Business Plan For Video Production Company

Have each candidate interviewed independently by multiple people, all of whom are evaluating that person on cultural fit.If you're small enough, have the entire company interview them.

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If you want collaboration, then you need to collaborate with them. Conduct a simple follow up with every customer after the project is closed out, asking them on a scale of 1-10, how likely are they to recomend their experience to their peers.

If you want everyone to take initiative and do great work, then you need to fire anyone who doesn't do this and tell them why - and fix your hiring process to not hire these types of folks going forward. I'll go ahead and make some assumptions based on your bullet points; you mean grow revenue, you have existing customers, you produce good work. If they answer an 8 or higher, they are considered a "promoter" if they answer a 6 or lower they are considered a "detractor." Follow up with both types immediately.

If you hire someone who doesn't fit your culture, you have just eroded it.

5) People who share your company values almost certainly associate with other people who share those values. Even if they're not looking to make a move, or you're not hiring, or not hiring for a position they could fill, make the connection anyway, and keep in touch.

The first thing your client sees is a beautifully designed cover, fit for a world class video production company. Completely valid questions and ones you don’t need to worry about now.

If the cover doesn’t impress them it’s always going to be an uphill struggle from there. In this video production proposal template, the page detailing the work you’re going to do is done, the structure is laid out.

They do all the work, your client gets what they need, and you and the JV partner split the revenue. I hope I covered that as best I could without knowing the specifics of your business.

For example, are your clients hiring you to produce videos for marketing purposes on the web? If you have questions that I could answer for you on these topics, I'm happy to set up a call.

Or does a new-hire get mixed messages because current standard practices or employee behavior is inconsistent with your stated values?

4) Hire people based on whether they are a cultural fit.

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