Life of an Escrow

Written by Nef Cortez

Escrow is one ofrepparttar last stages inrepparttar 147669 purchase or sale of a real property. When someone says that they are in escrow, it means that they have either accepted an offer onrepparttar 147670 sale of their property, or their offer to purchase has been accepted. The offer to purchase agreement isrepparttar 147671 instrument that is first signed by all parties before they “go to escrow”.

The life of a typical escrow in basic outline: Escrow instructions are prepared along with other pertinent documents, and signatures are obtained. Title search is ordered, a preliminary title report is received and sent out for review and approval by all parties. Demands for payoff are ordered on existing money liens, and clarification requested on tax liens and other liens. Whilerepparttar 147672 escrow officer is processingrepparttar 147673 file,repparttar 147674 lender forrepparttar 147675 buyer is also processingrepparttar 147676 loan application. Ifrepparttar 147677 buyer is assumingrepparttar 147678 existing loan,repparttar 147679 escrow officer requests a beneficiary statement , forwards to buyer for review and approval, and requests loan documents for transfer or forrepparttar 147680 new loan.

Wartime Hiring: 5 Steps to Attract Top Talent

Written by Mike Nacke

A recent report, titled "The War for Talent" stated that overrepparttar next 20 years, employee talent will be what differentiates successful companies from those going bust. The late 90’s gave us a glimpse ofrepparttar 147633 talent war, but was nothing compared to what’s ahead. Here are five ways to bulletproof your company beforerepparttar 147634 battle begins.

Practice What You Preach

Recent studies of America’s largest companies show that a strong reputation for moral and ethical conduct performed better financially in terms of their returns on investment and equity, and their sales and profit growth. How do you begin applying this in your company? At PrideStaff, every time an employee is hired,repparttar 147635 owner takes them into his office and goes overrepparttar 147636 10 standards of ethical conduct thatrepparttar 147637 company was founded on. We also review these standards several times a year to encourage their daily application inrepparttar 147638 company.

Why is it so important to employees that they work for a company with strong ethics and values? Because your personal identity is strongly tied to your corporation. People often make assumptions about others based upon where they work. I know it sounds shallow, but what’srepparttar 147639 first question you’re often asked after meeting someone? “So…what do you do?” Employees want to be proud when they answer that question. Make Every Employee a Cheerleader

Employees arerepparttar 147640 first direct contact between a corporation and its customers. They are alsorepparttar 147641 single most important source of word-of-mouth advertising that attracts other talented employees.

So how do you start making cheerleaders? You can start by buying everyone pom-poms. I’m not kidding! You need to make your company a fun place to work, a place that encourages employees to build relationships. An employee is much more likely to look forward to coming to work if they have a best friend there. I recommend you check outrepparttar 147642 motivational program called FISH!, based onrepparttar 147643 world famous Pike Place fish market in Seattle. It provides a step by step guide to building an amazing corporate culture.

Create and Convey a Strong Corporate Vision

Ultimately, your vision tells your employees andrepparttar 147644 rest ofrepparttar 147645 world what you do and why you’re doing it. But just hanging up a poster with your corporate vision isn’t enough to build your brand as an employer of choice. Your vision should weave through every employee interaction. From your newsletter to your new hire orientation, your vision should serve as a constant reminder of where you’re going and providerepparttar 147646 motivation to get you there.

Cont'd on page 2 ==> © 2005
Terms of Use