Issue link: https://nebusinessmedia.uberflip.com/i/868682
18 Worcester Business Journal | September 4, 2017 | wbjournal.com agreements can jeopardize certain rights already provided by law. Even documents not intended to be a con- tract can create implied obligations if not drafted properly. Being bound by unintentional contracts is burdensome for small businesses. Signing contracts is easy, getting out of a bad one is not. Working with a trusted legal advisor is exceptionally beneficial when the unexpected occurs. Businesses don't usually get advance warning when things go wrong. The middle of a tail- spin is not the best time to find an attorney. Having an established rela- tionship with a trusted attorney familiar with the business will likely offer more comprehensive and effective guidance when it's needed most. Additionally, emergencies are not the only situations that call for advice from your attorney. As small businesses own- ers know, things are constantly popping up – from trouble with employees to surprise opportunities to grow. Having a legal partner a phone call away will ensure a quick, decisive response. Small businesses have the most to lose if things go wrong and, unfortu- nately, it is impossible to protect a busi- ness from every possible legal issue. However, businesses can and should work to minimize their risk of exposure and maximize protections. Dedicating upfront time and a budget line item to finding and working with a trusted attorney is an investment all businesses should make. W hen companies are start- ing up, they often over- look the necessity of including legal support in the budget. Legal support is viewed as a luxury, or something not needed unless the business gets into a legal mess. In reality, legal support is espe- cially important for small businesses – at the startup phase, during the growth and development cycles, and through- out the life of the business. At the startup phase, businesses are faced with selecting an entity type. Should the business incorporate, regis- ter as an LLC, or maybe an LLP is the best choice? Proper legal support can help businesses navigate the details of specific entity requirements or advan- tages and discuss the best options based on immediate needs, as well as the company's future goals. Entity choice needs to fit long-term expecta- tions, and should not be made hastily to check the task off a to-do list. Throughout the life of a business, legal guidance on a wide range of con- tracts will be necessary. Contracts play a major role for businesses, regardless of size. For small businesses, the pro- tections offered by contracts can be essential to the organization; from negotiating commercial leases to criti- cal vendor agreements. The guidance of a trusted legal expert is invaluable in 10 T H I NG S I know about . . . . . .Recruiting top talent from colleges By Steve Koppi Koppi is the executive director of the Worcester Polytechnic Institute Career Development Center. Reach him at skoppi@wpi.edu. K N O W H O W Why legal support is important for small businesses R eady … set … train! If only it could be that easy to get employees excited about professional development sessions and ramped up for the knowledge to come. Some employees, of course, may like a break from the normal routine and welcome learning something new. Others will see it as a chore and straggle unwillingly to the training space, making it more difficult to engage them in the process. Here are some ways to help team members see training as a clear benefit. Don't bore them to death. "Nobody likes to read long, dry, text- heavy materials," points out an article at WorkStride.com. Videos may be a bet- ter way to communicate, or text that is at least broken up with graphics or images, so it can be read in segments. Your company's marketing department can likely lend a helping hand in mak- ing materials more user-friendly. Gamify it. People enjoy competi- tion, and it doesn't matter if it's for a vacation day, money, pins, stickers or even just office bragging rights. "If there's some sort of prize or reward at the end of the tunnel, they're more likely to fully invest in the pursuit," says Inc.com. Rewards can be as sim- ple or complex as your imagination (and budget) allow. Answer the WIIFM question "What's in it for me?" in regard to employees. Stressing the relevance of the learning and how it's directly linked to an employee's work is a key driver in getting them motivated, writes Jamie Lawrence at HRZone. com. "Strengthen the link between knowledge transferred and tasks per- formed," he writes. When team mem- bers see the bigger picture, they will be better focused, feel more valued and get more engaged in the materials presented. BY SUSAN SHALHOUB Special to the Worcester Business Journal 10 1: M o t i v a t i n g e m p l o y e e s t o t r a i n 10) Remember the nuts and bolts of recruiting. Take an imaginary walk through your organization's recruitment process. Has your company mastered fundamentals like defining requirements, tracking applicants, scheduling interviews, following up with candidates? 9) Tell your story. Think of recruiting as a marketing process. Is your organization generating awareness, interest, decisions and action with students? 8) Audit for unconscious bias. Take a closer look at your culture, business practices and messaging to address biases working against you. 7) Influence the influencers. Find innovative ways, working with the university's career services office, to reach students through on-campus organizations, advisors and faculty. 6) Manage your online presence. Craft a vibrant and engaging online presence, but watch for over-selling. Ideally, you want students to easily obtain authentic, useful information about your company. 5) Focus on value. Look for value in the recruiting process. Is your company tracking offer and accept rates? Where does your organization find the best talent? 4) Make diversity a strategic priority. To put it bluntly, without a commitment to diversity, your company will miss out on hiring talented students. 3) Practice high-touch branding and visibility. Clever use of technology is essential, but data shows the quality of person-to-person interaction can be a deciding factor for top candidates. 2) Leverage multiple engagements on campus. Organizations with the best hiring records have multiple engagements, such as hosting a student project and participating in career fairs. 1) Utilize the career services office. You'll find professionals who are experts in navigating the interplay between industry and academia. W BY COURTNEY ROSS ESCOBAR Special to the Worcester Business Journal W W such situations. Understanding the rights and obligations contained in an agreement and negotiating the best terms can be a difference maker. However, entering into a contract when not required or recommended can be onerous. Businesses need to understand situations when contract- ing is beneficial and when formal "Throughout the life of a business, legal guidance on a wide range of contracts will be necessary. Courtney Ross Escobar is an attorney with Oxford law firm Doucette & LaRose, specializing in small and midsize business counseling.