Write an article based on this "Make a business plan according to your time allotments. Set your rate. Find a place to teach. Purchase books at the level of piano you will be teaching. Write out your studio policies. Advertise your services online, in print, and in person."
article: If you plan on making music instruction your full-time occupation, a thorough business plan is absolutely essential. If you are more of a hobbyist in your teaching, you will still need to prepare, but it may require less time and effort depending on the size of your studio. Lessons for beginners are typically 30 minutes long and will increase to an hour as the student becomes older or acquires more skill. If you have no teaching experience but are skilled at the piano, it is appropriate to charge $15-20 per 30 minutes or $30-40 per hour.  Keep in mind that the rate you charge is dependent on many factors, including your educational pedigree, playing and teaching experience, references from your students, and the city you live in. As you gain experience, it is recommended that you increase your rates a little each year. Piano teachers with significant experience and skill can charge up to $60 per 30 minutes or $120 per hour.  Charge a flat, monthly fee for lessons instead of a rate per session. This is to discourage skipping lessons, and it increases desire to make up missed lessons. While many teachers hold lessons in their own home, you may also travel to a student’s home if they have a quality piano that has been tuned recently. You can also rent a space at a music store or community center. Be sure to use a space that will allow you to keep as much of your earnings as you need while being clean, welcoming, and conducive to learning. Factor the time and cost of travel into your fees if applicable. Some great titles for beginners include Alfred’s Basic Piano Library Lesson Book series, Bastien Piano Basics Primer Level, and the Hal Leonard Piano Method Book series. While you may sell your copies of the books to students, it is better to have them purchase their own personal copies so that they can mark up their sheet music with notes and tips from lessons. It is also time-consuming to be constantly replacing books that you’ve given to students. Use a well-developed method, such as the Suzuki method, if you prefer its teachings or if you are having trouble finding a place to start. Some methodologies require official certification before they may be taught for commercial purposes, so research the certification costs and requirements before using that method in your pedagogy. Make a comprehensive list of policies for your studio including information about payment schedules and amounts, weather and holiday cancellations, lesson make-ups, notice of termination of lessons, and attendance and practice expectations. Share this with the parents of your students at their first lesson, and ensure that both the student and their parents understand all of your policies. Place an ad in your local paper, on CraigsList, and inside the building where you’ll be teaching if you’re holding lessons outside of the home. Ask to place fliers on the bulletin board in your local community buildings such as a recreation center, church, or library. Tell everyone you know that you’re teaching piano, and offer a referral discount for current students. Only advertise the ages and genres you’re qualified to teach.  Reach out to local school music teachers. Introduce yourself, and offer free workshops and accompaniment for concerts and musicals. Be sure to stress that you want to help their program, rather than insisting that they send their students to you for piano lessons.  Advertise on websites specifically designed to help people find music teachers in their area (like https://takelessons.com/), but be aware that you may have to pay a fee to promote your services.

Write an article based on this "Understand you can only drink alcohol served by the air carrier. Make sure your alcohol meets quantity restrictions for liquids in carryon luggage. Understand the rules for duty-free alcohol."
article: On most flights, you are only allowed to drink alcohol that is served by the airline. For example, Federal Aviation Administration regulations in the United States prohibit the consumption of alcohol on board unless it is served by the airline. This means it is a direct violation of federal regulations to drink alcohol you take on board in your carryon luggage. Federal regulators set standards for the amount of liquids, gels, and aerosols that passengers can take on board in their carry on luggage. For U.S. flights, the Federal Aviation Administration requires that liquids, including alcohol, be in containers that are no more than 100 milliliters or 3.4 ounces in volume. These containers must all fit into a 1-quart-sized resealable plastic bag. Duty-free alcohol purchased internationally can be carried on board inbound international flights to the United States. The alcohol can be in containers larger than 3.4 ounces or 100 milliliters if packed in a secure, transparent, tamper-evident bag by the retailer. The purchase must have been made within the last 48 hours, and you must have the original receipt present during your flight. If you have a connecting flight after reentering the U.S., however, you will have to go through security again and the duty-free alcohol will then be subject to the 3.4 ounces or 100 milliliter regulation for liquids in carryon luggage.

Write an article based on this "Prepare for the interview. Decide what kind of interview you want to give. Understand what kind of candidate you're looking for. Develop questions relating to job knowledge and experience. Schedule the interview. Familiarize yourself with each applicant by scanning their documents just before the interview."
article:
As any good surgeon, lawyer, or politician will tell you, it pays to be prepared. Preparing for your interview will ensure that your questions are on-point, your demeanor is professional, and your information is solid. Remember that, in a sense, you're being interviewed as much as you're interviewing the candidate. Keep this in mind.  Review the job description. If you need to revise the duties, skills and responsibilities, do so now. Make sure they're an accurate representation of what the candidate, if accepted, is expected to do. Gather any reasonable information the candidate might ask for, including, but not limited to, information about the company and company goals, would-be team members, would-be supervisor, pay scale, etc. There are lots of different types of interview methods, many of them quite different from the standard "Tell us where you see yourself in 5 years" interviews. Decide which interview method you want to employ based on the job description and the qualifications of the candidates.   Behavioral interview. Instead of asking you how you would behave in a given situation, behavioral interviews ask you how you did behave in the past. Behavioral interviews use — you guessed it — your past behavior as an indication of future success. Audition interview. An audition interview requires the candidate to show evidence of his or her skills by either solving problems or performing a skill in real time. An audition interview, for example, will look much different for engineers than it will for middle-managers. Stress interview. Stress interviews are designed to measure the candidates mental fortitude. They typically involve hurling a bit of verbal abuse at the candidate, staring at them silently, and even making them wait long times before being seen. Tag team interview. Tag team interviews involve several of your colleagues sitting in on and participating in the interview. This gives you more than one perspective off of which to judge the performance of the candidate. Before you develop questions you want to ask, take some time to think about who your ideal candidate is. Is she no-nonsense, brutally-efficient, and a results-first person? Or is she a people person who is method-oriented? Is she something in between? Knowing what you're looking for and being clear with everyone involved in the job selection process will make your task much, much easier. Your main objective is to ask question that will allow you to see the personality, skill-set, motivation, history, and problem-solving ability of the candidate. The type of interview questions you ask will largely depend on the type of interview you are conduction (see above step).  Ask open-ended questions, leading with "how," "why," "tell me or what." Ask about previous experience. For example, you could ask, "While working as the comptroller at [previous company], what were the steps you took when planning your annual budget?" Learn about skills. Ask questions or pose statements such as, "Tell me how you would connect an access database to a tour website." Find out more about the person's successes. Ask, "What achievement are you most proud of?" Generally, one hour is plenty of time to complete the interview without feeling rushed. Do your best to stick to the schedule, especially if you have several candidates to interview during the day. Do this by:  Reading their CV/resume, cover letter, and any tests or performance evaluations they may have filled out in the initial application process. Reaching out to any references supplied during the initial application process and asking about past experience, personal demeanor, professional suitability, etc. Doing a background check (optional but recommended for certain jobs).