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Top 10 Tips for Career Advancement
Here''s a list of the top 10 tips you can use to advance your career:
1. Don''t be afraid to say "I don''t know." If you don''t know something, say so; don''t try to fake it.
2. Take responsibility for your actions. If you''re at fault, admit it and take the blame. If you''re wrong, apologize.
3. Never gossip. Gossip can hurt the careers of two people: the person being talked about, and the person doing the talking.
4. Never say "That''s not my job." Don''t think you are above anything. Pitch in and set a good example, especially if the job is one that nobody else wants to do. Your willingness to do so will be noticed and appreciated!
5. Share the credit. People who share credit with others make a much better impression than those who take all the credit themselves.
6. Ask for help when you need it. Don''t let a difficult task get out of hand. When you need help, ask for it -- before things get worse.
7. Keep your dislike to yourself. If you don''t like someone, don''t let it show. Never burn bridges or offend others as you move ahead in your career.
8. Don''t hold grudges. Life isn''t always fair. If you were passed over for promotion, didn''t get the project you wanted, etc., let it go. Be gracious and diplomatic, focus on the future and move on. Harboring grudges won''t advance your career.
9. Be humble. When you''re right, don''t gloat about it. Never say "I told you so!"
10. Make others feel important. Compliment others, emphasize their strengths and contributions, and help them whenever you can. They will enthusiasitcally help you in return.
Bonnie Lowe is author of the popular Job Interview Success System and free information-packed ezine, "Career-Life Times." Find those and other powerful career-building resources and tips at her website: http://www.best-interview-strategies.com.', 118, 'Top 10 Tips for Career Advancement, Careers-Employment, Careers-Employment articles, Careers-Employment information, about Careers-Employment, what is Careers-Employment, Careers, Jobs & Employment Information', 'Top 10 Tips for Career Advancement plus articles and information on Careers-Employment
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Your Job Just Got Easier with Outsourcing
If you are like most Internet marketers you often find yourself wearing a variety of hats. Those involved in the industry of Internet marketing are a hard working breed by nature and are typically not afraid to roll up their sleeves and become involved in all aspects of their marketing campaign. From brainstorming to develop a niche to designing aesthetically appealing and well optimized websites and from writing scintillating website content and intriguing press releases to remaining active on industry message boards, Internet marketers do it all. However, problems arise as the individuals become more successful. Their niche markets begin to thrive and increase in number and completing all of these different tasks for several different niches is no longer feasible. This is when it is important to know what aspects to outsource to other qualified individuals. This article will take a look at outsourcing both copywriting and website design.
Outsourcing these two elements to professionals enables the Internet marketer to retain control of crucial elements of the business such as creating new niches and promoting existing niches. These two components are the most critical and by retaining absolute control of these elements and overseeing other elements it is not likely the quality of the niche markets will be compromised by outsourcing.
Leave the Copywriting to the Professionals
The copywriting required for an Internet niche marketing campaign is one of the first elements which should be outsourced. The content you provide on your websites, as well as in press releases, sales letters and ebooks is likely the first impression potential clients get of your niche market. Logically, it stands to reason that your copy should be well written, concise, informative accurate, persuasive and search engine optimized. With so many requirements it is obvious this work should be completed by a professional copywriter.
The services of a quality copywriter, especially one skilled in search engine optimization (SEO), may be a significant expense with many copywriters charging close to $1.00 per word for optimized content and over 30 cents per word for content which is not optimized. However, those in the industry of Internet niche marketing realize the value of quality copy for their websites and are willing to pay these fees because they know they will be more than compensated by the success of their niche markets.
Let the Experts Design and Optimize Your Website
We have already discussed how writers with SEO skills are a valuable commodity but it is also important to note that website designers who possess SEO skills are critical to the success of Internet niche marketing campaigns. SEO is so important because high search engine rankings can drive a great deal of traffic to a niche website. Internet users constantly rely on search engines to find them the most useful information for particular search terms and as a result it is not likely these same users will visit websites buried on the third or fourth page of search results. More realistically, they will visit the first couple of links in the search results and find the answers they are seeking. This is why it is so important for those in the industry of niche marketing to invest in SEO.
Keyword density is one component of SEO which is usually handled by the copywriter. However, there are many other SEO strategies which can be incorporated into the design of a website to bolster rankings. Some of these strategies are careful selection of domain names and titles, use of META and ALT tags and clean website design which contains an easy to navigate sitemap. These are just a few of the most basic SEO strategies but techniques and strategies for SEO change regularly as search engines adjust their algorithms and industry professionals attempt new techniques to improve their rankings. SEO is not a simple process and is basically a full time job. For these reasons hiring a website design firm with SEO capabilities is critical to the success of Internet niche markets.
Tags : nose jobs, medical billing jobs, ceo jobs, marketing jobs, insurance jobs, business jobs
Comparing In-house Work and Outsourced Work
Is there validity to comparing in-house work and outsourced work? Of course there is but the more pertinent question is how you make these comparisons. Those who are involved in the Internet niche marketing industry realize a large portion of their success is related to their ability to constantly evaluate their niche markets and determine what is working and what is not working. They examine and test aesthetical details such as font size and colors along with more technical elements such as coding and search engine optimization (SEO) strategies. Since these savvy entrepreneurs are already constantly evaluating and making minor adjustments it is logical that they should also make comparisons relating to the work done in-house and the work that is outsourced. They should evaluate the work in terms of finances and in terms of quality.
The Cost of Outsourcing vs. Keeping Work in House
As with any business the bottom line in Internet niche marketing is often financial. There is no clear cut answer as to whether particular tasks will be completed at a lower cost in-house or through outsourcing. This will depend on a number of factors. For example the qualifications of the in-house staff is one of the major factors in the equation. The availability of the in-house staff members should also be considered.
If there are members of in-house staff members capable of completing the task and available to do so, it may be more affordable to keep the work in-house. However, outsourcing does reduce labor costs but often comes with a higher hourly rate as well as costs required to advertise the position and interview candidates. These costs will vary from case to case so it is important to always consider outsourcing as an option when possible.
The Quality of Outsourcing vs. Keeping Work in House
Comparing the quality of outsourcing versus in-house work is even more difficult. Again, there is no set answer for which is typically higher quality. In a situation where experts are required to complete a task it may be better to outsource the task because the in-house staff is not qualified to complete the task. In this case the quality of the work produced by the contractor will not only be of higher quality but will also likely be completed quicker and more efficiently.
However, in cases where the in-house staff and the contractor are equally qualified the in-house staff may hold a slight advantage because they are more familiar with company policies and procedures. In this case the in-house may be more efficient because they are already familiar with the standard procedures. This becomes less of an issue in cases where work is outsourced to the same individual regularly.
The other factor to consider when comparing outsourced work to in-house work is the work ethic of the individual completing the assignments. Two equally qualified employees given the same assignment, schedule and pertinent information may not produce the exact same results. This is because one employee may have a more diligent work ethic and a more keen attention to detail. In this scenario the more diligent employee will likely produce work of a higher quality. As this relates to personality rather than whether or not the work is completed in-house or outsourced it makes it even more difficult to compare in-house work to outsourced work.
Tags : nose jobs, medical billing jobs, ceo jobs, marketing jobs, insurance jobs, business jobs
How to Overcome Being Overqualified
Have you ever gone through the interview process, felt confident that you''d performed extremely well, and then heard these dreadful words: "I''m sorry, but we feel you''re overqualified for this position."
Arrggh!!
When I was told that after an interview, several thoughts went through my frustration-fogged mind... What kind of crazy excuse is that for not hiring me? So what if I''m ''overqualified'' -- don''t employers always want to hire the person with the best qualifications? If I''m willing to take this job, overqualified or not, why is that a problem? This isn''t fair! What''s the real reason they don''t want to hire me?
When interviewers say you are "overqualified," here''s what they are concerned about:
(1) You''ll be bored in this position;
(2) You won''t be satisfied with the salary they''re offering;
(3) You''ll leave as soon as you get a better opportunity;
(4) They''ll have to go through the time-consuming and expensive process of hiring and training someone all over again.
They may or may not make you feel better about being "overqualified," but you must admit those are legitimate concerns.
If you get the "overqualified" excuse once, you''ll be wary about getting it again. So if you apply for other jobs that may be at a lower level than warranted by your background, skills, education and experience, you may be tempted to "dumb down" your resume and omit things like college degrees. But lying about your background is not the way to go.
Here''s a better strategy: address it head-on. Be the first one to raise the "overqualified" issue with a potential employer. If you bring it up yourself, you can discuss it openly and convince the interviewer that it
won''t be a problem.
They key -- as with every job interview issue -- is to anticipate and prepare. Before you go to the interview,think about what you''ll say and how you will convince them that they should hire you, even if you are "overqualified."
After explaining how you will be a great asset for their company, tell them why you are applying for a lower-level position. Do not say, "I can''t find anything else and I really need a job." Though that may be the case, this approach is a little too honest and will reinforce their fear that you will leave
at the first opportunity.
Say something like, "You can tell that I''ve worked at a higher level before, but this position is exactly what I''m looking for." Then, depending on the job and your circumstances, explain why. For example:
* "I''ve always wanted to work for your company [or in this industry], and I''m willing to take a lower-level position to get that opportunity."
* "It will allow me to use my skills and expand my experience in a new field."
* "I''m looking for something a little less stressful, with fewer responsibilities, so I can spend more time with my family."
* "This position provides the stability and long-term growth potential I''m looking for."
* "The salary is not my top priority. I''d have no problem with earning less than I''ve earned in the past."
Be very enthusiastic about the job. Explain how you can meet their needs now and in the future as the company grows. And most important of all, convince them that you will not quit as soon as something better comes along.
If you are convinced that this job would be worth it, you might even try this: offer to sign an agreement stating that you will stay on the job for a minimum of 12 months. Whether the hiring manager actually takes you up on that offer or not, it will definitely make a very positive impression!
If you anticipate the "overqualified" issue and address it up front, it will not be a drawback to your success!
Bonnie Lowe is author of the popular Job Interview Success System and free information-packed ezine, "Career-Life Times." Find those and other powerful career-building resources and tips at her website: http://www.best-interview-strategies.com.', 118, 'How to Overcome Being Overqualified, Careers-Employment, Careers-Employment articles, Careers-Employment information, about Careers-Employment, what is Careers-Employment, Careers, Jobs & Employment Information', 'How to Overcome Being Overqualified plus articles and information on Careers-Employment
The Background on Background Checks
In one of my past lives I held a Top Secret clearance as a Civil Service employee working for the Air Force. So I am familiar with background checks. But many job seekers are not. Here''s a little background on background checks...
More companies are doing background checks on potential employees these days than ever before. Why? Here are justa few of the reasons:
1. Studies show that 30-40% of all job applicants put false information on their resumes or applications, and "exaggerate" their qualifications during interviews. Can you blame employers for wanting to verify claims made by desperate job seekers?
2. Lawsuits for "negligent hiring" are on the rise. If an employee''s actions hurt someone, the employer may be liable. So when considering an applicant, it''s in the company''s best financial self-interest to find out if that person has done anything in the past which might indicate future problems.
3. Child abuse and abductions have resulted in new laws in almost every state that require criminal background checks for anyone who works with children.
4. The September 11th attacks have resulted in heightened security and identity-verification strategies by many employers.
5. In addition, many state and federal government jobs require a background check, and depending on the kind of job, may require an extensive investigation for a security clearance.
So there are several reasons why employers perform background checks.
Under federal law, the employer must obtain the applicant''s written authorization before the background check is conducted.
The types of background checks companies do usually depends on the job, but they typically include the following:
Employment Verification
Often a potential employer will contact an applicant''s past employers. Many states have laws which prohibit employers from intentionally interfering with former employees'' attempts to find jobs by giving out false or misleading references, but a former boss can say anything TRUTHFUL about your performance. However, most companies have a policy to only confirm dates of employment, final salary, and other limited information.
Education Verification
This is done to verify degrees and certifications listed on resumes or applications. Under federal law, specific records such as transcripts and discipline records are confidential and will not be released by schools without the authorization of the student. However, a school may release "directory information," which can include name, address, dates of attendance and degrees earned.
Drug Screening
Many large corporations have a policy to drug-screen all potential employees prior to starting. In this situation, the job offer is contingent on you successfully passing the drug screen.
Credit Checks
This type of check (sometimes called a "consumer report") is most often done by companies where employees have access to money, sensitive personal and financial information. Some employers also use your credit history to gauge your level of responsibility (they believe if you are not reliable in paying your bills, then you will not be a reliable employee).
In addition to your payment history, a credit report typically includes information about your former addresses and previous employers. Employers can use this as one way to verify the accuracy of information you provide on an application or resume.
Federal law prohibits employers from discriminating against applicants because they have filed for bankruptcy.
Criminal and Motor Vehicle Records
These types of background checks are not as common but some companies have a policy of checking criminal records. Although arrest information is a matter of public record, in most states employers cannot normally access the arrest record of a potential employee (there are some exceptions, such as for law enforcement positions). If the arrest resulted in a conviction, that information can be obtained. In general, civil suits, civil judgments, and records of arrest more than seven years old are not reported (the seven-year limit may not apply to criminal convictions, depending on your state).
Companies check motor vehicle records when positions involve the operation of company vehicles and equipment.
Employment Application Accuracy
Some companies verify the accuracy of the information you provided on the employment application, including what you listed as your most recent salary. When you complete the application make sure all information is accurate.
What Can You Do to Prepare?
Take the following steps to reduce the chances that you and/or the potential employer will be "surprised" by information found during the background check:
1. Order a copy of your credit report. If there is something you do not recognize or that you disagree with, dispute the information with the creditor and/or credit bureau before you have to explain it to the interviewer.
2. Check court records. If you have an arrest record or have been involved in court cases, go to the county where this took place and inspect the files. Make sure the information is correct and up to date.
3. Check DMV records. Request a copy of your driving record from the Department of Motor Vehicles, especially if you are applying for a job that involves driving.
4. Do your own background check. If you want to see what an employer''s background check might uncover, hire a company that specializes in such reports to conduct one for you. That way, you can discover if the data bases ofinformation vendors contain inaccurate information. Consult the Yellow Pages under "Investigators," or use one of the many online search services to find a service.
5. Ask if your former employer has a policy about the release of personnel and/or employment information. Most companies limit the amount of information they disclose.
Remember, potential employers can''t conduct a background check without your written authorization. You can "just say no." Of course, doing that would give the impression that you have something to hide and almost certainly eliminate you from consideration.
Just be honest about your background. Many employers will hire good candidates that fit their needs even if their backgrounds are less than perfect -- as long as they didn''t lie about it.
Bonnie Lowe is author of the popular Job Interview Success System and free information-packed ezine, "Career-Life Times." Find those and other powerful career-building resources and tips at her website: http://www.best-interview-strategies.com.', 118, 'The Background on Background Checks, Careers-Employment, Careers-Employment articles, Careers-Employment information, about Careers-Employment, what is Careers-Employment, Careers, Jobs & Employment Information', 'The Background on Background Checks plus articles and information on Careers-Employment
Are Your References Ready?
One of the most common forms of background check performed by companies hiring new employees is the reference check. They typically request that candidates provide them with three names of previous bosses. If you don''t have three former bosses, then provide co-workers, teachers, college professors and/or professional colleagues as character references.
The first thing you should do is develop your list of potential references and then contact each one. Explain that you''re applying for a job, describe the type of work and the company, and ask if they would feel comfortable giving you a good recommendation. If they have any hesitation, do not include them as a reference. You goal is to have three strong references who can help you land the job.
Be sure to verify their contact information.
Don''t list these references on your resume, but have them handy during an interview. Put the names, titles, phone numbers, mailing addresses and email addresses of your references on a single sheet of paper and take it to your interview.
After the interview, if this seems like a job you''d enjoy, go ahead and hand them this list of references along with any other "leave-behind" materials that are appropriate, such as a portfolio with samples of your work (this depends on the type of job, of course).
Here''s a step most people forget -- after you land the job, contact your references, tell them what happened, and thank them for their help!
Bonnie Lowe is author of the popular Job Interview Success System and free information-packed ezine, "Career-Life Times." Find those and other powerful career-building resources and tips at her website: http://www.best-interview-strategies.com.', 118, 'Are Your References Ready?, Careers-Employment, Careers-Employment articles, Careers-Employment information, about Careers-Employment, what is Careers-Employment, Careers, Jobs & Employment Information', 'Are Your References Ready? plus articles and information on Careers-Employment
Four Important Questions to Ask Your Interviewer; Do You Really Want to Work for This Person?
Many job seekers miss a golden opportunity when they are asked towards the end of an interview if they have any questions. If they feel the interviewer adequately explained the position, they make the mistake of answering "No" to this question. But this is the perfect time to find out if you really want to work for this person! After all, even a wonderful job can turn into a miserable experience if you don''t get along with the person you work for.
Here''s how to find out if the boss will be as great as the job -- ask these questions during the interview:
1. "What''s your ideal employee like?" Asking this question will give you an idea of what this boss would expect from you. Listen carefully to the answer and deduce what it will mean for you. For example, if her ideal employee works independently, you''ll know this boss is not a micromanager. If her ideal employee follows procedures without question, you''ll know it may be an uphill battle to implement changes or new ideas. If her ideal employee works long hours, don''t expect to leave on time every night.
2. "What are the other people in the office like?" Does this boss really know the people who work for her? Does she list their accomplishments with pride or say something vague and unimpressive? Note her tone of voice when she talks about her team. Is she enthusiastic or disappointed?
3. "How does an employee succeed on your team?" Hopefully she''ll give you something more enlightening than "Do the job right." You want to learn what standards are expected. For example, if it''s a sales position, will you be expected to exceed a specific dollar value in sales or obtain a percentage of satisfied customers? So if her answer is too generic, you may have to follow up with more questions to get specifics. Ask about the typical career path for an employee who successfully meets goals.
4. "How do you go about solving problems?" How she answers this question can give you insight into her management style. Does she prefer to take charge when things go wrong, or encourage her team to develop solutions?
In addition to the answers themselves, note this person''s overall attitude about answering these questions. If she was open to them and answered thoughtfully, she''s probably someone who enjoys promoting good working relationships. If you''re offered the job, you shouldn''t have any hesitations about working for this person. But if she appeared to resent the questions and didn''t answer them to your satisfaction, she''s not someone you''d
want to work for.
It''s better to know this sooner rather than later!
Bonnie Lowe is author of the popular Job Interview Success System and free information-packed ezine, "Career-Life Times." Find those and other powerful career-building resources and tips at her website: http://www.best-interview-strategies.com.', 118, 'Four Important Questions to Ask Your Interviewer; Do You Really Want to Work for This Person?, Careers-Employment, Careers-Employment articles, Careers-Employment information, about Careers-Employment, what is Careers-Employment, Careers, Jobs & Employment Information', 'Four Important Questions to Ask Your Interviewer; Do You Really Want to Work for This Person? plus articles and information on Careers-Employment