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something you can easily convey
on a spec sheet or a website.
“Sound is also about pitch,” he
continues. “Different sounds resonate differently with different
people. It’s the nail-on-the-chalk-board scenario.”
Can it be customized?
Scanners ship with preset
functions, but users such as Feld
get their machines integrated
into their firms’ workflow.
“When staff has to scan
cheques, they just pop the
cheques down on the glass and
hit ‘Bank’ [on the scanner’s touch
screen],” Feld says. “The scan is
done in colour and goes to that
person’s folder,” ready for that
person to work with.
Does it create “searchable”
documents?
Modern computers let their
owners search their contents in
much the same way Google lets
them search the web. To make
full use of this ability, the search
feature must be able to read not
just a document’s title but its
contents as well.
Creating searchable docu-
ments usually means creating
PDFs, so look for scanners that
ship with a licence for Adobe
Acrobat software or otherwise
mentions the ability to scan to
PDF using optical character rec-
ognition (OCR).
Can it shake hands?
Want to send documents
directly from a scanner to, say,
a document management sys-
tem? You’ll have to bone up on
some tech jargon: TWAIN is an
industry-sponsored software
protocol that regulates com-
munication between applica-
tions and imaging devices;
similarly, ISIS stands for image
and scanner interface specifi-
cations. Look for TWAIN or
ISIS drivers that enable such
links between scanner and
document management — and
verify that your system can
handle the hook-up.
Can it talk other software?
Simple scanners, such as
Fujitsu’s ScanSnap line, don’t ship
with TWAIN or ISIS compliance.
(Fujitsu provided me with a
ScanSnap S1100 for this article.)
However, third-party develop-
ers create tools that enable
ScanSnaps to scan to e-mail,
Word, Excel, Google Docs, Sales-
Force and other destinations.
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Research salary, but don’t
be first to broach subject
Search
Continued From Page 20
position prior to the interview.
It is important to have this
information ready should salary
be requested or negotiations
broached during the interview.
The interviewee should
refrain from being the first to
address this topic as protocol
dictates the employer or interviewer initiate this discussion.
Nonetheless, to determine a
benchmark for salary, it is best
to research position titles using
a number of sources. The governing legal bodies are a good
resource for salary statistics.
In addition, free salary
guides for the legal industry can
be found on the Robert Half
website ( www.rhi.com/Salary-Guides). Be aware of salary
variances based on geography.
The salary guides often chart
the percentage of variance
within the guide itself. These
guides have greater accuracy
than the salary quotes provided
by government websites.
It is fair to ask the inter-
viewer if the open position is a
newly created opportunity or
has become open due to promo-
tion or otherwise. If you are
replacing someone, ask where
the person is who used to have
that job. If the answer is that
they got promoted, that’s good
news. If the answer is that they
moved on to another company,
you might want to ask how long
the person was in the role.
If you are replacing
someone, ask where
the person is who
used to have that job.
If the answer is that
they got promoted,
that’s good news.
“
Lindsay Edwards, CMA Ontario
If the response is, “We’ve had
a handful of people in this job
throughout the past year,” this
may be a red flag indicating
problems within the department.
Keep in mind there are pos-
itions out there that can have a
high turnover due to the nature
of the job so pursue this vein of
questioning in a tactful manner.
Concerns about the flexibility of
work hours can be addressed by
stating the hours of operation
and then asking if all employees
must adhere to those hours.
Lindsay Edwards, CHRP, is manager of career services for CMA
Ontario. She is responsible for the
management, development and
enhancement of career services
that provide guidance and support to CMA members, candidates
and students at various stages of
their careers. She can be reached at
ledwards@cmaontario.org or
416-342-5590.
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