Stop Making Other People Rich! Grow Your Own Brand

Stop Making Other People Rich! Grow Your Own Brand 42 Build your employer's brand or build your own? This is a guest post by Zac Johnson. If you’d also like to guest post here on JobMob, follow these guest post guidelines. One of the biggest problems I often see in the world of online marketing is that too many people are focusing on building the customer base and brand name of other companies. This can easily be seen in the affiliate marketing space where you are paid a commission every time a new lead or action takes place. While affiliate marketing is a legitimate way to make money online, if you are really good at it you should be using those same efforts and talents to be growing your own brand.eval In this article I'm going to share with you a few of the reasons why I moved away from just being “another affiliate marketer” to focusing on my own brand and how I've grown ZacJohnson.com into what it is today. Money is Money… First off… money is money. It doesn't matter how you make it, as long as you make it.eval It makes perfect sense for someone just starting out to learn the ropes of online marketing and the best way to do this is by building web sites or ad campaigns to promote other brands or services. The great thing about affiliate marketing is that you don't need to deal with customers, process orders or even handle inventory. Everything is automated and all you need is to send qualified traffic to your affiliate link and check your earnings and results. Transitioning from Affiliate Marketer to a Brand There is a big movement in the affiliate marketing space right now and those that are finding a lot of success are moving on to start their own companies and brands. I've had a lot of success with making money online and I've been doing it for 17 years now. I first started figuring out how to make money online while I was in high school back in the mid-to-late '90s. It wasn't til 2007 that I decided to start my own blog and put all of my stories, case studies and resources out there. Without all of the previous knowledge and experience I had, starting the blog and making it what it is today wouldn't be possible. Being the Best at What You Do Starting a blog is one of the easiest things in the world to do. All you need is a domain name, hosting and an installation of WordPress… but that will only get you so far. If you want to make your blog successful you are going to need to have killer content that gets people motivated and really helps them out. There are millions of blogs out there, so how are you going to compete with them all. You need to provide value and connect with your readers like no one else. Since launching my blog in 2007 and really focusing on my brand, I've been able to accomplish some amazing things as a result of the blog that never would have been possible if I was still “just a marketer” promoting other people's products and growing their business. This includes speaking at different events around the world, appearing on Fox News and ABC News, getting to meet thousands of blog readers from around the world and helping a lot of people discover how they can make money online as well. YOU are the Brand At the end of the day, YOU are the BRAND, and this is the way it should be. When you are the brand you will focus more on quality, time and effort. It's very easy to get distracted when building a business on the internet, but if you are passionate about something and strive to be the best, it makes it that much easier. Follow these simple steps and start the transition from growing someone else's company to build a successful brand of your own. About the Author Zac Johnson is an entrepreneur with over 17 years of experience in internet marketing and branding. Zac has helped generate millions of dollars in business for brands and individuals of all sizes across the world. Learn how at ZacJohnson.com. Google+: https://profiles.google.com/105474291318164632556/?rel=author This article is part of the The $10000 7th Annual JobMob Guest Blogging Contest. If you want Zac Johnson to win, share this article with your friends. READ NEXT: 10 Ideas To Kickstart Your Personal Brand

Resume Services For Freelance Writers

Resume Services For Freelance WritersFor professionals who have moved on to new positions or who need to update their resumes for other reasons, resume services Louisville KY can help. With the abundance of job openings in the city and elsewhere around the state, career seekers are always looking for something new and different to attach to their resumes. A professional resume service can help you by presenting a fresh and updated resume that gives your resume a more professional look.Looking for free resume services? The simple answer is that not all of them are going to be good enough for your needs. Those companies that provide free services might use templates from one company and not actually check if they match with your skills and qualifications or are up to date with current trends.The best way to get yourself a free resume services package is to find a company that provides free services. Free services might come in the form of manual or online revision as well as sample res umes.Once you have chosen a service, the company will contact you to discuss your requirements and work out the details of the service that you need. You will be asked to provide some basic information such as your name, contact number, and address so that the company can verify your identity. At this point, the service will start working on the samples or work you want to send to the company.When it comes to resume services Louisville KY, this is often a last resort. These services are more for companies that do not have their own staff or resources to hire people to do the job. Anybody that can supply you with samples of work done previously might be a good choice.The best ways to find the right company to work with is by searching through some of the large review websites. Job boards, like Glassdoor.com are also a great place to search for recommendations for resume services. You can use these to identify companies that provide good services and provide a competitive price for yo ur services.Free resume services are often a last resort, but free services can still offer you a good deal if you know where to look. If you are not able to find a service that offers you samples of previous work, you can ask for samples of work that they have done for other clients. In this case, the service can provide you with several samples that they have done.Free resume services are commonly offered by smaller companies. The process of producing a workable resume can take time, so a larger company might be better suited to handle your request. To find a good service for your resume, speak with those that have used them in the past and talk with friends who have used services in the past and can recommend them.

Recruitment Its Not All Champagne

Recruitment Its Not All Champagne… We recently secured a director level candidate in India. It had taken us 43 weeks. Congratulations followed with high 5’s in offices across the region. Wasn’t Talent Acquisition wonderful! Notice periods in India are often 3 months… We endured the wait. 1 week before his start date, the candidate emails; it’s all over, he’d been counter-offered and already signed. Internal or External, all recruiters know this  feeling. I saw the attached picture in Gurgaon from the window of a  painfully  slow taxi shortly after hearing this news and desperately held myself back from taking control of the car and applying the accelerator. A call came through last week from an obviously disgruntled candidate regarding positions in Australia. My raised eyebrow and I, noted almost immediately that his name appeared against every role  we had advertised in that country for the last month. He could apparently do them all. Yes, he had the received the email indicating that we would contact candidates if we were interested in their  application but why hadn’t I called? A short pause followed after which I responded. ”Why, if I may ask, did you think it was appropriate to apply for the financial controller, mechanical engineer  and the trades role in a single day, despite not having a single requisite qualification or experience in any of the roles?” Needless to say, this was not the response he was expecting. Recruiters get a lot of attention for the wrong reasons, particularly recently. Caught between candidates and their sense of entitlement, stakeholders who think that recruiters produce talent in a manufacturing facility and our buddies in HR (one day someone is going to insist this dark art becomes measurable and its going to be awkward for everyone), it’s become a particularly challenging craft to master. The trend I’m seeing is specialization within what is already a specialized field. Instead of corporate recruiters making the leap into Compensation and Benefits, Learning and Development or HR, they can now branch into areas such as sourcing (campaigns, critical roles, boolean searches, web-mining, advertising), business partnering (workforce plans, job briefs, interviews, talent management), executive search and leadership.  Of course, I’m referring  to  larger organisations; in smaller enterprises recruiters are expected to do the lot. And why the need to master the craft?   A  hiring mistake is a complete disaster.  You let a lunatic through the doors and the knock-on effects go far beyond the realms of simply having to tolerate incompetence or cultural clashes. It can destroy teams, lose customers and the costs to manage are high particularly when you involve the local HR sage who offers vague advice and some electronic templates. Those recruiters that are smart enough to elbow their way into interviews know that this time is precious. Behavioral competency interviewing or not, the clock is ticking and you have precious little time to discover what you need and quality check the specimen. You’re looking at micro-expressions, body language, asking probing questions, being serious. And don’t get me started on the ‘pro’ HR crowd and their interview styles. It takes hundreds of interviews to get this part right so leave it to your  recruiter particularly if they are responsible for quality Talent is literally the most important resource in an organisation and recruiters are wired to find it. Its what we  do. Pretend your organisation is a sports team; million dollar swaps, buyouts, drafts, tv coverage etc.  Its important right…? Because everyone knows that without the best players you aren’t going to win anything. Adopt this approach with your hiring and you’re on the right track. Human beings are unpredictable and as a consequence recruiters become suspicious of motives and wary of overtly friendly or ”expert” candidates. In recruitment you see an awful side of humans; greed, lies, entitlement, anger, guilt and the odd sprinkling of psycho. Its a tough gig, but finding the right person can turn company’s and team’s around,  close  multi-billion dollar deals and galvanize shareholder interest and value. In time, organisations forget though that it was you the recruiter  that sourced this talent. It was you, the recruiter, that picked up the phone or sent the first prospective email, which led to the interview and it was likely the same recruiter who successfully negotiated the offer and shook the new hire’s hand on their first day. So put a skip in your step on your way to work tomorrow, you’re kind of a big deal. That painful person that can’t take a hint and  keeps calling you asking for feedback? Give them a straight answer, people always appreciate it and if they don’t, be blunt because they won’t fit in. That hiring manager that wants you to find that magical candidate in a couple of weeks? Say no, because you aren’t an administrator and you know best. Challenge them on the ridiculous below market salary they are offering; ask them why they can’t manage to retain  their existing team; tell them which companies are hiring and what they are paying; push back, dig your heels in and tell them what you are going to do, don’t ask… Author: The Aquirer-  No small dose of healthy HR skepticism. A career in Talent Acquisition leadership in global companies from the heat of the Asia Pacific to the crisp air of Europe.   Pragmatic, strategic, and every now and again serious.

Monday Must-Reads Career McNuggets

Monday Must-Reads Career McNuggets Possibly THE best blog post Ive ever read. How Recruiters Read Resumes in 10 Seconds or Less What would you find out if you were eavesdropping on corporate recruiters? On Company Loyalty considering leaving your company? Do a Sunday Night Gut Check. Simplifying Simplicity with Five Simple Questions.

Writing a Fantastic Resume

Writing a Fantastic ResumeWriting a fantastic resume can be challenging, but in order to write one, you need to understand the necessary things to include. This article will provide you with tips on how to write a great resume.The first step is to ensure that you have studied and gotten information on the most effective way to format a resume. You can easily get this by reading numerous resume books from the library or from online resources. However, if you are not confident about formatting the resume properly, you can always hire the services of professional resume writers.Once you have all the information needed, you should make sure that you know what exactly it is that makes an excellent candidate for your job? You can easily get answers to these questions by researching resumes online and also by asking those who have applied for a particular position.Once you have figured out the resume format you want to use, you can make use of it. Most websites that sell resume packages wil l usually give you templates that you can use. A good template will enable you to create a resume that will be easy to read and search for.Some people prefer to write their own resume because they can modify it as they like. Most professionals however recommend that you buy a template as it will save you time in searching for the right information on the resume format.The most important part is to not to include any errors on your resume. In fact, the only person who can edit your resume is you. While a few errors may not matter, you should keep your resume looking professional, polished and beautiful.Resumes have become a necessity for many employers nowadays. You might even find it hard to believe, but most employers nowadays even prefer to interview people on a resume rather than onthe face to face stage. You can increase your chances of getting hired if you include some compelling information on your resume.While there are plenty of resources that provide tips on how to write a fantastic resume, we will give you a more effective way to help you create the best resume that you possibly can. Simply follow the simple steps we discussed above and get started on your new career. Once you succeed in doing so, you will soon find yourself being offered great jobs and working with top executives.

4 steps business leaders can take to nurture female tech talent

4 steps business leaders can take to nurture female tech talent Today, women account for less than 34 percent of U.S. technology jobs. The outlook for tomorrow is equally disappointing: 23 percent of middle and high school girls have considered pursuing IT careers, according to a new research campaign from nonprofit technology industry trade association CompTIA. But women aren’t simply avoiding technology; those that hold tech jobs often end up leaving them. Todd Thibodeaux, president and CEO of CompTIA, believes that addressing the IT gender gap starts at the top. He and I recently spoke about specific steps business leaders can take to nurture their female IT employees’ career development and foster a culture that encourages them to stay. 1. Promote employee sponsorship Just 37 percent of girls in CompTIA’s survey know someone who works in technology, but among those that do, 60 percent have contemplated a career in tech. As Thibodeaux explained, the power and influence of role models doesn’t fade as we grow up. Women in tech roles today cite a lack of role models and mentorship at work as two of their biggest career challenges. Employers can correct course by formalizing not only mentorship, but sponsorship initiatives. Beyond mentors (colleagues or supervisors who offer guidance, or the opportunity to vent), sponsors advocate and are accountable for helping the people they support achieve their goals. Research shows that women with sponsors are more likely to stay in their jobs and be satisfied with their rate of career advancement. 2. Define individual career paths More than one-quarter of women in science, engineering and tech roles feel stalled in their careers â€" a reality that motivates many to leave for other fields. With so few women holding the CIO title, the path forward for an entry-level or mid-career woman in tech may seem vague at best. To avoid this professional plateau, human resources leaders and technical managers must work to refine and communicate individualized IT career trajectories. Just as young girls need information to understand the diverse array of IT jobs available (beyond coding), women in these jobs need information about the opportunities available to them for advancement. 3. Match culture to internal policies Maternity leave in the United States continues to be a pressing issue across the public and private sector. We’re the sole country in an Organisation for Economic Co-operation and Development (OECD) list of 41 advanced nations that does not require paid leave for new parents. And though many companies (including major tech employers like Google and Facebook) have expanded their leave policies to encourage employee retention, policies alone aren’t enough. By listening to numerous stories from women who left IT careers after giving birth â€" those who were expected to be on-call during leave, or came back to an entirely different set of job duties â€" it’s apparent that employers’ corporate culture does not always reflect the benefits in place. Employers must set an imperative that all employees respect and abide by these policies in theory and practice. 4. Rethink performance management A growing body of research explores another gender divide: the confidence gap. In professional settings, women are more likely than men to underestimate their own abilities or actively seek out new opportunities. Traditional performance management practices exacerbate this rift, particularly for women in technical roles. Self-evaluations, for instance, can reflect employees’ confidence more than their actual talents â€" but many employers rely on them for coaching and promotion decisions. There are multiple ways to combat this phenomenon. Google (which uses self-nominations for promotions) instituted workshops where female executives directly encouraged women engineers to recommend themselves. Mandating “unconscious bias” training for managers (regardless of gender) and adopting a more data-driven approach to employee evaluations can also make advancement more objective. Making the technology industry more inclusive isn’t only a matter of attracting more women. We must be equally focused on supporting those who are already a part of it. Join Dana Manciagli’s Job Search Master Class right now and immediately access the most comprehensive job search system currently available!

Candidate Expectations in 2018

Candidate Expectations in 2018 Employers no longer have the upper-hand when selecting candidates. The tables have turned and candidates have the power! What do they expect from companies before, during and after the recruiting process? CareerBuilder and SilkRoad teamed up to survey    1,114 full-time employees and 1,138 employers about the candidate recruitment process. The summary of findings is in this October 30, 2018 press release.   Summarized below are some of the key findings from their research and an infographic to share. Candidate Expectations In 2018 Before, during and after the application,  candidates reveal how they want to be communicated with and what they expect from employers. Almost  50%  of companies say it is taking them longer to fill jobs. (Employers have their own set of challenges which were highlighted in  Recruiting and Interviewing Trends to Watch In 2018.) 68% of employees believe their experience as a candidate reflects how the company treats its people. 82% of employees expect employers to provide a clear timeline for the hiring process and keep them updated throughout the process when they apply for a job. 43% of employees say they have higher expectations for how employers will treat them as a candidate. 55%  will give up and move on if they haven’t heard from an employer within two weeks of applying. Candidates give less than 10 minutes to a job application (20%), or two to three pages on a mobile device (21%), otherwise they drop off. 51% of job candidates report they’ve looked for other jobs even when an offer has been extended and the background check is in process. Employers say, on average, 1 in 7 candidates (14%) walk away after they accepted the offer. Approximately 67% of employers report almost a quarter of new hires not showing up after accepting a position. 9% have left a company because of a poor onboarding experience. 51% of employees expect HR to check in with them regularly throughout their first year of employment. INFOGRAPHIC CareerBuilder is more than just a job board. CareerBuilder provides end-to-end solutions designed to help employers find, hire and onboard great talent, and job seekers build progressive careers as the modern world of work changes. SilkRoad delivers an employee onboarding and recruitment technology.