ORNA - Protecting Your Business

Unfair or bad reference?

noreply@blogger.com (Georgia Bolden-Strestik) — Wed, 07 Jul 2010 06:09:00 +0000

This may be not such a problem as you may think. Many job seekers are blighted by an unfair reference from their last job, which makes the next employer shy away from hiring you. To overcome this, get a FAIR reference ready for your next interview by going for a $199 single screen, which produces a pre-employment report that should impress your next employer as much as the last one was when he/she saw your resume.
We are doing this service as we recognize that there is a problem of bullying in the workplace, there are malevolent executives managers out there who target people who they see as a threat. This threat is in the form of envy about your skills, abilities, experience or qualifications. They then systematically use negative behaviours and demands so that you will either leave on your own accord or you end up being fired.
If you are a woman trying to climb up the career ladder, please read Terry Sheridan's article on Unemployed Women Managers as there seems to be a higher rate of targetting of women by bullies (these can be male or female). They target women who are seen as up and coming. Once you become unemployed the malevolent manager will ensure that you will not get a decent job and after a few months you will be deemed as unemployable as "something must be wrong with you".

Please do not despair, Orna is here to help and assist individuals by giving fair reports. Please pass this on if you know of someone who we can help in this way.

Misrepresentation in Pharmacy?

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 20 Apr 2010 08:41:00 +0000

Yes folks, it's true...

On the front page of our April 2010 Rescript magazine (published by the Pharmaceutical Society of Western Australia)featured the following notice:

"Notice to Employers

It is always important to ask prospective employees for evidence that their registration is current.

It is equally important to satisfy yourself that current employees have renewed their registration by 30th June each year.

These matters will be even more important this year because the national registration scheme starts on 1st July.

As there have been reports in the past months of persons claiming untruthfully to be enrolled in university pharmacy courses in order to gain employment in pharmacies it would seem wise to ask for evidence of their enrolment too."

So we aren't immune!

Like they say, with national registration and accreditation coming into play, this is an area we really need to be aware and careful of.

As an employer, if you need to be checking out registration details... why not just get ORNA to do the hard yards for you and check out criminal record, right to work, address, and more at the same time.
http://www.orna.com.au/pre-employment-screening_australia.php

Not forgetting of course our special offers.
http://www.orna.com.au/pre-employment-screening-special-offer.php

Over and out,

Georgia

Our first Ezine article!

noreply@blogger.com (Georgia Bolden-Strestik) — Wed, 14 Apr 2010 03:17:00 +0000

Fraud Protection in Small Business - Affordable Pre-Employment Screening

http://ow.ly/1y8uI

I can highly recommend this article! Have a read...

ORNA Website Upgrade

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 13 Apr 2010 08:29:00 +0000

Hi everyone,

I am pleased to announce that we are beginning to come ALIVE on the ORNA website.

We now have:
- links to facebook, twitter, RSS newsfeed and of course all important, this blog
- country pages complete with explanations of how we can work in each site (still in progress)
- testimonials
- Special offers

It's happening folks.

Remember ORNA are the leaders in pre-employment screening. Call us now for our current specials! +61 (0)8 9249 4955

All systems go!

noreply@blogger.com (Georgia Bolden-Strestik) — Mon, 12 Apr 2010 02:33:00 +0000

Good morning all,

This next week..., correction, this next month is going to be super busy. I have sent off confirmation that ORNA will be holing an exhibition stand at the Annual Pharmacy Conference at Burswood on 16th May. Looking at the brochures for the stand requirements is definitely making things seem very real indeed!

I have meetings today with web designers to get my locum website up and going. Now that is super exciting stuff.

Then it's down to marketing! That's when the hard work starts...

The good news is, we are getting our ORNA name out into the ether. We are the experts in pre-employment screening and it's nice to start getting recognition for that.

From the edge of my seat...

Georgia

Another reason to use experts...

noreply@blogger.com (Georgia Bolden-Strestik) — Thu, 08 Apr 2010 07:21:00 +0000

Check this article out:

http://www.macombdaily.com/articles/2010/04/06/news/srv0000007974018.txt

Teachers yesterday, CIA employees today, who tomorrow?

Is it becoming clear that expert pre-employment screening is not just desirable, it's ESSENTIAL!

www.orna.com.au

Red Faces....

noreply@blogger.com (Georgia Bolden-Strestik) — Wed, 07 Apr 2010 06:13:00 +0000

Interesting article in today's West Australian newspaper. A teacher in WA's south-west has come under scrutiny for misrepresenting his qualifications. Sure, he may have been liked by the students (they set up a Facebook page apparently), but that doesn't mean he was good at his job, or a good role model, or a timebomb waiting to go off. There is mention of inappropriate behaviour... I'm sure that the school implicated in all this is wishing they had done a proper background check before employing this guy.

Moral of the story: Check out your staff before you employ them! Your average reference check is just not enough. Get the professionals to do it for you.

ORNA are the experts in pre-employment screening!

Google Adwords Here We Come!

noreply@blogger.com (Georgia Bolden-Strestik) — Wed, 31 Mar 2010 05:06:00 +0000

Good Morning All,

Pre-employment screening by ORNA is really starting to take off. Today I invested in Google Adwords to help get our product out into the marketplace. I must say, Google has the most incredible tools available, it's just learning how to use them!

From the ORNA desk:
We are concentrating at the moment on website improvements and making necessary additions. Soon all blog, facebook, twitter, RSS newsfeed links will be active. We have been slaving away, burning our keyboards with the speed of our output! ORNA services countries around the world, and we regularly do checks in Australia, New Zealand, China, UK, India, across Asia and more. The point is, letting people know what we do! Yes, we are based in Perth, but this is the beauty of communications this day in age... we are only ever a click away from our clients.

If you haven't already had a look at our PES (Pre-Employment Screening) page. We have a novel system that allows businesses of any size to register, and post up jobs to our office at any time of day. We can then crack on with the work, no paper involved!

Anyway, that's enough from me for now. Have a wonderful and safe Easter, and I will be back with more blogging after the break.

Georgia

ORNA website about to get upgraded!

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 30 Mar 2010 10:18:00 +0000

I am very excited to say that in the next few days, the ORNA website (orna.com.au) is going to have a bit of snazzieness added, a few links, pages and of course more info!

Stay tuned, and watch out for new improvements coming your way.

Pre-employment screening is on the up!

Georgia

PS I hope you are all suitably impressed with our new blog layout!

From the Director's Chair...

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 30 Mar 2010 04:37:00 +0000

According to our Managing Director, John Westall:

"Green shoots appearing in UK financial services area, which is leading to an increased requirement for more and better screening.
Demand for screening in most of Asia, particularly China, is growing...
We are very happy about this because we are able to supply this service across the board to anybody."

Last days of March Special for Pre-Employment Screening!
Call now +61(0)8 9249 4955

ORNA is serious about Pre-Employment Screening in Australia...

noreply@blogger.com (Georgia Bolden-Strestik) — Fri, 26 Mar 2010 02:26:00 +0000

AUSTRALIA

All of ORNA’s screening and due diligence checks are carried out by, or under the close supervision of, our Australian office. If it is necessary to sub-contract any part of the process, we only use agents known to us for several years and who are completely trustworthy. We follow any sub-contracted work very carefully.

Unlike most other providers, our staff works from our office. We do not allow home workers, so your information never leaves our system and you can be sure that every step of our process is supervised for quality.

ORNA’s Australian staff are all specially selected and trained for this work. We screen our own employees very closely and impose a strict Code of Conduct on them. Every case has a case manager assigned to it and, they may be contacted at any time during our extended business hours.

In many cases, educational establishments or other information providers, charge a fee for their services. ORNA never value adds on secondary providers’ fees. What we pay, is what you pay.

Criminal Record:

ORNA can provide rapid results for a criminal conviction enquiry, by accessing a variety of databases to which we have authorised access. This includes a comprehensive sex offender database.

A Police Clearance Certificate can be obtained. This attracts an additional cost and may take up to 12 weeks.

Driving Record:

In most States and Territories, ORNA is able to confirm that a subject holds a valid driving licence and obtain details of any traffic infringements.

Civil Record/Bankruptcy:

ORNA has access to comprehensive records of bankruptcies, civil court findings and defaults on debt.

Residence:

ORNA has online access to Electoral Rolls and other residential data, which enables us to confirm residence and addresses, where others cannot.

Corporate Data:

ORNA will confirm the officers and shareholders of all Australian registered companies, whether still trading or not. We can also provide information as to the ownership of Registered Business Names. Large companies are required to file comprehensive annual returns, which we can obtain. A vast amount of information is obtainable from corporate records. All such information is from lawfully accessible records.

Previous Employments:

ORNA has a database compiled over many years, of common employers in Australia. Our contacts and multi-lingual staff enable ORNA to provide you with prompt reference checks. We train our staff to take an investigative approach to reference checking and do not just tick boxes. ORNA looks for the information behind a reference check. We have frequently discovered facts important to a prospective employer, which other providers would not think to ask for.

Education:

ORNA has built up a large database of contacts with educational establishments and can obtain accurate, reliable confirmation of qualifications and attendance as far back as High School if required.

Professional Memberships:

ORNA has extensive contacts within all of the main professional bodies in Australia. We will provide accurate and reliable information about a candidate’s professional standing.

Disciplinary Record:

Many of the candidates ORNA screens are employed in a regulated position, such as within the financial service industry. We will discover any disciplinary record the candidate may have ASIC, APRA or any other regulator. For non-regulated applicants we will speak to line managers and former colleagues, so you know the character of the person you are hiring, not just their qualifications.

National Regulatory Bodies:

Most trades and professions in Australia are regulated by the Federal or State and Territory Governments. ORNA can obtain information from these.

Real Estate:

Property ownerships are recorded on a State or Territory basis in Australia. ORNA can trace property owned by a subject, or the owner of a property, whether or not the property is subject to a mortgage and if so, who holds it.

Many States also record sales of property and current values, along with planning and other applications.

Some ORNA background...

noreply@blogger.com (Georgia Bolden-Strestik) — Thu, 25 Mar 2010 05:23:00 +0000

Who is ORNA?
ORNA is a world leading pre-employment screening (or background check) company. ORNA specialises in fraud investigation and asset recovery if required. The company has been servicing the financial services industry for years and have recently spread their wings into small business. ORNA has the leading edge in quality pre-employment screening across the globe. We are an Australian company and are able to service countries such as Singapore, Hong Kong, New Zealand, India, UK, and across Europe. See our countries lists for more details…

How does ORNA work?
With the client’s permission, we are able to trace a great deal of information. We are able to trace criminal convictions, right to work, bankruptcy, due diligence, work history, reference checking and much more. See our services listing for more information and how we can tailor to your requirements

Why is Pre-Employment Screening or Background Checking important?
Pre-Employment Screening is an integral part of risk management. The financial institutions have recognized the risk of employing people without proper checks and have been doing checks for decades. ORNA is now offering its services across the board to all businesses, large or small. All business should be paying attention to risk management, or else they are leaving themselves wide open for exploitation. For the small cost of a background check, you could be saving your business a great deal of money, time and security.

There are more than 100,000 cases of fraud reported each year in Australia (ABS)

What are you waiting for? Contact ORNA now to protect your business… why work so hard for someone to take it away?

Testimonials:

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 23 Mar 2010 07:17:00 +0000

TESTIMONIALS

“ORNA, you have worked your magic again. Our clients will be very pleased with this high quality report.”
International Company Specialising in Due Diligence Reports on Companies and Individuals.

“We always know that information supplied by ORNA, will be accurate and timely. We would not think of using any other provider for this service.”
Pre-Employment Screening Company USA.

“Unlike any other such agency we know of, ORNA never makes claims to be able to provide information that cannot be obtained openly and lawfully. We are very impressed by the quality of ORNA’s work and the speed with which they give us results.”
UK Company Specialising in Screening for the Financial Services Industry.

“We had a requirement for an additional layer of security in reports from our information providers. Others told us it was not possible. ORNA thought about it and came up with the perfect solution. We will continue to use their services.”
International Company with Global Operations and a US Parent.

“We thought that we would be very low on ORNA’s list of priorities, because they have large corporations as clients. We could not have been more wrong. ORNA’s system allows us access to our results 24/7 and if there is ever anything we need to discuss, there is someone available. Their charges are very fair too”.
Small Business Owner Western Australia.

Risk Management

noreply@blogger.com (Georgia Bolden-Strestik) — Mon, 22 Mar 2010 02:54:00 +0000

Morning all,

Risk management is one of the most important processes a small business can undertake, and often one that is forgotten. Small businesses tend to be complacent and potentially leave themselves wide open for fraud, theft, stealing, or even leaking of sensitive or confidential information.

By doing a proper background check on a potential employee, you are certainly protecting your business.

If in doubt, get it checked out!

Call ORNA today for Small business specials 08 9249 4955

Creating a Gold Star Service...

noreply@blogger.com (Georgia Bolden-Strestik) — Thu, 18 Mar 2010 01:59:00 +0000

I had a great thought last night... how easy would it be for us to add a step in our locum connection service? Very.

Here at ORNA Pharmacy People, we are about quality. As part of setting a gold standard for connecting locum pharmacists with employers, we will be following up on each locum placement that occurs. This way we will be able to create a feedback log on various locums. How useful to have testimonials! This will then give a prospective employer a real picture of the person they are looking at employing.

Pharmacy relies totally on word of mouth, and let's face it, if you aren't in the 'loop', you wont have any idea who is good, bad or indifferent. Sole proprietors of small pharmacies are completely isolated from the world of locum pharmacists.

Well I had better get cracking! Some serious work to get done... :)

Pharmacists, Locums and ORNA

noreply@blogger.com (Georgia Bolden-Strestik) — Wed, 17 Mar 2010 08:42:00 +0000

Hi all,

I have just become a part of the most amazing Facebook group... Locum Pharmacists - Perth. What a fantastic way to keep in contact with the pharmacy world!

With our plans of launching a unique platform for connecting locums to employers and vice versa, it is really great to see other connection points out there in the web-world.

So why would you use the up and coming ORNA page over a free service?

Firstly it is imperitive to understand our background. ORNA is an international company with history in fraud investigation and pre-employment screening. As a pharmacist, I can truely understand how important it is for Pharmacy to start checking into the backgrounds of the people we employ.

Lets face it guys, we are bringing people in to our shops off the streets, are we even doing a reference check? Or do we just do this to satisfy QCPP. We are allowing these people access to money, drugs, information, patient information etc. I'm not just talking pharmacists here, I'm talking about SHOP STAFF too. Often we are very lucky with who we employ, but I tell you what, there are many many employers out there with tales of woe and deceit! How much money, time, effort could we save ourselves by doing a proper background screen in the first place?

So how does this tie in with Pharmacy Locums? Well, when we launch, all will become clear. But essentially we can offer employees and employers the service of a proper background check at the time of connecting people together.

If you are a PHARMACIST EMPLOYER contact ORNA now on 08 9249 4955for our March offer of 50% off your first pre-employment screen. Check us out and see what we can do for you.

Follow us on Twitter: @ornapeople

Join our Facebook page (ORNA) for rolling information about ORNA and our pharmacy projects.

Pre-Employment Screening or Background Checking

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 16 Mar 2010 02:43:00 +0000

Good Morning All,

I thought I would write today about the importance and ramifications of having a pre-employment screen done.

As you will know if you have been following my blog, I have recently experienced a job loss. The whole process has been a huge learning curve for me. I have never been in this position before. Whenever I have left a job, it has been on good terms and I have been in control of the situation. What concerns me most about my situation, is that if someone were to do a background check on myself... how would I come out of the process? Probably not that great at the moment!! And I know that I do a great job, I know that I am capable of and I am an honest, hard working individual.

Which leads me to think, we need to incorporate a 'right of reply' if our findings turn up a bad report. Undoubtedly our screening process would go back further than just most recent employers, and we would get a good picture of what an employee is really like. But what happens if there has been, for example, a family tragedy, illness or other major life-changing occurences during a period of employment. Surely a long-term employer would know to ride out the tough times with a good, solid employee. However this is not always the case. In the case of locums or short term positions, there is the whole 'unknown' factor. An employer may not know the history of a locum, they may not know what is going on in their private life that ultimately may affect their performance. They will undoubtedly be disappointed with the performance and hey presto, a bad experience is had by all.

I understand that for many employers, they are plainly not concerned about employee's as a whole person. They are interested only in their performance. As an employer myself, I do take a more compassionate approach, but I do understand that this is not the norm.

So how do we overcome this? ORNA performs background checking, or pre-employment screening and we will find out prospective employee's history. I will personally ensure that we have a facility in place to give a prospective employee a 'right of reply'. There must be the opportunity given for people to explain if there was something going on that made them less productive, less reliable etc. This of course will be passed onto the prospective employer so they are aware of the history of that person. It is then up to the employer to make the decision if they want to employ that person or not.

Enough talk! I need to get these processes in place!!!

Over and Out

Job descriptions!

noreply@blogger.com (Georgia Bolden-Strestik) — Wed, 10 Mar 2010 03:56:00 +0000

I cannot begin to extol the virtues of having good communication between staff in any job situation. It is so, so vitally important.

Having recently been in a situation where job expectations were not made clear, I feel I am well able to discuss this topic!

The partners of this particular operation clearly did not communicate between themselves, and were unable to provide me with their requirements for the job. I thought I was doing what was expected of me. I had interpreted from the staff that I was doing what the other people in my position were doing. This left me with much spare time on my hands! There were clearly other jobs to be done, but I was told by the staff that they were other peoples jobs, and really there was no need for me to do them. I always asked my employers when I came in if there was any jobs in particular that needed to be done that day. Any jobs left, I completed quickly and efficiently.

So yes, I became bored, yes I checked my personal email at work, yes I popped onto Facebook every now and again. I never let this interfere with any work that needed to be done, and I always made sure that customers were served promptly and phones were answered, orders put away etc.

Where does that leave me now? Without a job. When I was retrenched, I was told by the Partner B (who fired me) that it was not performance related, that Partner A needed some hours back to improve his cashflow. Days later I spoke to Partner A and conveyed my disappointment that he was unable to talk to me about the situation of needing more hours, even though he had many opportunities to do so. It then comes out that he was unhappy with my performance, unhappy that I was using the computer for personal reasons, and unhappy that I accessed files on their computer (explanation: was looking for a logo for some paperwork to promote the business and stumbled across much inappropriate material, which I deleted).

So there you have it... If I had a written job description right at the beginning, I would have known their expectations. If they had said "please don't use the computer for personal reasons" of course I would not have! I probably would have brought a book instead.

I had no indication I wasn't doing what was expected of me. No feedback whatsoever.

From this experience I have certainly learnt a few things.

1) Get employer to WRITE DOWN expectations on initiation of employment. This is not the responsibility of the employee, however if the employer isn't going to provide the info unasked, you might as well get it somehow!
2) Ask if using the work computer to check emails in down-time is acceptable.
3) Never take a job for granted.

So there you go, lessons learnt. I certainly hope that this helps ANYONE out there that may read this, employers and employees alike.

Any comments would be valued...

Over and out

Trust

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 02 Mar 2010 03:26:00 +0000

It amazes me that there is not a standard of operation for Pharmacy when it comes to doing a background check on an employment candidate. Yes, we have our QCPP (Quality Care Pharmacy Program) which we subscribe to. Yes we get audits done every couple of years to make sure we are all practicing pharmacy as we should, and keeping the standard of the industry just "so". However, we don't check WHO we are employing more than just a quick reference check! If that!!

I find the fact that Pharmacy is so trusting as an industry quite remarkable. We are allowing our staff free access to money, drugs, and patients confidential details, with nothing more than a brief reference check! And then we are all surprised when we are 'let down' by our employees. Maybe we let ourselves down.

Just think of all the time and money we could save ourselves by getting a proper background check done on an employee before they start. As an Employer, you can then make the educated decision on whether or not you would like to employ that person. IF you cover your bases, you will not then be liable.

If the public only knew that we don't screen our staff properly... do you think they would have as much trust in us as a profession?

I wonder...

Orna - Pharmacy "Employment" People

noreply@blogger.com (Georgia Bolden-Strestik) — Thu, 25 Feb 2010 03:24:00 +0000

Did you know that apart from providing a pre-employment screening product for the Australian Pharmacy Industry, we are building a recruitment package too?

Our company, ORNA has been in the pre-employment screening business for years, mainly in the corporate and financial services. Now that the GEC (Global Economic Crisis) is coming to an end in Australia, people are once again employing.

So when you are employing someone... don't you want to know who you REALLY are employing? I tell you what, I would.

some other sites worth a visit:

employablecandidates.com
guardianangelpeople.com

Remembering People's Names: GoArticles.com

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 23 Feb 2010 04:19:00 +0000

Remembering People's Names: GoArticles.com

Remembering people's names is one of the most important parts of social etiquette. Even if we don't admit it, we dislike when people can't remember who we are. One remembers the scene in American Beauty when Kevin Spacey's character says, "Don't worry. I wouldn't remember me either". Having one's name forgotten makes them feel unimportant.

Unfortunately, it can be very difficult to remember the names of lots of people. However, there are some fairly straightforward tricks you can do to help you jog your memory. Most of them come from the tricks of medieval poets who had to remember long lines of verse. The trick is that, while sounds (especially arbitrary sounds, like names) are difficult to remember, patterns and images are very easy to remember.

Some of these tricks will work better or worse for you, depending on how your mind works. Pick and choose from the following list:

Make a rhyme: Take the person's first name and rhyme it with something starting with another word starting with the first letter of the person's last name. So, for example, if the person's name is "Jane Smith", think of the name as "Jane Smane". The rhyme will stick more easily in your mind than the actual name, and you'll be reminded of the name when you hear it.

Turn it into a number: If you're one of those people who is very good at remembering numbers, but not names, just turn the initials into a number. Every letter of the alphabet can be mapped onto a number from 1 to 26. So, when you meet Jane Smith, you can turn her name into 1019. With a little practice, you can easily remember everyone's initials, which can be used to remember the names. Don't forget to use zeros, so that you'll always have a four-digit number. For example, Andrew Barnes should be 0102.

Use an image: If you don't remember rhymes or numbers very well, try using an image instead. In these cases, what you should do is to think of something that sounds similar to the person, and then imagine that thing right on the person's face. So, for example, Jane sounds a little like "chain", so when you meet Jane smith, imagine a chain going from her nose to her ear, for example. It takes a little imagination, but once you're good at it, you'll be able to recall anyone's name with ease.

Different people remember differently. However, for most people, rhymes, numbers and images are easier to remember than the arbitrary strings of sounds in which names normally consist. The above three tricks can help you remember others' names.

Alexander Rorty, M.A. has been writing articles on the internet since 1997. He lives in Toronto with his wife, Janet, and their two children. Their latest site is called Island Hood, and features articles such as the one on under-cabinet range hoods.

PSWA Conference.

noreply@blogger.com (Georgia Bolden-Strestik) — Thu, 18 Feb 2010 02:34:00 +0000

Good Morning!

Well today, I am pleased to say that we have the opportunity of exhibiting at this years PSWA Conference at Burswood in May. PSWA being the Pharmaceutical Society of Western Australia. This will most likely be our debut, our first mass exposure to the pharmacists of Western Australia.

Now to work on the package, and do some more research to confirm what we already know. That Pharmacy is in desparate need of pre-employment screening. I am a retail pharmacist so I truely understand the needs of the industry at the grass roots level. We need to protect pharmacy as an industry, and make ourselves accountable for who we are employing. We are one of the most trusted members of society, we need to make sure we are doing the right thing by the public.

Now, much to do on this beautiful day.

Over and out.

Georgia

Productivity.

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 16 Feb 2010 03:48:00 +0000

I had the most incredibly productive day yesterday, started off helping in a business consulting role to a friend in need. It was so nice to be able to lend a hand, and be part of the acorn. You know, the acorn that grows into the Oak Tree. Speaking of which, our own ORNA acorn is certainly starting to sprout. I had the most wonderful feedback from an old friend of mine yesterday. He was so enthusiastic and could see the merit of our ideas. And I might say, he came up with some interesting spins on existing concepts too.

At the moment we are working on getting a presence on Google Australia. We seem to have clinched Google Worldwide for the buzz words "ORNA Pharmacy". This is seriously exciting for me, as I am learning all this as I go.

ORNA Pharmacy Recruitment and Pre-Employment Screening are what we want to get out there. It's just saturating the airwaves if you like. Throw enough out there and something will stick.

Better get cracking!

Georgia

Networking Networking Networking

noreply@blogger.com (Georgia Bolden-Strestik) — Thu, 11 Feb 2010 04:59:00 +0000

And I'm not talking about computers and cables and the like.

In small business it is so incredibly important to network. I have just signed up for the SBDC's Women in Business forum on line. I really hope this will put me in touch with other women out there in business, who are of a similar frame of mind.

Things are moving on in the ORNA office. Today we had a fantastic team meeting. We are trying to figure out how exactly we are going to approach getting our name out there in the business world for Pre-employment screening. We are looking at modifying our website, which seems to be easier said than done. It turns out we may have a few tricks up our sleeves.

orna.com.au for pre-employment screening, executive screening, background checks.

We just need to get these small businesses to understand how important it is to do a background screen. How much money could be saved in the long run is uncountable.

Over and out

Georgia@orna.com.au

Ambition.

noreply@blogger.com (Georgia Bolden-Strestik) — Tue, 09 Feb 2010 04:00:00 +0000

Why is it that to be ambitious and successful is considered with negative connotations in our society? I find this very interesting. I was just looking up a motivational quote for something I am writing, and I saw "Ambition" as a sub-heading. I thought "Excellent, surely this will have something inspirational I can use..." But to my dismay, I found only dishartening comments on ambition. Surely Ambition is something we should nurture to grow as a person? Is Ambition not what we use to make us successful human beings? Sure, too much ambition is probably a bad thing, just like too much of any quality of human existence. It's all a balance. I consider myself an ambitious person, with dreams and goals of what I want to achieve. Without these, I am not sure I would even have achieved what I have done so far in my life. So in a nutshell... I am not afraid of ambition, in fact, I nurture it.