One of the problem I am having is people from my advisory board taking my Ideas before I get a chance to do anything with it. I know my idea is not unique but for some reason or another "MY TEAM" always ends up as a one person show (that does not include me).I Get the impression they are thinking if she can do this, then so can I. I do know I need an advisory board but they keep taking my Idea and making it their own. * How can I choose a advisory board I can trust? *… >>>

We take special care to hire staff that we believe to possess the experience and educational background to perform the duties outlined in their job description. We practice a strict multi-phase hiring process for all hirings. This includes an initial resume screening, reference checks, and a series of interviews. If necessary, we administer a short competency exam (pertinent to their position) to verify a prospective employee’s skill level. Areas of deficiency are often addressed during the interview, in order to ensure the skill assessment accurately depicted the candidate’s proficiency. 1.phone interview 2.in-person interview to narrow down candidates 3.second interview to… >>>

We use a number of different methods -- all fo them mentioned in the unit. Th emost helpful have been the following: professional organizations, networking and targeted, specific ads (with specific dealbreakers). By far the fastest, and best for finding new, local adjunct faculty memebers is at professional networking events -- the folks there have the qualifications you are looking for, may know you already, and may knwo something about your organization -- some of our best prospects, who turned into great instructors came from jsut being open at meetings. Recently I had good luck with a very targeted ad,… >>>