HIRE THE BEST AVOID THE REST

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HIRE THE BEST AVOID THE REST
Sponsored by Autotask

You are systematic with technology, accounting, and possibly sales. Why not with your employees? The starting point is to adopt a proven, 10-step hiring system to improve the way you find, qualify, hire, and onboard superstar employees. The Success With People HIRE THE BEST AVOID THE REST system is your solution. Here is what you will learn in this interactive webinar:

Systematic Power: Why a complete system is more effective than your current method of hiring.
Team Member Strategic Plans: How to create "job descriptions on steroids" that convince great candidates to work for you.
Recruiting: Five ways to find top performers that are not considering your company today.
Interviewing: 15 Tips to fully interview people so you don't hire Dr. Jekyll and get Mr. Hyde.
Talent Assessments: How to really understand someone's natural behaviors and motivational values on the job.
Background Checks: Six facts you must know before hiring anyone and why.
Reference Checks: Seven questions that get people to open up when checking references.
Extend The Offer: Eight ways to extend an offer that convinces top performers to join your team.
First Day: More than 10 ways to make your new employee's first day on the job more productive, profitable, and personal fulfilling.
Never Stop Selling: What you can do to systematically keep new hires fully engaged as time passes.
One idea that helps you hire just one employee is worth $10,000 or more. This hiring system is probably worth millions if you hire dozens of people over the next ten years because this event is a 10-step proven hiring system with dozens of ideas. For many of you this is the most important webinar you will attend this year.

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  • Now, a lot of you already use Autotask to manage your businesses, but for those of you who don’t, let me take a few minutes to tell you a bit about who we are and what Autotask software is all about… Autotask is …[click]
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  • Now, a lot of you already use Autotask to manage your businesses, but for those of you who don’t, let me take a few minutes to tell you a bit about who we are and what Autotask software is all about… Autotask is …[click]
  • the world’s leading provider of cloud-based, IT business management softwarefully-hosted, built in the cloud, from the ground up, and has been for more than 10 years{click}
  • Autotask is truly global.With 200 full time employees in offices from New York to Beijing, and from London, England to Pune, India.And datacenters in the US and in Europe{click}
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  • HIRE THE BEST AVOID THE REST

    1. 1. A U T O T A S K A C A D E M Y W E B I N A RThis webinar will begin at 1pm & end at 2pm est. Hire The Best Avoid The Rest AUTOTASK PRESENTER: GUEST PRESENTER: Rich Akullian David Russell Online Marketing Producer CEO Autotask Corporation MANAGEtoWIN Incorporated rakullian@autotask.com david@successwithpeople.com
    2. 2. A U T O T A S K A C A D E M Y W E B I N A R Webinar and WebEx OverviewIf you are experiencing technicalissues, please notify me, themarketing host, via the chat box atthe right side of your screen.Questions for our panelists can beentered in the Q&A Box at theright hand side of your screen.There will be a Q&A session atthe conclusion of the webinar.
    3. 3. A U T O T A S K A C A D E M Y W E B I N A RWebinar Info – On Demand and Live
    4. 4. A U T O T A S K A C A D E M Y W E B I N A R Post Webinar Survey A post webinar survey will appear in your browser at the conclusion of the webinar. We appreciate your participation and feedback!
    5. 5. A U T O T A S K A C A D E M Y W E B I N A R Hire The Best Avoid The RestAUTOTASK PRESENTER: GUEST PRESENTER:Rich Akullian David RussellOnline Marketing Producer CEOAutotask Corporation MANAGEtoWIN Incorporatedrakullian@autotask.com david@successwithpeople.com
    6. 6. A U T O T A S K A C A D E M Y W E B I N A R Agenda Autotask overview Hire The Best , Avoid The Rest Wrap up and Q&A
    7. 7. A U T O T A S K A C A D E M Y W E B I N A R Autotask is…
    8. 8. A U T O T A S K A C A D E M Y W E B I N A R …Industry leading.World’s #1 provider of cloud-basedIT business management softwaresince 2001. Replace at least 5 different applications!
    9. 9. Hire The Best Avoid The Rest David Russell CEO, Success With People VP & GM, MANAGEtoWIN ©2011 Success With People, Inc. All Worldwide Rights Reserved. All logos, trademarks andtradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies. ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    10. 10. Cost of Doing Nothing If you are less systematic• Hire experienced people that don’t fit in Turnover cost (Gallup): 3.2x annual compensation• Lose great candidates to other companies Top talent shops around• Slow new hire ramp-up People waste time due to lack of systems• Smaller the company, the higher the risk A bad hire can literally put you out of business ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    11. 11. Disclaimer LegalezeThe contents of this training and any related content are intended for general information purposes only. Information contained in this communication andrelated content is not intended to be a substitute for legal advice or to provide legal guidance of any kind whatsoever. If legal advice or other expert assistance is required, the services of a competent professional should be sought. ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    12. 12. Risk / OpportunityRetention versus recruitment 87%Of employees plan to get a newjob in 2010 ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    13. 13. Candidate SelectionSet a proper expectation with your team 25 How many candidates should you plan to interview for one job opening? ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    14. 14. Proven System 10 Steps to Hire The Best and Avoid The Rest Establish Your Foundation – Systematic Power – Team Member Strategic Plans (job descriptions on steroids) – Recruiting Qualifying the Candidate – Interviewing – Talent Assessment – Background Checks – References Onboarding – Extend The Offer – First Day – Never Stop Selling ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    15. 15. 1. Systematic Power Complete versus rushed processThe cost of not being systematic:  Hire based on feelings, not facts  LAWSUITS  Employees waste time hiring, training and covering for poor hires  Miss good hires  Failed hires – start all over againYou have systems for technology… why not hiring talent?  Use this system (or use this to define your own)  Avoid shortcuts  Automate and integrate your hiring process into your talent management software ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    16. 16. Extend Systematic Power Through and beyond the hiring process Establish Your Foundation Qualifying the Candidate Hiring system Onboarding  Accountability  Compensation  Recognition Beyond hiring  Training  Mentoring  Career Paths ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    17. 17. 2. Live Job Descriptions Team Member Strategic PlansThe cost of not clearly defining the job:  Hire people that are not fully qualified  Lose great candidates  LAWSUITS  Failed hires – start all over againTeam member strategic plans  Attract more qualified candidates  Qualify people against job requirements  Test candidates passion for the position  Define accountability and lay the foundation for reviews ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    18. 18. Summary Information Team Member Strategic Plans ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    19. 19. GoalsTeam Member Strategic Plans©2011 Success With People, Inc. All Worldwide Rights Reserved.
    20. 20. ExpectationsTeam Member Strategic Plans©2011 Success With People, Inc. All Worldwide Rights Reserved.
    21. 21. Duties & Responsibilities Team Member Strategic Plans ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    22. 22. Manage-Time-Competencies Team Member Strategic Plans ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    23. 23. Skills & Qualifications Team Member Strategic Plans ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    24. 24. Physical & Environment Team Member Strategic Plans ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    25. 25. Disclaimer & Signature Team Member Strategic Plans ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    26. 26. 3. Recruiting You are a full-time recruiterThe cost of not being a full-time recruiter:  Candidate pipeline empty when needed  Hire what’s available versus what’s needed  Quantity versus quality  Failed hires – start all over againActive recruiting enables you to:  Have a valuable network of sources and candidates  Develop/promote from within  Employee, vendor and client referrals  Online/offline ads that speak to superstars; then offer full TMSP  Hire the brightest of Gen Y (internships / college hires) ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    27. 27. Candidate Pipeline Having people available when you hire College interns College job fairs Interns/entry level Teach / support classes Employee referrals Trade shows Mid-level Company tours / events Industry associations Public relations stories Senior level LinkedIn ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    28. 28. Sample Ad – Part 1 Sell the opportunity – details later Sales & Business Development Professional for Medical Software Co.!!!!Established 25+ years, this growing software solution provider is searching for a “KEY” sales professional who loves to learn and thrives on results to develop and maintain clients within the Tri-State area.We provide solutions for many industries however our Big Need Right Now is a sales professional to focus on the medical industry! Qualified candidates must have a minimum of at least 5-8 years of strategicbusiness development and sales experience, with verifiable references and a steady work history. ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    29. 29. Sample Ad – Part 2 How your company history benefits them You will grow professionally and have our 25-year history of satisfiedcustomers to help you develop new business and manage accounts post sale. There is no limit to what you can earn – this is a great opportunity for an achiever who wants to take advantage of the explosive growth in medical software sales. You will be compensated very well for your success - salary, commission, bonus & expenses.Come and find out why the average length of time employees stay with our organization ranges from 7-10 years. This is not an entry level position. Please respond with a brief outline of why you are qualified for thisposition, PLEASE CUT AND PASTE YOUR RESUME WITHIN THE BODY OF YOUR EMAIL! ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    30. 30. Where I Can Find Them 3. RecruitingTraditional, baseline approach:  Advertising online at job sites and your company website  Notify your network of openingsCompetitive approach:  Company culture  Always recruiting company-wide and maintain candidate/network database  Hiring bonuses to employees and your network after 90 days  Go where they are and market  Creative PR to attract candidates ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    31. 31. 4. Interviewing You are a full-time recruiterThe cost of not being systematic when interviewing:  Hire the best actors  The person is not qualified 63% of all hiring decisions are  Does not work well with other employees made in the first three to four  No team commitment for candidate success minutes of the first interview  Failed hires – start all overWell-planned, systematic interviewing enables you to:  Work with your team to identify the best candidates  Ask questions the candidate does not expect  Discuss typical scenarios or provide actual work to do  Document the interviewing process in a talent management system ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    32. 32. Systematic Interviewing Define and follow a system1. Web search: Google / MSN / MySpace / LinkedIn2. Call their office to confirm employment3. Phone screen (brief)4. First significant interview a) Can be in-person or by phone b) Interview scorecard with behavioral-based questions5. Second interview – typical scenarios or real work6. Have superstar take a Success With People Talent Assessment7. Third interviews – review Talent Assessment a) Additional interviews with other members of the team b) Ask candidate to respond to real-life scenarios8. Keep the process moving ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    33. 33. Interviewing Options What to do depends on your culture1. Group interviews2. Tell 30 minutes of company stories3. Give homework between interviews4. Throw into real-life scenarios with team members5. Hire the person for three days (paid test drive)6. Take them out for a meal or golf7. Keep the process moving ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    34. 34. 5. Talent Assessments Get candidates off their scriptThe cost of not confirming job behaviors and values:  Person does not fit with the job  Candidate does not work well with others  You are unable to fully engage them as an employee  Failed hires – start all overSuccess With People Talent Assessments confirm:  Natural strengths as exhibited by behaviors on the job  The values that drive those behaviors  Key insights that enable you to fully engage the candidate  You are hiring based on facts, not emotion  Save as part of the employee’s profile in a talent management system ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    35. 35. Talent Assessment Insights Get to know them at a deeper levelThe candidate’s perspective on:1. The primary value(s) they bring to your organization2. How they prefer people communicate with them3. Their ideal work environment4. Potential areas of stress5. How they like to be motivated on the job6. How they preferred to be managed7. Where they need to improve8. How to appeal to their 2-3 most intense values ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    36. 36. WorkStyle (DISC)Adapted / Natural behaviors©2011 Success With People, Inc. All Worldwide Rights Reserved.
    37. 37. WorkStyle (DISC)Understand their stress level©2011 Success With People, Inc. All Worldwide Rights Reserved.
    38. 38. WorkStyle (DISC)Highlighted statements best describe them ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    39. 39. WorkValues (PIAV)The values that drive their behaviors ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    40. 40. 6. Background Checks Never hire without oneThe cost of not doing a background check:  You risk the survival of your company  You risk your best client relationships  You risk other employees being tempted  Failed hires – start all overNever hire without a background check to confirm:  The candidate is telling you the complete truth  You are not hiring a known criminal  The candidate is not suing others or being sued  Save as part of the employee’s profile in a talent management system ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    41. 41. What to Check Dave’s list1. Civil County Courts (county of residence + nearby major )2. Criminal County Courts (county of residence + nearby major)3. National Criminal Record Database4. Social Security Number Trace5. Motor Vehicle Record / Dept. of Motor Vehicles6. Sexual Offender7. Optional: a) Credit check b) Drug test (only if everyone does it) c) Education Verification d) Employment Verification (I recommend you do these yourself) e) Professional License/Credentials Verification ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    42. 42. 6. Background Checks ASSIGNMENTSuggested tasks to complete before moving to Step #7  If you do not currently do background checks, or want a new online partner, email us for a signup form info@successwithpeople.com or visit http://www.successwithpeople.com/background-checks/  Make certain your job application gives you the right to do a background check (and credit check if applicable)  Agree what you will check through an agency and what, if anything, you will check on your own such as education ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    43. 43. 7. References Still worth the effortThe cost of not checking references: a. Liars get hired more often b. You miss important insights c. You have a gap in confirming the past d. Failed hires – start all overReferences confirm future performance by: a. Confirming their resume starting with their current employer b. Confirming skills, personality, productivity c. Talking to contacts who have worked with this person d. Learning how the candidate will respond to typical scenarios e. Record comments in your talent management system ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    44. 44. What to Ask References Get them talkingNOTE: Web search and employment confirmation call complete1. Call last 3 jobs or work within recent 5 years2. Confirm start/end date, compensation, title, responsibilities3. Pose typical scenarios candidate may face on the job4. What are their three most significant achievements5. Is reference an immediate or future candidate?6. Can reference recommend other candidates?7. Can you check back with the reference in the future? ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    45. 45. 8. Extend The Offer Close the saleThe cost of not extending the offer properly:  Great candidates go elsewhere  Verbal offers miscommunication terms  Delays poorly reflect on your company  Failed hires – start all over ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    46. 46. ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    47. 47. 8. Extend The Offer Close the saleThe cost of not extending the offer properly:  Great candidates go elsewhere  Verbal offers miscommunication terms  Delays poorly reflect on your company  Failed hires – start all overA successful way to extend an offer is to:  Confirm you in your team are in agreement  Explain verbally while giving them a written offer  Get the offer letter signed  Track the process in your talent management system ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    48. 48. Between Offer – First Day Thoughts for retaining the sale1. Ship a Welcome Packet2. Get all HR paperwork complete (pay for their time)3. Order their business cards4. Stay in touch weekly a) Mail some of their business cards b) Confirm technical needs c) Forward positive stories / industry news d) Invite to company events5. Prepare for their First Day ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    49. 49. 9. The First Day Close the saleThe cost of not extending the offer properly:  Candidate wonders if he/she made a mistake  Pay someone to wait rather than produce  Negatively reflects on your company  Failed hires – start all overThe benefits of a positive first experience include:  You validate the candidate’s decision to accept the job  The new employee’s ability to do their job is accelerated  To establish a firm foundation for long-term employment  The new employee attracts others – employees and clients  Prepare and implement your First Day experience in your talent management system ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    50. 50. Snapshot of The First Day What makes a great first impression1. Everyone is prepared to meet with the new employee2. Desk with supplies3. Computer with password/email4. Business cards (mail them some before their First Day)5. Review / confirm team member strategic plan6. DRAFT development plan with training schedule7. DRAFT goals for first 90 days8. Put up a big “Welcome ____” sign in the reception area9. Wear buttons/stickers talking about the new employee10. Throw a party during work hours ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    51. 51. 10. Never Stop Selling Retention increases productivity & profitabilityThe cost of not developing and maintaining passion:  Employees have a job, not a career  Employees feel taken for granted  Employees look elsewhere for work  Failed hires – start all overHow to Never Stop Selling your company:  One-on-one top executive lunch 1-2 weeks after First Day  Tell stories confirming your firm is doing meaningful work  Sincerely communicate you value each employee’s work  Have regular Listen More retention interviews  The Platinum Rule – treat others the way they want to be treated ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    52. 52. Hire the Best Avoid the Rest Summary The 10 Steps Establish your foundation Systematic Power Team Member Strategic Plans Recruiting Qualifying the Candidate Interviewing Talent Assessment Background Checks References Onboarding Extend The Offer First Day Never Stop Selling ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    53. 53. SAVE $150 Today Order online or email DavidPurchase our Hire The Best Avoid The Rest system1. Video & Audio Training: The Hire The Best Avoid The Rest system explained through 10 NEW video and audio sessions (one per step) to train your entire team how to hire better.2. E-Book: Hire The Best Avoid The Rest – My proprietary, comprehensive, TOTALLY UPDATED 10-step hiring system3. Lots of sample documents (MS-Word/PDF) to save you time: www.SuccessWithPeople.com/hire or click here to order Enter coupon codePeople, Inc. All Worldwidefor Reserved. discount ©2011 Success With HireBest Rights $150
    54. 54. SAVE TIME - Use Our Stuff Included sample materials listed below1. REORGANIZED - Complete Hiring Action Plan to manage your hiring process2. CHANGED - Job Application3. REVISED - Team Member Strategic Plans for technical and sales people4. REWRITTEN - Advertisements to attract top technical and sales people5. NEW - 101 Interview questions6. INCLUDED ($180 value) Talent Assessment for you or a team member7. UPDATED - Interview Scorecards technical and sales people8. STILL VALID - Benchmark profiles for superstar developers, consultants, project managers, and sales people9. SAMPLE - Background check (PDF)10. NEW - 120-Day Onboarding Plan for a technical new hire www.SuccessWithPeople.com/hire or click here to order Enter coupon code HireBest for $150 discount ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    55. 55. Email david@successwithpeople.comfor an order form to take advantage ofour special offer and to ask questions ©2011 Success With People, Inc. All Worldwide Rights Reserved.
    56. 56. A U T O T A S K A C A D E M Y W E B I N A RThanks David!
    57. 57. A U T O T A S K A C A D E M Y W E B I N A R Autotask is…
    58. 58. A U T O T A S K A C A D E M Y W E B I N A R …Industry leading.World’s #1 provider of cloud-basedIT business management softwaresince 2001. Replace at least 5 different applications!
    59. 59. A U T O T A S K A C A D E M Y W E B I N A R …Global.200+ full time employees in: Beijing, China Pune, India London, England New York, USA South America AustraliaCustomers in 53+ countriesDatacenters in the US & UK
    60. 60. A U T O T A S K A C A D E M Y W E B I N A R …Open. Executives Sales Reps Service Managers Field Techs Billing/AccountsCRM | Contracts | Service Desk | Timesheets | Projects | Inventory | Reports | Billing | Community Storage RMM Backup Quoting Accounting Outlook/ Managed Exchange Print
    61. 61. A U T O T A S K A C A D E M Y W E B I N A R …Integrated. Accounting, FinancialRMM, NOC, ServiceDesk, …Automation  LiveLinks Online  Utilities Backup, Managed  Web Services Print, Storage, Mail  Tools Security, Distributors , Service Quoting, Marketing, Prac API Networks, IaaS, … tice Management, …
    62. 62. A U T O T A S K A C A D E M Y W E B I N A R …Automated. Event RMM AlertsManagement Resources Automated Automated: Customers Portal Ticket Creation Assignments Contacts Notifications Email Surveys SLA’s User call Tie Service Ticket to Contracts: RecurringInvoices, Reports, Profitability Services, Block Hours, Retainer, T&M, Incident, Flat Fee Enter Timesheets, Approve & Post
    63. 63. A U T O T A S K A C A D E M Y W E B I N A R …Education. 40+ live webinars & workshops per month  Product training  Business building content 120+ on demand training videos Boot camps Road shows
    64. 64. A U T O T A S K A C A D E M Y W E B I N A R Connect with Us! Have a question, or just want to say hi?Follow us on Twitter, LinkedIn and us on Facebook!twitter.com/Autotask facebook.com/Autotasktwitter.com/AutotaskAcademy linkedin.com/company/autotask
    65. 65. A U T O T A S K A C A D E M Y W E B I N A R
    66. 66. A U T O T A S K A C A D E M Y W E B I N A R Special Offer! Buy Autotask Pro Get US $1,000 Voucher! For new customers who buy Autotask today through December 31, 2011 sales@autotask.com, 518-720-3500 x1 E-mail sales@autotask.com for more info on Autotask!Subject: “MANAGETOWIN122011 – $1,000 Voucher for Pro” Call sales at 518-720-3500 x1
    67. 67. A U T O T A S K A C A D E M Y W E B I N A R Questions? Answers! Hire The Best Avoid The Rest AUTOTASK PRESENTER: GUEST PRESENTER: Rich Akullian David Russell Online Marketing Producer CEO Autotask Corporation MANAGEtoWIN Incorporated rakullian@autotask.com david@successwithpeople.comEmail: sales@autotask.com for more info on Autotask! $1,000 voucher! 518-720-3500 x1 Register for live and on demand webinars! www.autotask.com/academy http://twitter.com/AutotaskAcademy

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