memory? Why or why not?
221. Which fictional character do you relate to most?
222. What, if anything, would make you walk out in the middle of a movie?
223. When was the last time you cried and why?
224. What's your most controversial opinion about something mundane?
225. Do you "stan" any celebrities?
226. What's your go-to midnight snack?
227. What's the weirdest thing you do when you're alone?
228. Do you have any recurring dreams?
229. What's the worst argument you've ever been in?
230. What's your opinion on modern art?
231. What's the most ridiculous outfit you've ever worn?
232. Would you rather have your dishes or clothes be magically clean?
233. What's your favorite story about yourself?
234. If you could change anything about yourself, would you? If so, what and why?
235. Are you superstitious about anything?
236. What does your fridge typically look like?
237. Do you like to make plans ahead of time, or do things more spontaneously?
238. If you could go on a shopping spree anywhere, where would it be?
239. If you had to wear just one color for the rest of your life, what would it be?
240. What's your prized possession?
241. What's the weirdest encounter you've had with a celebrity?
242. What's the worst haircut you've ever had?
243. What's your favorite smell?
244. Would you rather be a superhero or a villain?
245. What's your superhero or villain origin story?
246. Who's your celebrity lookalike?
247. If you could instantly become an expert in something, what would it be and why?
248. What's your least favorite chore to do around the house?
249. Who's your emergency contact?
250. Can you drive? If so, what kind of driver are you?
251. What's the title of your most niche Spotify playlist?
252. What's the worst date you've ever been on?
253. If you won the lottery, what would you do with all the money?
254. If you could have anything right now, what would it be?
255. If you could be anywhere right now, where would it be?
256. What would be your theme song?
257. If you were a cartoon character, what would your signature outfit be?
258. What's your favorite scent?
259. What's your most niche hidden talent?
260. What's something you've always wanted to learn how to do?
The bottom line: "Anytime you reveal personal information to someone else, it increases intimacy between you and the other person," says Orbuch. So let down your guard, and don't be afraid to ask (and answer!) these deep questions.
Sabrina is an editorial assistant for Womenâ€™s Health. When sheâ€™s not writing, you can find her running, training in mixed martial arts, or reading.
Safire R. Sostre (she/they) is a writer based in New York City. Their work has been published in Essence, BUST, and Womanly Magazine. When she is not writing, she enjoys crocheting, watching anime and romantic dramas, and daydreaming.Â
Lindsay Geller is the Lifestyle Director at Womenâ€™s Health, where she oversees the Life, Sex & Love, and Relationships sections on WomensHealthMag.com and the Mind section of Women's Health magazine. When she's not writing or editing articles about the latest dating trends and pop culture phenomenons, she's usually watching reality TV or playing with her dog, Lucille (Go Fetch That) Ball.
Business Broker Definition:
A professional who assists in the buying and selling of businesses
The principal value of a business broker is to act as a buffer between the buyer and the seller. A broker can say certain things to a buyer and certain things to a seller and wind up with a productive discussion. The broker can tell the owner the price is too high, relay what has to be done to make a deal--very openly and candidly--and discuss how the differences in viewpoint can be ironed out effectively.
If you're in the market to buy an existing business, a broker can help you find businesses for sale that fit your parameters, including location, industry and size. The broker will typically charge you a commission of 5 to 10 percent of the purchase price, but the assistance brokers can offer, especially for first-time buyers, is often worth the cost. However, if you're trying to save money, you might want to consider hiring a broker only when you're near the final negotiating phase. Brokers can offer assistance in several ways:
When it comes to selling your business, finding the right buyer can be time-consuming and daunting if you try to do it yourself. A seasoned business broker can read the market, knows who's buying what and who's got resources, and can weed out the so-called "tire kickers" from serious buyers with sufficient financial resources who are well-suited to run a business like yours. They will also ensure that news of the sale remains confidential, that loyal customers, staff, vendors and suppliers find out only when you're ready to let them know.
Then there are administrative issues. An experienced business broker knows what paperwork to file, and when. They also coordinate efforts between lawyers, CPAs, bankers, insurance agents and others.
While it costs money to contract with a broker to sell your business, think of the commission you'd pay him or her as a kind of insurance. Your broker will protect your investment in the business by placing the proper value on your business, finding the right buyer, getting you the best price possible, protecting the confidentiality of the sale, handling all negotiations, ensuring that all transactions are legal, and seeing that the transition to new ownership is as wrinkle-free as possible.
Brokers' fees generally range anywhere from 5 to 10 percent of the selling price of the business, depending on negotiations with the broker, state laws and other factors. This is usually money well spend, because the broker can usually get more money for the business, make negotiations run smoothly, handle a lot of clerical and other details, and make a sale possible, whereas an individual business seller might not be able to accomplish all these things.One of the key functions of a business broker is to act as a cushion between the buyer and the
seller and negotiate the details of the deal at a time when emotions can, and do, run high. A small business is often one of the biggest assets a business owner has, one which he or she has spent considerable time and money building. An experienced broker knows how to price a business and can toot the business's horn in a way you might not be able to. The buyer can ask the broker pointed questions that might be difficult to ask you directly and get the answers he or she needs. The broker can also help answer any questions or resolve any problems that develop during the course of the sale.
When it comes to choosing a business broker, make sure there's good chemistry between you and your broker and that the two of you communicate well. You're paying your broker to look out for your interests, negotiate successfully on your behalf, and complete the transaction in a timely and professional manner.
To find a business broker to help you sell your business, take these steps:
Once you find a broker to work with, sign a contract that specifies what kind of advertising your broker will do and that the name of the business will not appear in any ads or other promotion.
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