Andrea Sugden has lived in Tampa Bay, Florida, for nearly four decades. Andrea Sugden graduated with a business management degree from the University of Tampa and currently serves as senior vice president of national accounts at Adecco.
There are a number of activities to choose from when visiting Florida’s Tampa Bay area. For those interested in visual art, the Tampa Museum of Art blends antiquities with contemporary art, all while engaging the public in a number of interactive events and programs. For individuals more inclined toward the performing arts, the David A. Straz Jr., Center for the Performing Arts has served as a stage for popular musicians, comedians, and a number of Broadway tours.
Tampa Bay attractions are also wonderfully suited to families with younger children. The Lowry Park Zoo has been ranked among the nation’s top zoos in a number of publications and features more than 1,500 unique animals spread across 60 acres of park. On those hot Tampa afternoons, however, the cool hallways of the Florida Aquarium and its popular Dive with the Sharks exhibit may be a better choice.
photo: trishhartmann on flickr
Andrea Sugden, senior vice president of U.S. sales at the global staffing firm Adecco, has more than 15 years of experience in the staffing industry. Andrea Sugden joined Adecco in 2008 as senior vice president of the company’s southern division.
The hiring process can be quite complex, particularly if the position being filled is a permanent, executive level opening. In order to ensure the process moves forward without a hitch, the individuals in charge of staffing should develop a hiring strategy. Every staffing session should open with a discussion of what the ideal candidate will bring to the table; if employers do not know what they value most in a candidate, how will they know if they have seen it or not?
An experienced staffing firm can help with the second aspect of an effective strategy, and that is establishing a group of qualified potential hires. There is a sense of security in knowing that the dozen candidates waiting to be interviewed are all, in one way another, qualified for the position. Likewise, screening the candidates for any past felonies or incidents at previous jobs is a great way to save time rather than become interested in an individual who does not meet the company’s standards. When these three strategic components have been put into effect, the final two steps, interviewing and then selecting a new employee, become the easiest.
photo: alancleaver on flickr
Andrea Sugden has served as senior vice president of Adecco since 2008. Andrea Sugden, a native of Tampa Bay, Florida, earned a bachelor of science in business at the University of Tampa.
Undergraduates at the University of Tampa interested in business have no shortage of degree options, including a number of international business programs in the areas of marketing, management, finance, and management information systems. Students can also choose to engage in a four-year degree plan in accounting, which includes entry-level courses such as Introduction to Global Business as well as more specialized classes like Intermediate Accounting and Principles of Management. International business and economics is another potential degree path to follow at the University of Tampa, offering students education in financial management and foreign language. A number of unrelated majors also offer business avenues, such as a joint degree program that results in a bachelor’s in biochemistry and an MBA.
Andrea Sugden, a strategic account manager, works at the global staffing firm Adecco as the senior vice president of national accounts. Andrea Sugden, a lifelong resident of the Tampa Bay, Florida, area, has more than 15 years of experience in the staffing industry.
Hiring the right employee can be challenging, especially if you are looking to fill an important and permanent role. There are a number of qualities to look for during the interview and screening processes that indicate whether or not a certain individual will be a good fit in the position. The first and arguably most vital quality to look for is competency, as well as capability. After judging whether or not the individual is a fast and adept learner, compare their educational background and prior work experience and determine whether or not they possess the kind of knowledge that will allow them to succeed at the job in question.
In addition, evaluate the potential employee’s character, judging whether his or her values align with the company culture. Also, determine if they are compatible with other employees and dedicated to the position. If the potential hire indicates plans of a major relocation in the near future or expresses desires to be involved in another industry, there is no point in staffing them and then beginning the process again a few months later. Likewise, even the smartest and most capable employee can hamper overall production if they do not communicate and work well with others.
photo: agnihot on flickr